#benefits

...while you still have access!

Hi everyone,

Today, we're making difficult choices about where we invest and how we organize Dropbox to achieve the product and growth priorities that will matter most for our long-term strategy. As part of these changes, we've made the decision to eliminate about 200 roles across Engineering, Product, Design, and G&A teams (approximately 9% of our global workforce). For most impacted Dropboxers, today will be their last day.

S-team and I take full ownership of this decision and recognize that these colleagues have made meaningful contributions to Dropbox, our products, our customers, and our teams. Our first priority today is to treat every person affected with the care and respect they deserve.

Changes to Senior Leadership

I also want to share that Ali Dasdan has decided to move on from Dropbox. During his time here, Ali led and strengthened many of the technical capabilities we'll rely on as we move into the next phase of our transformation. I'm grateful for his leadership, his partnership, and the foundation he and the team have put in place. Ali's last day is November 18th, and he'll be focused on ensuring a smooth transition through next month. We wish him all the best in what comes next.

Why we're making these changes

Our business is profitable, and we've built real momentum this year. Our two-year strategy sets a clear direction for growth: solving more of our customers' critical workflows; reaching more of our chosen customers, including larger companies; and bringing our technology to new markets.

Delivering on that strategy requires concentrating our resources on the priorities that will have the greatest potential for customer impact and growth.

That means making hard choices about where we invest, how we're organized, and what work we simplify, scale back, or stop. Those choices include the difficult decision to reduce the size of our team.

How we'll prioritize going forward

In order to be successful, we can't take the same work and spread it across fewer people. We'll streamline teams and concentrate support and resources against product areas that have the highest impact on our customers and Dropbox as a business.

Taking care of impacted employees

To those leaving Dropbox, we're committed to supporting you through this transition. Departing Dropboxers are eligible for a severance package in line with the following:

Severance, equity, and transition support:

Sixteen weeks of pay beginning today, plus one additional week for each completed year at Dropbox. International packages will reflect local practices and legal requirements

Q4 equity vesting

For employees on the Corporate Bonus plan, a prorated lump-sum payment based on their 2026 bonus target

Immigration support for impacted visa holders

Healthcare and well-being:

U.S. employees will receive six months of COBRA subsidy, if elected and eligible

Modern Health access will continue through the end of the separation month to support mental well-being, with extension options detailed in severance packages

Payment for eligible current and approved upcoming paid leaves, including medical and family leave

Additional support:

Devices: Impacted employees will be eligible to keep (1) Dropbox laptop, (1) mobile device if assigned, and all existing desktop peripherals

Job placement: Job placement services and career coaching will be available at no cost

What comes next

Right now, our focus is on the colleagues who are leaving Dropbox. Please give them the space and support they need.

And to everyone leaving Dropbox: thank you. Your work to build our capabilities, serve our customers, and contribute to our culture has been deeply meaningful. I'm grateful for everything you've contributed.

Ashraf

Please, while you are working, contribute 100% to the HSA. You take it with you, when you're cut and you can invest it, without fees. Fidelity is one but I'm sure there are others. Spend the HRA first and make over 10% in QQQ and VOO with your future money with completely tax free gains.

Got offered for a niche role at AES Clean Energy services. I like the benefits being offered but concerned about the acquisition and if there are any potential layoffs. Any suggestions would be great.

Happy open enrollment day! Good news: your deductible has increased from $2,000 to $3,000! Your groceries and gas are still at an all time high, while raises have not kept up with inflation, and now Waters has negotiated insurance that sc--ws up with your finances again! Just couple years ago the deductible was $1,500.

Severance entitlements are being reassessed for next year following some significant payouts. There is a project to focus on reducing severance costs in key high-cost countries, with TPO leading the initiative another thanks to Bob and his benefits / compensation teams.

Uhhhh I just looked at what the new plans under Aetna will be. Costs for many will increase by 15%. Let’s see? More stress, more hours, more anxiety, more commuting costs, more health, dental and vision costs next to a 1-2% salary increase- if you are lucky.
‘Eliza, why am I getting poorer at BNY while do nothing executives get filthy rich?’

Someone here says voluntary buyouts will be announced November 4, ahead of December layoffs. I haven't seen anything official, so I'm trying to sort out what's real. Has anyone received an actual notice? Which teams, locations or job grades would be eligible? If you volunteer, can FIS turn you down? What would the severance, benefits and unused PTO terms be? And if too few people volunteer, would involuntary cuts follow?

People here are saying employees below director will get 20 days a year, with only five days rolling over, while directors get unlimited vacation. If that's right, does the 20-day amount apply regardless of years of service? What happens to vacation people have already banked? Does the five-day rollover limit start in 2028? Will there be any option to cash out unused days? And how will “unlimited” vacation work for directors in practice? I'm seeing different takes on this and would appreciate the actual details.

After yesterday’s announcement, I’m sure a lot of us have the same questions. Which teams have overlapping roles, and when will we find out what happens to them? What does this mean for people based in Fort Worth if the combined company is headquartered in PA? Will there be any changes before the deal closes? If jobs are cut, what severance or retention terms will apply? And what happens to our benefits and equity awards?

For many of you recently, or not so recently, impacted by Capone's horrid practices and layoffs and are on COBRA - brace yourselves! A mailer came today with the NEW and HIGHER rates for 2027! WOW - The gotcha's keep on comin'... I thought the 2026 rates were bad enough, but 2027's.... well, for those that may still be dependent on COBRA into 2027, ... prayers up!!! Pathetic!

I am currently interviewing for an Associate Inside Sales Rep role in EMEA and I would like to get some feedback on how the promotion path is, how the culture, salary, benefits, etc. are. Thank you very much!

Anyone getting worried about why open enrollment is later than normal this year? Haven’t seen anything on Sparq. Worried about higher costs and further reduction of benefits for US based employees. Would appreciate if anyone can post if they’ve heard anything.

Just got a look at our sad excuse for benefits and the related costs, and for me +spouse + family are up 6.9%. In fact, benefits costs for my family is up 82.6% since 2015 (up 60% since 2020). If I'm lucky to score a bare-bones 3% raise in January it is entirely likely that the benefits cost increase will be bigger than any pay increase I might get because when you're at the mid point of your salary grade, it doesn't matter what you do, how productive you are or how good you are at your role, Jimmy that always needs help because he can't get his job done by himself will likely get a bigger raise on the basis that he's further away from midpoint.

Compensation around this place is a joke that nobody who isn't grade 11 or higher laughs at.

The irony of working for one of the largest health insurance companies in America while watching our own healthcare benefits become more restrictive is unbelievable.

With our 2027 medical benefits, Anthem/Elevance Health is directing employees toward Marathon Health. Employees who want to continue seeing their own trusted providers are facing the prospect of significantly higher costs.

Let that sink in. We work for a company whose entire business is health insurance, yet we’re being pushed toward a particular healthcare provider arrangement rather than being given meaningful, affordable choices for our own families.

What happens to employees who have longstanding relationships with specialists? Families whose children have established doctors? People managing ongoing medical conditions who don’t want their care disrupted because of their employer’s benefit decisions?

Healthcare affordability and access are major national issues. Yet who is examining what happens behind the scenes to the employees of the very companies making decisions about healthcare coverage?

This deserves scrutiny beyond an internal HR presentation.

I’d be interested to hear from other Anthem/Elevance employees about how these changes will affect their families.

Perhaps it’s time journalists started asking what healthcare access and affordability actually look like for the employees of America’s largest health insurers.

Making way less with the rise in insurance
Quotes are up
Commissions are down

It’s a great day to be a Verizon executive… but not a front line employee

I ca

What is everyone else seeing? Do they folks who are on the fence will now leave? This is definitely a sign for US employees. Dental and vision no change, but they are small cost. Voluntary life insurance up 70%, using same criteria as 2026.

With SpaceX moving forward in the wireless industry, it should bring jobs. We all may have jobs on that side. Good pay and benefits, can't wait.

Curious if you have the employee peacock package what your expiration date says on the site. Not sure if that is showcasing something on the backend or if we all have the same expiration dates.

Does anyone have any idea what the severance package is like for ANI these days?

Just noticed that health benefit got much more expensive and way worse this year, especially the CDHP and select? Is this a way to push people out?

Your medical benefits contributions.
Medical contributions are based on your salary. Fiserv embraces the philosophy that associates who earn more will pay more than associates who earn less. This is Fiserv embracing the socialist idea of income redistribution. The more you're worth, the more you have to lose at Fiserv.

Yall, they are cutting unpaid leave associated with child bonding by 2 months. Its unpaid!

This dude saying our benefits are competitive- what a joke.

I work for Oracle for more than 10+ years. I have witnessed several scenarios where Oracle failed to improve the standards of its employees.

1. Oracle's salary is less than Asian service companies like Infosys, etc..
2. The increments are always in low 2-5% max
3. Oracle's severance in recent layoffs were so poor and the way it treated its employees during those layoffs raises alarm
4. Oracle's health benefits to laidoff employees is also bad
5. A consultant who works for a company can afford to buy a house rather than an Oracle employee
6. Manager's / Directors push me to share my talent to Indian team ??
7. Lots of CMTS & Architects are boot and pant li---rs of their managers. They don't have real talents. Just attend the meetings and push the job
8. Most of the hide and seek games are done through attending the meetings and providing restricted access.
9. Promotion, Hikes, Appreciations never happens. If so they are rare events.

In short Oracle doesn't have talent to groom the talents.

Yes, layoffs are awful, but show me another company of this size that didn't have major layoffs in the past several years. It's sadly the new normal for all of us in the industry, and frankly, in the entire economy. I still like my job here. It pays well, benefits are still decent, and the culture - at least when it comes to my group - is still good. Yes, layoffs su-k. But that's not the only thing that makes a company.

Since signing the "Agreement and Release" is required to receive severance, you may also qualify for unemployment benefits. I applied expecting unemployment payments to begin after my severance ended, but I have been receiving both simultaneously. While I live in a state that offers relatively high benefits and a longer collection period, I would encourage you to apply regardless of where you live.

Just when I thought things couldn’t get any worse. They really hate their employees here.

I am sure all of us are stoked. AWMs Record Year - it rocks. Now this will convert into more $$$ for us, salaries go up, bigger benefits. More $$$ into retirement plans. We'll increase benefits, you'll all love it. Let me know if I missed anything... OK... The sarcasm ends here.

Right on the heels of the our health insurance getting more expensive while covering less, and not a word from Ricky on those COLAs he promised us last year.

Is this what winning feels like?

Anyone know what the package entails/has entailed in the past?

Has anyone had the chance to take a look at the lack of benefits Crown is giving to us next year? I sure hope there is a raise to make up for the more than 30% pay cut we are taking for the “opportunity” to be here. I wonder what’s next?

Poor decisions were once again made. Roles that no one has interest in such as CSS1/CSS2/CSS3 were created last year and now they don't have enough people to fill them because there is no incentive.

They refuse to tell you what the pay is before you go into the role because the real answer is, the pay will be around what you're already making... maybe a tiny bump for triple the work/stress. If you make higher pay due to working later shifts, you'll probably be making less... all while your bonuses and other benefits have already been getting gradually worse year over year.

This is where the soon to be forced "promotions" come in to play. Completely short-sighted... but no one seems to care about that. Instead of creating roles people are semi-interested in and justly compensated for, they're going to force reps into these roles they'll hate... ensuring the customer gets a sub-par experience at best. Amazing.

Glassdoor analysis, extracted 10/12/2026- the analysis covers 123K Infosys and 1.8K Global Payments employee reviews, with the comparison focused on 2024-2026 ratings from 26.6K Infosys and 702 Global Payments reviews, including U.S.-specific results.

INF = Infosys, GP = Global Payments, GL = Global, US = United States.

When you separate and leave the company how long does it take for Voya to show you are separated to close your savings account and get the money if you are taking the hit on taxes and cashing it out?

Anyone knows more about how it is to work for InfoSys, pros and cons? Benefits, how they treat American workers (I think they are a foreign corp), culture, how is the mgmt style, etc. I am just anxious.

Has anyone received their cobra subsidy yet from centene? I haven't paid my premium yet since centene hasn't applied the subsidy. Its so expensive without it. I need the coverage though.

Have they forgot the yearly enrollment?
HR needs to be HR-ing!