Thread regarding Wells Fargo & Co. layoffs

Location Strategy, ADA, and Work from Home Accommodation

For anyone with insight...
I work from home with a health accommodation. While I did not claim a disability, my health issue is an ADA protected condition (it's legitimate, not taking advantage of the situation here). I work about 20 miles from a WF office that is NOT a Hub location for my LOB. Once this WF location presumably closes with the future location strategy, I would be much more than 40 miles from the closest Hub location.

Question 1: If the office near me closes, will those working from home with a health accomodation be asked to move to a hub city (despite working from home) or be severed because of the location strategy?

Question 2: If officially request an ADA "reasonable accommodations" to work from home because of my disability, would I still be forced eventually to move to a hub city (and work from home there) or be severed because of the location strategy?

by Anonymous
| 2556 views | | 9 replies (last January 27, 2024) | Reply
Post ID: @OP+1qIFZQcu
Comment! It's anonymous!

9 replies (most recent on top)

They laid off a colleague in Technology July 2023 who had a ADA Accomandation for 10+ years. Accomandations do not matter!

by Anonymous
| | Reply
Post ID: @4woe+1qIFZQcu

Wouldn’t it depend on the role and if it transfers to something else too? For example if it is something that you would have to be in the office for now like a physical presence focused job, would you have to change jobs? Just thinking depending on the work some can’t be remote. But if that’s not the case and you have an accommodation should be ok no?

by Anonymous
| | Reply
Post ID: @2wlo+1qIFZQcu

There is an additional job search leave you can get for those with ADA disabilities, protected classes, etc.

HR and your manager probably don't know about it but look in the handbook.

It is your best tool against the ilk and the inept cronies.

by Anonymous
| | Reply
Post ID: @1pcg+1qIFZQcu

Nobody can “force” you to move anywhere.

If the company or your LOB is exiting the location, it doesn’t matter if you have a medical accommodation or an ADA disability. They are exiting the location

You may or may not have option to relocate. That is decided on a LOB-by-LOB basis and based on business need.

If you want to stay where you are and are in a location that I being exited - start looking for another employer

by Anonymous
| | Reply
Post ID: @1hzm+1qIFZQcu

OP here:
I should have been more clear. I am aware that a health accomodation does not protect anyone for being let go for any reason. I am curious if there is guidance specifically for whether ADA protected reasonable accommodation (remote work) is an exception to the location strategy (e.g. I currently work remotely from a non-go forward hub city vs. working remotely in a hub location city). It sounds like @1yan+1qIFZQcu 's information is that it is not an exception.

by Anonymous
| | Reply
Post ID: @1fmd+1qIFZQcu

This question is asked literally every week. Having an accommodation to work remotely does not protect you from a layoff. The letter you received for your accommodation literally spells out that it does not exempt you from location strategy.

by Anonymous
| | Reply
Post ID: @1hql+1qIFZQcu

You can fire a pregnant latino women with the right paperwork... No one is safe...

by Anonymous
| | Reply
Post ID: @1qxj+1qIFZQcu

Special events lol

by Anonymous
| | Reply
Post ID: @1qib+1qIFZQcu
  1. Whether that office closes or not is irrelevant. It’s not a hub so you are now on a list. You might be offered the option to move or just be displaced. It depends on your LOB strategy and how valuable you are.
  2. You can only be remote as a medical accommodation near a hub. One of my employees recently was granted that and HR was clear they must be in a hub market to be able to come in for special events.
by Anonymous
| | Reply
Post ID: @1yan+1qIFZQcu

Post a reply

: