Responding to Coronavirus Disease 2019 (COVID-19)

Last updated on July 1, 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:

Workplace safety
Working from home
Health concerns
Requirements for using Quarantine code in Time Tracker for U.S. employees
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Workplace safety

We are doing all we can to enable as many people as possible to work from home as part of social distancing and will continue to reduce in-office staffing as we’re able. For employees who continue to work in our branches, contact centers, and other offices, we have taken the following additional actions to help keep you safe.

What you should be doing to protect yourself and others at work

There are simple everyday preventative 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.
    • You should check this by:
      • Regularly monitoring your symptoms
      • Checking your temperature before coming into work
  • 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 your hands with soap and water if they’re visibly dirty.
  • Avoid touching your eyes, nose, and mouth with your 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.
  • Cover your mouth and nose with a tissue when you cough or sneeze, then throw the tissue in the trash and wash your hands.
  • Clean and disinfect high-traffic surfaces.

Social distancing guidelines

We are enforcing social distancing guidelines in all U.S. facilities per CDC guidelines, including:

  • Avoid close contact with people who are sick.
  • Maintain at least six feet - two meters - of distance from other people.
  • Avoid unnecessary physical contact, including shaking hands.
  • Avoid in-person meetings when possible. Instead use email or telephone conferencing. If you must have an in-person meeting, it should be short and people should sit at least six feet - two meters - apart.
  • Do not congregate in break rooms, pantries, mailrooms, or other common areas to socialize.
  • Limit the number of people in an elevator at the same time. Consider taking the stairs or waiting for the next elevator to avoid a crowd.
  • Avoid public transportation or travel early to avoid crowds.

All international regions have enacted social-distancing work arrangements. Where business line or support function guidance differs from international region guidance, international employees should follow region guidance to be compliant with local government and/or health agency direction.

Face coverings

  • All Wells Fargo employees, contingent resources, and service providers are required to wear a face covering while in a Wells Fargo facility.
  • In the U.S., we ask our customers to wear face coverings when they visit a branch, and we require it for branch access where required by state or local ordinance.
  • 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. This includes the State of California, which implemented broad new face covering requirements (PDF) on June 18.
  • Face coverings should cover the mouth and nose and be word, 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.

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.

How we're providing a safe work environment

Enhanced cleaning

Corporate Properties Group (CPG) has implemented an enhanced cleaning program in all properties. 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 (3 times per day)
  • Restrooms, conference rooms, kitchens, break rooms, cafeterias, and canteens (3 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 being stocked with hand sanitizer and cleaning wipes.

US Branch banking locations

  • We have made an adjustment to our standard branch operating hours for our entire U.S. footprint. Effective Saturday, March 21, branch operating hours will be Monday through Friday from 9:30 a.m. to 4 p.m. and Saturday 9 a.m. to noon, local time. Adjustments to these hours may be made locally to accommodate customer traffic.
  • We have temporarily closed some branches, relocated employees to busier branches, and are utilizing drive up instead of lobbies where possible.
  • We have installed signs at branches and added messages on ATMs asking those who are sick or quarantined to do their banking digitally until they are well.
  • We are enforcing social distancing guidelines to maximize distance among customers and between customers and employees.
  • We have installed hundreds of see-through barriers per day across our bank branches to make it safer for our employees to serve customers.

Contact centers, operations centers, and trading floors

  • We have restricted access to contact centers, operations centers, and trading floors. Only essential employees who work in those locations and necessary facilities support will be provided access.

Enhanced café guidelines

  • We are 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 cafes ARE open for take-out. Suppliers are staffing cafes and have modified options to ensure U.S. 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

Sanitizers, wipes, & 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. This is 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 around the clock 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. We are also seeking alternative options for hand sanitizer; including working with distilleries across the U.S. who have begun making hand sanitizer from alcohol.
  • 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.

Employee support

  • We have partnered with 2nd.MD, a service that provides consultations with healthcare experts and clinicians, to provide “hotline" services to U.S. employees who are working in a Wells Fargo location. Colleagues who have questions or concerns about their health, or the health of a family member, can contact 2nd.MD to speak to a nurse or clinician trained in the specifics of COVID-19 for informational advice. This hotline was rolled out to all employees in branches, operations centers, or contact centers within the U.S
  • We have added on-site nursing services at 56 of our largest locations in the U.S.; nurses are screening for COVID-19 symptoms and can refer individuals for testing.
  • If you have a question about HR policies related to COVID-19, or if you need to report a confirmed case of COVID-19, contact Team Member Care at 1-877-HRWELLS (1-877-479-3557), option 8.
  • We dramatically increased our Team Member Care staff to answer questions about workplace safety, your health, or anything else on your mind.

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.

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-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.
    • 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.

Returning to work at our office locations

Many of our employees continue to come to work at a Wells Fargo location. For those working at home, or on a different schedule from usual, it’s too early to say when we will all return to our office locations. The COVID-19 situation remains fluid.

A team of senior business, operations, and human resources leaders are working to create a thoughtful and controlled plan for returning to work. Our planning is based on the same principle that has guided decision-making for the duration of the COVID-19 crisis: How do we balance our employees’ health and the public’s health with the rapidly changing needs of our customers?

We will consider guidance from government entities, but the timing for “reopening” our closed locations may differ from the timing of various government directives.

  • In the immediate term, this means that we are not yet returning to a “normal” schedule even in places where a governor, mayor, or other government official has announced a loosening of COVID-19-related restrictions.
  • Instead, we will continue with the safety measures we have put in place in our work locations, and we will expect the employees who are working from home to continue to do so. To be clear:
    • 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 social distancing guidelines.
    • If you are working from home, please do not come into your work location unless you have discussed and agreed on the reason with your manager first.
  • We will keep you informed of our planning. 

Know the facts and avoid spreading rumors on social media

  • As the COVID-19 situation evolves, try to stay well-informed about the spread of the virus and Wells Fargo's response. We encourage you to first review our verified COVID-19 incident site for the most up to date information, and Wells Fargo’s social media guidance (see page 41 of the Team Member Handbook (PDF)) for employees.
  • All employees must comply with Wells Fargo’s policies on Electronic Communications & Social Media and the use of Cameras, Photos, & Videos in the Workplace, which is limited and requires manager approval.
  • All employees – especially those who are active on social media – must act in compliance with Wells Fargo policies. You have a responsibility to only share verified and credible information and avoid spreading rumors or misinformation across our social networks.
  • Bad information diverts our attention from critical tasks to clearing up facts.
  • If a customer asks a question or expresses a concern about COVID-19 on your social feed, send them to socialcare@wellsfargo.com. If a member of the media reaches out to you, please direct them to Corporate Communications at CORPCSF@wellsfargo.com.

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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

You have a positive COVID-19 diagnosis and cannot work because you are ill or feel well enough to work, 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: Contact Lincoln Financial at 1-866-213-2937 to begin your 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.)
  • 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 that benefit, record your time away from the office using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event2, then 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.
  • 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 have a positive COVID-19 diagnosis and feel well enough to work 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. 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: Contact Lincoln Financial at 1-866-213-2937 to begin your 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.)
  • 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.)
  • 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 Centers for Disease Control and Prevention 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. 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 Quarantine code in Time Tracker during the quarantine period, in accordance with existing Time Away guidelines, through September 7.  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-Quarantine. Starting June 1, employees may be required to provide supporting documentation in order to use the Quarantine code. See the Requirements for using Quarantine code in 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.
  • If you do not consult with a healthcare provider and do not come to work or choose to leave work due to general illness not related to COVID-19, you should apply normal Time Away and Attendance policies (PTO, Paid Sick Time).

Your health professional has directed you to be tested for COVID-19 and/or a health professional or public health organization has advised you to quarantine due to potential exposure.

  • 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 Quarantine code in Time Tracker, in accordance with existing Time Away guidelines, through September 7 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 period (typically 14 days from date of exposure unless you are instructed otherwise by your health professional or Wells Fargo) in Time Tracker. Go to Time Tracker. First select Requests, then select New Request, then select Nonroutine Event2, then click OK to the attestation, and finally select Public Health-Quarantine. Starting June 1, employees may be required to provide supporting documentation in order to use the Quarantine code. See the Requirements for using Quarantine code in Time Tracker page 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 working, 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.
  • 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 due to potential exposure.

  • 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 Quarantine code in Time Tracker, in accordance with existing Time Away guidelines, through September 7.
  • For U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period (typically 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-Quarantine.
  • 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.
  • 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 have had close contact with someone confirmed to have contracted COVID-19.

  • Contact a health professional and follow their instructions. Per the CDC, close contact is defined as being within approximately six feet of someone with COVID-19 for a prolonged period, or having direct contact with infectious secretions (e.g., being coughed on) of a COVID-19 case. (International employees should follow guidance from their local health agencies.)
  • 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).

You have been away from work with a confirmed or presumed diagnosis of COVID-19 and are ready to return to work.

  • 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 work until:
    • You have had no fever for at least 72 hours (three full days of no fever without the use of medicine that reduces fevers)
    • And, other symptoms have improved (for example, cough or shortness of breath have improved) for at least 72 hours
    • And, at least 10 days have passed since symptoms first appeared
    • And, you have followed the guidance of your health professional to discontinue home isolation, as applicable
    • And, you have called Team Member Care and have been approved to return to work
  • 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.

Employees who returned to work prior to April 20.

If you had already returned to work prior to this process being implemented on April 20, you must still call Team Member Care to complete the attestation process retroactively even if you already called and were told you didn’t need to complete it. This is to ensure we are using a consistent process for all employees, we know the status of each employee, and we can provide them with additional support, if needed.

The following employee populations do not need to contact Team Member Care prior to returning to work:

  • 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 working, 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.

You or a member of your household are considered higher 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 Quarantine code in Time Tracker, in accordance with existing Time Away guidelines, through September 7.
  • 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.
  • 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, you may use the Quarantine code in Time Tracker, in accordance with existing Wells Fargo guidelines and with the required supporting documentation from a health professional, through September 7. This time away will not be deducted from your annual PTO allotment.
  • 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-Quarantine. Starting June 1, you will be required to provide supporting documentation in order to use the Quarantine code, unless you are considered higher risk due to your age group. See the Requirements for using Quarantine code in Time Tracker page for more details.
  • 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.

You don’t want to come into work because you have anxiety 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.
  • You may use PTO, if approved.
  • 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.
  • U.S.-based employees may contact Team Member Care at 1-877-479-3557, option 8, with workplace questions or concerns. International employees can use the Team Member Care eForm or contact their regional HR team.
  • This has been a challenging and emotional time for many of us. For confidential support 24 hours a day, employees may call Employee Assistance Consulting (EAC) at 1-888-327-0027 (within the U.S.) or if outside the U.S., your local Employee Assistance Program (EAP).
  • 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.

2This should be used in place of the Facility code in Time Tracker, as was previously communicated. Nonroutine Event (see page 74 of the Team Member Handbook (PDF) ) is a restricted non-working pay code that must be used in accordance with the Wells Fargo Time Away Policy  (see page 61 of the Team Member Handbook (PDF) ). By selecting this code, employees are attesting that the time away has been approved by their manager and that they are using the time away in accordance with Wells Fargo Time Away Policies.

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Requirements for using Quarantine code in Time Tracker for U.S. employees

Wells Fargo has extended use of the Nonroutine Event, Public Health – Quarantine code in Time Tracker through September 7 for U.S. employees who cannot work remotely, to be used in accordance with existing Time Away guidelines. Starting June 1, employees who use this code may be required to provide supporting documentation from a health professional or public health agency.

Appropriate use of Quarantine code

The Public Health - Quarantine code is available to employees who are not able to work from home, and fit into one or more of the below categories:

  • Employees who have been instructed by a health professional or public health agency to quarantine for any reason. This includes 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.
  • Employees who receive military orders that include a mandatory quarantine period prior to reporting for duty.
  • Employees who are returning to work after military duty and have been released from duty for less than 14 days.
  • Employees who are instructed to quarantine by Wells Fargo. This includes employees informed that they have been in close contact with a coworker with a confirmed case of COVID-19.

Situations requiring supporting documentation for use of the Quarantine code

U.S. employees are required to provide supporting documentation for the following situations:

  • Employee has been instructed by a health professional or public health agency to quarantine for any reason (excluding their age) related to risks associated with COVID-19.
  • Employee has received military orders that include a mandatory quarantine period prior to reporting for duty.
  • Employee is returning to work after military duty and has been released from duty for less than 14 days.
  • Employee is in need of an accommodation as a result of an underlying medical condition that may put the employee at higher risk for a serious illness if they contract COVID-19, per CDC guidelines (excluding their age).
  • Employee has a person who is at higher-risk for a serious illness (including their age) if they contract COVID-19, per CDC guidelines, living in their household.

U.S. employees are NOT required to provide supporting documentation for the following situations:

  • Employee is at higher risk for a serious illness if they contract COVID-19 due to being 65 or older, per CDC guidelines, and has been instructed by their health professional to quarantine.
  • Employee is instructed to quarantine by Wells Fargo. This includes employees who are informed that they have been in close contact with a coworker with a confirmed case of COVID 19.
  • Employee is eligible for and using COVID 19-related supplemental paid sick leave offered through certain local laws that allow employees to take leave without providing supporting documentation, including those in Long Beach, Los Angeles City, Oakland, and San Francisco, California. Once the supplemental paid sick leave is exhausted, additional use of the Public Health - Quarantine code would require supporting documentation to be provided.

If you do not use the Quarantine code on June 1 or later, or you are in one of the situations that does not require documentation from a health professional or public health agency, you do not need to take any action.

Time that is inappropriately recorded using the Quarantine code on or after June 1 will need to be changed to PTO. If you do not have PTO available, contact your manager regarding your need for time away. This time away may be unpaid.

Timeframe for submitting supporting documentation

Documentation must be provided within 14 calendar days of the first date the Public Health - Quarantine code was used on or after June 1. For example, if you used Quarantine code on June 1, the documentation is due by June 14. The same is true if you entered the code on Friday, June 5 for dates June 1 – 5. You may continue to use Quarantine code while you gather the required documentation by the due date.

Acceptable forms of supporting documentation

You can download the Quarantine 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 the health 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 CDC guidelines, based on your own pre-existing medical condition or that of a person in your household that puts you or your household member at higher risk for serious illness if COVID-19 is contracted. 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 Quarantine 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 6 business days from submission to indicate the employee can use the Public Health – Quarantine code.
  • If the supporting documentation is non-compliant, the manager and employee will be notified within 6 business days from submission. The employee will be required to resubmit compliant documentation in order to be approved to use the Public Health – Quarantine 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. 

If you have questions, contact Team Member Care at 1‑877‑HRWELLS (1‑877‑479‑3557), option 8.

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Meetings & events

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. 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.

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 September 2020 have been cancelled or postponed. This includes Golden Spoke, Pinnacle, and Sales/Service events. We are working on alternatives to recognize employees, and we will keep you posted as our plans solidify.
  • Wells Fargo-organized in-person group volunteer activities have been paused until further notice.

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Pay

As a way of recognizing the unique contribution of our frontline employees in the midst of the COVID-19 pandemic, we are making additional cash payments to employees in roles that are required to come into the office to serve customers or employees.

Our nonexempt employees continue to go above and beyond to meet unprecedented demands during this global pandemic. In an effort to reward their extraordinary effort during this challenging time, any nonexempt employee in the U.S. will be paid double their hourly rate for any time worked over 40 hours per week beginning April 12 through July 4. Employees will begin to see the additional pay on the May 1 paycheck. Please note that Home Mortgage Consultants (HMCs) and Private Mortgage Bankers (PMBs) as well as Community HMCs and Junior HMCs within Home Lending are excluded. Additionally, International will follow region- and country-specific overtime pay practices, where applicable.

We are providing a special one-time cash award to approximately 170,000 U.S. and international employees in April to recognize their focus and dedication to the company throughout 2019 as we worked together on our journey to transform Wells Fargo.

Additional cash payments

Eligibility

The additional cash payments will be made to employees with a base compensation less than $100,0003 in critical roles that require them to continue to work in the office during the COVID-19 pandemic. Specifically, the payments will be granted to eligible employees in the following groups:

  • Customer-facing, such as in branches and contact centers
  • Operations and technology, such as those supporting front-line functions
  • Employee support, such as those supporting employees in payroll and Team Member Care

3Additional detail

  • Includes part-time and flexible employees
  • Excludes primarily commissioned-based employees

Amount

U.S. employees who are scheduled to work during the pay period and are in these critical roles required to work in the office to serve customers or other employees will be eligible to receive an additional cash payment of $200 per pay period over five pay periods, less any applicable taxes and/or deductions. For eligible international employees, payments and timeframes will vary. If an employee is not required to be in the office during the pay period or if they are required to be in the office, but are not able to work for one reason or another, they will not receive the payment for that pay period. Please note, Wells Fargo India and Philippines employees who are continuing to work onsite during the COVID-19 pandemic are covered under a separate arrangement.

Timing

The payments will be made through the standard payroll process, with the first payment viewable on the April 17 pay voucher for eligible employees in the U.S. and shortly thereafter for eligible international employees, less any applicable taxes and/or deductions. If an employee is not required to be in the office during the pay period or if they are required to be in the office, but are not able to work for one reason or another, they will not receive the payment.

This program will end as scheduled at the end of the fifth U.S. pay period, on June 6. Eligible employees in the U.S. will receive the final $200 payment in their June 12 paycheck. International employees who meet the eligibility requirements will receive the final $200 (local currency equivalent) payment shortly thereafter. Please note: This does not cover employees at Wells Fargo India and Philippines, where different premium pay arrangements have been in place for employees who worked in the office during the COVID-19 pandemic.

One-time cash award

Eligibility

Employees are eligible if they meet all of the following requirements:

  • Were hired and started with the company on or before January 7, 2019, and were actively employed at Wells Fargo through December 31, 2019
  • Were actively employed on December 31, 2019 (not on Salary Continuation Leave or Long-term Disability (LTD))
  • Were actively employed at Wells Fargo on March 31, 2020 (not on Salary Continuation Leave or Long-term Disability)
  • Base compensation of less than $100,000 a year as of December 31, 2019
    • For international employees, the qualifying threshold for receiving the award will be tailored to local salary practices. For Wells Fargo India and Philippines (also known as WFEGS), this will be $40,000.
    • For employees in the U.S. (including primarily commissioned based employees), total wages for 2019 (as indicated in Box 1 on their W-2) must also be less than $125,000.
    • For part-time and flexible employees in the U.S., the qualifying threshold for receiving the award will be based on full-time equivalent compensation below $100,000.

If you were on leave (including Salary Continuation Leave and Long-term Disability) in 2019

As long as you were actively employed on or before January 7, 2019 through December 31, 2019, have base compensation less than $100,000 a year (see additional detail above) and were employed on March 31, 2020, you are eligible to receive the award. If you were on Salary Continuation Leave or LTD in 2019, you are considered employed for that time. However, to receive the award, you must have returned to active employment prior to December 31, 2019 to be eligible for the award and be active on March 31, 2020.

Payout & timing

Those receiving an award should have received an email from Human Resources on or around April 2 with specific details, and the award will be reflected on April 17 pay vouchers for eligible employees in the U.S. and shortly thereafter for eligible international employees. Employees in the U.S. without a Wells Fargo email address or who are on leave will receive a letter at their home address.

Amount

  • Eligible full-time employees in the U.S. will receive $600 (before taxes).
  • Eligible part-time and flexible employees in the U.S. will receive $300 (before taxes).
  • Eligible international employees will receive the local equivalent of $600 (before taxes). (For eligible Wells Fargo Philippines and India (also known as WFEGS) employees, this will be relevant currency equivalent of $300 (before taxes).)

Taxes and withholdings

  • U.S.: This payment is subject to federal, state, Social Security and Medicare tax withholdings, and certain payroll deductions, including 401(k) Plan contributions, as applicable.
  • International: In all other countries, National and Social taxes required by law will be withheld according to the prevailing regulations in the applicable states, countries, or jurisdictions.

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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 Backup Child Care

International employees should contact their regional HR team for country specific programs and benefits.

Temporary child care reimbursement benefit ends on May 31 for U. S. employees

In March, we announced a temporary childcare option given the COVID-19 situation. This option allowed eligible U.S. employees to obtain childcare from their own personal network (such as a relative, babysitter, or friend), and to be reimbursed $100 for each day that childcare is provided, up to 20 normal business days through April 30, 2020. On April 17, the program was extended for eligible employees through May 31, giving employees an additional 20 normal business days of reimbursement.

However, the program will not be extended past May 31. Please begin to budget for your own child care plans for the summer season. Here are a few additional child care options available to all U.S. employees:

  • Bright Horizons has a network of caretakers who can provide child care in your home. In addition, Bright Horizons is opening more of its child care centers. If you are interested in either in-home or center-based care and not yet registered with Bright Horizons, visit this Bright Horizons site and click “First-Time User.” You may also call 1-877-BH-CARES. Current registrants can log in to this Bright Horizons site.
  • An alternative is LifeCare, which can research day care and in-home care availability in many areas across the U.S. You can reach LifeCare at 1-866-592-7213.

Reimbursement process

Eligible employees who have used the temporary program now have a limited window to submit requests for care from April 17 to May 31. In order to receive reimbursement, employees must submit their care dates into the Bright Horizon system prior to 9 p.m. ET on June 5. Submissions received after June 5 will not be processed. You are eligible for a total of 20 days of care during this timeframe.

Visit https://clients.brighthorizons.com/wellsfargo and click “Use It” under COVID-19 Crisis Care to access the reimbursement form (login required). Employees can submit up to 5 days of care per reservation. If additional days are needed, employees may submit the additional days as a separate reservation. Once a request for reimbursement has been submitted, a pop-up window will show that includes a request number. Once requests are submitted, employees will see the following message: Crisis Care Reimbursement requests will be transferred to your back-up care profile on backup.brighthorizons.com. Please allow 3-5 business days for the requests to appear on your Reservations tab.

For employees who have previously submitted a request for reimbursement, they can check the status of requests on the Reservations tab (allow 3 – 5 business days for the requests to appear), by going to https://clients.brighthorizons.com/wellsfargo and selecting “Use It” under Reserve Back-Up Care. Employees log in with the same username and password previously created for the Bright Horizon’s website. Crisis Care reservations will display one of the following statuses:

  • Action Needed means more information is needed for Bright Horizons to process the reimbursement. Click “View Reservation,” enter employee’s name, the care provider’s name, today’s date, and submit the form to finalize the request.
  • Reimbursement Submitted means the reservation includes all of the necessary information and the reimbursement will automatically process after the last day of care in that reservation has passed.
  • Completed means Bright Horizons has all the information needed to process the reimbursement and the dates of care have passed. The reimbursement is in process.

 Important notes

  • You cannot receive this benefit while you are on Paid Time Off (PTO), or if you are using another leave code in Time Tracker, including Public Health.
  • This benefit is administered by Bright Horizons. Log in to this Bright Horizons site, scroll down to “COVID 19 Crisis Care,” and select “Use it.”
  • You will be required to sign an attestation when you request reimbursement, self-certifying that you meet the criteria for the benefit. Please note that these attestations will be reviewed in the future.
  • The Internal Revenue Service limits employer-provided, tax-free day care assistance benefits to $5,000 per family per year for your tax dependents. Any day care assistance benefit in excess of $5,000 for your tax dependents will be subject to all applicable federal and state taxes. For more information, please visit the Backup Child Care page on Teamworks, scroll to the bottom, and read “Tax Implications.”
  • The COVID-19 pandemic is a designated emergency under the U.S. Stafford Act. This Act permits employers to provide certain benefits to employees on a tax-free basis. The COVID-19 Crisis Care benefit of $100 per day is tax-free day care assistance and does not result in imputed income. Please note: The tax rules are different for Bright Horizon’s backup care benefits for in-home and center-based care that are not part of the Crisis Care benefit. The U.S. Internal Revenue Code limits employer-provided, tax-free day care assistance benefits to $5,000 per year for your tax dependents. Any day care assistance benefit for the Bright Horizon’s backup care and your contributions to a Day Care Flexible Spending Account that are in excess of $5,000 for your tax dependents will be subject to all applicable federal and state taxes.

 Eligibility requirements:

  • U.S. non-exempt employees (that is, employees paid by the hour) who have children under 13 years of age whose school or day care is closed as a result of the COVID-19 situation.
  • U.S. exempt employees (that is, salaried employees) who:
    • Have children under 13 years of age whose school or daycare is closed as a result of the COVID-19 situation.
    • Have an annual base salary of less than $100,000 per year as of March 17, 2020, and are not receiving commission pay.
    • Are full-time employees reporting to work at a Wells Fargo location every day (i.e., not working from home, and not on an A/B rotation). 

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 pro-rata 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 these options, you must attest to being a Qualifying Individual, as defined by the CARES Act. A Qualifying Individual is someone:

  • Who is diagnosed with COVID-19 by a CDC-approved test
  • Whose spouse or dependent is diagnosed with COVID-19 by such a test
  • Who experiences adverse financial consequences as a result of COVID-19:
    • Being quarantined, furloughed, laid off, having work hours reduced
    • Being unable to work due to lack of child care
    • Closing or reducing hours of a business owned or operated by the individual

How to access these options

If you are a Qualifying 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 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 is $5.00 per pay period.

You may also drop your 2020 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 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.

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 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 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 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.

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 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 in 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 7:00 a.m. to 7:00 p.m. Central 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.

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Travel

If you have started a trip or are away from home, confirm that you have travel arrangements to return home. Monitor the opening page on Concur Travel for answers to frequently asked questions about nonrefundable tickets and other issues.

International travel

All international travel (outside an employee's country of employment) has been restricted to essential business travel only and requires Operating Committee member approval. All international business travel to and from the U.S. in the next 30 days is cancelled. Employees who have scheduled international travel during this time are asked to cancel their reservations in Concur Travel, and they must get approval from an Operating Committee member before rebooking. As guidance continues to change from government and public health officials, Wells Fargo's Global Travel Warning List (GTWL) will be updated with travel restrictions to affected countries.

  • All employees returning from international travel must stay at home for 14 days before returning to work. If travel was business related, you will not be required to use PTO.
  • Employees who travel internationally, on a cruise or by way of commercial air, bus, or train (not including their normal work commute) will not be permitted to be on-site at Wells Fargo facilities for 14 calendar days from the date they return.
  • Employees who are eligible to telecommute, and are not ill, should do so during the stay at home period.
  • Employees who are not able to telecommute must use Paid Time Off for days they are scheduled to work during their post-travel quarantine period.

Domestic travel5

All domestic air travel has been restricted to essential business travel only and requires executive-level approval. If you have an upcoming domestic flight already booked for a business trip, please discuss it with your manager; no future bookings should take place without executive approval. These restrictions are effective immediately.

5Domestic travel includes travel within the U.S. as well as travel within any country outside of the U.S. where Wells Fargo operates or has business.

Personal travel

  • The U.S. Centers for Disease Control (CDC) recommends avoiding non-essential travel outside your local area and not traveling if you are sick or traveling with someone who is sick.
  • U.S. employees will not be permitted to be on-site at Wells Fargo facilities for 14 calendar days after returning to their local area from the following types of personal or business travel:
    • Any international travel
    • Any travel on a ship
    • Any travel within the U.S by way of commercial air, bus, or train (not including their normal work commute)
  • Be sure to also follow any guidance from government and health officials in your local area as well as any area you plan to visit. If you are put under mandatory quarantine or self-quarantine, you must not come into Wells Fargo offices until you are released from quarantine.
  • Employees who are eligible to telecommute, and are not ill, should do so during your quarantine period.
  • Employees who are not able to telecommute must use Paid Time Off for days they are scheduled to work during their post-travel quarantine period. You should not use the Nonroutine Event Public Health-Quarantine code in these instances.
  • 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.
  • 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.