I’m hearing conflicting info. Are remote medical exceptions safe from layoff or are all remote workers regardless of exception part of layoffs?
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I had a temporary one and was laid off as well...upcoming surgery and some STD was known about too.
I had one and was laid off.
Each LOB has their own list of locations. If you are in “IT” and can’t find it from Teamworks.. I don’t know what to tell you. It’s a simple search.
They should start with the list of people with medical exemption. If it was granted after covid, it is likely a fake exemption.
Then they should look a the the people d-mb enough to get vaccinated (sheep) and cut them too.
For those that are remote with medical accommodations that fall under ADA and are a protected class, will Wells provide the additional job search leave as outlined in the handbook?
No. Remote w medical accommodation and lived within 40 miles of the hub. I was laid off.
There is a list at the enterprise level, and at the OC and OC+1 level they choose a subset.
@rru+1qATN1gr - the "list" depends on your LOB........they can all have different 'approved' locations, so what may be approved as a 'hub' for one LOB may not be allowed as one in another.
Can someone please list the go-forward locations? Also, is there a different list for IT? I did search the company website but didn’t find anything useful. Thanks!
Since HR thought they were so smart to list that in the accommodation letter, do you really think that will protect them in litigation?
If you are tagged to be laid off, that will not save you.
Two coworkers out in medical leave were layed off in my group. Bottom line they don’t care and medical excuse don’t matter! Just ride the wave until you’re told to go.
Your accommodation letter literally says that it does not exempt you from any hub strategy or location requirements.
@tyw+1qATN1gr Is correct. If you are within 40 miles of a “hub” and remote due to a medical accommodation, you will be safe from the layoffs in regard to location strategy only. However, if layoffs are happening for your group or LOB as a whole, your medical accommodation (whether it be remote or another accommodation) does not prevent you from being part of the selection group for being laid off. As long as they can demonstrate the reason for displacement was not due to your accommodation (which is incredibly easy to do so long as there are other people without an accommodation also getting laid off), there would be no case for discrimination or disparate impact.
fyi, medical exemptions are being more closely reviewed. don't forget that a medical accomodations is just that, an accomodation and that doesn't have to be work from home
No, I was laid off in my group’s first round and was a remote worker with a medical accommodation.
if you are remote with medical exception, AND you are within 40 miles of a go-forward location (so you could go into an office when/if the accommodation expires) then you won't be displaced due to location strategy. You could be displaced due to other reasons - run of the mill downsizings/restructurings etc.
If you are remote with medical exception and not within 40 miles of a go forward location, you will be displaced as part of location strategy, the medical exception doesn't matter since the company is exiting the geography.
Why would they be safe from layoffs? It’s an exception from working in office, not job security. Cutting a position is cutting a position. Only benefit is HR is probably hesitant cutting you due to fear of a discrimination complaint.
Having a medical exemption does not provide any additional protection. If they are doing layoffs in your group, you have the same odds as everyone else.
Remote medicals are safer than otherwise, but are also more routinely reviewed these days.