Wells Fargo says so much.... On the one hand, it's a terrible thing to lose a job, especially after 19 years. On the other hand, this may be one of the best things to happen in a long, long time! I'm sure you've filed for unemployment already. Like many others have posted, I recommend you interview some employment/labor law attorneys. Find one you believe you can work with and start the process of filing a lawsuit. Also, contact government entities that have some impact on WF...the State Atty General, those boards/commissions that oversee banking rules. Do not expect any help at all from the banker who instructed you to send the paperwork. They've already been very busy covering themselves regarding their employment and liability. But the attorney can take a deposition from them that could be very interesting. The flip side is that all of this is going to take quite a bit of time. I would look at other financial institutions (banks, credit unions, etc) to bring a paycheck in.
Yes, WF. I found their news announcement of Hundreds of employees being terminated for their fiasco on new accounts ironic. Fire the front line employees that the customers actually see and interact with. Keep those who have insisted the front line employees "do whatever it takes' to reach the sales goals of new accounts. In my world it would've worked differently: start the firing behind the scenes with management and executive row. There are still too many golden parachutes at WF.

Hi Daughn,

I would get in touch with the labor board. They should be able to direct you from there.

Always do what company policy states especially with signatures on financial paperwork. Never just do something by word of mouth because the person who directed you to do this will suffer a sudden memory loss. If a signature is required regardless if there is a line or not, it has to be there. I work with documentation all the time and I don't know how many times this issue comes up in other industries as well. A friend was a manager and was given a production order to compound a material. It had changes to the process that were not signed off. He pointed it out and was told to just do it because this order had to be done. During a regulatory audit the auditor found this and cited the company. The manager was fired after 17 years of service. Any changes that are not properly authorized can cause major legal ramifications to a company and a person violating that regardless of word of mouth instructions will be the one held accountable and most companies treat this as cause for immediate termination. I don't know if this will affect your unemployment but I don't think, based on your description of the event, you have much of a legal case.

You say no signatures were altered. But you changed the document after the signature was on the document. That is where the problem is and the impropriety. Never change any document without the customers approval after his or her signature is on it. If this happens he can litigate you or your company to heaven. I ran a company, customer signatures are protected in the law. If he or she signs it, you cannot change anything. Just as he cannot change anything you have put into the document. It is now a contract.

Try your Labor Board as first line of contact. It's free and they know what employers can and cannot do respective to each state. I wish you the best of luck. Something doesn't sound right. I guess unless you work for Wells Fargo and they are in so much hot water that they are going back through all records and employees attached.

Hello Daughn I am so sorry that you were terminated and so close to retirement. I do not think that if you have fully disclosed the situation you were treated fairly. Before even speaking to an attorney you need a copy of your employment file, if they will not give it to you go immediately to the unemployment office. They will get that file for you and while your at it file for your unemoyment so that you have something to pay for shelter, food, paper goods, transportation whatever it is. You deserve it and are entitled to it. You were whittled out ruthlessly before you could potentially get retirement benefits. It was not cost effective to the bottom line to keep you until full retirement. If you are in an At Will Employment State it may be a waste of time to see an Employment Attorney. Most of these guys and gals work for employers but can refer you an attorney that represents employees. Hope that helps. I am certain you are hurt and angry, and I wish you the very best. Let me know if I can offer any job search encouragement or advice. Ms.b.e.m.c@gmail.com

Wells Fargo is notorious for violating so many policies it's ridiculous. Do you really want to keep working for them? I would advise looking for a job with a different bank or a credit union.

It's you word against him who's going to lose you are ... go to the labor board enjoy your unemployment

Wells Fargo you say? Why do you not contact the Federal Authorities that are/were investigating them for practices you just described? Tell them your boss threatened you with termination (you should have said that 1st). He is in cover his ass mode and you are 1 in thousands that were fired at wells Fargo. Why not a Class Action with all terminated Wells Fargo low tier workers joining together? Did your ex CEO not just get a few hundred million Golden Parachute?

You fraudulently signed a customer's document. No financial institution will tolerate that. You made a terrible mistake and after 19 years of employment in the industry, it will be difficult to make anyone believe that you did not understand the potential consequences of your action. There is no requirement for notice with regard to terminations for cause.

I worked for an insurance company. We fired an asst. mgr. for fraudulently signing his boss's name to his expense report. His boss was out for two weeks and no other managers were in the office. The asst.mgr. said that he couldn't wait and needed his reimbursement immediately. By the way, all of his expenses were legitimate.

The company, however, felt that the Claim department could not be engaged in conduct that even gave the appearance of impropriety.

Rule of thumb-if it is wrong, don't do it regardless of the circumstances.