can wells deny severance if they let you go for not following rto guidelines? anyone have this happen to them?
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This has happened a few times in my department - Someone refusing to come to the office after the mandated flex schedule. These people were let go - but as a voluntary resignation. No severance package because they were not displaced.
Keep propping up those buggy whip makers. People in India need our jobs, after all.
“… ability to retain/attract talent…”. What talent? You have been su-king at this teet for too long. It’s funny how so many like you have blinders on. As if some vast majority of employers have dedicated work from home staff. News flash, they don’t.
If you don’t like the new policy then do what you feel is right. But tryjng to gaslight folks online into thinking this whole scenario is something new concocted by WF let’s your unintelligence through.
How many other job expectations are massively detrimental to the company's profit margins, ability to retain/attract talent, and were implemented ONLY to harass employees so they voluntarily quit?
It's not like other expectations. It has nothing to do with most jobs. It's just corporate harassment and nothing more. People successfully working from home for decades now suddenly "have" to go to the office? F off toadie. Your loyalty to evil men won't delay your layoff.
@mcl+1qSDIzua.. are you saying I can WFH for 3 years before getting the boot?
This is a question directly related to why there are too many ignoramuses working at WF. I mean, seriously? Uhhh, well, you haven't been following the mandated rto guidelines, we have written you up, so we are going to give you a break, lay you off, and give you a big fat severance package.
RTO is just like any other job expectation. If you don’t do what you are told to do, it is punishable by disciplinary action up to and including termination.
Others have explained the “how” it happens on this thread. It can and does happen.
FRTO and everyone involved in that evil plot.
it's treated like any other performance related issues. Even if you got meets or exceed on your last review. If you manager is now getting alerts you aren't averaging 3 days per week they should be having a conversation with you which can eventually lead to a pip. If after pip you still aren't coming in, they can and will terminate your employment. the paper trail is the pip and any supporting documentation. what would be hard for them to justify is if they came to you one day without any previous communication or documentation and terminated you due to RTO. Laying off people is a lot easier than firing people. Firing requires documentation and time.
As a manager, I am held accountable for your RTO compliance and I am not going to have my performance rating lowered because you will not comply. I do not want to RTO either. However, if you are non-compliant I will meet with you and explain the RTO requirement and document that in Workday and plan to give you “inconsistently meets” at EOY. If your noncompliance continues, I will meet with you a second time and you will be “needs improvement” at EOY. If it continues then you will get an RTO PIP and if that still doesn’t work, bye bye with no severance nor unemployment benefits.
I’d think there’d be a way to term you for cause if there was repeated and documented noncompliance after warnings. I’m not sure why anybody would do that though, at that point why not just quit?
The RTO policy explicitly states that non compliance can lead to performance issues and up to termination.
Waiting for someone to chime in and say there’s no RTO policy. There’s an insubordination policy. They just have to prove it was communicated to you and you didn’t do as you were asked = insubordination. Termination equals no severance.
but if you just got meets or above, can they really claim performance issues without it obviously being actually associated with rto violations?
Saw this comment from earlier, wonder if it has any backing to it
"Sure, as long as everyone else that violated RTO throughout the entire bank also loses their job after about the same amount of time of noncompliance.
RTO is not work group dependent. The RTO guidelines/policy are bank-wide. Wells simply can't weather that many lawsuits all at once if discipline isn't equal, and it never is. Employees hate RTO and will not hesitate to start (or join) a class action lawsuit if they're disciplined and have knowledge that others weren't (which will almost certainly be the case, and Wells knows it)."
Yes - if you're terminated for cause you are not eligible for severance.
Can they ? Yes. You are being let go due to performance issues. No severerance. That’s on teamworks for a long time now. Have they? I don’t know anyone due to inconsistent monitoring dept by dept.