#Received/Responded 1 August 2024

[brian-in-finance]

This is cool.

Van Cleef & Arpels Creates a Coffee-Table Book Worth Coveting

The iconic brand worn by stars including Margot Robbie, Gwyneth Paltrow and Caitriona Balfe has released an artful book that highlights some of the house's most fruitful design years.

https://www.hollywoodreporter.com/lifestyle/style/van-cleef-arpels-jewelry-design-coffee-table-book-1235953599/

Thanks for the message, Anon. 😃

GIF

Van Cleef & Arpels Creates a Coffee-Table Book Worth Coveting

The iconic brand worn by stars including Margot Robbie, Gwyneth Paltrow and Caitríona Balfe has released an artful book that highlights some of the house's most fruitful design years.

A look at the just-released book, "The Van Cleef & Arpels Collection (1906-1953)," which highlights some of the legendary jewelry house's most iconic designs. COURTESY OF VAN CLEEF & ARPELS

For jewelry aficionados, phrases like “Zip necklace” and “mystery-set stones” should instantly evoke thoughts of one heritage-steeped house: Van Cleef & Arpels. These are just two of the iconic design elements from the legendary brand that opened its first boutique on Paris’s Place Vendôme in 1906. Now a new book takes a comprehensive look at its high-wattage designs, created during the years when everyone from Hollywood icons Carole Lombard and Marlene Dietrich to Wallis Simpson, a.k.a. the Duchess of Windsor, ranked high among the house’s most ardent fans and devoted collectors.

The Van Cleef & Arpels Collection (1906-1953) is an impressive coffee-table book that explores the dazzling designs that emerged from the jeweler in the first half of the 20th century. Almost 700 jewelry and watch images are included alongside 200 archival documents, from 1920s timepieces and bracelets infused with Art Deco styling to early advertisements and mid-century jewels that continue to enjoy high-wattage attention to this day. For proof of the latter, look no further than Margot Robbie wearing a version of the house’s iconic Zip necklace to the 2015 Academy Awards, while at the 2022 Oscars, Caitríona Balfe wore a 1957 diamond necklace that highlights Van Cleef & Arpels’ bow and ribbon motifs. And at December’s Fashion Awards in London, Gwyneth Paltrow paired her crimson Valentino gown and feathered coat with ruby and diamond Van Cleef & Arpels jewels from the 1960s.

Margot Robbie, wearing a Zip necklace by Van Cleef & Arpels, at the 87th Annual Academy Awards in 2015. FRAZER HARRISON/GETTY IMAGES

A Van Cleef & Arpels Zip necklace from 1952, crafted of emeralds and diamonds set in 18-karat yellow gold and platinum. COURTESY OF VAN CLEEF & ARPELS

The 678-page book offers a deep dive into these and other pieces that continue to be sought after, sometimes a full century after their debut. The sapphire and diamond Zip necklace worn by Robbie, for example, takes its cue from a design that got its start in the 1930s, when the ultra-stylish Simpson suggested to then-creative director Renée Puissant the creation of a necklace that both looked and could operate as a zipper might. The technical mastery required for a jewel that could fully function like a zipper took a full 12 years, however, with the first Zip necklace debuting in 1951. (Viewers of the 1930s-set The King’s Speech, which includes actress Eve Best as Simpson, will see that character wearing an all-diamond Van Cleef & Arpels Zip necklace elegantly draped down her back, creating one of the 2010 film’s most stylish — if anachronistic — moments.)

Van Cleef & Arpels 1936 Fleur brooch, crafted of mystery-set rubies and diamonds set in 18-karat white and yellow gold. COURTESY OF VAN CLEEF & ARPELS

In addition to its celebrated Ballerina clips, jeweled timepieces and other high-wattage designs, the book also pays ample attention to the house’s Mystery Set collection, named for the intricate technique that eliminates the sight of any prongs on the design’s surface. Patented by Van Cleef & Arpels in 1933, mystery-set designs quickly gained popularity among its well-heeled clientele, even as the house’s artisans continued to refine and evolve the technique so it could be employed in pieces that felt more three-dimensional. A 1936 ruby and diamond Fleur brooch, released soon after a second patent was acquired that same year, ultimately was deemed worthy of the book’s cover.

The cover of The Van Cleef & Arpels Collection: 1906-1953. COURTESY OF VAN CLEEF & ARPELS

“This brooch was created [in 1936 and] is thus one of the first examples of this groundbreaking development,” explains Nicolas Bos, president and CEO of Van Cleef & Arpels. “As an example of the way in which technical evolutions exert an influence on style, this piece — one of the oldest Mystery Set creations in our possession — perfectly expresses the very essence of this book. It was acquired by the Patrimony department just as we were completing the first volume, so we naturally thought of it for the cover.”

Bos also notes that the book’s compilation has been in the works for five decades, originating in the 1970s and refined over the years as it continued to be deeply researched by the Van Cleef & Arpels Patrimony department, which oversees the house’s heritage and archives. “This patrimonial Collection – today made up of over 2,700 pieces – is representative of Van Cleef & Arpels’ creations in terms of inspirations, materials, and techniques,” Bos says. “It is for that reason that this work takes the form of a catalogue raisonné: the most comprehensive possible compendium of an artist’s work.”

Caitríona Balfe, wearing Van Cleef & Arpels jewels, including a 1957 necklace crafted of diamonds set in 18-karat white gold and platinum, at the 94th Annual Academy Awards in 2022. MOMODU MANSARAY/GETTY IMAGES

Divided into a trio of hefty chapters, the book kicks off with “The Creative Boom (1906 – 1925),” which highlights a variety of Art Deco-influenced designs, several of which were showcased in a 1925 Paris exhibition of decorative and industrial arts. Chapters two and three explore “A Unique Identity (1926 – 1937),” which explores the development of the singular Van Cleef & Arpels aesthetic, and “From Paris to New York (1938 – 1953),” which highlights the house’s expansion into the U.S., including its inclusion in the New York World’s Fair of 1939. A second volume, which covers the years 1954 through 2000, is expected to be released in 2026, Bos adds.

Platinum-set emerald and diamond Van Cleef & Arpels bracelet from 1925. COURTESY OF VAN CLEEF & ARPELS

Throughout, the book is lavish in its inclusion of archive images and newly photographed jewels, the latter part of a parallel project to create a comprehensive look at Van Cleef & Arpels’ history through its designs. “We wanted the illustrative record to be exhaustive: optimal picture quality, harmonious visual images, pieces photographed from different angles,” Bos says. “Visually, we have treated this book like the catalogue of an exhibition, in which the jewelry creations and archive material complement one another.”

A Van Cleef & Arpels advertisement that appeared in a 1939 issue of French Vogue. COURTESY OF VAN CLEEF & ARPELS

Ultimately Bos says he believes both this book and its subsequent sister volume will further a key Van Cleef & Arpels goal. “Through these initiatives, we hope to show that jewelry is not an isolated art,” he notes. “It is in constant interaction with other disciplines, which inspire it and which it influences in return. As such, it forms part of the great history of the arts.”

The Van Cleef & Arpels Collection (1906-1953) is available now.

Gwyneth Paltrow, wearing vintage Van Cleef & Arpels earrings from the 1960s, attended The Fashion Awards 2023 at the Royal Albert Hall on Dec. 4, 2023 in London. DOMINIC LIPINSKI/GETTY IMAGES

The Hollywood Reporter

Remember… the book’s compilation has been in the works for five decades, originating in the 1970s and refined over the years as it continued to be deeply researched by the Van Cleef & Arpels Patrimony department, which oversees the house’s heritage and archives. — Nicolas Bos, President & CEO, Van Cleef & Arpels

[vesna-v-irkutske]

(same anon asking about letters to artyom btw) I heard that Nikita is a sensitive subject to him so I don't think he would reply to anything regarding him. Also I think the reason he hasn't been responding to letters is because 1: they're not getting to him because of the censorship or 2: he just takes too long to respond. I heard someone sent him a letter in July or August and got a reply back in December so it takes a looong time to send the message. Or maybe he's just busy idk. Doesn't it take money to send messages (also from the prisoner) too?

Yeah, I'm not surprised. I've only seen one letter from Artyom mentioning Nikita, and it's an old one. Of course I can't know what's in every single letter, lol, but I can totally see him not wanting to talk about him. I wonder EXACTLY why. I have a few versions, but whatever. 😒 Yeah, someone wrote a letter in the end of May (2024) and got a reply in the beginning of August. Someone else said that they received a reply in 2 months (2023 or earlier). Another person said: "I wrote to him in July, and he received the letter in 2-3 days, and I think the reply took 20 days." This is the info from the official site of that app: "The time to receive a response to your email depends on many factors: 1) how quickly the censor delivers your letter to the prisoner; 2) how quickly the prisoner writes the answer and passes it to the censor; 3) how quickly the censor will check the response and scan it to send it to your email. On average, the total delivery time for a response to an email takes 10-12 business days, but it may take longer." As for the money, most likely? Although this thing exists, but it probably isn't meant for random people. "An initiative letter is one that a prisoner has independently initiated to begin correspondence with family and loved ones. The letter of initiative form is provided free of charge by the administration of the correctional institution in which the prisoner is located. The recipient pays for such a letter."

[cheritzteam]

[The Ssum] “June” and “Henri” Ending Update Complete! Don’t Miss out on the Commemorative Event Too♡ v.2.1.7 App Update

Hello, dear lab participant.

You can now download the new version of <The Ssum: Love From Today>.

Google Play Store (Android) - linkApple App Store (iOS) - link

This update includes server maintenance, so you will receive 10 Aurora Batteries as Study Support upon accessing the game.

Make sure you access the Lab by 16-AUG-2024 (KST) to get your compensation! *You must collect your reward within 3 days.

The following are the details of the update we have received from the Lab.

< ⓛ Ending Update, “June” and “Henri” Are Waiting for You Lab Participant! >

Ending update has completed all the stories for "June" and "Henri"! What awaits the lab participant in the final chapter? Please join us in helping these two Ssumones find true love through you, the lab participant 💘

< ②The Future of Two Ssumones Changes with the “Choices” of the Lab Participant?>

The Ssum Season 2's exclusive epilogue special support update! What if the lab participant's choices determine the Ssumone's future? Collect the epilogue special support you acquire based on their changed future!

< ③Observe the Ssumones’ Emotions at a Glance Through “Emojis!”>

You can now view cute emojis in the chats with June and Henri. The round and endearing emojis level up the appeal of the Ssumones 🧡 Please look forward to seeing which emojis the two will use to express their love to you, lab participant!

If you're currently matched with someone else, tap the Profile button on the main screen. Tap the arrow button next to your current match's profile picture to match with someone else.

*Chats with your current match will not be deleted and can be continued when you reconnect. When reconnecting, please note the time of your last chat so that you don't miss any chats/calls. *When you match with a new Ssumone, you will need to change your Ssumone at your wake-up time to ensure that all Day 1 chats can take place.

💛Commemorative Event Announcement💛

< X(Twitter) Repost Event >

This August 13, the Update of 💙Henri💙 and 💛June💛 

…and to celebrate, we’re holding a repost event on Cheritz’s official X(Twitter)!

***

💌 How to participate 1) Log in to X(Twitter)🔑 2) Repost the event post(link) on @Cheritz_DL🔁

📆 Event ends on August 13, 2024 (Wed) ~ August 19, 2024 (Mon) KST

🎁 Event prizes - 50 Aurora Batteries (20 winners)

📢 Winner announcement August 29, 2024 (Thu) KST

※Disclaimer※ - You cannot participate with an account set to private. - Winners have 10 days to respond via DM to claim their prize.

We are providing every lab participant with Special Lab Support in celebration of the update!

Make sure to collect the items while they’re available - especially the Aurora Creature Box which can only be acquired through purchase💌

📆 Reward Period ~August 21th, 2024 (Wed) 9 AM KST

🎁 Lab Support Details 5 Aurora Batteries + 1 Aurora Creature Box

The additional update information received from the research institute is as follows.

[New Updates] > Henri's first birthday celebration with you!   Event data for Henri’s birthday has been added. Check out the upcoming event announcements for more details!

[Others] - Minor bugs were fixed.

We hope you hop onto the hype for our newly released Update of <The Ssum>.

We will do our best to provide you with more heart-racing content in the future.

Thank you.

-Cheritz-

[wavesoutbeingtossed]

admittedly I’ve stopped following what’s happening beyond the broad strokes, but for anyone still interested in Blake’s case, there have been some developments on this Friday afternoon (of course).

Blake’s team is seeking a protective order against Baldoni’s about its continuing demands for Blake’s communications with Taylor even though it withdrew its subpoenas because it claimed it had got everything it needed to the press, while at the same time it is continuing to refuse to produce documents it is supposed to submit to Blake’s.

As per Taylor’s lawyer’s email to counsel, no documents were ever produced for Baldoni’s subpoena. In other words, nobody on her team ever turned anything over to Baldoni’s.

This is the relevant bit from Blake’s filing, about Baldoni’s team’s claims that they received communications from Taylor’s team:

Later on May 22, 2025, counsel for Ms. Lively emailed counsel for the Wayfarer Parties about the public statements, interpreted “to mean either that (1) the intent of the Wayfarer Parties’ subpoena, since our understanding is that they obtained no discoverable materials as part of this process, was to introduce scandalous allegations about Ms. Lively and her counsel into the public domain to generate negative stories, or (2) the Wayfarer Parties have received materials responsive to their subpoena, which would come as a surprise given that no materials have been provided to us.” Ex. B. The same email explained that any discovery that the Wayfarer Parties or their counsel obtained concerning Ms. Lively from any third party would be responsive to properly served RFPs. To date, the Wayfarer Parties have not responded to the email, and have not produced any productions from Ms. Swift. Further, the parties have an agreement to produce documents obtained via third party subpoenas to each other promptly upon receipt, which would clearly apply to these documents, if any, notwithstanding the withdrawal of the subpoena.

If I’m understanding Blake’s team’s filing today, its argument is that if Baldoni’s team refused to produce the documents to Blake’s team it received re: communications with Taylor (that it claimed to have to the press), it’s because they don’t actually exist. E.g., Baldoni’s team did not actually “get” anything from Taylor’s team, because there was nothing to produce, and its continued statements to the press that it got “exactly what [it] need[ed]” from Taylor is once again just more smear tactics in the press to cloud the case.

ETA: yes that is exactly what they’re alleging in their email correspondence with Baldoni’s counsel.

Blake’s team is claiming that Baldoni’s is continuing to invoke Taylor’s involvement in the case even though it has been established she has none in order to court the press as per its original strategy document from August 2024.

ETA 2: Taylor’s lawyer confirms there were no documents produced to Baldoni’s team:

Counsel – Please be advised that the Venable Subpoena and the Taylor Swift Subpoena have been withdrawn by counsel for the Wayfarer Parties without prejudice to them timely serving subpoenas in the future should they decide to do so (all parties reserving all rights). No documents are being produced and no deposition is being scheduled. Accordingly, we will be notifying the Court that our motion to quash is moot. Thank you. Doug

[justinspoliticalcorner]

Noel Sims at Popular Information:

In a January 24 press release from the Department of Education, the Trump administration declared that book-banning was a “hoax.” But last month, President Trump invited John Amanchukwu, the self-proclaimed “book-banning pastor,” to the White House for a Black History Month event. Since 2023, Amanchukwu, a youth pastor from North Carolina, has travelled to at least 23 school board meetings in 18 states on a nationwide book-banning tour financed by Trump donors and allies, including Turning Point USA (TPUSA). On this tour, Amanchukwu demands that school districts remove books that do not align with his conservative Christian ideology — usually books written by or about LGBTQ people. Amanchukwu relies heavily on insults and threats during his school board speeches, maximizing each appearance's potential for social media virality. At a recent stop in Murfreesboro, Tennessee, Amanchukwu launched into a typical rant about the book "It Feels Good to Be Yourself." Amanchukwu said the book was "a lie" because it acknowledged that gender identity is fluid and intersex people exist. As proof that the book was lying to children, Amanchukwu cited Genesis 1:27. Informed by the chair of the school board that he was out of order because his comments did not pertain to items on the day's agenda, Amanchukwu just began speaking louder, attempting to drown out the board members. Asked to return to his seat, Amanchukwu was undeterred. "We want to ban books that seek to pervert the hearts and minds of children," he shouted. The shouting continued for approximately three minutes, until the board declared a recess. In April 2023, Amanchukwu attended a meeting of the Wake County Board of Education in his home state of North Carolina with then-candidate for state superintendent Michele Morrow and other local activists. In his comments, Amanchukwu said that inappropriate books were being "purchased and delivered" to local schools as part of a plot by the "Democrat Party" that "castrates children, mutilates children, perverts children, grooms children, murders children, and indoctrinates children." (The Wake County Board of Education is non-partisan.) [...]

The money behind Amanchukwu

In August 2023, Amanchukwu officially announced a nationwide tour of school boards in partnership with a “major organization,” TPUSA. In June 2024, he appeared on a podcast hosted by TPUSA Founder Charlie Kirk during which Amanchukwu revealed that TPUSA had chipped in “thousands and thousands” of dollars to support his work. Amanchukwu also said he received “hundreds of thousands” of dollars from Robert “Dr. Bob” Shillman. Shillman is a businessman and right-wing donor who has previously funded anti-muslim activists including Laura Loomer, Brigitte Gabriel, and Tommy Robinson. Shillman also hosted a fundraiser with J.D. Vance for the Trump campaign in September 2024. Some specifics of the financial arrangement between Amanchukwu, TPUSA, and Shillman have not been disclosed. But, based on TPUSA social media posts, it appears that Shillman’s donations to TPUSA are being used to fund Amanchukwu's school board tour. Amanchukwu has worked with TPUSA Faith, an offshoot of TPUSA, as a contributor since July 2022. Amanchukwu was a featured speaker at America Fest, TPUSA’s annual conference, in December 2024 and is often featured on TPUSA's social media accounts.

[...] In Fall 2024, Amanchukwu became a visiting fellow at the Center for Renewing America, an organization founded by Russell Vought, a lead author of Project 2025 who was recently confirmed as Trump's Director of the Office of Management and Budget. The Center for Renewing America did not respond to questions about Amanchukwu’s work. [...]

Causing chaos at school board meetings to create viral social media content

When Amanchukwu announced his school board tour, he said he would travel to the “wokest and bluest and darkest cities in America.” Instead, his tour has largely stopped in purple or red districts — Boise, Idaho; Washoe County, Nevada; Gwinnett County, Georgia; Midland, Texas. On at least two occasions when Amanchukwu visited school boards that only allow public comments from people residing in their district, Amanchukwu has claimed to be the roommate of a local activist. Amanchukwu’s school board speeches follow a routine format. He identifies a few books he feels do not belong in school libraries. These books often feature LGBTQ characters and range from picture books to more mature young-adult novels. Amanchukwu reads a passage from one of the more mature books and admonishes school board members for allowing such “perverse” material in their libraries. Amanchukwu frequently breaks meeting rules, which has resulted in him being escorted out of meetings by police on several occasions — and provides eye-catching content for his social media accounts.

Popular Information does an exposé on anti-LGBTQ+ extremist and book ban advocate John Amanchukwu. Amanchukwu’s activities have been funded by right-wing bigwigs, such as Turning Point USA.

[beardedmrbean]

WASHINGTON (Reuters) - Nippon Steel plans to invest $14 billion in U.S. Steel's operations including up to $4 billion in a new steel mill if the Trump administration green lights its bid for the iconic U.S. company, according to a document and three people familiar with the matter.

Under details of the plan included in the document, the company will plow $11 billion into U.S. Steel's infrastructure through 2028. That includes $1 billion in a green field site, which is expected to grow by $3 billion over the following years and has not been previously reported. The total investment figure was previously reported by CTFN.

Shares of U.S. Steel rose after the Reuters report and were up 1.5%.

The super-charged investment pledge, up from an initial $1.4 billion, was pitched as part of a last ditch effort to win approval of the merger, which has drawn fire from both Presidents Donald Trump and Joe Biden.

The companies face a May 21 deadline for the completion of a fresh national security review of their proposed tie-up, which was blocked by Biden on national security grounds in January following a prior review. Trump would then have 15 days to decide the fate of the transaction, although the timeline could slip.

It is unclear if the billions in new investment will be enough to sway Trump, though two other sources said his administration sought the increased investment.

The new pledge should be enough to entice the Trump administration to approve the merger, said Nick Klein, a lawyer from DLA Piper.

"Increased investment to expand steel production in the United States is critical to our national security. I think the Trump administration recognizes this and will approve the deal, Klein said.

The offer shows the lengths Nippon Steel is willing to go to secure approval, with a looming $565 million breakup fee and current steep U.S. steel tariffs of 25% to access thriving American steel markets.

U.S. Steel declined to comment. Nippon Steel, the White House and the Treasury Department, which leads the committee overseeing the national security review, did not immediately respond to requests for comment.

Nippon Steel offered $14.9 billion for U.S. Steel in December 2023, seeking to capitalize on an expected ramp up in steel purchases, thanks to the bipartisan infrastructure law.

But the tie-up faced headwinds from the start, with both then-President Biden and Trump asserting U.S. Steel should remain American owned as they sought to woo voters in the swing state of Pennsylvania, where the company is headquartered.

Nippon Steel added investment pledges to sweeten the deal from $1.4 billion to $2.7 billion in August 2024, as well as promises to maintain U.S. Steel's headquarters in Pennsylvania.

But Biden's January block of the deal on national security grounds prompted lawsuits by the companies alleging the national security review they received was biased, a charge the Biden White House disputed.

The steel giants saw a new opportunity in Trump administration, which began on January 20 and opened a fresh 45-day national security review into the proposed merger last month.

But Trump's public comments, ranging from welcoming a simple "investment" in U.S. Steel by the Japanese firm to floating a minority stake for Nippon Steel, have done little to shore up investor confidence in an eventual greenlight.

Nippon Steel Vice Chairman Takahiro Mori was in Washington last week to meet with U.S. officials to try to win approval of the deal, Reuters previously reported.

[isawthesainz]

Race Recap 16: Monza, Italy

Sunday 1st September 2024

Build-Up:

On 26th August, Uralkali confirm that they have received payment from Haas and Haas are now allowed to leave the Netherlands

Also on 26th August, Helmut Marko reports that Liam Lawson is likely to replace Logan Sargeant at Williams for Monza

On 27th August, Williams announce that Franco Colapinto will be replacing Logan Sargeant for the remainder of the 2024 season

Also on 27th August, it is reported thag Liam Lawson was Williams number 1 choice to replacing Logan Sargeant, but Red Bull wanted a deal where they could recall Lawson at any moment, in case they wanted to replace a driver at VCARB or Red Bull. Williams couldn't agree to these terms so chose Colapinto instead

On 29th August, the safety car crashes into the wall at Parabolica during test laps around the circuit

On 30th August, Kimi Antonelli - driving George Russell’s car - crashes into the wall 10 minutes in to FP1

Also on 30th August, it is reported that Valtteri Bottas is currently the favourite for the 2nd seat at Sauber/Audi next season. He has reportedly been offered a one year contract extension, but is ideally looking for a 1+1 deal. If Bottas’ deal falls through, Gabriel Bortoleto would then be Saubers next option

Also on 30th August, Kevin Magnussen crashes in FP2

On 31st August, Mercedes confirm that Kimi Antonelli will be replacing Lewis Hamilton at the team from 2025

Also on 31st August, McLaren is fined €10,000 for an unsafe release in the pit lane into the path of Max Verstappen during qualifying

On 1st September, it is announced that Ferrari’s sponsorship deal with Santander will come to an end at the end of 2024. Santander says they will look elsewhere for a new deal, with Williams a possible destination

Race Highlights:

Lando Norris makes a good start from pole, maintaining his lead ahead of teammate Oscar Piastri into Turn 1

George Russell locks up into Turn 1 trying to avoid Piastri’s car and runs off the track, conceding places in the run-off area

Piastri overtakes Norris for the lead on the exit of Turn 2, and Norris also loses P2 to Charles Leclerc

Sergio Perez complains that Russell’s car had suffered damage to the front wing end plate and that it would be potentially dangerous

On Lap 4, Daniel Ricciardo and Nico Hulkenberg are noted by Race Control for causing a collision at Turn 8

Hulkenberg also runs into the side of Yuki Tsunoda’s car into Turn 1, damaging his front wing and causing Tsunoda to use the run-off area

On Lap 8, Tsunoda is told to box and retire the car

Ricciardo is given a 5-second time penalty for the incident with Hulkenberg

On Lap 15, McLaren tells Norris to put to undercut Leclerc. Norris hits the speed entry board as he locks up across the pit entry line

Leclerc completes a 2.5-second pit stop but rejoins the race behind Norris

Ricciardo is given a 10-second penalty for failing to serve his time penalty correctly. The replay shows that a RB mechanic touched the car when Ricciardo came into the pits

On Lap 25, McLaren reminds Norris about ‘papaya rules’ on the radio, suggesting that Norris would need to cover and assist Piastri to maintain his lead

On Lap 22, Max Verstappen suffers a slow pit stop of 6.2 seconds due to the right rear tyres struggling to come off

On Lap 25, Kevin Magnussen is handed a 10-second time penalty for an incident with Pierre Gasly

On Lap 31, Norris locks up, extending the gap to Piastri to 4.8 seconds

Norris pits on Lap 33. McLaren asks Piastri if he thinks a one-stop is possible, and he responds that he doesn’t think so

Norris manages to overtake Verstappen on Lap 41

Carlos Sainz is overtaken by Piastri on Lap 45 followed by Norris on Lap 48

Leclerc crossed the line to take victory at Ferrari’s home race

Race Results:

1st Place: Charles Leclerc

2nd Place: Oscar Piastri

3rd Place: Lando Norris

[swradiogram]

Shortwave Radiogram, 1-7 August 2024 (program 364): Digital modes created without photosynthesis

Not many of us are awake for the "red-eye" edition of Shortwave Radiogram Mondays at 0800-0830 UTC (4:00 am EDT) on 5850 kHz. I was awake this past Monday  (29 July), when I heard the WRMI station ID at 0800 UTC. Then silence. After about minute WRMI's filler music (an interesting, eclectic mix) started. WRMI responded to my email, but I don't think they ever found out what happened. All the other transmissions of program 363 on WRMI (and WINB) were broadcast as scheduled. Here in northern Virginia, it's still hot. We're on track to experience the most days per summer above 90F/32C. And there is the humidity and the drought. At least I'm retired now and no longer must cope with cars on the Washington Metro (subway) with broken air conditioning. That made for an interesting evening commute. A video of last week's Shortwave Radiogram (program 363) is provided by Scott in Ontario (Wednesday 1330 UTC). The audio archive is maintained by Mark in the UK. Analysis is provided by Roger in Germany. Here is the lineup for Shortwave Radiogram, program 364, 1-7 August 2024, in MFSK modes as noted:  1:44  MFSK32: Program preview  2:52  MFSK32: Plans for world-first space-based energy grid  6:28  MFSK64: 'Dark oxygen' created without photosynthesis?  9:33  MFSK64: This week's images 28:34  MFSK32: Closing announcements Please send reception reports to radiogram@verizon.net And visit http://swradiogram.net Twitter: @SWRadiogram or https://twitter.com/swradiogram (visit during the weekend to see listeners’ results) Facebook group: https://www.facebook.com/groups/567099476753304 Shortwave Radiogram Gateway Wiki: https://wiki.radioreference.com/index.php/Shortwave_Radiogram_Gateway

Other Shortwave broadcast programs that include digital text and images include The Mighty KBC, Pop Shop Radio and Radio North Europe International (RNEI). Links to these fine broadcasts, with schedules, are posted here.

Mitch in Arizona received these images on a Tecsun PL-880, July 27, 2024, 0230-0300 UTC on 9265 kHz from WINB Pennsylvania ...

[maestro-elsau-67]

Fun Fact about this blog post: Part 1 (Posted on June 3, 2025) — I deleted the photo from May 24 and replaced it with this blog post about Natalie Portman. Why? Because on June 1, she posted a picture on Instagram that felt like a request—asking me to ghostwrite novellas in English for her.

This blog post is my response to that IG post.

----------------------“Here’s my draft reply to Natalie regarding [ghostwriting novellas].”-----------------------

Dear Natalie,

I recently came across your Instagram post regarding The English Understand Wool by Helen DeWitt. Upon reading the synopsis, I was immediately struck by its thematic resonance: a young woman who takes control of her narrative by writing her own novel. It was not lost on me why you might have chosen to spotlight this particular work.

I understand the implicit message. You are expressing a desire to collaborate—more specifically, to engage my services as a ghostwriter for future novellas authored under your name. I accept this proposition, with a few important stipulations that I trust you will appreciate.

First, you must be aware that I have no intention of working with traditional publishing houses. The modern publishing industry, in my view, has become compromised—governed more by commercial gatekeeping than by literary integrity. To protect creative ownership and ensure fair compensation, I strongly advocate for independent publishing.

To that end, I encourage you to establish your own direct-to-consumer platform—your own website, through which your novellas can be sold independently. This will allow you to retain up to 95% of the profits and maintain complete creative control. Should you wish to produce physical editions, we can identify trusted retailers or printers who align with this independent ethos.

As for myself, I intend to pursue a similar path: to write, publish, and distribute my future works independently, through my own platform. I believe this is the most ethical and sustainable model for the contemporary writer-artist.

Given our mutual aspirations, I recommend reaching out to our mutual friend and ally, Brian Chesky (@bchesky). He may well be interested in supporting the infrastructure required for such independent ventures.

However, please note that I am currently on a mandated period of rest. After eighteen consecutive months of intensive creative labor—from January 2024 through May 2025—I have been diagnosed with clinical mental fatigue. My doctor has instructed me to take two full months of cognitive rest. Accordingly, I will be entirely inactive throughout June and July, and will resume my work in August.

Upon my return, I will begin composing my novellas in French, followed by English versions. I am amenable to ghostwriting both the French and English novellas for you, under the clear authorship attribution: "A French novella written by the author Natalie Portman."

Once the manuscripts are completed, I will contact my editor and literary representative, Mouloud Achour (Instagram: @mouloudachour). All negotiations and publication matters concerning the French-language novellas should be conducted directly with him, through his publishing house, Clique Éditions (@clique_editions).

Mouloud will act as my exclusive representative and literary manager for both the French and English works. For all intents and purposes, he is now the sole point of contact for any publishing or rights discussions involving my work.

Finally, I wish to formally confirm: I will transfer full authorship rights of the ghostwritten novellas to you. You will be publicly acknowledged as the author, while I remain the silent creative force behind the work. I do this because I understand how vital it is for you to receive public recognition for these literary undertakings.

I trust this message will offer clarity, reassurance, and a clear path forward.

With sincerity and friendship,

Maestro Elsau

P.S.:

Synopsis of the Letter:

The sender, Maestro Elsau, responds to Natalie Portman's Instagram post about The English Understand Wool, interpreting it as a subtle request for his ghostwriting services. He agrees to ghostwrite novellas for her, on the condition that they be published independently—outside of the traditional publishing industry, which he criticizes as corrupt and restrictive.

He urges Natalie to build her own website to sell her books directly, keeping the majority of the profits and bypassing industry gatekeepers. He also suggests enlisting the support of Brian Chesky to help fund their independent publishing platforms.

Maestro explains that he is currently on a two-month medical leave due to mental exhaustion after 18 months of nonstop work, and will not resume writing until August. His plan is to write novellas first in French, then in English, and he agrees to ghostwrite both for Natalie under her name.

He designates Mouloud Achour, of Clique Éditions, as his editor and representative for all publishing negotiations and states that Natalie must coordinate with Mouloud going forward. Finally, he confirms that he will relinquish all authorship rights to Natalie, allowing her to publicly claim ownership of the works.

IG picture of Natalie:

View this post on Instagram

A post shared by Natalie Portman (@natalieportman)

[hoperasa-digitalresearchproject]

References

Buffalo in Vietnamese culture. (2021, February 10). Vietnam+. https://en.vietnamplus.vn/buffalo-in-vietnamese-culture-post196092.vnp#:~:text=Apart%20from%20their%20contribution%20to,can%20also%20symbolise%20powerful%20warriors.

Chapelle, D. (1919-1965). (n.d.). In Wisconsin Historical Society. https://www.wisconsinhistory.org/Records/Article/CS505

Clifton, T. (2006, July 20). Obituary: Catherine Leroy. The Guardian. https://www.theguardian.com/news/2006/jul/21/guardianobituaries.france

Flexner, V. (2024, March 19). Her photos captured a side of war not seen before. The Story Exchange. https://thestoryexchange.org/gerda-taro-first-female-war-photographer/#:~:text=German%2Dborn%20Gerda%20Taro%20is,her%20future%20was%20forever%20changed.

Herman, E. (2017, September 27). In her own words, photographing the Vietnam War. Lens. https://archive.nytimes.com/lens.blogs.nytimes.com/2017/09/27/in-her-own-words-photographing-the-vietnam-war/

Pulella, D. n.d. Christine Spengler: Je suis nee le jour de ma premiere photo. XIBT Contemporary Art Magazine. https://www.xibtmagazine.com/2022/03/christine-spengler-je-suis-nee-le-jour-de-ma-premiere-photo/#:~:text=This%20is%20how%20Spengler%20signs,for%20the%20Associated%20Press%20agency.

Taylor-Lind, A. (2017, March 8). Women photographers are being written out of the war narrative. Time. https://time.com/4694204/women-war-photographers/

Randal, J. (2008, Sept. 17). Obituary: Francoise Demulder. The Guardian. https://www.theguardian.com/artanddesign/2008/sep/18/photography.women

Siddons, E. (2021, August 4). A bride waving a flag in bombed-out Beirut: Christine Spengler's best photograph. The Guardian. https://www.theguardian.com/artanddesign/2021/aug/04/bride-waving-flag-bombed-out-beirut-christine-spenglers-best-photograph

Strochlic, N. (2018, August 7). Inside the daring life of a forgotten female war photographer. National Geographic. https://www.nationalgeographic.com/culture/article/world-photography-day-dickey-chapelle-female-war-photographer-combat-vietnam

Visuals

Adams, E., (1968, Feb. 1). They killed many of my people, and yours too [Photograph]. WBUR. https://www.wbur.org/

Benson, O.M. (1966, November 4). Chapelle memorial plaque [Photograph]. Wisconsin Historical Society. https://www.wisconsinhistory.org/Records/Image/IM33133

Chapelle, D. (1962). Vietnamese children respond to mortar fire [Photograph]. Military Times. https://www.militarytimes.com/gallery/2017/09/08/photos-by-combat-photographer-dickey-chapelle/

Chapelle, D. (1962). Vietnamese soldiers question a prisoner in a dry rocky field in Vietnam in 1962 [Photograph]. Milwaukee Journal Sentinel. https://www.jsonline.com/picture-gallery/entertainment/books/2023/07/10/photos-war-correspondent-dickey-chapelle-shorewood-native/12153881002/

Demulder, F., Roger-Viollet, H. (1976, January 1). Lebanese Civil War [Photograph]. Roger-Viollet. https://www.roger-viollet.fr/image-photo/lebanese-civil-war-1975-1990-in-january-the-600637

Demulder, F., Roger-Viollet, H. (1975, April 30). Vietnam War [Photograph]. Roger-Viollet. https://www.roger-viollet.fr/image-photo/vietnam-war-1955-1975-fall-of-saigon-on-april-420043

Department of Defense. (1966). U.S. Marines bombing bunkers and tunnels used by the Viet Cong [Photograph]. Britannica. https://www.britannica.com/event/Vietnam-War

Francolon, J. C. (1977, March 1). French war photographer Francoise Demulder in Paris [Photograph]. Getty Images. https://www.gettyimages.com/detail/news-photo/returned-from-a-trip-in-thailand-and-before-receiving-her-news-photo/110133897?adppopup=true

Huet, H. (1966, January 30). A soldier pauses to look up with one eye as he treats his injured comrade [Photograph]. Time. https://time.com/vietnam-photos/

Leroy, C./oriondt01 on Ebay. (1968). The ravaged [Photograph]. Look/Ebay. https://www.ebay.com/itm/325349366208

Look editorial staff/oriondt01 on Ebay. (1968, May 14). This is that war [Photograph]. Look/Ebay. https://www.ebay.com/itm/325349366208

Milwaukee Journal Sentinel. (1940). She's ready to defend America [Photograph]. Wisconsin Historical Society. https://www.wisconsinhistory.org/Records/Image/IM11541

Olson, J. (1968). Wounded Marines being evacuated during the Battle of Hue in February 1968 [Photograph]. The New York Times Magazine. https://www.nytimes.com/interactive/2019/02/19/magazine/vietnam-war-photo-wounded-marine.html

Spengler, C. (1973). The year of the buffalo [Photograph]. Lens Culture. https://www.lensculture.com/articles/christine-spengler-war-photographer-between-shadow-and-light#slideshow

Spengler, C. (2005). Christine Spengler in 2005 [Photograph]. The Guardian. https://www.theguardian.com/artanddesign/2021/aug/04/bride-waving-flag-bombed-out-beirut-christine-spenglers-best-photograph

The Associated Press. (1967). The photojournalist Catherine Leroy [Photograph]. What's her name. https://whatshernamepodcast.com/catherine-leroy/

Leroy, C., Time. (1968). A remarkable day in Hue: The enemy lets me take his picture [Photograph]. Amazon. https://www.amazon.com/Life-Magazine-February-16-1968/dp/B006Y8Q1TQ

Ut, Nick. (1972). South Vietnamese forces follow terrified children [Photograph]. The Associated Press. https://apnews.com/article/nick-ut-saddam-hussein-middle-east-aa62a1d616ce2bfa546d0d178bb7f2b0

[maximuswolf]

My experience buying a record from BeatRelease.com (Spoiler alert: it never came!)

My experience buying a record from BeatRelease.com (Spoiler alert: it never came!) This is my story of a purchase that I made with BeatRelease.com. Chapter 1 I purchased 2 albums from Beat release August 19th. My expectation that the delivery would be about a week or so (standard shipping time). I reached out to their team 10 days after the order as I didn’t see the tracking number and had no communication with them. To get a response, I had to leave comments on their instagram posts. Only after begging for help publicly, they responded and stated that someone would reach out shortly.Chapter 2Once someone finally responded to my email, I was told that they are experiencing growing pains and that some of the orders are behind. I could wait or they could refund my order. At this point (2 weeks in) I thanked them for being upfront and asked that they fulfill my order. (Queue SpongeBob voice, “2 weeks later”)Chapter 3I was forced to reach back out to ask about the status of my order after radio silence for 2 weeks. Support responded and stated that one of the records was still on order and they didn’t expect it for 30 more days, but the second record was ready to be shipped. I asked that they send the album that was ready to go and cancel the other. They responded and stated I would receive a tracking number in a couple days. Chapter 46 days later a tracking number was provided after I reached out for support. The tracking number was for a printed packing slip, which had not been delivered to USPS. They stated this was normal and it should update any minute. The tracking number never updated, they blamed USPS for losing the package. Much back and fourth ensued and eventually they stated they would “send another record”. I waited and waited and waited, nothing ever came of this empty promise.Chapter 5Eventually after 78 days, 69 emails and other communications through instagram and their app. They responded and canceled my order. For my trouble, they offered to provide me with a $15 gift card. (Which never was actually sent!) They have stopped communication with me and my account with their app mysteriously stopped working (“could not find customer”).To top it all off (and to add insult to injury), the record I tried to buy is still for sale on their website/app but for $22 more than I paid for it, with a shipping estimate of 6-9 day delivery. (Air - Moon Safari)TLDR: Please for the love of god, DO NOT give BeatRelease any business. Worst customer experience I’ve ever had in my 37 years of life on this planet. Guaranteed they will respond to this post with excuses and more empty promises. Don’t fall for the BS, Support your local record store. Submitted November 21, 2024 at 04:45PM by woopDeeeeeeeeeeDo https://ift.tt/8NvKtQF via /r/Music

[daphenominchief]

Arnold D. Navales, Rey C. Chavez, Rosindo J. Almonte and Alfonso E. Laid vs People of the Philippines; William Velasco Guillen vs. People of the Philippines, G.R. No. 219598 & 220108. August 07, 2024

FACTS

The Davao City Water District (DCWD) sought to undertake the Cabantian Water Supply System Project, a well-drilling project. The DCWD Board of Directors approved the project with an initial budget of PHP 33,200,000.00. The project involved drilling two wells, each with an estimated cost of PHP 4,000,000.00.

On November 25, 1997, the Pre-bidding and Awards Committee (PBAC-B) of the DCWD, rather than invite bids in a public forum, invited four drillers to participate in a negotiated contract for the project. Of the four drillers invited, only three responded. However, these three companies requested the project's implementation be postponed until they had the necessary equipment.

On December 16, 1997, the PBAC-B recommended to the head of the DCWD that Hydrock be awarded the project through a negotiated contract. The DCWD board approved the recommendation and awarded the project to Hydrock for PHP 2,349,180.00.

In 2008, a complaint was led against petitioners, who were ocers of the DCWD, for violation of Section 3(e) of Republic Act No. 3019 (the Anti-Graft and Corrupt Practices Act). The petitioners were accused of giving unwarranted benets to Hydrock by awarding the project through a negotiated contract without public bidding.

The Sandiganbayan convicted the petitioners.

The petitioners appealed the decision, arguing that the prosecution failed to prove the elements of the crime.

kapsaura2024

ISSUES

Whether or not the petitioners' conviction for violation of Section 3(e) of Republic Act No. 3019 was proper.

Whether or not petitioners' right to speedy disposition of cases was violated.

RULING

I.

To be convicted under Section 3(e) of Republic Act No. 3019, the prosecution must prove beyond reasonable doubt the following elements: (1) the oender is a public ocer discharging ocial functions at the time material to the case; (2) the public ocer acted with evident bad faith and manifest partiality; and (3) the public ocer's actions gave any private party unwarranted benets, advantage, or preference.

In the case at bar, while the prosecution proved that the petitioners were public ocers discharging ocial functions at the time material to the case, it failed to prove that they acted with evident bad faith and manifest partiality. The petitioners' decision to award the project to Hydrock through a negotiated contract was based on their assessment of the prevailing circumstances, such as the failure of public bidding and the urgency of the water crisis in Davao City.

While the prosecution presented evidence to show that the petitioners dispensed with the required public bidding, it failed to show that they did so with corrupt motives. The fact that Hydrock was the only bidder who was prepared to commence the project immediately is not proof of bad faith or manifest partiality on the part of the petitioners.

It was the DCWD Board, not the petitioners, that had the power to award the project to Hydrock. The prosecution also failed to prove that Hydrock received unwarranted benets, advantages, or preferences. The fact that Hydrock submitted higher price quotations after the award does not automatically mean that the petitioners intentionally gave it an undue advantage.

Hence, the prosecution failed to prove all the elements of the crime, the petitioners' conviction for violation of Section 3(e) of Republic Act No. 3019 must be REVERSED.

II No, the petitioners' right to speedy disposition of cases was not violated.

kapsaura2024

No, the petitioners' conviction was not proper.

2

The Constitution guarantees the right of the accused to a speedy disposition of cases, but this right is not absolute. The right to speedy disposition of cases is a relative, not an absolute, right, and may be waived or abandoned by the accused through inaction.

In this case, the petitioners argued that their right to a speedy disposition of their cases was violated because it took the Ombudsman almost eight years to complete the preliminary investigation, they raised this issue only more than seven years after the ling of the Amended Information and only after their conviction by the Sandiganbayan.

Petitioners did not raise their right to speedy disposition during the preliminary investigation. The petitioners’ belated invocation of their right to a speedy disposition of cases is deemed waived.

Thus, the petitioners waived their right to a speedy disposition of their cases, their conviction must be AFFIRMED.

[bllsbailey]

Biden's Response To Israeli Reporter Prompts Mockery And Criticism

After being questioned about a possible hostage deal on Tuesday, President Joe Biden bizarrely asked an Israeli reporter whether she could “get hit in the head” by a camera behind her.

Neira Kraus, an Israeli journalist, questioned Biden about his previous claim regarding how he could “get a hostage deal” by the end of his presidential term.

After hearing the question, Biden responds, saying: “Do you think that you can get hit in the head by the camera behind you?”

The president then moved on to his discussion in the Oval Office with Israeli President Isaac Herzog.

The thing that truly concerns me about Biden’s response to my question is that the political reality is such that President Biden, who’s committed to bring the hostages home, was not able to give me a clear answer about this very critical question regarding getting a hostage deal… https://t.co/BO5bEsLj3S— Neria Kraus (@NeriaKraus) November 12, 2024

שימו לב לעומק העליבות. אני שואלת את נשיא ארה״ב על החטופים כי אני חושבת שזה הנושא הכי חשוב לעסוק בו. הוא מתחמק מהשאלה האם תהיה עסקה עד סוף כהונתו. הביביזם חוגג. עולב. https://t.co/Hvvz3m4iIc— Neria Kraus (@NeriaKraus) November 12, 2024

Kraus post translation: “Note the depth of the misery. I’m asking the US president about the abductees because I think it’s the most important issue to deal with. He avoids the question of whether there will be a deal until the end of his term. Bibism celebrates. insulting.”

The hostages that Hamas is currently holding following the October 7th attack on Israel were the subject of Kraus’ inquiry.

At least 251 individuals were kidnapped by Hamas and other Islamist groups who assisted in the aftermath. 73 of them were reportedly executed on October 7th, or while in captivity, 117 hostages had been brought back to Israel alive as of August 28th, 2024, and 37 more bodies were returned home.

Later, in response to requests for a ceasefire, Biden previously stated, “We should have those hostages released, and then we can talk.”

Alyssa Farah Griffin of “The View” chimed in with her own comments as well in regards to Biden’s strange attempt at a joke.

“Are we really surprised millions of Americans felt gaslit about Biden’s condition and mental sharpness?” she posted on X.

In a statement released after Donald Trump’s presidential triumph last week, Hamas listed five demands for Trump.

Hamas officials reportedly said, “Our position on the new American administration depends on its positions and practical behavior toward our Palestinian people, their legitimate rights, and their just cause,” the statement said, according to an independent Palestinian news agency SABQ24NEWS.

As Trump’s new ambassador to the UN, Representative Elise Stefanik of New York will take up the leadership on U.N. policy matters, including Israel. In December 2023, Stefanik had already questioned former Harvard President Claudine Gay over anti-Israel protests on her campus.

“The United States must stand with Israel’s decision to ban Hamas-infiltrated UNRWA from operating in Israel, the West Bank, and Gaza. UNRWA staff participated in the heinous terrorist attacks on October 7th, its headquarters housed an underground Hamas data center, and Hamas leader Yahya Sinwar carried the passport of an UNRWA teacher when he was killed…The Biden-Harris Administration has sent over $1 billion to UNRWA since 2021, filling the coffers of this terrorist front. This must end,” Stefanik stated.

Stay informed! Receive breaking news blasts directly to your inbox for free. Subscribe here. https://www.oann.com/alerts

[tunespeakapp]

Dierks Bentley: 9/14/24 “It was my second time seeing Grammy nominated, ACM, CMA, CMT winner and Opry member Frederick Dierks Bentley 48 from Phoenix Arizona LIVE. The first was at the Blind Horse Saloon during the ‘Beers On Me Tour’ in 2021 toward the tail end of the pandemic where Bentley packed 2,000 maskless fans into the tiny Greenville venue. The weather was perfect for an evening featuring full sets by three Country Music artists, Hurricane Francine having since past with its remnants remaining stalled over Memphis. I had entered a contest on Bentley’s Facebook Page back in June granting one winner a pair of tickets. On August 30th I received an email that I was the solo winner out of 167,180 entries and to claim my seats at will call under the artist’s guest list. The 31-stop ‘Gravel And Gold Tour’ which began in Fort Worth and ends in Milwaukee made its 28th stop at Simpsonville’s outdoor amphitheater. The tour is Bentley’s 16th major tour and brings with it all the bells and whistles with a 6-man band and 55 crew members. With 10 albums in his 23-year career with 41 charted singles including 18 #1s, the headliner’s set list was bound to deliver all the favorites. Arriving early I stood just outside the gates to hear the VIP Pre-Show acoustic mini-set. Upon entry and claiming my 10th row center seat I walked up to take in a close-up of the stage. The stage featured an E-shaped rear riser featuring a center ramp and two end ramps ending in sets of stairs. A small pit separated the reserve seating from the stage. 100+ lights enclosed the stage on the top and sides. The drumhead featured the tour logo ‘DIERKS BENTLEY GRAVEL & GOLD 2024 TOUR’ as well as the translucent video wall in the forefront. At 6:56 p.m. the stage lights illuminated as the first opener Tanner Usrey and his 4-man band took to the stage to the recorded sounds of Guns N’ Roses ‘Welcome To The Jungle’. It was my second time in 8 days seeing Tanner perform LIVE, the first was in Columbia with Koe Wetzel. Beginning with ‘Blackberry Wine’ from the Twisters Movie Soundtrack the Country/Southern Rock/Americana singer from Prosper Texas was off to a 30 minute / 6 song set. ‘My name’s Tanner Usrey from Texas, thanks for being here.’ Usrey drew the majority of his material from his lone studio album ‘Crossing Lines’ 2023 released on Atlantic Records. The set unlike Columbia’s which featured a cover of Rod Stewart’s Faces ’Stay With Me’ ended with a rousing version of Fleetwood Mac’s ‘The Chain’. Tanner quit his job in 2019 starting off all on his own pounding the pavement for gigs and put 100K on his van in the first year and a half. He’s certainly paid his dues and has proven to be a worthy opener for the likes of Dierks and Koe! After a rather quick stage turn the lights went down to the recorded sounds of Ed Sheeran’s ‘BLOW’. A LB logo designed to look like a Lee jeans back pocket patch appeared on the video wall and two smaller screens to the left and the right illuminated to follow the LIVE action footage. ACM and CMA award winning Singer/Songwriter Kenneth Mobley Brice Jr 45 from Sumter South Carolina with 5 studio albums with 21 singles including 8 #1s took the stage for a 1 hour / 10 song set. Besides his own material, he has also co-written singles for artists like Garth Brooks, Tim McGraw and the Eli Young Band. His ‘More Than a Memory’ recorded by Brooks became the first song ever to debut at number one. Beginning with ‘Soul’ a top 20 hit from 2021 we were off to an evening of all-charted singles. Lee wearing a WAYLON cap and guitar strap which read ‘Words Fail Music Speaks’ quickly won over his home State crowd. ‘It is so hood to be back in my home state!’ The set featured a total of 6 number ones including ‘I Don't Dance’ ‘Hard To Love’, ‘I Drive Your Truck’ dedicated to our military and first responders, ‘Rumor’, and ‘One Of Them Girls’. The sixth was ‘I Hope You're Happy Now’ a number one for Carly Pearce which she invited him to sing with her. ‘If y’all know it I’m gonna need you girls to maybe take care of her part cause I can’t exactly fold her up and put her in my back pocket and take her around the country with me.’ Brice was both tough and tender. One of the more tender moments were when he utilized the video screens to backlight his silhouette looking toward the audience as the amphitheater illuminated with cell phone lights. Another was his solo piano work on ‘I Don’t Dance’ exclaiming, ‘What a beautiful night y’all, come on.’ Mid-set Brice switched guitars, his strap in Clemson orange and purple revealing his football number ’55’. Lee attended Clemson University on a football scholarship. He played special teams there as the long snapper, but after an arm injury, he decided to focus on a country music career. Brice has come full circle playing a full set of all hits in his home state, a great evening for the local performer achieving stardom status. A half hour stage turn uncluttered the stage set leaving only Bentley’s equipment and amps in the forefront. At 9:11 p.m. the lights went dark as the lights lit up all red, the sounds of a plucking banjo made the mood complete. The center of the video wall opened up in all white light as Dierks made his appearance slowly walking down the ramp and taking his rightful place front and center. Beginning with ‘Gold’ the only song from the latest release bearing the tour’s name Dierks was off and running to an hour and thirty-five minute / 18 song set. It’s lyrics ‘I got some rust on my Chevy but it's ready to roll’ sent a clear message that the artist was speaking of himself metaphorically. The next song ‘Lot Of Leavin Left To Do’ with a dueling acoustic guitar match with Ben Helson continued the irony. ‘How we doin tonight Greenville? Simpsonville, I guess is the new hot spot in Greenville.’ In ‘I Hold On’ Bentley held up and kissed ‘this here flat top guitar’. He swapped out the lyrics, ‘singing every country song’ to ‘singing every Lee Brice song’ and challenged the audience to sing their loudest to the song’s chorus. He paused to honor his VIPS in attendance, his Aunt Barbie, his friend George, and his banjo player’s daughter Sidney. ‘I got family in the front row, it’s a big show.’. ’To get this party up to the next level, I’m gonna have to trade this instrument for my preferred instrument where I do my best work.’ “Nobody plays the red solo cup like I do.’ The song was ‘Am I The Only One’ with a mash of Toby Keith’s ‘Red Solo Cup’. 16 keg shaped mini-video screens made the song come alive. Bentley called for a beer shot-gunning contest choosing a representative from each side of the audience, one male and one female. Turning over the discarded cans, the man was the clear winner as he drained the remaining contents of each to the floor of the stage. ‘It’s 2024 everybody gets a medal’ he determined! The hits rolled on, ‘Living’ and ‘Say You Do’ a pair of number ones, and ‘Burning Man’ and ‘Gone’ a pair of number twos. ‘Do you guys like the blue-grassy more country stuff?’ Bentley asked as he positioned banjo and fiddle to his left and guitar and bass to his right. His cover of Tom Petty’s ‘American Girl’ which he recently recorded for the country tribute album ‘Petty Country’ would determine the answer to the question. The sole answer only spoke to who the American Girl was, not the style of music, ’I’m pretty sure she’s a South Carolina Girl!’ ‘Black’ was performed behind a special effect video wall, and ‘Up On The Ridge’ mashed in New Grass Revival’s ‘Callin' Baton Rouge’. Charlie Worsham (former Old Crow Medicine Show) took the lead, and the band took over the spotlight leaving Dierks in the dark. Dirks called for a humbs up or thumbs down vote between him and the band, then introduced them one by one. Likening the all-Nashville band to the 6 players of a hockey team there was Charlie Worsham on guitar and mandolin; CMA Fiddle Player Of The Year Dan Hochhalter on guitar and fiddle; Tim Sergent on 5-string banjo, pedal steel, lap steel, and dobro; team goalie Steve Misamore on drums; and Cassady Feasby on bass. Bentley introduced himself as the obvious team’s center. A trio of number ones ended the regular set, ‘5-1-5-0’, ‘Somewhere On A Beach’ and ‘What Was I Thinkin’ his first #1 released back in 2003. A mash-up of ‘Beers On Me’ was interwoven. As road attendants tossed cans of Bud Lites from the wings Dierks caught them all one-handed without dropping a single one and tossed them out to folks in the front row of the pit for a toast. Thanking the crowd, he exited the stage leaving the lights dimmed obviously for an encore. The stage lights brightened to all blue as Bentley reappeared dressed in an airline captain’s hat and jacket with aviator glasses. Taking his place a top a on a scissor-riser center stage with a backdrop of an airplane’s cockpit and instrument panel he performed ‘Drunk On A Plane’ tossing out Mardi Gras beads into the audience. Exiting the stage the second time the band reappeared entering from the center of the video wall resembling the side door of a van as their alter egos ‘Hot Country Knights’. Dressed in colorful 90’s clothing, tight jeans and wearing wigs, dancing about with a headless bass and keytar as instruments they performed a medley of all 90’s covers [.T-R-O-U-B-L-E / I Like It, I Love It / Meet In the Middle / Little Rock / Heads Carolina, Tails California / Achy Breaky Heart / Man I Feel Like a Woman / Friends in Low Places]. The over-the top ending brought down the house leaving folks in all smiles and laughter as we exited the venue back to the future with a renewed sense of hope drawn from our past!” Review and photo by DAve (Concerts #928-930)

[sunflowersareonfire]

I decided to do a little bit of data analysis of my texting habits from June 16, 2016 to September 14, 2024.

Why? Shits and giggles, mostly.

Days, Months, & Years* Total Days in Sample: 3,010 Total Years: 8.25 Busiest Month: January Calmest Month: November

On Text Messages Total Messages: 499,040 Average Texts Per Day: 166 Average Texts Per Year: 60,515

On Word Counts Total Words: 4,958,137** Average per day: 166 Average Words Per Day: 1,647 Average Words Per Year: 601,236

On People Total Number of People: 1,413 Average People Per Day: 9 Minimum Number Per Day: 1 Maximum Number Per Day: 30 Work Related: 1,378 (97.5%) Family Related: 5 (0.3%) Friends & Romance: 30 (2.1%) Friends No Longer In Touch: 23 (76% of the 30 in the last 8 years)

On Photos & Media Total Number of Images: 26,104 Average Images Per Day: 9*** Average Images Per Year: 3,165

*My current streak is 1,713 days. That is, I haven't had a day in more than 4.7 years in which I haven't received or responded to a text message to at least one person.

**Fun fact, Robert Jordan's The Wheel of Time spans 15 books and more than 4.4 million words. The total word count that I've sent/received via text messaging is 13% more words in 27% of the time it took for Jordan to have all of his books published (assuming we start in 1993).

***97.4% of these images of GIF responses that boil down to a top ten that is mostly annoyed gifs from Parks & Recreation (Ron Swanson), The Office (Michael Scott), and Brooklyn Nine-Nine (Captain Ray Holt).

On Hell During this particular period of time I was contending with a supervisor that was extremely micro-managerial. This was also during the COVID-19 pandemic and immediately after. So much more communication was being sent via text message than other forms of communication for all of the people that I knew. The number of emails that I was receiving from her per day was 70, on top of text messages for crisis calls (as I was on call ever other week).

What...what do you do? I'm currently a mid-level manager for a non-profit, which has been the case since August, 2023. I've been at the same agency since May, 2015, and have worked in three states for this company.

[accommodationrequest]

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.