I am disabled. I have a medical accommodation to work 100% remote. I’ve been with the bank for many years and have always been a top performer. I have recently been informed that if I don’t begin working in office minimum of 3 days a week, I will be “in scope for location strategy displacements”. I explained that due to my disability it is not safe or feasible. Because I am 48 miles from a core location, they don’t care. RTO or be “evaluated for displacement”. I just hope the severance packages are decent.
#ADA
21 replies (most recent on top)
It's painfully obvious that HY doesn't care about any current employees in the US, let alone what anyone says on the internet. It's all getting wound down anyway. Any troublesome domestic employees will be eliminated during the great purge along with those that toed the party line. We do not matter to the ivory tower, because we won't work for them for long and they know it. They've already moved on and are shaping the future company that doesn't include us.
This is so stupid. I know someone on a medical accommodation in non hub state being offered relocation to a hub state. So she will move to hub state and work remote 100% with her medical accommodation. Make it make sense!?!?!
Seems like in similar posts , some are getting out of court settlements….remember chainsaw Charlie is only looking at the overall cost
Corporate is looking. This post was tagged. Be aware.
I agree with you, but at the same time, if you were WFs lawyer in a case that actually went to trial how exactly would you 'make it make sense' to a jury that it's no longer "reasonable" for a 100% remote employee with a verified major disability to WFH simply because they are 41 miles away...even though they have done it for years and they aren't driving in to the office anyway. How is that "reasonable" to anyone that isn't a corporate A hole?
Lawyer up…..always always always lawyer up
This is the funniest take I’ve seen in a while. Do you also think racists should be called race?
Ableist - another term of the left. Just stick with disabled. It sounds better.
@iba+1sc28aEa is right on. Find an attorney. Describe the situation and tell attorney the documentation you have. If you are laid off do not sign(e-sign) the severance agreement without first going back to that attorney.
So you think your disability gives you special privileges. Got it.
@iba+1sc28aEa lol. You have no idea what the medical situation is (could be mitigated now by the work facility) and it doesn’t matter. If Wells Fargo is no longer employing people outside of a range of X who can not commute into and office then game over.
OP, is it a paralyzed colon? Hahhaa
Don’t give legal advice online when you’re not an attorney.
medical accomodation or not you still need to be within 40 miles of an approved location for your org. Now if they are telling you to RTO 3 days per week then either they reevaluated your existing accomodation, which they can and do, or you never had one to begin with. Chances are you are wording your story to make it seem worse than it is and that the company is being unreasonable.
More #wellsfargoshitshow
if >40 miles from hub - doesn't matter if accommodation/ADA or not.
On our call, they said medical accommodation would be honored if the employee is within 40 miles of a hub, assigned to that hub in regular circumstances, but is WFH due to a medical reason.
Based on that, it seems the notification is due to the physical location of the OP.
@iba+1sc28aEa all WF has to do is say it is no longer "reasonable". Accommodations just have to be "reasonable". And for anyone 40+ miles away from a hub (which OP says they are), WF will claim is no longer reasonable. And I say this as someone in the same boat who knows they'll be laid off in the next 1-2 months.
@tyi+1sc28aEa my letter is from a few years ago and is a permanent accommodation that doesn't go for annual review. Says nothing about location strategy. OP may have the same.
Your accommodation letter literally says that it does not exempt you from location strategy so this should not be news to you.
You're disabled, you're federally protected. Do not speak on behalf of yourself, find an employment attorney. You're trying to do your job and this place doesn't value you. So let them learn to value you and be provided severance. Part amicably and find success in a role elsewhere.
Don't let this go by. Make sure you've done your due diligence in getting the accommodation approved and you have the right paper trail that could otherwise prove retaliation. YMMV - hold them accountable.
Go to office, fall, sue for millions, settle out of court for big $. It's literally the only way these monsters will learn.
Story not adding up. Your medical accommodation should supercede the location strategy.
Severance package is 60 days with most non working. After that Its 2 weeks for every year of service up to a year.