Thread regarding Wells Fargo & Co. layoffs

@348 perhaps you would like to tell us what those trainings say?

@n8 obvious why you're a former manager. if someone is on a legally protected leave, the "grade" for the year is for the part of the year they were at work. it's not downgraded or diluted for the time a person was absent.

@2x9 I would appreciate it if you can point out where I was saying that I must get exceeds? You probably didn’t even finish reading the post fully and jumped to a conclusion. To understand try putting yourself in ones shoes.

@q6 why do you think someone should exceed if they contribute less than a meets? That is what you are saying.

@n8 since you mentioned you were a manager before - don’t you think it’s fair to skip review for that team member who missed 1/3 of the year due to a valid and protected by law reasons?? Why does it have to be fair one way only? Some managers are shitless chickens at their roles to even open their mouth and represent their teams!!

As a former mgr there I can told you training says to evaluate the performance and impact to the team through the WHOLE year. If your team is humming along and you miss 1/3 of year it is reasonable to expect a lowered score at year end. I would think one down max. From your teammates view this is fair to them also.

@fv Right on the money. This is the same malcontent who wrote that cringey post about his mentee calling him distraught about being forced to rate people inconsistently meets.

Luckily the cranks on here are not bright enough to lie convincingly.

@en I couldn’t agree with you more on it being a total cr-p. I feel as if I was punched in the stomach with how dirty I’m being played. There def should be more unions to protect employees and their rights. For those who disagree by saying “just because you can take full 16 weeks, etc.” - just think for a second WHY TO AGREE TO A POLICY, hire people by promoting this so called policy to then punish them for it. Until you change your mindset you will always be played by these dirty corporations and their managers.

@fv go get a life! This is very real that I’m going through at the moment. Someone might find it useful in days to come. It’s not easy to navigate corporate life and be your own advocate.

Yeah...this isn't real. Just the troll trying to rile up the people he most resents (women) with his new bullsh-t rumor hes trying to get going.

@a7 FYI FMLA only covers 12 weeks. WF offers 16 so who’s to say they aren’t knocking people taking more than 12 since that’s the legal amount covered.

Definitely ask about it and maybe go to HR - but just know, going to HR puts a flag on you, regardless of them saying "no retaliation" blah blah blah. I am guessing your manager HAD to flag someone as IM with the new (complete b.s.) 'stacked rating' cr-p, so you, being away from work, drew the short straw.
WF is cr-p, but the pay and benefits are so good it keeps people here.
I would also contact an attorney to just see what they say - its very likely there isn't a dang thing they can do for you.
Sorry you have to go thru that cr-p by taking advantage of the great benefit WF offers. Its just cr-p all the way around

@cv Thanks for sharing your experience. Were you able to dispute it?

This happened to me as a woman who has a complicated pregnancy, I had been exceeds and got lowered to meets, I took the 4 months and was dinged right when I needed more pay and bonus. Very unfair when you have 17 years in…

@a7+1kepr0xvt

Just because some lawmakers said something was a protected doesn’t mean it doesn’t hurt coworkers and customers when someone is absent for a long period of time.

I’ve had 3 kids by the way and haven’t taken the leave. I’ve benefitted economically as a result.

@aw+1kepr0xvt

This is real right here!

@az were they working or caring for their baby? Tough to do both which is why they don't want people working for. Home and they implemented the parental leave.

Also, in before someone says they can do both 100%. They're either lying or never had a child.

Genuinely you should follow up with questions on the rating. If you submit an inquiry to HR they'll review and likely reverse it. I'd get it reversed because 3 'needs improvement ' is almost an automatic fire.

if they want new mothers to take less time then allow them to work 100% remote up to 2 years after the birth. Problem solved. I know several new moms that got pregnant, gave birth and continued to work will everyone was remote during the height of the Covid19 pandemic.

@aw I've known several. I've also known several men who took their time, as well. It was never an issue until recent years.

I don’t know any ambitious person who, after having a child, has luxuriated in months of approved leave unless there are health issues. The full leave is offered but employers quietly take note who actually uses all of it, and childless colleagues silently roll their eyes at you behind your back.

of course it is! it's also illegal. file a complaint with HR

I agree with the other comments.
This parental leave is a new thing. I have seen new mothers go back to work in a week.
If your a guy. Your just a lay fxck

@a4 how did you know lol

@a1 just fyi it is a protected right. There’s no such thing as “sc--wed over your team”. My team should account for this type of events. May you be blessed with a kid too if you’re not yet! For for you two cents though.

Open dispute with HR

Well if you were the boss and had to give a needs improvement to someone, all things being equal, would you give it to the people on your team who worked 12 months or the person who worked 8 but got paid to work 12 months? Don't be surprised when it negatively impacts your bonus as well. Just because you "can" take a four month paid vacation doesnt mean its necessarily a good idea to do so, career wise anyway.

I don't think that qualifies as retaliation. One D mark on your report card.

I don't know your situation, but its possible that an absence like that can give them much less to grade you on. You hand in one report late on your few weeks back and now this.

I would follow up over the next few years to see what happens here. Watch your reviews, ask what your career development plan is. Take opportunities for advancement/training. Apply for other positions. If it goes nowhere, you'll know why.

Dude you sc--wed over your team by being gone 1/3 of the year. Be glad you still have a job.