ALERT: Important COVID-19 information for employees

Last updated on June 8, 2021 at 7 p.m. Pacific Time

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

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

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

See guidance & support by topic:

Returning to the Workplace
Health concerns
Requirements for using Nonroutine Event code in Time Tracker for U.S. employees
Benefits
Leaves
Giving & Volunteerism
Support
Vaccines

Returning to the Workplace

(For US employees only)

We are encouraged by the significant increase in vaccination availability and have started to plan for a return to a more normal operating model in September, soon after the Labor Day holiday in the U.S. We are extending our operating model through Sept. 6, 2021.

Our approach

Employees currently working from home should continue doing so, even if they have been fully vaccinated. We will continue to maintain safety measures for those currently in the workplace.

On a limited basis, the Operating Committee may permit adjustments to our operating model before Sept. 6.

  • For instance, certain countries in our international footprint have seen low COVID-19 case rates for an extended period of time, and we are exploring arrangements specific to these locations.
  • We also may allow certain business or functional subgroups in the U.S. to return to the workplace before Labor Day, if approved by the Operating Committee, and on an opt-in basis for individuals within these groups.

It is important to note that September 2021 is our target. As we’ve said in previous communications, we will follow the science in our decision-making, meaning we will pay close attention to COVID-19 case rates and vaccination rates, and we will return to a more normal model globally only when we believe it is safe to do so. We are optimistic that the external environment will support a return in September, but our final decision will be based on the science. We will keep you updated as we move forward.

See what’s changed in the workplace

We’ve made many important safety protocol changes across our offices and branches in preparation for the time when we can welcome employees and customers back into our shared workspaces. Learn about the ways we’re prioritizing your health and safety.

  • In all of our Wells Fargo locations, we are encouraging all customers to wear face coverings out of consideration for individuals who have not been vaccinated. However, we are no longer requiring that customers who have been fully vaccinated wear face coverings.
  • We are requiring all employees who work in retail bank branches, on operations floors, or on contact center floors to continue wearing face coverings.
  • Employees in other U.S. workplaces who are fully vaccinated are no longer required to wear face coverings while seated at their workstations. You are encouraged to wear face coverings in indoor office settings other than your workstation, out of consideration for individuals who have not been vaccinated.
  • Employees who are not vaccinated must continue wearing face coverings at their workstations and in all other indoor office settings. These employees should also continue to observe social distancing practices.
  • Employees working on-site at a Wells Fargo location should self-screen their health daily, and certify as requested by their manager.
  • To further promote a safe work environment, Wells Fargo is implementing additional temperature screening procedures at all administrative facilities. The rollout will be phased and include technology-aided temperature screening cameras at most locations, and installations have already begun. Your participation in temperature screening procedures is required and a necessary precaution to protect you, your team, and others who visit our spaces.
  • Employees who have tested positive for COVID-19 should notify Employee Care of their diagnosis and then complete an attestation process prior to returning to work. See the Health Concerns section on this page for more details.
  • Wells Fargo offers COVID-19 testing to all employees currently working at a Wells Fargo facility in the United States.
  • All nonessential U.S. domestic and international business travel is restricted. Wells Fargo will no longer require a 14-calendar-day quarantine period after returning from personal and business travel before an employee can be on site at Wells Fargo facilities. However, Wells Fargo expects employees to follow state and local guidance, and you may not be able to return to a Wells Fargo facility immediately after your return from some travel if a state or local order requires quarantine after travel. See the Travel page for more details.
  • In-person internal and external events have been canceled or postponed through the end of second quarter 2021.

A variety of measures have been deployed to all properties to promote employee safety and peace of mind.

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

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Health concerns

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

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

You have a COVID-19 vaccine appointment scheduled during your normal working hours

  • Notify your manager as soon as you have the appointment to request the time away from work.
  • Once your manager has approved the time away, you may use up to 4 hours per appointment — maximum two appointments — to receive paid time for the time spent getting your COVID-19 vaccine.
  • See the Requirements for Using Nonroutine Event codes in Time Tracker section for details on entering the appropriate non-routine event code for time away for vaccines in your time tracking system.

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

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

You suspect you may have COVID-19

  • Compare your symptoms with information provided by the CDC 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. It is very important you get tested for COVID-19 when recommended by a health professional.
    • 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 Employee Care to be approved to return to work as long as you have not subsequently tested positive and/or are not exhibiting symptoms. For more information refer to the "how to discontinue home isolation" section of What To Do if You Are Sick on the CDC website. If you later have a positive COVID-19 diagnosis during the quarantine period, follow the steps above for a positive COVID-19 diagnosis.
    • If you are not tested but your health professional believes you may have COVID-19 due to the symptoms you are exhibiting, follow the steps above for a positive COVID-19 diagnosis.
  • If you test negative or are waiting for your test results, are not feeling ill, and have been advised to quarantine by your health professional, talk to your manager about if you are eligible to telecommute under existing line of business guidelines if you are not already working remotely. Employees who are able to telecommute and are not too ill to work are required to work remotely. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker. If you are not able to work remotely, you can use the Medical Provider-Directed Quarantine code in Time Tracker during the quarantine period, in accordance with existing Time Away guidelines. If you later have a positive COVID-19 diagnosis during the quarantine period, follow the steps above for a positive COVID-19 diagnosis.
  • For both exempt and nonexempt U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period in Time Tracker. First select Requests, then select New Request, then select Nonroutine Event1, then click OK to the attestation, and finally select Public Health-Medical Provider-Directed Quarantine. Employees are required to provide supporting documentation in order to use the Quarantine code. See the Requirements for using Nonroutine Event code in Time Tracker for U.S. employees section for more details and changes to this code effective September 8.
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.
  • If you do not consult with and provide supporting documentation from a health professional and do not come to work or choose to leave work due to general illness not related to COVID-19, you must apply normal Time Away and Attendance policies (PTO, Paid Sick Time).

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

  • It is very important you get tested for COVID-19 when recommended by a health professional.
  • Do not report to work during the quarantine or monitoring period.
  • If you are not feeling ill, talk to your manager about if you are eligible to telecommute under existing line of business guidelines. Employees who are enabled to telecommute and are not ill are required to work remotely. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker.
  • If you are not able to work remotely, you can use the Medical Provider-Directed Quarantine code in Time Tracker, in accordance with existing Time Away guidelines, while waiting for your test results and/or during the quarantine period.
  • For U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period (for a maximum of 14 days from date of exposure unless you are instructed otherwise by your health professional or Wells Fargo) in Time Tracker. First select Requests, then select New Request, then select Nonroutine Event1, then click OK to the attestation, and finally select Public Health-Medical Provider-Directed Quarantine. Employees are required to provide supporting documentation from a health professional in order to use this quarantine code. See the Requirements for using Nonroutine Event codes in Time Tracker for U.S. employees section for more details.
  • If you have not exhibited symptoms specified on the CDC’s website and have not tested positive for COVID-19, you should return to work when your quarantine period ends, as directed by a health professional or public health organization. Once the health professional advises that you can return to work, the quarantine order expires, or the designated quarantine period ends, contact your manager to make arrangements for your return. You do not need to call Employee Care to be approved to return to work.
  • For International regular and overtime eligible employees, use your local time tracking tool, process, or guidance provided from HR.
  • This time will not be subject to an occurrence under Wells Fargo’s attendance policy if required supporting documentation is provided.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record your time away from the office (typically five days) using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event1, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

Wells Fargo has advised you to quarantine

  • Do not report to work during the quarantine or monitoring period.
  • If you are not feeling ill, talk to your manager about if you are eligible to telecommute under existing line of business guidelines. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S. Nonexempt U.S. employees who telecommute should continue to track their hours worked in Time Tracker.
  • If you are not able to work remotely, you can use the Wells Fargo-Directed Quarantine code in Time Tracker, in accordance with existing Time Away guidelines.
  • For U.S. based employees, record your time away from the office for the length of the quarantine or monitoring period (for a maximum of 14 days consecutive calendar days) in Time Tracker. First select Requests, then select New Request, then select Nonroutine Event1, then click OK to the attestation, and finally select Public Health-Medial Provider-Directed Quarantine. See the Requirements for using Nonroutine Event code in Time Tracker for U.S. employees section for more details.
  • No supporting documentation is required in these instances.
  • For International regular and overtime eligible employees, use your local time tracking tool, process, or guidance provided from HR.
  • This time will not be subject to an occurrence under Wells Fargo’s attendance policy.
  • U.S. employees: Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability leave through Lincoln Financial; employees are not permitted to use the Medical Provider-Directed Quarantine code in Time Tracker. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Contact Lincoln Financial at 1-866-213-2937 to begin your leave of absence. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • U.S. employees: We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the seven-day waiting period for a COVID-related medical leave. To receive pay during the waiting period, record your time away from the office (typically five days) using Time Tracker. First select Requests, then select New Request, then select Nonroutine Event1, then click OK to the attestation, and finally select Public Health-Disability Waiting Period. Lincoln Financial can inform you on the requirements needed for a leave of absence and Short-Term Disability income benefits. (For International employees, use your local time tracking tool or process.)
  • Keep in periodic contact with your manager so they can best support you during your time away. This will also allow them to provide you with updates as our benefits and guidelines change.

Close contact with a confirmed diagnosis of COVID-19

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

Return to working after a confirmed diagnosis of COVID-19

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

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

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

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

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

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

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

  • U.S. 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 may be able to go on the Public Health Leave. The Public Health Leave is paid at 65% of covered pay, is continuous, and cannot be taken intermittently. When applicable, Public Health Leave runs concurrently with federal, state or local law. This leave is only available from April 1, 2021, until September 30, 2021, unless Wells Fargo ends or extends the Public Health Leave.
  • You should consult with your manager to discuss whether you are eligible to telecommute under existing line of business guidelines, if you are not already working remotely. Employees who can telecommute are not eligible for the Public Health Leave.
  • Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. U.S. nonexempt employees who telecommute should continue to track their hours worked in Time Tracker. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S.
  • If you are not able to telecommute, U.S. employees: Talk to your manager about the Public Health Leave for details on how to apply for this leave.
  • International employees should talk with their manager and work with region HR for tracking their time away.
  • You need to keep in periodic contact with you manager so they can best support you during your leave. This will also allow them to provide you with updates as our benefits and guidelines change.

Discomfort about potential exposure to COVID-19 at work

  • We’ve been looking at what flexibility we can provide to our employees with regard to working from home. The majority of our employees serve customers, care for critical operations, or are in regulated capacities and, therefore, many of them are unable to work from home. We expect these employees to continue coming into their business locations to serve our customers as they normally would. If you have concerns, please discuss them with your manager. Under Wells Fargo’s Speak Up and Nonretaliation Policy, employees can raise questions and concerns without fear of retaliation or reprisal, which includes discrimination, harassment, or other adverse action taken against an employee for making a report or raising a concern.
  • Employees who are eligible, may be able to telecommute under existing line of business guidelines. Telecommuting agreements are not required for the temporary teleworking activities taking place in response to COVID-19. You also do not need the approval of HR. If you are located in an international location, please consult with your manager as guidance may vary outside the U.S.
  • Employees who are not able to telecommute may request to use PTO or may request a personal leave of absence; however, if the time away is not approved by their manager, it is subject to the Attendance and Punctuality policy.
  • U.S.-based employees may contact Employee Care (see right rail), with workplace questions or concerns. International employees can contact their regional HR team.
  • This has been a challenging and emotional time for many of us. For confidential support 24 hours a day, seven days a week, Employee Assistance Consulting is available to U.S. employees at 1-888 327 0027; international employees can call country-specific contact numbers.

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

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

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

Appropriate use of Nonroutine Event codes

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

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

Code Appropriate Uses Maximum Duration Documentation Required
COVID-19 Vaccine
  • To receive a COVID-19 vaccine during an employee’s normal working hours. Up to 4 hours may be used for each dose with a maximum of two usages.
Up to 8 hours No, but may be requested if Wells Fargo believes that an employee is using inappropriately.
Medical Provider-Directed Quarantine
  • You are being tested for COVID-19 per the instruction of a health professional and awaiting test results
  • You test positive for COVID-19, are well enough to work but don’t have the ability to work remotely
  • You test positive for COVID-19, and need less than seven consecutive calendar days of time away due to the illness
  • You have been in prolonged, close contact with someone who tested positive for COVID-19 (not exposed at a Wells Fargo facility) but have not tested positive
  • You receive military orders that include a mandatory quarantine period prior to reporting for duty.

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

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

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

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

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

Based on local ordinance Varies
Location Closed

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

No limit No

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

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

Situations not eligible for use of the Nonroutine Event codes

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

  • Employees who feel well enough to work and are able to work remotely.
  • Employees who otherwise qualify for the Medical-Provider Directed Quarantine or High Risk Public Health code and refuse to meet with their manager to discuss remote work options. These employees are required to meet with their manager to discuss potential remote work options upon request from their manager.
  • Employees who test positive for COVID-19 and are too ill to work for seven or more consecutive calendar days should request a Short-Term Disability (STD) leave through Lincoln Financial. You may use the Disability Waiting Period code for the required seven-day waiting period before STD begins. However, employees who request STD may use the Disability Waiting Period code for the required seven-day waiting period before STD begins. 
  • Employees who are concerned about contracting COVID-19 and do not want to come to work, but are not in a high-risk category, as defined by CDC guidelines – If you are not able to work remotely, you may request to use PTO or may request a personal leave of absence; however, if the time away is not approved by your manager, it is subject to the Attendance & Punctuality policy.

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

Timeframe for submitting supporting documentation

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

Acceptable forms of supporting documentation

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

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

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

Where to send supporting documentation

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

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

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

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

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

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

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Benefits

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

Changes to Health Plans

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).

Medical Virtual Office Visits (telehealth)

Through December 31, 2021, 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:2

  • 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.

Day Care Flexible Spending Account changes

The grace period deadline for incurring eligible 2020 expenses for your Day Care Flexible Spending Account (Day Care FSA) is being extended due to new COVID legislation. Typically, the grace period ends on March 15 each year, but we have decided to extend the grace period for incurring and filing Day Care FSA claims for 2020 and 2021 and to allow prospective mid-year election changes for any reason to Day Care FSA elections in 2021.

Review the “Day Care FSA changes” Summary of Material Modifications (SMM) (PDF) for the Wells Fargo & Company Day Care Flexible Spending Account to understand the extended grace period for incurring and filing Day Care FSA claims for 2020 and 2021 and the election changes you can make for the 2021 Day Care FSA. The SMM does not provide all the provisions of the Day Care FSA Plan. Review “Chapter 6: Day Care FSA” of the Benefits Book for more information.

Questions

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

2Disclaimer 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).

U.S. Survivor support

  • When a loss occurs, managers, employees, and family members can contact Employee 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.

Commuting to work and the Commuter Benefit Program

Wells Fargo continues to plan for our eventual return to a more normal operating model, which includes significant safety investments at all of our facilities, as well as inviting some employees back to the office on a pilot basis. As a reminder for employees who may be returning to the office, Wells Fargo does not provide or reimburse expenses for transportation to or from work. While we don’t reimburse employees for commuter or parking expenses, we do offer the U.S. Commuter Benefit Program, which allows you to pay for your parking or transit expenses using before-tax dollars if you commute to or from work. You can enroll in this program at any time throughout the year.

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 HealthEquity website:

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

Support for Parents and Caregivers

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

Following their date of hire, all regular and part-time employees may take advantage of the services outlined below. In addition, spouses and domestic partners of regular and part-time employees can use the LifeCare services. Flex employees are not eligible to participate in these services.

Primary child care

0 - 6 YEARS OLD

Preferred Enrollment

Bright Horizons

  • Preferred enrollment and no registration fee at Bright Horizons Centers

Tuition Discounts

Bright Horizons & LifeCare

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

0 - 12 YEARS OLD

Sittercity

Bright Horizons

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

Nanny Placement

Bright Horizons

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

Concierge Service

LifeCare

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

Gaps in care

ALL AGES

Back-Up Care

Bright Horizons

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

Concierge Service

LifeCare

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

School support

3 - 7 YEARS OLD

Marco Polo

Bright Horizons

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

6- 18 YEARS OLD

Learning Pods

Bright Horizons

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

Varsity Tutors

Bright Horizons

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

Revolution Prep

Bright Horizons

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

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

LifeCare

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

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

ALL AGES

Concierge Service

LifeCare

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

Other care resources

ADULTS

Back-Up Care

Bright Horizons

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

Elder Care Support

Bright Horizons

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

Concierge Service

LifeCare

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

PETS

Sittercity

Bright Horizons

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

Concierge Service

LifeCare

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

HOUSE-HOLD SERVICES

Sittercity

Bright Horizons

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

Concierge Services

LifeCare

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

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Leaves

In the U.S., the Short-term Disability program now covers 100% of pay during the seven-day waiting period for medical leave — employees do not have to use PTO. U.S. employees with fewer than four years of service will be eligible for four weeks of leave at 100% pay instead of 65%.

Employees, including those who test positive for COVID-19, 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.

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 Employee Care at 1-877-HRWELLS (1-877-479-3557), option 8, to inform them of your diagnosis. International employees should contact their regional HR professional.
  • U.S. employees: Contact Lincoln Financial at 1-866-213-2937 to begin you leave of absence. Lincoln Financial is responsible for managing medical leaves and calculating short-term disability benefits for Wells Fargo. Support is available Monday through Friday from 8 a.m. to 8 p.m. Eastern time. (International employees should contact their local HR team to discuss local benefits.)
  • Once you have reported your positive COVID-19 diagnosis, you may be asked to identify co-workers with whom you have been in close contact.
  • We have enhanced the short-term disability program so that, until further notice, you do not have to use PTO for the 7-day waiting period. To receive that benefit, record your time away from the office using Time Tracker. Go to Time Tracker. First, select Requests, then select New Request, then select Nonroutine Event1, 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 Employee 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 We Care Fund provides grant assistance to employees who face catastrophic disaster, financial hardship or domestic violence situations resulting from an event beyond their control. The intent of the We Care Fund is to provide assistance for basic necessities to help employees get back on their feet after they have exhausted their available resources.

Note on in-process applications:

  • For all employees, the application review and approval process may take up to 3 weeks.
  • 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 must register with Western Union to receive assistance. 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.
  • Employees who want help other colleagues 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.

Donate to charities

Wells Fargo has opened the Community Care Portal to provide employees with the opportunity to make donations by credit card or payroll deduction donation to all eligible nonprofit organizations at any time.

Supporting relief efforts

Employees who want to support disaster relief efforts can find information on the Community Care Portal.

Changes to Volunteering

Out of an abundance of caution, Wells Fargo-organized in-person group volunteer activities remain paused until further notice.

  • We encourage employees 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, employees 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.
  • Once it's determined that Wells Fargo-sponsored in-person group volunteer events can resume, the Community Care Portal will be updated.
  • In the meantime, you can find virtual volunteer opportunities in the Community Care Portal.

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Support

  • To report a positive COVID-19 test result, contact Employee Care at 1 877 479 3557, option 8.
  • To complete a COVID-19 related Return to Work Attestation, contact Employee Care at 1 877 479 3557, option 8.
  • If you have a medically-related workplace accommodation need, contact Employee Care at 1-877-479-3557, options 2, 3, 4.

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COVID-19 Vaccine Updates

COVID-19 vaccines are now broadly available in the U.S.. Wells Fargo wants to make it easy for all employees to get the COVID-19 vaccine so we have provided time away as described below. 

Learn more about the vaccine

While we understand that choosing to be vaccinated is a personal decision, we encourage you to consider getting the vaccine when it’s available to you.

We encourage all employees to be educated and make well-informed decisions about the vaccine based on the guidance of medical experts. We encourage you to bookmark and continue to visit this page as it will be the central location for all new information on the vaccine for Wells Fargo.

The Centers for Disease Control and Prevention (CDC) has published guidance* on how the COVID-19 vaccine helps protect you from getting the disease. It includes answers to questions on vaccine efficacy, safety and side effects.

In partnership with the CDC, the Ad Council has created a new vaccine initiative, “It’s Up to You.” Wells Fargo has supported the initiative*, as have many other companies. It includes a website, GetVaccineAnswers.org* for U.S. audiences, with frequently asked questions about the vaccine. International employees are encouraged to review the COVID-19 websites of their local public health authorities for additional information on local vaccination programs.

In the U.S., the Wells Fargo medical plans will pay 100% of the cost of the COVID-19 vaccine for covered U.S. employees, including their covered dependents, with both in- and out-of-network health care providers during the public health emergency.

In most other countries, vaccines will be provided at no cost to recipients. International employees are encouraged to review the COVID-19 websites of their local public health authorities for additional information on local vaccination programs.

Vaccine Paid Time Away Guidance for both U.S. and international employees

We understand that scheduling a vaccine when you are not working may not always be possible. Wells Fargo is offering a benefit to assist employees in receiving the COVID-19 vaccine when it cannot be obtained outside of business hours.

Effective March 8, 2021, Wells Fargo is providing a COVID-19 vaccine paid time away program. All employees globally who choose to get the vaccine may work with their manager to schedule up to eight hours of paid time away for their appointment(s). This is in addition to your current allotted PTO. Employees may schedule up to four hours for each appointment, with a maximum of two appointments. Where available, you may have the option for the Johnson & Johnson vaccine, which was recently approved by the U.S. Food and Drug Administration. The Johnson & Johnson vaccine requires only one dose, and it may require less time away.

You should only take the time needed for each appointment and not use the maximum allowed per appointment, unless necessary. For example, if it takes two hours to get a vaccine during working hours — including time traveling to and from the site, registration, and observation time — two hours of vaccine time away should be entered into your time tracking system. If your appointment takes longer than 4 hours, you will need to use PTO or sick time (if applicable) for any additional time needed. In the event that you experience side effects that prevent you from working, you should use regular paid time off, paid sick time (if applicable), or unpaid time. In the event that you experience side effects that prevent you from working, you should use regular paid time off, paid sick time (if applicable), or unpaid time.

Unless otherwise required by state or local law, vaccine paid time away is not available to employees who are commission-only and do not have a base pay. Employees may not use this time away to transport or accompany a friend or family member to their vaccination appointment.

This is not a new policy under our Time Away policy framework. This guidance is simply additional detail associated with the Time Away for Critical Incidents and Special Events.

Time away guidance for receiving a vaccine was approved as of March 8, 2021, and can only be used from that date forward. Employees will not be able to reclassify time away to this nonroutine code prior to March 8, 2021, even if they have already received their vaccine.

Employees who work in the state of California should use Nonroutine event code Public Health - California in Time Tracker for purposes of obtaining their COVID-19 vaccine during work hours, if needed.

Nonexempt employees who work in California and have received their vaccine during work hours and may have used PTO, PST, or unpaid time on or after January 1, 2021, should reclassify their time away (up to six weeks later) to Nonroutine event code Public Health - California by entering the request information directly into the time timesheet. If the timesheet is older than six weeks, managers must submit an HR Request through the HR Services & Support site. The California 2021 COVID-19 Supplemental Paid Sick Leave (PDF)* site provides step-by-step instructions to reclassify hours on timesheets older than six weeks.

Employees who work in the city of Philadelphia, Pennsylvania should use Nonroutine event code Public Health - Philadelphia, PA in Time Tracker for purposes of obtaining their COVID-19 vaccine during work hours, if needed.

Wells Fargo reserves the right to ask for proof should there be a concern that the paid time away for vaccines was used inappropriately.

Time Tracker and myTime codes

For both exempt and nonexempt employees who manage their time in Time Tracker, use the Nonroutine Event – COVID-19 Vaccine code. This includes all employees in Australia, Ireland, New Zealand, the United Kingdom, and the U.S., except for employees in who work in California or the city of Philadelphia, Pennsylvania. Employees in California should use the Public Health - California time tracker code. If an employee in California uses COVID-19 supplemental paid sick leave for a reason that is covered under both the California law and a local law, they must track their time using the Public Health - California code. Employees in Philadelphia should use the Public Health - Philadelphia, PA time tracker code.

Employees should generally request time away from work in advance. Nonroutine time away can be requested by selecting “New Request”>Nonroutine Event in the “Time Off Types” section and clicking Submit. Managers are able to view the details of time away requests in Time Tracker through the Request Summary>Request Approval section whether the employee submitted the time off directly on the timesheet or via time away request.

Nonroutine Event – COVID-19 Vaccine is a restricted non-working pay code that must be used in accordance with this time away guidance. By selecting this code, you attest that the time away has been approved by your manager and that you are using the time away for the purpose of obtaining a COVID-19 vaccine for yourself in accordance with the time away for vaccine guidance.

International employees: Employees who use the ADP myTime time tracking system in India and the Philippines will be provided with further information on how to log time away for vaccinations soon. In the meantime, if time away is required, please obtain approval from your manager.

Employees in Canada needing time away for vaccinations should follow the path below:

  • Nonroutine time away can be requested by selecting “Request Time Off”
  • Select the request type:  CAN Nonroutine event – COVID-19 Vaccine
  • Select the “start date” and “end date” and “Daily Amount” to indicate the number of hours and click “Submit”.
  • Managers will receive a notification once the request has been submitted by the employee.

International employees who do not have access to a timekeeping system should obtain approval directly from their manager. You will need to make the adjustment for vaccine time away manually following your normal business process in your country.

For additional guidance around the appropriate use of Nonroutine Event codes in Time Tracker, see the Requirements for Using Nonroutine Event codes in Time Tracker section.

Scheduling and approval of paid time away for vaccine

Any usage of the paid time away for vaccines requires manager review and approval. It is expected that managers must approve all appropriate usage of this Nonroutine Event – COVID-19 Vaccine code.

You should notify your manager as soon as you have secured an appointment for the vaccine and provide as much advance notice as possible.

Employees are encouraged to schedule vaccinations outside their normal working hours. If that is not possible and the vaccination appointment is during normal working hours, then you may elect to use up to 4 hours of paid time away per appointment to receive a vaccine. This paid time away is not available if you secure an appointment outside of normal working hours.

Your manager will work with you on your time away for vaccine request and make every effort to accommodate the time you have requested. However, there may be times when due to business needs, your manager may not be able to accommodate your initial request and an adjustment to the time away request will need to be made.

Support

Employees should reference the information provided above. If you still have questions, consult with your manager.

International employees should first talk to their manager about any general questions. For additional consultation, please contact your regional HR consultant.
Managers are asked to contact an Employee Relations consultant to discuss any specific situations that may occur as a result of this time away for vaccine program – especially if the final occurrence would normally trigger corrective action or termination.

Vaccine and the workplace

See Returning to the Workplace above for updated guidance on face coverings in the workplace. Wells Fargo will maintain its current operating model until an official decision is announced. Employees currently working from home are asked to continue doing so, even if they have been fully vaccinated.

If you have not been working due to a medical condition that puts you at increased risk of severe illness from the virus, according to the CDC, and are unable to work from home, you should talk to your health professional to determine when you should come back to work. If you decide to return to work after you receive your vaccine, contact your manager for next steps.

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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.