Thread regarding Wells Fargo & Co. layoffs

So like is no one thinking of all the other tech layoffs and how this place knows these now laid off employees will probably take a sub par job here at a “chosen” location? Like I think WF is well aware things are about to get very rocky for us regular folk and employees won’t have much of any upper hand any longer

OP: I was hired non remote during COVID, I never went to an office. I applied for another internal role which was basically a promotion and given full remote status via exception from one of Sauls directs. I will echo that if they have a hard time filling a position that requires unique or niche skill set they will give remote status.

The "leaders" of this company couldn't be screwing this up any more than we are. Right now, WF is in a desperate fight for talent against every other financial institution and other sectors as well, like tech. By limiting the candidate pool via location strategy and RTO we are eliminating most of the talent pool right from the go. And I mean "most" literally, but thats probably understating the issue. Honestly we probably eliminate 80 or 90% of the possible candidates for no real benefit. Then you have the workers that simply won't work for an executive team that appears to have dinosaur mentality and those that see wall to wall scandals and want no part of it. Long story short, we aren't able to attract the talent that will lead to success because of exec-driven arbitrary limits that are irrelevant to the bottom line and compliance.

Hulk Hogan's real name is Jesse Ventura.

Saul will bend the location BS for an in demand skill set.

For a run if the mill engineer position, I highly doubt the same applies.

“ This is why I say WF violates the ADA because the disabled cannot get promoted or change teams”

Unless you can prove violation you can and will be able to get promotions or switch roles with a valid ADA exemption

My first hand experience/knowledge : There are core and then there are secondary locations. Although all may be referred to as “core” for your team. If the applicant does not live in the 40 mile radius of any of the listed preferred work locations it does not mean and automatic rejection. You can be interviewed and if selected you will be presented the opportunity to accept the position if you relocate on your own.

The longer the position remains open the more location flexibility gets baked in. New locations open up and the ability to take on a “remote” listed employee exists. It does require the manager to make the case for accepting remotes. But obviously if the slot has only been open 2-3 weeks it’s a tougher sell than one that has stagnated for 4+ weeks and with poor applicants to back it up.

I was in your same boat except now I’m assigned to a site. But “Cores” have changed and expanded. I’m states away from the old list of 5-7 cores (I forget them all now) and 6 hours from what would be considered a large site. Even though my City has three large campuses.

You need to ask your leadership for the latest guidance on sites. Which ones are listed as maintain, which are Growth sites and which ones they want to reduce footprint. Comparing that with your personal location will disclose your near future. Long term 99% of “remotes” will cease to exist. Best bet is to get a location assignment and go from there until your position is eliminated or you move on.

be forwarded that if you have an accomodation it is only good for your current group/manager. if you changed groups you need to go through the process again

Got it. My only guess is that hiring manager did get an exception to hire that person remotely, or they had an hr and hiring manager approved accommodation to work remote.

Those are the only two ways I know of getting remote. Exception (heard hard to come by) or accommodation.

Wish I knew more to help you. I think the core location thing is a load of BS.

"Do you have an accommodation with hr to work remote currently? Just asking to clarify because I’m confused on if you had an exception or an hr/manager approved accommodation before?"

No. When I was hired (few years ago) I was hired as a "Field Rep".. That is the role was remote. Again, this was all before Saul started here.

There are lots of us in this situation: hired remotely long go and stuck in current role because we cannot move around but yet see DE&I candidates (women, minorities) hired into remote roles not in core locations.

Do you have an accommodation with hr to work remote currently? Just asking to clarify because I’m confused on if you had an exception or an hr/manager approved accommodation before?

I’ll answer your question. But first, let me sip my coffee.
dusty smile

I've seen some DE&I candidates get hired as remote in locations that are not on our core location list. in one case the person was hired at a higher level than someone else on the team who had significantly more relevant experience.

I can confirm they won’t interview you unless you relocate.

This is why I say WF violates the ADA because the disabled cannot get promoted or change teams with this system the way it is. Since you have to apply for a promotion now it is the same thing.