Thread regarding Wells Fargo & Co. layoffs

Still going on. Waves of firing for "hub location strategy" every Tuesday after payday. These Tuesdays have been termed "Termination Tuesday".

I'm in a non-growth maintain hub and not allowed to promote within my group but still expected to take as much, if not more than my more senior peers. The clock is ticking for me.

"I think this is an ADA violation, "

No it is not. ADA doesn't mandate employers to allow people to do whatever kind of work you want with any accommodation you like.

I am fully remote and after posting for a job where I had contacts inside the team pushing for me and was still denied, I guarantee this is 100% true.

I think this is an ADA violation, but I’m sure their Wall Street lawyers say it won’t be enforced by the government officials they are bribing, er…contributing to their campaigns.

Why would you want to keep working for this train wreck of a company anyways?

The Lords of RTO can eat S, F off, and die. Worst decision in the history of decisions. They can crank out all the policies they want, if people don't go in, NYC will fold.

From one who asked the CIO/Head of Tech I received a resounding NO to the question of moving/applying for opportunities. Direct question/Direct Answer. I took that as too career limiting and decided to leave vs wait for the economy to be worse off where there are limited external opportunities. Left after over a decade and could not be happier where I am today! Also - If during COV ID you moved to what is now a non-hub location they will displace due to this.

I am not near a hub for my realm of responsibility. I am assigned to the Wiseman Campus but I have never been. Have been encouraged to test out access and get familiar with the site but have yet to be required to go in. Hired as full remote and of course that has been taken away. I will never set foot in an office. If RTO is enforced it will be an unpleasant situation for my manager. I won’t be rude or anything, I simply will not comply forcing them to go through the warning and notice, document my dissent and terminate my employment for cause or whatever they choose to do. Collect my paycheck all the way until the end. Not even remotely concerned about burning a bridge or being looked at unfavorably for being terminated by my next employer if I job hunt. I would absolutely disclose that I was terminated and for what. If the gaining employer disagrees with my choice then it’s better we never create a relationship.

i am trying to figure out when Saul figures out the the Agile Teams literally never come in the office because they wrote the policy so poorly. I would think the intent would be that they would be in the office the minimum that everyone has to be in except for them coming in more like managers. However that seems to have flew past. So because of the 2/3 exception for agile workers spread across technology they will have to run multiple scrub reports and why wouldn’t agile teams need to be in the office like everyone else. Saul either created this loop ho-e or someone did not do a good job thinking it through

It’s sad but true that location strategy seems to increasingly be a limiting factor for anyone not in a hub. As a former remote worker I hate it but at least I am content in my role for now.

Not looking to get promoted or move currently but that will change down the road. At some point we may have different leadership with a more thoughtful strategy but I’m not going to hold my breath. I’ve resigned myself to the fact that I will need to look externally when I’m ready for the next chapter in my career.

I am a long-time employee in Oregon. I go into the Portland office, even though when I took my current role it was posted as full-time remote. I am hearing I cannot be promoted in my current role and cannot post internally. This is not because of my performance, but purely based on my zip code.
So basically, dead man walking. Add this to the list of ways senior leaders are clearly demonstrating the do not give a flying F about employees.

Jobs are posted for the locations listed. If you are not in the location in the posting the assumption is you are willing to relocate yourself. There may be some very special Dev or coding experts that could see an exception for them because they are so hard to find however the vast majority of us are replaceable. I think if you are in a location further than 40 miles from a hub you can forget a promotion at all. I would be more concerned about a year out and whether or not the location strategy will be back in play and you will get to a hub or be out of a job. I know too many people pre covid that were given warning what was coming then covid. However i think Saul was pretty clear and HR that the location strategy has not left the building. This is the immediate post covid environment and we can expect more changes. If the market continues to tank this could be a great opportunity for them to cut staff. You have no contract to WFH or have a job because you are further than the hub

@aba+1iWnRbUu

That doesn't change the fact that 'they aren't granting any exceptions' is demonstrably false. There are individuals with exceptions and there are entire groups with exceptions.

This is true. My applications for other positions, even WITHIN my current team, won’t even be looked at unless I move to a hub.

Deniers…. Just because there are ‘some exceptions’ right now means nothing.

Op wants to know if their prospects for movement are limited if fully remote, and the answer to that is yes.

"there is a rule of no new hires (new to WF) as full time remote. exceptions are granted by OC members only, and they aren't granting any."

There's always exceptions. Underwriting, certain tech jobs etc. already have ones we know of. It's amazing how "we're better together" until the job market simply says "no", then suddenly we're better WFH. Funny how that works. FRTO.

@bhh lol, obviously you aren't speaking for the entire bank. My group has been told multiple times that due to our job function we are allowed to be fully remote. The trolling here is hilariously pathetic.

Not a problem in India. God Bless the US.

here are the facts:

• the company has a goal to eliminate having workers in locations that are not a company location (e.g. anyone who is 100% remote and more than 40 miles from an office), It's been in place since prior to COVID. Covid stalled things a bit, but the goal hasn't changed.
• there is a rule of no new hires (new to WF) as full time remote. exceptions are granted by OC members only, and they aren't granting any. Employees who are currently in footprint and want to move to a different location that would be 100% remote are told they will be considered to have resigned by doing so.
• the real estate footprint will shrink. fewer locations will be "company locations".
• business units have discretion to choose some company locations and not others
• business units also have the discretion whether they are willing to hire an internal person that is 100% remote, and many are opting not to do that given the longer term direction.

So if you are a 100% remote worker, your prospects for movement around the company are indeed limited and will only get worse.

In our group we are not allowed to interview someone not in one of our approved hubs or willing to move to one - even internal candidates already working remote.

Don't want a promotion so I guess I can live / work wherever I want. Cool.

Fake news

If you are forced to drive 40 miles in to the office, you can request the severance package instead. Look it up on teamworks. I think it is on page 6 of a 15 page doc.

The hubs suck and everyone looks miserable.

It depends on the department. So for departments following the hub policy, they only hire people who are located in the hub locations. In other departments, they recognize talented people can be found in non-hub locations. Some postings also clearly state hub locations only, or some with will say locations within the Wells Fargo footprint.