Received Corporate Communication today that existing telecommuting agreements are no longer in effect.
Discuss.
37 replies (most recent on top)
Search” our workplace”
I can't find this notice in Teamworks anymore, I swear I saw it yesterday .. not today? where is it?
@1bgq+1cWguocZ - Where exactly is the pre-COVID WFH page?
I did read it. They are no longer using the telecommuter agreement which in the past any manager could give to an employee.
Now if you have a new position and want it to be 100% WFH, management can't just give them a telecommuters agreement. They must obtain an approval from ONE member of the OC.
This has nothing to do with current pre-COVID WFH employees. That website has a list of rules that current pre-COVID WFH employees are to follow instead of referring to the rules in the old telecommuters agreement.
Did ANYONE on this site read the FAQs?
All WFH agreements are null and void. All WFH requests must have Operating Committee approval. NO EXCEPTIONS. Furthermore, for those asking how WF can change the rules midstream, it's WF's prerogative.
With that said, what's to keep someone from repeatedly getting COVID? 🤔 (jk)
Your Manager or their manager needs to obtain approval from the Operating Committee to continue to WFH. You'll need to ask your manager if they received approval for you to continue to WFH.
I ended my return to office by getting the F out of this company! They pushed me to remote in two different roles, there was no problems at all. Now, it's such a big f-ing deal you have to work in the office around who? An office your boss won't be in or any of your direct team members?! Bull-schitt! So glad not to work at this dump anymore!
drastic times call for drastic measures.
I think the back and forth is due to the vague language they use in the communication. “The agreements will no longer be used,” can be interpreted as ALL agreements are void as we no longer use them (they were specific to the individual) or could be interpreted as going forward, we aren’t using them. I can tell you from experience (I was 100% remote years ago in a different role) that they often told us just keep doing what you’re doing and “we dont think this will impact our area” until the day they pulled us all on the phone and said 100% remote is dead for our group. Recently, we were told repeatedly that spans and layers wouldn’t impact us and it did. Recently, we were told there is nothing to worry about with HUB locations until they pulled us on a call and said if you aren’t in these cities and don't move to these cities, you’ll receive severance. Mid to lower level management is clueless and/or lying all the time. Plan accordingly. You’ve been warned.
Did you receive a TEAM LINK email for Corporate Communications? Should have been your first email of the day or last email from yesterday, depending on your time zone.
did not receive any corporate emails about my WFH today, maybe LOB specific.
@gos+1cWguocZ - This might be accurate; however, first they stated that existing telecommuting agreements are no longer in effect, which means that as of the date of the email, there are no more telecommuting agreements in place. That means all telecommuting agreements (all of which will be NEW) will need OC approval.
In sum:
1) Written telecom agreements are no longer used at WF
2) That means that if you had one, you'd need to submit a new remote request that will require Operating committe approval.
QED
So now I have to pay daycare?
During the RTO virtual cop meeting a message to managers said, "be empathetic, be understanding, but don't apologize" They are expected to cheer it on how it is the best path forward for Wells Fargo, despite all the studies, and data that show the opposite.
Schadenfreude
@anv+1cWguocZ all TC agreements will no longer be written. The process just changed. This does not apply to current agreements. The headline is misleading. You will see. But I guess you see what you want to see.
You guys remember when Charlie had his first town hall and a woman asked him what he thought of remote work and everyone laughed (for context, Charlie attempted to get rid of remote work entirely at BNY Mellon he didn't realize remote work was written into the contracts of employees in Europe. When the employees threatened to sue he "reversed course" and never brought it up again). I wonder if that woman is still employed at the bank or if Charlie got a little revenge on her.
Also yes, this is the same thing he pulled at another bank. Charlie attempts to make his employees lives miserable, to what end, no one really knows.
If anyone bothered to read closely it states that NEW 100% WFH positions must be approved by someone on the OC.
There is nothing in the updated telecommuter agreement that says those who have been WFH pre-COVID have to come in.
From what I have heard those who WFH pre-COVID are being grandfathered in. But there is a good chance if you change job roles by applying for another position, you'll lose that grandfathering.
Our LOB hasn't been given a specific direction, but our team reporting to my 2-up have all been told nothing is changing with regard to WFH. It's always caveated with "for now" but there are never any developments on that "for now" so it's hard to take it seriously when they've been threatening it for 2 years and haven't acted on that threat.
Fu-k management for all that for now bu-----t. It's not like our situations are going to change. It's just more uncertainty when none is necessary, in the midst of a pandemic.
This company has become sociopathic.
Post ID: @pcp+1cWguocZ
“I’m guessing that part of it will be more LOB-specific.”
True. My LOB has been told that previously 100% WFH should be ready to go to a site (hub or smaller administrative building) at least 3 days per week if there is one available within 40 miles. Otherwise continue working from home “FOR NOW”. (No details given on the “for now” reference.)
It's a dog and pony show.
The new guidelines are the same as the previous telecommuting agreement, they can just say now that it's not allowed, then subtly let it be allowed without caring. Their use of language has given them a lot of wiggle room while making it look like they're wielding an iron fist.
It sounds scary, but it's probably going to be pretty pedestrian. Watch the office locations start out packed and slowly thin out to 60% occupancy.
@anv+1cWguocZ - Not misleading at all. It is verbatim from the Team Link email.
Misleading headline. Read article. Just change in process.
“Why RTO when you don’t want to? Leave! Wahhh🍼!”
My 9 year old is more mature and creative than you.
Why RTO when you don’t want to? Leave!
@obx+1cWguocZ.. you go girl!! Tell the board. Don’t just say it here. Tell them!!
I'm glad Charlie moved our HQ from SF to NYC so he wasn't inconvenienced.
@pcp+1cWguocZ - Agreed. Communications around here are NEVER helpful.
Charlie is a passive-aggressive, egotistical a-s and the weakest leader to ever call himself CEO of this company! It's quite rich to write a remote work arrangement into his own multi-million dollar contract, but then not offer those same opportunities to all the "employees" who work for him... oh, and during a pandemic. If he would get off his lazy a-s, actually understand the company and where changes need to be made, make a plan to implement those changes, and lead us all through it, this would go so much better for all of us, and for him.
It still doesn’t adequately address how previously 100% remote workers will be treated as to what would warrant an exception or not to remain 100% remote. I’m guessing that part of it will be more LOB-specific.
The new “guidelines” for 100% remote work are very similar to what was in the previous telecommute agreements anyway.
The only thing that is made clear is the fact that no new roles will be considered for fully remote workers without OC approval, but we already knew that. This morning’s communication was not helpful.
no its been said before but this is first time i have seen an official notice from corp comminications
What about those of us that were hired on years ago as Field Reps with 100% WFH in our offer letters? I guess that whatever is in the offer letter only matters if you are in upper management...
But seriously, for those of us who have never worked in an office and are geographically dispersed from fellow team mates, where do we go from here?
I expect the board to treat Charlie's comp package the same way, 'a mere scrap of paper', null and void at their whim.
I got this too; I heard there are no exceptions as all agreements are void, managers cannot over ride this due to it would relate to other bigger issues why johnny gets to wfh while sally does not.
nothing new. this has been communicated for months in conjunction with RTO