Important Benefit Plan Information
The disclosures provided here contain important information about the employee benefit plans sponsored by Wells Fargo & Company. Review these disclosures.
On this page
Official plan documents
Disclosure about health savings accounts (HSAs)
Disclosure about health reimbursement accounts (HRAs)
Wellness program incentives
Medical premium surcharge for tobacco users
Privacy of your protected health information
Optum and Rally Health
Authorization to deduct contributions and premiums from payroll
General information
401(k) Plan
Cash Balance Plan
Official plan documents
The information presented on this site provides a general summary of certain employee benefits sponsored or made available to you by Wells Fargo & Company. The employee benefit plans are maintained pursuant to and governed by official plan documents, which may consist of plan documents, summary plan descriptions (SPDs), insurance policies, and certificates of coverage (collectively, the “plan documents”). In the case of a discrepancy between the information presented herein and the official plan documents, the official plan documents will control. If there are any errors or omissions in such materials, Wells Fargo & Company, the plan administrator, or their authorized designees reserve the right to correct such errors or omissions. For a more detailed summary of the employee benefit plans, see the applicable SPDs, summary of material modification(s) (SMMs), if any, and certificates of coverage (for fully insured plans). SPDs and SMMs are found on Teamworks.
Wells Fargo & Company reserves the right to amend, modify, or terminate any of its benefit plans (or benefit plan options), programs, policies, or practices at any time, for any reason, with or without notice. Any such amendment, modification, or termination may apply to both current and future participants and their dependents and beneficiaries.
Disclosure about Health Savings Accounts (HSAs)
HSAs are not part of any employee benefit plan covered by the Employee Retirement Income Security Act of 1974, as amended (ERISA) that is sponsored or maintained by Wells Fargo & Company or any of its subsidiaries or affiliates. It is Wells Fargo & Company's intention to comply with the U.S. Department of Labor guidance, which specifies that an HSA is not subject to ERISA when the employer’s involvement is limited. Establishment of an HSA is completely voluntary on your part.
- Wells Fargo & Company does not limit your ability to move your funds to another HSA or impose conditions on usage of such funds beyond those permitted under the Internal Revenue Code. However, Wells Fargo & Company will only support payroll deductions or provide funding of health and wellness dollars and other employer contributions, if applicable, for HSAs opened through Wells Fargo's HSA vendor, Optum Bank.
- Wells Fargo & Company does not make or influence the investment decisions with respect to funds contributed to an HSA. Available HSA investment funds are not guaranteed, and you could lose money.
- Wells Fargo & Company does not represent that the HSA is an ERISA-covered employee benefit plan established or maintained by Wells Fargo & Company or any of its subsidiaries or affiliates.
An HSA is an individually owned account. The HSA will continue to be your account, even if you leave Wells Fargo & Company or change health plan coverage.
HSA tax references are at the federal level. Income taxation may apply to HSA contributions in certain states. If you reside in a state in which such rules apply, your HSA contributions will be reported as income and taxed accordingly.
Disclosure about Health Reimbursement Accounts (HRAs)
The HRA is a notional bookkeeping entry, and no specific funds will be set aside in an account (or otherwise segregated) for purposes of funding an HRA. No interest or earnings will be credited to an HRA. Amounts allocated to an HRA are not vested and are subject to forfeiture. Wells Fargo & Company reserves the right to amend or modify the HRA at any time for any reason, with or without notice, including placing limitations or restrictions on amounts allocated to an HRA or terminating the HRA.
Wellness program incentives
Wellness program incentives that are made to HRAs and HSAs are excludible from income and wages and therefore are not subject to federal income and employment taxes.
Medical premium surcharge for tobacco users
Employees who have identified themselves as tobacco users are required to pay a premium surcharge for Wells Fargo medical plan coverage. Tobacco use includes, but is not limited to, cigarettes, electronic cigarettes, cigars, pipes, and chewing tobacco. However, if you enroll in the company-sponsored tobacco cessation program called Quit For Life® as specified by Wells Fargo, you will receive a tobacco surcharge credit. This program is voluntary and is offered at no additional charge as part of the wellness program. For more information on Quit For Life® (tobacco cessation) call 1-866-784-8454 or visit https://quitnow.net. Wells Fargo will not apply a tobacco surcharge to you if you are a designated tobacco user but you believe it is unreasonably difficult or medically inadvisable for you to enroll in a tobacco cessation program and complete a request for accommodation with the assistance of your physician. Note: The surcharge does not apply to the Flex HDHP or the Wells Fargo & Company International Plan (United Healthcare Global - Expatriate Insurance). The surcharge also does not apply to COBRA participants enrolled in any medical plan.
Privacy of your protected health information
Your privacy is important. Read the Notice of HIPAA Privacy Rights (PDF) for the Wells Fargo-sponsored group health plans to understand how your protected health information may be used and disclosed by the group health plans, and your rights under HIPAA.
Optum and Rally Health
Optum and Rally Health administer health and wellness activities under the Wells Fargo & Company Health Plan, including the online health survey, biometric screenings, condition management, and other activities. These health and wellness activities are not a substitute for and are not intended to provide medical care or treatment. Additionally, the statements made regarding biometric screenings are for general information purposes only and do not constitute individual medical advice or care. You should discuss specific questions about your individual health care with your personal health care provider.
Your participation in the health and wellness activities administered by Optum and Rally Health is completely voluntary, and the information you share through your participation will be kept strictly confidential in accordance with applicable law. Only you, Optum, Rally Health, and partners or affiliates of Optum and Rally Health will have access to your information and results. Your provider and medical plan’s claims administrator also have access to your information and results related to specific activities facilitated or processed by them. Wells Fargo & Company will not receive any individually identifiable information or results. Wells Fargo & Company will receive only aggregate summary results, which combine the data of all employees and their covered spouses or domestic partners who participate in health and wellness activities in a de-identified format. Applicable law prohibits Wells Fargo & Company from using any of this information for employment-related actions or decisions.
Authorization to deduct contributions and premiums from payroll
By making your benefits elections (including default or automatic elections) for yourself and your dependents as part of the benefits enrollment process, you authorize your employer to deduct from your pay the necessary contribution and premium amounts for the benefits coverage you elected under the various Wells Fargo & Company employee benefit plans. This includes deducting from your pay any back contributions and premiums for coverage which you owe (including contributions and premiums retroactive to your date of hire or the date you became eligible for the benefit) to the extent permitted by applicable law. If you are no longer enrolled in coverage, a flat amount of up to $125 per pay period will be deducted from your pay until your outstanding past-due balance is zero. If you are on a leave of absence, you may be billed directly. For more information, see Chapter 1 and Appendix D of the Benefits Book.
When making your benefit elections in Workday, you are responsible for ensuring your pre-tax and post-tax pay is sufficient to cover all payroll deductions for your employee benefit elections (Refer to the article titled “About Your Payslip” in HR Services & Support for details).
General information
The information presented is not intended to provide health care advice. Consult with your health care provider to determine the services or treatments that may be appropriate for your situation. The provisions governing your benefit plan control what, if any, benefits are available for the services you receive. The fact that a health care provider has performed or prescribed a procedure or treatment does not mean that it is a covered service under your benefit plan.
Eligibility for, or participation in, the employee benefit plans does not constitute a contract or guarantee of employment with Wells Fargo & Company or its subsidiaries or affiliates.
401(k) Plan
The information provided is only summary information and does not describe every feature of the 401(k) Plan. The official terms of the 401(k) Plan are stated in the 401(k) Plan document. The plan administrator will use only the official 401(k) Plan document to administer the 401(k) Plan and resolve any disputes. In the case of a discrepancy between the plan document, summary plan description (SPD), and any applicable summary of material modification (SMM), or any other information provided, the official 401(k) Plan document will govern. If there are any errors or omissions in such materials, Wells Fargo & Company, the plan administrator, or their designees reserve the right to correct such errors or omissions.
In addition, Wells Fargo & Company reserves the right to amend, modify, or terminate the 401(k) Plan at any time for any reason, with or without notice. Any such amendment, modification, or termination may apply to current and future participants, alternate payees, and beneficiaries.
Eligibility for, or participation in, the 401(k) Plan does not constitute a contract or guarantee of employment with Wells Fargo & Company or its subsidiaries or affiliates.
For more detailed information about the benefits and features of the 401(k) Plan, refer to the 401(k) Plan SPD and any applicable SMM on Teamworks at Home or at my401kplan.wf.com.
The information presented is for informational purposes only and is not an offer to buy or sell or a solicitation of any offer to buy or sell any security or other financial instrument. Additionally, the information on this site and any information provided by employees and representatives of Wells Fargo & Company and its subsidiaries or affiliates is intended to constitute investment education under U.S. Department of Labor guidance and does not constitute investment advice under Employee Retirement Income Security Act of 1974 (ERISA) or Department of Labor regulations. Neither Wells Fargo & Company nor any of its subsidiaries or affiliates, including employees and representatives, provides investment advice to any participant or beneficiary about the investment of assets in the 401(k) Plan. You should consult a personal investment, financial, tax, or legal advisor about your specific needs and situation.
Investments in the 401(k) Plan: NOT FDIC INSURED ▪ NO BANK GUARANTEE ▪ MAY LOSE VALUE
Cash Balance Plan
The information provided is only summary information and does not describe features of every plan that merged into the Cash Balance Plan, nor does it describe every feature of the Cash Balance Plan. The official terms of the Cash Balance Plan are stated in the Cash Balance Plan document. The plan administrator will only use the official Cash Balance Plan document to administer the Cash Balance Plan and resolve any disputes. In the case of a discrepancy between the plan document, summary plan description (SPD), and any applicable summary of material modifications (SMM), or any other information provided, the official Cash Balance Plan document will govern. If there are any errors or omissions in such materials, Wells Fargo & Company, the plan administrator, or their designees reserve the right to correct such errors or omissions.
In addition, Wells Fargo & Company reserves the right to amend, modify, or terminate the Cash Balance Plan at any time for any reasons, with or without notice. Any such amendment, modification, or termination may apply to participants, alternate payees, and beneficiaries.
Participation in the Cash Balance Plan does not constitute a contract or guarantee of employment with Wells Fargo & Company or its subsidiaries or affiliates.
For more detailed information about the benefits and features of the Cash Balance Plan, refer to the Cash Balance Plan SPD and any applicable SMM.
*Wells Fargo may or may not have a relationship with websites linked to and from Teamworks (or websites linked within the documents posted on this page) and does not provide products and services represented on those websites. Please review the applicable privacy and security policies and terms and conditions for the website you are visiting.
The information presented on this site does not provide the official plan provisions of the employee benefit plans sponsored by Wells Fargo & Company. If there is any discrepancy between the information presented on this site and the official plan documents, the official plan documents will govern.
Published October 16, 2024