CONDITIONS OF EMPLOYMENT WELLS FARGO
The offer letter, including these Conditions of Employment, the Trade Secrets Agreement, and the Arbitration Agreement, constitutes the entire agreement between you and Wells Fargo. No other guarantees or promises of any kind have been made concerning the terms of your employment. Only the HRC with ratification by the Board may change or modify these terms.
Your employment with Wells Fargo has no specified term or length. Both you and Wells Fargo have the right to terminate your employment at any time, with or without advance notice and with or without cause. This is called employment at will.
This offer is contingent on your ability to provide, on or before the first day of employment, documentation that verifies your identification and eligibility to work in the United States, as outlined by the Immigration Reform and Control Act of 1986. As a result of federal legislation, and because Wells Fargo is a federal contractor, this offer is also contingent on your ability to successfully pass the federal E-Verify system check within the requisite period permitted by the E-Verify rules. Further, it does not include an offer by Wells Fargo for visa sponsorship.
As part of the process to verify your identity and eligibility to work in the United States, you should take the following steps to be prepared on your first day of employment:
1. Access the electronic Form I-9, Employment Eligibility Verification, using the Cisive system. A link to the system will be emailed to your home email address before your hire date.
2. Follow the instructions for completing section 1 of Form I -9.
3. Determine which acceptable document(s) you will provide on your first day of employment to verify your identity and eligibility to work in the United States. The lists of acceptable documents are on Form I -9. Verify that the documents meet the unexpired date(s) requirement under Form I -9 rules.
4. Bring the original document(s) (including a picture ID for E-Verify identification purposes) on your first day and each day thereafter until your manager (or managers designee) completes the review and verification process.
As a federally insured institution, Wells Fargo is unable to employ individuals who have been convicted of or participated in a pre-trial diversion program with respect to a crime of dishonesty or breach of trust, or any person who does not meet Wells Fargos bond requirements. Wells Fargo also may elect not to employ individuals with certain convictions for crimes involving violence or harassment. Therefore, this offer is contingent on the results of your background investigation that includes fingerprinting, required regulatory reviews and any ongoing screening for continued employment.
To protect Wells Fargos intellectual property and human capital, all new hires are required to complete a corporate Trade Secrets Agreement. The Trade Secrets Agreement contains an agreement not to disclose Wells Fargo trade secrets and confidential and proprietary information, an agreement for non-solicitation, and assignment of inventions to Wells Fargo if the inventions were made or conceived while you were employed by Wells Fargo.
In addition, when employment disputes cannot be resolved internally, it is helpful to do so through private arbitration instead of court. All new hires are required to complete an Arbitration Agreement in which you and Wells Fargo mutually agree to final and binding arbitration of your employment disputes when they cannot be resolved internally.
By signing and submitting this offer letter, you accept and agree to all terms and conditions of this offer of employment.
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