Wells Fargo: Why Offices of the Comptroller of the Currency (OCC) and EEOC Might Want to Know

Discovery
The fist time I realized that Wells Fargo terminated my position I was ill. I wanted to see a doctor and make sure that none of my symptoms had anything to do with vision. When I called the insurance, they said it looked like I no longer worked for Wells Fargo. I called Wells Fargo corporate office and they informed me they had nothing to do with it. They indicated it was my then supervisor, Richard Grover, who had terminated my employment. When I called Grover he said he didn't do it!

Events Leading to My Termination by Grover and later by Morgan
There were a number of concerns I raised that include the following:
1. I suggested that the position I applied for was an English position and that it would help for the Supervisor to communicate with bankers on the floor in English, not Spanish
2. I requested  that my medical information on the Supervisor's desk  face up was unacceptable because everyone could see it.
3. I wanted to report suspicious activity on customers accounts but was told " I did not have evidence to file the reports".
4. I was and still am concerned that Wells Fargo was discrimination towards customers in their manner of forgiving fees on accounts while concomittantly making it so that those who excelled in this unfortunate practice were rated as high ranking performers.
5. I realize now that I would still be working for Wells Fargo if I did not raise complaints about racial statements about my hair.
6. I realize now that I would still be working for Wells Fargo if I did not raise my concerns about employees bringing their cells phones and using their phones while working on customers accounts.
7. I see that  I would still be working for Wells Fargo if I just signed everything they asked me to sign even if I did not understand what I was signing.
8. I see that I should not have told Shane Morgan and Micalynn Christiansen that I was going to request further clarification on the document they asked me to sign or asked Shane what HR said about racial comments made towards me because shortly thereafter, the next meeting we had was where they told me Wells Fargo decided to "Terminate" my position.

Wells Fargo Postponing Decision on Retaliatory Termination

JUSTICE DELAYED is NOT INJUSTICE FORGOTTEN

Since Wells Fargo terminated my employment on November 9th, 2017, Julie Fitzpatrick has been postponining the decision on my requests for reinstatement and to address my concerns that led to the termination.

What others on Facebook are saying about this postponement:
 1. "They don't want to tell you anything before Christmas."

 2. "Wells Fargo and Chase banks should be starved. Completely corrupt."

3. "Keep a paper trail or online record of all of your communications with all Wells Fargo officials. Make sure they all know they are being watched by legal authorities."

4. "they are trying to wait you out. That forced by economic necessity you will move on and the issue will self resolve through abandonment"

5. "It means they're being lazy and they may not actually have any paperwork on you. They probably lost it."

ETC!

Additionally, you can read Julie Fitzpatrick's emails here:

Part 3

Victoria <vsethunya@gmail.com>	4 Dec (8 days ago)
to Julie.K.Fitzpa.

Julie,
It is 3:12 pm MT on December 4th, 2017. Do you still plan to call me today?
Thank you.
Victoria Sethunya

On Nov 28, 2017 7:28 PM, <Julie.K.Fitzpatrick2@wellsfargo.com> wrote:

Victoria,

This message just arrived this evening at 8:23pm CT.

To recap from our call this afternoon, I will plan to call you again on 12/4/2017 at 3:00pm MT/4:00pm CT at 801-462-9030.

Thank you,

Julie

Julie K. Fitzpatrick

Employee Relations Sr. Consultant / Wells Fargo Employee Relations

Allegations & Disputes Team

Wells Fargo / One Home Campus / Des Moines, IA  50328

MAC X2401-02A

Tel: (515) 398-7147

Julie.k.fitzpatrick2@wellsfargo.com

This message may contain confidential and/or privileged information. If you are not the addressee or authorized to receive this for the addressee, you must not use, copy, disclose, or take any action based on this message or any information herein. If you have received this message in error, please advise the sender immediately by reply e-mail and delete this message. Thank you for your cooperation.

Part 2

Julie.K.Fitzpatrick2@wellsfargo.com	1 Dec (11 days ago)
to me, wandaconway, Sarah.Vandenbr.

Victoria,

If you haven’t already done so, you can contact the HR WELLS Service Center toll fee line at 1-877-479-3557 to request your personnel file.  Please be advised that none of the individuals on this distribution list have access to your previous employment file and cannot provide it to you.

Sincerely,

Julie

Julie K. Fitzpatrick

Employee Relations Sr. Consultant / Wells Fargo Employee Relations

Allegations & Disputes Team

Wells Fargo / One Home Campus / Des Moines, IA  50328

MAC X2401-02A

Tel: (515) 398-7147

Julie.k.fitzpatrick2@wellsfargo.com

This message may contain confidential and/or privileged information. If you are not the addressee or authorized to receive this for the addressee, you must not use, copy, disclose, or take any action based on this message or any information herein. If you have received this message in error, please advise the sender immediately by reply e-mail and delete this message. Thank you for your cooperation.

From: Victoria [mailto:vsethunya@gmail.com]
Sent: Thursday, November 30, 2017 12:06 PM
To: Sarah.Vandenbroeke@wellsfargo.com
Cc: Conway, Wanda L - HR <wandaconway@wellsfargo.com>; Fitzpatrick, Julie K. <Julie.K.Fitzpatrick2@wellsfargo.com>
Subject: 6th Request for My Employee File

This is my sixth (6th) request for my employee file from Wells Fargo since 11/10/2017. Today in[is] 11/20/2017.

I already spoke with several individuals on the phone  requesting my employee file. I still have not received the file . I think it is important to have a written follow-up on those communications.

Have a wonderful day!

Victoria Sethunya

Part 1

Julie.K.Fitzpatrick2@wellsfargo.com	16 Nov
to me

Hello Victoria,

In an effort to make the call easier on Monday, I’ll plan to call you direct at 801-462-9030.

Regards,

Julie

Julie K. Fitzpatrick

Employee Relations Sr. Consultant / Wells Fargo Employee Relations

Allegations & Disputes Team

Wells Fargo / One Home Campus / Des Moines, IA  50328

MAC X2401-02A

Tel: (515) 398-7147

Julie.k.fitzpatrick2@wellsfargo.com

This message may contain confidential and/or privileged information. If you are not the addressee or authorized to receive this for the addressee, you must not use, copy, disclose, or take any action based on this message or any information herein. If you have received this message in error, please advise the sender immediately by reply e-mail and delete this message. Thank you for your cooperation.

From: Fitzpatrick, Julie K.
Sent: Thursday, November 16, 2017 10:39 AM
To: 'vsethunya@gmail.com' <vsethunya@gmail.com>
Subject: Phone Call/Contact Information

Hello Victoria,

Thank you for speaking with me earlier this morning.  Per our conversation, please join a call with me on Monday, November 20, 2017 at 3:30pm MT/4:30pm CT.  Plan to call my conference bridge at 1-844-749-3557, passcode 3987147#.  Please plan to call from a closed door or private location so you can speak openly with me.  It will be just you and me on this phone call.

My contact information:

Phone – (515) 398-7147

Email – Julie.k.fitzpatrick2@wellsfargo.com

Sincerely,

Julie

Julie K. Fitzpatrick

Employee Relations Sr. Consultant / Wells Fargo Employee Relations

Allegations & Disputes Team

Wells Fargo / One Home Campus / Des Moines, IA  50328

MAC X2401-02A

Tel: (515) 398-7147

Julie.k.fitzpatrick2@wellsfargo.com

This message may contain confidential and/or privileged information. If you are not the addressee or authorized to receive this for the addressee, you must not use, copy, disclose, or take any action based on this message or any information herein. If you have received this message in error, please advise the sender immediately by reply e-mail and delete this message. Thank you for your cooperation.

Green-for-Dollars Publicity on Wells Fargo's Retaliation Over Grievances

UPDATE ON 02/07/2018

Pageviews by Browsers

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MAP 1 - 12/07/2017
Welcome to the diagramatic page!
Look through all the pages to learn what the issues are.
This campaign is to allow Wells Fargo the opportunity to make a decision on my complaints: termination is not acceptable.
Come here everyday for a world map density of readers of my blog on Wells Fargo termination to end complaints about workplace harassment and about the bank's discrimininatory practices towards customers and employees.

The List of Countries With Readers Who Seem to be Interested in Wells Fargo's Unjust Policies

DO BUSINESS WITHOUT PEOPLE?


There are many countries that show through my blog audience, but I will list only a few!

United States of America, India, United Kingdom, Ukraine, Poland, South Africa, Ireland....

I am pleased for all the readers from the above countries and more. Maybe Wells Fargo will choose to do the right thing!

Wells Fargo's Anonymous Worldwide Readers of its Retaliatory Procedures

Introduction - What is Going on With Wells Fargo

What's Up?
The story about Wells Fargo has already been told by others. The public outrage covers many pages on the web. The US Congress has put in their time into Wells Fargo issues and, really, between the two, there is nothing new to tell about the bank. What is new is that the bank continues to make some of its old mistakes. In other words, John Stumpf is still the President and CEO.

Along the same lines, you have heard of Wells Fargo terminating employees who are asking important questions. This behavior has not stopped. The information in the posts that follow relate to a termination that happened at the Wells Fargo Call Center in Utah. The manager concerned was Shane Morgan, the Supervisor - Micalynn Christiansen and the others I might name as the story grows. These are the individuals who called a meeting for termination instead of addressing questions asked days before their termination meeting.

Stay tuned!

Hold Wells Fargo Accountable: Watch Your Money!

There are several ways in which customers and employees can hold Wells Fargo accountable.


What are your thoughts?

Here is what I think!
One way is to let the new  Wells Fargo President/CEO Timothy Sloan know that Wells Fargo needs to learn from their past mistakes - firing people who speak out against discrimination and unethical policies is not a solution. Besides, people who are determined to speak for the betterment of their communities are not discouraged by termination. That is why I will continue posting in public until Wells Fargo meets for a resolution on the questions I asked.

In the meantime, please sign the following petition in reference to the issue:


Petition Wells Fargo President/CEO to Choose The Right

Utah Activist Face Wells Fargo on Racism, White Privilege, Discrimination and Retaliation

Wells Fargo is already sitting on heat for damaging the environment. Activists in this area speak more fluently that I do. You'd think that the bank is learning that justice is not an alternative - it is the ONLY way. However, my perception is that the bank advisers can not look anywhere other than at the money. This needs to change.

ACTIVISM FOR WELLS FARGO IN UTAH

"This is the letter SURJ SLC, and several other groups interested in racial justice, sent to Wells Fargo President Timothy J. Sloan last week, regarding the dismissal of Victoria Sethunya.
November 17, 2017
Mr. Sloan:
This letter is in response to the termination of former Wells Fargo employee, Victoria Sethunya on November 9, 2017. Ms. Sethunya was fired from the Wells Fargo call center located in Salt Lake City, Utah. We are writing to express concern related to the manner in which Ms. Sethunya was terminated, and the lack of transparency and accountability shown to Ms. Sethunya by Wells Fargo prior to, and subsequent to, her dismissal. We are also deeply concerned regarding the race dynamics that appear to play a part in Ms. Sethunya's termination.
It is our understanding that shortly after an incident, which Ms. Sethunya reported to her manager, she was asked to sign a document stating she had violated Wells Fargo policy. During the incident in question, Ms. Sethunya, who is an African Woman of Color, was approached by a coworker who had been staring at her hair. The coworker proceeded with a line of questioning Ms. Sethunya found invasive and offensive. The coworker's questions included asking Ms. Sethunya if her hair “poofed up” as soon as she exited the shower, and why her hairstyle was different from day to day. Ms. Sethunya told her coworker, in no uncertain terms, that she found the questions inappropriate and shortly thereafter, spoke with a manager regarding the incident.
A short time after this incident, and prior to any sort of resolution being reached, Ms. Sethunya was asked to sign a document stating she had violated Wells Fargo policy. When Ms. Sethunya asked for further details related to the violation, she was not given a clear answer or provided with details of a specific incident, but rather advised the policy violation involved her “implying” or “suggesting” a certain behavior to a customer. Ms. Sethunya asked for further clarification as far as exactly when the violation had occurred and what exactly had been implied or suggested. She was once again met with vague statements and no specific details. She stated she would not sign the document until she knew the exact nature of the violation.
According to Ms. Sethunya, this type of generalization and lack of straight or adequate answers had been an ongoing issue at Wells Fargo in the past when she had sought clarification of policies and procedures. She reached out to Human Resources regarding her frustration and confusion related to the exact nature of the policy violation. She was, however, unable to find a resolution or further information regarding either incident through Human Resources, because upon returning to work on November 9, she was not only terminated, but escorted from the building by security personnel. The only reason given for her termination was that it was “performance” related.
We, the undersigned, strongly believe race dynamics within Wells Fargo played a role in Ms. Sethunya's termination. It is a sad truth that race-related issues and white supremacy infect nearly all of America's institutions. Oftentimes these issues are rampant in workplaces where employees and supervisors are not even conscious of the presence of such deep and pervasive issues. As we are certain you are well aware, “diversity” is a current watchword in businesses across the country. Yet, it is not uncommon for such businesses who claim they are seeking racially diverse employees to actually be seeking employees of color who will unquestionably comply with the company's institutional hierarchy, not gain authority, and conform absolutely to the company's culture and practices.
Considering these factors, we would strongly urge you to 1) provide Ms. Sethunya with a complete and candid reason for her termination and 2) reverse the decision to let her go and reinstate her immediately.
Lastly, we would ask that the systematic race dynamics mentioned above be considered by Ms. Sethunya's supervisors and coworkers, and that if they seem familiar and it becomes clear that institutional racism, both conscious and unconscious, may have played a role in her termination, steps are taken to resolve the issues and make Wells Fargo a positive and comfortable working environment for all employees.
Sincerely,
Showing Up for Racial Justice Salt Lake City
People’s Power Assembly Utah
Black Lives Matter Utah
Joan Gregory, Co-Chair Anti Racism Committee, First Unitarian Church of Salt Lake City
Showing Up for Racial Justice South Salt Lake
League Allies Utah
United Front Civil Rights Organization"