I have seen a few posts about made up ratings by managers who are forced to fill a quota of poor ratings and that HR is only there to serve managers and not employees. Does Wells Fargo have a retaliation problem. Are you called out as problem employee if you complain to HR?
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I had an issue with a manager a couple years ago and I told my coworker I was going to tell HR and several people advised me not to because she had the power to blackball me and block any promotions or postings I went after. Then I saw her do it to other people and was glad I chose not to. Sad.
Please note you only have 180 days to file with EEOC from the date of the issue, do this at the same time you contact HR, they will purposely not respond in this window in order to wait you out. As has been said many times on this thread HR is not your friend.
https://www.eeoc.gov/field-office/mobile/timeliness#:~:text=A%20charge%20must%20be%20filed,or%20local%20anti%2Ddiscrimination%20law.
23 years… first inconsistently meets at mid-year review. All new management that never even talked to me. Obviously trying to push out the “legacy” folks, get us to quit so they don’t have to pay the high severance. They don’t want us here, they want lower salary newbies that don’t know how bad things have gotten here.
How about organizing a class action lawsuit? I think it’s fair to say the curve fitting is real, it’s true. I saw a 60 minutes report last evening about a law firm that funds lawsuits if they think they can win and they charge a huge fee, but if it gets results, after we contact the EEOC, maybe it’s worth a try.
Remember. HR is NOT your friend. never has been never will be. They are looking out for the company, not YOU. If you have an issue that is a legit concern (se-ual harassment, etc.) HR will look into to limit their risk/exposure. They do not care about the employees. It is all about the company. This is the bottom line.
@1gff+1kfWIhZh Thanks for the advice on EEOC. Makes sense.
@1dnr+1kfWIhZh say more.
It's Corporate culture, not WF culture. Every large archaic company does this.
HR does in fact have the company's interests at heart, not the individual's. They are there as policy-enforcers when it's time to retaliate
IMO, the only time to fight back is when you have a huge group of people complaining about the same thing, then a good law firm can help 'rectify' the situation. Don't go it alone.
It's called curve fitting and all the big banks do it. The ratings are not really an accurate view of performance.
@1orv+1kfWIhZh Thanks for posting this. Anyone being railroaded by suddenly subpar performance reviews needs to read this. After you get through the procedural sections at the top they key message is FILE A COMPLAINT WITH THE EEOC. Failing to do this step seems to be a spoiler in the lawsuit. This plaintiff did but each incident (poor review, PIP) needs to go to them.
Learn from this post!
so take WF to court and get squeezed for every dime you have while their arsenal of attorneys drag it out for more than 2 years. Doesn't sound like a good alternative to OPs situation.
https://www.docketbird.com/court-cases/Bond-v-Wells-Fargo-Bank-NA/azd-2:2021-cv-00830
https://casetext.com/case/bond-v-wells-fargo-bank-2
More people need to raise concerns if they feel singled out by rating on a curve. The people I have heard of being unfairly treated are seasoned employees who know their stuff. It is the managers that don’t know their own business processes and want to be surrounded by people that don’t know enough to ask the right questions or they need a scapegoat for issues raised on their watch. I hope more people voice concerns loudly in January. It is not ok. I’d be curious how many years of service backed up by positive reviews—then abruptly received inconsistently meets? If this happened to me I would go directly to hr without any hesitation.
Na this board is just full of whiners.
On the other hand - people who go to hr DO tend to be problem causers who need to go.
@1bav+1kfWIhZh No, no other options.
At least, not unless you can get out from under that manager, and that is unlikely.
ok, look past the perceived naivety. What should a good, hard working employee do when they get an undeserved sh*tty review/ 60% cut to bonus, $0 increase in hourly pay which equates to 2 years at the same rate. Even SS gets increases every year. yeah, yeah quit! Any other options?
HR in Wells are SCUMBAGS! They are there to protect WF not you! They care nothing about employees. It is true. They will never side with an employee even if your manager is the devil.
Surprised you would have to ask. You must be new.
There is a manager in marketing who has had multiple people go to HR about her. They are all gone. She is still there.
Everyone knows the score.
Yes