ALERT: Important COVID-19 information for employees

Last updated on November 10, 2020 at 7 p.m. Pacific Time

Learn how Wells Fargo is responding to the spread of COVID-19 disease and what it means for you.

Wells Fargo Philippines Employees: See the Responding to COVID-19: Wells Fargo Philippines page.

Wells Fargo India Employees: See the Responding to COVID-19: Wells Fargo India page.

See guidance & support by topic:

Returning to the Workplace
Workplace safety
Working from home
Health concerns
Requirements for using Nonroutine Event code in Time Tracker for U.S. employees
Meetings & Events
Benefits
Travel
Leaves
Giving & Volunteerism

Returning to the Workplace

(For US employees only)

Until at least January 1, 2021, there is no change to our previously communicated operating model. This does not mean that we are resuming business-as-usual activities immediately after January 1. We do not yet know when we'll return to a more traditional operating model, given the continued fluidity of the COVID-19 pandemic.

Planning is based on balancing important health considerations with the needs of our employees and customers. The Operating Committee is using guidance from health experts and legal mandates to maintain a safe workplace for all employees, including those who have continued to work from the office and those who will be returning to the office over the course of time.

Between now and January 1, the Operating Committee may permit some adjustments to our operating model, on a case-by-case basis. Senior managers in every business and function are aware of the process for requesting such adjustments. As leadership continuously re-evaluates the timing of any re-openings, employees will be given sufficient notice so that they can plan accordingly.

Continue working where you are working now

  • If your job does not allow you to work from home, and you have been continuing to come to a Wells Fargo location over the past several weeks, please continue to follow your schedule and guidelines for social distancing and face covering guidelines outlined on the Workplace Safety page.
  • If you are working from home, please do not come into your work location. If you need to come into your work location for any reason, you must get approval from your direct manager first.

Current operating model will continue until further notice

  • Social distancing and face coverings are required by everyone entering a Wells Fargo facility. See the Workplace Safety section on this page for more details.
  • Employees working on-site at a Wells Fargo location should self-screen their health daily, and certify as requested by their manager.
  • Employees who have tested positive for COVID-19 should notify Team Member Care of their diagnosis and then complete an attestation process prior to returning to working. See the Health Concerns section on this page for more details.
  • All nonessential U.S. domestic and international business travel is restricted. Wells Fargo will no longer require a 14-calendar-day quarantine period after returning from personal and business travel before an employee can be on site at Wells Fargo facilities. However, Wells Fargo expects employees to follow state and local guidance, and you may not be able to return to a Wells Fargo facility immediately after your return from some travel if a state or local order requires quarantine after travel. See the Travel page for more details.
  • Internal and external events have been cancelled or postponed through the end of 2020. See the Meetings & Events section of this page for more details

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Workplace safety

A variety of measures have been deployed to all properties to promote employee safety and peace of mind. In addition, our COVID-19 Safety Plan is designed to align with the guidance of state and local mandates and ensure they are followed. The Company prohibits discrimination and retaliation against any employee who exercises their rights under such mandates or other applicable laws. We must work together and make the commitment to ensure everyone's health and safety. A variety of measures have been deployed to all properties to promote employee safety and peace of mind. In addition, our COVID-19 Safety Plan is designed to align with the guidance of state and local mandates and ensure they are followed. We must work together and make the commitment to ensure everyone's health and safety.

What we've done

  • Limited access to buildings based on work requirements.
  • Provided personal protective equipment and other supplies.
  • Implemented enhanced cleaning protocols.
  • Cleaned and disinfected shared workstations, common areas, and other high-touch areas.
  • Posting signage and modifying furniture arrangement to comply with social distancing guidelines.
  • Meeting or exceeding CDC and code requirements for HVAC, environmental, and vertical transportation.
  • Reinforcing building security with guards and equipment.
  • Distributed safety kits to all employees working on-site

Capacity and social distancing

We are setting maximum capacity guidelines in our spaces to enable safe social distancing protocols. Specifically, we are:

  • Limiting target capacity in office buildings as a whole to between 30 and 50% of capacity, or as required by state and local mandates. (Adjusted as mandates fluctuate and more data and insight is gathered.)
  • Enforcing social distancing in all U.S. facilities per CDC guidelines. These policies are outlined by signage, but enforced by the line managers.
  • Requiring all people to remain at least six feet apart.
  • Reducing maximum capacity of conference rooms, break rooms, pantries, mailrooms, or other common areas.
  • Limiting the number of people getting on an elevator at one time.
  • Allowing for higher occupancy percentages requires approval, subject to state and local mandates.

Adjusted capacity

  • Capacity has been adjusted per state and local mandates, and also to support a safe six feet of distance between individuals in our buildings.

Cafés and cafeterias

  • Seating areas are temporarily closed.
  • Stand six feet apart while waiting in lines. Brightly colored tape guides will help employees maintain an appropriate distance.
  • Wash your hands before and after eating meals.

Common areas – maintain six feet of distance:

  • While visiting with others
  • While waiting in lines

Meeting spaces - adjusted maximum room occupancy

  • One person (focus, huddle, and small conference rooms)
  • Two people (medium conference room)
  • Four people (large conference room)
  • Nine people (training and multi-purpose rooms). Maintain six feet of distance at all times in this room (training, multi-purpose).

Staggered workstations

  • Stagger workstations when less than six feet of distance separates workstations (place people at every other workstation)

Elevators

  • Stand six feet apart while waiting for elevators
  • Maximum of three people per elevator, unless a posted sign indicates otherwise
  • Maintain six feet of distance while in elevator, where possible

Workplace Design: Modifying furniture or staggering seat arrangements

Our space standards team is reviewing spacing in aisles, workstations, and common areas to understand distance between employees. In areas where distance cannot be maintained, guidelines and signage for staggering seats and limiting gatherings of employees in close proximity will be implemented. Alternatively, where six horizontal feet of distance cannot be achieved for permanently stationed employees, partitions may be leveraged to create effective barriers between individuals.

Workplace and office cleaning

We have developed Enhanced Cleaning protocols to ensure that occupied workplaces remain clean and safe throughout the day while being used. Enhanced Cleaning is the disinfection of high-contact surfaces in common areas on a more frequent basis of three times per day. This includes wiping down and disinfecting all high-contact surfaces on a more frequent basis (international locations may vary to meet local requirements):

  • Common areas: Including elevators, handrails, door handles, buttons, and pin-pads (three times per day)
  • Restrooms, conference rooms, kitchens, break rooms, cafeterias, and canteens (three times per day)
  • Shared desk work surfaces and peripherals (keyboard, mouse, and telephone) at “flex" and “unassigned seats" (daily)

In addition to enhanced cleaning and frequency, common and break areas are in the process of being stocked with hand sanitizer, tissues, and cleaning wipes

Personal Protective Equipment (PPE) and other supplies

Safety Kits

All employees will receive a safety kit that includes branded face coverings, a stylus for opening doors and pushing elevator buttons, a digital thermometer, a reusable acrylic drink tumbler, personal hand sanitizer, and more. Employees already working in U.S. branches and offices began receiving their kit in August 2020. All other employees will receive a kit at their home address (as listed on their Personal Information profile on Teamworks) prior to their eventual return to the workplace.

Personal Protective Equipment (PPE) is protective equipment designed to protect the wearer from injury or infection. Everyone working in a Wells Fargo facility will have access to face coverings and other PPE as appropriate, and in accordance with state and local mandates.

Air filtration systems

Air and ultraviolet light (UVC) filtration systems are being installed across our contact centers and trading floors. Upgraded air circulation systems are being installed across properties as appropriate.

Physical barriers

Physical barriers (clear plastic partitions) have been installed at locations where six horizontal feet of distance cannot be achieved for permanently stationed employees, and in branches to protect bankers and customers when six feet of social distancing is not possible. CDC, OSHA, and other state and local mandates have recommended use of barriers to block virus transmission.

Sanitizers, wipes, and other supplies

We are sourcing and managing shipments of hand sanitizers, wipes, and other supplies across our footprint.

  • We are prioritizing our operations centers, call centers, branches, and trading floors to receive these shipments given the critical role these employees play in serving customers from across the U.S. and in maintaining our companywide operations.
  • Our Corporate Properties and Supply Chain teams are working diligently to locate and ship as many of these supplies as possible. This is in the face of nationwide supply constraints and multiple needs across the U.S. Some of our shipments have been appropriately diverted to hospitals and government agencies to help first responders, doctors, nurses, and other hospital staff respond to COVID-19 patients as safely as possible.
  • If you work in a location where all employees are working from home, and you have a supply of unused hand sanitizer, disinfectant wipes, or related supplies, please contact your local property manager. We are working to redirect these supplies to locations where our employees continue to work. We can all pitch in to make a difference.

We are increasing shipments of hand sanitizers, wipes, and other supplies. We are also seeking alternative options for hand sanitizer while we ask our usual suppliers to prioritize first responders. This includes working with distilleries across the U.S. who have begun making hand sanitizer.

Amenities

Enhanced café guidelines

Wells Fargo is following all local laws and mandates around halting dining-in options (café seating areas). Each of these mandates DOES PERMIT food service via take-out, and select cafés ARE open for take-out. Suppliers are staffing cafés and have modified options to ensure FDA/UDSA safe food handling requirements.

  • Hot, fresh food is being served directly to person and immediately covered
  • All food is prepackaged, bagged, wrapped, or in a take-out clamshell
  • All reusable china and flatware pulled from service
  • Single-use disposable flatware and cups are available

Fitness centers and exercise rooms

Both fitness centers and unattended exercise rooms are temporarily closed.

Moves, relocations, and other facility activities

We are postponing all non-essential relocations. We have a team reviewing all planned administrative and branch real estate projects, and assessing the best course of action now. We will finalize a plan and share it with impacted employees as appropriate.

We are limiting facilities support to activities and vendors necessary to maintain a safe and productive working environment. Routine requests (such as removing plants) will be deprioritized while we work to tend to mission-critical requests.

Maintaining a safe work environment

  • Read and understand all communications.
  • Self-screen your health daily, and certify as requested by your manager.
  • If you experience any COVID-19 symptoms, stay home.
  • Practice proper handwashing and sanitizing hygiene.
  • Cough and sneeze into tissues or your elbow.
  • Follow social distancing processes and guidelines.
  • Supplies available to clean and disinfect your work areas.

Social distancing and other policies

We are implementing social distancing and other policies in all U.S. facilities per CDC guidelines. These policies are outlined by signage, but enforced by the line managers. They include:

  • Stay home when you are not feeling well. You should assess this by:
  • Regularly monitoring your symptoms
  • Checking your temperature daily before coming into work
  • Avoid close contact with people who are sick
  • Maintain at least six feet of distance from other people
  • Avoid unnecessary physical contact, including shaking hands
  • Avoid touching your eyes, nose, and mouth with unwashed hands
  • Wear a face covering while in a Wells Fargo facility
  • Face coverings may be removed only while you are seated at your workstation and not interacting in-person with others in their workstation space.
  • Local, state, or country laws that require face coverings to be worn at additional times or in additional situations will supersede Wells Fargo’s requirements.
  • If you have questions about any orders, ask your manager.
  • Wash your hands (video, 1:25 minutes) often with soap and water for at least 20 seconds. If soap and water are not available, use an alcohol-based hand sanitizer that contains at least 60% alcohol.
  • Avoid in-person meetings when possible; instead use email or telephone conferencing. If you must have an in-person meeting, it should be short in duration and people should sit at least six feet apart.
  • Do not congregate in common areas to socialize.

Limit the number of people getting into elevator at the same time. Consider taking stairs or waiting for next elevator to avoid a crowd.

Protecting yourself at work

There are simple everyday actions to help prevent the spread of respiratory viruses, as recommended by the World Health Organization and U.S. Centers for Disease Control and Prevention. These include:

  • Stay home when you are not feeling well. Talk with your manager about any work arrangements or time off you need, and stay home to rest and recover.
  • Wash your hands (video, 1:25 minutes) often with soap and water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing your nose, coughing, or sneezing. If soap and water are not available, use an alcohol-based hand sanitizer that contains at least 60% alcohol. Always wash hands with soap and water if hands are visibly dirty.
  • Avoid touching your eyes, nose, and mouth with unwashed hands
  • Cover your mouth and nose with a tissue when you cough or sneeze, then throw the tissue in the trash and wash your hands
  • Avoid close contact with people who are sick
  • Clean and disinfect high-traffic surfaces

Face coverings

  • All Wells Fargo employees, contingent resources, and service providers are required to wear a face covering while in a Wells Fargo facility.
  • Customers entering any Wells Fargo location in the U.S., regardless of local ordinance or mandate, must wear face coverings. Limited exceptions exist for customers who cannot or should not wear face coverings because of medical conditions. Children under the age of 10 will be encouraged but not required to wear a face covering.
  • Face coverings may be removed only while the individual is seated at their workstation and not interacting in-person with others in their workstation space. 
  • Local, state, or country laws that require face coverings to be worn at additional times or in additional situations will supersede Wells Fargo’s requirements.
  • Face coverings should cover the mouth and nose and be worn, removed, and cared for according to guidelines from the U.S. Centers for Disease Control, the World Health Organization, or local health authority.
  • Wearing a face covering is not a substitute for maintaining social distancing protocols (six feet of distance between yourself and others). 
  • Wells Fargo has and will continue to supply face coverings to all Wells Fargo locations where employees are working. Contingent resources will provide their own face coverings unless required by state and local ordinance.
  • You may choose to wear the face covering that Wells Fargo provides or you may wear one of your own that meets guidance from the U.S. Centers for Disease Control, the World Health Organization, or local health authority, and is consistent with your business line requirements for appropriate attire.
  • The cloth face coverings the CDC has recommended are not surgical masks, which are appropriately being directed to health care workers and first responders. If you have surgical face masks in your household, it is your decision whether to wear these.
  • U.S. employees needing an accommodation due to a medical condition or disability may contact Accommodations Management by calling 1-877-HRWELLS, options 2, 3, 4, 2. International employees who need an accommodation should contact in region HR. Those who oversee the work of a contingent resource needing an accommodation will work with the employer of the contingent resource and the Accommodations Management team and follow guidance in the Contingent Resource Workplace Accommodation Policy.
  • If you forget to wear or lose your face covering, talk to your manager to obtain one.
  • You may be denied entry to the workplace if you do not comply with Wells Fargo’s face covering requirement. You will be required to use Paid Time Off, if available, or unpaid time while you are out of the workplace. For international employees, if applicable country/jurisdiction law doesn’t allow an employer to require use of PTO or unpaid time, arrangements may vary. Please follow regional guidance.
  • Internationally, visit the World Health Organization website to read Coronavirus disease (COVID 19) advice for the public: When and how to use masks.1 Local health authority guidance in the countries where we operate may vary; international employees can access links to their local health authority in the External Resources section of their region’s Responding to Coronavirus Disease 2019 (COVID 19) for International Employees site.
  • Employees in India should refer to updates from the Ministry of Health and Family Welfare – Government of India.1 Guidelines issued April 3 include an Advisory & Manual on use of Homemade Protective Cover for Face and Mouth (PDF).1

1Wells Fargo has provided this link for your convenience, but does not endorse and is not responsible for the content, links, privacy policy, or security policy of this website.

What to do in response to government-issued orders

“Shelter in place,” “stay at home,” and “lockdown” orders continue to be issued by national, state, and local governments, asking citizens to stay indoors except for essential activities. Many orders have instructed businesses to close, except for essential businesses, which have generally included banks.

When a new government order is issued, you should continue with your existing work arrangements. We will notify you if that’s not the case.

If you are required to travel to work in areas where an order has been issued, your manager can provide you with documentation to share with local authorities, if requested. You should carry that documentation with you when traveling to and from work.

What to do if there is an incident at your office/branch location

  • Employees with a confirmed case of COVID-19 will be sent home to follow instructions from their health care provider.
  • Working with the affected employee and their manager, Wells Fargo will help determine who had prolonged close contact with the affected employee. This will be done in accordance with Wells Fargo’s Privacy Policy for Team Members in the U.S. and International Team Member Privacy Notices.
  • Employees and service providers who have had prolonged, close contact with this employee or direct contact with infectious secretions (e.g., being coughed on) will be advised to not come into the office for 14 calendar days. U.S. based employees must document this time away in Time Tracker. Go to Time Tracker. First, select Requests, then select New Request, then select Nonroutine Event2, click OK to the attestation, and finally, select Public Health-Wells Fargo-Directed-Quarantine. No supporting documentation is required in these instances.
  • International regular and overtime eligible employees: use your local time tracking tool, process or guidance provided from HR.
  • Employees who are eligible may be able to telecommute under existing line of business guidelines. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. U.S. nonexempt employees who telecommute should continue to track their hours worked in Time Tracker. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S.
  • We will follow a comprehensive disinfection protocol in the affected area, per CDC guidance. We use CDC/EPA/WHO-approved disinfectants on surfaces big and small, such as workstation desks, computers, carpets, keyboards, and phones.
  • We will pack, seal, and dispose of any rubbish in the facility.
  • If the decision is made to close the location, other employees working and specifically affected service providers at the location will be notified by their manager or a systematic email, informing them that the location will be closed while it receives a deep cleaning. We will reopen work locations and allow employees to return to work only after conferring with regional and local managers.
  • If your location is closed and you're not able to work from home, U.S. based employees must document this time away in Time Tracker. First, select Requests, then select New Request, then select Nonroutine Event2, click OK to the attestation, and finally, select Location Closed.

For any California employee diagnosed with COVID-19 within 14 days after they performed work at a Wells Fargo location (not working from home) after March 19, 2020:  You may be entitled to workers’ compensation benefits if you test positive during an outbreak at your Wells Fargo location (4 or more cases within 14 days as defined by CA SB 1159). If you feel that this applies to your situation, you must report a workers’ compensation claim online through the Team Member On-the-Job Injury Report Form. You can also contact Risk & Insurance Management at 1-877-HRWELLS (1-877-479-3557), options 2, 3, 3. Support is available Monday thru Friday 7:30 a.m. to 5:00 p.m. Central time.

International employees use your local time tracking tool, process or guidance provided from HR.

What to do if you are concerned about shaking hands with customers

To maintain social distancing to the greatest extent possible, employees should not shake hands with customers at this time. Here are a few alternatives to greet customers in a professional but friendly manner:

  • Give your customer a friendly smile and wave.
  • Nod and make eye contact to acknowledge your customer.
  • Make it fun and keep it professional; be creative with an air high five or Namaste greeting.

To discourage customers from taking branch supplies such as hand sanitizer, keep these items within employee reach.

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Working from home

If you do work from home, please be a good steward of company resources and follow these recommendations to ensure the continued strength of our network:

  • Use your Wells Fargo approved mobile device when possible rather than your corporate laptop or tablet.
  • If you must access Wells Fargo's network from your laptop, disconnect from the network as soon as your tasks are complete. Wells Fargo Technology is monitoring network usage to ensure its ability to provide strong business operations.
  • Internet browsing while connected remotely should be limited to business need only.
  • Please remember to disconnect from the network if you plan to step away from your device for 30 minutes or more.
  • Use a Wells Fargo audio conference call line for meetings whenever possible. Only use video for critical customer or client facing meetings.
  • Devices supporting remote access are in high demand, so it is important they are kept clean and sanitized, securely locked when unused, and updated with the latest security patches.
  • In the event it becomes necessary, Technology will proactively disconnect some MyED Pulse Secure users to ensure critical and customer-facing users can continue to operate. Impacted users will receive a pop-up message on their device's monitor about the upcoming disconnect. Users with Blackberry Work will also receive a notification email. Employees without Blackberry Work access will receive a text.
  • Once notified, impacted users will have between 10 and 30 minutes to prepare before they are disconnected. They should immediately save all work, and plan to work offline until they have a business need to reconnect.
  • Employees with Blackberry Work will still be able to use their mobile devices for email, calendar, contacts, chat, and web access.

Ensuring a strong home Wi-Fi connection

  • Follow any tips your internet provider has for maintaining a strong connection.
  • Contact your internet provider for any tools it has to check the strength of your connection.
  • Review all the devices connected to your home network and determine which should remain and which can be disconnected.
  • Monitor the usage of connected devices (laptops, tablets, smartphones, gaming systems, etc.)

Using personal mobile devices for Wells Fargo meetings or to conduct business with customers

  • Text messaging (SMS and MMS) to conduct Wells Fargo business is prohibited on any mobile device because it is not considered appropriate technology for secure communication.
  • Employees may use their personal mobile device to make/receive voice calls to conduct company business. If more functionality is needed and you are a U.S. employee, consider enrolling your personal mobile device into Wells Fargo’s BYOD program.
  • As a reminder for BYOD participants, no work-related emails can be sent from outside the Blackberry app. If you receive a business related text message or email outside of the Blackberry app, email the sender using your Wells Fargo email account or call the sender.

Taking equipment from the office

  • Mounted monitors – Cannot be removed
  • Personal video conferencing collaboration devices – Cannot be removed
  • Desk phones and conference room phones – Cannot be removed
  • Free-standing monitors and webcams, keyboards (standard and Bloomberg), docking stations, mice – Manager approval required before employees are allowed to take these items out of the office.
  • Before anything is removed from a Wells Fargo location, employees should gather all necessary cables and components to operate the device and then document each item for tracking purposes. All equipment must be brought back once employees return to their normal working arrangement.
  • Exception: If you have a medically-related workplace furniture accommodation, please email Accommodations Management for specific guidance and options.

Additional equipment for remote work

  • All requests for laptops or other equipment should follow the normal path for your line of business.
  • Technology is working with line of business leaders to ensure new/replacement equipment is available when needed.

Printing at home

  • Printing at home should be limited, and will require manager approval.
  • Don't send Wells Fargo documents to printers not in your proximity.
  • Follow your line of business print guidelines regarding appropriate content to print and proper storage and disposal.
  • Do not go to branches to attempt to print documents.

As a reminder, employees are prohibited from forwarding emails containing company information to personal email addresses.

For nonexempt employees working from home

  • Nonexempt employees must continue to report all time worked in Time Tracker (or other applicable timekeeping system), including time spent on unsuccessful efforts to connect to Wells Fargo systems remotely.
  • Wells Fargo’s meal and rest break policy continues to apply and nonexempt U.S. employees must accurately record their time in Time Tracker (or other applicable timekeeping system). This means, nonexempt employees should:
    • Continue to take 30-minute unpaid meal periods and paid rest breaks in accordance with company policy.
    • Continue to track all rest breaks as time worked.
    • Log off during their meal periods and rest breaks and before and after their shifts (including exiting Pulse Secure/MyED).
  • The time spent logging into operating systems should be logged as work time in Time Tracker.

Important reminders:

  • Employees should follow their line of business print guidelines regarding appropriate content to print and proper storage and disposal.
  • Employees should not go to branches to attempt to print documents.
  • Employees are prohibited from forwarding emails containing company information to personal email addresses.

Technical support

  • Employees should follow their normal technical support path.
  • Technology Connection is another resource. Be advised call volumes may be high.

Cleaning tips

Below are a few links that may be helpful:

  • Dell
  • HP (The “Cleaning your computer” information is on page 62. You can also access through Maintenance > Cleaning your computer under Bookmarks.)
  • Apple: HT204172

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Health concerns

Wells Fargo has introduced new Time Tracker codes for employees who are instructed to quarantine by a health professional or Wells Fargo and can’t work remotely, and for employees in certain local jurisdictions that provide for time away for COVID-19 related reasons. See the Requirements for Using Nonroutine Event codes in Time Tracker section for details on what codes are available beginning September 8.

Keep in touch with your manager so that they can support you and provide you with updates, as benefits and guidelines may change.

Positive COVID-19 diagnosis but your role doesn’t allow for telecommuting

  • Do not come to work.
  • Quarantine as directed by a health professional or public health organization.
  • Contact your manager to provide notification of your absence.
  • U.S. employees should contact Team Member Care at 1-877-HRWELLS (1-877-479-3557), option 8, to inform them of your diagnosis. International employees should contact their regional HR professional.
  • Once you have reported your positive COVID-19 diagnosis, you may be asked to identify coworkers with whom you have been in close contact.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record time away from the office (typically five days) using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event*, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • Rest and follow the directions of your health care provider.
  • If you are asymptomatic but your role doesn’t allow for telecommuting, you must quarantine and provide supporting documentation from a health professional in order to use a Nonroutine Event code. See the Requirements for using Nonroutine event codes in the Time Tracker page for more details.
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

Positive COVID-19 diagnosis and your role allows you to telecommute

  • Do not come into the workplace, even to retrieve your computer and/or other work-related equipment.
  • Quarantine as directed by a health professional.
  • Contact your manager to discuss whether you are eligible to telecommute under existing line of business guidelines, if you are not already working remotely. Employees who are enabled to telecommute and are not ill are required to work remotely. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker.
  • U.S. employees should contact Team Member Care at 1-877-HRWELLS (1-877-479-3557), option 8, to inform them of your diagnosis. International employees should contact their regional HR professional.
  • Once you have reported your positive COVID-19 diagnosis, you may be asked to identify coworkers with whom you have been in close contact.
  • Should your condition change and you are unable to work due to your COVID-19 diagnosis, contact your manager.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record your time away from the office (typically five days) using Time Tracker. First select Requests, ten select New Request, then select Nonroutine Event2, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • Rest and follow the directions of your health care provider.
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

You suspect you may have COVID-19

  • Compare your symptoms with information provided by the CDC on on its website. (International employees should follow guidance from their local health agencies.)
  • If your symptoms match those specified on the CDC’s website and you are at work, go home. If you are at home, stay home.
  • Consult with a health professional who may request you get a COVID-19 test. 
    • If you test positive, follow the steps above for a positive COVID-19 diagnosis.
    • If you test negative, you should follow your health professional’s guidance. If your health professional advises you to quarantine due to potential exposure, follow the steps below. U.S. employees: Once the health professional advises that you are well and can return to working, contact your manager to make arrangements for your return. You do not need to call Team Member Care to be approved to return to work as long as you have not subsequently tested positive and/or are not exhibiting symptoms. For more information refer to the "how to discontinue home isolation" section of What To Do if You Are Sick on the CDC website. If you later have a positive COVID-19 diagnosis during the quarantine period, follow the steps above for a positive COVID-19 diagnosis.
    • If you are not tested but your health professional believes you may have COVID-19 due to the symptoms you are exhibiting, follow the steps above for a positive COVID-19 diagnosis.
  • If you test negative or are waiting for your test results, are not feeling ill, and have been advised to quarantine by your health professional, talk to your manager about if you are eligible to telecommute under existing line of business guidelines if you are not already working remotely. Employees who are enabled to telecommute and are not ill are required to work remotely. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker. If you are not able to work remotely, you can use the Medical Provider-Directed Quarantine code in Time Tracker during the quarantine period, in accordance with existing Time Away guidelines. If you later have a positive COVID-19 diagnosis during the quarantine period, follow the steps above for a positive COVID-19 diagnosis.
  • For both exempt and nonexempt U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period in Time Tracker. First select Requests, then select New Request, then select Nonroutine Event2, then click OK to the attestation, and finally select Public Health-Medical Provider-Directed Quarantine. Employees are required to provide supporting documentation in order to use the Quarantine code. See the Requirements for using Nonroutine Event code in Time Tracker for U.S. employees section for more details and changes to this code effective September 8.
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.
  • If you do not consult with a healthcare provider and submit supporting documentation from a health professional and do not come to work or choose to leave work due to general illness not related to COVID-19, you must apply normal Time Away and Attendance policies (PTO, Paid Sick Time).

A health professional has advised you to be tested for COVID-19 and/or to quarantine

  • Do not report to work during the quarantine or monitoring period.
  • If you are not feeling ill, talk to your manager about if you are eligible to telecommute under existing line of business guidelines. Employees who are enabled to telecommute and are not ill are required to work remotely. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker.
  • If you are not able to work remotely, you can use the Medical Provider-Directed Quarantine code in Time Tracker, in accordance with existing Time Away guidelines, while waiting for your test results and/or during the quarantine period.
  • For U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period (for a maximum of 14 days from date of exposure unless you are instructed otherwise by your health professional or Wells Fargo) in Time Tracker. First select Requests, then select New Request, then select Nonroutine Event2, then click OK to the attestation, and finally select Public Health-Medical Provider-Directed Quarantine. Employees are required to provide supporting documentation from a health professional in order to use this quarantine code. See the Requirements for using Nonroutine Event codes in Time Tracker for U.S. employees section for more details.
  • If you have not exhibited symptoms specified on the CDC’s website and have not tested positive for COVID-19, you should return to work when your quarantine period ends, as directed by a health professional or public health organization. Once the health professional advises that you can return to work, the quarantine order expires, or the designated quarantine period ends, contact your manager to make arrangements for your return. You do not need to call Team Member Care to be approved to return to work.
  • For International regular and overtime eligible employees, use your local time tracking tool, process, or guidance provided from HR.
  • This time will not be subject to an occurrence under Wells Fargo’s attendance policy if required supporting documentation is provided.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record your time away from the office (typically five days) using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event*, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

Wells Fargo has advised you to quarantine

  • Do not report to work during the quarantine or monitoring period.
  • If you are not feeling ill, talk to your manager about if you are eligible to telecommute under existing line of business guidelines. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker.
  • If you are not able to work remotely, you can use the Wells Fargo-Directed Quarantine code in Time Tracker, in accordance with existing Time Away guidelines.
  • For U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period (for a maximum of 14 days consecutive calendar days) in Time Tracker. First select Requests, then select New Request, then select Nonroutine Event2, then click OK to the attestation, and finally select Public Health-Medial Provider-Directed Quarantine. See the Requirements for using Nonroutine Event code in Time Tracker for U.S. employees section for more details and changes to this code effective September 8.
  • No supporting documentation is required in these instances.
  • For International regular and overtime eligible employees, use your local time tracking tool, process, or guidance provided from HR.
  • This time will not be subject to an occurrence under Wells Fargo’s attendance policy.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record your time away from the office (typically five days) using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event*, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

Close contact with a confirmed diagnosis of COVID-19

  • Contact a health professional and follow their instructions. Per the CDC, close contact is defined as someone being within six feet of someone with COVID-19 for a cumulative total of 15 minutes or more over a 24-hour period. This 24-hour period starts from 2 days before illness onset (or, for asymptomatic patients, 2 days prior to test specimen collection), or having direct contact with infectious secretions (e.g., being coughed on) of a COVID-19 case. International employees should follow guidance on close contact and maintaining a distance from others from the World Health Organization’s COVID-19 Advice for the Public, or their local health agency guidelines.
  • *Wells Fargo has provided this link for your convenience, but does not endorse and is not responsible for the content, links, privacy policy, or security policy of this website.
  • If your health care provider recommends that you be tested for COVID-19:
    • If you test positive, follow the steps above for a positive COVID-19 diagnosis.
    • If you test negative, and have been advised or instructed to quarantine by your health care provider, follow the steps above for “Health professional and/or public health organization has advised or instructed you to quarantine due to potential exposure.”
  • If you do not consult with a health professional and do not come to work, you should apply normal Time Away and Attendance policies (PTO, Paid Sick Time).

Return to working after a confirmed or presumed diagnosis of COVID-19

  • Once a U.S. employee who has had a confirmed or presumed diagnosis of COVID-19 has recovered and been cleared by a health professional to return to working, they must contact Team Member Care at 1-877-HRWELLS (1-877-479-3557) Option 8, who will walk them through an attestation process. Team Member Care will gather information about your symptoms, your quarantine protocol, and the health professional under whose care you have been. You will not be approved to return to working until:
    • You have had no fever for at least 24 hours,  without the use of fever-reducing medicine
    • At least 10 days have passed since any cough, shortness of breath or other symptoms first appeared, and these symptoms have improved
    • At least 10 days have passed since you last tested positive for COVID-19
    • You have followed any quarantine protocol that may have been directed by a health professional and/or local health department
    • You have spoken to a health professional who has cleared you to return to working
    • You have called Team Member Care and have been approved to return to working

Your manager will receive an email notifying them you have been approved by Team Member Care to return to working. The manager must receive this notification before an employee who previously had a confirmed or presumed diagnosis of COVID-19 is cleared to go on-site at a Wells Fargo location for any work-related purposes.

This process is required for employees returning to work either at a Wells Fargo facility or in a telecommuting arrangement, including those who may have continued to work from home during their illness.

The following employee populations do not need to contact Team Member Care prior to a return to working:

  • Employees who may have been exposed to someone with COVID-19 but have not tested positive and/or are not exhibiting symptoms and have been instructed to quarantine by Wells Fargo or a health professional as long as the health professional has advised that the employee can return to work, the quarantine order has expired, and/or the designated quarantine period has ended.
  • Employees who are at higher risk of serious illness from COVID-19, but have not been exposed and are not exhibiting symptoms.

Contingent resources with a confirmed or presumed diagnosis of COVID-19 will go through an attestation and approval process with their employer (Wells Fargo’s third-party vendor) prior to providing services on-site at a Wells Fargo location.

High risk of serious illness from COVID-19, per CDC guidelines

  • Employees who are at higher risk for a serious illness if they contract COVID-19, per CDC guidelines, or have a high-risk person in their household and are unable to telecommute can use the High Risk Public Health code in Time Tracker, in accordance with existing Time Away guidelines.
  • Consult with your manager to discuss whether you are eligible to telecommute under existing line of business guidelines, if you are not already working remotely. Employees who are enabled to telecommute and are not ill are required to work remotely.
  • Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. U.S. nonexempt employees who telecommute should continue to track their hours worked in Time Tracker. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S.
  • If you are not able to telecommute, U.S. employees: To track this time away in Time Tracker, first select Requests, then select New Request, then select Nonroutine Event2, click OK to the attestation, and finally, select Public Health High Risk Public Health. You are required to provide supporting documentation in order to use this code, unless you are considered higher risk due to your age group. See the Requirements for Using Nonroutine Event code in Time Tracker for U.S. employees section for more details.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record your time away from the office (typically five days) using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event*, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • International employees should talk with their manager and work with region HR for tracking their time away.
  • Keep in periodic contact with you manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

Discomfort about potential exposure to COVID-19 at work

  • We’ve been looking at what flexibility we can provide to our employees with regard to working from home. The majority of our employees serve customers, care for critical operations, or are in regulated capacities and, therefore, many of them are unable to work from home. We expect these employees to continue coming into their business locations to serve our customers as they normally would. If you have concerns, please discuss them with your manager.
  • Employees who are eligible, may be able to telecommute under existing line of business guidelines. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S.
  • Employees who are not able to telecommute may request to use PTO or may request a personal leave of absence; however, if the time away is not approved by their manager, it is subject to the Attendance and Punctuality policy.
  • U.S.-based employees may contact Team Member Care (see right rail), with workplace questions or concerns. International employees can contact their regional HR team.
  • This has been a challenging and emotional time for many of us. For confidential support 24 hours a day, seven days a week, Employee Assistance Consulting is available to U.S. employees at 1-888 327 0027; international employees can call country-specific contact numbers.

2 Nonroutine Event is a restricted nonworking pay code that must be used in accordance with the Wells Fargo Time Away Policy and its use for COVID-19 purposes generally requires submitting supporting documentation from a health professional within five calendar days of the first date use. Use of some of these codes without providing the required documentation may result in corrective action up to and including termination. 

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Requirements for Using Nonroutine Event codes in Time Tracker for U.S. employees

Wells Fargo has introduced new Time Tracker codes for employees who are instructed to quarantine by a health professional or Wells Fargo and can’t work remotely, and for employees in certain local jurisdictions that provide for time away for COVID-19 related reasons. The below codes may be available to you, but some require supporting documentation from a health professional. Failure to provide the required documentation may result in corrective action up to and including termination. Managers are expected to provide oversight to ensure their employees are tracking time to the appropriate codes in Time Tracker and for no longer than the necessary number of days.

Appropriate use of Nonroutine Event codes

The following Nonroutine Event codes may be available to employees who fit into one or more of the appropriate use categories below. These codes should only be used for as long as needed, which may be less than the maximum time allowed. Effective September 8, some of these codes only allow a maximum use of up to 14 consecutive calendar days. Employees who are well enough to work and able to work remotely are not eligible to use the Medical Provider-Directed Quarantine, Wells Fargo-Directed Quarantine, or High Risk Public Health codes.

The intent of these codes is to provide employees with paid time away for the limited circumstances described above and below. In accordance with CDC guidelines on quarantine and people at increased risk for severe illness, it is Wells Fargo’s expectation that, while using these codes, employees will refrain from activities that are inconsistent with the reason the Nonroutine Event code is being used and will exercise the appropriate precautions to prevent getting COVID-19. Misrepresentation of the need for this paid time away may result in ineligibility for further use of the code, as well as corrective action up to and including termination.

Code Appropriate Uses Maximum Duration Documentation Required
Medical Provider-Directed Quarantine
  • You are being tested for COVID-19 per the instruction of a health professional and awaiting test results
  • You test positive for COVID-19, are well enough to work but don’t have the ability to work remotely
  • You test positive for COVID-19, and need less than seven consecutive calendar days of time away due to the illness
  • You have been in prolonged, close contact with someone who tested positive for COVID-19 (not exposed at a Wells Fargo facility) but have not tested positive
  • You receive military orders that include a mandatory quarantine period prior to reporting for duty.

Supporting documentation is required to use this code. Before using this Public Health code for one or more of the above-listed reasons, employees must first meet with their manager to discuss whether remote work can be performed.

14 consecutive calendar days Yes
Wells Fargo-Directed Quarantine
  • Wells Fargo has instructed employee to quarantine due to possible exposure at Wells Fargo facility or due to Wells Fargo-approved business travel.
  • You are returning to work after military duty and have been released from duty for less than 14 days.

Before using this Public Health code for one or more of the above-listed reasons, employees must first meet with their manager to discuss whether remote work can be performed.

14 consecutive calendar days No
Disability Waiting Period You have tested positive for COVID-19 and are too ill to work. You must contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. You are not permitted to use a Nonroutine Event Code in Time Tracker if you have a positive COVID-19 diagnosis and are ill. Use the Disability Waiting Period code for the required seven-day waiting period before Short-Term Disability (STD) begins. You are not permitted to use the Medical Provider-Directed Quarantine code if you have a positive COVID-19 diagnosis and are too ill to work for seven or more consecutive calendar days. 7 consecutive calendar days No
Local Jurisdiction Public Health

To be used by eligible employees in jurisdictions that provide for job-protected, paid time away for COVID-19 related reasons where manager approval is not required. (Some employees in these jurisdictions may have exhausted their entitlement by using the Nonroutine Event code for paid time away covered by their local COVID-19 paid sick law. Typically, a local COVID-19 paid sick law provides a full-time employee with 80 supplemental paid sick hours for qualifying reasons.) A separate code is available for each jurisdiction. The links below provide you the details of each order.

* The instructions on how to code time away in Time Tracker may have changed since these announcements were sent. Employees should follow the instructions on this page instead for recording time away.

Based on local ordinance Varies
High Risk Public Health

You or a member of your household are at higher-risk for a serious illness from contracting COVID-19, per CDC guidelines.

Supporting documentation is required to use this code, except for employees who are age 65 or older. This Public Health code cannot be used by employees who can perform work remotely. Employees are required to discuss remote work options with their manager before using this Public Health code.

No limit Yes, excluding employees who are age 65 or older
Location Closed

To be used by U.S.-based employees to document time away for scheduled hours in Time Tracker if their manager authorizes them to leave early due to work being completed or lower volumes. This code is also used to document time away up to an employee’s standard hours due to reduced or rotational schedules to minimize exposure to COVID-19.

No limit No

Time that is inappropriately recorded using one of the above Nonroutine Event codes must be changed to PTO or Paid Sick Time, if applicable. If you do not have PTO available, contact your manager regarding your need for time away. This time away may be unpaid. Failure to correct time to PTO, Paid Sick Time, or unpaid time may result in corrective action, up to and including termination.

Employees who are using a Nonroutine Event code are required to communicate with their managers upon request.  Managers may contact employees approved to use the Medical-Provider Directed Quarantine or High Rick Public Health code for the purpose of discussing potential remote work options.  Employees who refuse to meet with their managers to discuss remote work options are not eligible to continue using the code.

Situations not eligible for use of the Nonroutine Event codes

Employees are not permitted to use one of the Nonroutine Event codes in the following situations:

  • Employees who feel well enough to work and are able to work remotely.
  • Employees who otherwise qualify for the Medical-Provider Directed Quarantine or High Risk Public Health code and refuse to meet with their manager to discuss remote work options. These employees are required to meet with their manager to discuss potential remote work options upon request from their manager.
  • Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability (STD) leave through Lincoln Financial. You may use the Disability Waiting Period code for the required seven-day waiting period before STD begins. However, employees who request STD may use the Disability Waiting Period code for the required seven-day waiting period before STD begins. 
  • Employees who are concerned about contracting COVID-19 and do not want to come to work, but are not in a high-risk category, as defined by CDC guidelines – If you are not able to work remotely, you may request to use PTO or may request a personal leave of absence; however, if the time away is not approved by your manager, it is subject to the Attendance & Punctuality policy.
  • Employees who return from one of the following types of personal travel and are not permitted to work on-site at a Wells Fargo facility for 14 calendar days:
    • Any international travel (including Canada and Mexico)
    • A cruise
    • Any travel within the U.S by way of commercial air, bus, or train (not including your normal work commute)

If you are not able to work remotely, you must use Paid Time Off for days you are scheduled to work during your post-travel quarantine period or take unpaid time away if no PTO is available.

Timeframe for submitting supporting documentation

Documentation must be provided within five calendar days of the first date a Public Health code was used. You may continue to use the Public Health code while you gather the required documentation by the due date. If you already provided documentation and that documentation is still valid, you do not need to submit the documentation again. New documentation must be submitted for each future occurrence and use of a public health code. Ongoing use of the Nonroutine event codes without providing the required documentation may result in corrective action up to and including termination.

Acceptable forms of supporting documentation

You can download the Nonroutine event code request cover sheet (PDF) to provide your health professional or, if appropriate, your household member’s health professional with the details on what information is required in the supporting documentation.

All supporting documentation must include the employee's first name, last name, and Wells Fargo employee ID. Acceptable supporting documentation is:

  • A federal, state, or local quarantine order related to COVID-19 that applies to you, or someone within your household; or
  • Military orders that include a mandatory quarantine period prior to reporting for duty or date of release from military duty; or
  • Medical documentation from your health professional or that of your household member that is on the health professional's letterhead or sent from a medical professional's email and includes the health professional's contact information (name and phone number). Such documentation must clearly state that you need to quarantine and the duration of the quarantine period, if known. If the need to quarantine is due to being at higher risk for serious illness or because a high-risk person is in your household, the documentation must also clearly state that you need to quarantine, per the CDC guidelines, based on your own pre-existing medical condition or that of a person in your household. The documentation should not include a specific medical condition or medical details.

Where to send supporting documentation

Supporting documentation must be sent by the employee or their health professional to either:

Employees may include the completed Nonroutine event code request cover sheet (PDF) with their supporting documentation, but the Cover Sheet is not required as long as the employee’s first name, last name, and employee ID are included with the documentation.

Once the supporting documentation has been submitted, the person submitting the documentation will receive an auto response indicating that the documentation was received.

  • If the supporting documentation is compliant, the manager and the employee will receive an email within six business days from submission to indicate the employee can use the Nonroutine Event code unless the manager is able to identify work the employee can perform remotely.
  • If the supporting documentation is non-compliant, the manager and employee will be notified within six business days from submission. The employee will be required to resubmit compliant documentation in order to be approved to use the Nonroutine Event code.

Note: The response will be sent to the employee’s personal email address. If no personal email address is on file, their Wells Fargo email address will be used. Employees can update their personal information through Teamworks or Teamworks at Home at teamworks.wellsfargo.com.

If you have questions, contact Team Member Care at 1 877 HRWELLS (1 877 479 3557), option 8. Representatives are available every day from 8 a.m. to 8 p.m. Eastern time.

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Meetings & events

We have made significant changes to our corporate events calendar that apply to both U.S. and international employees.

All upcoming internal and external group meetings, conferences, and events are being evaluated to determine whether they should be postponed or cancelled. Employees with current plans or invitations to attend a group meeting, conference or event will hear about the next steps from the meeting or event organizer in the coming days.

Meetings

  • We are strongly discouraging all internal meetings with more than 10 employees in attendance. This includes trainings.
  • External engagements with clients and customers where more than 10 people are in attendance should be cancelled or postponed through the end of 2020. This guidance also applies to sponsorships associated with client hospitality and tickets at venues with capacity of more than 10 people, including trade shows, conferences, Stagecoach appearances, music and sporting events. For tickets that have already been distributed, talking points will be provided to relationship and client managers to help notify clients that we will not be attending or hosting these events.
  • No new internal or external events where more than 10 people are in attendance should be booked for fourth quarter 2020 or first quarter 2021 at this time.

Teleconferencing

  • Call volume remains high globally. We continue to work with our teleconferencing service provider to achieve stable and predictable service levels. Here’s what you can do in the meantime:
    • Audio conference hosts: Please consider starting calls at 10 minutes, 20 minutes, 40 minutes, or 50 minutes past the hour, or at irregular times in between. Steer clear of calls starting on the hour or on the half-hour, if possible.
    • Audio conference attendees: Try to dial in a few minutes before the call begins. Small changes will make a big difference.
    • All call participants: Please use dial-in numbers only for calls with more than three people. For one-to-one calls, call the other person directly; then, if possible, use conferencing capabilities on your phone to patch in a third person.

Events

All company recognition events through December 2020 have been cancelled or postponed. This includes Golden Spoke, Pinnacle, and Sales/Service events. Alternative plans are in development to recognize employees.

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Benefits

How we’ve enhanced benefits

The health of you and your family is our top priority. That's why we have enhanced benefits to help provide financial support and paid business days off for childcare for qualifying employees. We've also made changes to our medical plans to eliminate coinsurance and fully cover the cost of any medically necessary screening and testing for COVID-19, and temporarily eliminated cost sharing for medical virtual office visits at certain providers (listed below) in most plans. Our short-term disability plan has also changed to help employees impacted directly with COVID-19.

Changes to Health Plans

We have partnered with Aetna, Anthem, UnitedHealthcare, and Kaiser to offer the following enhanced COVID-19 related benefits to our U.S. employees and their covered dependents enrolled in all Wells Fargo-sponsored medical plans.

Testing and evaluation for COVID-19

Effective March 18, 2020, and until further notice, as required by the Families First Coronavirus Response Act, there will be no cost sharing for (meaning, you will not pay for) deductibles, copayments and coinsurance for medically necessary screening and testing for COVID-19. This includes diagnostic testing (both the test and evaluation to determine if you need the test) in an office visit (both in person and virtual office visits or telehealth), urgent care, and emergency room. If a member is diagnosed with COVID-19, all treatment including but not limited to hospital, transportation, and pharmacy services will be subject to deductibles, coinsurance, and copays in accordance with the U.S. Benefits Book (Aetna, Anthem, and UnitedHealthcare) or certificate of coverage (Kaiser).

U.S. Survivor support

  • When a loss occurs, managers, employees, and family members can contact Team Member Care at 1-877-HRWELLS (1-877-479-3557), options 2, 2, 7, 1 to report the death of an employee or employee’s dependent to the company.
  • A dedicated Survivor Support team in Human Resources works closely with impacted individuals and families and handles each situation with care and compassion. This team serves as the central point of contact for U.S.-based employees and their families, connecting survivors to resources and support inside and outside the company. They help ensure that employees and their families understand the benefits available to them.

Medical Virtual Office Visits (telehealth)

Through December 31, 2020, cost sharing will also be reduced to zero dollars ($0.00) for medical virtual office visits for any reason at a provider listed below (Kaiser members: see the Kaiser bullet below). For step-by-step instructions on how to register for a medical virtual office visit, go to the Virtual Office Visit Registration Help page on Teamworks at work and then find your appropriate virtual office visit provider:4

  • Aetna: Teladoc.
  • Anthem: LiveHealth Online.
  • UnitedHealthcare: Teladoc, Amwell, and Doctor on Demand. Choose any of these three providers or change at any time.
  • Kaiser: Virtual office visit providers can be found at kp.org. Kaiser is covering virtual office visits at $0 cost share to members on an HMO plan, except for Kaiser Colorado, which has a copay for virtual office visit. For members in the Kaiser HDHP, virtual office visits are subject to regular plan provisions.

You must use the option listed next to your claims administrator to receive $0 coverage. For instance, if you are an Anthem member, you must use LiveHealth Online; you may not use Teladoc. For step-by-step instructions on how to register for a virtual office visit, go to the Virtual Office Visit Registration Help page on Teamworks and then find your appropriate telehealth provider.

Summary of Material Modifications

This document is a Summary of Material Modifications (SMM) for the Wells Fargo & Company Health Plan (the Health Plan) and is intended to notify you of important updates made to the Health Plan. This SMM is added to and modifies the January 1, 2020, Health Plan Summary Plan Description (SPD), which is provided in the U.S. Benefits Book. Please take the time to read this SMM carefully and keep a copy of it with the previously issued SPD.

Questions

Please contact your health insurance claims administrator for further information regarding your medical coverage, or for assistance with navigating their websites.

4Disclaimer about the use of virtual office visits in the workplace or on company devices: Wells Fargo reserves the right to record and monitor all electronic communication systems and any communication that originates from company-owned equipment. Personal calls made in the workplace may be overheard by others. If you have questions or concerns about the appropriate use of electronic communication systems, contact your manager or Information Security Consultant (ISC).

401(k) Plan offers relief under CARES Act

In response to the COVID-19 pandemic, the U.S. Coronavirus Aid, Relief and Economic Security Act (CARES Act) was signed into law on March 27, 2020. The CARES Act contains provisions for 401(k) Plan participants affected by COVID-19 to access their retirement savings and defer payments on 401(k) Plan loans in 2020. Effective June 15, 2020, participants who meet eligibility requirements, as defined in the CARES Act (see below), can request these options through the 401(k) Plan website:

  • Coronavirus-related distribution option available in 2020. You may take coronavirus-related distributions from your 401(k) Plan account, other employer-sponsored retirement plans, and IRAs in 2020, up to an aggregate total of $100,000, or 100% of your available vested account balance, whichever is less. These distributions are not subject to the 20% federal income tax withholding or 10% early withdrawal tax penalty that applies to other retirement plan and IRA distributions taken before age 59½. You may elect to pay federal income taxes on these distributions ratably over three years or you could choose to include the entire distribution in your 2020 taxable income. You also have the option to re-contribute your coronavirus-related distributions to the 401(k) Plan, another employer plan, or IRA within three years of the date on which you receive your coronavirus-related distribution.
  • Coronavirus-related loan option available until September 23, 2020. You may take a coronavirus-related loan up to the lesser of $100,000 or 100% of your available vested account balance. The 401(k) Plan Loan Rules limit participants to two loans outstanding at a time; as such, if you have the maximum number of 401(k) Plan loans outstanding, you will not be able to take a new loan until you pay off one or more of the existing loans so that you have only one loan outstanding before you request a coronavirus-related loan. The coronavirus-related loan option expires on September 23, 2020. Note that the limit of the lesser of $100,000 or 100% of your available vested account balance is an aggregate limit across all outstanding loans.
  • Ability to defer loan repayments this year. You have the flexibility to defer your current or new coronavirus-related loan payments that are due through December 31, 2020. If you request to defer your 401(k) Plan loan payments, your loan will be re-amortized in January 2021, to include the deferred payments and accrued interest, and your loan term will be extended for the period that your payments were deferred.

Eligibility requirements

To qualify for the coronavirus-related distribution and loan options, you must be eligible for the transaction(s) based on the 401(k) Plan's provisions and attest to being a Qualified Individual, as defined by the U.S. CARES Act and subsequent Internal Revenue Service (IRS) guidance. A Qualified Individual is someone:

  • Who is diagnosed with the virus SARS-CoV-2 or with coronavirus disease 2019 (referred to collectively in this notice as COVID-19) by a test approved by the U.S. Centers for Disease Control and Prevention (including a test authorized under the U.S. Federal Food, Drug, and Cosmetic Act);
  • Whose spouse or dependent is diagnosed with COVID-19 by a test approved by the U.S. Centers for Disease Control and Prevention (including a test authorized under the U.S. Federal Food, Drug, and Cosmetic Act); or
  • Who experiences adverse financial consequences as a result of:
    • The individual being quarantined, being furloughed or laid off, or having work hours reduced due to COVID-19;
    • The individual being unable to work due to lack of childcare due to COVID-19; or
    • Closing or reducing hours of a business owned or operated by the individual due to COVID-19.

In addition, a Qualified Individual is one who experiences adverse financial consequences as a result of:

  • The individual having a reduction in pay (or self-employment income) due to COVID-19 or having a job offer rescinded or start date for a job delayed due to COVID-19;
  • The individual's spouse or a member of the individual's household (i.e., someone who shares the individual's principal residence) being quarantined, being furloughed or laid off, or having work hours reduced due to COVID-19; being unable to work due to lack of childcare due to COVID-19; having a reduction in pay (or self-employment income) due to COVID-19; or having a job offer rescinded or start date for a job delayed due to COVID-19; or
  • Closing or reducing hours of a business owned or operated by the individual's spouse or a member of the individual's household due to COVID-19; or
  • Other factors as determined by the Treasury Secretary.

How to access these options

If you are a Qualified Individual, you can access these options as follows:

  • Coronavirus-related distributions. Sign on to your 401(k) Plan account from Teamworks or Teamworks at Home. Select the Actions & Investments tab at the top of the page, then Withdrawals, then Amount Available for Withdrawal, then select the COVID-19 Withdrawal Type.
  • Coronavirus-related loans. Sign on to your 401(k) Plan account from Teamworks or Teamworks at Home. Select the Loans tab, then Loan Calculator and Request, then select General-COVID-19 Loan Type. To defer payments due through December 31, 2020, for all loan types, check the Defer My Payments box.
  • Deferment of loan payments. To defer your loan payments due through December 31, 2020, on existing loans, sign on to your 401(k) Plan account from Teamworks or Teamworks at Home. Select the Loans tab at the top of the page, then Loan Summary. Locate the Loan # of the loan for which you wish to defer payments, and under the COVID-19 Deferred Payment column, click Enroll, and follow the instructions.

Changes to Short-Term Disability

  • For U.S.-based employees directly affected by coronavirus, the seven-day waiting period will be covered at 100% without employees having to use PTO.
  • Employees with fewer than four years of service will be eligible for four weeks at 100% pay rather than 65% pay.
  • To receive this benefit, record your time away for five business days from the office using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event, then click OK to the attestation, and finally select Public Health-Disability Waiting Period.

FSA elections and changes allowed

In response to the COVID-19 outbreak, the U.S. Internal Revenue Service issued a notice that provides increased flexibility to make mid-year changes to 2020 elections for health care flexible spending accounts (Health Care FSAs) and day care flexible spending accounts (Day Care FSAs). As a result, U.S. employees may enroll, increase, decrease, or drop their current 2020 Health Care FSA and Day Care FSA elections on a prospective basis. The deadline to enroll or make changes is September 30, 2020.

Health Care FSAs

The Health Care FSA Plan includes two FSA options – the Full-Purpose Health Care FSA and the Limited Dental/Vision FSA. These accounts allow you to set aside money on a before-tax basis to pay for eligible expenses not reimbursed from another source. It is important to note that the Full-Purpose Health Care FSA and the Limited Dental/Vision FSA have unique and separate enrollment requirements and vary in the types of eligible expenses that can be reimbursed. While there is increased flexibility regarding elections, you are not allowed to switch from the Full-Purpose Health Care FSA to the Limited Dental/Vision FSA (or vice versa) mid-year. For a description of these accounts, see Chapter 5: Health Care Flexible Spending Account Plan of the U.S. Benefits Book.

Decrease or drop coverage

From now until September 30, 2020, you may decrease or drop coverage in your FSA for any reason. For example, you might want to decrease or drop coverage if you anticipate that you will not have eligible expenses to use all the funds in your Health Care FSA during the 2020 plan year, including the grace period that runs until March 15, 2021 (if you are enrolled on December 31, 2020).

You may decrease your elections. You are not permitted to decrease your election below the amount already reimbursed from your FSA. You also may not elect to decrease your annual contribution amount below the amount you have already contributed up to the date the election change is effective. The minimum contribution to continue participating in your FSA is $5.00 per pay period.

You may also drop your 2020 FSA election amount moving forward. Please note, if you have received reimbursement for eligible expenses greater than your contributions to date, you will not be permitted to drop your coverage, but you may reduce your election to cover exactly the amount of eligible expenses you have been reimbursed for. Also note that if you drop coverage, only eligible expenses incurred while you were enrolled in the FSA are eligible for reimbursement. If you think you may have additional eligible expenses during the year, you may want to consider decreasing your elections to remain enrolled and cover your anticipated additional expenses.

To decrease or drop coverage, take the following steps:

  • Review your current annual FSA election on your benefit confirmation statement by signing on to Your Benefits tool.
  • Review the Year-to-date (YTD) amount already deducted for your FSA, shown on your most recent paycheck.
  • Review your FSA account for the amount already reimbursed. If you have submitted any recent claims for reimbursement that are pending, you will need to include those amounts.
  • You will need to call Team Member Care to provide your new annual election amount and indicate you are calling about the COVID related mid-year election changes allowed for FSAs.

Enroll or increase coverage

From now until September 30, 2020, you can increase or enroll in an FSA for any reason. For example, you might want to enroll or increase coverage if you anticipate eligible expenses that you did not consider when you made your 2020 annual FSA election. The maximum annual amount you may elect for 2020 is $2,700. The amount you elect will be deducted from your remaining paychecks in 2020.

To enroll in or increase your 2020 election, you can call Team Member Care. When you call Team Member Care, indicate you are calling about the COVID-related mid-year election changes allowed for FSAs.

Note: Please keep in mind that only eligible expenses incurred after you enroll are eligible for reimbursement. In other words, if you enroll in August 2020, you cannot submit an expense from June 2020 for reimbursement. Consider this when determining your election amount.

Daycare FSA

The Day Care FSA allows you to set aside before-tax dollars from your pay for eligible day care expenses for your children under the age of 13, or elderly or disabled dependents whom you claim as tax dependents. The Day Care FSA can reimburse you for eligible day care expenses that are incurred to enable you (and your spouse if you are married) to be gainfully employed or to look for work. A description of the Day Care FSA can be found in Chapter 6 of the U.S. Benefits Book.

Decrease or drop coverage

From now until September 30, 2020, you can decrease or drop coverage in your Daycare FSA for any reason. You may want to decrease or drop your Day Care FSA coverage if you anticipate your eligible day care expenses will be lower for the rest of the plan year, including the grace period that runs through March 15, 2021 (if you are enrolled on December 31, 2020).

You may decrease your Daycare FSA elections. You are not permitted to decrease your election below the amount already reimbursed from your FSA. You also may not elect to decrease your annual contribution amount below the amount you have already contributed up to the date the change in your contributions is effective. The minimum contribution to continue participating is $5.00 per pay period.

You may also drop your 2020 election amount moving forward. Please note, however, that if you drop coverage, only eligible day care expenses incurred while you were enrolled in the Day Care FSA are eligible for reimbursement. If you think you may have additional eligible day care expenses during the year, you may want to consider decreasing your elections to remain enrolled and cover your remaining additional expenses.

To decrease or drop coverage, take the following steps:

  • Review your current annual FSA election on your benefit confirmation statement by signing on to Your Benefits tool.
  • Review the Year-to-date (YTD) amount already deducted for your FSA, shown on your most recent paycheck.
  • Review your FSA account for the amount already reimbursed. If you have submitted any recent claims for reimbursement that are pending, you will need to include those amounts.
  • You will need to call Team Member Care to provide your new annual election amount and indicate you are calling about the COVID related mid-year election changes allowed for FSAs.

Enroll or increase coverage

From now until September 30, 2020, you can increase or enroll in the Day Care FSA for any reason. For example, you may want to increase Day Care FSA elections or enroll in the Day Care FSA if you anticipate greater eligible day care expenses for the rest of 2020.

The maximum annual amount you may elect for 2020 is $5,000 (if you are single or married filing jointly), with the exception of highly compensated employees, who are limited to a maximum of $2,500. The amount you elect will be deducted from your remaining paychecks in 2020.

To enroll or increase coverage, you will need to call Team Member Care and provide your new annual election amount. When you call Team Member Care, indicate you are calling about the COVID related mid-year election changes allowed for FSAs.

Note: Please keep in mind that only eligible day care expenses incurred after you enroll are eligible for reimbursement. In other words, if you enroll in September 2020, you cannot submit an expense from April 2020 for reimbursement. Consider this when determining your election amount.

To request a change

Contact Wells Fargo Team Member Care at 1-877-HRWELLS (1-877-479-3557). Please select menu options, 2, 2, and then 3 when prompted to be connected with a Team Member Care HR Specialist. Support is available Monday through Friday from 8:00 a.m. to 8:00 p.m. Eastern Time. Team Member Care accepts relay service calls. TDD/TTY users may call 1-800-988-0161.

You must contact Team Member Care by September 30, 2020. Please note that no additional changes can be made after September 30, 2020 unless due to a Qualified Event.

No action is required if you do not wish to make changes to your FSA elections.

Commuter Benefit Program impacts due to COVID-19

If you are currently enrolled in the Commuter Benefit Program, you will be receiving an email from WageWorks with available answers to your questions about:

  • Your Commuter Benefit Program orders for March and April
  • Transit agency and parking provider considerations for your March and April orders

You can also access the WageWorks COVID-19 commuter communication page for the most up-to-date information. To find out if there has been a change in your transit agency’s returned pass policy, check back regularly on the WageWorks communication page instead of your local transit agencies website.

Reminder for future commuter benefit orders

If you want to enroll, make a change or cancel your commuter order, you need to make your change by the 10th day of the month (4th day of the month for the New York's Long Island Rail Road or Metro-North Railroad) for the benefit to be effective the next month. To make Commuter Benefit Program order changes, visit the WageWorks website:

  • From home: log on using participant.wageworks.com

Day Care Flexible Spending Account (DC FSA) impacts due to COVID-19

The Day Care Flexible Spending Account (DC FSA) is a benefit that allows U.S. employees to set aside before-tax dollars that can be used to pay for certain day care expenses associated with caring for children under age 13, or elderly or disabled dependents that are claimed as tax dependents to the extent such expenses are incurred to enable you (and your spouse, if applicable) to work or look for work.

If you have a change in your day care needs due the COVID-19 pandemic, you may be able to change your 2020 DC FSA election. Below is information to help you understand what changes you may be able to make to your 2020 elections. Coverage will be effective the first of the month following the date of the event or the first of the month following the date you call Team Member Care, whichever is later.

  • You may enroll in a DC FSA if you start day care services (for example, you begin using day care because your work hours have changed due to COVID-19).
  • You may enroll in or increase your DC FSA election if you change day care providers or you increase the day care services (for example, you need extra care during the school day due to your school being closed due to COVID-19).
  • You may drop your DC FSA election if you no longer need day care services (for example, you do not need day care because your day care has closed or your work location has changed due to COVID-19). Claims can be filed for expenses incurred through the date coverage is dropped. You have until April 30, 2021 to submit claims to be reimbursed.
  • You may decrease your DC FSA election if you change day care providers or have a change in the day care services that reduces your expenses (for example, you move to a less expensive day care provider after your usual provider closes).  

To request a change, call Team Member Care at 877-HR-WELLS (877-497-3557) options 2, 2, 3.

Refer to Chapter 6 of the U.S. Benefits Book for more information. The information provided here is a summary and does not contain all of the official plan provisions of the DC FSA.

Support for Parents and Caregivers

Wells Fargo has enhanced its caregiver resources that can help you balance your responsibilities as a caregiver with the demands of work.

Primary child care

0 - 6 YEARS OLD

Preferred Enrollment

Bright Horizons

  • Preferred enrollment and no registration fee at Bright Horizons Centers

Tuition Discounts

Bright Horizons & LifeCare

  • Bright Horizons: Up to 10% discount at full service centers in the Bright Horizons network of care (excludes Bright Horizons centers)
  • LifeCare: Find reduced tuition rates at centers nationwide such as KinderCare, Creative Kids, and Tutor Time. Sign on to LifeCare for offer details.

0 - 12 YEARS OLD

Sittercity

Bright Horizons

  • Search among more than six million caregivers, including local child care centers and individuals, many who specialize in education and can support remote school activities
  • Post an ad for a caregiver or instructor who can guide in-home learning for small groups with your neighbors, family or classmates
  • Wells Fargo pays the membership fee for employees and the cost of basic background checks

Nanny Placement

Bright Horizons

  • Discounts and half-off  placement fee for a local, high-touch nanny placement service to help you locate skilled and screened nannies
  • Request a nanny that is trained as a learning coach to support online instruction

Concierge Service

LifeCare

  • LifeCare’s specialist can alleviate the burden of looking for child care by conducting research on your behalf, in your local area for all ages. Here are some examples of care options a specialist can help with:
    • Child care centers or in-home daycare
    • A nanny, babysitter, or other caregiver to come into your home
    • Preschool, Pre-K, or other early education options

Gaps in care

ALL AGES

Back-Up Care

Bright Horizons

  • When regular child care arrangements fall through, you have up to 20 days per year of backup child care either in a Bright Horizons center or in your home.
  • Wells Fargo pays most of the cost; you pay $20 per day for center-based care and $6 per hour for in-home care.

Concierge Service

LifeCare

LifeCare’s specialist can alleviate the burden of looking for child care by conducting research on your behalf, in your local area for all ages, including back-up care options if needed.

School support

3 - 7 YEARS OLD

Marco Polo

Bright Horizons

  • Award-winning digital learning for preschoolers (65% off annual app subscriptions)
  • Teaches STEM (Science, Technology, Engineering, and Mathematics) and literacy through hundreds of games and video lessons

6- 18 YEARS OLD

Learning Pods

Bright Horizons

  • Use Sittercity to find caregivers who can guide in-home learning for small groups
  • Post a job, browse profiles, and find a caregiver for your learning pod

Varsity Tutors

Bright Horizons

  • Get discounted access to 1:1 and small group tutoring with tutors and instructors (20% discount on most programs)
  • Includes 3,000+ subjects and 40,000 tutors; offers hundreds of enriching online classes, camps, & extracurricular activities for K-12 children

Revolution Prep

Bright Horizons

  • Premium academic and test preparation services, including: personalized tutoring with a curriculum tailored to each child’s needs and interests
  • 20% off hourly tutoring rates and 33% off interactive math adventure program

Homework Connection (indicates new program available in mid-to-late September 2020)

LifeCare

  • Homework Connection provides up to five hours of virtual tutoring per month per employee, at no cost
  • Students connect confidentially online with vetted, background-checked English- or Spanish-speaking tutors for help on more than 100 subjects for grades K–12
  • College prep and essay review is also available

Note: Homework Connection tutoring sessions must be completed on a personal device. Allowing any unauthorized person to access your Wells Fargo device is a violation of company policy and could result in corrective action, including termination of employment.

ALL AGES

Concierge Service

LifeCare

  • LifeCare’s specialist can alleviate the burden of looking for child care by conducting research on your behalf, in your local area for all ages. Here are some examples of care options a specialist can help with:
    • Before/after care
    • Virtual camps and care option
    • Homeschool support
    • Resources on how to parent virtual learners or working at home with kids
    • Finding a caregiver to oversee virtual learning

Other care resources

ADULTS

Back-Up Care

Bright Horizons

The Backup Adult Care benefit, offered through the Bright Horizons Back-Up Care Advantage Program, offers full and part-time employees with up to five days per calendar year of in-home backup adult care whenever they need it, 24 hours a day, 7 days a week. You have access to a network of reputable providers through Bright Horizons.

Elder Care Support

Bright Horizons

  • Search online for adult and elder care companions
  • Find eldercare resources, planning and senior housing tools
  • Take an online needs assessment for your loved one, navigate through elder care options, access elder care resources, and get guidance in finding assistance programs.

Concierge Service

LifeCare

  • LifeCare’s specialist can alleviate the burden of looking for adult care services by conducting research on your behalf, in their local area. Here are some examples of care options a specialist can help with:
    • Adult and senior care, including researching housing options
    • In-home safety and daily needs support
    • Transportation
    • Support for those caring for a loved one with Alzheimer’s or dementia

PETS

Sittercity

Bright Horizons

  • Online search for pet sitters, dog walkers, groomers, trainers and related service providers
  • Wells Fargo pays the membership fee for employees and the cost of basic background checks.

Concierge Service

LifeCare

LifeCare’s specialist can alleviate the burden of looking for pet care services by conducting research on your behalf, in your local area. LifeMart also provides discounts on pet insurance and walking services – such as Rover.

HOUSE-HOLD SERVICES

Sittercity

Bright Horizons

  • Online search for housekeepers
  • Wells Fargo pays the membership fee for employees and the cost of basic background checks

Concierge Services

LifeCare

LifeCare’s specialist can alleviate the burden of looking for household services by conducting research on your behalf, in your local area. LifeMart also provides discounts on background checks, home security systems, and ID theft services.

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Travel

Restrictions on Business Travel

All nonessential domestic and international business travel is restricted. Determine if the travel is business essential. Business essential travel is defined as travel required in order to meet customer commitments or maintain business operations. Travel for relocation for a role in another city is considered business travel and requires the approvals specified below.

For international business, you are encouraged to conduct meetings via conference call. International business travel requires approval from the line of business Operating Committee (OC) member.

For domestic business, use a Wells Fargo audio conference call line for meetings whenever possible. Only use video for critical customer or client-facing meetings. All domestic business travel requires approval from the line of business OC member or one of the OC member’s direct reports for Commercial Banking, Corporate & Investment Banking, and Consumer & Small Business Banking.

OC approval is still required if your employment assignment includes annual leave to travel back to your home country.

If travel is already scheduled, but not approved, it will require approval or cancellation.

Wells Fargo doesn’t require quarantine after business or personal travel within the U.S. or internationally.

Current guidance from the CDC* is to minimize non-essential travel.

CDC guidelines do not currently have in place any domestic travel advisories, however advisories can change often so be sure to check for updates before and after traveling.

Wells Fargo expects you to follow your state’s guidance. You can find guidance for your state on the COVID-19 Health Resources and Travel Guidance page.

Cancelling your business trip

  • Cancelling the reservation online in Concur Travel is the preferred and fastest method.
  • Only call GBT for urgent or immediate travel assistance.
  • For non-urgent questions email: WFonline.ca@hrgworldwide.com.
  • To cancel in Concur Travel, select the “Upcoming Trips” tab to display the trips.
  • If your trip is air only, select “Cancel Trip” in the Action column.
  • If your trip includes hotel, select the trip name to display the Travel Details. In the hotel details, review the Cancellation Policy. Under “Trip Overview,” select “Cancel Entire Trip.”
  • If the hotel cancellation conditions you reviewed indicate that you will not incur fees, simply cancel the reservation.
  • If the hotel cancellation conditions you reviewed indicate you may incur fees, email hoteldesk.us@hrgworldwide.com the record locator and GBT will reach out to the hotel on your behalf and request a waiver.
  • If your ticket is refundable and your trip is cancelled, the ticket will be submitted for refund by GBT. Please note the refund can take 1 to 2 billing cycles to show on your credit card statement.
  • If your ticket is non-refundable and your trip is cancelled, the ticket will be held in your travel profile for future business travel. Any reissue fees or additional fare amounts, if applicable, will be collected when the ticket is reissued. Many airlines have waived reissue fees due to COVID-19 outbreak. In most cases, the airline ticket is valid for one year from date of issuance.
  • Please ensure if you booked hotel or car rental reservation in a separate booking that you also cancel those reservations to avoid penalties.

Returning to work after personal travel (effective Oct. 27, 2020)

Wells Fargo doesn’t require quarantine after business or personal travel within the U.S. or internationally unless it’s required by law.

Current guidance from the CDC is to minimize non-essential travel. Domestic travel advisories can change often so be sure to check for updates before and after traveling.

Wells Fargo expects you to follow your state’s guidance. You can find guidance for your state on the COVID-19 Health Resources and Travel Guidance page.

Personal travel does not require approval to travel; however, you may not be able to return to a Wells Fargo facility immediately after your return from some personal travel if a state or local order requires quarantine after travel.

If you are put under mandatory quarantine or self-quarantine, you must not come into Wells Fargo offices until you satisfy the quarantine requirement.

Employees who are eligible to telecommute, and are not ill, should do so during your quarantine requirement.

Employees who are not able to telecommute must use Paid Time Off for days they are scheduled to work during their post-travel quarantine requirement or take unpaid time away if no PTO is available. You should not use the Nonroutine Event, Public Health Wells Fargo-Directed-Quarantine code, or any other Nonroutine Event codes, in these instances. Providing negative results from a COVID-19 test does not replace the need to be out of the workplace.

As a reminder, all time away must be preapproved by your manager, including any required quarantine time following personal travel, if applicable. Time away that is not preapproved by your manager may be subject to the Attendance & Punctuality policy.

For non-U.S. regular and overtime eligible employees, use your local time tracking tool, process, or guidance provided from HR.

Contact Travel Risk and your local embassy or consulate if you are unable to return to your country of employment to discuss additional concerns or considerations.

The International Air Transportation Association (IATA) is a good resource to review point of entry restrictions for countries around the world.

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Leaves

Options for Wells Fargo-covered health plan members seeking medical leave.

If you are ill and unable to work

Employees may be eligible for medical leave with Short-Term Disability benefits if they are unable to perform some or all of their job duties for seven-consecutive calendar days. Medical documentation supporting the claim will be required. This includes employees who test positive for COVID-19.

  • Do not come to work.
  • Quarantine as directed by your health care provider.
  • Contact your manager.
  • U.S. employees should contact Team Member Care at 1-877-HRWELLS (1-877-479-3557), option 8, to inform them of your diagnosis. International employees should contact their regional HR professional.
  • U.S. employees: Contact Lincoln Financial at 1-866-213-2937 to begin you leave of absence. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • Once you have reported your positive COVID-19 diagnosis, you may be asked to identify co-workers with whom you have been in close contact.
  • We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the 7-day waiting period. To receive that benefit, record your time away from the office using Time Tracker. Go to Time Tracker. First, select Requests, then select New Request, then select Nonroutine Event2, click OK to the attestation, and finally, select Public Health-Disability Waiting Period. (For International employees, use your local time tracking tool or process.)
  • Rest and follow the directions of your health care provider.

If your immediate family member is seriously ill and needs the employee’s support

Wells Fargo offers Critical Caregiving leave (see page 74 of the Team Member Handbook (PDF) ) to eligible U.S. based employees who need time away to provide critical care and support to a family member with a serious health condition as defined by the Family and Medical Leave Act (FMLA). Critical Caregiving Leaves are paid and can be taken one time per calendar year for 5 consecutive regularly scheduled workdays or one regularly scheduled work week. They cannot be taken intermittently.

  • In cases where an employee is eligible, Critical Caregiving Leaves run concurrent with available FMLA or similar state required leave.
  • Employees with questions should first review our Critical Caregiving Leave information on Teamworks, and if you have additional questions, consult with Lincoln Financial at 1-877-HR-WELLS (1-877-479-3557), options 2, 3, 5 to discuss leave options.
  • You should also contact your healthcare provider and following instructions for your own care.

For extended leave of absence: Within the U.S., employees should contact Lincoln Financial at 1-877-HRWELLS (1-877-479-3557) options 2, 3, 5 to discuss leave options. Outside the U.S., employees may submit for applicable leave options in their country of employment.

NOTE: Within the U.S., FMLA and state job reinstatement job protections may apply if the employee is eligible and they have the time available under the regulation.

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Giving & Volunteerism

Supporting employees suffering hardship

The COVID-19 pandemic has created widespread hardship within our communities, and our employee population is no exception. The company’s response included $23 million from the Wells Fargo Foundation for the WE Care Fund — an emergency financial grants program historically funded by the generosity of employees for colleagues facing hardships. The COVID-specific response program was introduced in mid-March to help employees with limited resources cope with unexpected housing and basic needs hardship.

As the COVID-specific response program concludes on May 31, the WE Care Fund will continue to provide assistance to employees with expenses resulting from a disaster or severe financial hardship such as extraordinary short-term medical expenses not covered by insurance. Per the usual requirements, the application process will include income level verification, financial hardship documentation, and a 5- to 7-day review. All active employees are eligible to request assistance from the WE Care Fund. The annual maximum grant is $5,000.

Note:

  • For all employees, the application review and approval process may take 5 to 7 business days.
  • If approved, U.S.-based employees who have a Zelle® account will receive their funding within 24 hours of notification of approval. If employees prefer to receive a check, they will receive funding 5 to 7 business days after they are notified of approval.
  • International employees who are approved to receive funds will be emailed detailed instructions for creating an account with Western Union. International employees should only register with Western Union once they have received that information. If approved, international employees will receive their funding 3 to 5 weeks after they are notified of approval.
  • If, after 7 business days an employee’s application status says Pre-verify, the employee should contact WE Care regarding their application.
  • Because the assistance is provided as a grant and not as a loan, employees do not pay it back, nor are they required to pay taxes on the grant money received.
  • Employees may apply for a WE Care Grant or reach out to Employee Assistance Consulting for confidential consultation 24 hours a day, 7 days a week.
  • Employees who want help other employees can donate to the WE Care Fund on the Community Care Portal. Contributions are tax-deductible and 100% of employees' contributions are directed to the fund. WE Care is administered by E4E Relief, a subsidiary created by the Foundation for the Carolinas for its disaster assistance work. E4E will not post or share grant amounts. All information is kept confidential.
  • To ensure a smooth application process for receiving WE Care funds, we encourage U.S. based employees to proactively download the Zelle® App and set up an account. Creating this account does not guarantee application approval. International employees who are approved to receive funds will be emailed detailed instructions for creating an account with Western Union. International employees should only register with Western Union once they have received that information.

Supporting relief efforts

Employees who want to support coronavirus outbreak relief efforts can consider donating to the 10 domestic and two international organizations, as well as the WE Care Fund, identified on the Community Care Portal. These gifts also qualify for the special Community Care Grants.

Changes to Volunteering

Out of an abundance of caution, Wells Fargo-organized in-person group volunteer activities remain paused until further notice. However, a new virtual volunteer opportunity is available to all employees on the Community Care Portal. This virtual letter writing activity benefits community members on the front-lines of the Covid-19 pandemic.

  • We encourage team members to consider the inherent risks and adhere to public health advisories when making personal decisions regarding community service or other group activities. While Wells Fargo in-person group volunteer events are currently paused, team members may make an independent decision to volunteer on their own. Individual volunteer hours may be logged in the Community Care Portal. Service that occurred during this time and is recorded will be eligible for Community Care Grants.
  • The ‘call to action’ to gather volunteers to build cloth face coverings for our own Wells Fargo family was in response to an operational need in coordination with local property managers.
  • All in-person group volunteer activities scheduled during June are cancelled. The participating charities and employees who registered to participate have been notified.
  • Due to business priorities, network constraints and the health risks, we do not recommend that team members use Community Service Time until overall corporate volunteerism is reinstated. Any Community Support Time request must be approved by a manager.
  • Once it's determined that Wells Fargo-sponsored in-person group volunteer events can resume, the Community Care Portal will be updated.

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Support

Team Member Care
1-877-HRWELLS (1-877-479-3557), option 8
Seven days a week from 8 a.m. to 8 p.m. ET.

Employee Assistance Consulting (EAC)
1-888-327-0027 (1-877-411-0826 TDD/TTY)

Non-U.S. managers and employees can access confidential support and resources from their local Employee Assistance Program (EAP) by calling the local EAP provider in their country.