I disputed my performance review last year. It was a bit contentious. I did manage to get a meets on my review this year. Also, my team is hiring within the US (P4). I am a P5 as well as over 40. Is it worth pursuing a legal route or raising a retaliaon claim? Kindly advice. Thanks.
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If same location hires and same job duties but less experience yes. But lots of difference in p4 and 5
Seek legal counsel. You're not alone in retaliation, I went through it and settled. I'm in a better spot now, the grass indeed is greener. Do NOT let them sc--w you over in state taxes. They will try and not claim so you cannot get unemployment. Get it on the record that this is happening and will continue. I would also follow up with the EEOC regardless of what the org claims. You have 180 days following your case to take action. They are going to run a bogus investigation on you. Let them. Comply, get through it, know the gas lighting tactics and move on. Stick to facts and document your point.
WF knows how to do this slow dribble of layoffs. There are never enough positions eliminated to develop real patterns to discrimination. Your chances are slim and none. By the way, WF didn't invent this. It is the same McKenzie model executed by JPM and BOA. WF is just late to the game.
Lawyers will help you only if they think they can make money out of your case. Otherwise, no.
You can fight the power if you pay for legal services thru your benefits. I have utilized multiple times (not for employment related issues), but it does seem to an impartial 3rd party NOT working for the corporate goons. I believe the legal services offers an initial consultation/conversation with an attorney. Might be worth looking into.
WF performance evaluation system is all rigged. No doubt about it.
If you want the “package”, you must sign the release.
I got a settlement disputing mine. Go ahead.
Wells Fargo knows what they are doing to avoid legal action. That’s rich.
- You engaged in the dispute resolution process by challenging last year‘s performance rating, which exists for situations like this.
- You are over 40 years old
- you likely hold a senior lead BEC position
- you are concerned about potential displacement or have already been displaced - -Your department is actively recruiting for lead BEC roles.
You are questioning whether you might have a retaliation claim/consulting an attorney is worth it?
Based on the information you shared so far- it seems like a huge waste of your time and energy. Your age is irrelevant for a retaliation claim and it doesn’t appear to be discrimination, either. The P4 and P5 are different level roles and who’s to say they don’t end up hiring individuals that are over the age of 40?
That leaves us with disputing a performance review last year that became contentious. Since then, you received a meets expectations for the end of year 2024, delivered early this year…followed by displacement that is happening across the company, impacting every department based on location strategy, offshoring, reorganizations, technology- all non-retaliatory reasons.
Besides, you are required to file a charge with the EEOC before an attorney would be able to file a lawsuit for retaliation on your behalf. The EEOC would have to issue you a right to sue letter before that could take place.
"No, waste of time. WF knows what they’re doing to avoid legal action"
Given the vast amount of legal and regulatory trouble over the past 10 years, I'm not sure that's true. In fact, I would be surprised if laws haven't been broken. But sure, they want you to think that, just like they want you to think they'd rather have an open dialog with employees direct, versus dealing with a union.
lol.
If you go and see a lawyer, please tell us how it went. When I did this 15 years ago it cost me $450 (initial consult).
If you are let go as part of the ongoing downsizing, that is all the reason the company needs. They don't need to have any specific issue or incident.
Your job is being eliminated. Ergo, you are now eliminated.
Doesn't hurt but do keep in mind the money spent on settlements is relatively transparent online and they've raised quite a bill so far. Best of luck.
What reason were you given for the layoff? If it's location strategy, then you'll likely have a hard time drawing a connection to retaliation. It gets a bit trickier if they're hiring on your team in your area. Worth talking to a lawyer if that's the case.
No, waste of time. WF knows what they’re doing to avoid legal action
I’m with @a1+1jt1ds87z - it never hurts to see an employment attorney.
It certainly couldn't hurt to have an employment attorney look it over.