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accommodationrequest · 4 months ago

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Timeline 2025

1/7/2025 - Received an email that my ethics line submission was assigned to an EI as a Business Process Concern.

1/13/2025 - Nausea and headache most of the day. Everyone sneezing and blaming them not cleaning. Had to leave where I eat lunch because they were pumping in very cold air.

1/14/25 - Was told we’ll get a $1,100 bonus on 1/31/25

1/16/2025 - Had to bring and take Tylenol as I was getting so regularly nauseous by the end of the day that I was worried I wouldn’t be able to drive home.

1/17/2025 - Working from home as my body cannot feel bad all day again.

1/17/2025 - Received a meeting invite for today from EI on my sick day ethics line submission. Had meeting and discussed that there are system limitations mixed with different state laws that cause it to be confusing. Discussed that having clearer error messages or having some clear way to get the reason for an error would help.

1/24/25 - Got a fluff email for out site going on about what we’ve been up to as if we’re not going to all be gone by Q4.

1/27/25 - Bottom left part of jaw started twitching. Bad brain day. Hard time sleeping.

1/27/25 - Got a voicemail from my super ableist ex-doctor from 2022 whose secretary was calling to see if I wanted to set up an appointment with them.

1/28/2025 - Watched an "Ask Me" video by the Operations Senior Executive and they confirmed that location strategy will not impact compensation.

1/30/2025 - compensation meeting. Got a pathetic 4.51% raise. Brings me to $28.95. This will be my third year in this position, fourth year on this team, fifth year with the company. The pay range for this position is around $23.00 to $45.00 per hour. I made $19.61 when I was hired in 2020 then $22.87 in 2021. Then $23.57. Then $26.80. Then $27.70.

1/30/2025 - Learned that my manager still doesn't understand how my main project works and that he incorrectly represented it on my former partner's evaluation. I think it is interesting that his critisism that spured from his lack of undertanding did not make an apperance in my review.

1/31/2025 - emailed my manager and last manager. Wrote:

Hello,

Wanted to reach out regarding our brief compensation talk yesterday - adding Eddie because he had to deal with me harping on this last year.

First thing I want to say is that I do not want to be asked for the rest of my time here why people on our team and on the floor do not care about risk, do not care about doing a 'good' job, or why there is tension in our team huddles/between our team and the floor when it comes to metrics.

The reason is obvious - we are being treated less and less like people and more and more like disposable afterthoughts.

In my case, I worked incredibly hard in 2022 and 2023. I would go to every meeting with Lisa and would send her fully itemized notes. I was going out of my way to meticulously update every tracker, every responsibilities documents, and every project procedure (before we finally published them to the PnP). I was finding ways to be as efficient as possible in my auditing. I got all my project work done and would voice every inconsistency. I was also having constant meetings with people in employee relations and enterprise investigations on our incredibly flawed and ableist accommodations department.

However, in my 2023 review I was told that I just 'met' expectations because I had gotten a new title. Then I was told that it was actually because it was because I didn't work enough with other departments even though I was regularly having to each OET about CACS/our procedures, and I was desperately trying to make this a better place to work for disabled employees. A gaslighting cycle that accomplished nothing.

Just after that I am told I will be laid off and I am forced, illegally, back into the office. My mental and physical health dip significantly. I use more PTO than any other year and max out my sick days. I work hard to get second level reviews off the ground and to just keep showing up because the job market is tough, my mental health is poor, and so that I can get my eventual severance.

Now, I get an 'exceeds' expectations. and what is my compensation raised? 4.8%. Just 1.6% more than when I 'met.' About 30 cents an hour.

I got a 12.1% raise from my 2022 yearend review. $3.23 more. I worked very hard after I got that raise.

The company is now doing its best to keep us from wanting to care and from physically being able to work hard. Surprisingly, people who cannot feel

secure in their finances will eventually loose steam.

Leadership deserves all of the people who will be quiet quitting and who will decide that it's not worth volunteering for this or that project. I know it's already happening.

Anyway, unless I'm getting offered a better raise, do not bother to set up any special meetings about this or to get Chad or any other professional gaslighters involved. I don't care if they're intentionally malicious or if they believe the lie. I am tired. Our team is tired.

I just cannot stand the idea of anyone thinking I am fine with the pitiful raise I received, and I really cannot stand anyone asking me why the workforce is poor performing when this is how we are treated.

2/3/2025 - Manager confirmed he read my email and that he respects me not wanting to talk to our director like last year. He advised that he feels he should do something and floated reaching out to HR. I consented to talk to a third party from HR if they want to reach out. I advised that I know he cannot do anything as that’s how they purposely set it up and that I mainly sent the email so that they understand the reasons behind the errors made my our team and the team whose work we evaluate. Advised that I will be less willing to assist with as much work as I had as I am now too mentally and physically unwell given how the company has treated me.

2/4/2025 - We received notice that my prior manager was laid off. He lost his team to my current manager last year because he had a (approx 6 month April to October) leave of absence (LOA) for some medical thing and now he lost his job apparently because he didn’t have a team. Not sure who’s going to pick up his work as none of us can/are willing to take on new stuff. LOA HR page says there’s job protection from 12-26 months depending on the reason for the LOA.

2/6/3025 - I’ve been so stressed I forgot to pay rent and had to pay about $75 in fees. It costs more to be disabled. This is the first time in my life I’ve been more than one or two days behind. I’ve been renting for about 13 years.

2/11/2025 - Director is visiting again so of course we get some food. He scheduled a focus group at noon with the remaining twenty or so of us here in this LOB. It was the usual tell me your issues so I can explain to you why you’re wrong type situation.

2/13/2025 - created a new HR ticket - HRC11376767

This is what I wrote:

I am attempting to locate a copy of my 2020 year-end compensation document from early 2021 to see what my compensation increase percentage was.

This year, I hit exceeds but only got a 4.51% raise. Also, in 2023 I got a meets under suspicious circumstances (my manager said it was because I had gotten a new title the year prior and the director of my LOB stated that it was because I didn't work enough with other departments which was clearly not the case but he just acted like I was dumb).

So at the end of 2020 I got an exceeds and then a ?% increase.

In 2021 I got a meets (due to a position change even though the pay was lateral when I got the new position) and a 3.06% increase.

In 2022 I got an exceeds and a 13.70% increase.

In 2023 I got that suspicious meets and a 3.36% increase.

In 2024 I got an exceeds and then a absolutely shameful 4.51% increase. I also worked with less departments than in 2023 as I am not being appropriately accommodated and I have been under a lot of stress knowing I am being laid off soon.

We were advised that location strategy would not impact these increases so I am a bit lost. My current manager said he would also contact you but I don't know if that ever happened.

2/17/2025 - Contacted by Harsh Sharma (Associate Human Resources Operations Representative) via Teams from employee care who wrote, “I am from Employee Care team reaching out to you regarding HR request case: HRC11376767”

It was a bank holiday so I didn’t respond until 2/18/2025

2/18/2025 - responded to EC with “hello” to which they responded, “We see that you have mentioned in the case regarding your Pay raise, we can only imagine how disappointing it could be to get an unexpected raise in the year end compensation review. While we understand you are trying to obtain your compensation statement from the year 2022. We would also like to confirm if your main concern is around the hike percentage and about the suspicious circumstances you had referred to.”

I then responded, “The one I'm requesting is my year end from 2020 - I would have originally received it early 2021.

I was advised by my manager that he was going to start a HR request regarding the amount of my raise but if he did not, then I would like both aspects to be reviewed.”

EC then responded, “I understand. Thank you for the information.”

2/19/2025 - Received email for the office building advising that discolored water was coming through the taps so they had to close off every water fountain and coffee machine and are bringing in bottled water and coffee because we can’t just work at home till it’s cleared. I don’t see how hand washing is okay.

“Your health and safety are our top priority. Following employee reports of discolored water coming into the William Barnhart Center in Hillsboro, Corporate Properties Group is working with the City of Hillsboro and a team of engineers to resolve the issue.

We have identified an issue with the water coming from the city supply, and we are working with the City of Hillsboro to remediate the situation.

Out of an abundance of caution, we have closed the drinking water stations, coffee stations, and ice dispensers in the building and are providing free bottled drinking water for employees in the break rooms and coffee bars.

Complimentary coffee from an external source will be available and the cafeteria will use bottled water in food preparation.

The city says the water is safe, so employees can continue to use it for washing hands and other bathroom facility functions. We are conducting further testing to independently confirm that the water is safe for drinking.”

2/20/2025 - wrote to our building’s lead property manager who is located in CA. Wrote, “Just reaching out regarding the discolored water at Barnhart (notice below) to confirm that we will be getting a follow-up email once the independent testing being done comes back. Is there an ETA on when results will come back?

It was a bit unclear if the city tested the water from within the building or if they simply confirmed that there were no issues outside of the building. Is there still a possibility that there is some failure with the building's plumbing?

Lastly, it does not seem safe to have people washing their hands with potentially non-potable water as that could still lead to possible contaminants getting consumed as people may touch food, their faces, or their eyes with their hands after washing.”

They responded, “Results are expected in 3 to 5 business days. A follow-up email will be distributed once testing results have been received.

City has verbally stated that the water is safe, however, we have requested a follow-up email confirmation and hope to receive that today. We have not identified any building plumbing issues.”

I emailed my manager advising I would not feel safe in-office until the results come back.

2/21/2025-Couldn't log into the virtual desktop all day. Worked with various IT people. A local guy in my building advised he'd get me a new PC Monday as mine was old.

2/24/2025- Got a new PC set up.

2/24/2025 - HR emailed stating they closed case HRC11376767 without giving me the document or more insight on my compensation. They said to just get it all from my manager. Reached out to my manager to confirm he didn’t have it and he doesn’t. Now I have to open a new case with HR. The email for them closing my case says I can escalate to ER so I guess I have to do that. Got an option to say if the case was resolved and I said it wasn’t but I’m still going to escalate. Not sure why this has to be so hard.

They wrote, “Thank you for contacting Employee Care regarding your query.

We understand your concern and upon reviewing your case we can see that you are trying to obtain your 2020-year end compensation statement.

You shall feel free to reach out to your line manager to obtain the same.

Additionally, as you are also trying to get assistance on your compensation reviews for the year, and you have already discussed the same with your line manager, we request you to kindly wait for the response from your line manager.

In case you need further assistance, or you are not satisfied with the response provided by your line manager, you might create an ER consultation case, and they shall assist you further on that.

To request a consultation or more information, please submit a request using the HRSS Employee Relations Consultation Request form. The link to the form is located under Teamworks> HR Center> HR Services & Support> HR Requests> Employee Relation Consultation. Complete and submit the form, and an Employee Relations Consultant will contact you. please feel free to reach out to us for further questions.” I wrote, “My manager confirmed that he doesn’t have the document and he knows about my thoughts on compensation and can’t or hasn’t done anything about it. I don’t know why you cannot provide the document or look into how I am being treated. I will start a new case with ER per your message to escalate it, I guess.”

2/24/2025 - made a case with ER HRC11411856 and wrote, “ I am attempting to locate a copy of my 2020 year-end compensation document from early 2021 to see what my compensation increase percentage was.

This year, I hit exceeds but only got a 4.51% raise. Also, in 2023 I got a meets under suspicious circumstances - my manager at the time said it was because I had gotten a new title the year prior and the director of my LOB stated that it was because I didn't work enough with other departments which was clearly not the case but he just acted like I was dumb. I interacted with less departments this last year and got exceeds so there was no reason to have not gotten it in 2023.

So at the end of 2020 I got an exceeds and then a ?% increase.

In 2021 I got a meets (due to a position change even though the pay was lateral when I got the new position) and a 3.06% increase.

In 2022 I got an exceeds and a 13.70% increase.

In 2023 I got that suspicious meets and a 3.36% increase.

In 2024 I qot an exceeds and then a absolutely shameful 4.51% increase. I worked with less departments than in 2023 as I am illegally not being appropriately accommodated and I have been under a lot of stress knowing I am being laid off soon. We were advised that location strategy would not impact these increases so I am a bit lost. My current manager said he would also contact you but I don't think/know if that ever happened.

I do not understand how they could just lie about my 2023 performance just to pay me less and then give me the exceeds in 2024 but then still stiff me on a reasonable compensation increase. It seems like my department is either taking location strategy into account, this is some retaliation for my pushback on my 2023 review, or this is retaliation for my attempt to be reasonably accommodated.

Additionally, I tried reaching out to HR (HRC11376767) and they tried closing my case without giving me the documentation. They said to ask my manager and to wait to hear how my manager will respond to the compensation issue. I confirmed with my manager today that he doesn't have the documentation and it is already clear that there is nothing he can directly do to speak on my concerns as his response was that he was thinking of reaching out to HR. This was weeks ago and I've gotten nothing from HR so don't think that happened. Plus in 2023 my manager and director just both gave untrue reasons for my rating and it went nowhere when I spoke up. They just didn't revisit it or anything beyond acting like I was dumb which now I see is because HR isn't going to help us so why should they bother to treat us correctly.”

2/25/2025 - got an email stating HRC11411856 was closed (the new one with ER) because HRC11376767 was still open and it suggested I start a new ticket if the resolution didn’t meet my needs. This is clown town.

2/28/2025 - the building got an email advising the water has now been tested twice by the city and once by an independent environmental consultant. It’s now been deemed safe. They also stated that they’ll continue to work with the city to monitor, flush the system, and change the filters frequently. Good.

2/28/2025 - Kothakapu Aditya (Operations Associate Manager, Employee Care) messaged me on Teams to ask me for a convenient time to talk. I advised them of my schedule and that I keep my calendar up to date so they can schedule something anytime next week that's free. Checked and they're Harsh Sharma's manager.

3/4/2025 - Got an email requesting we send topics for a leadership video they’re planning. I wrote, “Reaching out again with some topics to discuss on this upcoming "Ask Me" video.

First, for year-end reviews, the company has made it significantly harder to reach an exceeds expectation. This happened a few years ago from my understanding. Getting an exceeds is the only way an employee has a chance to get a yearly raise that makes up for inflation and making it harder seems like an extremely transparent way to participate in wage theft and to lower moral and increase turnover. Is hiring (even poorly) a batch of new people every few years truly saving the company so much money that it's worth demoralizing and loosing already trained and hardworking employees? A related anecdote: in my department we thought that new hires were causing most of our errors but noticed that many of them come from people who have been here 2-3 years. Turns out being in this atmosphere makes you worse at working.

Another example, I was told that I was foolish for thinking I deserved an exceeds for my 2022 year end as it was my first year with a different title (a nothing reason) and then I was told that that actually wasn't it, it was because I didn't work with other departments (a lie as I was participating in multiple meetings and projects with different departments). I pushed back but our director just gaslit himself out of it and I didn't have any other path. Then in my last year end for 2023 I got an exceeds even though I did the same stuff I did the year before. Ironically, the raise was just a 1.5% different. When I got exceeds in the past, my raises were around 10% and now it's less than 5%.

Clearly, the business is doing their best to keep us from getting a living wage by lying on the spot and moving the goal posts around, but they're also telling us that the difference between meets and exceeds is a whole lot of work that they can only see when they want to and will probably still get you nothing.

Second, I think it would be good to examine how the company is currently handling accommodations - especially since we are boasting about hiring disabled folks. Wells Fargo forces people to re-prove their disabilities on a six month to yearly basis and, even with a doctors note, will deny people without proving undue hardship if they do not think someone is disabled enough. This is illegal according to the ADA. I understand that our current legal system does not favor employees and that Wells Fargo can pay a lot more for lawyers than most disabled people can, but it seems like simply following the ADA would be, again, better for moral and for productivity.

In that same vein, it would be a good idea to give HR and its many groups better resources on the topics they are meant to be handling and to train them on how to do research, how to set up a meeting, and how to communicate with people who are asking them for assistance. Many times I have submitted a ticket explaining my entire request/situation only to have someone from HR cold call or IM me asking me to verbally walk them through my request. I think having them fully read the request, and then set up a meeting, when needed, through Outlook would be more efficient.

Just recently (2/14/25), I opened a ticket to attempt to locate a compensation document. I got an IM from HR asking me if they really needed to help me. I advised they did and a few days letter I get an email saying they were closing my ticket as my manager could get me the document and that I should escalate. I confirmed with my manager that he couldn't and escalated. The escalated ticket was closed as the first one was still open. I got an IM from the manager of the first guy asking me when I can talk (2/28/25). I advised that my Outlook is up to date and I still haven't heard back from them. It's now been 19 days, according to the HR portal, since the ticket was first opened.

Surely the company has suffered enough reputational risk that it only hurts the customer base as well as the potential and existing employee base to be treating current employees in these ways. I would think that the company would have little to lose at this point and could at least be transparent and honest if these practices actually save the company money or if they're all just immoral schemes to see what they can get away with to, I guess, attempt to save money in the future? Though I suppose it could also simply be laziness and/or bigotry.

Anyway, just some food for thought. Thank you for asking for our input.”

3/4/2025 - Less than an hour after sending the above, the person who messaged me on 2/28 messages me asking if I can talk now. I advised them again to setup a meeting on Outlook and they said they’ll schedule one for Friday. Specifically, I wrote, “I work on production listening to phone calls and my team is currently behind. I have work assigned to be completed today. Please utilize Outlook to set up a meeting with me if there was something unclear in my request. Having a pre-set meeting makes it easier for me to keep up with my metrics as sudden distractions are difficult. Alternatively, you can email me on what is unclear and I can write out a response to you while I am listening to calls.”

3/5/2025 - went to the doctor and she said I was her third patient of the day and the third person to advise they’re being laid off. She upped my depression meds haha

3/7/2025 - Emailed the EC person’s manager Surya Kondapalli, India and the Philippine’s Human Resources Director Anna Villamor, and the company’s Human Resources Senior Executive Anne Boyle.

I wrote,

“Reaching out as I am getting nowhere working with some of your employees in Employee Care. I opened ticket HRC11376767 22 days ago and have not been assisted at all.

This is what I stated:

I am attempting to locate a copy of my 2020 year-end compensation document from early 2021 to see what my compensation increase percentage was.

So at the end of 2020 I got an exceeds and then a ?% increase.

In 2021 I got a meets (due to a position change even though the pay was lateral when I got the new position) and a 3.06% increase.

In 2022 I got an exceeds and a 13.70% increase.

In 2023 I got that suspicious meets and a 3.36% increase.

We were advised that location strategy would not impact these increases so I am a bit lost. My current manager said he would also contact you but I don't know if that ever happened.

On 2/18 Harsh Sharma reached out stating,

We see that you have mentioned in the case regarding your Pay raise, we can only imagine how disappointing it could be to get an unexpected raise in the year end compensation review.

While we understand you are trying to obtain your compensation statement from the year 2022. We would also like to confirm if your main concern is around the hike percentage and about the suspicious circumstances you had referred to.

To which I responded,

The one I'm requesting is my year end from 2020 - I would have originally received it early 2021.

I was advised by my manager that he was going to start a HR request regarding the amount of my raise but if he did not, then I would like both aspects to be reviewed.

The next thing I receive is an email stating,

We understand your concern and upon reviewing your case we can see that you are trying to obtain your 2020-year end compensation statement.

You shall feel free to reach out to your line manager to obtain the same.

In case you need further assistance, or you are not satisfied with the response provided by your line manager, you might create an ER consultation case, and they shall assist you further on that.

On 2/24 I reached out to my manager who confirmed he did not have the document.

I started an escalated ticket with ER - HRC11411856.

I wrote in the ticket HRC11376767,

My manager confirmed that he doesn't have the document and he knows about my thoughts on compensation and can't or hasn't done anything about it. I don't know why you cannot provide the document or look into how I am being treated. I will start a new case with ER per your message to escalate it, I guess.

On 2/25 ER closed ticket HRC11411856 as HRC11376767 was still open.

I wrote in the HRC11376767 ticket,

I want to advise that I attempted to open a case with ER but they closed it because this case was still open. It was HRC11376767. For that one, I had written, "I am attempting to locate a copy of my 2020 year-end compensation document from early 2021 to see what my compensation increase percentage was.

This year, I hit exceeds but only got a 4.51% raise. Also, in 2023 I got a meets under suspicious circumstances my manager at the time said it was because I had gotten a new title the year prior and the director of my LOB stated that it was because I didn't work enough with other departments which was clearly not the case but he just acted like I was dumb. I interacted with less departments in 2024 and got exceeds so there was no reason to have not gotten it in 2023.

So at the end of 2020 I got an exceeds and then a ?% increase.

In 2021 I got a meets (due to a position change even though the pay was lateral when I got the new position) and a

3.06% increase.

In 2022 I got an exceeds and a 13.70% increase.

In 2023 I got that suspicious meets and a 3.36% increase.

In 2024 I got an exceeds and then a absolutely shameful 4.51% increase. I worked with less departments than in 2023 as I am illegally not being appropriately accommodated and I have been under a lot of stress knowing I am being laid off soon. We were advised that location strategy would not impact these increases so I am a bit lost. My current manager said he would also contact you but I don't think/know if that ever happened.

Additionally, I tried reaching out to HR (HRC11376767) and they tried closing my case without giving me the documentation. They said to ask my manager and to wait to hear how my manager will respond to the compensation issue. I confirmed with my manager today that he doesn't have the documentation and it is already clear that there is nothing he can directly do to speak on my concerns as his response was that he was thinking of reaching out to HR. This was weeks ago and I've gotten nothing from HR so I don't think that happened. Plus in 2023 my manager and director just both gave untrue reasons for my rating and it went nowhere when I spoke up. They just didn't revisit it or anything beyond acting like I was dumb which now I see is because HR isn't going to help us so why should they bother to treat us correctly."

On 2/28 Kothakapu Aditya messaged me and stated,

I am Aditya from Employee Care Team Let me know your convienent time to call you

I replied,

Hello! I work Monday through Friday 8am to 5pm PST. I am busy for the rest of today as I have project work and need to help my team maintain their SLA but I keep my Outlook calendar up to date so feel free to schedule something any time that's open.

On 3/4 Kothakapu Aditya messaged me and stated,

I am Aditya from Employee Care Team Let me know if I can call you now on Teams

I replied,

I work on production listening to phone calls and my team is currently behind. I have work assigned to be completed today.

Please utilize Outlook to set up a meeting with me if there was something unclear in my request. Having a pre-set meeting makes it easier for me to keep up with my metrics as sudden distractions are difficult. Alternatively, you can email me on what is unclear and I can write out a response to you while I am listening to calls.

Then they replied,

Thank you for the response

I understand the work deliverables

I see you are out of office on 5 and 6 march

I will schedule the call on Friday

I was not out on the 6th but at that point, I was not opening that can of worms.

Now, it is Friday, 3/7/2025. I never got a meeting invite. I do not have the document I requested, and no-one has looked into my situation. Now, as far as I am concerned, I am a victim of wage theft and Wells Fargo is using weaponized incompetence to prevent anything from being done about it.

At this time, I am requesting that someone actually read my ticket, review ODCR's evaluation and compensation data, interview leadership on how they're fudging year-end evaluations to minimize employee compensation, review how they're not accurately compensating employees in general, increase my compensation accordingly, and please send me the requested document so that I can confirm my own compensation history.

I am attaching an email I sent to my manager on my recent compensation review just so you all have proof that I have already brought this up with him.

I also want to let it be known that if I have any meetings with anyone on this topic that I will be expecting a written summary of what was discussed after the call. I have had too many interactions with Human Resources/Employee Care/Employee Relations/Accommodations Management where they say one thing on a non-recorded line only to flip on it at a later date with no record of what they claimed.”

3/7/2025 - The EC person from 3/4 messaged me minutes after the email stating,

i am sorry i could not schdule the call

can you please let me know if i can connect with now

or can i schedule the call for Monday

I wrote,

I have not allotted time for meeting today as I did not receive a meeting invite, and, due to the many delays in my fairly straight forward request, I have escalated the situation with your leadership via email.

I would suggest checking with them to determine if we should meet as I am not sure what we need to meet for and I do not know if they will be assigning my request elsewhere.

Then they said,

Please accept my apologies, i should have send the email invite

i accept, i did not send it

Can you please let me know if you have time to connect

I wrote,

I appreciate the apology but I do not have time today. I have a little over an hour on a Friday to finish my work.

Please know that my frustration lies primarily with your department as a whole and with the way I have been treated by this company over and over again.

I fully understand that you are a single person working within a company that does not provide sufficient resources to its employees.

They replied,

I will check your schedule and will connect with you on Monday

I hope this works

3/7/2025 - got a meeting invite from the above EC person for 8:30 AM on Monday. Still no clue what for plus it’s just 30 min long and starts just 30 min into my shift and I’ll be in office.

3/10/2025 - Met with EC who linked me to a page that got me the info I needed but didn’t have the document in question. EV told me that ER shouldn’t have closed my case.

New HR/ER ticket HRC11471197 created. I wrote, “Please do not delete this as a duplicate ticket and please read the entire situation.

I received an unfair compensation increase this year and am looking to have it reviewed.

For 2020 I got an exceeds and a 16.62% increase.

I moved to a new department May 2021, It was a lateral move with no pay increase.

For 2021 I got a meets and a 3.06% increase. This was explained to me as being solely due to me being new to the position even though the pay was lateral when I got the new position.

For 2022 I got an exceeds and a 13.70% increase. I got a new title as a "senior" at the same time in Jauary 2023. For 2023 I got a meets and a 3.36% increase. My manager at the time said it was because I had gotten a new title the year prior. I escalated as that seemed unfair given the work I had done. As a result I had a meeting with the director of my LOB who stated that it was because I didn't work enough with other departments. I explained that I was assisting OET weekly by training them via IM and meetings on our department, I attended OET meetings on common findings, I assisted with procedures and worked with that department, and I was constantly working with HR to attempt to better their treatment of disabled employees. All he did was take the names of the people in OET that I was helping so he could redirect them. He refused to acknowledge the work I did and claimed that I just didn't understand how much harder they expected me to work for an exceeds now that I had a new title. The meeting ended with us disagreeing.I had a meeting after that with my manager where I expressed my frustration and he just said that we'd do what we can to get me a better review the next year. He agreed that the director's advice was not helpful. For 2024 I got an exceeds and a criminal 4.51% increase.

In 2024 I was able to maintain my metrics but I was struggling due to the lack of accommodations I was receiving. I did not work with other departments more than I did the year prior. This tells me that the meets I received for 2023 was a sham. They just did not want to give an appropriate review-probably to keep me from a 'consistently meets."

A 4.51% raise for an exceeds for 2024 is also clearly wage theft as my previous 'exceeds' raises were 16.62% and 13.70%.

I expressed this to my manager in my recent compensation meeting and I sent an email to have it in writing. He said he was thinking of starting a ticket with HR but I don't think that ever happened.

So now, 25 days ago, I reached out to HR to confirm my 2021 compensation and to escalate my concerns through

ticket HRC11376767. They told me to escalate to ER which I did with HRC11411856 but ER closed it due to HRC11376767 being open.

Through a series of issues with EC being able to set up a meeting - we just met this morming. Here are my notes:

EC sent me a link to my electronic personal files to see if I could locate the compensation letter there. I didn't find it but I found my offer letter (2020) and my lateral move letter (2021). Since it was lateral, I can calculate the difference to see what my raise was in January 2021. My 2020 offer letter was for $19.61. My Lateral move letter was for $22.87. Thus, my compensation increase was 16.62%.

EC advised that they cannot handle my concems on being unfairty compensated and that ER should not have just closed my prior ticket as they are the correct department for that issue.

All in all, I do not understand how my department could simply lie about my 2023 performance just to pay me less and then give me the exceeds in 2024 but still stiff me on a reasonable compensation increase.

It seems like my department is either taking location strategy into account, this is some retaliation for my pushback on

my 2023 review, or this is retaliation for my attempt to be reasonably accommodated.

Regardless, I am a victim of wage theft and Wells Fargo is using weaponized incompetence (EC taking 25 days to meet with me, my managers this and last year just standing by, the director of my LOB attempting to gaslight me as he probably knows HR gets us nowhere) to prevent anything from being done about it.

At this time, I am requesting that someone review ODCR's evaluation and compensation data for inconsistencies/shady reasoning, interview leadership on how they're fudging year-end evaluations to minimize employee compensation, review how they're not accurately compensating employees in general, and increase my compensation accordingly.

I will attempt to attach an email I sent to my manager on my recent compensation review just so you all have proof that I have already brought this up with him.

I also want to let it be known that if I have any meetings with anyone on this topic that I will be expecting a written summary of what was discussed after the call (if any promises are made). I have had too many interactions with Human Resources/Employee Care/Employee Relations/Accommodations Management where they say one thing on a non recorded line only to flip on it at a later date with no record of what they claimed.”

3/10/2025 - Learned they laid off the only tech guy I knew in office. Checked the employee database and it seems like there are two others. There are 454 people marked as working here currently.

3/12/2025 - No word from ER but it looks like the ticket was assigned to a Sandy Lowe - Lead Compensation Consultant

3/18/2025 - Received email from ER setting up meeting for 3/19

3/19/2025 - Met with ER. She had me state my concerns and wants. I reiterated what I sent the group on 3/7/2025. She advised my concerns should have been and need to be escalated to my LOB’s compensation team. I advised I didn’t know that existed or who it was but I’m happy to. The plan is she is going to meet with my manager to confirm if he did anything and then she’ll send me an email confirming that ER advised I self escalate to the LOB’s executive - the director’s direct report.

3/24/2025 - Heard from a coworker that our current security crew is being replaced next week. We don’t know why and haven’t been informed by the company. My coworker heard it from one of the guards.

3/24/2025-My virtual desktop updated and uninstalled itself. Contacted tech and they had a local guy come and re-install it. He said that it seemed like I was pushed the wrong update so it removed it and then couldn't replace it.

3/24/2025-Emailed IS,

"Just checking in on case HRC11471197

From my understanding of our discussion, you were planning on reaching out to my manager Paul and then would be sending me an email confirming to James Holloway that my reaching out was suggested/supported by Employee Relations in order to ensure that my concerns regarding their current handling of evaluations, compensations, and employee concerns/escalations get the appropriate attention.

Have you been able to get in touch with Paul? Is there anything I can assist with that may speed up the process so that I may get these concerns over to him in a timely fashion as it's been nearly two months since this year's reviews/compensation meetings took place."

3/25/2025-ER sent the following,

"Thank you for following up. As discussed, I will send you an email confirming for you to reach out to your managers regarding compensation review and consideration. After reviewing the case and our process regarding concerns with compensation related topics, it is suggested that you connect with your direct manager and 2-up manager.

I'll send the email separately."

Then sent,

"Thank you for sharing your compensation concern with Employee Relations. As discussed, here is the guidance we received for compensation related concerns. We encourage you to first try to resolve any incentive, merit or bonus pay issue directly with your manager - they are in the best position to understand your concern. If you are unable to resolve the issue, you may submit a HR Services & Support > Submit a Compensation Inquiry Request, which will route to the Compensation team for review. The request should include any facts supporting your concern, including discussions with the manager of your business unit, reference to applicable incentive plan provision(s) if your concern relates to incentives, as well as any issues or comments you deem pertinent for the review. You can access discretionary plan documents in the related Incentive Plans article. Should you need a copy of the plan document specific to your role, reach out to your manager.

Please let me know within the next two business days if you have any additional questions for me. If not, I will close the ER case."

3/25/2025 - Responded to ER with,

"I just want to first re-state that when I submitted this current ticket - HRC11471197-it was after discussing the issue with my manager who seemingly did not attempt to resolve the issue.

I started the ticket as a "Submit a Compensation Inquiry" and included the email I had sent to my manager.

On our call you had confirmed that your group was unable to really review my compensation concern as I would need to talk to my LOBs compensation team. It was advised that I reach out to James Holloway as he should be able to get me in touch with them so that I can get a better idea of why things shook out as they did. You advised that you would reach out to my manager to confirm his actions.

All that to say, I am confused on why I am now being advised in this email to reach out to just my manager and to submit a ticket when that's exactly what I already did. If I reach out to James Holloway and I am still not directed to our LOB's compensation team, I am directed to my manager who clearly has no course of action, or I still do not get any clarity on my issue, am I just to resubmit this same ticket? If so, what would that accomplish as it seems the department that it would go to is unable to do anything with it?"

3/26/2025-AS responded,

"Apologies for the confusion, I should have made it clear that I am still going to reach out to your direct manager, Paul Webb. As discussed, I will be inquiring about what actions he has taken to address your concerns. The other part is for you to connect with the next level Leader James Holloway to raise concerns you shared with your performance ratings and merit increase.

Happy to discuss further over the phone. Let me know if you have time tomorrow."

3/26/2025 - Emailed James Holloway (Account Resolution Executive) (ARE),

"My name is Hana Poth. I work within the Overdraft Deposit Collection and Recovery department within Unsecured Lending Operations.

Reaching out per Employee Relations to discuss some concerns I have with the current way ODCR conducts performance reviews and allocates compensation increases. I also have general concerns regarding the way the company as a whole escalates/fails to escalate concerns.

First off, I want to share my review and compensation history for context. These are based on the documents I had access to in Workday/my Personnel File.

2020 - exceeds and a 16.62% increase

2021 - meets and a 3.06% increase (advised meets was for lateral move to QA)

2022-exceeds and a 13.70% increase

2023 - meets and a 3.36% increase (advised meets was for title change, then performance, then ???)

2024-exceeds and a 4.51% increase

Now, to explain, in my 2023 performance review, I asked my manager at the time, Eddie Kong, if I could escalate my year-end review result as I did not think it was right to give a meets simply due to a title change the year prior. I spoke then to Chad Spangler who advised that it was not due to the title, but that I was naive to think that just because I was getting constant praise and was exceeding my metrics that I deserved an exceeds rating. He advised I needed to work with other departments even though few departments have much in common with ODCR due to our systems, and despite the fact that I was training FRQA (then OET) agents how to use CACS and how to understand ODCR procedures and documentation, I have been a part of the POC compliance review, I had been assisting as a SME for procedure updates, and I had been attempting since 2022 to make things better for disabled employees by engaging in the disability ERN and by attempting to work with the accommodations team to improve their processes. After my meeting with Chad, he advised that he would try to get FRQA/OET to stop coming to me for assistance and simply stated that I would need to do even more to hit an exceeds.

This was discouraging along with the small increase I got that year, the illegal action to remove my existing accommodation for a known disability with a doctor's recommendation to accommodate, and the notice that my entire building would be laid off in the next few years.

When I discussed all of this with Eddie, he agreed that it may be difficult to work with even more diverse LOBs but that he would try to make sure I had the opportunities needed to exceed - whatever that looked like. He went on leave a few months after. When he was gone, we all went over to Paul Webb who was relatively new to our team and stayed there. Eddie was laid off for not having direct reports earlier this year.

So then, in 2024, I get an exceeds. I deserve this exceeds as I once again exceeded my performance metrics, took on new projects, and was solid in my deliverables. However, I got only a 4.51% increase.

When I have gotten exceeds in the past, I got a 16.62% and a 13.70% increase. I think it is understandable that I would then see a 4.51% increase as suspicious.

When I got the news, I advised Paul that I thought it was low. I sent him an email once I processed the information (attached).

In a meeting after the email, Paul advised that he may submit a ticket to HR.

Two weeks later I hadn't heard anything and was curious about my prior compensation details, so I opened my own ticket - HRC11376767. It took three weeks and eventually emailing leadership only to be told that I needed to escalate to ER (email attached). The escalation came from the person in employee care, no-one from leadership reached out.

So, I then created ticket HRC11471197 on March 10th per my discussion with employee care. I finally talk to someone on the 19th and they advise that this should be escalated to my LOB's compensation team. They advise that they would reach out to Paul to see if he did anything and that they would send my an email to send you to verify the rest of what I am saying here. I sent them a reminder on the 24th and they emailed me a general email stating to reach out to my manager.

I confirmed with them what we discussed on the call, and they advised that the email sent was what I was to attach to you and that they will still reach out to Paul (emails attached).

I was feeling wronged after my chat with Chad in 2024, but I am really feeling now like this LOB is allowing leadership to brazenly commit wage theft by giving arbitrary ratings and increases. Without anyone escalating the issues brought up by employees and with HR seemingly unable to do anything, it seems, at worst, like this is allowing for retaliation for my prior speaking out. At best, it is still a key reason why I and others in this department are unable to continue maintaining production metrics, are unable to deliver quality work, and why people who are good at their jobs do not stay in this department when possible.

If they wouldn't have stopped hiring anyone in Oregon three years ago, I would have moved to a different department. I tried even though no-one listed Oregon just in case as they were listing every other location. I have heard from multiple people (aside from those of us who know we will be displaced) who have told me that they are actively looking for other work with other companies and who have told me that they have refused project work simply due to the meaningless reviews and the pitiful raises.

I am asking that our compensation increases be reviewed. I believe mine should be closer to around 13% per precedent. There are still projects within my team that I am the only one with a complete understanding of.

Explain to us why people who get an exceeds review are suddenly getting such small raises? Why would we work so much harder for a 1% difference especially when we do the same work and get different results one year to the next?

We are constantly getting emails about how the company is improving, growing, and profiting, and I was not informed after I expressed my concerns that something of that nature was the cause so that doesn't seem to be the issue.

I am also asking that my and my coworkers reviews be looked at to see if there are discrepancies like what I have mentioned here - things that show a pattern not actually dependent on performance like what I experienced. Things that prevent us from getting a "consistently exceeds." We have been tracking our performances since 2021, so the data is there. I have mine if you want it.

Lastly, I want management to be trained on how to escalate these concerns. Not doing so is why we have the errors we do. It's why we have the turnover we do. We neglect our staff into apathy. We spend so much on training new people when we could simply treat the solid employees we have with respect.

I have spent two months attempting to get in front of the correct people to express this and it's wild to me how much money we must be spending on the different branches of HR just to have them turn me back over here.

I honestly appreciate your time with this, and I look forward to your response."

3/26/2025-ARE responded,

"Thanks for the email. I am sharing this concern with HR/ER and will get the right folks to review your concerns...and then will circle back. This may take a little time, but know the escalation is occurring today.:

3/26/2025-Responded to ARE,

"Thank you for your response and for taking action. I truly appreciate it. I hope we can soon find the right group to assist."

Responded to ER,

"Thank you for your response.

I've emailed James and just received his reply (attached) which was that he was escalating to ER and will circle back.

I do not believe a call is necessary, but I appreciate the gesture. "

3/26/2025 - Watched Grossberg "Ask Me" video. He confirmed the Q4 exit from my locations. He advised that there will be a 2 day session at my location where people will come to assist with resume writing etc. to help people prepare for having to get a new job.

3/27/2025-Logged in and an update to uninstall my virtual desktop ran automatically. Reached out to tech and reinstalled it but it had wiped my set up. Had to have an earlier version of my browser set up to get my bookmarks, had to just manually reconfigure the rest. They confirmed that it wasn't

3/27/2025-Got a notice that my compensation review statement was updated. When I clicked the link it took me to a page with my compensation review statements from 2024, 2023, and 2022. They looked the same from what I could tell.

3/28/2025 - Received email from ARE, “I wanted to keep you in the loop where I'm at with your request. I have inquiries out to ER/HR and comp and will circle back with you some time next week. Have a great weekend.”

3/28/2025 - Working from home as I have been every Friday of in-office weeks. I don’t think I’ve been good at recording that. I had painful constipation the last two days and then the opposite affliction today. This has been standard and I did bring it up with my doctor earlier in the month at which we agreed it was due to the stress of being in the office.

3/31/2025 - ER closed HRC11471197 and send, “Glad to hear your 3-up manager has responded to you and will be engaging their LOB Partners regarding your questions and concerns.

I had a meeting with your direct manager, Paul Webb to inquire about action he has taken regarding the concerns your raised with your 2024 'Exceeds' performance rating and 4.51% merit increase. I asked Paul to follow up with you to explain the review and research he did. Since your Leadership team is also conducting a review of your overall compensation, I do suggest allowing your managers time to respond.

At this time, I will be closing this case. If you have new concerns, please submit a new Employee Relations case: You can reach Employee Relations and find support using the HRSS Service Catalog - HR Services And Support (wf.com)”

3/31/2025 - Inexplicably got an e-card from Michael Grossberg (my 5-up / Operations Senior Executive) congratulating me on my work anniversary which was January 28th. I found where they list eCards you’ve received. My oldest was 10/31/2022. I have never gotten one from him before.

4/1/2025 - Had scheduled meeting with my manager (we all meet with him once every other week). We talked about the compensation issue and he said that he was told by HR to reach out to the compensation team. We filled out the same ER compensation form that I filled out twice already. I expressed that it is unfair that I got meets for lateral position changes/title changes when they have been lowering our possible raises so now that I get exceeds again it’s less. Thus I’m making less by design rather than due to my own actions. I let him know that the ARE was seemingly doing the same - in escalating to the same people I already engaged with. I am annoyed that ER told me that he would be explaining his research to me when I fact ER just told him to submit a ticket that has already been submitted. Also I got a migraine.

4/3/2025 - ARE emailed to see if I had time today to discuss things. I responded that I was free the second half of the day. He scheduled a meeting for 1pm.

4/3/2025 - Met with ARE and emailed my manager the notes. My email:

“Just keeping you in the loop with the whole compensation thing since we opened that new ticket Tuesday.

Adding James in case I mis-state anything/to also keep him in the loop since he's also doing legwork on my concerns and was not informed pre-our meeting that you also have a ticket open with them.

So, I just met with James who reviewed my compensation history and looked at the compensation of people in similar positions as me. He also had HR review the same information to get their input and they concluded that we're all getting the same treatment. We also discussed that the compensation budget is based on things like company success, other competitor's budgets, and market data and that employee reviews are based on both objective and subjective information. He advised that when an increase includes both a promotion and merit increase that they cannot determine the separate percentages of each.

I expressed my concerns on the seeming inconsistency of the reviews - that I was given mixed messages in 2023 and how that also called into question my prior 'meets' in 2021 given that I was told that getting a promotion/new title meant that I could not get an exceeds but was then told that that wasn't true and not a reason to be given a meets in 2023. Also, that I should work with other departments more, but not the ones I was already working with and then not being told who I could reach out to - just that it would be hard to do given how different ODCR is from other LOBs.

I also expressed my concern on how the lack of transparency when it comes to the compensation budget is harmful - that, per my history, the company had twice as much to give for an exceeds after 2020 then they did after 2024 seems hard to believe. I expressed that employees will often just look for other work or just coast by doing the bare minimum/making errors when they are slowly getting less and less every year without a clear reason.

Lastly, I expressed that I have struggled to get any information from HR - that it took two months to even get to this point - and how it makes everything feel even more shady. That ideally, HR would get me in touch with someone who could give a clear reason for the steady decreases and someone who would tell me why the budget reasoning seems to be some big secret when we get multiple emails a year telling us how profitable the business has been. That ideally, HR should be able to read through my reviews/my self-evaluations/my metrics to get a clear picture on my performance comparatively to my job description and my peers. That someone should bubble up that employees/management should be informed on the budget reasoning and on how to best escalate in these situations to ensure employees can understand what they can improve on and what is out of their control so they can make educated decisions on their next career moves instead of just guessing or giving up.

We ended the call deciding to have you keep your ticket open with HR to see where that goes, and James advised that he would also be reaching out to them to possibly get more insight.

4/3/2025 - Got notice they’re removing sharps containers at work and that employees will need to bring their own.

4/4/2025 - Lost $1,000 in my 401k due to the tariffs.

4/4/2025 - A third coworker told me they were leaving due to the lack of support here. That makes 7 people out of the 14 on my team who are either moving departments, being laid off, or are planning to leave within the year. We also learned a team of 14 from our department were told yesterday that they’re being moved to a different LOB. These are all people who have been here a while. We were told it’s due to our yearly lower spring volumes.

4/4/2025 - Received a reply from my manager on the email I sent yesterday. He wrote, “Thank you Hana for the insight. The HR case I had was closed and they referred me to the compensation department and advised to send an email to them. I used the exact wording we went over in our last 1 on 1 addressing your concerns that I used in the ticket to HR on the compensation department email. I will follow up with you when I hear back from them. Please let me know if you have any additional questions or concerns.”

4/7/2025 - They’re rounding up garbage cans and stacking them at the end of the cubical rows. Some have things left behind in them. A coworker told me that someone told them that they’re thinking of moving us all downstairs. My 401k is down another 1.5k since last week.

4/8/2025 - Was advised the only manager from my department that was in the same building was moved to a different department. Now we have one supervisor for the folks on the phone and one supervisor for support. I still just have 3 people on my team here. Looks like there are about 25 people total from my LOB left here.

4/9/2025 - Emailed back Anna Villamor and Anne Boyle from 3/7/2025 and added Laura Hinkle and Michael Grossberg. Wrote:

Reaching out just to catch you all up on where I am now in this process.

I'm adding Laura Hinkel (Employee Relations Executive) who I spoke with in December to talk about the company rolling back accommodations and the inefficiencies of ER (emails attached). I am also adding Michael Grossberg (Operations Senior Executive) whose team I've also been sending my concerns to for his 'Ask Me' videos (email attached).

You didn't respond to my original message, but I think it's important for you to know how inefficient contacting your group is.

To summarize for Laura and Michael, I was looking for a prior compensation document as I got a nonsensical year-end review last year and then got a smaller than expected compensation raise this year.

So, after my last email, on March 7th (below), the EC person assigned to my case, Kothakapu Aditya, met with me, gave me a link to my personnel files, which did not include the requested document (but did have other info that let me infer my compensation increase in 2021). They also advised that I would need to re-escalate to ER as they would be the ones to assist.

I re-escalated March 10th (HRC11471197) and was connected to Maria De Leon in ER. We met on March 19th (relevant emails attached)

They told me that they would send me an email to justify me self-escalating to my 2-up, James Holloway (Account Resolution Executive), within my LOB and that they would reach out to my manager to determine if he took any actions on my concerns.

I touched base with Maria on March 24th as they never sent the email. They responded with a generic seeming email (attached) stating that I should reach out to my manager and that they were going to close the case.

I asked them to clarify that they meant my 2-up and asked if they reached out to my manager. They clarified and said that they didn't yet reach out to my manager.

I then reached out to James on March 26th (attached). He advised that he would need to reach out to ER. I don't know why ER always suggests I reach out to people who do not have the answers themselves.

On March 30th I got an email from Maria saying my manager would be explaining his actions and research. Maria also closed my ER case that day even though there was no resolution.

I met with my manager on April 1st. He starts a new ER ticket with me on the call so that we can both understand why my compensation/reviews were handled as they were. It seems like Maria just told him to figure it out.

I met with James April 3rd. He explained generally how ratings and compensation work and that many people are being treated the same as I was. I still have concems as I don't think anyone should be getting arbitrary review results (explained so far only by the LOB's fluctuating 'subjective' reviews) that directly impact employee pay especially when compensation rates are dropping year after year, the cost of living skyrockets, and we're nonstop being told how well the business is doing.

As an example of decreasing compensation, a Meets was 3.36% last year but was apparently 2% this year. If I would have gotten the review I deserved last year, then it would have meant more than it did this year, etc. This would be fine if I did worse in 2023, but I didn't.

We agreed that James would reach back out to ER. I sent my notes to my manager to keep him in the loop as we had two tickets open on the same issue now (attached).

My manager responded to my email the next day saying that ER closed his case and referred him to the compensation department instead. I do not know why I was not referred to the compensation department at the beginning of February when I submitted my concern or in March when I sent the below email.

I followed the instructions of who to contact per the HR portal. Now, at least 5 tickets have been opened on this, it's been two months, and I have gotten no explanation on why compensation rates are dropping or why my end of year reviews have been randomly fluctuating due to things out of my control that are apparently not logged.

In those two months 3 people not impacted by location strategy have told me that they are planning to leave this year due to their physical inability to work here because of pay and because of the company's unwillingness to accommodate.

Every time my building has a 'party' consisting of us gathering in a mostly empty room to get a free meal during our breaks, people talk about how they used to win trips across the country and fancy kitchen mixers. Today we were promised a free sandwich for lunch. They put out posters with fun little decals and sent an email to get people excited. When I went the sandwich was about a 3x3 inch section of a sub on the smallest paper plate I've ever seen and a bag of chips.

I watched some March town halls for my group today and they boasted about how much money we have to hire 6 new people a day, to pour into Al, and how we're starting programs to accelerate promotions and actively expand on willing employee's skills. We were told a few weeks ago that the LOB is going to start having customers give ratings at the end of calls. We clearly have the money because we're attempting to grow and to innovate. Anyone who has ever done customer ratings knows that the customers just say what the employees have been saying but now we get to spend money on new systems and on people to work with them. Both my team and FRQA already coach on professionalism and on following procedure.

So, what are the answers? We just don't want to spend money on my team or on people in similar positions to mine? The company wants to treat us so poorly that we leave willingly so that they don't need to pay severance or unemployment?

We deserve to know why so we can plan for our futures. If this is due to some business strategy, why not tell us? It makes it seem underhanded. It seems like the business doesn't have the foresight to replace us before they start treating us poorly.

I have already been told that I am getting laid off due to location strategy around Q4 this year so while I do think I should be given a better raise, I expect very little from this company. However, I also think it's important to advocate for my team, to ensure that management knows how to escalate, and knows that there are checks and balances for their actions.

Lastly, to even further my point, here are some notes I took last Friday when we found out a full team from our frontline was moved to a different LOB:

Yesterday afternoon leaders were told that Juan's team is moving to credit card customer service in May due to business needs.

was asked where they'll be physically moving and it's a bit up in the air where they'll be after construction is done in the building.

It Now it'll just be Crystal and Trevor in Roanoke.

There was no news on the Charlotte teams.

We are not sure what happens to people who would refuse the move. Paul will be asking Chad. We are assuming there wasn't a choice.

Juan's team was chosen possibly because they didn't have any specialty team members and they specifically wanted to have more people in Roanoke to do cards customer service. Paul will be confirming with Chad.

Discussed that it's difficult to understand why it's such a process for us to move to different LOBs (applying/interviewing) but then suddenly we can just be moved

somewhere else with little warning due to business need.

Discussed mass downsizing in Roanoke.

Discussed the possible impacts of people leaving due to this insecurity. What happens if there is never backfill in ODCR in Roanoke?

We're already adding ARRs under ARMs to keep their numbers up.

Discussed concerns around sending ODCR jobs overseas like they did with OET. It was advised that they were looking to move a significant amount of ODCR work to PHP.

We would like to know if they are planning to dissolve ODCR in Roanoke/the states so that we can make game plans.

Reach out with any further questions that may come up. Paul will try to get us answers to our questions ASAP.

I don't think we'll ever get clear, honest answers as we didn't get answers on our employee survey questions from last October, I am not getting answers here, and I never got answers on why we choose to defy the ADA with our accommodation process, but it highlights the discontent.

4/10/2025 - Received an email from Tami Burnham (Business Execution Senior Manager) (ESM) “My name is Tami Burnham and I'm one of the leaders within Global Employee Relations. I was asked to reach out and share your escalation to Anna Villamor, Anne Boyle, Lori Henkel, and Michael Grossberg, dated April 9, was received and our team is reviewing your most recent concerns.

I understand you've already spoken with multiple individuals, however I wanted to provide my contact information and offer myself as a point of contact for you. Would you also be available to speak later today or tomorrow?”

4/10/2025 - I responded to ESM, “ Hello Tami, Thank you for reaching out.

I can absolutely get on a call with you to reiterate my concerns, however, I think you can understand why I am I bit weary as many of my calls with employee relations for this and for prior concerns typically fall apart once any action is required on employee relations end.

A plan is made verbally, it is not followed, and then all I have to stand on is my claims of what was said on the meeting as it seems not much is retained within any of HR's groups. I have every interaction I've had as a result of submitting a HR ticked noted (in my words) and I have retained every email starting back in June of 2022.

All that to say, would it be possible to keep this via email? I am happy to answer any questions asked and to do any follow through or legwork on my end.

The root of my concern is that the lack of consistency and the lack of accountability demoralizes employees, is the root of turnover, and causes risk.

In my department, it seems like the subjective potions of the reviews are not logged and are not standardized.

In 2023 I was given conflicting reasons for why I didn't get an exceeds. My director told me my manager's reason was wrong and my manager told me my director's reason was wrong. I stayed the course and then got the exceeds for the following year. From my perspective, the 2023 meets was done on a whim. A whim that only served to keep my pay down.

In my department, and for others with my job title (per James Holloway and his contacts in HR) the compensation rates have been steadily decreasing without a clear reason and that everyone with my title and with the same review got the same raise. I think we should know the reason why that is as the company is clearly making more and more of a profit every year and I am not nearing the cap for my position (last I checked, it was $20-$40 per hour).

In my experience with the different groups within HR, the lack of documentation or retention is intentional to prevent accountability and to delay any action. Everything is done on a call to prevent a record and there is no internal auditing to ensure everyone is getting the same information or same treatment. There are never facts presented - no pointing at laws or numbers. Employees are not allowed to speak with legal or compliance and instead are just told that it must be fine because we're already doing it.

The majority of people I have spoken to within HR have not known how to set up a meeting, have not read my ticket prior to the meeting, and have, as a result, not done any research in order for us to have anything resembling a productive conversation. The tickets are closed once the HR representative figures out how to pass me off to someone else, how to make it seem like they're escalating (conveniently without the option of me ever getting an update), or until I am simply told that the treatment is fine because they said it was.

I am requesting the following for the sake of proving that Wells Fargo is not committing wage theft

-numbers to back up the reason behind the steady decreases in compensation

-numbers to show where the company is allocating its yearly profits that shows why they regularly disenfranchise a group that makes money and mitigate risk (When I worked the phones in ODCR, I was bringing in about $200 an hour as I made $20 and hour. Now I prevent risk by fixing errors that could cost the company thousands in fees.)

-a breakdown of what is considered in a subjective review that fluctuates and trumps the objective metrics

-fair, standardized, recorded, and retained handling of HR tickets

-a communication sent to employees and management that details how to escalate reviews and compensation results at the beginning of each year along with the information for the budget that was allocated to their group

Oh, I also do want to add that my manager answered some questions from the list I sent yesterday.

The answers were that they wanted to move a full team instead of picking individuals, that the employees' only option was to find a new position if they didn't want to change, and that the decrease in ODCR staff in Roanoke is because the company spread ODCR out from just Beaverton and Roanoke to Roanoke, Salt Lake, San Antonio, Charlotte, and the Philippians.

Also, I totally understand that this is not you're issue and that 'business need' can go a long way, but it's interesting to me that they're spreading things out when I was told that I cannot be accommodated (even with a doctor's recommendation) and then was told that I was losing my job all because we had to be in office to collaborate and that we're too spread out as a company.

I do apologize for the lengths of my emails. I feel the need to over explain sometimes on account of not feeling heard/understood.

4/10/2025 - ESM responded, “Thank you Hana and I completely understand your hesitation. Let me review the case details of what you've shared below and i yesterday's email and I'll circle back with you. I hope you have a great evening!”

4/11/2025 - Had a meeting with my manager to touch base on my compensation concerns. He just told me the same stuff James did as that’s what compensation gave him. I expressed my continued concerns and advised that I think it’s goofy to make him do this instead of talking to me themselves. I let him know I appreciate that he’s engaged and that I am talking currently to the ESM as well.

4/11/2025 - Got an email on Q1 financial results. Here were some points:

-We reported net income of $4.9 billion, which was up 6% year-over-year.

Our diluted earnings per common share of $1.39 was up 16% year-over-year.

-Expenses were down 3% year-over-year, benefiting from our continued focus on becoming a more efficient company.

-Our capital position remained strong, and we repurchased $3.5 billion of common stock during the first quarter.

4/15/2025 - received the following email from ESM. They added Jason Dahlquist (Lead Employee Relations Consultant)(LERC):

Hi Hana - I hope you had a nice weekend.

I wanted to circle back with you as I've had a chance to review the case details of your recent HR Service Request history. I can appreciate the feedback on your experience and in looking at the case history, I can see how your requests were transferred or re-routed to other teams for the purpose of getting you to the right place to assist. While that is no excuse for the experience this creates, based on the nuance of the questions you had and the specificity with which you are wanting to understand how compensation decisions within your specific business group were made - the best resource to provide you this explanation really is the line of business' management and compensation team. My understanding is Paul Webb was able to meet with you on Friday and shared information he got from your business line compensation team so hopefully this provides you more clarity.

Number

Created

Closed

Opened by

Opened for

Assignment group

Assigned to

State

Note

HRC11471197

3/10/2025

3/31/2025

Hana Poth

ER - Consultation

Maria De Leon

Closed Complete

ERC closed case after confirming EE's manager scheduled time to meet and review questions that she had about compensation and rating

HRC11489656

3/10/2025

3/13/2025

Hana Poth

ER - Consultation

Cancelled

Case transferred to ER for action (HRC11471197)

HRC11483571

3/10/2025

3/12/2025

Hana Poth

Compensation Administration

Sandy Lowe

Cancelled

Case transferred to Employee Care (HRC11489656) so they can route to ER for better handling

HRC11411856

2/24/2025

2/25/2025

Hana Poth

Compensation Administration

Devdatta Bhattacharyya

Closed Complete

Case closed to avoid duplicity as current case HRC11376767 was still open and assigned.

HRC11376767

2/13/2025

3/20/2025

Hana Poth

EC - Leadership

Aditya Kothakapu

Closed Complete

Case closed given Hana indicated she received a response from ER to her questions about the 2020 compensation statement.

As to your other concerns regarding accountability and consistency with HR tickets - your feedback is important and part of HR's strategic priorities is to focus on the experience we create holistically for our employees and managers, and it begins with listening to feedback like this and looking broadly at our systems/teams to identify opportunities for improvement. Please know your feedback regarding how your requests were handled has been received.

Additionally, I wanted to THANK YOU for the feedback you shared last year with both Lori Henkel and Saul Van Beurden regarding accommodations. We did implement enhancements to our process as a direct result of your feedback. Specifically, we updated our internal processes and provided dedicated training to our team to focus on how they are referring to the "annual check in" we do with employees to look at accommodations in place. While our goal is to focus on the benefits we provide employees, we appreciated and heard the feedback on how it was coming across - very "process oriented" and that is not our team or the company's goal.

THANK YOU for taking the time last year to share as it truly did result in an effort for improvement. I wanted to make sure to share that with you.

Hana, if you continue to have questions or want to discuss, please let me know as I would be happy to set up time with you. Additionally, I've copied Jason Dahlquist. He's the lead Employee Relations Business Advisor who is aligned to your line of business and best positioned to help engage the right partners. He is also a direct point of contact for you and can help. As big as Wells Fargo is, it can be quite challenging at times to find information or get support, and our Employee Care and ER teams are not experts in compensation or finance budgets.

Between Jason and myself, please know we can try to help influence and loop in the right resources to clarify the specific questions you have.

4/15/2025 - I responded to the ESM and LERC:

Thank you for following up with me.

I spoke with Paul yesterday and he was given the same information James was when I spoke with him. I'll attach my notes from the meeting with James so you know what they're telling them to tell me. I didn't bother saving my notes from the meeting with Paul as there was nothing new - essentially James and eventually Paul are given budgets and guides that they just follow. What compensation has given them is mostly just an obvious overview of how the system is set up without any tangible reasoning as to why our raises are steadily decreasing year after year. Plus no one has taken accountability for, let alone acknowledged the flawed review I got in 2023.

The people I am allowed to speak with within my LOB have no influence or knowledge to be able to answer my questions and it seems like that's by design.

I am glad that there has been training within the accommodations department. Hopefully, there is more of an openness to nuance and that disabled employees are being granted the flexibility owed to them. It is illegal per the ADA to not facilitate a reasonable accommodation for an employee with a known disability. The fact that I was denied my accommodation as the department deemed me not disabled enough even with a doctor's recommendation has resulted in substantial mental and physical hardship on my part.

My first question is, can I be directly connected with someone within my LOB's compensation team? It seems like they just give canned responses to management, and I have a right to know why my LOB is not worth allotting a budget that can provide us with living wages. I am allowed to confirm, with numbers, that the company is not flagrantly committing wage theft.

In fact, we got an email last Friday on the first quarter financial results boasting that, "we reported net income of $4.9 billion, which was up 6% year-over-year," "expenses were down 3% year-over- year," and "we repurchased $3.5 billion of common stock during the first quarter."

Thus, I am still requesting

-numbers to back up the reason behind the steady decreases in compensation

-numbers to show where the company is allocating its yearly profits that shows why they regularly disenfranchise a group that makes money and mitigate risk (When I worked the phones in

-ODCR, I was bringing in about $200 an hour as I made $20 and hour. Now I prevent risk by fixing errors that could cost the company thousands in fees.)

-a breakdown of what is considered in a subjective review that fluctuates and trumps the objective metrics

-fair, standardized, recorded, and retained handling of HR tickets

I am also still requesting to keep communication over email per my prior email (attached). I still feel that verbal communication is a waste of time as it is not recorded, documented, retained, or followed through on.

4/16/2025 - saw an article “Report: Sales Pressure Returns to Wells Fargo: Employees sound alarm on sales pressure, staffing, and silencing their voices” from bankaccountability.org. I sent them a link to my tumblr on their whistleblower page.

4/21/2025 - Forwarded email sent to HR 4/15 to Paul for him to share with James as James asked Paul to bubble up any additional concerns from me. Asked Paul if he thought the ticket James had with HR was closed and he's thinking it was. I advised that none of my questions have been answered with real numbers or explanations.

4/22/2025 - Sent follow up to BESM and Lead Employee Relations Consultant (LERC)/Employee

Relations Business Advisor (ERBA):

Checking in to see if there has been any progress made on this.

I had a meeting with my manager Paul yesterday. He advised that my 2-up, James Holloway, asked him to keep him informed on this situation. I advised that I had been communicating with you and forwarded him my prior email.

James' request to my manager was frustrating as I had been waiting on James to reach back out with information he may have gained from reaching back out to HR, which he advised he would do after our meeting on April 3rd.

I asked Paul if he thought that James' ticket with HR was closed and he agreed that it sounded that way. That means that now there is no ticket open and that this is the last ongoing conversation on my concerns.

Once again, I would like to point out how redirecting to the LOB and not following through seems to be key in dismissing concerns within Wells Fargo's HR teams and leadership. It creates situations like this where there are suddenly no tickets open. This happened a few times with my prior accommodation requests as well.

When Paul asked yesterday if my concerns were rectified or if I had gotten any information, I had to advise that they were not and that there is clearly nothing him nor James can do to answer them. HR pretending that there was anything concrete that they could provide me was simply a way to pretend on paper that progress is happening in order to close tickets.

There is no excuse for such a large, lucrative company to not have a comprehensive, honest way of clearing up compensation concerns and issues. I cannot be the first to bring this up as I have seen articles online detailing this exact issue of Wells Fargo steadily lowering compensation rates.

This just shows that HR understands how desperate Americans currently are to keep a steady job and that they believe in leaderships' ability to gaslight employees out of fair and clear reviews and raises.

However, the result is a lot of coasting, quiet quitting, and burnout due to employees being forced to live paycheck to paycheck. Based on all of the business best practice and soft skill development classes the company has available, you would think they would understand that this treatment does not foster a healthy, productive environment. It fosters risk.

I am requesting short term

to be directly connected with someone within my LOB's compensation team

numbers to back up the reason behind the steady decreases in compensation and budget numbers to show where the company is allocating its yearly profits instead

a breakdown of what is considered in a subjective review that fluctuates and trumps the objective metrics

I am requesting long term

fair, standardized, recorded, and retained handling of HR tickets - only directing to the LOB when they know 100% that they can help

a communication sent to employees and management that details how to escalate reviews and compensation results at the beginning of each year along with the information for the budget that was allocated to their group

I know all of this is possible as I have been told multiple times that my LOB has a compensation team with answers, and I get emails all the time boasting about transparency and telling us about all the specific, diverse financial successes the business has been achieving.

4/22/2025 - Chad/Director of my LOB suddenly appeared at our location without warning.

4/24/2025 - Was told that Chad came by yesterday asking questions about where I was. I was on PTO that was pre-scheduled.

4/24/2025 - Learned that the team that was going to move to a new LOB is staying with ours for now. There was no reason given aside from that business need must have changed. Also learned that we have two new hires for our team in Roanoke.

4/24/2025 - We were notified that there will be an onsite career event at the office May 21st and 22nd as we're getting displaced. Chad came over to talk to me about it. I suggested having resources for applying to unemployment. He said he would ask about it and CC me on the email. He did. It was to a Kelly Huber - Senior Human Resources Business Partner (HRSBP).

4/24/2025 - Received an email back from the BESM stating that they forwarded my concerns to my LOB's HR leader.

They wrote, "Thank you for your email. After review of your requests below, Jason and I have communicated your concerns to your Line of Business (LOB) HR leader. Compensation decisions and rationales are the result of multiple factors and business decisions; therefore, your LOB is the most appropriate source of information related to your specific compensation, the compensation process, and the relationship between compensation and annual reviews. From an Employee Relations perspective, we encourage you to continue having open conversations with your leaders. We appreciate the feedback you've shared, and for these reasons, we've made your LOB HR leader aware and shared you are looking for more information."

They didn't give a name, so I asked them for it.

I wrote, "Thank you for forwarding my concerns to the correct person. May I have their name so I know who I should be communicating with/expecting a communication from? I didn't realize that my LOB had their own HR person."

The LERC/ERBA responded, "Your LOB HR Business Partner is Kelly Huber."

Did some research, her manager's manager is Anne Boyle who was included on my emails from 3/7/2025 and 4/10/2025. Unclear why she wasn't assigned to reach out to me earlier. I think it's cosmically interesting that she's now suddenly involved in two things with me.

4/25/2025-Today was the last in-office day for one of my teammates who is moving at the end of next week due to the location strategy. He is also changing teams. Next time I am forced in-office I will only have two people on my team in the office. Definitely not worth the anxiety, physical harm to my digestive system, or even gas money. This week I have struggled to be able to tell when I need to use the bathroom and have been getting unusual cramping in parts of my digestive system.

4/28/2025-Received a companywide email stating that a sixth CFPB consent order was lifted this year. It states it's the 12th lifted since 2019 meaning that there were 6 over 5 years and then 6 just

this year alone. Clearly deals were made. Last year the CEO missed a companywide meeting with employees to talk with Trump and now this is happening. Our 401Ks are slashed but at least the consent orders have been lifted so the people at the top can make more money. Also received a different email on the employee surveys coming up. As I'm sure many LOBs besides mine have been complaining that nothing happens as a result of these surveys, they've included a list of names of people heading up 'workstreams' they apparently set up after last year's results. Dawn Cooper is apparently the lead for compensation and benefits as well as for work practices. I've only ever gotten four emails that mention her. One from Women's history month and then three from this month - one on employee appreciation and two for the survey.

4/28/2025-Sent an update email to Anna Villamor, Anne Boyle, Laura Henkel, and Michael Grossberg and added Dawn Cooper and Kelly Huber:

Reaching out to provide another update.

Adding Dawn Cooper as I just learned per the global employee survey email this morning that she's leading the compensation and benefits workstream that was apparently put together after last year's survey results.

Also adding Kelly Huber who I've learned is my LOB's HR leader.

To summarize for Dawn and Kelly, I was looking for a prior compensation document as I received a smaller than expected compensation raise this year. I also received an unjustified 'meets' rating the year prior that cost me a better raise than I got this year. My request for answers/justifications started within my LOB on 1/31/2025 and within the HR sphere 2/13/2025. So far, I have only received general information on how reviews and compensation work but have not received any information specific to my situation. Everyone I get sent to conveniently knows nothing and every pass off is clearly just an attempt to close a ticket or to get me to give up on getting answers.

I first escalated on 3/7/2025 (see the very first email in this thread) which got me through employee care and into employee relations. However, employee relations just pushed everything onto my leadership who I already knew could not provide any insight, so I escalated again on 4/9/2025 (see the last email in this thread) and I was sent a new person in employee relations who also gave me no new insight and allegedly just forwarded my concerns to Kelly after two weeks.

I will, as usual, be attaching all relevant emails to highlight my points, but I want to make it clear to the group what I am looking for and what I think next steps for the company should be if you all actually care about transparency, employee appreciation, and getting consistent quality work from your employees to mitigate risk.

I am requesting short term

-to be directly connected with someone within my LOB's compensation team and/or -numbers to back up the reason behind the steady decreases in compensation and budget numbers to show where the company is allocating its yearly profits instead

-a breakdown of what is considered in a subjective review that fluctuates and trumps the objective metrics

I am requesting long term

-fair, standardized, recorded, and retained handling of HR tickets - only directing to the LOB when they know 100% that they can help

It is ridiculous that a company of this size would not be able to justify its own budget to its employees. I cannot imagine I am the first person who wants more insight on their wages, so I am forced to assume my experience is the norm and is by design.

When I started in 2020, before Workday was implemented, there was way more transparency with pay/salary for different lines of business and different positions. You could easily look up any position through Teamworks and could see pay ranges for your location. It seems that the rescinding of that level of transparency has, unsurprisingly, resulted in leadership being cleared of any accountability when it comes to providing reasonable and justifiable reviews and raises.

As I have been pointing out, the compensation rates have steadily been dropping year after year with no justification. We are sent copious companywide emails boasting on our increase in profits, but we aren't seeing the benefit - hence the employee survey results. When I started, I was making $19.61/hour. When I got my currently title in 2023, the pay range listed was around $25 to $45 an hour and I was making $26.80. I am now currently making $28.95/hour - $9.34 more/hour after 5 years and two promotions.

As we all know, the cost of living has skyrocketed since 2020, and I am just nearing the yearly salary that would have allowed me to live a 'comfortable' life back in 2020 if I was single. It is expected by landlords that tenants make 3x their rent per month. The average rent here is $1500/month. I now bring in about $3250/month and with my rent, car payment, utilities, internet, and groceries that leaves me with very little to save. One medical/dental/car/family issue erases years of saving.

Many employees have made the conscious decision to stop caring about their quality of work simply because they cannot keep it up for a company that is making the conscious decision to boast record profits while forcing their employees to live paycheck to paycheck. Recognition and occasional lunches without reasonable pay increases means little to a workforce who is struggling to pay their monthly bills.

If someone in my LOB got a 'meets' rating last year they got a 2% raise. If they were making $25/hour that's like an additional thousand a year. I got an 'exceeds' and a 4.51% raise. Alternatively, the CEO got around a 7% raise which allots him a few MILLION more in one year. Half a million would change the trajectory of my life forever.

A few times in the last few months, I have been told that as you get promoted/you reach the cap for your position, your compensation percentage will also decrease as you're making more money, but I am not hitting the cap and that simply seems to be untrue. It seems like everyone under a certain tax bracket is getting their wages slowly siphoned from them for the sole reason of ensuring that those above them can reap larger and larger benefits. Without justification, that is wage theft. As an aside, I took an accounting class through develop you last year that advised that after a few years, a company should only expect a 1 to 2% profit year over year and that budget numbers and decisions are regularly made public for stakeholders' benefit. Per the email sent 4/11/2025 on our first quarter result, "we reported net income of $4.9 billion, which was up 6% year-over-year." That seems amazing but also further makes it seem like things aren't adding up. With these numbers and standard practices, why can't I seem to get the requested budget numbers or for anyone to take accountability for my specific situation? If I am wrong on something, why am I just being fed the same vague process information over and over again?

Sure I can keep escalating and raising my hand, but everyone just keeps acting like they can help, is unable to help, and then acts like the next person will actually be able to help when we all know they can't or won't. The time and money wasted on this seemingly standardized way of dealing with employee concerns could simply be used to compensate people better. The money going to everyone in HR paid to waste time, to an already incredibly wealthy C-suite, to training new people after you suck the life out of prior staff, and to all these people heading up various new groups tasked to figure out why the workforce is feeling unrest could also be used to solve that unrest by simply paying people enough money to live a comfortable life.

Go back to paying people enough to afford a downpayment, back to having parties auctioning of trips and KitchenAids, and be actually better about being transparent instead of just saying you are, and you'll also go back to having good employee surveys and a staff that cares. I look forward to a thoughtful, intelligent response with real numbers to back it up.

5/1/2025 - followed up with the email on 4/28. Wrote:

I was going to wait until tomorrow but figure it's more appropriate today to inquire on if I should expect to receive a response here on my compensation concerns or if I should open up an Ethics Line submission and reach out to the EEOC to ensure there's at least some sort of ticket/paper trail involved again in this inquiry.

I completely understand that the Ethics Line submission will most likely result in an employee relations representative re-roping in my leadership into re-explaining general processes and that I will most likely not receive any numbers or reasoning behind the budget that was allotted to my LOB.

However, I am tired of letting you all get away with using shady tactics and weak excuses to avoid responsibility. If I have to put up without being accommodated and with pathetic raises all because my family desperately needs the severance I will receive once let go, then you will keep hearing from me until my simple requests are met.

Your positions and pay come with the responsibility of managing and influencing many peoples' lives and it is immoral and inefficient to ignore and misconstrue their needs and requests simply to close tickets and to hide mistreatment.

It should be deeply worrying to you that you are seemingly unable or unallowed to share budget information and to evaluate employee reviews with the people directly impacted by them.

5/1/2025 - got a response to the above from the BESM who last communicated with me on 4/24. She wrote, “As I've shared with you previously, your communications are being received. I wanted to let you know I am still engaged and providing oversight to follow your concerns. For this reason, I'd like to ask that you please direct your ongoing questions to me. I am still involved and will engage with the right parties. Thank you.”

I responded, “I was unaware that you were still my point of contact as in my last communication from you from 4/24 you had advised I continue conversations with leadership and that my LOB was the most appropriate source of information.

As it has been established that my direct leadership within my LOB does not have any insight into compensation, on the 28th I reached out to the same group that connected me to you on the 10th to re-check if they may know who has the requested information as they include both employee relation and unsecured lending leadership.

From my perspective, it appeared in your last email that my concems were forwarded on with no guarantee of response and that now that I have established that I will be following up on my requests, you are being brought back in.

I apologize if I misunderstood, but do you actually have the resources in your position to connect me to someone who can explain why my LOB was allocated the budget that it was or how a department can simply cite subjective review at will to prevent higher raises?

If so, is there a timeframe? As I have expressed, I cannot imagine I am the first person who wants more insight into their LOB's compensation budget, and I am having a hard time imagining that finding this information can be so difficult as it must have been used to determine our wages and I've been requesting it specifically for at least a month.”

5/1/2025 - BESM suddenly cold called me through Teams. I didn’t answer.

She then wrote:

Hi Hannah!

I responded:

Hello. Sorry I didn't answer but I'm on production currently and do not feel comfortable with calls as they have been used against me multiple times.

How can I help?

BESM:

That's ok. I was just reaching out regarding the emails.

I responded:

Oh, sounds good. I am happy to keep communicating through you but didn't know you were still involved and still don't know who can actually assist as it seems, given how long this has gone on, that no one who can be accessed has any insight into my actual concerns.

BESM:

Is there a later time that I could call you?

I responded:

Honestly, I am unclear on why a call would be needed. Nothing against you specifically, but I have multiple times been given incorrect/misleading information over calls. As they are a form of communication not retained, I no longer trust them or find them to be a good use of time.

Note: they never responded back

5/2/2025 - Got an email from Ida Shapiro (Operations Executive/my 3-up) with a Deb Hayes (Lead Human Resources Business Partner) CCed. It said, “Hi Hannah, In February and March, you opened cases to inquire about your 2024 Year-end compensation. As a result of those cases, you were referred to your management team and provided the requested information on April 3, 2025, and April 11, 2025. You were further informed your performance rating was appropriately considered during the annual compensation review, and you were compensated consistent with your position and performance. You may access a general Compensation Overview here.

Compensation is determined solely at the discretion of management. You have received all the information the Company is permitted to share with you, and this request is now closed. Compensation requests that have not been previously addressed can be submitted pursuant to the Company's standard request process (Submit a Compensation Inquiry) (note: Compensation requests submitted outside the standard request process or requests that have already been addressed may not receive a response).

Thank you, Ida Shapiro”

5/2/2025 - I responded to Ida writing, “Hello Ida,

On April 3rd, I met with James who went over the general review and compensation processes (information it was clear I already knew per my prior communications) and just advised that others in a similar position to mine were being treated the same as me. He advised after that meeting that he would get further insight from his contact in HR - something that never happened.

On April 11th, Paul gave me the exact same information like they were both given a script.

I hardly think that having my leadership repeat the same obvious processes to me over and over solved any of the tickets I've opened on this and while I was told that everything was appropriate, I was not shown that everything was appropriate. Thus, I do not think anyone is convinced that Wells Fargo is not brazenly allowing wage theft to take place.

No-one has explained to me why I actually got a meets in 2023 (given that I got conflicting, insulting reasons then and exceeds in 2022 and 2024) or why raises are steadily decreasing while profits are clearly increasing.

Overall, it is clear from this experience and per your response that there is no one reviewing the actions of management when it comes to our reviews and our raises and that HR's 'job' when it comes to employees' concerns is to just wear employees out until they give up because in reality, they're not here to help anyone but leadership cover their impulsive, messy tracks.

It is concerning that I am not permitted to know any budget information related to my compensation, but I am permitted to know budget information sent in the company wide emails we get to boast about the company's accomplishments. It is also concerning that it took this long and multiple escalations for anyone to admit that to me.

Lastly, I can absolutely open a new ticket on this - with the Ethics Line and the EEOC. I don't have a problem with that, but we all know it will play out the same way. I will get small bits of conflicting information and half-truths as employee relations and/or internal investigations continues to try to talk to me on the phone (instead of communicating via retainable emails) in an attempt that their humanity will soften me up in order to get me to give up on getting more insight into treatment that directly impacts me, my family, my team, and this LOB.

The reality is that this company is knowingly treating its employees worse and worse every year, hides it from anyone employees are permitted to speak to, and retains as little proof of as possible to cause confusion and to weaponized the incompetence of HR. Meanwhile, I am going to try to continue to give it the opportunity to explain why they are choosing this path until I am inevitably laid off.

Best, Hana”

5/5/2025 - Sent in Ethics Line submission - Ethics Line report key 992479021401

5/7/2025 - Send concerns to Department of Labor (DOL) Wage and Hour Division. Sent in concerns to the Office of Inspector General (OIG) through the Equal Employment Opportunity Commission (EEOC). OIG Reference number 4D7FB1950C. I didn't get a reference number from the DOL.

5/9/2025 - Was advised that the Ethics Line forwarded my concern to Conduct Management and back to Employee Relations. I tried to look up the HR ticket but it's not in my HR page. Here are the numbers provided in their email: Conduct Management EAP Case Number #: 819354 // EthicsLine www #EP100035701 // We have referred your concern to: Employee Relations // Reference number: HRC11705751

5/9/2025 - Was advised that the Ethics Line forwarded my concern to Conduct Management and back to Employee Relations. I tried to look up the HR ticket but it's not in my HR page yet.

5/15/2025 - Checked the HR website as I still didn't get any emails, and it looks like a James Landivar (Senior Business Execution Consultant, Senior Assistant Vice President) started a ticket six days ago (5/9/2025) and added a PDF of my full ethics line submission plus two of the excel documents I sent in with it. The title says it is a follow up to a prior ticket and to assign to the ER from my 3/102025 submission. I added the Word doc version of my calculations/findings.

5/16/2025 - Facilitated a meeting between my team and the director of our LOB to discuss issues from last year's employee survey that had not been resolved. Learned that this year was the first year they're just having manager plug ratings into a computer for the computer to decide the compensation. Less and less people are allowed to know the budget or compensation ratios. Thus, transparency is being restricted further. Probably deniability and weaponized incompetence strikes again.

5/19/2025-Total number of team members who have told me that they got a lower than expected raise that is forcing them to dedicate less effort into work is now at 6 including me. Got confirmation from another co-worker that they were told - as I was twice - that getting a promotion forced them to get a default 'meets' the following year even though I have been told by leadership that isn't a reason someone will get a 'meets' review/worse raise.

5/22/2025 - Reaching out with some questions for the CEO Town Hall. First, why is the budget assigned to different LOBs kept secret from the majority of employees within that LOB? Is it to prevent employees from seeing how they are not being paid what they've earned?

For example, in ODCR, the people on the phones are only paid about 10% of what they bring in but the outside agency we use gets 20% and they give their employees monthly bonuses.

Why does the business bother with metrics and employee evaluations if only a certain number of a manager's staff are allowed to get an exceeds rating and the corresponding raise. There is no choice for managers but to lie about some people's performance in order to fit them into the ratios that are allowed.

This fudging of performance has occurred twice to me personally. I was told the first time that it was because I was in a new role (even though it was a lateral move). The second time I was told the same thing, escalated, and then the director of my LOB said that that was not a reason to get a 'meets' instead of an 'exceeds.' He then told me it was because I didn't work with other departments. When I explained all the other departments I worked with, he made me give the names of some of the people to get them to stop reaching out to me.

I reached out to HR this year to try to get insight on this phenomena and after three months, they had an operations executive reach out to tell me I was not allowed to have the information I was requesting.

Why are we paying all of these people in HR to give employees the run around for months instead of just saving money and time by getting rid of reviews and just telling everyone that they are at the mercy of their manager/some computer system and that there will be no transparency? Maybe your claims of transparency would be less laughable if you were transparent in your efforts to make working here as dystopian as possible?

I have since crunched some numbers from the earnings statements and think that a lot of your trouble with turnover, risk, and bad employee surveys could be resolved if the CEO wasn't paid like 800 times that of the lowest level employee.

I've attached my ethics line submission to prove how terrible HR is at efficiency and to highlight the lack of compensation honesty and transparency at this company.

Maybe if the personnel spending didn't stay the same while the company's revenue and inflation rise, then you would have more efficient, loyal staff.

Maybe giving people who met their metrics a 2% raise and then sending emails stating, "we reported net income of $4.9 billion, which was up 6% year-over-year" is frustrating to people who cannot save for a house.

5/22/2025-Finally got to attend a Disability ERN meeting. They've been scheduling them during my weekly Thursday meetings for months. It was on the "The true cost of mental health," which was something I suggested as a topic so I'm really happy they did it. I emailed one of the speakers to thank them and to ask them if they had any book recommendations. Looked it up and they were added to an email I had sent back on 12/11/2024 regarding the lack of accommodation here.

5/23/2025-Got an email that HR cases HRC11709143 and HRC11742139 (both opened per the Ethics Line submission) were closed after two weeks without getting any contact from anyone about it. Checked the HR portal and a Nicole Dawn Clark (Senior Operations Processor) had opened a new ticket HRC11705751 called "Dispute Consultation Case" also assigned to Maria De Leon who I was in contact with in March. The comment states, "EthicsLine report EP100035701 received on 5/5/2025 was reviewed by Conduct Management and determined to be a compensation dispute. The statements provided did not allege individual misconduct but a disagreement with Wells Fargo's pay structure and review process." And states "Do not contact 'opened for,' refer to report for correct reporting party." I added this document to it and wrote, "Not sure why the other two tickets from two weeks ago were closed, but here's my most up to date timeline and calculations proving that Wells Fargo uses probably deniability and weaponized incompetence to commit wage theft." I also updated my Ethics Line submission with this information and document.

5/23/2025 - ER responded immediately to my HR ticket but just wrote, “multiple related cases have been included to this initial case HRC11705751”

5/28/2025 - My team was told to delete any files from 2023 or earlier.

5/28/2025 - Got the following email from the ER using a general Wells Fargo support email address, “Thank you for your EthicsLine case submissions. A review of this EthicsLine Report shows that it includes concerns previously addressed in other HR cases and your management team. We direct you to the Company's previous responses. I am closing the case.”

Got a follow up auto generated email stating that HRC11705751 was closed.

5/28/2025 - saw a Reddit post saying that online fraud went to credit card instead of the ODCR team I’ve mentioned like a month and a half ago

6/2/2025 - Emailed EthicsLine as there has been no resolution. "Reaching out for some guidance on EthicsLine submission EP100035701

In my submission, it was obvious that earlier in the year employee relations was unwilling to assist in my concerns as they took months passing me around and ignoring me until they eventually just told me that they weren't willing to explain why my reviews were inconsistent or why my compensation doesn't align with my performance, lob level, etc.

However, my concerns were directed from this submission back to the exact employee relations representative that did not help prior. Unsurprisingly, they sat on the HR tickets for two weeks and then closed them all and sent me an email from some group email address saying that my concerns were previously addressed. My concerns were obviously not addressed proven by the fact that I opened up an EthicsLine submission.

Frankly, the way that this has been handled seems to further prove that every branch of Wells Fargo only exists to obstruct anyone's attempt to gain transparency on any HR/Leadership decisions. I deserve to have a complete understanding of my wages especially when they seem inconsistent and not representative of my position and performance.

So now that employee relations has closed the case you had them open for this concern without doing anything but run out the clock, I am wondering what I should be looking out for now. What is the next step with this EthicsLine submission? Is anyone else actually looking into this and is there any group that you know of that can clear up my concerns?

I have reached out to a few groups outside of the company and want to ensure that I have my understanding of the current handling of this correct.

6/3/2025 - Got an email from EthicsLine advising that they were forwarding it to Conduct Management Leadership. "Thank you for contacting the Conduct Allegation Monitoring & Support, Communications team. We appreciate you sharing your concerns/feedback and will refer the information to Conduct Management Leadership for review and action as needed. Thank you for raising your concern and helping to build a better Wells Fargo."

6/3/2025 - Got an email form the CEO saying that they're planning on giving employees 2k in WF stock because another consent order was lifted. This is the 7th this year and the 13th since 2019. There are about 171,000 US employees and it says international employee gifts may differ."

6/4/2025 - Got an email with more info on the stock thing. "Based on the closing price of Wells Fargo common stock ($75.38), you will receive an award of 27 restricted shares (or prorated as noted above). This award will vest and be delivered to you in three years on June 6, 2028." A website linked advised, "Once vested, you may hold, sell, or otherwise dispose of the net, after-tax shares issued to you at your discretion subject to the Wells Fargo Personal Account Trading Policy and any other applicable policies.

6/4/2025 - Incredibly depressed today. Nauseous and painful

6/9/2025 - Emailed EL

“Reaching back out on this to see if this situation was forwarded and to determine who I should be directing things to.

I've just added a new document to the website, but I'll attach it here as well in case it is no longer being monitored.

Overall, the document is me comparing Wells Fargo and Chase. When I tried to justify Wells Fargo's personnel spending using the tools available, I was 23.85% off. With Chase it was only 4.01% off.

As they operate similarly, it would make sense that when their numbers were applied to the table I constructed, that they would have closer errorг ratios/differences.

This further makes it look like Wells Fargo is not allocating it's personnel spending appropriately and that they are not paying people based on what they've earned or what the industry standard is.”

6/10/2025 - EL responded, “Thank you for contacting the Conduct Allegation Management Support, Communications team.

The additional information you shared in your email below will be added to your report. The researcher assigned to your report may reach out to you for additional information during this time.”

6/10/2025 - Saw people online saying that there were significant layoffs today in HR incentive compensation across multiple states.

0 notes

accommodationrequest · 7 months ago

Text

Emails/Proof

Names edited out

https://drive.google.com/file/d/11lEcCHRcP7HuNu7954h6YYg234_3G6Sq/view?usp=drivesdk

0 notes

accommodationrequest · 8 months ago

Text

Oregon Legal System

I reached out to my state representative, the governor, and the DOJ and none of them reached back out. Here are the 30 lawyers I reached out to. I tried pro se but cannot afford it.

If BOLI or the EEOC gives you a Notice of Right to Sue a lawyer should be assigned to you. Civil suits should have an option for assigned representation.

6/11/24 - Emailed

6/14/24 - Contacted through site

6/19/24 - Advised cannot take due to workload

Serena Liss from AW BAKER

[email protected]

https://www.awbakerlaw.com

6/11/24 - Emailed

6/14/24 - Contacted through site

Beth Creighton

6/20/24 - Received email saying they’d call at 12 today but they didn’t. Looks like they called after but their reviews are really bad.

[email protected]

https://www.civilrightspdx.com

6/20/24 - Contacted through site

6/24/2024 - Emailed as got this email from Beacon

6/27/24 - Had call, sent timeline

6/28/24 - Received denial email due to workload, gave recs

[email protected]

https://www.salolawoffice.com

6/20/24 - Emailed. They emailed back asking for documentation and I sent it.

6/24/24 - Received a response back that they cannot take it

Maya Rita

[email protected]

https://albiesstark.com

6/20/24 - Contacted through site

6/24/24 - Advised cannot help

https://www.beaconforjustice.com

6/24/2024 - Emailed as got email from Beacon

6/28/24 - got denial

[email protected]

6/28/24 - contacted thru site. Got recommended from Salo

6/28/24 - got email denial

https://www.unlawfultermination.com/contact-us/sent.html

6/28/24 - emailed as was rec from Rachel Menashe

7/5/24 - denial

[email protected]

https://dufflylaw.com

7/1/24 - Filled out contact form

7/1/24 - Received email requesting more info. They advised they don’t typically take civil suits

7/2/24 - sent more info

7/2/24 - denial with recs

https://www.droregon.org

7/2/24- filled out contact form

Stephen L Brischetto

7/2/24 - denial. Advised reach Matthew Ellis, Maya Rinta, Shenoa Payne or Dana Sullivan

Phone: (503) 223-5814

E-mail: [email protected]

Website: www.employmentlaworegon.com

7/9/24 - emailed

7/9/24 - denial

Diane S Sykes Attorney at Law PC

(503) 504-7176

Email: [email protected] Website: www.dianessykeslaw.com

7/9/24 - contacted thru website

7/9/24 - denial, ref Quinn Kuranz

Matthew Ellis (per Stephen L Brischetto)

https://www.employmentlawpdx.com

7/8/24 - submitted form on website

7/9/24 - denied

McKanna Bishop Joffe LLP

Phone: (503) 226-6111

Website: www.mbjlaw.com

7/8/24 - submitted form on website

7/9/24 - received an email to set up a call. Emailed them back with my availability

7/10/24 - denial

Shenoa L Payne

Shenoa Payne Attorney at Law PC

(503) 517-8203

Email: [email protected] Website: https://www.paynelawpdx.com/

7/9/24 - emailed them both

7/11/24 - denial

David F Sugerman

(503) 228-6474

Email: [email protected] Website: www.davidsugerman.com

https://sugermandahab.com/about/

[email protected]

7/12/24 - emailed

7/12/24 - denied

Quinn Kuranz

number 503-914-3930

email [email protected]

7/12/24 - contacted through site

7/12/24 - denied

Paul Bovarnick

(503) 227-2486

Meyer Stephenson

(503) 459-4010

Email: [email protected] Website: https://oregonworkplacelaw.com/

Turns out this guy works here too:

7/12/24 - emailed but got notice that email doesn’t exist

Michael Owens, 503-567-5101 [email protected]

6/28/24 - contacted thru site. Got recommended from Salo

https://lynchmurphy.com/contact-us/

6/28/24 - filled out the referral request form

http://www.osbar.org/public/ris

7/1/24 - Filled out contact form

https://mpdlaw.com

7/1/24 - Sent email

[email protected]

https://oregonlawcenter.org/

7/2/24 - sent email but it was blocked. I think their email is out. Emailed second email address

Crispin Employment Lawyers

(503) 293-5770 or (800) 294-3392

[email protected]

Website: www.employmentlaw-nw.com

7/8/24 - submitted form on website

Philip Lebenbaum

Hollander Lebenbaum Gannicott & Patrick(503) 222-2408

E-mail: [email protected]

Website: www.hollanderlaw.com

7/8/24 - submitted form on website

Sue-Del McCulloch

Law Offices Sue-Del McCulloch

Phone: (503) 221-9706

E-mail: [email protected]

Website: www.sdmlaw.net

7/8/24 - submitted form on website

Matt Malmsheimer

Haglund Kelley LLP

(503) 225-0777

E-mail: [email protected] Website: www.hk-law.com

7/9/24 - submitted form on website

Judy Snyder

Law Offices of Judy Snyder

(503) 894-7478 or (877) 228-5027

E-mail: [email protected]

Website: www.jdsnyder.com

7/9/24 - contacted thru website

Dana Sullivan (per Stephen L Brischetto)

https://www.baaslaw.com/dana-sullivan-employment-lawyer

9/17/24 - called HKM employment (503 389 1130) attorneys to seek representation. Was advised I’d get an email in 3 business days

9/25/24 - went to their site to contact them and the only option was to ask they text you back. I wrote “I was advised on 9/17 that I would be contacted in three business days with information on my case but I haven’t heard back. I have a notice of right to sue from the EEOC from 8/6. Here is a link to a website with my timeline. I have copies of the emails referenced that show the violations of the ADA and Chapter 695A. https://www.tumblr.com/accommodationrequest” It seemed like the form wasn’t submitting but maybe they got like 10 texts from me?

9/25/24 - sent new request after work “Employer violated Chapter 695A as well as the ADA by denying me a reasonable accommodation when I have a known disability and a doctors recommendation. My health and work has suffered. I have a Noyice of Right to Sue from the EEOC. I contacted you on 9/17 but you never got back in touch. I made a website with details and I saved the email proof. https://www.tumblr.com/accommodationrequest”

10/1/24 - denial email

9/17/2024 - Called Oregon Employment Law (503 894 7714)(https://www.oregonemploymentlaw.com/employment-law-overview/medical-leave-disability/) hit their voicemail. Left a message with my number and email stating that I have an accommodation issue and notice of right to sue from EEOC

9/20/2024 - received text stating they were too busy

10/2/2024 - contacted Colin McHugh https://colinmchughlaw.com thru their site.

10/3/2024 - got email requesting I fill out an intake form and to send my email proof to [email protected] . Spent about 2 hours compiling everything to send to them.

10/10/2024 - emailed them for an update as I hadn’t heard back

10/15/2024 - got an email saying they were reviewing the case and would get back in touch

10/21/2024 - got an email from his paralegal saying he could set up a consultation and charges $350. I responded asking what the $350 was for. They said it was just a consultation. I cannot afford that.

10/11/2024 - Filed Pro se through the online filing option. Filed complaint, fee waiver request, and summons.

10/14/2024 - Received denial emails.

10/20/2024 - Re-filed as they denied my fee waiver and told me the summons form was wrong. Advised that there’s only one summons form on the website. Reviewed finances more in depth and made updates to fee waiver.

10/21/2024 - Received another denial because I don’t qualify for the fee reversal. I cannot put my family into a situation where we’re living paycheck to paycheck. I’m priced out of Justice. Justice is dead.

0 notes

accommodationrequest · 10 months ago

Text

Timeline 2024

1/3/2024 – Received email from ER2 confirming that they got the documentation I had sent over.

1/9/2024 – Had a meeting with my manager advising me and another teammate that the company is planning to leave the state in the next few years. We were supposed to have a meeting invite for it for today or tomorrow but neither of us got the invitation. It’s unclear if we’ll have options or if there will just be severance. Teammate advised that when this happened to them previously in a different line of business in the same company, it happened in a few months instead of years.

1/9/2024 – Looked up the layoff news online but didn’t see anything. Saw stuff from a few months ago about other layoffs in Oregon and how people had suspicions that they were leaving places where they suspected unions may form. Recalled getting a notice on December 1st for my location that explained how the company will not interfere with union activity. This plus Chapter 659A plus how they’ve been outsourcing every job - easier to leave the whole state than to follow the law and pay people a living wage.

1/9/2024 - sent info to BOLI. BOLI confirmed

1/10/2024 – Received an email from ER2 stating that they’ve met with management, that what happened there is confidential, and that case HRC9143702 will be closed. They also stated that they escalated my concern on accommodation’s decision and process to an Employee Relations Manager (ERM2).

1/10/2024 – Received an automatic email that case HRC9143702 was closed.

1/12/2024 – Received an email from ERM2 asking how I would like to meet with them (call or work application) and when I’m free. They also included some introductory links on the accommodations process.

1/12/2024 – Responded to the above email advising of my hours and that I was fine using the work application.

1/17/2024 – Received a meeting invite from ERM2 for 1/17/2024. They had sent it after I was off on Friday.

1/17/2024 – Noticed that AMM, AM3, and ERM2 all report directly to the same Employee Relations Director (ERD).

1/17/2024 – Meeting with ERM2. Primarily they wanted insight into my concerns with the accommodations process. I advised that I was told one thing over the phone as far as documentation needed and then was told another once I had submitted what I had. Advised that the documentation I was asked to fill out should be able to provide them with what they really need as the form I had filled out was from them. I also advised that I have concerns about updated to the requirements not being shared to employees that may be impacted. I asked if my doctor had provided additional documentation back in August 2023 and the ERM2 found that my doctor did re-submit the form in 8/10/2023 with some additional information. My doctor also wrote that for future accommodation documentation, they advise I get it filled out by a specialist. Sounded like AM3 saw that future documentation needed would require a specialist and decided not to take any of my existing documentation into account. The ERM2 advised that I would need to request a copy of the 8/10/2023 documentation from my doctor, that they couldn’t provide it. The ERM2 advised that they need restrictions and limitations to be listed to approve a request, they advised I can start a case at any time if I do somehow get a specialist, and they told me about EAC and the health care plans possibly helping me look for a specialist. I advised I am familiar with them and that I’ll start a new case if appropriate. ERM2 advised they would look through my case a bit more and that I can reach out with questions on the accommodations requirements.

1/18/2024 – Had my performance review and got a lower grading than expected given my performance. I have taken on a number of additional responsibilities and have improved my production (went from 18 to 20 per hour when the minimum is 16). Emailed my line of business’ director to appeal it.

1/24/2024 – Met with my line of business’ director who advised that in the last few years they have bumped the grading down one level so now someone who would have previously been exceeding would now be listed at meets. This directly impacts raises. I have gotten Exceeds in my 2020 year end, 2021 mid-year, 2022 mid-year, and 2022 year end. I got Meets in my 2021 year end, 2023 mid-year, and 2023 year end. All “meets” ratings were cited as due to a change of position (I joined a new team in 2021 and got a promotion in 2023). My director advised that that was untrue and that it was because someone would need to do something extraordinary to get an “exceeds” - like working with other departments. I advised of how I have worked with other departments in different ways (including the meetings cited in this timeline) but apparently what I’ve done is just my job description and not worth it. I’m not sure how I ever got Exceeds if improving production and taking on additional responsibilities wasn’t the way to do it. Just seems like a way to get people to leave – maybe because I am troublesome or maybe because they’re trying to get me to quit before having to pay severance.

1/25/2024 – Received an email to attend the First Quarter Town Hall in February. There are still no communications regarding the town hall in January where they advised they were dissolving our building. Usually, a recorded version of the town halls are posted but this one isn’t. Per the Worker Adjustment and Retraining Notification (WARN) Act employers must give 60 days notice before a plant closing or mass layoff.

1/25/2024 – Had my compensation meeting – only getting 3.36% increase. Expressed how horrible that was and there’s nothing I can do about it. Just have to be mistreated until I’m laid off or leave. Had a panic attack. Depression has been bad since 1/18/2024.

1/25/2024 - sent info to BOLI. BOLI confirmed

2/8/2024 – Learned that a coworker in a different state was unexpectedly promoted to the same level as I am currently at but they have not been brought in on the large project that I have been working on post-unfavorable review/raise or any of the other projects already going on. Co-worker in same state that was promoted in same way is working on newer project with me.

2/12/2024 – Manager reached out via IM advising that the department’s director checked my accommodation status for some reason, and it shows that I should be working in the office. I advised my manager of the situation – that my request was not denied, and that the accommodations team is refusing to accept their own documentation. My manager asked I reach out to the ERM2 for any information they may have.

2/12/2024 – Emailed ERM2 asking them about my current accommodation status and any review they may have done on my case. I asked about my request seemingly being denied when I provided documentation and the business has not demonstrated any undue hardship.

2/13/2024 – Received email back from ERM2 advising that I would need to fill out a new request and that I am free to contact EAP.

2/13/2024 – Replied to ERM2 advising that the business needs to demonstrate undue hardship if they are denying my request as they know my limitations per my medical documentation and prior forms filled out by my doctor.

2/15/2024 – Received email from ERM2 just advising that they need current medical documentation.

2/16/2024 – Emailed ERM2 asking if my request was denied and if I should open a new request even without documentation.

2/16/2024 – The director of my line of business messaged me to talk to them about my accommodation. They advised that I would need to start working in the office starting next week as my accommodation had expired. I advised that I had turned in valid documentation and that this goes against the guides and laws on accommodations. They advised that I should reach back out to ERM2 and CM to reach a resolution by the end of the day.

2/16/2024 – I reached back out to ERM2 to advise them of what the director told me. They advised they could start a new case as they said a new request would need to be made. I agreed to have them start a new case. They are not acknowledging my questions on if my request was denied. They said they would start a case for me on Tuesday.

2/16/2024 – I had another meeting with the director. He told me to start the new case myself and to keep him and my manager in the loop with the number and who it’s assigned to in order to ensure that I get responses from accommodations. Even with a new case open, they are stating that I am to be in the office next week. I advised that that goes against the laws as I have a known condition and they said that they would need to follow what accommodations told them which was I did not have a current request and that I did not provide valid documentation (even though it was their own form that was filled out).

2/16/2024 – Sent another email to ERM2 to advise that I was told to start a case myself and that I do not see how me losing my accommodation is not a denial. I also asked how it is not registered that I have an accommodation request when I hadn’t rescinded my request, they just closed a case tied to it.

2/16/2024 – Emailed CM to verify the status of case #741664.

2/16/2024 – Started a new accommodation request - HRC9555657. Wrote out my symptoms and added, “I have already provided documentation from my doctor that recommends I telecommute. The last person in accommodations that handled my request decided that they needed more details as written out by a doctor. My doctor advised that I would need a specialist to list everything out. Specialists are not booking appointments. I am now being told that I don't have a current accommodation request, that I have to lose my accommodation of telecommuting and come into work next week, and that I need to start a new request even though I know I do not have the documentation the previous accommodations person decided they needed. Hopefully, my existing documentation on file will be sufficient this time as my condition is already known. It goes against "Chapter 659A — Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement" and the "According to the Americans with Disabilities Act of 1990, As Amended" to deny an accommodation for a known condition unless undue hardship can be demonstrated.”

2/16/2024 – Emailed the above information to my manager and director as a reply to an email from my director summarizing our prior discussion.

2/16/2024 - sent info to BOLI

2/20/2024 – Received an email back from CM advising that case 741664 was closed.

2/20/2024 – Received an email back from ERM2advising that they saw I had a new case. Did not answer any denial questions.

2/20/2024 – Received an email from a new Employee Relations person (ER3) who picked up my new case. They advised that they saw that there were duplicate cases for me so they removed the duplicate. They asked when I’m available for a call.

2/21/2024 – Went into the office. No-one had been advised that I would be here today. Hit wall around noon – nauseous and pressure between eyes/back of head.

2/21/2024 – Emailed ER3 with my availability.

2/21/2024 – Received meeting invite from ER3 for tomorrow.

2/21/2024 - sent info to BOLI

2/22/2024 – Had meeting with ER3. They advised that they could email my manager to possibly get me in-office accommodations like a screen protector to limit the screen light/glare, noise cancelling headphones, and dress code exceptions. They stated that my prior documentation wasn’t sufficient for telecommuting as the company is really pushing return to office. I asked about the process a bit and they said that they do not deny for lack of documentation but that they have a limit on how long a case can be open. They offered EAC. I advised I had tried that but may try again. I started crying and my mind went blank so I didn’t ask anything else. The ER3 said I could email them after I had time to process if I had anymore questions. Post meeting thoughts: it only helps them if I am incapacitated by being in an environment that overwhelms me. I went into a shut down and cried the rest of the hour as I worked. I feel like vomiting.

2/22/2024 – Emailed ER3 with questions on when I should find out if my LOB will accommodate me in any way and what happens if they don’t. I advised them of the every other week schedule and that we’ll be laid off soon.

2/22/2024 – Had a routine meeting with my manager. They advised that they were able to approve the accommodations and that I can ask them to move me if I need to move. There are some things in stock in the building and some they’ll need to order. They have a consultation on Monday to go over the process.

2/23/2024 – Sick day due to migraine. I looked at my sick day emails and had 3 in 2020, 3 in 2021, none in 2022, and 1 in 2023. Planning to take off Wednesdays when I’m to be in-office since it seems I can only really handle two days at a time before my brain shuts down.

2/23/2024 – Received email from ER3 advising that location strategy should not impact the accommodation and that the case will stay open until I receive all my equipment. They also sent a list of headphones.

2/26/2024 – Received email from ER3 advising I had been approved an ongoing accommodation for a dress code exception, lighting adjustment, and noise cancelling headset.

2/26/2024 – Received an IM from my manager advising that needed to open a ticket with technology to try to figure out how to dim my screens since I do not have access to do so from the settings page or by using the buttons on the monitors.

2/26/2024 – Emailed back to advise which headset I would prefer – there was only one with a wire, that covered both ears, and that offered noise cancelling for the user.

2/28/2024 - sent info BOLI

3/4/2024 – My manager sorted out how to dim the monitor screens.

3/5/2024 – Overheard what sounded like my manager getting instruction on how to order my headphones.

3/5/2024 – Lack of appetite and nausea from previous days replaced with headache and constant burping. Crocheting as much as possible to limit spinning in the chair and playing with twisty stim toy.

3/7/2024 – Received an email from ER3 advising that the headphones I had picked are out of stock so they are offering the Jabra Evolve2 85 from some restricted catalog. They look like they have the same features as the others – wired, noise cancelling, both ears.

3/7/2024 – I responded to ER3 advising that they look fine to me.

3/7/2024 – Today I’ve had the same pre-lunch headaches. I’ve also had a super short internal fuse – very irritable.

3/8/2024 – Agreed to have the ceiling lighting in my area dimmed. I had previously thought it may be unnecessary as the screen was most bothering me but I’m still having a bad time so figure I’ll try anything even if I am not 100% sure it’ll help. My manager submitted the request.

3/11/2024 – Manager advised that the lights in the office were dimmed. He advised he would stop by to confirm and that we can change things if needed once we’re back in next week.

3/14/2024 – Received an email from by line of business’ executive senior vice president (my manager’s boss’ boss) saying that my headphones have been ordered. It’s wild that the company is willing to spend nearly $300 to go against my doctor’s recommendation and to deplete my mental/physical health just so that they can say that I’m in an office every other week. I’ve also been seeing similarities in how accommodations conveniently don’t keep records and the current Boeing situation. A lack of record seems to be a clear indication of covering something up. There was no participation on accommodations end to help/provide alternatives until I was forced into the office. Before forcing me in the office they should have at least ordered headphones and fixed the monitors and lights. It is also far more anxiety inducing and costly to be in the office and have all my coworkers see that I have to constantly stim and require special tools then it is at home.

3/14/2024 - sent info BOLI

3/18/2024 – Received an email from ER3 advising that my headset was ordered and to let them know once I get it/how it works. I checked the tracking that was sent to me, and it says it’s due by end of day today, but it looks to still be in California, so I think it’ll be late. Also, the light right above me and some behind me have been dimmed. I don’t see a difference really but maybe it’ll help a little sub-consciously. Noticed part way through the day that I’m getting a persistent twitch in my right eye.

3/19/2024 – Headphone tracking states they were delivered. My manager advised that there’s a team that retrieve packages in the mornings. This one probably came after so it should be available to be when I’m back in on 3/21. Eye twitch has been persistent.

3/21/2024 – Received headphones. They look to be the right ones and they do seem to dull noise. They’ll need some getting used to as I feel underwater, but I think they’ll work alright. Eye twitch on and off. More nauseous then had been typical in-office.

3/21/2024 – My manager announced that they will be taking a few months leave starting 4/5/2024. There is now even less of a reason to force me into being in the office.

3/21/2024 – Emailed ER3 to advise that the headphones work.

3/21/2024 – Received email from ER3 advising they would be wrapping up my request.

3/24/2024 – Got so depressed that I spent half of Sunday under a weighted blanket, unmoving on the couch. I didn’t get groceries for the week and couldn’t do my weekly call with my mother. I feel like I’m hitting the level of depression that I was at when I finally got diagnosed. I don’t understand how the company can ignore my doctor’s recommendation and do this to me when it would not impact them at all to accommodate me by letting me work at home full time and they know that specialists are booked.

3/25/2024 – Received an automatic email advising that case HRC9555657 is closed. I also got an automatic email with a survey. In the survey, I wrote, “The consultant was a nice person who cannot make any real decisions. The process itself was horrible. You ignore what my doctor recommended for arbitrary reasons. Now my mental health is so poor that I had to spend half of Sunday completely shutdown. I have had constant headaches and nausea but who cares about that as long as I'm in the office every other week. My boss is taking leave soon and we're all due to be laid off in the next year so It's extra idiotic and cruel to go against a doctor's recommendation and torture me for your precious return to office.”

3/26/2024 - sent info BOLI. Asked what I can do or if there are others who can help.

4/1/2024 - emailed general BOLI email to see if the person reviewing still worked there

4/2/2024 – Right eye twitch persisting. Unable to take off tomorrow as I am low on PTO.

4/3/2024 - BOLI emailed saying that he would review similar cases from my employer and it’s competitors and that the additional step I can take is to have the call with him to go over what my employer said. He incorrectly said they were my former employer.

4/8/2024 – Was assigned and took an ironic class through work on the difference between equity and equality. My being in the office is apparently due to equality but with my disability it is not equity. Also received an email on a program the building is participating in to clean things up from April 8th to May 3rd. There is a joke that we’ll be laid off after we clean up.

4/11/2024 – Learned that one of my local co-workers is leaving this Monday. Next time I am forced into the office there will just be four people from my team there.

4/15/2024 – Experiencing phantom smell on and off (smells like dog poop mixed with cooked chicken). It’s not anything on my person and I smell it in various places in the office, so I don’t think it’s a co-worker. Got really dizzy at one point and had to zone out for a while. Left eye started twitching and it’s hard to function with both twitching at the same time. Usually, it’s just one or the other but sometimes they both go and I just have to pretend nothing’s happening.

4/16/2024 – There was a call with leadership and the building confirming that we’ll be laid off sometime this year but that they don’t know when. Someone asked if they could get it in writing due to cognitive issues and they were told no. Eye twitch still happening.

4/29/2024 – Had another multi-hour panic attack/shutdown last night. I need to make money for my family, so I have to go in. I am not letting them not give me severance. I am an automaton – a corpse. I will be a thorn.

4/29/2024 – My team has been advised that our director and his boss (the people who held the meeting on 4/16/2024) are in the office today. Apparently, leadership is now visiting this site every month for some reason. Seems like a waste to fly them around the country non-stop. I wonder what they’re looking for.

4/30/2024 – Some team leads in the building have been laid off. Was told that it was for efficiency reasons and not due to the location strategy. One was the manager that was our go-to in the office while our manager is on leave.

5/1/2024 – Director came over to speak to my group during the only meeting I had scheduled today. Overheard parts and was caught up after. There was no new information shared. Seems he was just trying to connect with people to keep them from stressing out/performing poorly due to stressing out.

5/2/2024 – Director came by after lunch to advise that he wasn’t aware that I had a meeting at the time of their chat yesterday and to offer time this afternoon if I had anything I wanted to talk about. I wonder if they keep up with my notes in this document.

5/3/2024 – Current manager (while my regular manager is on leave) advised that due to the lack of coverage with managers in the building now, our week working in the office will swap so we don’t need to come back in until May 20th. They also advised that some of the other groups in the office will be moving towards where we work so that there are enough managers close enough to everyone in case there’s a need for them. Nervous about the possible increase in noises, smells, etc. with more people being in our area. Eye twitch less frequent, ringing in ears more frequent.

5/3/2024 – Current manager forwarded an email advising that my name was given to another employee as they wanted information on different jobs within the company. A co-worker that also received the email advised that he successfully requested to not be included as it seemed like it would be for one of the articles they publish on the employee homepage. I did not respond to the email from my manager as I wanted to see what it was about. I would be fine giving details but also do not want to be in an article due to the number of ways I have been wronged by this company.

5/9/2024 – Received an email from the employee (mentioned in the last entry) that was looking for job information. It is for an article that is asking for us to list what we do, what we like about the job, and tips for people applying for our job. They also wanted a photo of us for the article. I emailed the person back to politely decline, citing the location strategy.

5/9/2024 – Received an email from my manager asking us to complete some “pre-work” for a discussion on diversity and inclusion that the company is forcing us to have in our next huddle. Questions include how people would want to share their identities, if we’ve updated our information with the company, and if we have a story about our identity that we’d like to share. The company doesn’t typically create forced discussions like this, so it seems like someone got in trouble and now we all have to do this. I am hoping we are laid off before this meeting as it seems like it could easily go sideways.

I checked and we had only one other meeting like this on 4/25 where the topic was transparency and they asked what we thought transparency was, how can our team increase transparency, and what additional information we would like from leadership. My co-workers expressed that they were suspicious of the topic. The lack of transparency in relation to the location strategy was discussed and the overall mood was understandably tense.

5/10/2024 – Realized that I will not be in the office during the diversity and inclusion forced discussion as I took the time of for my mother visiting. I also saw that over 100 people in my building signed a petition demanding that the company retain their jobs as full time work from home. Many of the people at my building have been with the company a long time and cited the 2+ years we were all home full time due to COVID. A teammate also told me that there was a protest earlier this week in the building.

5/22/2024 – Got back from my time off and saw that the DE&I topic wasn’t discussed on the 16th as expected. There was a note that it would be reviewed sometime before the end of the month.

5/23/2024 – Had the next team meeting and it was confirmed that the DE&I topic would be discussed next Thursday, 5/30/2024. Watched the video from my manager’s original email on the topic. It was on self-identification and self-disclosure. It explained what self-identifying includes (gender, race/ethnicity, veteran/military status, disabilities, sexuality, and pronouns), that it is the term used when you disclose something to the company directly, and how the company uses that information (to inform recruiting, talent management, hiring goals). It then explained what self-disclosure means - that it is revealing parts of your identity to others in a more personal setting and that it is not used by the company.

5/24/2024 - BOLI sent some statements over. They were all not accurate so I sent corrections. BOLI confirmed

5/30/2024 – Had the DE&I team huddle. No-one was required to participate, and we just went over the definitions above. Only me and one other person besides our manager said anything and only our manager shared anything personal. Sounded like the topic is set to come up every month for whatever reason.

6/3/2024 – Super nauseous this morning and a co-worker is leaving early due to allergies. I do not know how well they filter the air in this building. I noticed that I sneeze more here than I do at home, and I wear a face mask at all times unless I’m eating. I also remember in 2020 there was a lot of smoke in the air from fires, the filters were not keeping enough of it out My manager at the time said we could go home early as we could see the smoke in the building, and it was making people feel sick – including me. I could also be feeling stressed as I skinned my elbow pretty bad last week and with the new skin growing back and having to dress for the office, I have a bulky bandage and it hurts almost constantly. Nausea continued on and off throughout the day accompanied with general brain fog/light headaches.

6/6/2024 – An email from an executive went out finally putting in writing that my location will be laid off prior to the end of 2025. It states that the reason is to minimize the number of locations, that there will be no possibility of working remote, and that few will be offered to relocate. It also provided general resources for displaced employees. The first few people in our building were laid of two weeks after the director spoke with us in April so maybe we’ll be gone by the end of June.

6/6/2024 - I received my BOLI dismissal letter along with a 90 day Notice of Right to Sue and emailed BOLI stating that his statements regarding the dismissal were false. Emailed the general BOLI site with my concerns.

6/7/2024 – Having a lot of trouble breathing today. It feels like it did at the end of 2020 when I thought I was dying, went to the doctor, and learned it was the panic/anxiety disorder. I am trying to keep my hands busy with embroidery, but it feels like a cold rock is in my stomach. It feels like something is pushing up my throat and filling my brain with months. I’m having digestion issues.

6/7/2024 - BOLI emailed saying that the case is closed and that’s it. He provided his managers’ emails. I emailed his managers and sent a follow up to the general BOLI email. Created this timeline and sent the managers and general BOLI email it along with the overview document I’ve been keeping.

6/11/2024 – Saw a post online about an article from the LA Times titled, “Wells Fargo’s New York CEO Fuels Questions Over West Coast Base.” In the article it talks about how the current CEO is remote in NY instead of the base in CA. He even states in the article that him working remotely doesn’t impact his ability to be present in the company. Why is he allowed? Today I have been so distressed that I wasn’t laid off yet that the brain fog is hard to deal with. I feel like I am in hyperdrive in the office because of the anxiety and then I am shut down at home because I have to recover from being in the office and it heightens the depression. In no universe have I received a reasonable accommodation. This is exactly what I said would happen and it’s happening and who cares. My manager is clearly worried about the workload I will leave behind as I am the only one willing/able to do certain tasks and at this point it’s not on me to figure that out. The company should not be able to torture me and act like I’m not “exceeding” and then try to get me to care about literally anything. Every Tuesday after payday (aka layoff day) since 1/9/2024 just deteriorates my mental health more and more and it’s annoying because the solution is for the company to follow the law and accommodate me and lay me off ASAP and neither will happen.

6/11/2024 - received an email from the BOLI rep’s manager. He just said they cannot reopen it. He linked me to lawyers and to request any records I may need. I requested all records from my case.

6/12/2024 – Having a lot of technical issues today with the program that secures my home internet for work. Looked into why it’s been worse recently by reviewing the amount of time I’ve spent over the last few months on system issues, and it has increased since I’ve been forced to work every other week in the office. January 110 min (19 days WFH), February 125 min (14 days WFH), March 218 min (8 days WFH), April 65 min (10 days WFH), May 204 min (10 days WFH), and June 219 min (3 days WFH so far).

I called technology earlier and they had to escalate it. I told my manager, and he said I may have to go into the office if it’s not fixed. Again, if working in office makes my technology issues worse and it makes my health decline, how is it a reasonable accommodation?

6/13/2024 – We were notified in a team meeting that some employees will lose the ability to email outside of the company or to access external websites. I email this to my personal email from my work email.

6/13/2024 – Saw a post in the neurodivergent group chat from 6/5/2024 where it was mentioned that the regular neurodivergent events that would typically be taking place are being cancelled or just not scheduled at all.

6/13/2024 – Received and email notice that all remaining items at empty desks at work will start getting tossed tomorrow, June 14th.

6/17/2024 - Director back visiting the building. They set him up at the office closest to us this time. Right after he packed and left, my Excel stopped acting weird (it wasn't showing where I was clicking and was not showing updates that I made until I would either re-size the workbook or click a different tab in the workbook and then click back into the tab I was working in). Also, the guy from tech messaged me about my issue but then never showed up. Right when I saved this our director came back to say bye and then the Excel issue re-started.

6/17/2024 - received email from BOLI stating that I may not get the records until August 2nd.

6/18/2024 – Director advised he’d be back in August.

6/20/2024 – Received an email advising that the place we store our files (outside of our team’s drive) is being replaced 6/25/2024 and that we need to delete/archive anything saved there currently. My resume and this document are saved outside of my team folder, so I need to figure out what to do with them. I tried to password protect a folder but couldn’t. I cannot password protect this because I do not have Word at home and need to be able to access this on my phone.

6/21/2024 – Had the standard afternoon panic but my specifically my chest was hurting deep within my ribcage. I haven’t had the eye twitch in a while, but the afternoon panics have been consistent, and I’ve had some days where I have a panic around 11am as well. Also, I’ve been bringing things to do while I’m here (darning, crochet, drawing etc) in order to distract my brain from the unpleasantness but sometimes (like today) not that even works because the depression puts me into the zone of “I want to do something else but not that” and then I just keep zoning out and getting antsy and frustrated. I also bring things to do because when I don’t have anything I tend to nod my head and rock/twist a lot which is not socially something that I want to do, and I think it sometimes makes the nausea worse. It is wild that anyone would consider the headphones I’ve gotten as an accommodation as effective in any way. The lighting change is nothing as every light in my field of vision is on. Being allowed to have my shoes off while in the cubical is good but no-one was stopping me from doing that before. People are always talking to me so I cannot wear the headphones fully most of the time because it is too socially awkward to not hear them the first time which still happens. If no audio is playing in the headphones the way they filter sounds weirds me out. I like all of my coworkers a lot but being in-office just weaponizes them against my brain.

6/24/2024 - received email from EEOC reminding me to set up an interview.

6/26/2024 – Received an email advising us that we are no longer able to use one of our two entrances/exits at the office. It is still functional for emergencies, but I can no longer go in and out from the entrance that I used.

6/28/2024 – Yesterday I had to take my car into the shop as it wasn’t running well (couldn’t get over like 30 mph). Today I find out from the shop that it’s going to cost 3K and that they need to order the part from the manufacturer for some reason so they won’t get the part until Wednesday and then may not be able to finish it until the Monday after (July 8th) due to July 4th being this Thursday and them having the Friday off. I asked my manager if I could work from home next week and he said that he could due that for the days they need me the most (Monday and Friday) but that I may need to use my PTO the other two days. He said he would ask the Director Monday to see if they could make an exception. He said the main concern is fairness as they never gave anyone else 4 days WHF when it was their office week. I hate how these companies weaponize the idea of fairness. How is treating me so badly for years fair? I am having a panic attack. I should be working home full time anyway but now I may need to use more of my PTO due to being forced to be in the office. This just feels like a scam. Force everyone in the office so they need to take off more days so we don’t have to pay out PTO when we lay them all off. It’s sick.

7/1/2024 – Emailed manager to see if I had to take PTO and he said he needed to make sure he can justify it so he asked if I looked into public transit and asked if I had family or friends that could drive me. I advised that I did not have family or friends who lived near by or who could take that time to drive me. I also advised that I had looked at public transportation but that it included two transfers and would take over an hour one way. We also had to re-go over my car situation timeline. I have been allowed to work from home tomorrow. He said that we’d need to have this same conversation tomorrow to justify Wednesday. I really do not understand all this red tape but I’m guessing it’s instructions from the Director. This is another good example of equality vs. equity. May manager also asked if this way of doing things worked for me and I don’t really understand why people ask anyone that question in these situations. Like, do I like the weird red tape where I have to restate the situation and that I don’t have help? No. Do I like that there’s a resolution? Yes – even if it’s goofy. Why? Because if I don’t agree with you then what? When I have expressed to people in the past that I do not like how something is working or I do not like what is being done to me I am met with no alternate options, just mutterings of well this is how it is. I’m treated like a problem who is putting themselves above everyone else. Like, I am not trying to cause problems for no reason, and I know that I kind-of have to just go with whatever they ask so why give this illusion of choice? Just to make me participate and say, “uh, yeah, okay” so they can say that it was amicable? Like the power imbalance intrinsically messes with all of that. Like you pay me and have my severance, sure I can have the same meeting with you every day so I may toil at home until my car is fixed.

7/2/2024 – I was cleaning up my documents and found a list I was keeping of every date we received an email notifying us that someone in our building contracted COVID. The timing was interesting as one of my teammates believes they got COVID (per their symptoms) around a week ago. Anyway, the emails started around July 2020 and then stopped in late 2022 some time. Here are the dates for reference – notice how they spike in 2022 when they were bringing people back to the office and then they stopped doing it.

2020 – July 8th, 13th, 22nd, 23rd // September 10th, 11th, 30th // October 23rd // December 16th, 18th, 29th.

2021 – March 16th // May 8th // August 4th, 11th // September 28th // December 16th.

2022 – January 11th, 13th, 21st // April 14th, 29th // May 7th, 20th, 28th // June 16th, 17th, 22nd, 23rd, 29th // July 12th, 18th, 19th (multiple), 21st, 22nd, 27th, 28th // August 3rd, 24th, 25th, 26th // September 1st, 7th, 8th, 16th, 19th, 28th // October 7th.

7/3/2024 - received call from EEOC advising to email their Seattle branch if I disagreed with the BOLI review.

7/3/2024 - emailed the Seattle EEOC

7/2/2024 – I’ve been granted permission to work at home the rest of the week.

7/9/2024 – Called the auto place and they said that they haven’t even gotten the part yet. Stressed. Remembered the issue I had with Excel on 6/17/2024 and wanted to note that it didn’t happen again since then. Also, my headphones seem to be acting odd. Sometimes they just stop connecting while they’re still on and I have to turn them off and then back on for them to work.

7/9/2024 – We’ve been assigned more diversity, equity, and inclusion training classes. It still feels like gaslighting to make us take these classes that the company doesn’t emulate. I don’t remember if they’re exactly the same classes that I mentioned from 4/8/2024 but they do seem familiar.

7/10/2024 - Attended a Disability Pride Month live event. The general theme of the meeting was disclosing disabilities. One of the speakers - Emily - spoke about how she needs an accommodation not because her performance would be poor without it but because her performance is better with it. This obviously resonated with me. Another person - Celeste - said they quit a job instead of disclosing and lost another for disclosing late (at different jobs). They said that they got an accommodation to work from home pre-COVID at this company with a doctor note that said they needed control over their environment. Post-peak COVID they advised that they told their new manager and other leadership immediately as they knew that they had to advocate for themselves with the big push for everyone to work in the office. This resonated with me as it highlights how it can be hard to advocate for yourself and know exactly what to do in a system that you are not directly a part of. It made me think of how the system requires both the disabled person and the employer participate in the accommodations process but how the disabled person has to put in 90% more effort. It also made me so mad again at the company for making disabled people work even harder post-peak COVID to prove their disability just because they want to force everyone into the offices. Overarching theme was that hiding a disability often results in poor consequences to the disabled individual. Disabled people should have the ability to feel safe amongst their bosses and co-workers, but they also need to be the person putting in the work to advocate for themselves when they need assistance.

7/11/2024 – Took a sick day due to a migraine. Didn’t get out of bed for anything except the bathroom until 6pm.

7/12/2024 – Still don’t have my car. Had a meeting with my manager who advised that he cannot justify an exception for me to spend any more at work weeks at home. I either would need to work from home and get penalized in some way that could hurt my reviews or I could take PTO. I called the shop after the call and they said they had the part, were working on the car, and that it should be done next Monday or Tuesday. I am so stressed that I just took the PTO. I don’t need to have anymore migraines. In the manager meeting, we also went over my mid-year review, and I got an Exceeds finally. Doesn’t explain the Meets that I got at the beginning of the year (because that was probably just to justify not giving me a raise) and this one doesn’t matter because we’re all getting laid off.

7/12/2024 - emailed EEOC again as I didn’t get a response

7/12/2024 - EEOC advised that my “request for a substantial weight review was forwarded on July 3, 2024, to the appropriate unit. While it may take some time, our state, local, tribal program coordinator would be the one to contact you directly if needed.” Apparently BOLI was supposed to advise that if I disagree, that I could request a review by EEOC within 15 days of their decision.

7/15/2024 – Took PTO day because of the car situation. Talked to the mechanic and he said that they also needed to replace the fly wheel and that the car should be done within the next day or two.

7/16/2024 – Took a second PTO day because of the car situation. Depression got really bad and I had a hard time doing anything but I finally showered for the first time since the following Thursday (7/11/2024).

7/16/2024 - responded to EEOC confirming that I got their confirmation that they’re reviewing the situation

7/17/2024 – Still don’t have the car so I’m just working from home. Deep pain in my stomach because I hate this whole situation. Got an email on what we’re supposed to focus on for our next DEI discussion and it’s all about expanding your network to include people who are different from you/different from the people in your current network.

7/19/2024 – Just noting here that I worked from home 7/18/2024 and 7/19/2024. I still do not have a car. Hopefully Monday.

7/23/2024 – Still no car. They called Friday but I didn’t get the message until Monday, 7/22/2024. Another thing needed replacing.

7/23/2024 - Emailed the Head of Diversity, Equity & Inclusion, the Chief Accessibility Officer, Strategy & Planning Executive, and the Lead Business Execution Consultant and Vice President of the Disability Connection ERN with my concerns regarding the accommodations process.

7/23/2024 – People online are saying that 90+ people from a different department were laid off from my building today. I located the WARN notice after work. It said that 95 people were laid off and stated “permanent closure.”

7/24/2024 - received the records from BOLI

7/25/2024 – Heard from a teammate that we are going to have to move seats in the office starting next week. Apparently they are moving us closer to the elevator which seems to be where the majority of people are already sitting. It seems like they’re pushing everyone towards the center of the building. I wonder if the noise level will be worse or if the people who were previously there were the people who were laid off on Tuesday.

7/26/2024 – Saw that Oregon Live posted an article titled " Wells Fargo will lay off 95 more workers in Hillsboro" on 7/23/2024. It states, "Wells Fargo didn't say when the layoffs will take place but indicated that they will be complete by Sept. 20." September 20th is 59 days from 7/23/2024. Unclear if they were referring to the end of the 7/23 folk's 60 days or if we'll all be gone by then.

7/26/2024 – Had a team meeting today where we went over the seating. Story is that it’s so that we can be close to the remaining managers. We were advised that there will be name tags at our desks. We were also reminded to not be on phones while working and they added that we also cannot read or do other tasks while working. I had been darning or doing crochet while working to calm my nerves. If they ask me specifically to stop, I’ll try submitting an accommodation request for it.

7/26/2024 – Received email stating that moving the seats has been postponed as it will be taking them a while to make the desks suitable to be used. They also sent a seating chart so we can see where we’ll be. They are just surrounding us with agents from the floor so I’m sure it’ll be way louder than before. I am guessing that a lot of trash/personal items/equipment still need to be sorted through from the layoffs.

7/29/2024 – I have my car back. It’s not fully fixed but I have it and I’m working in the office today. I looked at where they want to move us and it’s full of other people’s stuff and random computer equipment. It looks like it’ll be some time until we’d be able to move. Also, since I haven’t been here in a while, I am less used to the lights and loud fan sounds.

7/30/2024 - Saw an article on HR Dive titled "Jury Awards $22.1 M to Wells Fargo Director Laid off after WFH Accommodation Request" that talked about a person who successfully sued Wells Fargo as Wells Fargo did not actively participate in the accommodations process and fired them before a resolution could be found. He was a director who was requesting to work from home, but they just kept prolonging the process until he wasn't an issue anymore. No wonder they worked so hard to prevent me when they wouldn't even let a director do it. I wonder if they would have listened to me from the beginning if the company would have saved that 22 million. Also, my current theory is that they want us to move closer together in the center of the building so that the managers that walk the floor to watch us/make sure we're not up to anything don't have to walk as much. I feel extremely nauseous this afternoon – many dangerous burps and it’s hard to keep my head up.

7/30/2024 - Sent over the documentation I had received from BOLI to the EEOC with the article

8/1/2024 – We were advised that my teammate who was working remotely full time had their last day 7/29/2024. There are now only four of us on the team here in Oregon.

8/1/2024 – Our manager asked if we had any seating accommodations that needed to me known for them moving us to the center of the building. I advised via IM that I have one for the lights and expressed that while the lights are dimmed above and behind me that above and in front of me would be better as the ones that I notice are the ones above that I face when I lift my head up.

8/5/2024 – Got a notice that on August 12th the technology team is implementing an information protection feature in our email that will require us to apply information classification to any Microsoft documents we create and any emails we send. The communication states that all emails will be marked as ‘internal use’ and will need to be manually adjusted for each email. Documents will not have a default marking and will all need to be marked manually. Hopefully I can keep updating this document as I have been, but we’ll see. I’ve had to move it around so many times with them changing our drives. Plus, the last two weeks my OneNote document kept getting copied into everyone’s folders, so I ended up having to move everything out of it and deleting everything. Noone told me to get rid of it, but I didn’t feel comfortable having all my stuff just getting copied around without me doing it.

8/9/2024 – Received an email stating that, due to employee feedback, they are letting people work from home around Labor Day. As I work 5 days a week, I could have 8/30 and 9/3 to work from home (there were other options for people who work 6 or 7 days a week). If my schedule continues, I would already have 9/3 at home.

8/9/2024 – Received a notice that the technology update that I mentioned on 8/5/2024 is being postponed and that they will email us a week before it goes live to alert us. Also received an email from our director advising that he will be in the office next week with us.

8/12/2024 – Especially dizzy and spent most of my first break in the bathroom. One of my co-workers is feeling unwell as well which is stressing me out further. Also, it’s cold. My coworker said she asked someone to turn it down but, if anything, it seems colder now. On lunch I could tell that my hands were so cold it was hard to use my phone. I am struggling to decide if I should keep my shoes on because they’ll keep me warmer, but they distract me to have them on. My nose is running a bit.

8/13/2024 – Many people in the office are coughing and talking about how many other people are coughing. Makes me feel like having everyone go through the same entrance is probably not helping. Also, our director is here today and tomorrow for his semi-monthly visit.

8/14/2024 – Teammate who has been coughing is out sick today. Stressed. Also, another teammate has been out all week (reason unknown, not on team calendar) and we heard that our manager will be possibly coming back in September but sounded super tentative. Currently, just me and one other teammate are in the office.

8/14/2024 – A survey went out for the Disability ERN and I advised, “I wish the ERN would stop acting like there are no problems with the accommodations process here. It's clearly something people are requesting they talk about (because it's the topic of like every 3rd meeting), and recently a former employee won a suit because of the poor quality of the current process, but the ERN just keeps acting like there's no issue with it. It would be nice if the ERN held an event where an actual critical look was taken on the process and where people could share actual tips on how to navigate all the roadblocks (like how to escalate the request and to educate requesters that the accommodations team will close requests rather than deny them). There has to be a treasure trove of post-accommodation request surveys that could get the ball rolling.”

8/15/2024 – Discussed the Labor Day WFH email from 8/9/2024. Turns out our team is classified as a group that would only have the option to WFH 9/1 and 9/3. Our team doesn’t work Sundays (9/1) and we’re already scheduled to WFH 9/3/2024. Also, my teammate who was out yesterday is still out. I heard they had to go to a medical professional for testing/meds.

8/16/2024 – Sick teammate is working from home today. Also, for some reason my socks feel so bad today, I want to take them off but don’t think I am allowed to be bare foot. There’s nothing wrong with them, I just cannot handle the texture on my feet right now and it’s making me crazy and uncomfortable. My moving around because of them is making me too warm in the office but I cannot take my sweater off because I don’t have a work appropriate top under it. I’m sweaty and itchy and restless. I saw people online talking about the temperature issues in the office – getting too cold and too hot randomly. They were also talking about an increase in dust making people feel unwell. After lunch now and it’s so cold the metal on my bag is cold. People walking around when I was at lunch were also talking about how cold it is. I also remembered at lunch that I had a stress dream last night that was so bad I was hyperventilating in my sleep and my partner had to wake me up.

8/20/2024 – Got confirmation that my teammate who was out last week had COVID. I am worried for our coworkers as it seems like the people managing the building no longer care about our well being given that we all have to use the same card reader and entrance to get in and given the air conditioning situation. There were people online also complaining that it seems like no one cleans anymore as their desk area is always dusty.

8/20/2024 - Sent a check-in email to EEOC as I never heard back.

8/20/2024 - Got a denial letter and 90 day Notice of Right to Sue that was dated 8/9/24. The denial was from the program manager (PM) in San Francisco instead of the one in Washington. San Francisco is the hub of my employer and I was told the Seattle group would be reviewing. Emailed a follow up expressing my frustration and asking why San Francisco got my case. Found the email of the San Francisco program manager and also emailed them.

8/20/2024 - The PM responded that they handle Oregon and Washington as well as California. They said what I had sent didn’t prove my case. I responded with excerpts from the ADA and Chapter 659A that were clearly violated by how my case has been treated. I also sent screenshots from a Reddit post that was from 3 days ago where people were having the same issues – having the reverify, having to suddenly get more proof, etc.

8/20/2024 – The EEOC PM responded and said that they do not review my case in full, they just review that BOLI did their job. I responded saying that clearly BOLI didn’t do their job as the evidence proved that the laws were not followed. I asked if they received different records than I did from BOLI (as what they sent me didn’t show that they did anything) and, if so, could I get a copy. I also asked if I could get a copy of their research on BOLI.

8/20/2024 – EEOC PM responded saying that they got the same documentation I did and that I can request documentation from this case, but it wouldn’t be anything beyond what I already have. They said that since BOLI investigated, that I would need to ask them the above question. I responded asking how the PM determined that they did a good job if they had the same documentation I did. I advised that I did reach out to them and they gave me nothing. I asked what the PM looked for to determine that the job was done correctly since they do not confirm that any research was done or that the original reviewer understood the laws.

8/20/2024 – EEOC PM responded saying that she didn’t think our conversation was productive and that she wouldn’t respond anymore. I responded saying that I didn’t understand how explaining what she did for my case was not productive, but that I now understand how one person can cover three states.

8/20/2024 – emailed the 18 other PMs that work with the EEOC across the country to ask them what the point of the review is and how one is supposed to get a second review on a BOLI case when BOLI refused to do so and they don’t do it.

8/21/2024 – submitted complaint/claim forms against Wells Fargo to the Department of Justice and the Federal Bureau of Investigations.

8/21/2024 – submitted a complaint against BOLI to the Better Business Bureau.

8/22/2024 – submitted a form on the governor of Oregon’s website requesting assistance.

8/21/2024 – submitted a complaint against the EEOC to the Better Business Bureau.

8/20/2024 – Depression has been bad, understandably. Been unable to care about eating.

8/23/2024 – Got a follow up email on classifying documents and emails. The go-live date is now August 29th. Had a 1x1 with my supervisor and, because of my decline in production over the past few months, disclosed everything that happened regarding the bad raise and bullshit review I got at the beginning of the year, the way the accommodations team messed with me, and the way that knowing I was going to be laid off at any point since January has been demotivating. He was very good about it and didn’t try to make it seem like I was an idiot for being impacted by these things. He advised that the director mentioned to him that I don’t speak to him when he visits and I explained the tense meetings we had at the beginning of the year and that I do not have anything to say to him as he has nothing for me.

8/26/2024 – Learned that the team in our building, on the same hybrid schedule, that does our same job (quality assurance) in a different department (cards) is being allowed to WFH this Friday, per their manager, but we are not. See note from 8/15/2024.

8/28/2024 - Received a pop-up for the Microsoft Information Protection (MIP) thing they're implementing tomorrow. It had a link to the training which didn't work. I looked up a past email and found some training to watch. The options will be: Public, Internal, Confidential, and Restricted. All non-Public information can only be sent to people with a "business need to know." The training advised there was a PDF of the information included but I couldn't find it. The training clarified that information classified as Public can leave the company so my accommodations document (this) I can keep sending to my personal email as needed.

8/28/2024 – complaint with the BBB against BOLI was denied as they do not handle government entities or requests for procedural updates apparently. This was not noted in the complaint form.

8/28/2024 – complaint with the BBB against the EEOC will be continuing. They will be reaching out to the EEOC. Not sure why this one went through but the other didn’t. Maybe because I chose the option that the job requested wasn’t finished as no-one has explained to me the purpose of the review and they didn’t even review anything? I noted that BOLI also didn’t nothing as well in that complaint.

8/28/2024 - emailed an organization called Better Banks with my story. There are flyers with general worker and union information around the office. I scanned one of the QR codes back in March and they send emails on what locations have unionized and what events people can take part in to be an informed worker etc.. A recent email had a link to the Better Banks page so I messaged them to ask if they knew what else I could be doing and offered to help with letter campaigns and the like.

8/29/2024 – Opened this document and had to mark it as Public (see first note from 8/28/2024).

8/29/2024 – Had a really good discussion with my teammates this morning on how the company treats us like children in that the taught managerial style here is to treat all employees like school kids with easy questions to force participation/pretend moral is good and with mediocre "appreciation events." They utilize a 20/80 rule where all production metrics (that are used to determine who gets a raise) have to be structured in a way where 20% of the team will not meet the goals. It doesn't have to do with business need or the quantity of work as we have work sitting around from January still and they will not hire enough people for the team. It is all to ensure that they have a flimsy reason to not pay people. I also learned that a teammate experienced a similar thing as I did when I couldn't get to work because of my car. Theirs was for a medical reason. They couldn't function at work and were told that no exceptions could be made. This place is inhumane for one reason and it's just to ensure that no money goes to the workers and that we're as unhappy as possible in the hopes that we'll leave before getting severance.

8/29/2024 – Saw an article about a 60 year old woman, who worked at a Wells Fargo in Arizona, who died at her desk this last Friday and was not found until Monday. We are told that people check every workspace every night to ensure that there aren’t any unlocked drawers and that there is no personal information (SSNs/account numbers) left out anywhere. We are told the place is regularly cleaned. We have to swipe in and out every day with a key card that is specific to each person. This negligence shows how little they care about their employees’ health/safety and customers’ information.

8/30/2024 – There was a brief power outage at work and it shook me up for a while. My left eye is twitching again. We’re all sneezing today. Someone in our team chat brought up the woman who died (see last note from 8/29/2024) and asked if we thought the company would address is. General thought was that there is no way they will bring it up. Some people said it seemed (per the articles/new stories they saw) like her co-workers were scared to talk about it, scared to report that they smelled the odor of her decomposing, and scared to be on television talking about it. We are all so scared to lose our jobs/be retaliated against by this company. Wells Fargo leverages the current economic crisis impacting their low income employees to do whatever they want to us.

9/2/2024 – Sent in a form to our district’s congressional representative advising of my situation with work as well as the negligence of BOLI and the EEOC. Their website advises that they can assist when governmental entities (like BOLI and the EEOC) fall short. Happy Labor Day to me.

9/2/2024 – received a follow-up from my complaint with the BBB against the EEOC. They advised that they had not heard back from the EEOC and that they sent a reminder. They asked that I contact the BBB back if the EEOC has reached out to them, but I haven’t gotten anything from the EEOC.

9/3/2024 – Received and email stating that only employees with a business need – as determined by their managers – will be allowed to send emails externally starting September 6th. I assume that means that I will not be allowed to update this document/send it to myself from that point on but we’ll see.

9/4/2024 – Took the 2024 Global Employee Survey and wrote, "When you make it harder for people to make a living wage by making it unrealistically difficult to get an exceeds expectation/reasonable raise, the overall quality of the output is lowered. People talk. When you tell your workers that they must work in-office for collaboration, do not support them when they're sick, do not clean, limit security, and tell them that they'll be laid off soon, the quality of the output is lowered. When you illegally prevent disabled workers from accommodations and when you retaliate against whistleblowers, people talk, and the quality of the output is lowered. We all know that the CEO and his friends are tanking the company for a profit and that much of management thinks that if they behave, they'll get something out of it. This survey is a joke. This place is a legal and reputational risk machine at this point."

9/9/2024 – received a follow-up from my complaint with the BBB against the EEOC. The BBB had to close the case as the EEOC never responded.

9/9/2024 – Noticed that the area we were supposed to be moved to (see note from 7/26/2024) has been cleaned up. No-one has brought up moving yet. Attempted to send an email externally to my personal account from my work account and it still worked.

9/12/2024 – Received email from my manager advising that we’ll be moving desks on 10/7/2024. I don’t know why it’s scheduled for almost a full month away. There was a follow-up stating that vendors will be done setting up our new space 9/30/2024 (thus the date) and that there will be nametags to indicate where we’ll sit. If we have items at our desk, we can box them up for moving. The fact that they paid vendors to do this nonsense makes me feral. It shows what they’re willing to pay money for. Later I overheard someone say that that they were laid off from a different company just after they did a similar thing of moving everyone into the same spot so that it was easier to watch them gather their things and go.

9/12/2024 – Received an email that went out to everyone in operations stating that they are updating the location strategy by offering more relocation to more people that would have previously been displaced. They have to meet minimum performance expectations and they need to be in a position that was already set to remain within the U.S.. Spoke with some coworkers in my and another department and we think this could be due to a few things. One is the bad press regarding layoffs and the woman who passed in Arizona. Another is that the company is having difficulty finding our replacements and now want to offer relocation. I also learned that many of the local leadership that would have been most vocal in the disjointed way this building is being handled were displaced early on. This has led to many supplies (office and first aid/emergency) that require keys to be unavailable as those people no-longer work here. We are running on gum and rubber bands and this is all by design.

9/23/2024-Been having headaches the last three days. Now that I have trained out like 95% of my project work to other people, work has become less complex/interesting which is under stimulating for my brain. Being in the office is over stimulating. I wish they could balance each other out but instead I just feel bored and repulsed. I worry that they will not lay us off and I will have to live through another year end review where they will claim that I do not deserve a raise/living wage. This time probably citing that I am doing less project work and my production went down-both things they have heavily influenced. Also, it's so cold in the office today. I have jeans and a thick sweater on and my joints are stiffer from the cold.

9/23/2024-Learned from a teammate that 4 managers/associate managers in my department were laid off in Virginia-where my manager is based. Two of the people let go were points of contact for a project I do and no-one in leadership told me about it. Virginia is not a location getting cut in the location strategy like Oregon is. There are 3 managers, about 24 phone agents, and 4 quality assurance employees still in Oregon. Feels like they're quietly gutting the whole department but the order of who gets cut is decided by someone in a completely different department who is not taking location/project work into account.

9/23/2024-Did some pre-work for the next DEI discussion. Essentially, out manager emailed us two videos on Agism to watch. They clearly were just told to send a pre-written email to us as they forgot to replace the <Insert manager name> with their name. The videos were pretty vague, standard DEI videos that advise people to not discriminate against people because it's bad for both the person who is being discriminated against and it's bad for the company. I see people online comment about how the company is agist when deciding who has been getting let go sormaybe that's why that's the topic now. It still feels like all these mandatory DEI meetings are teaching lessons that are not upheld by the processes and procedures followed by the HR umbrella/upper management. They are the ones hiring, laying off, not giving appropriate raises, and not providing adequate accommodations to employees. The systematic discrimination against people due to their age/race/gender/disability is the more the issue here but it makes them money and they know how to find the loopholes.

9/23/2024-I attempted to email this document to my personal email and am no longer allowed to do so. Tried to send just text instead of an attachment but it also didn't work. Luckily I think I’ve already forwarded all my proof but if anything else happens, I won’t be able to save a copy.

9/24/2024 - one of my coworkers is working from home today. This is an in-office week for us. When I left at 5 the machine that scans out IDs wasn’t working so the guard just had to keep opening the gate for us. There’s only one exit now so it impacted everyone leaving around 5.

9/25/2024 - Attended the Q3 Global Operations Town Hall. There was a question on remote working and location strategy. They advised that they were spending a lot of money on real estate as there were people all accross the country. They didn't answer to the push to stop people from working remotely. They would rather lose talent, spend money retraining people, and spend money moving people aroung the country rather than let people work remotely. Clear act of ableism. Someone brought up the woman who passed away in Arizona. They advised that there isn't a lot they can say but that they are working with the that the circumstances were unusual. Someone asked about family. They said she chose to sit in an unoccupied space and mitigating risk politically when working internationally/outsourcing. They answered that they stick to business and follow the laws.

9/25/2024 - Learned that the director of my LOB is here even though we were told he wouldn’t be back until October. Apparently he came by when I was away at lunch. He came around later and advised our manager, who is on leave, is planning to come back next Tuesday. He came by a third time, by suddenly talking to me from behind which startled me real good.

9/26/2024 - Took sick day as I cannot bring myself to go in today. I cannot deal with spending another 15 minute break holed in the bathroom. I can’t be nauseous and full of so much gas that it’s painful. I can’t be so overwhelmed by 5pm that it takes hours of processing to become a human again just to go to bed, wake up, and do it again. I cannot harm myself today. This is what I wrote to attendance, “Sick day. Not being accommodated has been making my symptoms worse and I can’t bring myself to put my body through it when it is still suffering from yesterday.”

9/27/2024- We will be working from home on October 7th because while the vendors will be done cleaning up our new cubicles by the end of next week, they will not have tech on site to help us until October 8th. Our future spots finally have our names on them. Yesterday our director advised that he would be back in November- according to a coworker. Everything I try to do to keep my hands busy today is making me nauseous. Not having that makes me rock/twist involuntarily which also makes me nauseous

9/30/2024 - saw another post online of someone being forced to re-prove their disability/get more details of their disability so that accommodation management can determine if they are still disabled enough

10/1/2024 - Manager is back from leave.

10/2/2024 - There was live town hall at 7am PST that could not be immediately replayed so many on the west coast were excluded. Current manager confirmed that manager that came back from leave will not be our manager going forward. He’ll be doing special projects until we’re laid off.

10/3/2024 - Filled out my self evaluation year end review. “Last year-end review, I was told that I did not exceed expectations at first because it was my first year with this title. When I spoke to our director, I was told it was because I did not collaborate enough with other LOBs even though I have been a primary POC for OET'S employees since mid-2022 and I attend POC meetings with other LOBs to go over trends. When I brought that back to my manager, we discussed that since the other LOB's did not have much in common (procedurally and because we use CACS) that we would have to find other things for me to try. I got a pitiful raise. Just after that, we were told that we would all be let go within the next two years and my manager went on leave. I lost my accommodation. I have continued to work with OET and have been focusing on preparing my team for my inevitable departure. My wellbeing and production have suffered due to the lack of support from the company. My focus is to do my best to survive and to continue to try to show up for my team.” “Overall, I have put a lot of effort into this company for the past (nearly) 5 years by agreeing to pick up any available projects, teaching myself Excel skills, working on my communication skills, training my peers, and overall becoming a subject matter expert in a variety of topics. However, the company has made it clear that they do not see me as worthy of having a living wage (in my location) and that they are happy to have my producation suffer along with my mental and physical health by refusing to provide an addequite accommodation and by dangling layoffs in front of us.”

10/4/2024 - Saw another person online discussing how Wells Fargo will essentially deny people an accommodation without proving undue hardship. I wish we could all find each other and go class action or at least work together somehow to fix this issue for our fellow disabled coworkers.

10/7/2024 - Got team wide email advising the company is going to roll out a new software for working remotely. GlobalProtect. They say it will have minimal impact on employees.

10/7/2024 - Received an email to all of operations stating that we can all WFH from 11/25/24 to 12/8/24 and 12/23/24 to 1/5/25 for the holidays.

10/8/2024 - Moved desks. There’s way more noise and food smell since everyone’s near us. The lights have not been dimmed. Got an email on enrolling for benefits for next year. It has to be filled out between October28 to November 14. Realized on my way home that I hadn’t gone to the bathroom since this morning. My guts and legs hurt.

10/11/2024 - Taking sick day. Digestive track feels crazy. Need to let it reset. Submitted all the stuff I needed to and my manager texts me asking if it’s a sick day or if I want an “occurrence.” I don’t know why I would want to be dinged when I have sick time.

10/15/2024 - Signed into work to see two new messages on the training. Sent in my production tracker from last week and he replied with another reminder. While doing the training he messaged me again to remind me. I’ve never been late in getting training done and the due date on the training was for November. Not sure why he’s making it into such a big thing.

10/15/2024 - I tried finding a full version of the employee handbook but couldn’t and ended up reaching out to HR using a live HR chat feature. They advised that we no longer have a searchable PDF version of the handbook and are limited to the HR website and policy library which is just a bunch of generic drop downs and links. It states at the top, “Does not contain all policies and expectations, and it does not provide details for every situation.” The policy library only lets you search for titles, not content. Seems like a way to keep people as uninformed as possible and a way to track what people are looking up. I got a survey shortly after the chat and advised that there should be a searchable PDF of the handbook. Later, I looked at the bottom of the survey email. It states, “For US employees, the privacy policy and related information can be found in the online employee handbook found on Teamworks.” I can’t forward this email or the screenshots I took of the chat since I cannot email out anymore. Found a page saying the PDF version was removed September 5, 2023.

10/16/2024 - Asked my manager to dim the light around me in the office. Sent proof of the email I had stating what I could request.

10/17/2024 - The pay range for my position per a current job posting for Wells Fargo is $26.59 to $47.26. I make $27.70. When I got this role 1/29/23 I made $26.80. This is wage theft. My healthcare went up. My rent went up. I got 90 cents and I don’t see myself getting anymore this year if I make it that long.

10/21/2024 - One of my coworkers worked from home. The light right above me was dimmed but the others requested that are in front of me/continuously bother me are not. I am so stressed that I cannot think. I cannot process. I am in constant fight/flight 100% of the time. I tried to scream in the car but couldn’t. I think I’m having a nervous breakdown of sorts. Got home. Had full meltdown. Nothing I’ve tried to do will amount to anything and I can’t be there for anyone. I hope I’ll stay sane but I don’t know how much more my brain can take. I’m being taken care of by my partner as I cry about how useless I am to myself and everyone I want to be there for.

10/23/2024 - Got an email about an EC survey that I filled out. I’m guessing on 10/15/24 after looking for the employee handbook. They want to set up a 10 minute meeting. I assume I brought up the handbook and the prior experience with EC when they didn’t know how to set up a meeting. I sent my availability.

10/29/2024 - Got an email back per the EC feedback and they just linked the website that has the worse version of the handbook. I think they’ve decided to not meet with me.

10/29/2024 - Received an email from my manager confirming if the lights were adjusted correctly per my accommodation. I advised that only one was and that the one that is a bigger problem was not. Also got an email to select health benefits. My medical went from $80.76 to $84.78. My vision stayed at $2.30. My dental went from $9.60 to $10.08. So $92.66 to $97.16. This is a 4.63% increase. In 2023 I only did medical and dental. It was $79.68 and $9.49. $89.17 Total. So there was a 1.32% increase. I got a 3.24% raise last year. I deserved a better raise, but the minimum this year should at least be about 6%.

10/30/2024 - Attended, virtually, a DE&I Summit at work. They mentioned having 300 neurodivergent hires. I wonder if the DE&I specific hires are actually supported.

11/5/2024 - Asked when/if the lights around me will be fixed. I think they’re giving me headaches/nausea.

11/6/2024 - They fixed the light today. Also the other half of our team in Virginia got a free lunch today to celebrate a holiday in India - where we’re being outsourced to.

11/6/2024 - A coworker who has been working on a project with me is being removed from the project and replaced by two people. My coworker has been working on this with me for most of the year, finally was told to take the lead, and after two weeks is being removed without anyone explaining to her why. Not being on this project removes her from a possible promotion in January. One of her replacements is one of the people who were given the same title as me in January much to many people’s surprise. She had minimal projects and is allowed to have a laptop when no one else is. The other replacement is a clear favorite of our manager. I have been told that she is disruptive to the point of managers complaining and nothing happens. The coworker I have been working with is a minority who is self conscious of her communication skills. The two replacements are white.

11/7/2024 - Had a project meeting with the above coworker. After project stuff she told me that she was told that she was inefficient and that’s why she was off the project. She also said that someone told her that they hoped none of her errors would be there when she was replaced. I didn’t get the name as she was understandably emotional. She said she thought about going to the director. I told her that one of our past managers would be more trustworthy and I sent her links to the ethics line and employer remediation pages. I said she could name me as a resource if she submitted anything. The inefficiency thing is wild because nothing has been late. There was one error and it was a system issue. Her emails are better than one of our old manager’s (who was a white woman). There is no reason to make her feel like she is not doing a good job when all I can figure is that they don’t like her writing style which is due to English being her second language. Plus she’s been on this team longer than me so if it was an issue it should have already been addressed.

11/8/2024 - My coworker who is experiencing discrimination messaged me and advised that a lot of this started after she told the other person who also has my title about the project. She said she told our manager about her ambition to work to get the title and to one day get a manager position. She said the there’s another person besides the two taking over the project that is starting to get in on their meetings and has started acting like he wants the title too. She walked in on them talking and they all stopped. They are curt with her. I offered to talk to our old manager for her but she said to hold off because she doesn’t trust people right now. She expressed that she feels it’s racially motivated and retaliatory.

11/14/2024 - Emailed manager and prior manager due to not being privy to a meeting: “Just reaching out as I am a bit confused on why Pat and I were not part of the POPs meeting.

I know that we are training out all of our duties as we're being let go sometime by the end of next year, but I also think that it would make sense to have all of the seniors present as people do reach out to us as points of contact and we are back-ups on some relevant projects.

I mean, we haven't been utilized for any procedure work/change requests since Spring and once I train out the OET exceptions, I will not be the primary on anything.

It makes me question how my performance review will go (if we're around that long).

Last January, I was told that I couldn't have exceeded expectations because I was new to this title, then I was told that it was because I didn't work with other LOBs, then it was agreed that there wasn't really much to collaborate on with other LOBS because of the structure of ODCR and that this year we would focus on other ways to help me get an exceeds.

However, with the layoffs looming over our team, my whole year has been assisting with setting up the second level counts and reviews and then just training off everything I do. Not being adequately accommodated hasn't helped either.

I worry now that this will be used against me come review time and that Pat and I will continue to be strung along simply because the company can hold severance over us.

Anyway, I suppose that this whole POPs thing just put some things into perspective for me. I don't expect that anyone will be able to tell us anything about layoffs/reviews as I suspect the nebulous nature off all this is by design, but if I don't say anything then it'll seem to some like I'm fine will how”

His response: “You have very valid concerns and I want to address them the best way possible. I will get with you soon so we can talk through all your concerns. Thank you for voicing your concerns and look forward to connecting. We will connect. Pat same way I can connect with you as well.”

11/14/2024 - Met with manager. He admitted that he forgets to utilize me as a resource and said that he would work on that. He confirmed that this instance of not being included won’t impact my review and that I’ve been doing really well this year overall. We went over how badly my accommodations process went and he sympathized and said if I cannot come in but can work that I can occasionally ask to work from home on some days that I usually would be in the office.

11/18/2024 - Director is visiting again through 11/21/2024, I think.

11/21/2024 - There was a site leader event where they lured us with cookies to a room to get our input on how that can make working here better. I advised letting us work from home. I also advised blankets and chairs without armrests. I semi-jokingly also asked for a dark closed off office.

11/21/2024 - Received an email asking us to submit questions for a video leadership is planning to put out. I responded, “Reaching out with some topics to discuss on this upcoming ‘Ask Me’ video.

First, I think it would be beneficial for the company to provide another official update to people who know they will be displaced by the current location strategy. In my location, we were advised in January 2024 that our building would close before 2026. It's now November and around 500 of us are still here.

Moral, and I am guessing, productivity is low due to this. Dragging people along in this way is harmful to their psyches. Has the company determined that keeping people in the dark is better for them financially than being forthright? Even if you do not know the exact dates each department within each closing building will be gone, at least some more vague information on order of department or key quarters would be appreciated.

Secondly, I think it would be good to examine how the company is currently handling accommodations - especially since we are boasting about hiring disabled folk. Wells Fargo forces people to re-prove their disabilities on a six month to yearly basis and, even with a doctors note, will deny people without proving undue hardship if they do not think someone is disabled enough. I understand that our current legal system does not favor employees and that Wells Fargo can pay a lot more for lawyers than any disabled person in America can, but it seems like simply following the ADA would be, again, better for moral and for productivity.

Thirdly, I think it is a good time to bring up how, for year-end reviews, the company has made it significantly harder to reach an exceeds expectation. This happened a few years ago from my understanding. Getting an exceeds is the only way an employee has a chance to get a yearly raise that makes up for inflation and making it harder seems like an extremely transparent way to participate in wage theft and to lower moral and increase turnover. Is hiring (even poorly) a batch of new people every few years truly saving the company so much money that it's worth demoralizing and loosing already trained and hardworking employees? A related anecdote: in my department we thought that new hires were causing most of our errors but noticed that many of them come from people who have been here around 3 years.

Surely the company has suffered enough reputational risk that it only hurts the customer base as well as the potential and existing employee base to be treating current employees in these ways. On the flip side, I would think that the company would have little to lose at this point and could at least be transparent and honest if these practices actually save the company money or if they're all just immoral schemes to attempt to save money.

Anyway, just some food for thought. Thank you for asking for our input.”

11/22/2024 - Messaged my manager and was approved to work from home today. Had a training session with the people replacing my one coworker on my big project. Learned that one took a position in a different LOB and that is now forcing the other to take on their tasks and thus neither can pick up the project currently. My coworker who was replaced said that the person leaving the LOB asked them why they were bothering to attend the training. There was no reason for the coworker who is leaving to be there and my coworker that was on the project was there to advise of anything I may have missed. It’s frustrating that this person is being catty and causing tension while also having the option for upward mobility - something I have been restricted from for years as they stopped internal hiring for people at my location a while before we were told they were laying us off.

12/3/2024 - Received a meeting invite for our building to go over the location strategy this afternoon. Went out to 546 people. Chat and mics were disabled. About 405 attended.

Advised that we will be let go in quarter 4 of 2025 so between October to December. Confirmed that some will be offered relocation options and that those people with get and email from CISIVE in the next 24 hours/by EOD tomorrow. It will include a list of locations and date of when you would need to be relocated. People will have 30 days to decide if they will relocate or not.

Advised that they’re partnering with AIRES who will be having sessions to go over relocation.

Said if you do not relocate you’ll be let go in Q4 and that severance eligibility will be discussed. Said that a copy of the benefits book will be emailed to us.

Gave EAC number.

12/3/2024 - Was emailed a link to the benefits book. The page was published 16 days ago - so around November 17th. Checked and there’s nothing about sharing things publicly.

12/4/2024 - Got the relocation email and the options are San Antonio, TX, Salt Lake City, UT, Charlotte, NC, Roanoke, VA, and West Des Moines, IA. I am a loud, queer, neurodivergent person so these are all hilariously bad choices for my and my family’s safety. It states, If you decline this offer, you may be entitled to severance benefits. If you accept this offer, you will not be eligible for severance benefits at this time.” Also they’ll pay to help you move but you have to work at the new location for a full year or you need to pay that back. So you can either stay in your current living situation and get severance (currently the number of years employed x your weekly pay x 2) or you have to move and stay for at least year.

12/11/2024 - watch a replay of a disability focused conversation. They mentioned at the end that many people were sending in suggestions/questions for the accommodations team as they were struggling. I emailed Saul Van Beurden and Mike Gillott from the meeting. It stated,

“Hello,

Reaching out as I just had time to watch the replay of the "Recognizing International Day of People with Disabilities" conversation. There was a moment where we were invited to reach out with input.

Our accommodations process despirately needs to be updated. I have submitted muliple Louspeakers, an Ethics Line, and have escalated my case through HR.

Currently, employees are required to re-prove their ongoing disabilities (like neurodivergencies) every six months to a year.

This violates the ADA which states, "As used in subsection (a) of this section, the term "discriminate against a qualified individual on the basis of disability" includes-

(A) not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such covered entity; or"

It also imposes a monetary and time-based hardship on the employee by requiring them to set up an appointment with a medical professional to have the accommodation recommendation form re-filled out.

Speaking on the accommodations recommendaion form, the form is not as in-depth as the accommodations management team seems to think it needs to be.

For instance, I had mine fully filled out by my doctor and they advised that they needed my doctor to list more symptoms so that they may decide for themselves that I am disabled enough. It took me months to get in to see a doctor.

Last week I had someone message me online who was experiencing the same issue. They filled out the form, was asked for more symptoms, had more symptoms filled out, and then was told that they were still not detailed enough as they did not connect each symptom to different elements in the workplace that was impacting them.

Moving the goal post in this way is cruel. The form should reflect what they actually need. They should also trust both the employees and their doctors to know their disability enough that they themselves do not feel like they need to be the ones to decide if someone is disabled enough.

Lastly, the accommodations management team does not "demonstrate that the accommodation would impose an undue hardship" when they deny you an accommodation/close your case.

Personally, I struggled with the accommodations management team and through the escalations process from March 2022 through March 2024. I am not being adequitely accommodated and my mental and physical health has suffered along with my work.

I have attached my timeline up to June 2024 (which is the most I have access to from my work email).

I truely appreciate that we have such good conversations and have these moments to highlight our disabled co-workers.

It is a shame that this is not reflected in our accommodations process.”

12/12/2024 - Saul responded to yesterday’s email with, “I will look into this and revert back”

12/16/2024 - first time in the office since 11/22/2024. I’m so nauseous I feel like I’m going to puke. My eye is twitching. My stomach feels like it’s cramping. I’ve been here 2 hours at this point.

12/17/2024 - Received and email from Laura (Lori) Henkel asking if I’d like to meet to discuss my experiences with the accommodations team. Saul was CC’d. I responded that I would, gave my availability, and attached the overview I have access to that goes as far as 9/23/2024. Lori is the Head of Global Employee Relations. She is three levels above the other ER and ERM I have spoke to. She reports to the Human Resources Senior Executive who reports to the Head of Human Resources who reports to the CEO. Saul is the CEO of Consumer, Small Business Banking and reports to the CEO.

12/17/2024 - Lori responded and added Laura Taylor (Associate Executive Specialist) to schedule our meeting.

12/18/2024 - Received a meeting invite for 11:00AM on Thursday which I accepted. After lunch it was updated to 7:30AM so I sent a response stating that I start at 8. It was then updated to 8:30AM Thursday/tomorrow.

12/19/2024 - Had meeting with Lori Henkle. She explained that she had been in the position for two years and that there has been a lot of flux in the department. Explained that they did used to allow just a doctor's note and that thev did then simplify the accommodations form around the time that I was mid-request (2022/2023). Confirmed that they try to get people in-office accommodations before telecommuting. She offered to continue the conversation with me and offered that I can be an asset in sharing my ideas and facts about the process with people who I encounter who need help and for the enterprise. I accepted and said I'm happy to talk to anyone about this topic. In this meeting I discussed the form mainly and how it forces employees to go back and forth to their doctor which is not feasable or kind. Mentioned that I would like to discuss how requests are closed/how that process doesn't work in a future one. We only had a half hour as we both had other meetings and we agreed to meet again in January sometime. She was encourageing me to join ER due to my interest and innitiative but I didn't have the energy to tell her I was getting laid off and haven't been able to apply for any higher possition for the last few vears due to my location.

12/20/2024 - Had to take a sick day (migraine). Kept getting errors in the system even though I had both sick time and PTO. Couldn’t submit my weekly time for the week because of it. Was told to try to do it Monday and that I may have to call HR. Why do they make sick people email attendance, text their managers, and then have to navigate three apps to try to enter it into the timesheet? I have to use five apps during a migraine and there are errors.

12/23/2024 - Got into work and was told that we accrue sick time but that we can only use 40 hours for the year. Tried to use the timesheet site to check but it only goes back 6 months. Had to check back through my email to see how many hours I had used. I had used 40 since loosing my accommodation. Was told I could just submit it as PTO but I don’t know if it will negatively impact me in some way. The timesheet submission has a bit advising to contact the ethics line if something is forced to be inaccurate on your timesheet. Messaged my old manager as the current one was in a meeting/didn’t respond to a prior message to ask who I can bring up the obvious issue with the whole accrue but can’t use sick time thing. He said I could try loudspeaker but that they’ve been doing this since the last timesheet tool/platform we used.

12/23/2024 - Got a reminder to fill out the form on if I’ll relocate for this job or not. I filled it out and declined the offer.

12/23/2024 - Submitted the following to the ethics line, “Reaching out as Workday arbitrarily shows that we accrue sick time beyond what we are allowed to use. It should either be set at 40 hours and decrease as it's used or it should only show accrual up to 40 hours, and then decrease as used without ever re-increasing.

When we submit our time sheet we have to agree to the following statement, "I further understand that if my manager or any other Wells Fargo employee asks me not to record any time that I worked, including unapproved overtime, or to otherwise enter inaccurate information on my timesheet, I must report the incident by submitting an Employee Relations Consultation Request or reporting to the EthicsLine. I understand that I am subject to corrective action, which may include termination of employment, if I have failed to record or have misrepresented any information on my timesheet."

Making it seem like an employee has sick time when they don't creates situations like I have just been in when I took needed sick time because it looked like I had it (and I had a migraine) but then I just kept getting unclear errors. I had to wait until Monday when a co-worker told me about the 40 hours. Workday only now shows you what you've used back 6 months so I had to check through my email to confirm that I had used 40 hours.

I also tried navigating the policy library and couldn't find anything stating that there was a 40 hour limit.

On Friday, if I knew that I didn't actually have sick time I would have been forced to decide between getting an occurrence or just having a really bad production day but I just called out because I thought I had the time.

Then, to ensure I get paid, I had to submit in my timesheet that I used unplanned PTO on Friday when that in itself is inaccurate given what I thought was true on Friday. I do not think that I mis-represented anything but I think Workday has now forced me to.

I am already not being accommodated even though I submitted a doctor's recommendation and now that I have to use more sick time than ever before I find out it is inaccurately represented and I stand to be penalized for it. My migraines and digestive issues are caused by stress/anxiety that is amplified by not being accommodated. It is hard for me to predict when I need time off as I will not know when my body is going to hit its limit of stress.

Additionally, I want to note how hard it is, when you have a migraine, to email attendance with the form, access the workday application which accessed okta and then hyper, remember the hyper password, hope workday gets it and lets you in the first time, try to navigate misinformation and unclear errors, and then get in touch with your manager to advise them of the situation/try to trouble shoot. We should be able to simply contact attendance who then emails our managers and submits the time into Workday. I don't know what they even do if they're not doing that.

Overall, I do not know why we are forcing sick and disabled employees to jump through all these hoops to use a system with inaccurate information and then potentially penalize them when they have trouble navigating it.” Got report key 951928373401

12/30/2024 - received email confirming Ethics Line submission. EAP Case number 803975 / Ethics Line number EP100033158

States it can take 30-90 days.

0 notes

accommodationrequest · 10 months ago

Text

Timeline 2023

1/4/2023 – Received notice that the Loudspeaker team will reach out to a team that can advise on my suggestion and will get back in touch once they have an update.

1/8/2023 – Received confirmation of accommodation. Type: Telecommuting, Full Time

Duration: 01/08/2023 through 12/31/2023. Advised I needed to update my MAC #.

1/9/2023 – Followed instructions from accommodations email to request updated MAC #. Received confirmation of request.

1/12/2023 – Received response advising that Accommodations Management would get back in touch. Was advised that a response could take weeks due to high volumes.

1/26/2023 – Sent an email to the chairs for the Disability Connections employee resource network (ERN) as well as to the general diversity email address to see if they may be able to get me in touch with someone that I could speak to on my suggestion.

1/27/2023 – Received a response to my 1/26/2023 email advising that it was forwarded to the liaison for the ERN and that they would check to see if either of my Loudspeaker submissions were assigned to a DSRI team member to determine if my concerns were addressed.

2/14/2023 – Received request to rate my experience with Loudspeaker. I advised that no-one had been in touch regarding my request and stated that I was alright with them calling me regarding my feedback.

2/14/2023 – Sent a follow up to the 1/27/2023 email received to see if they had any information on my submission.

3/22/2023 – Sent in a submission to the Ethics line. KEY:348690756301 (1212)

Ethics Line Submission Summary:

I have included the laws and regulations in my attached file along with my timeline of events and my full Loudspeaker submissions. From my understanding, it goes against the guides and laws on accommodation requests to be inflexible, to deny for anything other than undue hardship on the employer, and to have unnecessary delays in the process. From what I experienced, I was told there was no flexibility, I was not advised of any hardship my request would cause, and I would not receive responses to my inquiries for weeks to months at a time. I am also under the impression that when they close an accommodations request for a lack of proof, it doesn’t count as a denial. This seems like a loophole that’s been implemented to allow the company to end the conversation without having to come up with any reasoning. After 6 months I was offered some flexibility (in providing my own medical records) to get a temporary accommodation with the stipulation that I would still need to get a doctor’s note in a year for the accommodation to continue. Additionally, I do not understand how no-one is able to explain why the process for this is how it it. Everyone just advises that they are not able to interpret law and I have been advised that I am not allowed to speak to anyone who would be able to actually review the existing procedure. I want to help the company mitigate risk in relying on this loophole but every time I attempt to reach out, it is swept under the rug.

3/23/2023 – Received an email advising that an ER would be in touch regarding my Ethics line submission and that a new HR case has need created HRC7100061. Received a second email scheduling a meeting for 3/27/2023.

3/27/2023 – Had the meeting with the new ER. Discussed the current accommodations process and the difference between accommodations and the WFH that was due to COVID. The delays caused by the COVID work from home ending was discussed. I walked through what my experience had been and how I think there are improvements that could be made. The ER advised that they’ll escalate the concern and do some additional research. They advised I’d get word back either end of the week or next week.

4/4/2023 – Brief meeting with the new ER. They advised that due to the discrimination portion of my concern, it is being escalated to someone in EAP (not sure what that stands for, but Google says maybe Employee Assistance Program) who will be in touch by next week. My documentation will be sent to them, the case number will change, and I was advised I can reach out the ER if there is a delay in them getting in touch.

4/11/2023 – Received new case number in generic email citing “Allegation of Discrimination” HRC7239352

4/11/2023 – Received a meeting invite from the ER I spoke to on 4/4/2023 to meet on 4/14/2023.

4/12/2023 – Attended the NY Metro + Oregon Disability Connection Chapters -Unmasked: Autism Acceptance Month discussion and emailed one of the speakers with my concern to see if they may have a lead on someone who could speak to me on the healthcare provider documentation part of the current accommodations request procedure.

4/14/2023 – Received an email yesterday that the ER meeting was postponed as they hadn’t heard back from someone on my case. They advised that they’ll be rescheduling. Also heard back from the person I emailed yesterday who provided their insight into the current accommodations procedure and I responded back.

4/14/2023 – Person from the meeting on 4/12/2023 called and we discussed my situation/the current accommodations process. They advised that the accommodations procedure is always updating and that they spoke to the AMM who said that they’re being more flexible now, that they now have a special team for work from home requests and that I could attempt to open a new case, and then email the AMM directly to see if my documentation would now suffice.

4/24/2023 – Reached out to ER to touch base and to advise of the accommodation related hardships some folks from the Disability Employee Resource Network had shared. This is part of the email: “there was a person who currently had an accommodation to work from home who had been struggling to get to work in the office with an accommodation that would give them a permanent space that would be only theirs. It sounded like they had been struggling with the process and that it had been going nowhere but since it was at a meeting that also included an accommodations manager, they said that this person could talk to them to get it figured out. It just seemed like another situation where someone had to get lucky and be persistent to get to the next step of their process. … There was also someone who said that they had to renew their accommodation yearly by getting approval from their medical professional and that this visit cost them over a hundred dollars per year.”

4/25/2023 – ER acknowledged 4/24 email and stated that they would set up a call.

5/4/2023 – Spoke to ER. They reviewed that the delays were due to COVID and that the business is allowed to request medical documentation. They said that they couldn’t review the legal documentation as they are not an attorney. They stated that the reason (they had heard) as far as why a permanent disability requires folks to re-up every year is that there may be changes in people’s needs. They advised that if you request the accommodation through a manager/line of business (LOB) instead of through accommodations it would not have anything to do with a medical situation and that it would essentially be the LOB stating that anyone in the LOB can work from home. As the company wants to set working in the office as the norm, there is a small chance that this will happen as the LOB would want to follow the norm for the company. Thus, if you have a medical reason for the request, you have a better chance with accommodations (if you are able to get a doctor to fill out the form and are able to repeat this yearly). I was given the form and advised that once I can get a doctor to fill it out to re-submit an accommodation request and send it over to the AMM. I was advised to ask the AMM at that time about having to do this yearly for my situation. I was advised that my second Loudspeaker request is still under review and that they do not always touch base with requesters. I advised that I was told that they were setting up a meeting that never happened and that I was told to rate my experience. I forwarded that email to the ER per their request. The ER confirmed that the people reviewing the Loudspeaker have received people’s concerns on the process from several internal channels. We very briefly discussed my trauma with my ex-doctor and that accommodation management had advised me that they had seen this before where a doctor will not sign anything. We discussed how this is stressful as there is a timeframe on a request and that it can take months to find a trustworthy doctor with an availability. At the end of the meeting I advised that I understood what was discussed and that I hope that changes are made as it is frustrating that the current procedure makes disabled folks (who are trying to provide their best work to a company) deal with so much red tape that they feel the need to publicly state their struggles to different groups and to submit escalations and complaints.

5/4/2023 – Received email that case HRC7239352 was closed

5/4/2023 – Emailed ER as I am not sure exactly how my concerns were all addressed if the case is closed

5/5/2023 – ER responded stating that the case was closed as they determined that someone is reviewing my procedural concerns from the second Loudspeaker, the company can request documentation per ADA, they were not ready for their workload due to COVID, and there’s an option to request accommodations through the LOB.

5/5/2023 – I responded to the ER email confirming that it was closed for those reasons just so I can have it clear for my notes.

5/5/2023 – ER advised that they would set up a meeting for us to discuss the situation with their manager. They CC’d their manager (ERM) and added comments/questions on what I was attempting to confirm.

5/5/2023 – I responded to ER agreeing to the meeting and clarifying what I am attempting to confirm and what my intent has been as far as bettering the process/mitigating risk.

5/16/2023 – Received the meeting invite advised on the 5/5/2023 email from ER. It was scheduled for 5/19/2023 but I have been scheduled for PTO that day.

5/18/2023 – Got back from PTO and responded to ER’s meeting invite advising that I will not be available 5/19/2023 but that I am free the next week.

5/18/2023 – ER rescheduled the meeting with the ERM for 5/23/2023

5/18/2023 - received intake email from BOLI with demographic questions. I responded same day.

5/23/2023 – Had meeting with the ER and ERM. Primary focus was to go over my concerns one on one. It was confirmed that my concerns regarding delays and flexibility are being reviewed. They advised that the accommodations team considers when someone’s condition is not temporary and caters their requests of re-certifying to the specific person’s situation. I also brought up the closing a case vs denying a case and it turned into a conversation about clearer communication and them verifying that my specific situation was now clear. I advised that I felt comfortable now reaching out to whoever but that it's something that I hope is also being reviewed to prevent future situations where a case is closed but not denied and the requester is not provided any reasoning or next steps. It seemed like enhanced clarity may be something being reviewed but it was not clear if this closure/denial piece was something actively under review by whoever is looking at the procedure. At this time, I just need to hope that changes are made and I guess I may know more once I need to re-certify in December.

6/4/2023 - signed BOLI documents

6/28/2023 – Received an email from an Enterprise Investigations – Lead Investigator EI advising that they have been assigned to investigate my allegation and that they will be reaching out to me soon to talk. They sent me links to the Anti-Harassment Policy and the Speak Up and Nonretaliation Policy.

6/29/2023 – Received a meeting invite from EI telling me to not tell anyone about the meeting – that the information is on a need to know basis.

6/30/2023 – Had meeting with EI. Went over the timeline. Was advised that I’ll get updates every 30 days or so and that I’ll get a summary of the call next week to review. Send them this document (without the specifics of my disabilities) along with the emails I had saved.

7/3/2023 – Email from EI advising it may take until next week to review everything I sent.

7/7/2023 – Received what seemed like an automatically generated email from the Conduct Allegation Monitoring, Communications team with a case number – EAP case #708465. The email states it can take 30-90 days for research to be complete and that I will be notified once the research is complete.

7/7/2023 – Met with EI as they sent a meeting request earlier in the day requesting to touch base. They advised that their investigation was solely regarding the business’ policies and confirmed that the EAP email I got earlier was from their team. They also advised that they got confirmation that my second Loudspeaker was sent to the correct people by the ER and that the ER also sent my concerns on delays to management. This means that currently they are only investigating to see if the policies themselves are discriminatory.

7/10/2023 – Received an email from the EI - Confirmation Memo, EAP Case #708465. The memo touches on HRC4007414, HRC5526645, and HRC6381541 – when they were started and how they concluded. It also re-states the investigation timeline/process.

7/17/2023 - Somewhere prior here I sent the person reviewing a huge envelope of every email between me and people from work. Forwarding emails to BOLI

8/3/2023 – Went to a new doctor with the accommodations form and got it filled out.

8/4/2023 – Submitted a new accommodations request (as instructed) in order to provide my filled-out accommodations form to the AMM so that my accommodation can be updated to ongoing. The new case is HRC8094632. Emailed the new case number and the form to the AMM

8/7/2023 – Received an email from a new Accommodations Management (AM3) employee to set up a meeting on my new case. I advised them of my availability and that I was advised to start the case just to get a case number and to send that with the documentation to the AMM which I had done on 8/4/2023.

8/7/2023 – Received a meeting invite for 8/8/2023 from AM3. Accepted invite.

8/8/2023 – AM3 advised that the AMM reached out to them. I have not received anything from the AMM. AM3 advised that they got the documentation that I sent and that they now want a list of specific sensory issues I have from the doctor to convince my LOB that I would need to telecommute instead of work in the office. They essentially need to show that any in-office accommodation will not be sufficient, or the LOB will not approve the accommodation because there is a huge push to have everyone in the office. I advised that I would most likely not be able to get back into the doctor but I could attempt to contact them via email or through their app/website. The AM3 advised that the doctor could fax them the list of symptoms. The AM3 stated that they would most likely not approve an ongoing accommodation to work from home due to the push to work in the office and that they would only be able to give me 6 months to a year like I have currently. The AM3 also advised that I would need to sign the release form again so that they can contact my doctor directly if needed. I asked that the AM3 send me a summary of our conversation as I am currently working with another party (EI) on this process. The AM3 advised that I’ll get a summary by the end of the day.

8/8/2023 – Emailed EI on the above. Advised that I do not understand how the LOB needs details on my disability to approve an accommodation after I finally got the documentation from my doctor recommending that I telecommute. Advised that I do not see why the accommodation would not be ongoing.

8/8/2023 – The EI asked that I forward the summary once received.

8/8/2023 – Another person from accommodations emailed me to sign the release for them to speak with my doctor. I signed it and they advised that they send the recommendation form to my doctor to fill out. I advised that I had already submitted it and the AM3 advised that I would be handling getting the documentation. I asked the AM3 again for the meeting summary.

8/8/2023 - forwarding emails to BOLI

8/9/2023 – AM3 sent over the summary. It stated that there is an obligation for the LOB to provide in-office accommodations before allowing telecommuting. It also stated that they needed updated medical support to acknowledge – in more detail than I had provided – my limitations. It also brought up duration, but my doctor picked Permanent, so I think that part has been handled.

8/9/2023 – I forwarded the summary to the EI and re-stated my concerns.

8/9/2023 – Messaged my doctor directly through their app to ask that they list my sensitivities and fax them to the AM3 as requested.

8/9/2023 – EI emailed me asking for details on when I was advised that a general recommendation would suffice, who it was from, and if I brought it up with the AM3. They also asked what the AM3 advised on duration. I advised that it was the AMM in calls from December 2022 and that I did not try to resist getting the additional information when on the call with the AM3 as if I stop participating in the interactive process, they can deny my request. I advised the 6 months to a year duration the AM3 advised.

8/10/2023 – Received a voicemail from my doctor’s office stating that they tried their best to fill out the form that was sent to them but that it was difficult because we did not discuss all of the sensitivities/symptoms that I noted in the message I sent on 8/9/2023. They said that if I need anything similar filled out in the future that I would need to speak to a specialist. I feel like this process is trying its best to ruin any doctor/patient relationship it can. I sent my doctor an apology message and I sent a summary of the voicemail and my frustrations to the EI.

8/10/2023 – Received an email from EI asking me to clarify with AM3 what was needed. They also stated that I signed the release form. Note: the release form states that my doctor an employer can talk about me not that my employer can keep asking my doctor for the same info over and over thus sullying the doctor/patient relationship.

8/14/2023 – Received an email back from AM3 stating that they would need updated medical documentation that acknowledges my limitations that prohibit my ability to work in the office and that what they’ve received was not enough. They advised that the LOB must provide an on-site accommodation prior to telecommuting and that they will not be able to continue with my case without the additional documentation.

8/14/2023 – Emailed the AM3 back asking them what additional documentation my doctor sent and asked if I could have a copy. I also asked if the procedure had recently been updated given that I was not advised I needed an on-site accommodation first. I also asked if everyone must give this level of detailed documentation every 6 months to a year. I cited the ADA and JAN guides. I advised that since I had been misled on non-recorded phone calls previously that I wanted the conversation to continue via email.

8/14/2023 – AM3 advised that their procedure hasn’t changed but that there were updates made and that my current accommodation was granted due to some COVID exception. They reiterated that they do not find the previously provided documentation sufficient and stated that they cannot support my request but that it is not denied. They just generally said that they were compliant with the ADA and the JAN guides because they are participating in the process and because they do not think my documentation is sufficient. AM3 also advised that they haven’t yet received the additional documentation from my doctor yet. They also CC’d the AMM.

8/15/2023 – Replied to the above email asking the AM3 when the updates and COVID exceptions took place and asked again why I was not advised of them. Asked them what will happen as it will take months to get into a specialist, my current accommodation expires in December, and they stated that they cannot support my accommodation. Advised that the ADA and JAN guide citation were in reference to the re-requesting of the information every 6 months to a year.

8/15/2023 – Received a response to the above from AMM stating that my current case will close 8/31/2023 and that I can reopen a case once I receive the documentation.

8/15/2023 – Responded to the AMM asking again when the updates and COVID exceptions took place and asked what happens if I cannot see a specialist by December when my exception expires.

8/15/2023 – AMM responded back that if I cannot get the additional documentation that I would lose my accommodation or discuss with my manager other options. The AMM advised that that he didn’t know the dates I requested.

8/15/2023 – Forwarded the above thread to the EI. Just summarized what was stated and then advised that I have the same thoughts about the process.

8/15/2023 - BOLI confirmed received emails

8/21/2023 – Received an email from the EI stating that they opened EAP case #722922 which contains the information I advised from 8/8/2023-8/15/2023 and sent to a team handling business process concerns. They also advised that they will be in touch once they finish their investigation for the discrimination based on a disability allegation.

8/28/2023 – Received an automated email advising that the investigation is ongoing for EAP case #708465

8/28/2023 – Received an email from AM3 advising that they are closing my accommodations case. Advised that I can open a new case when I have more medical information and that I contact them prior to 8/31/2023 if I believe there is an error.

8/28/2023 – Responded to the email from the AM3. Advised that I do not have additional documentation and that I am guessing that they did not retrieve the additional documentation that my doctor advised they had filled out. Stated that I do believe that there are issues with the procedure and my case but that I do not think that additional discussion with their department would be beneficial and that I will be continuing the discussion via the other cases I have open.

8/29/2023 – Received another automated email advising that the investigation is ongoing for EAP case #708465

8/30/2023 – Received an automated email stating that case HRC8094632 is closed. It states “Short description of your request: No Accommodation”

8/30/2023 – Received an email requesting a survey of my experience with case HRC8094632. I wrote, “I opened this case as I was told over a phone call by an accommodations manager that once I could get the accommodations form filled out, I should open a new case to submit it to continue my (currently temporary) accommodation. After opening the case and emailing him, it was assigned to an Employee Relations Consultant (ERC) instead who said that my documentation was not detailed enough and that the accommodation could only last 6 months to a year. The form was already filled out in full when I opened the case, the ERC apparently did not get the additional info my doctor said they sent (but didn't confirm that), and I was unable to get additional documentation on my own before this case was closed. I asked when the process had changed to require more information and I was told that there were both changes and no changes made and that no-one knew when these changes took place. I was told that the case would be closed but not denied and was also told that if I could not get additional information that I would lose my current accommodation which seems like a denial to me. A denial would require an explanation of the hardship my request would cause - another thing no-one can provide. Additionally, it seems like none of my calls with these people have been recorded which seems to be intentional at this point as they keep saying things to me on calls that they then won't put in writing.”

8/30/2023 – Emailed EI to advise of case closure. Asked if I was able to give information to the team handling my other EAP case.

8/30/2023 – EI replied to the above stating that they added it to EAP case #722922.

8/30/2023 - sent info to BOLI. BOLI confirmed

8/31/2023 – Received an email from a new Enterprise Investigations investigator (EI2) regarding the second EAP case. The email advises that the investigation is regarding the health accommodation request requirements. The EI2 stated that they’ll be sending a meeting invite to clarify questions they have after reading through the concern/information that was sent to them. They ask that I have relevant procedures/other resources available for the meeting.

8/31/2023 – Emailed EI2 with this document and offered to forward emails if needed.

9/8/2023 – Received a meeting invite for 9/11/2023 from EI to go over the outcome of their case.

9/11/2023 – Meeting with EI. EI advised that they could not find evidence to substantiate allegations of discrimination based on a disability. Advised that I would get an email in (I believe) 60 days to confirm that I did not experience retaliation in regard to this investigation. I asked them to clarify what the other investigation is for, and they advised that it is regarding the business process.

9/11/2023 - sent info to BOLI

9/15/2023 – Received email from EI2 to set up meeting on 9/20/2023 to go over EAP case #722922.

9/19/2023 – Received automatic email advising that EAP case #708465 was complete. Confirmed that I would receive an email in 60 days to check-in on if I have experienced any retaliation.

9/20/2023 – Had meeting with EI2. They advised that they didn’t currently have questions and asked if I had any additional materials to add. I advised that I didn’t. We agreed that if either of us need to touch base with the other that we can.

10/2/2023 – Received an email from EI2 advising that they have concluded their research and have met with management to address the concerns that were brought to them. The EI2 stated that they cannot tell me any details.

10/3/2023 - sent info to BOLI

10/13/2023 - BOLI confirmed

11/8/2023 – Received an automatic email from Allegation Status (AS) to check if I had experienced retaliation as a result of EAP case #708465.

11/8/2023 – Emailed AS advising that I am not sure if I had been retaliated against as I was treated poorly by the accommodations team after the case had started. I cannot say for sure that they treated me the way they did because of my case but I also do not know that they didn’t since they could not come up with a reason why they suddenly needed more details from me.

11/8/2023 – Received an automatic email from AS advising someone would be in touch in 5 business days.

11/8/2023 - sent info to BOLI

11/10/2023 – Received an email from AS advising that they’ve opened case # 741664 on my behalf. They stated that they will research, and I’ll be contacted by the Enterprise Allegation Platform (EAP) system once it’s been referred. I am guessing that means it’ll be assigned to someone from that group.

11/10/2023 - sent info to BOLI

11/11/2023 - BOLI confirmed

11/14/2023 – Received an automatic email from AS advising that the Conduct Allegation Monitoring Communications team received my reported concern.

12/11/2023 – Received an email from an employee in Conduct Management (CM) to schedule a meeting for 12/12/2023. Just detailed how to join the meeting - no topic specifics included.

12/12/2023 – Had meeting with CM. Discussed who was involved (AM3 and AMM) and the other EAP cases. Confirmed that retaliation had not been brought up prior to this investigation. I advised that the accommodations team would not cite when updates happened that now require them to get more details than what their documentation can provide. I advised that the accommodations team knows that finding a specialist is hard in a short timeframe from my previous cases with them. I advised that they know that I am requesting the accommodation so that I can maintain my career path and that not having it would be detrimental to my mental and physical health and would thus be detrimental to my work performance. CM advised that they have 30 days to research and then the case goes either to Employee Relations or an Investigator. If it goes up to an investigator the investigator has 90 days to review. CM also clarified that this case will not impact my accommodation but if I start a new accommodation case that I should share that with them. CM asked if I had any further concerns and I just said I am worried about having to recertify every year as the rules keep changing. I advised that it’s a future concern that I understand cannot really be addressed till it happens. CM advised that they were not sure on accommodation policies but that they knew that a company can have you prove your reason for requesting FMLA every 6 months even if a doctor cites a permanent need. Note: I ended up having to call in on my cell as my work computer started acting up. CM advised that the audio of the call may be recorded but I’m not sure if that still happened with my technical issue. They advised they were taking notes.

12/12/2023 - sent info. BOLI confirmed

12/18/2023 – Received an automatic email advising me that the CM created a new case with Employee Relations (ER2) - HRC9143702.

12/19/2023 – Received a meeting invite from ER2 scheduling a meeting for 12/16/2023. The invite advises that Enterprise Investigations opened a case with them regarding the accommodations process.

12/26/2023 – Had the meeting with the ER2 to discuss case HRC9143702. They advised that they are part of a team that handles cases that may involve people that would typically have access to ER cases like accommodations. Let me know that this meeting was just for information gathering and advised that I can send my timeline and relevant emails to them. They advised that the meeting is not recorded. They advised that they will be out until 1/3/2024. I told them my situation and we went over the same details that I went over with the CM. The ER2 advised that they engage management regarding the persons and procedures involved. Said that my accommodation/provided documentation will be re-reviewed by someone in accommodations and that someone in accommodations will reach out to me. The ER2 advised that I am free to discuss my information with other parties that may reach out about it but that they will also ensure that they will engage the relevant parties.

12/26/2023 – Emailed ER2 my timeline along with the following email chains: when my first case and second cases were closed, when I was working with EC and AMM approved my temporary accommodation, and when my latest case was closed while working with EI.

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