Just curious if anyone else is experiencing what feels like intimidation and retaliation after returning from leave. I was on leave for major surgery and returned on doctors release date. But my manager is making it seem as if I’m demoted by asking me to perform different functions, work hours, etc. The communication and relationship has also shifted in a way that make it seem as if they are trying to make the workplace unbearable in hopes that I’d resign.
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I dealt with the same issues with Wells Fargo. They hire anyone off the street to be a manager. The African-American manager that I have does not even have a degree. She’s uneducated and it is displayed everyday. Thank God Affirmation Action is being removed. I would say more but what’s the point??? No more Diversity and Inclusion… music to my ears
I was able to get proof that my performance was affected by FMLA. What is great about it is that I have positioned myself to never have to work in the corporate world again so I’m going to skip my happy a-s to an attorney.
Intermittent fmla ought to be banned. I implore you to find one person in branch banking that hasn’t been severely negatively impacted by a colleague abusing it.
In my retaliation I did not realize I was sent home
on FMLA during their investigation. I got a lawyer. Proved retaliation, discrimination, bullying. Got severance and negotiated it on my vacation. My mentor looked like Ms. Trunchable. It was one for the books for sure. Don't recommend working at WF under any circumstances. The biggest one being managers here will try to ruin your career elsewhere and fail at it. The scars remain, it's really up to you to build your confidence back up and pretend this place never existed. No idea how I survived, I thank God and my ancestors. I learned to respect myself and stand up to some pretty egotistical egg-looking managers. They are pure evil.
If you have evidence don’t come to us but go to an attorney
That said, my role has changed so many times in last two years with no FMLA. Get used to it
Not sure if it's specifically retaliation... WF has decided to move people around a lot more frequently, even if you were not on leave. Agents from one LOB are getting temporarily or permanently loaned/moved to other LOBs if the originating LOB was determined to be "overstaffed" and the receiving LOB was in greater need of you. Also, the change in work hours is allowed (by HR) if you were gone over a certain amount of time & the "business needs changed." Sadly, I believe this is just the current environment of this company, unless you have specific examples of retaliation directed towards only you. If you can argue that the change in hours cannot be supported by data (i.e. they still need someone in your dept at your old work hrs, work is falling behind, deadlines are not being met, etc), you could try to argue that with HR & see where it goes. Good luck to you OP.
Yes, I was pushed out of my role and into a dead end one 2 months after returning from maternity leave. Regardless, I worked hard and ended up innovating their intake system with a director noticing it. Then this year they didn't promote me in Jan, however they did in April but with NO compensation increase. I ended up applying to and getting a new job in a different LOB. They hired two people to replace me and both are 'higher level' getting paid 20k more than me...I have some choice words for that donkey manager and that group.
I was retaliated against after return form illness that my boss openly laughed at. ADA was likely violated as well. I worked for two other firms and WF mgr was worst ever.
I can’t stand Fmla. Sorry if it’s been hard for you, but I promise it made life miserable for your manage and colleagues as well.
How long were you gone? Is it possible the needs just shifted in your absense and now you need to adjust to them? Was your relationship with your manager good before your leave?
Trying to find reasons to fire people or give motivation to leave because layoffs are coming.