December
13 replies (most recent on top)
Managers of employees fired for cause (i.e. performance) need to be the next to go if they didn't have a PIP in place or do any kind of performance management. Isn't that literally their job??? So many "managers" in name only in this place not doing their jobs!
@c8 I was fired for inconsistently meets no warning, write up or PIP.
@bb I was fired 2 weeks ago for inconsistently meets. Over 20 years one year at inconsistently meets, no writes or PIP. I disputed my firing and was told it the firing was done per Wells Fargo Performance Policy. I asked for documentation to support this and was told it was internal document and they could not share it with me
How can people still not know the difference between a layoff and fired for cause ? Below is a cheat sheet. You can also search for it
Voluntary: you decided you are leaving
Involuntary: they decided you are leaving
Involuntary has two categories:
Layoff - what 99.999% experience here and get severance
For cause: performance, misconduct etc. they better have some documentation
@bb yes, I was just fired yesterday along with about 7 others in business relationship management after hitting my sales goals last quarter. Their own rules dont apply anymore
Nah
Like several other people have already said, it’s a big process to get terminated for cause. Almost everyone gets laid off - you can read about it, the process to terminate us published
@c8 this is false. Consecutive cycles of poor performance can equate to termination.
firing for cause based on performance is a time consuming endeavor which takes a lot of paperwork. even with the days and hours in office there are multiple warnings and opportunities to correct before they finally let you go.
Yes, in normal times and when WF was a normal company. Now WF has the "I'll do whatever I want and justify it some way" mindset. Take nothing for granted at this company, including their own stated policies/procedures.
@bb you should read the employee handbook or search for performance reviews on Teamworks . Before you get fired for an IM rating manager needs to give you a verbal warning, next open a corrective action which includes a plan to allow you to improve performance. There are other factors as well. I’m only stating the basics.
I am not an HR specialist but I’ve done quite a bit of reading about this subject.
Anything for HR?
What departments? And I heard people with inconsistently meet is being fired not laid off?