teamworks wells fargo

Here you will find essential information about Wells Fargo Human Resources (HR) policies and other important corporate

 

Payment Verification



Payment Verification
You are expected to check your pay voucher (online or paper), direct deposit receipts, or both for accuracy and are
required to report immediately to your supervisor any overpayment — including but not limited to wages, salary, payments
under the Wells Fargo Short-Term Disability Plan, incentive pay, bonuses, or Paid Time Off. Your supervisor will work with
you to make appropriate arrangements to reimburse the company. Failure to report discrepancies or to make appropriate
repayment arrangements is a violation of company policy and this Code.

Preserve Confidentiality
Confidentiality has always been an essential part of the financial industry’s business. Wells Fargo's customers give us
private information about themselves and rightfully trust us to keep this information in confidence. Today, we have
technology that enables us to keep more information about customers than ever before. Recognizing this, Wells Fargo has
placed special emphasis on the appropriate collection, storage, and use of customer information. Moreover, Wells Fargo
has provided team members with access to computers, electronic mail, the intranet, and the internet. This access is a
privilege that carries special responsibilities. This section is about your responsibility to protect confidential and proprietary
information from release or misuse.

Confidential Information
Your role in privacy protection is critical. As a team member, you will have access to confidential information about Wells
Fargo, its customers, team members, and vendors that you are obligated to protect from unauthorized disclosure. Such
information is intended solely for use within Wells Fargo and is limited to those with a business need to know. Confidential
information acquired by a team member through his or her employment must be held in the strictest confidence and,
except for a business reason, must never be discussed with anyone — not even family members. Such information is to be
used solely for corporate purposes and never for personal gain and may not be used to compete with Wells Fargo.
You may not access confidential information without a business purpose. You must not disclose confidential information
that you have obtained in the course of your employment to any other team member unless the other team member has a
business need to know the information for the performance of his or her duties on behalf of Wells Fargo.
Wells Fargo protects the private, personal, and proprietary information of customers, vendors, and team members.
Confidential customer information may not be disclosed to persons outside Wells Fargo except when its disclosure is
required by law or in accordance with Wells Fargo’s privacy policies and customer agreements. In addition, Wells Fargo
may have entered into a confidentiality or nondisclosure agreement to protect a third party’s confidential information and
to prevent unauthorized disclosure or use of that information. You must be careful to honor those agreements.
Furthermore, you must comply with additional policies maintained by applicable business units that restrict the flow of
confidential information between their business unit and other Wells Fargo business units that are engaged in investment
advisory or securities trading activities.
Improper release of or unauthorized access to confidential information damages our customers' trust in Wells Fargo and
can result in loss of business and even legal action. It also reflects on your ability to do your job and is a violation of
company policy and this Code.

Undue Influence


Undue Influence

It is not appropriate for you to influence, or attempt to influence, anyone for the purpose of having him or her handle a
transaction or process in a way that results in an improper personal benefit to you, your friends, relatives, or even to that
particular team member. Such improper benefit may result from using a relationship (whether personal, social, or
professional) to prevail upon another person, such as a coworker, vendor, or someone who reports to you, to do
something for you that is outside the scope of standard business practice. For additional guidance concerning gifts to team
members and others, see the Gifts section. In addition, undue influence may take the form of pressuring, intimidating, or
threatening another person in an attempt to persuade him or her to take an action that is inconsistent with standard
business practice.
The services of others, such as vendors, brokers, appraisers, or attorneys, should be selected on the basis of quality, price,
and other factors that may be appropriate in particular cases, and family relationships or friendships should never be a
factor. Team members should not attempt to influence selection of a vendor based on a family relationship or friendship.
Neither you, a family member, nor any entity in which you or your family member has a financial interest or by which you
or your family member is employed may supply goods or services to a business unit of Wells Fargo in which you are
employed without prior approval of the transaction by your Code Administrator. You do not need prior approval when the
vendor is:

  •  A public company that employs a family member.
  •  A public company that may be part owned, but not controlled, by you or a family member.

With respect to engagement of professionals or consultants, a team member’s business unit may engage a professional
firm (such as an accounting firm, law firm, or investment bank) that is owned in part by or employs a team member’s
family member. However, such team member may not request or act to influence such engagement and must notify his or
her supervisor or Code Administrator of such relationship as soon as possible.

Sales Incentive Programs


Sales Incentive Programs
As part of Wells Fargo’s sales culture, the company creates various incentive programs to reward the top producers of new
business and to obtain new business. This section provides guidance for specific situations involving incentive programs. If
any business practice being followed in your area does not meet these guidelines, you should refuse to participate and
should report the inappropriate behavior to EthicsLine.
Sales to relatives and friends
Wells Fargo recognizes that relatives and friends are one source of new business. Within these guidelines, incentive
programs generally allow team members to receive credit and any related compensation for legitimate sales to, or referrals
of, relatives or friends. Business units may place more restrictive guidelines on sales to relatives or friends to ensure that
conflicts of interest or perceptions of conflicts of interest are avoided.
Inappropriate sales
Steering a customer to an inappropriate or unnecessary product to receive sales credit harms the customer; it is an
unacceptable practice that violates both the spirit and the letter of our incentive programs and this Code.
Gaming
Any form of “gaming” to receive compensation, to meet sales goals, or for any other reason is in direct violation of
company policy and this Code. Gaming is defined as the manipulation, misrepresentation, or both of sales or sales
reporting in an attempt to receive compensation or to meet sales goals. Gaming issues may arise in but are not limited to
the following categories of activities:
? Reclassification or transfer: Reclassifying or transferring existing business should not be viewed as a true sale
and is not intended to result in sales incentive, unless the reclassification or transfer:
o Is part of a specific product program.
o Is a general bank strategy.
o Has very clear customer benefit and the customer’s express agreement.
? Discounts or customer incentives: It is not appropriate for you to supplement standard discounts or customer
incentives by substituting your own personal funds, including your commission income, to complete a sale or earn
a higher commission by recording a cross-sell. It is inappropriate to pay a fee, such as a credit card fee, or fund a
deposit account on behalf of a customer to complete a sale. Wells Fargo is interested in bona fide sales and
provides a number of ways for our salesforce to offer fee waivers or rate discounts to attract new business.
? Sales referrals: Only valid sales referrals made by the team member seeking the credit may be submitted to
meet sales goals or receive credit under sales incentive programs. Valid referrals typically require team members
to have spoken directly with the customer about a specific product or a referral to a different business unit and
to have gained the customer’s agreement for that product or referral. You are responsible for knowing the terms
of the sales incentive programs that are applicable to your business unit, including but not limited to the rules on
sales referral credit and how your business unit defines a valid referral.

Act with Honesty, Integrity, & Trustworthiness


To preserve and foster the public’s trust and confidence, complete honesty and fairness is required in conducting internal
and external business. It’s important that every Wells Fargo team member understands that the honesty, trust, and
integrity essential for meeting the highest standards of corporate governance are not just the responsibility of senior
management or boards of directors. We all share that responsibility. Corporate ethics is the sum total of the ethical
decisions that all of us make every day.
To have integrity, one must be consistently honest and trustworthy in everything one does. When you have integrity,
people know that you will do what you know is right. And that aligns with how we define “culture” at Wells Fargo. It’s
knowing what you have to do without someone telling you to do it. It is the core of a person’s — and a company’s —
reputation.

Company Information

Honesty and fairness require that team members provide accurate and complete information in dealings with customers
and others. We will communicate with candor, and each team member will deal fairly with Wells Fargo customers, vendors,
competitors, and other team members. You may never take unfair advantage of another through manipulation,
concealment, abuse of privileged information, misrepresentation of material facts, or any other intentional unfair-dealing
practice.
Wells Fargo is committed to full, fair, accurate, timely, and understandable disclosure in public reports and documents filed
with, or submitted or provided to, the Securities and Exchange Commission, regulatory authorities, stockholders, and the
public. Wells Fargo & Company’s financial statements and reports must be prepared in accordance with generally accepted
accounting principles and fairly present, in all material respects, the financial condition and results of operations of Wells
Fargo.

Accurate Records

You are responsible for preparing and maintaining accurate records to the best of your knowledge and retaining business
records in compliance with applicable regulations, law, and Wells Fargo’s record retention policies. All business
transactions, including team member expense reporting, must be properly and accurately recorded in a timely manner on
Wells Fargo’s books and records and in accordance with applicable accounting standards, legal requirements, and Wells
Fargo’s system of internal controls. Falsification of any company or personal information that you provide is prohibited.
Falsification refers to knowingly misstating, altering, adding information to, or omitting or deleting information from a
Wells Fargo record or system which results in something that is untrue, fraudulent, or misleading.

Serve Wells Fargo's Best Interests


Wells Fargo's reputation has enormous value. Our outstanding reputation helps us retain and attract team members,
customers, and investors. It helps us build strong relationships with communities, nonprofit organizations, vendors,
regulators, and government officials.
Wells Fargo's commitment to following federal laws, rules, and regulations, as well as applicable laws, rules, and
regulations of all localities, states, and countries where we do business, is not only the right thing to do, it helps maintain
and protect our company's reputation. This includes compliance with all applicable securities laws and regulations,
accounting standards, accounting controls, and audit practices.
As a team member, you are expected to support this commitment to protect Wells Fargo's reputation and to serve Wells
Fargo's best interest by:

  •  Being knowledgeable about your job.
  •  Conducting all aspects of Wells Fargo’s business and community involvement in an honest, ethical, and legal
manner and in accordance with federal laws, rules, and regulations and the applicable laws, rules, and
regulations of all localities, states and countries where Wells Fargo does business.

  •  Complying with Wells Fargo’s policies and procedures.
  •  Recognizing that your professional and personal conduct can positively or negatively affect Wells Fargo's

reputation and acting in a responsible way that upholds Wells Fargo's reputation.
Under certain circumstances, Wells Fargo’s policies or local or foreign laws and regulations may be different from the
policies outlined in the Code. Generally, in those cases, you must comply with the more restrictive policies, laws, or
regulations. When the applicability or interpretation of policies, laws, rules, or regulations is unclear, you must seek advice
from your supervisor, your HR consultant, your Code Administrator, or the Law Department, depending on the nature of
the inquiry.
This Code provides basic principles and concepts to guide us in the conduct of our business. You are expected to exercise
good judgment and common sense in your decision making and your dealings with others. Commitments should be made
only if they can be met realistically.
If you become aware of actual or potential problems in any area of Wells Fargo’s services or operations or in its business
relationships with vendors, or in Wells Fargo’s or its representatives’ business relationships with domestic or foreign
customers or officials, you should inform your supervisor or others who are in a position to effect solutions.
In addition, you are expected to protect Wells Fargo’s assets from theft, waste, or loss and ensure their efficient use. Wells
Fargo’s assets include physical and intellectual property, such as Wells Fargo's brand, trademarks, copyrights, trade
secrets, and patents, as well as the confidential and proprietary information described under the Preserve Confidentiality
section of this Code. While it is not Wells Fargo’s intent to claim ownership of intellectual property that is unrelated to Wells
Fargo's business, any intellectual property invented, created, designed, or conceived by a team member while employed
by Wells Fargo and that may relate to any business of Wells Fargo must be disclosed to Wells Fargo and shall, at Wells
Fargo’s option, become the sole property of Wells Fargo. Wells Fargo’s assets may be used only for legitimate purposes.
Any improper use of Wells Fargo's assets whether for personal or business purposes, including the misapplication or
improper use of corporate or customer funds or property or the unauthorized use or publication of intellectual property, is
prohibited and may be unlawful.
If you become aware of any violations or potential violations of this Code; of applicable laws, rules, or regulations; or of
accounting standards or controls, you must promptly report such activity as described in the EthicsLine section of this
Code.

Code of Ethics & Business Conduct


Introduction
Wells Fargo’s Code of Ethics and Business Conduct is the guiding principle for the actions of every Wells Fargo team
member. All new team members are required to sign the Team Member Acknowledgment to indicate that they will read
and conduct themselves in accordance with the provisions of the Code. In addition, team members are required to
complete annual Code of Ethics compliance training and certify, upon completion of that training, that they have read and
will comply with the Code.
Important: You’re responsible for complying with the provisions of the Code and reporting any conflicts of interest or
other violations of the Code to the appropriate person. Violations of the Code or refusal to complete the Team Member
Acknowledgment are grounds for corrective action, which may include termination of your employment.

Wells Fargo's Approach
Wells Fargo* expects its team members to adhere to the highest possible standards of ethics and business conduct with
customers, team members, vendors, stockholders, other investors, and the communities it serves and to comply with all
applicable laws, rules, and regulations that govern our businesses. This Code of Ethics and Business Conduct (the “Code”)
explains Wells Fargo’s policy and standards concerning ethical conduct for all team members. Our aim is to promote an
atmosphere in which ethical behavior is well recognized as a priority and practiced every day. Team members have a
special responsibility to follow these standards because our everyday actions influence what people think about our
company. That's called our reputation. A reputation is earned over years of consistently focusing on what is best for our
customers and communities and following the rules that govern our business in the spirit of our Vision & Values.
The policy and standards are grouped under section headings that emphasize the fundamental and overriding principles
that should guide our behavior: We should act in a manner that will serve the best interests of Wells Fargo, that is honest
and trustworthy, that will preserve confidential information, and that will avoid conflicts of interest or the appearance of
conflicts of interest.
This Code cannot provide rules to cover every circumstance. Answers to questions involving ethical considerations are
often neither easy nor clear-cut. You should understand and abide by both the spirit and the letter of the policies and
standards in the Code and remember that you may not do indirectly what you cannot do directly under the Code.
Individuals employed in brokerage, investment, or other similar positions governed by licensing requirements are subject
to additional requirements that may be more restrictive due to law, regulation, or the Code; discuss these requirements
with your supervisor or your Code Administrator. If you violate any provision of the Code or fail to cooperate fully with any
inquiries or investigations, you will be subject to corrective action, which may include termination of your employment. A
process for resolving issues that arise under the Code is more fully outlined in the Code Administration section.
If you have concerns about conduct that you believe may violate the Code, laws, rules, or regulations or about accounting,
auditing, or internal accounting control matters, you should contact EthicsLine as described in the EthicsLine section. No
retaliation may be taken against a team member for providing information in good faith about possible Code violations;
violations of laws, rules, or regulations by others; or accounting, auditing, or internal accounting control matters.
*Wells Fargo, as used throughout this Code, means Wells Fargo & Company and each of its subsidiaries.

wells fargo employment



Employment References
As a Wells Fargo team member, you might be asked to provide an employment reference for another team member who is
seeking employment beyond Wells Fargo. While we desire to support team members who are transitioning, we must
ensure that we do not create risk for our company and our team members. Therefore, you are prohibited from providing
employment references for current or former team members in any written, verbal, or electronic form. All external
inquiries for employment references and employment verification must be referred to the HR Service Center (see
Employment Verification). Team members are free to provide copies of their performance reviews to prospective
employers who want information about job performance. Reference letters for education programs may be permitted upon
your manager’s consultation with HR.
Personal references
You might be asked by a current or former team member to serve as a personal reference for matters unrelated to
prospective employment and unrelated to your role as a Wells Fargo team member (that is, civic or political activities). You
may serve as a personal reference in such situations, as long as you:
 Are not providing the information in your role as a Wells Fargo team member but rather on personal experience
unrelated to your Wells Fargo employment.
 Do not:
o Use Wells Fargo letterhead.
o Use your Wells Fargo email account or other Wells Fargo communication medium.
o Attach your Wells Fargo business card.


Our approach
Wells Fargo believes in and is committed to diversity. We recruit, hire, and promote team members based on their
individual ability and experience and in accordance with Equal Employment Opportunity and Affirmative Action laws and
regulations. Our policy is that we do not discriminate on the basis of race, color, gender, national origin, religion, age,
sexual orientation, gender identity, genetic information, physical or mental disability, pregnancy, marital status, veteran
status, or any other status protected by federal, state, or local law. We also strive to go beyond these basic guidelines to
recruit and retain a high-caliber, inclusive workforce that reflects the growing diversity of our marketplace.


Wells Fargo employment at Will
This handbook is not a contract of employment. Your employment with a Wells Fargo company has no specified term or
length; both you and Wells Fargo have the right to terminate your employment at any time, with or without advance notice
and with or without cause.
This is called "employment at will." Only an officer of Wells Fargo at the level of executive vice president or higher,
authorized by the senior Human Resource manager for your business group, may alter your at-will status or enter into an
agreement for employment for a specified period of time. Any modification to your at-will employment status must be
confirmed in writing by an officer of Wells Fargo at the level of executive vice president or higher and authorized by the
senior Human Resource manager for your business group.

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