Wells Fargo Toxic Managers create an unsafe work environment, From insults to sabotage, From racism and harassment to blind followers, Wells Fargo allow racism to grow and the encourage it. They thrive on the destruction of others. CEO Charles Scharf and many others carry a biases of Blacks ask a badge of hatred. It stresses the importance of fostering diversity and inclusion, dignity, and respect among our employees and supporting and respecting the communities in which we work. I firmly believe a diversity of insights and perspectives will drive Wells Fargo to the best ideas and outcomes possible.

1. December 31, 2019 update--- December 31,2019 I was terminated by Justine Hawkins he stated
for my behavior and insubordination becauseI contacted Ortega commander( I always call the
commander when; military personnel bring in the wrong paper work,or I will send an email to
personnel at the unit, check my emails) he put nothing in writing, I was not given termination
paperwork, he is protecting the other managers; he knows theylied. he knows they lied. And I was
never informed not to contact anyone.
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October 04, 2019
For Human Relations
Employee 1470100
I, Annzala Pitt hereby attest that the following statement is true and factual in reference to an
irate customer name Christopher Ortega response to me on October 04, 2019 @0930 hours.
On, October 04, 2019 there were a group of military personnel gathered at the front door of
Wells Fargo. I open the door and greeted them and walk them to my desk area. Once seated
Ortega explained to me why they were present. He had a military memorandum with him I
reviewed it. After my review of the document; I explained to him and the others that Wells Fargo
required meeting minutes and I explained what was needed in the meeting minutes.
Ortega stood up and spoke in a loud voice and stated I was wrong because; he had spoken to
Justin Rivers (while pointing in Justin direction) and was informed to bring in the memorandum
and to see me; as he got louder.
All tellers could hear his dialogue.
I stood up, motion for Justin to come out of his office and explained to him the situation. Justin,
then explained to Ortega the same information as I did (as Ortega was still speaking loudly).
Justin then called personal banker-Danielle Held over to where we all gathered. Danielle also
explained the same information to Ortega. Ortega calmed down and began to exit the building
via the back door. When I returned to my desk, I notice the memorandum still on my desk, I
retrieved it and gave to Ortega before he exited the door.
I was then called into Justin Rivers office, by District manager Caroline Andrews (she was drunk I
could smell alcohol on her) of whom showed to be angry. She spoke to me in a nasty and harsh
manner and immediately blame me for the situation with Ortega. She and Justin even accused
me of following Ortega in the bank. My response to them was – look at the video camera.
Then I ask Carolina was ifI fired again (as Caroline and Justin wrongfully terminated me in May
2019- and stated I verbally resign (in retaliation of me contacting human relations about the false
informal warning for performance of which has been escalated to HR manager. And, after that
they wrote a false informal warning for conduct after I documented an employee comments to

2. me- of which violates Wells Fargo’s Speak Up and Nonretaliation Policy),and she said no is a nasty
way as she rolled her eyes at me. I, then ask ifthere was anything else; she said no. As I was
leaving Justin office, Caroline told Justin that she could not stand that Nigger (she was talking
about me).
I then called Ortega’s commander (because she must sign off on the paper for the unit ----it was
a unit account not a personal account) and explained what happen and what document was
needed; she apologized to me.
I then went into thebreakroom to cry and I asked Denise to get my purse for me,and then
Danielle open the door for one of the military personnel that was present with Ortega. The
military personnel apologize to me for what happen as he walks to the bathroom. When he
came out of the bathroom, he told me to call Ortega commander and I told him I did already.
I then went outside, to use my cell phone and there were some of the other military personnel
and they to also apologized to me. Later in the day I received a call for some else apologizing to
me.
Prior, to my 1300 hours phone call to human relations employee Catherine Goode; Justin
requested that I come to his office. Caroline was present and Justin Hawkins was on thephone:
Hawkins starts screaming at me like I was a child telling- me that he had a verywell written
statement about my behavior,and he told Justin Rivers to take mykeys. As he is yelling at me
Caroline is jumping up and down in the chair stating get her; get her
As Hawkins continue to yell at me about contacting Ortega ‘s commander. Hawkins also asked
me if I was resigning and I stated no, and he stated he was placing me on administrative paid
leave and that my behavior will be investigated.
No manager should have been yelling at me and intimidating me as a form of harassment this
goes against what Wells Fargo stands for.
I got my purse and left. I called my attorney and emailed Hawking, explaining to him this
situation will be handed via my lawyer and I was advised not to have verbal communication with
Wells Fargo personnel.
Wells Fargo has set forth resources so that all their employees can be successful. But it becomes
difficult when an employee is constantly signaled out.
My, timeand talent has been wasted due to poor minded managers, untrained managers and
toxic and destructive managers.
When individuals go to work, they are expected to be in a safe non hostile environment.

3. I have found out that Manager Geoffrey Sanders is behind what is going on with me. He was the
one that got Justin Rivers promoted to manager and is his mentor; as he was Rivers manager and
Rivers will do whatever Sanders tell him to do. Sanders is also Hannah’s current manager and was
the interim manager at Shaw AFB until he got Rivers hired for the position.
It was Sanders that told Rivers to writethe informal warning for performance and conduct on me.
It is Sanders Justin and Caroline that want me terminated. Sanders has let it be known that he does
not like me.
Performance warning included four issues (not accepting primary and secondary identifications 1.
Not accepting ID for a credit card application (I accepted it and made copies and emailed/fax to
the credit card department; 2. Opening an account (2 ids are required; the customer only had 1
id); 3. Customer came in to add another person to the account but did not have the required 2
ID’s,); 4. Customer camein with a driver’s licensefrom Texas with a South Carolina address, I
called back office to inquire about the driver’s license and was informed not to use it; and beforeI
could finish with the customer by using his military ID as a primary; Justin told the customer to
come with him. Now,I followed policy for all four issues, (Rivers also told the customer to file a
complaint on in reference to the driver’s license).
The next day I was wrongfully terminated by Justin and Caroline Andrews; and Sanders told Justin
to hire Hannah (Hannah’s spouseis an air force member that works on Shaw Air Force Base and
Hannah wants to work on Shaw AFB. When I returned after the wrongful termination Sanders and
Hannah was angry about that.
Conduct warning was in reference to Hannah getting angry becauseI documented what actually
happen about a customer wanting to file a fraud claim- I followed the actual procedure in assisting
the customer; but she was really angry about the fact she could not get the position on Shaw AFB.
Also, she was sent to Columbia, SC to work because Sanders assumed that I was going to be
perturbed at Hannah becauseshe was not written up for conduct after the way she confronted me
about the customer of which Rivers and Sanders and Denise Coleman Smith, Teller Eric Johnson
heard her being unprofessional towards me and I documented.
No manager spoketo me about Hannah’s conduct towards me and I did not find out about the
fact she did not want any contact with meuntil I received a call from David, and this was on the
same day I received the informal warning for conduct. Hannah was aware that I was going to get
the informal; because River/Sanders told her.
October 4, 2019 the issue with Ortega- Sanders and Hannah’s husband (works with Ortega)are
friends with Ortega.
This is collusion and retaliation against me for filling a grievance (from Sanders, Andrews, Rivers
and HAWKINS).
I followed the correct policies and procedures in referenceto assisting all customers.

4. My, training – each time I was supposed to go to training; Sanders would haveJustin to cometo
his store so that I would be unable to attend the training.
They would not allow me to attend AT Work although I completed the required work up.
I have been called stupid and in competent,
MY PTO have been cancelled for the entire year with out reason
Sanders was going to have me to drive from Columbia to his Branch during a storm2018
My work attire was called Ghetto
I have been screamed and yelled at
I have applied for several other personal banker positions only to be denied because Sanders and
Rivers have interfered by speaking negatively about me.
I have requested to be transferred three times
No matter how well I do I amattacked.
I wish to file a grievancein reference to how I have been mistreated by Wells Fargo managers.
I would like to be transferred to a different branch, my managers hate me, and I have been treated
with distain, ostracization and treated with great indifference.
The managers are complacent, toxicand destructive and have exhibited the following:
*DISCRIMINATORY HARASSMENT,
*PERSONAL HARASSMENT,
*POWER HARASSMENT,
*PSYCHOLOGICALHARASSMENT,
*RETALIATION HARASSMENT,
*THIRD PARTY HARASSMENT and
*VERBALHARASSMENT.
*Discipline (bogus writeups, counseling’s and suspensions)-FALSE INFORMAL WARNINGS
*Firing/Constructive Discharge (both classic termination and creating conditions so bad that you
quit)-TRIEDTO FORCE METO RESIGN
*Hiring (failure to hire) APPLIED FOR OTHER POSITIONS

5. *Job Harassment (constant harassment, nitpicking,micromanaging)
*Intimidation/retaliation (referring to paybackby an employer, in any form, because an employee
spoke up about mistreatment)
*Reinstatement (refusing to properly rehire employees because of their race, age, gender,
disability or other classes)
*Training
I have been as a black employee isolated AND cut off from career opportunities.
Wells Fargo needs to commit to eradicating the legacy of racism.
I have been left with the impression that my managers, who are white, were predisposed to view
me as suspicious.
My managers have used extraordinarily bad judgment towards me; I have been mistreated
because I am a black older woman.
WF must create a diverse and inclusive environment that is critical to success.
December 31, 2019 I was terminated by Justine Hawkins he stated for my behavior and
insubordination, he put nothing in writing, I was not given termination paperwork, he is protecting
the other managers; he knows they lied.
Thanks,
Annzala Pitt