Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 94

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 94
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ment and anti-discrimination training annually. This training covers expectations for workplace conduct, helps employees recognize situations that may involve harassment or discrimination, and describes the ways in which employees can report harassment and discrimination matters, including options to report anonymously, without fear of retaliation.

We continue to assess employee awareness of, and comfort with, our anti-harassment and discrimination policies and reporting channels through assessments that follow mandatory training. We recently supplemented that assessment through a quarterly survey that we send to randomized samples of employees in addition to our annual Global Employee Survey. In response to a 2024 quarterly survey, 99% of respondents indicated that they are aware of our anti-harassment and discrimination policy, and aware of their obligation to report any harassment or discrimination at Wells Fargo.

The Human Capital Management section of this Proxy Statement describes a number of forums we provide for employees to share their voices and insights in a public or private manner.

The proponent claims that arbitration, non-disclosure, non-disparagement or similar clauses could limit employees’ ability to discuss unlawful acts in the workplace. In 2020, we eliminated mandatory arbitration for employees in connection with sexual harassment claims before the law required it. Furthermore, in 2023, we eliminated confidentiality and non-disparagement provisions from severance agreements for non-supervisory employees. For employees hired on or after December 11, 2015, our policies provide that unresolved employment disputes will be addressed through arbitration, but we do not impose a non-disclosure or confidentiality requirement on employees who participate in arbitration, nor does arbitration restrict an employee from filing a claim with the Equal Employment Opportunity Commission or appropriate state agency. In the limited circumstances when we may use confidentiality clauses, such as when resolving claims through a settlement agreement, the clauses do not prevent an employee from reporting concerns about allegedly inappropriate workplace conduct to appropriate law enforcement bodies or regulators.

| Our Allegation Management Program                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     
 We run a coordinated process for managing employee conduct allegations designed to allow employees to raise concerns without fear of retaliation or reprisal, and support the management of allegations and post-allegation reviews and actions.                                                                                                                                                                                                                                                                                                                      
 Allegations Lifecycle                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 
 We provide multiple avenues for employees to raise concerns (including on an anonymous basis). For example, employees can report directly to their managers or any manager with whom they feel comfortable. Employees can also access our confidential EthicsLine (which is managed for us by a third party) by phone or online any time to report complaints, violations, and other concerns. Our