Decades ago HR liaisons were very accessible. These days, HR always directs us back to our business lines. I’ve discovered that our business lines can be secretive and coy when inquiring about company policies. Never in my lifetime, here at this company, did I ever think I would be having to deal with lawyers and the EEOC just to determine my status with the company, policies, and procedures.
I highly suggest everyone on this message board simply go and send your inquiries to the EEOC and talk to lawyers about how to navigate these uncertainties in the company.
There are people who specialize in assisting employees of this company navigate their employment rights.
I’ve always wanted to be an exceptional employee. I just don’t have the time or the patience to navigate company policies and do my job at the same time.
I wish you all the best. I’m trying to determine the best route to take. Hoping I can sign my severance paperwork, soon. Though, somewhere in the back of my mind, I think I’ll be terminated with cause. No way in h*ll am I going to resign and have to give 60 days notice.
I’ll just keep collecting paychecks until they literally show me the door.
Good luck, all.
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To take it a step further I would say him and the work force aren’t a good fit. Or even, him and the country
@bs I agree. The culture of the bank has changed. I’m not a good fit, anymore.
So, you have such an extensive history of contacting HR with problems, you’re able to comment on decade-to-decade trends you’ve noticed. Now, you’ve determined you “don’t have the time or the patience to navigate company policies and do my job at the same time”.
One insight that rapidly came into focus while I read your post: You and Wells Fargo probably aren’t a good fit for each other, and haven’t been for quite some time.
I can see that people want to vent on this board. If you really wanna make things happen, send all your insights to the EEOC.