Does anyone know if it’s impossible for one that has a remote exception to move roles internally and move the exception with them? Is this something that can be negotiated in an internal move?
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The exception only goes with you if you actually have an approve accommodation through Accommodation Management.
@3sfy+1mYF4y3d it doesn't matter if someone else on the team has the same accommodation for the same reason. (btw - the manager doesn't know the reason. only the accommodation consultant does. they don't tell the manager)
A manager's decision is: does the accommodation cause undue hardship (that's the wording of the law). If one person doesn't but having a second one does - it can be denied.
So technically if HR approves a person and their manager approved and then months later they apply for a new job, and the new hiring manager says no.. but there is already someone on their team with an accommodation.. can’t they not say no? Because someone on their team was already approved?
Seems like trouble for us in the future..
FRTO. Stay home no matter what!
Was your exception approved prior to the pandemic?
medical exemptions don't carry over either, they are tied to your position number so while you can keep it if you get reorged, if you move you need to rerequest
- a remote exception is different than a medical accommodation. The former is approved by LOB. The latter is recommended by HR and approved by the LOB if there is no undue hardship to the accommodation.
- Neither of them follow you to a different job within the company.
- For the exception (not accommodation) it has to go up to OC or OC+1 and exceptions are tracked. Leaders don’t really want to have to ‘explain’ why they are making exceptions when the direction is to reduce fully remote.
- Medical accommodation - new LOB may be more amenable to that as the decision sits with the immediate manager.
- My exception approval specifically states it is role based and subject to review and re-approval if that changes. So does not automatically move with you.
- I'm in Control and qualified, so it does in fact happen in Control.
Got to love the irony of business justifications and HR inconsistencies in approving exceptions.
Apparently if you’re on some global solutions team, risk transformation, customer remediation or analytics team, you can be special and be 100% remote. But front line business (non-customer facing) and Control don’t qualify.
It does not move
The hiring manager is not going to go all the way up the chain to vouch for a new hire to be remote... probably because they can't imagine the outrage from the rest of the team that has to RTO.
Everything is negotiable, just remember that you're one worker negotiating with your employer, a huge corporation.
Wells Fargo and its leadership are so f--cked-up it hard to believe, but true. Only India matters at this point.
How stupid is it that a remote exception is for a job position and not the person in the job when it was granted to the person? Another way to get rid of you. Honestly, just work enough to not get fired.
The thing is, Bob, it's not that I'm lazy. It’s that I just don't care. It's a problem of motivation, all right? Now, if I work my a-s off and Initech ships a few extra units, I don't see another dime. So where's the motivation? And here's something else, Bob: I have eight different bosses right now. Eight bosses. Eight, Bob. So that means that when I make a mistake, I have eight different people coming by to tell me about it. My only real motivation is not to be hassled. That and the fear of losing my job. But you know, Bob? That will only make someone work just hard enough not to get fired.
~Office Space, 1999
It's not impossible. It's up to the hiring manager if they are going to ask for it. Then it is up to the leader reporting to the OC if they are willing to take the request to their leader. It will depend on your skill set in the end, is it a critical skill set you bring?
It does not move with you.
I understand the hiring manager would have to request an exception at the Operating Committee! Let’s be candid, almost no manager is going to ask for an exception from THAT level of Charlie’s right hand people knowing that Charlie has been very clear in his actions he has no respect for remote employees.
Iny my 20+ years, the burden/disadvantage is always on the employee. I haven't seen much in WF paying attention or understanding the individual worker. Seen way too valuable and incredible people leave without any fight from the company. I guess anytime you want something from WF, the answer is no.
This is a key method for using promotion as a twofer. You lose your WFH, and your replacement will be locked into RTO from Day 1. This is one reason I'm glad I don't give an S about promotions. I have the job I want so they can't leverage promotions or transfers against me.
@yup+1mYF4y3d there's a "new" location strategy in the works?
can you share any details?
It is not. I confirmed this with HR a few months ago.
It’s only good where you’re at. Up to the new area to honor or not. Word is many of these exceptions are going to be up for review again with their new location strategy