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JPMorgan Chase claims that they do not provide employee separation letters- possibly in violation of the New York State Labor Law, Section 195- and it almost cost me a job, because the new employer's Compliance department had problems verifying my work history.

When I applied to the Firm for which I now work, they requested a layoff letter from JPMorgan Chase since I had not voluntarily resigned. I informed them that I had not been part of a mass layoff for which such a letter would likely be generated, and all I was aware of was that my separation had to do with economic performance (which was uneven since I had consistently high investment production credit, but varying performance in regard to new checking, credit cards, etc.). Instead, they requested my Unemployment determination form, which understandably raised questions because of the unsubstantiated- and not expunged- claim of “misconduct” on the initial form. Please see "If You Have Been Denied Unemployment Benefits by JPM Chase" ... f=2&t=1356 for more information.

Although I verbally explained the situation to the Compliance department, and even wrote a statement about the situation, including information regarding my successful unemployment hearing in which JPMorgan Chase failed to produce any evidence to support their claim of “misconduct”, they still wanted written documentation from JPMorgan Chase. I agreed to contact the JPMorgan Chase HR department to obtain the information.

The first document that I obtained independently through my personal HR page at JPMorgan Chase was an “Employment Verification Letter” which states dates of employment, job title(s) and location(s). I forwarded that document to the Compliance department and as I expected, was told that it was not sufficient.

What followed was nearly a week of back and forth between me and various individuals at several departments in JPMorgan Chase HR and the Compliance department at my prospective Firm. This situation became so frustrating, contentious and serious that it began to involve supervisors both at JPMorgan Chase and at my new Firm.

The relevant statute to which I refer below is the following:
New York State Labor Law Section 195. Notice and record-keeping requirements

Every employer shall:
6. notify any employee terminated from employment, in writing, of the exact date of such
termination as well as the exact date of cancellation of employee benefits connected with
such termination. In no case shall notice of such termination be provided more than five
working days after the date of such termination. Failure to notify an employee of cancellation
of accident or health insurance subjects an employer to an additional penalty pursuant to
section two hundred seventeen of this chapter.

JPMorgan Chase never provided me with such a letter, nor claimed that they ever had.

To obtain the requested separation letter, I began by calling Access HR, which is the general contact number for JPMorgan Chase employees, past and present. Although I did not expect that they could necessarily fulfill my request, I did think that they would be able to connect me to someone that could.

My call was then passed to the Employment Verification Team, who offered me the above mentioned Verification Letter that showed dates of employment and title. I told them that I already had it and that it was not sufficient for my new Firm. I explained that I needed a letter regarding my separation that showed that I was not terminated for gross misconduct or FINRA violation. My U-5 (Firm separation form) filed by JPMorgan also says “general performance” which is normally understood to be revenue related and not securities related misconduct. There are other, more negative dispositions from which a Firm may choose, that include compliance violations, securities fraud and gross misconduct.

At that point, I was passed to the “HR CCB Business Partner” which is a group within HR, housed in Columbus, Ohio, that is concerned with the Consumer and Community Banking division, which was my job area. They tried to send me back to the Employment Verification Team, to whom I had just spoken. I asked for a supervisor and was told that they could not provide any type of external separation document.

I followed that call with an e-mail to the “HR CCB Business Partner” team stating what I needed and the ensuing chain of phone calls and lack of information that surrounded my attempt to obtain this letter. I decided to proceed by email only because I was starting to sense that it would be a difficult road that would require documentation of my efforts and the refusals or inability to assist on the part of JPMorgan Chase. Even if I was not able to obtain this letter, I would be able to show the extent of work that I invested to attempt to obtain it.

Within an hour, I received an e-mail from a CCB HR team member that re-directed me to Employment Verifications to obtain the verification letter that I already had. I wrote back and asked if CCB HR was claiming that Employment Verifications could produce such a letter, and to please provide me with a name, phone number and email of an individual in the group that you have verified that would be able to fulfill my request. I received a response back from the CCB HR individual again to contact Employment Verifications.

At this point, I really felt like I was hitting a dead end and wrote one last clear and assertive email to the individual at CCB HR.

In part I said the following.

I am not requesting an employment verification letter (despite CCB HR continuing to characterize it as such). As per the statute (quoted in email), the termination letter was, or should have been, "provided [no] more than five (5) working days after the date of such termination".

I reminded CCB HR that the Employment Verification Letter is not the previously described "Letter of Termination" that should have been "provided [no] more than five (5) working days after the date of such termination".

I stated that JPMorgan Chase either has a copy of the "Letter of Termination” to provide to me in compliance with Section 195, or they are non-compliant in their failure to do so. CCB HR has failed to indicate if such a letter exists. Nor has the department provided adequate contact information, specifically the name and phone number or email of a person with whom they have verified that I can obtain this letter.

Finally, I concluded with a request that if this individual at CCB HR is not able to fulfill this request, either by not knowing how to do so or by policy, to forward my information and request to someone who can provide a response, and not “boilerplate” language about the Employment Verification letter and re-direction to other groups who we have already established cannot fulfill this request.

I received no response to this email, and informed the compliance department at my new Firm of my inability to do so and forwarded them my final email to CCB HR.

Initially my application was rejected by Compliance because of the “misconduct” term and I feared that the position for which I was otherwise qualified would be denied to me based on erroneous information.

It took several days and discussions with supervisors until the new Firm agreed that I had performed an adequate attempt to secure the separation letter. I was asked to write and sign a statement that my separation had nothing to do with securities fraud or gross misconduct, which I did. I then moved forward in processing and was hired.

I am not a labor lawyer, so I cannot say with certainty that JPMorgan Chase is non-compliant with Section 195, however, their response is highly troubling and damaging, and does not conform to JPMorgan Chase corporate mission statements and principles such as the “5 Keys”.

Nobody in the HR department took ownership of my issue, nor did they ensure that I was transferred to an individual in a group that could help me. JPMorgan Chase failed to fix an error for which they were responsible- claiming without justification or substantiation, in writing, on official New York State Unemployment documents, that my separation was related to misconduct meeting criteria generally understood to constitute “misconduct” to compliance departments and employers. They did not produce any letter or document that would retract or refute that assertion- nor, conversely, that would substantiate it.

It is very disturbing to me how poorly JPMorgan Chase has handled this situation. While it is debatable as to whether my performance in certain areas was deficient enough to eliminate me from my position- an issue that I am not going to pursue because the risk/reward isn't there- it is reprehensible that JPMorgan Chase would, by action, misinformation, or omission, cause me to not qualify for a future position at another employer.

Like my unemployment denial, I would like to hear from anyone else who, because of errors and/or omissions on their JPMorgan Chase employment record that JPMC would not or did not rectify, had difficulties with a prospective employer, up to and including being denied employment because of these errors in fact or failure to act.
I worked for Chase for 22 years. Was called into manager's office and told that due to "performance", I was terminated. Was given a piece of paper with 2 phone numbers on it. That's it! I was literally in the office for 1 minute, walked around gathering my belongings and escorted out. I showed up every day, on time too! Referred to bankers and partners, helped at other branches when needed and excelled at customer service. The only things I didn't do was to participate in the hair/make-up sessions in the managers office (somebody needed to wait on customers in the drive-thru), baby sit the manager's 1 year old, spend an enormous amount of time in the break-room gossiping about co-workers and customers and oh yeah, when I had a long time customer bring in a very very large deposit, I didn't find it selfish of them to not let a banker get credit for it. This was a customer I had known for 20+ years who was brought into a litigation matter 15 years ago when a former bank employee was terminated over a transaction of this customer's and sued the bank for wrongful termination. This customer was very vocal that I run the deposit with no one else involved (except the manager had to override the deposit if that tells you anything) and I was just completely floored that the banker said that they were selfish that the customer wouldn't let them get credit for it. Everyone says that it's for the best and that better opportunities will come my way, but it's tough. It's been a couple of weeks, still no unemployment, and as for those 2 phone numbers on that piece of paper - useless. I could go on and on, but need to get back to applying for a job. Thanks for letting me vent.
mamakim wrote:Everyone says that it's for the best and that better opportunities will come my way, but it's tough. It's been a couple of weeks, still no unemployment, and as for those 2 phone numbers on that piece of paper - useless. I could go on and on, but need to get back to applying for a job. Thanks for letting me vent.
Yeah, I'm sure it doesn't seem like the best thing to happen right now while you're still looking for work. Once you get settled in somewhere is when it will hit you.
pbrolesucks wrote:The only way I got my recommendation for termination letter was when Chase appealed my unemployment I was able to get a copy from the appeals office.
I'm always amazed at how slimey Chase Bank is when it comes to trying to screw people out of their unemployment benefits.
I am seeking a class action law suit againt Chase Bank mortgage.
As an employee of Chase I was required to collect and input a credit card in order to even print a GFE (PRIOR TO TRID)
This is against the law. No credit cards or upfront fees were allowed to be charged unless the person committed after they were
ENTITLED to 3 full days to review their disclosures. In 2013 They paid me 40K to leave my job after 6 wonderful years only to fire me
at then end of the first year because I put my own or someones erroneous credit card info in just so the customer would receive what was RIGHTFULLY theirs!
Once an address and social and dob and credit was pulled ANY customer according to FED the customer was required to receive a GFE with in 3 business days.
I found out after short months that once you put the application in, it will not even populate a GFE with out A full credit card charge of 350.00
This is completely illegal.
You can't charge customers for something they are legally allowed to view with out a FEE!
I ended up putting in fake numbers on 2 GFE's just to get them to print.
I was then Fired.

I want to file a class action law suit against Chase for demanding a credit card to get a good faith.
I realize now TRID has taken over this stupid action which thank GOD it has, but at the time, how could commission only loan officer
provide a GFE and say to a client, oh to get this it is a 350.00 hold on your credit/debit card.

What Chase was doing, was illegal, and maybe they still are.
I have 20 employees ready to get on board this law suit.
Are you?

If so please email me at RITCHIELD@YAHOO.COM

I am done with big banks ruining our lives.
This is definitely a violation of NY Labor Standards. I am a disabled veteran and I was terminated from JPMC after reporting an assault by my direct manager, Somasundra B. Rao Model Risk Officer, at the encouragement of his boss James G. Dwyer. I submitted a request to HR rep Cynthia Peoples for a termination letter - she started giggling like a schoolgirl when I read her the statute. I recorded the conversation and submitted that and the post-marked envelope clearly showing that Chase did not conform to standards, and submitted it to the NY Labor Standards board in Albany. They commenced an active investigation.

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