Participant Files Third Wells Fargo Stock Drop Suit

The third complaint suggests defendants should have pushed for disclosures that would have corrected the company stock price. 

Another participant is suing Wells Fargo and its executives after losing money on company stock following revelations involving unethical sales practices within the organization’s consumer/retail banking divisions.

Like the previous complaints, this one seeks class action status under the Employee Retirement Income Security Act (ERISA) and alleges that the executives within Wells Fargo who oversee the company’s retirement plan—and its offering of Wells Fargo stock to employees as an investment option—knew about the sales process failures well in advance of the public disclosures. Thus, according to the reasoning in the complaint, they should have dropped the company stock as an imprudent investment option—knowing the illegal sales processes would eventually and necessarily be disclosed and thereby correct the inflated stock price.

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The text of the complaint lays out by-now familiar allegations that the company’s aggressive sales requirements for low-level banking professionals directly inspired the opening of millions of unauthorized customer accounts. This resulted in a major backlash against the company that has cut roughly 12% to 15% of Wells Fargo stock’s market value compared with this time last year. The company faces separate civil penalties approaching $200 million—with additional fines likely on the way.

“Based on their knowledge, defendants were duty-bound by ERISA to prevent harm to the plan and its participants from undisclosed and/or false material information that they knew or should have known had made Wells Fargo stock and the stock fund an imprudent investment for retirement purposes,” plaintiffs suggest. “They knew or should have known that the plan was harmed with every purchase made of the stock fund at inflated prices, and that the plan’s large holdings of Wells Fargo stock were at risk for a sizeable downward price correction when the truth finally and inevitably emerged.”

The complaint suggests defendants could have halted new contributions or investments into the Wells Fargo Stock Fund without running afoul of insider-trading restrictions. As in the first two stock-drop lawsuits filed, this will be a critical point in any trial deliberations.

“The act of preventing any new purchases of the Wells Fargo Stock Fund is not illegal insider trading under the federal securities laws because no transaction would occur and no insider benefit would be received by anyone,” plaintiffs argue. “Defendants would simply have to ensure that neither purchases nor sales of the Wells Fargo Stock Fund would be permitted during the time that the freeze was in place. However, taking this action would have prevented serious harm to the plan by at least preventing additional purchases of stock fund shares at inflated prices.”

NEXT: Additional insider trading arguments  

“Defendants could also have tried to effectuate, through personnel with disclosure responsibilities, or, failing that, through their own agency, truthful or corrective disclosures to cure the fraud and make Wells Fargo stock a prudent investment again,” plaintiffs argue. “Defendants also could have directed the plan to divert a portion of its holdings into a low-cost hedging product that would at least serve as a buffer to offset some of the damage the company’s fraud would inevitably cause once the truth came to light … Defendants could not reasonably have believed that taking any of these actions would do more harm than good to the plan or to plan participants.”

Plaintiffs conclude that the longer fraud at a public company like Wells Fargo persists, the harsher the correction is likely to be when that fraud is finally revealed.

“Economists have known for years that when a public company like Wells Fargo prolongs a fraud, the price correction when the truth emerges is that much harsher, because not only does the price have to be reduced by the amount of artificial inflation, but it is reduced by the damage to the company’s overall reputation for trustworthiness as well,” the complaint says. “Some experts estimate that reputational damage can account for as much as 60% of the price drop that occurs when a fraud is revealed. This figure, moreover, increases over time. So, the earlier a fraud is corrected, the less reputational damage a company is likely to suffer ... Such a consideration should have been in the forefront of defendants’ minds once they knew (or should have known) that Wells Fargo’s stock price was artificially inflated by fraud.”

In fact, the complaint goes on to argue that the issuance of corrective disclosures was required by the federal securities laws, not prohibited.

“By the very same mechanism that Wells Fargo could have used to make corrective disclosures to the general public under the federal securities laws, it could also have made disclosures to Plan participants, because Plan participants are, after all, part of the general public,” plaintiffs suggest. “Defendants did not have to make a special disclosure only to plan participants, but could simply have sought to have one corrective disclosure made to the world and thereby simultaneously satisfied the obligations of the federal securities laws and ERISA.”

The full text of the complaint is here

This Year’s Craziest Excuses for Calling in Sick

Slightly fewer workers this year say they have called in sick although they were feeling fine over the last 12 months, according to a CareerBuilder survey.

More than one-third of workers (35%) said they have called in to work sick when they were feeling just fine, down from 38% last year.

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When asked why they called in sick when they were feeling well, 28% reported they just didn’t feel like going in to work, and 27% took the day off to attend a doctor’s appointment. Another 24% said they needed to just relax, and 18% needed to catch up on sleep. Eleven percent took the day off to run personal errands.

When asked to share the most dubious excuses employees have given for calling in sick, employers reported hearing the following real-life examples:

  • Employee said the ozone in the air flattened his tires;
  • Employee’s pressure cooker had exploded and scared her sister, so she had to stay home;
  • Employee had to attend the funeral of his wife’s cousin’s pet because he was an uncle and pallbearer;
  • Employee was blocked in by police raiding her home;
  • Employee had to testify against a drug dealer and the dealer’s friend mugged him;
  • Employee said her roots were showing and she had to keep her hair appointment because she looked like a mess;
  • Employee ate cat food instead of tuna and was deathly ill;
  • Employee said she wasn’t sick but her llama was;
  • Employee had used a hair remover under her arms and had chemical burns as a result. She couldn’t put her arms down by her sides due to that;
  • Employee was bowling the game of his life and couldn’t make it to work;
  • Employee was experiencing traumatic stress from a large spider found in her home. She had to stay home to deal with the spider;
  • Employee said he had better things to do;
  • Employee ate too much birthday cake; and
  • Employee was bit by a duck.
NEXT: Getting caught

Though the majority of employers (67%) give their employees the benefit of the doubt, 33% say they have checked to see if an employee was telling the truth in one way or another, on par with last year. Among employers who have checked up on an employee who called in sick, asking to see a doctor's note was the most popular way to find out if the absence was legit (68%), followed by calling the employee (43%).

As many as 18% of employers went the extra mile and drove past the employee's house. More than one in five employers (22%) say they have fired an employee for calling in sick with a fake excuse, on par with last year.

Some workers have inadvertently busted themselves online. More than one-third of employers (34%) have caught an employee lying about being sick by checking social media. Of those, 27% have actually fired the employee, but 55% were more forgiving, only reprimanding the employee for the lie.

Not every employee feels like they can afford to take some time off, however. Nearly half of employees (47%) said they come into work when they're sick because they can't afford to miss a day of pay, and 60% come in because they're worried the work won't get done otherwise (both more common for women than men, 50% of women and 43% of men; and 62% of women and 57% of men, respectively).

Further, 16% of employees said that while they have called in sick in the last year, they've had to work from home for at least part of the day, if not the whole day, while ill.

More than half of employees (53%) say they their company has paid time off (PTO) programs where sick days, vacation days and personal days are all lumped together, so employees can use their time off however they choose. Of employees who say that their company has those types of programs, more than one-quarter (28%) still feel obligated to make up an excuse to take a day off. In addition, overall, 25% of employees said they never log every day they take off.

More than 3,100 full-time workers and more than 2,500 full-time hiring and human resource managers (of which 2,379 are in the private sector) across industries participated in the nationwide survey, conducted online by Harris Poll on behalf of CareerBuilder from August 11 to September 7, 2016.

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