If they are going to treat exempt staff like hourly employees, threatening to hurt our review and bonus, i want my overpay time pay, i work weekends and sometimes 10 hr days. If they in anyway try and threaten us i would demand to see the data, for us compared to others. I don't know what WF Legal is thinking following directions from Bridget Engle, she doesn't even have a college degree. Their legal team better be ready because there's some hungry down and dirty lawyers who would LOVE to sue the living day lights out of this place and i will be calling them up if i'm in anyway shape or form impacted by some stupid 8 hr rule.
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Does anyone know if I can come in 8 hours a day for 3 days a week and then not work at all the other 2 days to make up for it?
@a8 Last year they fired several people in WIM for using mouse jigglers (there were news stories about it) but those are the only firings I've ever heard of in a decade here other than a couple of chronic no-call-no-shows.
@b8 I was wondering whey someone was going to bring up the MO 3Bill HY investment. Is CS making this bank a jihadi sacrifice?
@ae I think its a wait and see thing. If they showing reports with hour tracking or start impacting reviews and bonus, well they are going to get very likely a class actions. And no one likes WF. If its more a deal to get people back in the office as standard practice they might walk the tight rope and be safe. Very risky move on the part management though. They bought a whole lot of negative goodwill and seem behind the times in terms of how work is done around here. Just look at Jamie Dimon, he wants everyone in his new $3B HQ in NY, but now he has a lot of concentration risk in a city with a soon to be run by a Communist, bad move.
@ae if I won the mega millions, I would pay the 500 / hrs just to be a thorn in their side.
Wells Fargo employees version of Sovereign Citizens war cry, “But I’m EXEMPT!!!!!!”
Sitting in CPGs hellscape is the opposite of work. So, it's not about work at all. Attrition is all that matters.
Dreaming of getting a lawyer and going to court is just that....a dream. From experience I can tell you that they only do contingency fee structure if they have a really strong case. Otherwise....as far as I'm aware, employment law lawyers are 500/hr. Yes, 500/hr. So if you want to pay litigation fees at that rate, I'm sure you can find one.
Lawyers don't do a darn thing for free. And once you quit paying them, they drop you like a hot potato.
I admit, it does feel good though to dream about winning a lawsuit against WF. Yep, that is indeed a great dream.
Let us know how quickly those “hungry and down and dirty lawyers” turn you away because there’s literally no case here. People keep thinking that as an exempt employee, you can’t be told where to work, how long to work, etc. The only protection for exempt individuals under the FLSA is that employers can’t dock your pay improperly. They can absolutely LEGALLY tell you where to work, set a specific schedule for you, including what hours you need to present and what location, they can make you track your attendance at a granular level, etc.
You can rant about it all you want, I despise it too, but when you keep talking about lawyers and how it’s illegal, etc. it just makes you look ridiculous and uninformed.
Oh, and by the way, one of the responders was accurate. This has been FULLY vetted with internal AND external legal counsel (yes, I work in HR, yes, I was part of the conversations, no, this wasn’t an HR decision, yes, it was a line of business CEO by line of business decision, yes, HR hates this just as much as you, but no, we can do nothing about it, just like you). So go ahead, take your plight to these attorneys. Good luck. It won’t work, but heck, one’s gotta at least keep some hope alive, right?
It’s not getting fired if you get a severance
There is no law against telling a worker where they should work and how many hours.
@a6 the reason they give that severance is so you don't sue them. I've never heard anyone getting fired with no package unless there was something like clear as day wrong they did. It won't be not doing 8 hours in the office, otherwise you could easy peesy sue them for treating you as a hourly employee. The whole idea of exempt is you get paid for results not for hours.
Think about this. If they take adverse action against you, they need to have legally defensible evidence in case someone sues. I have no doubt they plan on trying to enforce the eight hour thing., but it’s probably more so people quit just at the thought of having to go into the office for eight hours versus actually being terminated for cause. I don’t know a single person who’s ever been terminated for cause of this place.
@a2 That's the whole point being made.. they current treatment of exempt employees is like non exempt hourly, which shows incorrect classification. SMH.
If you think they haven’t had legal look rbis up one way and down another you’re fooling yourself.
They’re trying to drive attrition without the severance. They don’t give two Sh1ts about us. Charlie gotta get his bonus and drive top line metrics for Wall Street.
Ok, cool
You’re a mo--n. You’re an “exempt” employee ie exempt from overtime. Just google what an exempt employee definition is.