ABOUT DR. STEVE ALBRECHT, PHR, CPP

As a trainer, speaker, author, and consultant, Dr. Steve Albrecht is internationally recognized for his expertise in high-risk HR issues.  He provides consulting services, coaching, and training seminars in workplace violence prevention, sexual harassment prevention, drug and alcohol awareness, team building, conflict resolution, customer service, and time and stress management.

He serves as a contract trainer for the California Joint Powers Insurance Authority and the CSAC-Excess Insurance Authority.  Steve works frequently with city and county government agencies in California.  He specializes in helping taxpayer-contact employees deal with difficult or angry people; team building with fire departments; and safety and security programs for library employees.

In 1994, Dr. Albrecht co-wrote Ticking Bombs: Defusing Violence in the Workplace, one of the first business books on workplace violence.  Besides his work as a conference presenter and keynote speaker, he appears in the media and on the Internet, as a source on workplace violence, security, crime, and terrorism.  His 15 business and police books include Tough Training Topics; Tactical Perfection for Street Cops; Added Value Negotiating; Service, Service, Service!; Fear and Violence on the Job; Streetwork; and Contact and Cover.

Dr. Albrecht holds a B.A. in English, an M.A. in Security Management, and a doctoral degree in Business Administration (D.B.A.).  He has been a trainer for over 22 years and is certified as a Professional in Human Resources (PHR) by the Society for Human Resource Management (SHRM) and as a Certified Protection Professional (CPP) by the American Society for Industrial Security (ASIS).  He has received over 48 hours training in Critical Incident Stress Debriefing (CISD) and is a certified hypnotherapist. 

Steve has been a Course Leader for the American Management Association since 1996, teaching HR and supervision seminars.  He is an adjunct business professor for the College of Extended Studies at Cal Sate Fullerton and San Diego State.  He also teaches at USC, Chapman University, and Grossmont College. 

He is the San Diego Chapter president for the Association of Threat Assessment Professionals (ATAP).  He is a founding member of the San Diego District Attorney’s Stalking Case Assessment Team and the San Diego ATAP Chapter in 1998.  He retired from the San Diego Police Department, where he had worked from 1984 to 1999, both as a fulltime officer and later as a reserve sergeant.

9528 Miramar Road #270, San Diego, CA 92126  619-445-4735  drsteve@drstevealbrecht.com

Professional Biography

Sgt. Mark Wojnarek knew from a very young age, being the son of a police officer, that law enforcement would be his career.  The badge he wears is of great importance to Wojnarek as he proudly and very willingly puts his life on the line to protect and serve. He considers putting on his badge as he prepares for duty very symbolic and a daily reminder of the protection he is charged with providing those who need it.

Today, as Commander for the Sheriff’s Office Special Victims Unit and Domestic Violence and Sexual Assault Unit, he supervises three criminal investigators, a deputy sheriff unit coordinator, two civilian court coordinators, an attorney and three civilian volunteers.  Hesitant to consider himself a supervisor, Wojnarek strives to be an ambitious leader who patiently teaches and guides his staff.  He is quick to praise and give credit where credit is due and disciplines constructively when necessary.  Wojnarek is recognized by his staff as being a supportive leader who wants those around him to succeed.  He believes putting together a diverse, intelligent, self-motivated group is critical for a team to be successful.

Wojnarek has been with the Montgomery County Tennessee Sheriff’s Office since 2001.  His law enforcement career began in 1997 with the Davidson County Sheriff’s Office; he also worked for the Robertson County Sheriff’s Office where he was in charge of jail training.  Wojnarek, now 32, was a sergeant before age 30 – an achievement many law enforcement officers attain much later in their careers.  

A successful grant writer, Wojnarek has brought in more than one million dollars in federal and state grants to assist in combating violent crimes in Clarksville, Montgomery County, Tennessee.  One of his most important grants was that from the State of Tennessee which created a new position of Domestic Violence Enforcement Officer (DOVE).  This grant was followed by a second that funded an additional domestic violence enforcement officer.  Next, Wojnarek collaborated on a federal grant writing project that would set in motion the establishment of a centralized Domestic Violence Unit.  A grant from the U.S. Department of Justice established the Domestic Violence and Sexual Assault (DVSA) Unit, and a grant from the Office of Criminal Justice Projects established the Special Victims Unit as a specialized function of the DVSA.  Under Wojnarek’s leadership, the impact of this unit is as enormous as it is positive.  The unit boasts a rapid response time and a caring atmosphere which promotes empowerment to the clients they serve.  The unit handles cases ranging from simple misdemeanors to domestic related homicides.

Wojnarek is a certified field training officer and has graduated from the Davidson County Sheriff’s Training Academy, the Tennessee Corrections Institute, Tennessee Law Enforcement Officers Training Academy and a special session of the Federal Law Enforcement Training Center (FLETC).  He is a certified crime scene technician having completed course work at the Sirchie Law Enforcement Training Center.  He serves as a member of both the Montgomery County Death Review Team and the Montgomery County Sexual Assault and Domestic Violence Team.

Wojnarek firmly believes in civic responsibility having recently graduated from Leadership Clarksville, a year-long program that focuses on virtually each and every aspect of life in Clarksville/Montgomery County.  He conducts classes on criminal investigation and crime scene forensics that are open to the public.  He has facilitated law enforcement training seminars to judges, attorneys, teachers, military personnel and emergency responders.  He created and now directs the Sheriff’s Office internship program for Austin Peay State University and Draughons Junior College students.

His awards and accolades, as well as his numerous training experiences, are on the local, state, regional and national levels.  His training credits include: crimes against women, grant writing, anti-terrorism, defensive tactics, hazardous materials, financial management, forensic science, coordination of military and civilian response to domestic violence, stalking, electronic surveillance and jail issues. 

RACHEL SOLOV

DEPUTY DISTRICT ATTORNEY IV

SAN DIEGO DISTRICT ATTORNEY’S OFFICE

(619) 531-4207

Rachel.Solov@sdcda.org

In 2003, Ms. Solov authored “Closing Argument in DUI Cases” for the California District Attorneys Association’s 2003 version of its Driving Under the Influence Prosecution manual.  Ms. Solov served as president of the San Diego Chapter of the Association of Threat Assessment Professionals from February 2005 to February 2009, and she is the coordinator of San Diego’s Stalking Case Assessment Team.  This is a multi-disciplinary approach to assessing and managing threat and stalking cases.

Ms. Solov routinely provides training to law enforcement in the area of stalking and threat assessment.  For the past five years, Ms. Solov has taught The Law of Threats for the California District Attorney’s Association’s (CDAA) Domestic Violence and Stalking Symposium.  For the past four years, Ms. Solov has been an instructor for CDAA’s Trial Advocacy course.  She has taught Prosecuting Stalking Cases, and has presented for the Arizona Chapter and the Northern California Chapter of the Association of Threat Assessment Professionals, as well as for the Association’s Annual Threat Management Conference. 

Most recently, she and San Diego’s Stalking Unit were featured in a BBC special on stalking entitled Murder in Slow Motion.  This aired March 12, 2007, in the United Kingdom.  She has also provided commentary for CNN’s Anderson Cooper 360.

Ms. Solov graduated from the University of San Diego School of Law in May 1998, where she was the Executive Editor of the Law Review.  While attending law school, Ms. Solov interned at both the San Diego County District Attorney’s Office and the California Attorney General’s San Diego Office. 

In 1995, Ms. Solov graduated Cum Laude with a major in Political Science from San Diego State University.  While attending San Diego State University, she volunteered with the San Diego District Attorney’s Office Victims of Crime Unit, specifically working with victims of domestic abuse.  Additionally, Ms. Solov served as Vice President of the Mortar Board National Senior Honor Society, and served on the San Diego State University Honors Council. 

Drunk drivers why is it that after multiple arrest and conviction some people can steal drive there car.We know that every day 4 Canadians are killed and 207 are injured as a result of impaired driving crashes. Thousands of Canadians are personally affected each year by impaired driving, When is it going to stop.

Everyday drivers are arrested for driving under the influence, or driving while intoxicated, as law enforcement agencies continue to crackdown on these dangerous offenders. For many of these drivers, it will not be their first DUI offense.

So, what fate awaits these drunk drivers? They may be surprised to find that penalties for DUI, even the first offense, have been increased since they last checked. Due to the efforts of groups like Mothers Against Drunk Drivers (MADD), hundreds of new DUI laws have been passed nationwide since 1980.

All states have adopted 21 as the legal drinking age. Two-thirds of the states have now passed Administrative License Revocation (ALR) laws, which allow the arresting officer to take the license of drivers who fail or refuse to take a breath test.

All states have now lowered the legal blood alcohol concentration (BAC) limit from .10 to .08 percent for adults, and all states have passed Zero Tolerance laws which prohibit drivers under 21 from having any measurable amount of alcohol in their blood system.

Moreover, the penalties have increased for drinking and driving, especially for repeat offenders. Many state legislatures have passed laws requiring mandatory jail time for repeat DUI convictions. The fines have gotten larger, the length of license suspension has gotten longer and getting a "hardship" license just to go back and forth to work is getting more difficult.

However, research shows that this group is not getting away with drinking a little bit too much – in fact their livers are suffering from it.  

Anyone who drinks at all is somewhat at risk – even of DUI because the limits are very low now.   It is something to think about.

Those who drink a lot are very much at risk legally, spiritually and physically.  If you know someone who drinks too much, we can help.

Narconon.  We are the New Life Program    877-413-3073

http://www.jointogether.org/news/research/summaries/2008/non-alcoholics-still-face.html

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He has been offered a great opportunity, drug treatment instead of jail.  It even means getting his record clean if he makes it.

Let’s hope for everyone’s sake that treatment is a success for him.  The whole world is watching and the example he sets can be good or bad. The political climate is changing and treatment is being viewed as a viable alternative to incarceration more and more. We don’t need any celebs muddying waters that have started to clear up in the field of addiction.

“The 24-year-old son of Farrah Fawcett -- who is currently battling cancer -- was ordered to complete a year-long rehabilitation program at the L.A. Superior Court airport courthouse on Thursday. The program, an in-custody treatment at Wayside Honor Ranch in California, could remove him from probation and wipe his record clean of previous drug convictions -- if he completes their mandates successfully.

See photos of stars in court.

"No one can work the program for you -- you have to do it yourself," Commissioner Jane Godfrey said.

The supervised drug court program involves three major phases, which includes group counseling, frequent drug-testing and court appearances as well as a 12-step program. It also requires O'Neal to obtain a job or receive schooling that would lead to employment.

"This is an opportunity to change your life," Prosecuting Attorney Tony Estradas said in court. "Our goal is for you to enjoy a long, healthy life that is free from addiction."

See famous celebrity mugshots.

O'Neal wore a brown two-piece county jail outfit and seemed in good spirits at the hearing, which related to both his probation violation following his guilty plea in June 2008 for felony drug possession and his DUI. He will report back to court on May 28 to provide an update on his progress with the rehabilitation program. If he fails, he could face up to four years in state prison.

O'Neal -- who has been in custody since April 5 but will soon be transferred to a treatment facility -- pled not guilty Wednesday to a separate drug-related charge.”

http://www.usmagazine.com/news/redmond-oneal-to-be-admitted-to-drug-program-2009304

Narconon drug treatment  877-413-3073

However, research shows that this group is not getting away with drinking a little bit too much – in fact their livers are suffering from it.  

Anyone who drinks at all is somewhat at risk – even of DUI because the limits are very low now.   It is something to think about.

Those who drink a lot are very much at risk legally, spiritually and physically.  If you know someone who drinks too much, we can help.

Narconon.  We are the New Life Program    877-413-3073

http://www.jointogether.org/news/research/summaries/2008/non-alcoholics-still-face.html

Narconon success video. http://www.youtube.com/watch?v=3JlEp1U_I5s

I receive the same two questions from newcomers to the trucking industry over and over..."Will I be able to pass the DOT examination?" and "Will a trucking company hire me?"  In my opinion, these are the wrong questions to ask.  If you have anything on your record that is questionable, be it points on your license, criminal or medical, that you feel may cause you trouble passing the DOT exam or getting hired, it really does not matter if you can pass the DOT physical or even if a trucking company hires you.  These two questions are not what you should be asking.

"Am I an insurable driver?" That is the question!

Everyone tends to believe that it is entirely up to the Medical Examiner and/or trucking company to decide if a person is qualified to operate the commercial motor vehicle. It is not. Ultimately, the final decision will always rest with the insurance company of the particular motor carrier. This is why so many new drivers have gone through the process: passed the DOT physical, been hired on by the carrier, and two weeks later receive that call or qualcom message that they will have to return to the home terminal and be removed from the company.

Even if the medical examiner states that the driver in question, in his or her opinion, can operate a CMV safely based on the meds that the driver is taking, (and that is all the company needs to hear), the ultimate decision lies with the insurance carrier. Furthermore, if a company accepts a driver with a questionable (criminal) background, a few weeks later you could find yourself having to turn the truck back in and returning home without a job.  Why?  Because even though the company and medical examiner "accepted" the driver, for whatever reason...the insurance company declined to insure the driver.

When it comes to the medication that a driver may be taking, the insurance carrier may always have the "fear" that the driver could suddenly stop taking their meds. As irrational that this may seem to the driver, the insurance company will have their own rules and guidelines to go by. A perfect example would be Bipolar depression disorder. This condition can easily be controlled by the right medications. However, the insurance carrier must always ask the question and wonder about what would happen if the driver decided to stop taking the prescribed meds?  The same goes for various other conditions...diabetes, high blood pressure and so forth. 

For the most part, drivers will naturally stay on their meds, but insurance companies have to look at the possibilities of how the trucking life can interfere with the driver's daily routine. What if the driver is running hard for the week and simply "forgets" to take the meds?  We all know how stressful truck driving can be...what if it is only a matter of "forgetting?" 

Insurance carriers look at these types of situations on a case to case basis. This is why you will hear of one driver with a medical condition being insured and everything is fine...yet, another driver with the same condition is terminated. Why?  Only the insurance company knows. Something that they read, heard or whatever...made them decide that insuring the particular driver would not be in their best interest.

I see this very often in cases involving criminal or even misdemeanor violations. How many of you have gone through the truck driver training, received your CDL, have been hired by the trucking company, and a few weeks later found yourself dismissed from the job for a DUI that occurred ten years prior?  It is because the insurance carrier, not the medical examiner or the trucking company, the insurance carrier...failed to insure you...for whatever their reasons.

Understand, that there are thousands of drivers operating commercial motor vehicles with these types of situations, so this is not to say that if one applies to you, then you should immediately "give up" on your goal of becoming a truck driver. You should, however, stop relying on the basis if you will be able to pass the DOT exam or if  trucking companies will hire you.  You need to look deeper into the realms of how trucking really works.

One of those realms are the insurance carriers. Are you an insurable driver?  That is the question.

This year instead of hot chocolate, Santa apparently is interested in beer.  The real question here is “Can sleigh drivers be subject to DUI?”

Narconon of Georgia extends a Merry Christmas to all – the real merry kind of Christmas where family company is enjoyed in peace, joy and sobriety.

We bring in the New Year with a state of mind capable of making resolutions that determine a good future.

Narconon is the New Life Program

http://www.jointogether.org/news/yourturn/announcements/2008/naughty-brewers-sully-santa.html

Speeding - MPH over not specified = 2 points
1-10 MPH over = 3 points
11-20 MPH over = 4 points
21-30 MPH over = 6 points
31-40 MPH over = 8 points
More than 40 MPH over = 11 points

Other violations can also wreak havoc on your CDL:

Reckless driving = 5 points
Inadequate brakes = 4 points
Following too close = 4 points
Improper lane change = 3 points
Railroad Crossing violation = 3 points
Failure to yield/stop = 3 points
Other minor moving violations = 2 points

While each trucking company has their own hiring policies, on the average, trucking companies require that a new driver employee have:

NO failed or refused drug or alcohol test within the last 3 years
NO reckless driving convictions within the last 3 years
NO license suspension for points within the last 3 years
NO more than 3 moving violations within the last 1 year
NO more than 4 moving violations and/or accidents within the last 3 years

NO felony convictions within the last 7 years
NO controlled substance violations within the last 7 years
NO DWI, DUI, BAC or open container violations within the last 3 years
NO incarceration within the last 5 years
NO misdemeanors involving dishonesty, theft or fraud - these are considered immediate, disqualifying events.

Serious, major driving offenses can cause you to lose your CDL for various periods of time. These types of offenses include DUI and DWI, either in the form of alchohol or drugs, refusing to take an alcohol test, leaving the scene of an accident, using the CMV to commit a felony, driving a CMV with a suspended license and causing a fatality through negligent driving. Any of these offenses can cause you to lose your CDL for life.

Serious traffic violations such as speeding 15 MPH or more over the speed limit, reckless driving, improper lane change and following too close, can lead to severe consequences as well. For a second offense, you could receive a 60 day suspension, and a third violation could result in a 120 day suspension.  Violating an out-of-service order will result in a 90 day suspension. Violating it a second time will bring a one year suspension and a third time will result in a minimum of 3 years.

Keep in mind, that if a CDL is suspended, the state cannot issue a conditional or hardship license.  If you are convicted of a driving violation, even if it is in your personal vehicle, you must notify your employer and any points you receive will also go against your CDL.  These new rules went into effect on September 30th, 2005.

According to the Federal Motor Carrier Safety Administration, a few of the guidelines for disqualification of a CDL is:

1st traffic violation = 60 - 120 days suspension
Two or more violations within a 3 year period = 90 days to 5 years
One or more violation of an out-of-service order within a 10 year period = 1 year
DUI, Leaving the scene of an accident, use CMV to commit felony = 3 years
Any of the 1 year offenses while operating HazMat = LIFE

Safety and moving violations are taken very seriously for those who are licensed to operate a CMV. As you can see, it would not take much to reach 4-5 points on your driving record, professionaly or personally.  One speeding ticket and failing to stop at a stop sign, could bring you 7.5 points on your CDL and you could find yourself out of a job.  These same violations in your own personal vechicle could result in 5 points on your regular driver license . . . and could delay you from receiving your CDL for quite some time.

The point system for each state varies, but this general format will give you a good idea on the various points one can accumulate against their driving record.

Litigation against Wells Fargo Consumer Credit Card Division

From R. Terrell 05-18-08:

I am in State and Federal Court against Wells Fargo Bank, N.A re Credit Cards. Asserting, Failure to Disclose, and Unfair Business Practice’s, Fraud, RICO, Credit Slander and etc.
I am seeking former employees of Wells Fargo Bank, N.A. regardless of location to provide insight as to the internal operations Wells Fargo Bank, N.A, consumer credit card division. If you are such an individual or know of such an individual your assistance will be greatly appreciated.
In addition, if you are aware of other similar litigation I am very interested in knowing that information as well.
Anonymity is assured. Please feel free to contact me at terrell2007@gmail.com.

Thank you.

Posted by Info at 7:27 PM 2 comments Links to this post

Sunday, May 4, 2008

Wells Fargos' Autopsy

You'll want to check out the blog at http://brandautopsy.typepad.com/brandautopsy/2007/03/would_you_miss__4.html.
Here's a sample:

Posted by: | April 17, 2007 at 02:49 AM

From the moment Norwest purchased Wells Fargo it already deceived its customers. Who the heck knows anything about Norwest in the West Coast?

Wells Fargo says it advocates diversity, yet their executive board is ran by a bunch of rednecks. Name a single african american person serving it's executive board, who reports to DICK?

Wells Fargo says it advocates community support, yet it does not have programs for low income customers. I challenge you to walk at a branch wearing a t-shirt and a simple pair of jeans, and see how they'll treat you.

Wells Fargo says it encourages growth and retention of their employees, yet the turn-over of tellers and bankers are extremely high.

They have a good marketing strategy, and that is to lure consumers to get all their banking services through them - a Norwest principle. You get a discount for bundled services. Is this really safe? Think again.

The head of their marketing introduced a strategy called "value proposition", this is designed to make consumers "feel good", through photographs, brochures, media. The idea was, how to make consumers feel good, so they would borrow more money. One of their tag line for a home equity loan was "smart management of your home asset". If you were smart, should you put your property on the line of possible foreclosure?

Look at the junk mails you received for Mortgage or Home Equity loans, does it say anything about risk about foreclosure? Look at the fine print in the back. I bet you there's none.

I know one thing for certain because I worked there before. I am never coming back. I'll advise friends, family, and just about anyone I know to put their money elsewhere.

Banking with a local credit union is SMARTER.
Hope somebody trademarks this last phrase!

Posted by Info at 6:11 AM 0 comments Links to this post

Saturday, May 3, 2008

Publicize Your Grievance(s) with Wells Fargo

You might want to consider publicizing the details of your grievance(s) with Wells Fargo by using the following free or inexpensive Press Release Services:

I-NEWSWIRE: http://i-newswire.com

PRWEB: http://www.prweb.com

THE OPEN PRESS: http://www.theopenpress.com

FREE-PRESS-RELEASE.com : http://www.free-press-release.com

PR FREE: http://www.prfree.com

PR LEAP: http://www.prleap.com

PRESSBOX : http://www.pressbox.co.uk (United Kingdom only)

WEBWIRE: http://www.webwire.com

Posted by Info at 9:57 PM 1 comments Links to this post

Friday, May 2, 2008

More "Valued" Team Members

The following testimonials appear at: http://www.ripoffreport.com/reports/0/123/RipOff0123540.htm

Wells Fargo Financial branch managers harrass their employees and threaten California

I have been an employee of Wells Fargo Financial in California for the past 16 months. I've been ripped off of my peace of mind by my manager. I am a credit manager, this position is all about sales. I had previously worked in sales for Citibank, but it wasn't as cut-throat as Wells Fargo Financial.

First of all, I never received any formal training, just learned as I went. My job performance was rated as average or fully satisfactory for the first 2 months. All the other employees had quit so it was just me and another guy. My manager met w/ us every few days and banged on tables and cussed up a storm b/c we weren't performing to his satisfaction.

He pulled me in to an office and yelled at me til I broke down and started crying. Needless to say, rather than improving my sales actually got worse b/c every time I made a sales call he would be sitting there behind me pressuring me to say certain things and not let the customer off the phone.

I started seeing a psychiatrist b/c I was under so much stress. The Dr. suggested that I quit and look for another job. Just when I had decided to quit, he pulled me aside and accused me of lying on some tracking sheets! I was outraged b/c I never lied so I decided not to quit b/c he threatened me by saying if I quit he wouldn't tell anyone I had lied! I told him I wasn't quitting but that I did want to transfer out of his office!

The transfer process has been going on for months now, and during that time I have put up w/SO much emotional abuse! I stay just b/c I know he wants me to quit and it bothers me that during the course of 12 months he has forced 6, yes SIX people to resign! Its an office of four, so you do the math on how many times he's restaffed the whole office!

The strange thing is he thinks he's had 'problem' employees, he doesn't see himself as a problem manager!

I've finally had it last week he told me that Wells Fargo Financial wasn't going to transfer me and that 'in his humble opinion' I should quit, after all, I'll be getting 'two weeks severance'...I've been fretting ever since.

I'm a mother, I have responsibilities, I can't afford to be w/out a job for even one day! I don't know what to do, ever since the day we had that last talk, he doesn't speak to me or respond when I speak to him and he has me doing all the menial clerical functions in the office... I am a college graduate, and I want to keep my job, just in a different office.

Is there anything I can do?

Gloria

Ontario, California

Braxton

West Hollywood, California

U.S.A.

Beware of the HR practices at Wells Fargo Financial, too!

To follow-up regarding contacting WFF's HR Department. I am an ex-employee, and did exactly that as I had a supervisor who was pressuring me so unfairly it had made me an emotional wreck, creating an unhealthy work environment, he was enjoying destroying me, and I had had it.

'Somehow' my supervisor found out exactly what I had told the women in HR. That being said, within weeks, they pushed me out uncerimoniously after well over 10 years of service, using the 'Bad Attitude, non-team player' excuse, which was furthest from the truth, but we know what hell is like in the corporate world when they want somebody out. It was so wrong.

HR at Wells Fargo Financial cannot be trusted! They failed to protect my confidentiality, failed to address my concerns, and deceived an employee at a time when they were to step up to the plate. I consulted an attorney who agreed with my accusations, but advised to simply move on as these corporations can intentionally prolong these cases, ruin my name further, and have the $$ to milk me in the process. Plus, it's not the greatest thing for your new employer to find out.

Posted by Info at 7:51 PM 0 comments Links to this post

Tuesday, April 29, 2008

Employee Harrassment, Unfair Treatment, Terrible Loans

The following information appeared at http://www.ripoffreport.com/reports/0/328/ripoff0328824.htm

I was a Credit Manager for Wells Fargo Financial for almost 2 1/2 years, and I cannot believe I stayed that long. In the time I was there, I had gone through 2 managers, 2 DM's, 2 RM's, and maybe 15 other Credit Managers whom which either were fired, quit, or made-to-quit.

I should have known I was stepping into a bad career when within the first 2 months, I had already seen 3 employees quit, one in which started after I begun working, only to leave about a month later.

My first manager was dishonest about everything from money to be made, job satisfaction, and even to the customers. He told me I would be making $60k a year, loving life, enjoying a fun work place. After the fact, my starting salary was $30k, and my bonuses couldn't ever be more than $2500, and that was if you ended up closing 4 or more mortgages, which we all know, in that place, is nearly impossible to do on a consistent basis. Some people did it, but just found out they were fired for manipulation of data and forging signatures!

I was working far more than the 40 hours I was told I would work, and never got paid overtime. I confronted my manager after 2 months and asked about overtime in front of the other employees (they had told me we won't ever be paid OT), and he pulled me in the booth (I'm sure we've all been in there at some point), and screamed at for bringing up that subject with everyone around. And it never got resolved.

A few months later, he was fired because so many employees had resigned and complained about him, only to be replaced by someone with a bigger ego that him.

At first, we all were excited to have someone fresh to the office who would give us some good direction. However, he belittled everyone who was working there, not only in front of the whole office, but outside of work too. We would get harassed for not going out to drink with him after work or the weekends (he just got a DUI a few months ago). My best friend just got laid off there by him, right as he was leaving for vacation. Taking PTO was like pulling teeth. I felt like I could never take a vacation because it was too nerve-racking to hear what his response would be.

Onto the products and loans. I have never seen so many high-rate credit cards in my life, with annual fees on top of that!!! We were made to sell so many of them, all to people with enough credit card debt to force them into bankruptcy. I felt sick everyday because I would have to sell people things I knew wouldn't benefit them. Granted, some loans were the only thing they would have left, but come on, 4 points on every mortgage sold to customers. And auto loans that would leave these people stuck in their cars they thought they could get rid of. And the rates on the mortgages were outrageous! I would never refi my house will Wells, even if it were the last place I could go.

Now that I have a new job, in a completely different field, I have been so much happier, and everyone can tell. I hope whoever works at Wells never has the experience I had, and the majority of the other people who are still working there too.

Nick
Farmington Hills, Michigan
U.S.A.

Posted by Info at 8:43 AM 0 comments Links to this post

Sunday, April 13, 2008

Contact Information for Wells Fargo Departments and Employees

If you are a Wells Fargo shareholder, customer, employee, and/or ex-employee and you want to contact Wells Fargo regarding your concerns or complaints, you may want to check out the contact information for numerous Wells Fargo departments and employees at http://www.wellsfargoinjustice.com-a.googlepages.com/email. Please let us know what sort of response (if any) you receive from Chairman Dick Kovacevich or others at Wells Fargo. And if you know how to contact specific Wells Fargo employees who are not currently listed on our site, please send us this information. We will be happy to include it on our website for informational purposes only.

Posted by Info at 1:22 PM 0 comments Links to this post