Layoffs are expensive, especially if the company is getting rid of employees who've been here for a while. I think they have another strategy that has been playing out simultaneously with layoffs to avoid paying packages. They have been trying to bully people out of their jobs by letting abusive managers do their dirty work for them. This is what is causing the work environment at Wells Fargo to deteriorate more and more. It's all intentional.
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Testimony for the Workplace Psychological Safety Act (7-minute version) @https://www.youtube.com/watch?v=8xULk5VI4BY
The Workplace Psychological Safety Act is moving forward in Rhode Island, which has a good chance of becoming the first state to pass a law against workplace bullying. Your help is needed to push things forward. There is strength in numbers.
The law will go before a Senate floor vote AND a public hearing of the House Labor Committee – both scheduled for this week.
The bill passed the Rhode Island Senate last year, and it passed the Rhode Island Senate Labor Committee just last week. That’s halfway to the governor’s office – where it has the potential to be signed into law.
Senate bill S2473 will go before a Senate floor vote this Tuesday, April 30, at 4 p.m. ET. Watch the Senate floor vote here: https://capitoltvri.cablecast.tv/
House bill H8044 will go before the House Labor Committee the next day: Wednesday, May 1, at 4 p.m. ET. This is a public hearing, and you can watch it here: https://capitoltvri.cablecast.tv/
Laws passed in one state often create a “domino effect” in other states. Laws passed in one country have the capacity to effect change in other countries. Even if you are not in Rhode Island, or not in the United States at all, please do your part to help out.
Submit your written testimony in support of H8044 to the House committee members at HouseLabor@rilegislature.gov before Wednesday’s hearing. There is a suggested two-page limit. Written testimony submitted to the Rhode Island House is public and accessible by search engines. If you want your testimony to be anonymous, submit it to info@endworkplaceabuse.com by the end of the day Tuesday, and your testimony will be made anonymous for you. If you can be in Rhode Island, testify in person in the House Lounge of the Rhode Island State House, 82 Smith Street, Providence, Rhode Island, on Wednesday, May 1, at 4 p.m. ET. Limit your testimony to three minutes. Rhode Island is not accepting virtual testimony.
Nothing wrong with starting small. Gotta start somewhere. Baby steps. One step at a time.
It's well known that if you report someone internally that YOU will end up getting investigated. They want to protect the company, but they don't realize they end up multiplying the behavior as everyone knows they don't enforce anything, so they carry on abusing people. I don't know if that has changed at all. Anyone know?
Wells Fargo is known to be the most dishonest bank in the world.
Bullying, harassing, even discrimination is an uphill battle to fight. What is far easier to prove is illegal activity. Under the Fair Labor Standards Act (FLSA), all hourly employees MUST receive overtime pay for any time worked above 40 hours per week. What makes this even more fun is in March of this year, the DOL began enforcing a six part test to determine whether someone is indeed a “contingent” resource (and therefore not covered under the FLSA overtime provisions for ‘employees’). The results - WF has a f***ton more ‘employees’ than they ever imagined. Also, under the FLSA, even if someone doesn’t ask for OT (because they’re terrified of losing their jobs so they su-k it up and work unpaid OT), the company is STILL on the hook. It is the role of the direct manager to be aware of the hours EACH employee is working. Even if the employee is only submitting for 40 hours when they really worked 55. It’s called “willful negligence” on the part of the manager.
@3jnx+1s8OgN3t https://teamworks.wellsfargo.com/common/ReportEthicsConcerns.html
Do not report anything to WF internal departments like Ethics Line, HR, Internal Audit, or IRM. Those people are there only to protect the company, not you. The only way you can survive is by reporting incidents to federal regulators, news media or your own attorney.
Never go to Ethics Line. If you do, your career will be over.
@2gpb+1s8OgN3t, I reported incidents to Ethics line. The managers deny everything I said. Even though I provided a ton of evidence emails but the Ethics line guy said he was too busy to read my evidences. The case was dismissed. Then the harassment got even worse. Much much worse than before. I don't think Ethics line protects staff employees, but they protect only the company and the managers.
I would sue the he-l out of them
@2gpb+1s8OgN3t. Can you provide a web address please?
The key is to make yourself unbullyable. Just stop going to any meeting run by execs or other groups you don't need to attend for your job. If a person isn't your direct manager, don't worry to much about what they say/do. You can get all the updates you need from this site.
Disclaimer: I only post the below, not to encourage submissions for pettiness, but only when you see true harassment, discrimination, unethical behavior, violation of Code of Ethics and/or HR policies.
Even though it may/will not prevent you from being laid off, every time you see true harassment, discrimination, unethical behavior, etc. submit it via the EthicsLine website. You can do it anonymously from Teamworks at Home. Turn on a VPN if you want. I use to be someone who would try to talk to the person or ignore a certain amount. And, while I still ignore a certain amount (ex: someone rolls their eyes in a meeting. Cool, whatever.), I no longer ignore things that would go against the Code of Ethics. Yes, this makes me seem like the tattle tale, but I submit them so it gets to HR where they 'have to' at least talk to the person and there's a record of it. I've noticed a small change with one have submitted for. They now are gaslighting and making side handed comments implying they've been stifled versus actually caring to change. But, that shows me HR at least talked to them. And, as someone that will be laid off for being in the wrong city/state, it brings me a small amount of joy to give some of that misery back to them that I've been having for far too long now. And, the more that are submitted for any particular employee, the less their management can ignore it.
Dunno about bullies, though I have seen a lot of affable ignorant id--ts springing from the ground. Like weeds in spring.
I’m going through this now. A manager that already had no business anywhere managing spiders let alone humans. Every email is combative and hostile when I’ve never been anything but polite and professional. Unreasonable. Falsifies information. I’ve been in banking over 25 years. I’ve seen a lot but this person takes the cake.
The managers can be stuck in the middle because WF is getting rid of them too.
I see more legacy employees bullying managers with veiled lawyer comments, bad mouthing managers in skil levels, filing cases and so on. They think they smart, makes them untouchable or they will have a case when let go. All they did was guarantee they will be on the list. If they spent this time and effort on their job their manager might actually keep trying to develop them or find a spot for them that aligns to skills but now just take their cr-p, document and be glad when they are on the list.
@1fol+1s8OgN3t was your glass filled to the brim? Was your bathtub filled with water or nonsense? In the past what did you do if you filled your wallet with cash? If you filled your pockets with rocks and jumped off the golden gate would your fat head keep you afloat? I’ve filled this thread with more hilarity than I can spare. -Good Night
Just talked to my employment attorney. He ... well we... helped me out on an age discrimination issue about 15 years ago. We were successful then I filled him in on my Wells layoff several years ago.
He told me that a lot of people come to him after they get laid off.
He laughed and wondered why I didn't fill him in. He filled me in on the other Well's cases (in general) he and others have been approached with. I guess there is an association of employment lawyers. They have concluded that the Wells' severance agreement is one of the best they have seen (along with all the support). If you have signed it your chances are slim to none on getting any discrimination settlement. So in short, @zrn, you can "lawyer up" but it will be on your dime.
@zrn+1s8OgN3t. Nailed it. Don't list your WF Managers on any referrals.
Absolutely this is just one method of many which make up the Wells Fargo Way.
They do every they can to make people uncomfortable or miserable, so they quit. WF wins as no severance packages for those that leave on their own.
Instead of laying people off and paying the severance package. They hope people will leave and attrition will reduce the severance expenses.
For example, in the just announced Q1 2024 earnings they noted less than expected severance expenses helped offset losses. I think it was losses in our credit card portfolio?
It’s unfortunately all a game. Can you hold out or is the stress, the unknown, or the inane just too much to overcome? Game on friends!
Yep. My boss laid off 1/3 of my team but I have been told I can’t move out my delivery dates and if I don’t meet the original dates with the smaller team that I will be rated below meets.
There seems to be no middle ground at WF. Either an employee keeps quiet and accepts misery or tries to be above it and then finds themselves being the odd one out.
Yes. It's called harassment. If you're a
protected class, it's called discrimination. If you're dealing with discrimination, the work environment is toxic. The legal language is hostile working environment. Whoever is working at WF, trust no manager and lawyer up with an employment attorney. Colleagues are awesome but they too are being strung along and compared to peers who learned how to cheat the system and keep the top happy with false sales pressures and goals, all in the form of s hi t t ill y scrutinized metrics.
The writing is on the wall. Run or be sc--wed over by this role. Managers will say false and illegal things just to try and ruin your prospects of thriving elsewhere.
Eyes open, moth closed, ears open, feet on the ground. Don't fall for their scandals and lame investigation processes.
No idea how this dumpster fire scored a number three for top places to work at.