Our approach
Our team members are our greatest assets. Giving you the resources you need to be successful is one of our highest
priorities. Beyond this handbook are many additional resources you can turn to for information, help, and guidance.
Your Manager
Your manager is the first person you should go to, whenever possible, when you have questions about:
- Wells Fargo policies, guidelines, and programs
- Workplace issues
- Performance feedback
- Job expectations
- Pay
- Career development
Your manager is one of your most valuable resources at Wells Fargo. You and your manager depend on each other to
succeed professionally; he or she is accountable for the work you do and is committed to helping you do the best job you
can. In turn, your working relationship contributes to the success of the other team members in your business unit and our
overall company goals.
Teamworks
Wells Fargo’s intranet offers online access to a variety of team member resources, including:
- Policy and benefits material
- Tools for viewing and changing personal and payroll information
- Team Member Look-Up
- Internal websites maintained by departments throughout the company
- Tools to help you improve your skills and manage your career
Teamworks is an important resource for team members and is used as the primary resource for team member
communication at Wells Fargo. You can also access many Teamworks tools and functions from home, at
teamworks.wellsfargo.com.
Human Resources
Each business unit in our company is supported by a team of Human Resources (HR) professionals who deliver human
resources services to team members and managers. These professionals may be referred to as:
- HR advisor
- HR consultant
- HR customer service representative
-HR leader
- HR manager
- HR specialist
- Employee Relations (ER) consultant
- ER manager
These professionals are available to assist you with questions related to Wells Fargo’s HR programs, policies, or practices
and to work with you in resolving any workplace-related issues or concerns.
Examples of issues or concerns that an HR professional may assist you with include:
- Providing answers and advice for questions or concerns about workplace policies or situations.
- Addressing a sensitive workplace concern that your manager is unable to assist you with or that you are not
comfortable speaking about with your manager.
- Facilitating the resolution of a conflict with your manager or a team member that you’ve made an attempt to
resolve.
- Providing consultation to team members and managers about their respective responsibilities.
- Conducting a review of a disputed employment action.
Feel free to contact your HR professional if you need advice or help in solving an issue that you have on the job. If you
don’t know who your HR professional is, ask your manager, check your listing in Team Member Look-Up on Teamworks, or
call the HR Service Center at 1-877-HRWELLS (1-877-479-3557). For TDD access for persons with hearing impairments,
please call 1-800-988-0161.
Benefits materials
Access materials and plan descriptions in the Benefits section on Teamworks. It’s important for you to know where you can
refer to this material if you have a question.
HR Service Center
If you have basic questions about benefits, payroll, or policies that aren’t covered in your handbook or benefits materials,
you can call the HR Service Center at 1-877-HRWELLS (1-877-479-3557). For TDD access for persons with hearing
impairments, please call 1-800-988-0161.
Jobs
Our online job posting site, Jobs, provides you with your most important, ongoing source of information about job
opportunities at Wells Fargo. It's available on Teamworks and at home at teamworks.wellsfargo.com.
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Horrible - there 10 years and lately I was thrown around never got my schedule till late Friday or even Sunday.
My office or anyone could tell me where I would be working in the meantime I had the original branches keys and codes
Then in the middle of twice I went for Covid I brought my thermoto work at 103.6 , but my job considered it not right I was off. ??
Ended up in the hospital very bad pneumonia and I was quarantined multiple times. I also have dates written. Down I didn’t call in sick like twice in May is was a Sunday, wth?
The worst was Monique the DM. Showed u to see how I was at that branch even through 4 months later no answer.
Also isn’t this against entice??? She said I looked good but in front of coworkers and customers talked about my health also talked about medicine. I was on in front of everyone. I had a teller window. So nowhere to do, but I wouldnt have gone in an office alone with her.
Please tell me how that is integral and acting as a DM? She asked how I was doing what was I suppose to say in front of a ton of people. She. Needs to be reprimanded or fired.- That hippa unethical behavior got me sicker there was moody to go to everyone was talking about everyone else. Just like check spring lake. They go go by rules. Never charge fees. ID’s over a certain amount if they forgot was ok. It was all
A mess yet I get a terminator letter about being sick......I want to see Monique get her dues. Everyone can’t stand when she calls or comes to tvr oddice and the lack of integrity against Hudso prices it
Post 2018 Sentencing and Criminal Reformation acts, we still see 'no felons' in job postings.
Other examples continuously seen are the misinformation that FDIC insured companies and insurance companies cannot hire felons. As you should know, there is a waiver to allow for felons to work in these positions as well as in 2020 the requirement for waivers has loosened regarding FDIC employers.
More misinformation is regarding the healthcare industry. Felons can work in places that accept Medicaid as long as they are not on the 'excluded persons' list.
Billings is an area that has a prison, jail, sober living, and halfway houses.
It is a decent sized city which people stay in and hope to successfully complete probation in-due to the low rent and multiple job openings. Many of these people have just as high of risk of reoffending or using drugs as anyone else once they complete probation/parole. They are the majority of the unemployed and grateful for opportunities here.
If that is not enough to convince your clients not to discriminate in their requests for talent, let me remind you of both the state and federal laws. Your commercial insurance should have you well versed in these;
Under MontanaCodeAnnotated 37-1-205, 'the successful completion of probation without subsequent criminal conviction is sufficient evidence of rehabilitation.'
Montana has also implemented a law (MCA 39-71-413) which takes away the liability of an employer if an employee commits the injury or death of another employee and places the liability on the employee committing the act. (2) specifically states 'the employer is not vicariously liable'. Please also see
39-2-710. Legal protections in relation to employing individuals with criminal records. A private employer who acts reasonably and complies in good faith with this section may not be held liable regarding claims of negligent hiring or negligent employment for acts committed by an employee with a criminal record if the acts are committed outside the scope of the employment and:
1, a disposition was not listed OR resulted in acquittal/dismissal at time of hiring,
2, the conviction was for:
a) misdemeanor
b) AN OFFENSE NOT RELATED TO THE EMPLOYMENT or
3, the employee with a conviction is under supervision and their probation officer has approved of the employment
Montana calls ANY crime which COULD face state jail time a felony. There are only 3 other states in the US with this same standard.Most states have different levels of misdemeanors and many 'chances' before becoming a felon.
However, addiction based crimes have the argument that an addiction is a mental health issue and therefore an addict with a conviction could be in a protected class. aka a liability for not hiring due to record.
Possibly your insurer or client's insurer has instructed no felonies. Possibly it is a misinformed or misguided HR department at the client's company.
Possibly it is an HR personnel who does not want to do the extra work to contact a lawyer and ask about specific instances in hiring decisions.
Which the EEOC demands if an applicant is turned away because of their criminal record.
The employer has state law as well as federal law taking the liability away from an employer to be sued for a negligent hire even if aware of the criminal record. If the client is still not convinced, there is a great and easy to work with bonding program,there are also great tax incentives available for hiring someone with a conviction.
By measure of risk, there is not a cap on damages from EEOC violations.
These EEOC violations are more of a risk than hiring someone like me who is not even a federal felon.
In an era of litigation mitigation, information and education are what will save the company from lawsuits.
I urge you to make all businesses aware of these concerns and to clear up the misinformation.
Thank you for your time.
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