Responding to Coronavirus Disease 2019 (COVID-19)

Last updated on May 20, 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.

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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 can check this by:
      • Regularly monitoring your symptoms
      • Checking your temperature before coming into work is a best practice
  • 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.
  • Cover your mouth and nose with a cloth face covering or non-medical grade mask when you are around others. See below.
  • 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

  • The CDC recommends wearing cloth face coverings to slow the spread of the virus and help people who may have the virus and do not know from transmitting it to others. Cloth face coverings can be fashioned from household items or made at home from common materials at low cost.
    • We are working with manufacturers to produce and ship standard face coverings to U.S. branches, contact centers, and operations centers where our employees are not able to work from home.
    • Visit the CDC website to read Recommendation Regarding the Use of Cloth Face Coverings1 and for instructions on Use of Cloth Face Coverings to Help Slow the Spread of COVID-19.1
    • Please note that the cloth face coverings the CDC has recommended are not surgical masks, which are appropriately being directed to health care workers and first responders. Some of you may already have surgical face masks in your household. It is your decision whether to wear these. New surgical face masks are being reserved nationally for health care workers.
    • If you choose to wear a N95 Respirator, please visit the Risk & Insurance Management website for information regarding voluntary respirator use.
  • Some locations have issued ordinances requiring face coverings in public. Please follow these ordinances. The types of face coverings that most locations have recommended are consistent with the CDC’s recommendations. If you have any questions or concerns about any ordinances, speak with your manager.
  • If you forget to wear or lose your facial covering, talk to your manager to obtain one.
  • If you forget to wear, lose, or refuse to wear a face covering, where required by state or local order or where expected by the line of business, you will not be permitted to enter the work facility. In these circumstances, you will need to use Paid Time Off, if available, or unpaid time while you remain out of the workplace.  
    • 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.
  • 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 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.
    • 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. 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 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. If you need to print, Request Remote Wireless Printing Exception for individual. Once employees receive notification the request has been approved and processed, it will take approximately 30 minutes for the change to be effective. Instructions on how to direct printing to wireless devices can be found here: MyED Remote Printing.

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.

  • Do not come to work.
  • Quarantine as directed by a health professional.
  • 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.
  • 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.
  • Quarantine as directed by a health professional.
  • 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.
  • Once you have reported your positive COVID-19 diagnosis, you may be asked to identify coworkers with whom you have been in close contact.
  • As long as feel well enough to work, 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.
  • Should your condition change and you are unable to work due to your COVID-19 diagnosis, contact your manager, and see the guidance under the previous section entitled, “You have a positive COVID-19 diagnosis and cannot work because you are ill.”
  • 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, but your role doesn’t allow for telecommuting.

  • Do not come to work.
  • Quarantine as directed by a health professional.
  • 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.
  • Once you have reported your positive COVID-19 diagnosis, you may be asked to identify coworkers with whom you have been in close contact.
  • For 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.
  • 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 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 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.
  • 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.
  • 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 doctor is testing you for COVID-19 and/or a health professional or Wells Fargo has advised you to quarantine due to potential exposure.

  • Do not report to work during the quarantine or monitoring period. You will not have to take paid time off.
  • 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.
  • 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.
  • 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, you should return to work when your quarantine period ends, as directed by a health professional. U.S. employees: Review the "how to discontinue home isolation" section on the CDC What To Do if You Are Sick page on next steps before you return to work.
  • 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).

Your health professional or Wells Fargo has advised you to quarantine due to potential exposure

  • 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.
  • 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.
  • 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 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 their symptoms, their quarantine protocol, and the health professional under whose care they have been.
  • The employee will not be approved to return to work until:
    • They 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, the employee has followed the guidance of their health professional to discontinue home isolation, as applicable
    • And, the employee has called Team Member Care and has been approved to return to work
  • The employee’s manager will receive an email notifying them the employee has 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.
  • 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.

Regional planning is underway and region-specific information will be communicated to employees once decisions are made.

You are considered higher risk of serious illness from COVID-19, per CDC guidelines, or you have been instructed to quarantine by a health professional or Wells Fargo for any reason. 

  • If you are considered higher risk of serious illness from COVID-19, per CDC guidelines, or you have been instructed to quarantine by a health professional or Wells Fargo for any reason, you should quarantine yourself. (International employees should quarantine themselves.)
  • Consult with your manager.
  • Employees who are eligible may be able to telecommute under existing line of business guidelines. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. 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 take paid time off, as needed, through May 31. This time away will not be deducted from your annual PTO allotment.
  • 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.
  • 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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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

Special one-time award & additional cash payments

  • 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. 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 $100,0004 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

4Additional 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.

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.

Extension of temporary childcare reimbursement benefit to May 31.

In March, we announced a temporary childcare option given the COVID-19 situation. This option allows 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.

Beginning on Friday, April 17, we are extending this program, providing an additional 20 normal business days of reimbursement through May 31, 2020. This is to align with the normal end of the school year in most places.

The following employees remain eligible for this benefit:

  • 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).

Please read the below details carefully:

  • 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 the 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 original allotment of 20 days, announced in March, is available through April 30. Beginning on Friday, April 17, registered participants will be given a new allotment of 20 days that can be used between April 17 and May 31. Please make every effort to enter your care dates into the Bright Horizons system in advance of starting them.
  • 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. For more information, please visit the Backup Child Care page, scroll to the bottom, and read “Tax Implications.”

As a final note, we plan to retire this program at the end of May. Please begin to budget for your own child care plans for the summer season.

Additional childcare options.

Below are reminders about two in-home care options available to all U.S. employees:

  • Bright Horizons has a network of caretakers who can provide child care in your home. If you are interested and not yet registered with Bright Horizons, visit the Bright Horizons site and click “First-Time User.” You may also call 1-877-BH-CARES. Current registrants can log in to the 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.

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 June 14, 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:5

  • 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.

5Disclaimer 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).

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.

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 travel to a level 3 at risk country, as defined by the U.S. CDC, are asked to stay at home for 14-days before returning to work. If travel was business related, or you booked your personal trip prior to March 6, or prior to the country being rated level 3, 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 travel6

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.

6Domestic 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.

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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

To assist employees who may experience their own hardships during the COVID-19 global pandemic, the Wells Fargo Foundation has donated $10 million to the WE Care Fund, which provides resources to colleagues who face a catastrophic disaster or financial hardship resulting from an event beyond their control. This program is available to those affected by coronavirus and is intended to help care for employees, especially those with limited resources, so they can get back on their feet with basic necessities.

If you are experiencing a critical financial hardship situation with immediate need for help with basic necessities, you may apply online or call 1-877-569-2273, for one of the following grants by selecting the “Infectious Disease (Pandemic/Epidemic)” option.

  • If you require specific assistance for immediate needs such as mortgage/rent or evacuation assistance to ensure your ability to continue working you may be eligible for a $1,500 grant.
  • If you require assistance with basic life needs such as food and utilities, you may be eligible for a $500 grant.

Note:

  • It is NOT necessary to contact Employee Assistance Consulting (EAC) when applying to the WE Care Fund.
  • The application process has been streamlined though it may take 5 to 10 days to receive the grant.
  • Applicants can only apply for one grant for mortgage/rent or basic life needs, not both.
  • Because the assistance is provided as a grant and not as a loan, you do not pay it back, nor are you required to pay taxes on the grant money received.
  • 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.

Supporting relief efforts

Employees who want to support Coronavirus outbreak relief efforts can consider donating to domestic and international organizations through the Community Care Portal.

Changes to Volunteering

In the interest of the health of our employees and our communities, effective immediately, we are pausing Wells Fargo-organized volunteer activities through April 12, given guidance from the CDC. We plan to reassess the situation after April 12 and will communicate more information at that time.

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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.