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

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 25
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, direct engagement between managers and employees, and leader-led sessions. Employees also submit ideas through our employee feedback platform called Loudspeaker, and some of these ideas have been implemented in recent years, leading to efficiencies, innovation, and greater employee engagement. We conduct various surveys throughout the year, including our annual Global Employee Survey. The surveys are a way for employees to share their candid thoughts and feedback. Senior leadership and our directors analyze employee feedback, as shared in the Global Employee Survey results, to help the Company improve the employee experience, workplace engagement, and the way we do business.

As reflected in our policies and practices, we believe all of our employees should be free from harassment and discrimination. Wells Fargo provides multiple avenues for employees to raise concerns, including on an anonymous basis. Wells Fargo prohibits retaliation of any kind against anyone for providing information in good faith or otherwise in accordance with applicable country-specific laws. Several Company policies and procedures comprise our overall
anti-harassment and anti-discrimination framework, including our:

• Code of Conduct, which applies to all employees, including executive officers, and, as applicable, our independent directors;

• Anti-harassment and discrimination policy, which applies broadly to all Wells Fargo employees, covers conduct both inside and outside the workplace, and encourages and sets the expectation that all employees should report any concerns related to harassment or discrimination; and

• Speak Up and Nonretaliation Policy, which requires employees to speak up and report potential misconduct – including harassment, discrimination, or retaliation – using any of the reporting channels listed in the Code of Conduct, and reiterates that we prohibit retaliation for filing a complaint, assisting or participating in an investigation, inquiring about or discussing one’s own pay or the pay of another employee or applicant, opposing any unlawful act or discriminatory practice, or exercising any rights protected under applicable laws and regulations.

As part of our commitment to health and well-being, Wells Fargo offers eligible full- and part-time employees and eligible dependents a comprehensive set of benefits designed to support physical, financial, and emotional health. The Company contributes up to 87% of U.S. employees’ per-paycheck cost of medical coverage in 2025. Employees, spouses, and domestic partners enrolled in certain U.S. medical plans can earn up to $1,200 in health and wellness dollars for completing specified wellness-related activities. In addition, employees earning up to $100,000 and enrolled in certain U.S. medical plans receive automatic funding in a health savings account. Through the Employee Assistance Program (