Has anyone completed a dispute with their rating or does it matter if they've picked you to be next for the cut? Similar situation as others here with great ratings all previous years, even midyear, with no negative feedback until the year end review. Feedback is vague and actually contains false information.
19 replies (most recent on top)
@aw seems like this is a class action waiting to happen.
Same as many others here, WF is evil, they want you to quit. Please make this nightmare end.
This is also happening to me, got IM for the first time and yes I am disputing it and meet with HR this week. Im sure they won’t change it but I want it documented in case they try to pull something else unwarranted.
@bb and they'll get in trouble again, if they are still in existence.......
dispute all you want but it doesn't mean anything w/o a union to keep mgmt in check
There’s a sort of secret formula you have to follow. You have to demonstrate persistence by calling HR 50 times. Once you’ve done that, they’ll relent.
They can’t retaliate after investigating a case. File with the EEOC. Wells Fargo got in a lot of trouble recently for retaliatory crsp
@ac retaliation after FMLA is protected. Mine is the same story as yours. Meets then they shocked me with IM and lies-
If you dont sign off on your sub-par (first time ever and its a crock) - will you not get a bonus? Years passed, terminated employees got a severance.
They will take your bonus and merit away, then they will terminate you. The truth does not matter because it is planned to avoid severance. It is true HR backs it 100%.
What if you support revenue generators (who happens to be one of the top producers in the entire commercial bank) ?
@ap managers have discretion but it usually requires approval pretty high up the food chain. If you're a revenue generator, they'll tread lightly. If you're in a support role, a 50% bonus reduction is possible.
I know someone who began the dispute process, but HR said they verify only that the manager followed the correct process; they don't evaluate the input. Create a document that identifies the false information, anything you disagree with, etc., and save it to your personal device. Be sure to include dates. If you're confident enough to do so, see if you can upload it to Workday so there's a history. Are you a long-tenured employee?
Who cares about IM rating...question is how much bonus will I lose because of it? 10 to 20% I bit annoyed..30% of more I am going ape sh-t...
I think all us IMs need to stop working and see how things start falling apart...If I was IM this year wait til they see my performance next year after giving me no raise and taking some or all of the bonus I generally get for making profit for the shareholders..
I disputed my IM. I had nothing but great feedback in Workday and years of history of Meets/Exceeds. I was out on FMLA during most of the rating period. Manager had nothing concrete, told me I was ranked lowest because I wasn’t in the office to “prove myself”. They also told me I got bad feedback on a project that wasn’t even mine and I didn’t work on it at all!!
HR acts like they want to help but they do not care! I consulted an attorney, way too expensive and impossible to prove. HR quickly closed my case, they didn’t find anything wrong with how I was treated!
Those ratings are subjective, your manager can say and do whatever they want and there is no recourse.
I contested an IM rating. It came 2 months after a very positive mid-year review. There were about 4 assertions on the annual review used as rationale for the IM rating. All 4 were made up. In each case, I had email evidence that I showed to the assigned HR rep that proved the manager was lying. The assertions and evidence were highly black and white. It wasn’t even contestable that my manager had lied. HR didn’t care. My rating stood. I did not pursue it further. At that time, it was the last year that we still had to sign off on our review, which I did after some coercing. I’m still bitter about the experience.
along as dispute is under investigation, they can't take any action against you. Let's see how fast HR can close your case.
Same. Good luck to us.