On June 9, 2011, the U.S. District Court for the District of Columbia granted final approval of a $32 million nationwide class action lawsuit on behalf of female financial advisors who were employed by Wells Fargo Advisors/Wachovia Securities

The gender discrimination class action was filed by three female financial advisors who were represented by Mehri & Skalet and two other law firms.

The settlement resolves class claims of gender discrimination in compensation, promotions to branch management positions, and terms and conditions of employment under Title VII of the Civil Rights Act of 1964 or any state or local anti-discrimination law. It includes a $32 million fund from which awards, attorneys’ fees and costs will be paid, and requires the company to make significant changes to its internal policies. In addition to the $32 million fund, the Defendants will pay all costs of claims administration in this class action.

The class includes female Financial Advisors employed in the United States by:

1. Wachovia Securities, LLC, or its successor Wells Fargo Advisors, LLC, at any time between March 17, 2003 and January 25, 2011;

and/or

2. Wells Fargo Investments, LLC at any time between December 31, 2008 and January 25, 2011.

Women who were employed as Financial Advisors by Prudential Securities Inc. or A.G. Edwards & Sons, Inc. are included only as of the effective date of the respective business consolidation or merger of these corporations with Wachovia Securities/Wachovia Corporation.

There are approximately 3,057 women who are members of the Class affected by the settlement. Class members received a Notice and Claim Form via U.S. Mail. The Notice and Claim Form explain the steps that class members must take to participate in the settlement or to exclude themselves from the settlement, including important deadlines.

Notice. You also may review the Settlement Agreement. Among other things, the Settlement Agreement describes the changes to policies and practices that the Company must make, including improvements to the account distribution process and diversity training.  The Company will also retain a Monitor and Industrial Psychologist who will oversee compliance with the programmatic terms of the Agreement and will make recommendations for additional policy changes.

Questions should be directed to Rachel Heidmann or Ellen Eardley at Mehri & Skalet at (202) 822-5100.

For a full description of class members’ options and rights as well as list of important deadlines, please review the full