Wells Fargo: A Trusted Partner in Financial Services

 Wells Fargo, a renowned financial institution, stands as a paragon of trust and excellence in the world of banking and financial services. With a legacy spanning over a century, the company has garnered a solid reputation for its commitment to customer satisfaction and innovative solutions.

At Wells Fargo, clients experience a wide array of products and services tailored to meet their financial needs. From personal and business banking to mortgage loans and investments, the institution caters to individuals, families, and corporations alike.

One of Wells Fargo's key strengths lies in its extensive network of branches and ATMs, ensuring convenient access to financial services across the nation. This vast outreach, coupled with their user-friendly digital platforms, makes banking on the go a seamless experience.

What sets Wells Fargo apart is its focus on customer relationships. The institution takes pride in understanding the unique financial aspirations of each customer and providing personalized solutions to help them achieve their goals. This dedication to putting the customer first fosters loyalty and a sense of security in the clients' minds.

As a pioneer in implementing advanced security measures, Wells Fargo places utmost importance on safeguarding customers' data and assets. Their robust security protocols provide peace of mind in an increasingly digital world.

Wells Fargo's commitment to social responsibility is equally commendable. The institution actively engages in various community development initiatives, supporting education, environmental conservation, and economic growth. Their dedication to making a positive impact extends beyond banking, earning them trust and respect from customers and communities alike.

In conclusion, Wells Fargo stands tall as a beacon of trust and reliability in the financial services sector. Their customer-centric approach, innovative solutions, and commitment to social responsibility have solidified their position as a distinguished partner in financial success. For those seeking a dependable banking ally, Wells Fargo remains a top choice, epitomizing the essence of trust in the financial realm.

Sales Incentive Programs

 

In today's competitive business landscape, organizations are constantly seeking effective strategies to motivate and incentivize their sales teams. One such approach that has gained significant popularity is the implementation of sales incentive programs. These programs aim to encourage and reward sales representatives for their outstanding performance, ultimately driving sales growth and boosting overall company profitability. In this article, we will delve into the concept of sales incentive programs, exploring their benefits, key components, and best practices for successful implementation.

Sales incentive programs are structured initiatives designed to provide sales representatives with tangible rewards and recognition for achieving or surpassing specific sales targets. These programs go beyond traditional commission structures, offering additional incentives and perks to motivate and engage sales teams. By aligning individual sales goals with overall business objectives, these programs create a win-win situation, where both the salesperson and the organization benefit.

One of the primary benefits of sales incentive programs is their ability to enhance sales team performance. By offering attractive rewards, such as cash bonuses, vacation packages, or merchandise, sales representatives are motivated to strive for excellence and exceed their targets. These programs provide a clear roadmap for success, outlining the goals and metrics that need to be achieved to qualify for the incentives. As a result, sales teams become more focused, driven, and determined to meet or exceed their assigned targets.

Moreover, sales incentive programs can significantly improve employee morale and job satisfaction. Recognizing and rewarding top-performing sales representatives not only validates their efforts but also creates a sense of fairness and appreciation within the organization. This recognition fosters a positive work environment, where employees feel valued and motivated to go the extra mile. Consequently, employee turnover rates decrease, and organizations can retain top talent, ensuring a more stable and high-performing sales force.

When designing a sales incentive program, there are several key components that need to be considered. First and foremost, the program should have clear and well-defined goals and metrics. These goals should be challenging yet attainable, encouraging healthy competition among sales representatives. Additionally, the program should be transparent, with easily understandable rules and guidelines, ensuring fairness and equal opportunities for all participants.

Another crucial component of a successful sales incentive program is effective communication. The program's objectives, eligibility criteria, and rewards should be clearly communicated to all sales team members. Regular updates, progress reports, and feedback sessions help maintain transparency and keep sales representatives engaged and motivated. Communication channels, such as team meetings, email updates, or dedicated software platforms, can facilitate effective information sharing and ensure that everyone is on the same page.

Furthermore, sales incentive programs should be continuously evaluated and adjusted as needed. Regular performance assessments and data analysis enable organizations to identify strengths and weaknesses in their programs. By collecting feedback from sales representatives, managers can gain insights into the program's effectiveness and make necessary improvements to maximize its impact.

In conclusion, sales incentive programs play a vital role in driving sales team performance and achieving business objectives. These programs provide sales representatives with tangible rewards and recognition for their exceptional efforts, motivating them to exceed their targets. By boosting employee morale and job satisfaction, organizations can retain top talent and create a positive work environment. To ensure success, sales incentive programs should have clear goals, transparent guidelines, effective communication channels, and continuous evaluation. With a well-designed and properly implemented sales incentive program, organizations can unlock the full potential of their sales force and achieve sustainable sales growth.

teamworks wells fargo pay voucher

You will see another outline see when marking on to pay voucher that demonstrates the net pay appropriation sums for the present payroll interval. You can see the full pay voucher by tapping the View Current Pay Voucher (PDF) connect. You will likewise observe an authentic rundown of late pay vouchers that incorporates check and payroll interval dates alongside sums for aggregate income, charges, findings, and net pay. Recorded pay vouchers might be seen by tapping the check date in the left section.

1. Net Pay Dispersion: The measure of pay you get after duties and conclusions, and how it is paid — with check or kept straightforwardly to a record you have indicated. 

2. Seeing Current Pay Voucher: This connection takes you to a PDF variant of the full pay voucher for the present payroll interval. 

3. Seeing Past Vouchers 

The Compensation Voucher apparatus permits you to view vouchers for as far back as year and a half or more. 

• From the primary voucher page, tap the check date in the left section of the chronicled list for the sought pay voucher. 
• To return, close the present program window and you will come back to the first authentic rundown of pay vouchers.

wells fargo eservices

Wells Fargo Dealer Services takes pride in its notoriety for being one of the nation's greatest money related administrations bunch. The organization offers customers some assistance with managing their advances while they additionally serve merchants by giving them adaptable vehicle financing alternatives. Wells Fargo goes for furnishing its customers with the most ideal client support.

In actuality, clients can undoubtedly get to and deal with their records every minute of every day by means of the Internet. By just agreeing to Wells Fargo eServices, you can do different things in one convenient device on the web. Different client bolster administrations should be possible in only a couple console hits and mouse clicks. Through your online record, you may see your record adjust, or make your installments, demand for result quotes, or demand for electronic bill explanations. Besides, for an automobile credit renegotiate is as simple as preparing it on the web.

Beginning with eServices 
It's very basic. Simply visit the eServices enlistment page . You will be requested that enter your advance record number (10 digits), government disability number, and email address. Likewise you will be requested that make a client ID and a secret word. Once you've finished filling in the greater part of the fields in an online structure, hit submit and a record profile is made for you.

Rules for making a User ID and a Password 
There are standards to take after before making your own log in subtle elements. Observe additionally that both User IDs and passwords are case delicate.

For User IDs:

– It must be no less than 7 characters long and close to 9 characters

– It must contain no less than 1 numeral and 1 letter

For Passwords:

– Length must be no less than 8 characters

- To expand your security when signing into eServices, ensure that you secret key contains alphanumeric characters and in addition extraordinary characters (e.g.

Advantages of Wells Fargo Dealer eService 
There are a few cool abilities that you can do once you're marked in eServices:

• You can check your record, your installment parity/status, your next due date, pending installments, and you're existing result sum 
• You can specifically make charge installments online or pay off the whole advance sum 
• You can subscribe for eStatements so you don't need to get another bill via the post office 
• You might likewise select in for electronic mail notices 
• You might likewise organize an Automatic installment framework on the web, which spares you from the bother of composing a check or purchasing stamps 
• Roll out improvements for you profile 
• Acquire answers to your request and some more 

Your credit record number may be discovered just in two territories on your month to month bill. One is at the top center segment of the range named 'Record Number". Another is on the separable installment stub on the right side on top of the date of due.

On the off chance that despite everything you can't find the 10-digit number, don't hesitate to contact Customer Support at 1-800-289-8004, Mondays through Fridays, from 5am to 7pm (PST).

wells fargo student loans

When planning your college education, it is necessary to take account of all financial aid avenues. Even if you qualify for a scholarship or fédéral State or a University scholarship, is likely to come across ANY extent of unmet needs. A student loan is the obvious answer, but why should you go for the best service and most competitive rates? Wells Fargo offers a wide variety of student loan programs To assist one bridge the gap in their college fund. Students to offer private loans, loans for parents of students to the University, and also given many Federal Loans. With Wells Fargo you can find the money supplémentaire Québec need to make their college dreams are a reality.

Wells Fargo Student Loans and fédéraux
While mer federal government offers a number of student loans designed to make information more accessible to all college students, it is sometimes easier to Manage these loans through a private lender. Wells Fargo Student Loans is working with the federal government and administered couple Manage many of their student loan programs. For example, the Federal Stafford Loan while financed and guaranteed by the government, can borrow a private loan Organisation des Côme Wells Fargo. This Enables Students take advantage of all the benefits of a government loan, while having access to the personal attention that only a Organisation des private loans can provide.

All requirements of the Standard of Stafford loans and benefits apply soi. Applicants must be enrolled at least half-time in an accredited institution and must meet the merit and qualifications required need. Plan approved borrowers receive standard payment deferral, ASI Côme subsidized interest, as they would if the government loans fédérale metteurs en scène. But Wells Fargo Student Loans borrowers getting the comfort of personalized service and money management advice. Wells Fargo Student Loans can help one manage all your federal student loans including the Stafford Loan, Perkins Loan and PLUS Loan Parent FEDERAL.

Wells Fargo Student Loans private lender
While Wells Fargo Student Loans can help students one handle your Federal Loans for Students, which are primarily an Organisation des private loans. When you find That their grants, scholarships and loans government fall short of the mark to cover their college expenses, Wells Fargo Student Loans has opportunities for you to consider.

Wells Fargo Team Member Handbook

Welcome
Here you will find essential information about Wells Fargo Human Resources (HR) policies and other important corporate
policies that will be valuable to you as you begin your career with us. For team members, it is important — and it is your
responsibility — to be informed about the policies that affect you.
The handbook applies to team members paid on a Wells Fargo U.S. payroll system, with the exception of the Code of
Ethics and Business Conduct and the Information Security Policy Overview, which applies to all Wells Fargo team
members. The handbook is not a contract of employment nor can it offer an answer for every situation. Employment at
Wells Fargo is on an "at-will" basis.
Because this handbook is the main resource outlining team member policies, all team members paid on a Wells Fargo U.S.
payroll system are required to sign an acknowledgment that they have been shown how to access it and understand its
application to their employment with a Wells Fargo company.
The handbook contains information on the following topics:
• Resource & References. This section provides you with additional HR, communication, and other resources that
might be helpful during your employment, including a Glossary that lists frequently used handbook-related terms
and their definitions.
• Code of Ethics & Business Conduct. This section provides you with information on the highest possible standards
of ethics and business conduct and the importance of your adherence to them.
• Employment & Hiring. This section provides you with information about our employment practices.
• Team Member Professionalism. This section provides you with information on what you can do to help us
maintain a professional and productive work environment.
• Communications. This section provides information on using company equipment to communicate with customers
and your team and offers information about our social media policy.
• Career, Performance, & Problem Solving. This section provides you with information about how you can develop
the skills and knowledge you need to be successful in our company.
• Pay & Jobs. This section provides you with information about our compensation program.
• Time Away. This section provides you with information about how you can use time away to support your life
events, such as illness, caring for a family member, vacation, volunteering, birth or adoption of a child, and loss
of a family member.
• Safety & Health. This section provides you with information about our priority to maintain a work environment
that promotes and protects the safety and health of our team members.
• Leaving Wells Fargo. This section provides you with information when your employment ends with the company.
• Information Security. This section provides you with information about your responsibility to protect our
information, communication systems, and other assets.
• Privacy & Solicitation. This section provides you with information about the significant role you play in protecting
our customers’ information and privacy.
Updates to the handbook
The handbook exists online, on Teamworks. Policies change from time to time, and the online handbook will be updated as
needed (see Changes as of July 18, 2014). At the bottom of each section in the handbook is a published reference date.
That date refers to the last date on which that particular policy was updated.
This handbook supersedes all previous communications, written or oral, regarding these policies. Wells Fargo & Company
created these policies, and many Wells Fargo companies have adopted them. Throughout this handbook, when you see the
terms “Wells Fargo” or “the company,” it means the Wells Fargo company that employs you directly.
Additional policies
At Wells Fargo, the business groups that form our organization’s structure have a great deal of the decision-making
authority. This handbook, for the most part, covers the policies adopted by the family of Wells Fargo companies. In many
cases, however, your business group may have additional guidelines, procedures, or approval requirements. You can find
out about these from your manager.

We’re a team
At Wells Fargo, we believe that every one of us is part of the larger Wells Fargo team. The contribution of each team
member is both necessary and valued. And to reflect the depth of our commitment to this concept, we don’t call our people
“employees” (a cost to be managed) — they are team members (an asset to invest in).
“Team member” implies that we depend on each other to achieve our vision. Teamwork is essential for cross-sell: our
desire to satisfy all our customers’ financial needs and help them succeed financially. Saying that we are one team is not
enough; we have to live it. You’ll find the term “team member” throughout this handbook — so please think of yourself as
an important part of the team. The people who work for each Wells Fargo company are that company. You are. We are. So
when you see the words “we,” “us,” and “our” throughout this handbook, they mean all of us who work for the Wells Fargo
family of companies, including the subsidiary that employs you.

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.

Additional Resources - teamworks wells fargo

The business of Wells Fargo

Since 1852, Wells Fargo & Company has played an extraordinary role in the financial history and development of America.
Visit the resources below to see why today, the Wells Fargo family of companies is an industry leader in providing
diversified financial services to satisfy all the financial needs of consumers, small business, farmers and ranchers, middlemarket
and large corporations, real estate developers, and local governments.

- wellsfargo.com
- Vision & Values
- One Wells Fargo
- About our Company

Wells Fargo Corporate Library

Wells Fargo Corporate Library contains more than 5,000 books, DVDs, and CDs, available for checkout as well as expanded
online magazine and business article browsing functions, book book summaries, and much more. Some of the many topics
include personal and professional development, technology and business, and finance. With the online library reservation
systems, U.S.-based team members and contract employees can search our collection, free of charge. Library services
include:
- Access to personal and professional development.
- Free access to online magazines, journals, and expertly written book summaries. The library accepts donations
and collection recommendations.

How to reach us

You can request our services by visiting the Wells Fargo Corporate Library website.

Information Research Services

Information Research Services provides the information you need to better understand your clients, ultimately positioning
you to deliver superior financing solutions. Information Research Services is staffed by experienced research librarians
located in Charlotte and San Francisco and is available to all team members. We seek to be your one-stop shop for
valuable business research with one or more of the following:

 - Company research
- Industry research
- Rating agency commentaries
- Comparable deal information and statistics
- Economic data and statistics
- SEC and legal filings research
- News

How to reach us

You can request our services by visiting the Information Research Services website.


Additional information

Other support departments are mentioned throughout this handbook; feel free to contact them with your questions. This
handbook gives company-wide numbers and email addresses when available, and you can also find information on these
and many other departments by looking for their listings in Sites A–Z on Teamworks.


Glossary

- A – E
- F – J
- K – O
- P – S
- T – Z


A – E

A

Accommodations Management

A resource for team members and managers who need assistance in responding to a medical condition or restriction that
impairs a team member’s ability to perform one or more of the essential functions of his or her current job duties.

active working status

Days when a team member is actually on the job (including time on reduced work schedule) or is on regularly scheduled
days off, holidays, jury duty, bereavement time off, or Paid Time Off (PTO) — except for those days when PTO is the team
member’s source of income during the Short-Term Disability (STD) Plan’s one-week waiting period. Time on leave (which
includes the STD Plan waiting period, whether or not the team member is using PTO) is not included in “active working
status.”

administrative leave

Time off from work in certain situations where appropriate as determined by Wells Fargo (for example, to conduct an
internal investigation).

Affirmative Action Plan (AAP)

The official document that analyzes the workforce in terms of minority and female representation (and, where applicable,
veterans or employees with disabilities), identifies problem areas, and sets goals to correct any areas of underutilization.

alternative schedule

A schedule in which the length and number of workdays are predetermined and constant but may be less than five days
per week or longer than eight hours per day (for example, a 10-hour day for four days each week).

applicant

An individual who:

- Expressed interest in a currently open position by telephone, the internet or related electronic technologies, or a
resume or Job Interest Profile form.
- Was considered for employment in a particular position.
- Is eligible for employment at Wells Fargo and who meets the advertised qualifications.
- Did not withdraw himself or herself from consideration at any point during the selection process.

AU

Accounting Unit; see business group.

B

base pay

Employee Assistance Services - wells fargo teamworks

 -Employee Assistance Services

Employee Assistance Services (EAS) are delivered through the internal Wells Fargo Employee Assistance Consulting (EAC)
team and through our vendor partner OptumHealth Employee Assistance Program (EAP).

- Wells Fargo Employee Assistance Consulting (EAC) consists of licensed behavioral health team members
who provide consultation and workgroup support to managers, HR professionals, and corporate partners for
behavioral health and risk concerns with workplace impact. The EAC team also provides direct support to team
members and leaders affected by robberies, threats, domestic violence, disasters, or critical incidents.
- OptumHealth Employee Assistance Program (EAP) offers confidential consultation and referral support to all
Wells Fargo team members and their household family members on a wide variety of personal and work-related
concerns. EAP consultants can also assist you in locating local mental health and substance abuse providers or
show you how to find those services on your own.

How Wells Fargo EAC works

The internal Wells Fargo EAC team provides consultation to managers, HR professionals, and corporate partners for
behavioral health and behavioral risk concerns that affect the workplace, including:
- Erratic and unusual changes in team member behavior
- Challenges associated with change
- Interpersonal effectiveness
- Workplace risk concerns:
    o Threats
    o Domestic violence
    o Robberies
- Recovery from disasters or critical incidents
- Fitness for duty

The internal EAC team also provides direct support to team members and managers personally affected by robberies,
threats, domestic violence, and disasters or critical incidents.

How OptumHealth EAP works

We all know that sometimes people need help in resolving personal and work-related difficulties. OptumHealth Employee
Assistance Program (EAP) consultants offer confidential EAP consultation and referral support for team members and their
household family members for a wide range of issues, including:

- Personal, relationship, and family difficulties
- Emotional concerns
- Alcohol and drug use
- Child abuse and domestic violence
- Health matters
- Grief and loss
- Stress resulting from financial or legal matters
- Career concerns
- Crisis support

EAP consultants are trained to help team members deal effectively with personal or work-related problems. Whether team
members contact an EAP consultant directly or a manager or HR professional refers a team member to the EAP, using the
EAP is voluntary.


Here's what can be expected from an EAP consultant:

- Help identifying and understanding concerns.
- Assistance in exploring options.
- Recommendations for effective solutions, which might include referrals to other resources.
All team members are eligible for EAP services, regardless of participation in a Wells Fargo health plan. There is no
cost to the team member for telephonic consultation. If an additional resource is needed, the team member’s financial
situation, health plan coverage, and available community resources are considered when making referrals and
recommendations. Costs associated with certain referrals (such as benefit copays) are the team member’s responsibility.

Confidentiality

Contact with the EAP is strictly confidential — exceptions to the confidentiality policy are made only when you give the EAP
explicit permission or when they are required by law. The EAP must report situations that are imminently life-threatening
or those that involve the abuse or neglect of a child or vulnerable adult.

Effect on your job

Using EAP will not adversely affect job or promotional opportunities. EAP records are kept separately from the Official
Personnel File and will be released only if required by valid legal process or operation of law.

However, working with EAP won’t protect team members from the consequences of unsatisfactory performance or violation
of the standards for workplace behavior.


Wells Fargo Employee Assistance Consulting (EAC) and EAP services provided by OptumHealth can be reached at 1-888-
327-0027. For TDD access for persons with hearing impairments, please call 1-877-411-0826. For additional information,
visit Employee Assistance Services (EAS) on Teamworks.

Resources & References - wells fargo teamworks

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.

wells fargo teamworks

Welcome

Here you will find essential information about Wells Fargo Human Resources (HR) policies and other important corporate
policies that will be valuable to you as you begin your career with us. For team members, it is important — and it is your
responsibility — to be informed about the policies that affect you.


The handbook applies to team members paid on a Wells Fargo U.S. payroll system, with the exception of the Code of
Ethics and Business Conduct and the Information Security Policy Overview, which applies to all Wells Fargo team
members. The handbook is not a contract of employment nor can it offer an answer for every situation. Employment at
Wells Fargo is on an "at-will" basis.


Because this handbook is the main resource outlining team member policies, all team members paid on a Wells Fargo U.S.
payroll system are required to sign an acknowledgment that they have been shown how to access it and understand its
application to their employment with a Wells Fargo company.

The handbook contains information on the following topics:

- Resource & References. This section provides you with additional HR, communication, and other resources that
might be helpful during your employment, including a Glossary that lists frequently used handbook-related terms
and their definitions.
- Code of Ethics & Business Conduct. This section provides you with information on the highest possible standards
of ethics and business conduct and the importance of your adherence to them.
- Social Responsibility. This section provides you with information on how we use social responsibility to build on
our corporate vision of helping our customers succeed financially.
- Employment & Hiring. This section provides you with information about our employment practices.
- Team Member Professionalism. This section provides you with information on what you can do to help us
maintain a professional and productive work environment.
- Communications. This section provides information on using company equipment to communicate with customers
and your team and offers information about our social media policy.
- Career, Performance, & Problem Solving. This section provides you with information about how you can develop
the skills and knowledge you need to be successful in our company.
- Pay & Jobs. This section provides you with information about our compensation program.
- Time Away. This section provides you with information about how you can use time away to support your life
events, such as illness, caring for a family member, vacation, volunteering, birth or adoption of a child, and loss
of a family member.
- Safety & Health. This section provides you with information about our priority to maintain a work environment
that promotes and protects the safety and health of our team members.
- Leaving Wells Fargo. This section provides you with information when your employment ends with the company.
- Information Security. This section provides you with information about your responsibility to protect our
information, communication systems, and other assets.
- Privacy & Solicitation. This section provides you with information about the significant role you play in protecting
our customers’ information and privacy.

Updates to the handbook

The handbook exists online, on Teamworks. Policies change from time to time, and the online handbook will be updated as
needed (see Changes as of January 16, 2013). At the bottom of each section in the handbook is a published reference
date. That date refers to the last date on which that particular policy was updated.

This handbook supersedes all previous communications, written or oral, regarding these policies. Wells Fargo & Company
created these policies, and many Wells Fargo companies have adopted them. Throughout this handbook, when you see the
terms “Wells Fargo” or “the company,” it means the Wells Fargo company that employs you directly.


Additional policies

At Wells Fargo, the business groups that form our organization’s structure have a great deal of the decision-making
authority. This handbook, for the most part, covers the policies adopted by the family of Wells Fargo companies. In many
cases, however, your business group may have additional guidelines, procedures, or approval requirements. You can find
out about these from your manager.

We’re a team

At Wells Fargo, we believe that every one of us is part of the larger Wells Fargo team. The contribution of each team
member is both necessary and valued. And to reflect the depth of our commitment to this concept, we don’t call our people
“employees” (a cost to be managed) — they are team members (an asset to invest in).


“Team member” implies that we depend on each other to achieve our vision. Teamwork is essential for cross-sell: our
desire to satisfy all our customers’ financial needs and help them succeed financially. Saying that we are one team is not
enough; we have to live it. You’ll find the term “team member” throughout this handbook — so please think of yourself as
an important part of the team. The people who work for each Wells Fargo company are that company. You are. We are. So
when you see the words “we,” “us,” and “our” throughout this handbook, they mean all of us who work for the Wells Fargo
family of companies, including the subsidiary that employs you.