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If Robin and his fellow board of ejector directors ruin BNY and run it into the ground, are pensions guaranteed and safe to those who were lucky enough to earn them? What about any medical benefits, 401K or money we paid into? Obviously BNY stock could bottom out but I would think pensions and benefits earned should be safe under the law?
Beginning to think it’s not a question if Robin could do this, but, when?
I saw MM just posted a position for a new corporate pilot salary of 240k to 320k. I was not aware that MM employs 14 pilots and an additional 21 highly paid support staff.
So let’s just say the average employee expense Is 200k a year that is at least 7 million in salaries plus the cost of the multiple aircraft, including insurance, flight fees, fuel, and whatever else is needed, the total expense is probably at least 10 million per year times the last ten years = 75 to 100 million accounting for inflation. Just so the SLT flys luxury and isn’t subjected to joe public ,the people RC always says MM value so much as our customers. All the while the average employee is nickel dimed on raises and benefits. Anyhow just wanted to share. Happy Holidays to all!
mas Reviews
Category Pros Cons
Work-Life Balance Some report flexibility and work-from-home options in certain office roles. Generally poor; long hours (often 60-80 hours/week), inconsistent scheduling, and difficulty taking time off are common complaints, especially for field technicians.
Management & Leadership Highly supportive managers are found in some individual teams; safety is often prioritized in the field. A recurring theme of disorganization, lack of support, poor communication, and high turnover among local management.
Pay & Benefits Good benefits package (healthcare, 401k, PTO) and weekly pay are frequently mentioned as positives. High pay and per diem for traveling roles. Many field roles are "piece work" or commission-based, leading to inconsistent or low pay, especially during slow seasons or with job cancellations.
Career & Growth Opportunities to learn valuable trades and gain hands-on experience. Career growth can be stunted by a lack of clear paths and favoritism; high employee turnover rate is a notable concern.
Customer
Maybe I’m naive, but I joined UHC in the BT era and my first town hall was one where he announced everyone was getting $50 to the UHC store to buy some swag. Then it was the new floating holiday. Just felt like the all employee meetings had energy and excitement and I felt like UHC was a great place to work.
Since BT’s death, it’s felt like a black cloud over the entire org. Like we’re in a free fall. Constant layoffs. Cutting employee benefits. RTO handled so poorly. Never accepting questions at the town halls and all employee meetings.
Was it always such a sh---y place to work, or was last December the catalyst for all this?
Xerox Holdings Corp (NASDAQ:XRX) announced the appointment of Chuck Butler as chief financial officer, effective December 3, 2025. The company disclosed the executive change and related compensation adjustments in a statement filed with the Securities and Exchange Commission.
In connection with his promotion, Butler’s annual base salary will increase from $500,000 to $550,000. His target annual bonus under the company’s Management Incentive Plan will also rise from 80% to 100% of his base salary. Butler will be eligible for a long-term incentive award in the 2026 annual cycle, with a target grant date fair value of $2 million, and may receive additional long-term incentive awards in future years, subject to board approval.
Butler will receive a monthly housing allowance for 12 months, not to exceed $70,000 in total, and will continue to participate in Xerox’s benefit plans, including executive financial planning assistance and other executive benefit programs.
The filing also states that Butler may enter into a change in control severance agreement with Xerox Holdings. If a change in control occurs before December 31, 2026, and Butler’s employment is terminated without cause or he resigns for good reason within 24 months following the change in control, he will be entitled to a lump sum cash payment equal to two times the sum of his annual base salary and target bonus, as well as continued medical, dental, and vision coverage at active employee rates for up to 18 months, subject to certain conditions.
Effective 1/1/2026, UHG/Optum/UHC will reduce the maximum for their 401K match from 4.5% to 3.5%.
In case anyone was wondering if they're trying to get employees to give up and leave.
After 10 years with UHC I finally called it quits over a month ago. It's been the most relieving feeling I have ever felt, seriously no lie! The constant changes, being chastised by a big headed manager who did not take accountability for her own faults, and exceeding expectations on MAP review but never reaping the benefits from it. The job that I am at now I make 1.20 less an hour but still make more, make it make sense...where was all my money going. Also my health insurance is so much cheaper and better, I never understood that? Run don't walk if you can, find something that works better for you and your family and also better for you financially.
Saw the email come through. So our employer match is decreasing. This is ridiculous.
This company is circling the drain. Cutting by 1% the match. Cutting costs everywhere. You just lost whatever raise your were getting. Actually worse with the health insurance rises.
So does Sam's no longer offer monthly discounts with Verizon?
Setting up a new computer today and my access to the severance portal and Verizon benefits connection are no longer working. I haven't logged on in a minute so not sure when this issue started. Anyone else have this problem or know who to contact?
My payout is wrong. The numbers do NOT add up. Called benefits hotline and they couldn't understand where the payout is coming from either. Do not leave anything on the table.
Does anyone know of the SNAP and EBT benefits situation since the Trump Administration has ruined so many things? Some of us and our coworkers may need assistance going forward.
RIF'd after 29 years with company.
I'm retirement eligible, but there are absolutely ZERO retirement BENEFITS!!
Seriously.....extremely high healthcare costs, and a 25% disc on cell service.
That's an insult to any employee that stuck around this sh---y company for so long!!
DO NOT WASTE YOUR CAREER HERE....LEAVE NOW!!!
“Things are great!”
“Intel is winning!”
“No more raises.”
“Nvidia is investing!”
“LBT’s golf buddy is your new boss!”
“Stocks are doing great!”
“You’re never getting those benefits back.”
“Holiday party!”
In the first time in years, HR actually cared about asking our opinion about new employee benefits. Imagine that ! After all the cutting, they finally listened and said: what can we do to help our employees and provide them a more competitive benefit package ? The options which I chose were:
What say you ?
What am I not seeing?
I can't wait. 2026 is shaping up to be great and prosperous year!
And was about to do 180 on benefits and treatment of their employees.
The most down voted posts here.
Adios.
Friends at Fannie said they got new company holidays - December 24 and 26.
Just wondering if those who are declining the VSP they are eligible for have a concern about being laid off involuntarily with less benefits.
For those that are aware, from January DXC's "employer's" pension contributions will no longer be paid forusing our compensation packages. Instead DXC will pay them directly. Previously these contributions have been paid for out of our Flex funds which I have always thought as wrong. Its "Employers contributions" after all. "Employee's" contributions will remain to be charged to our Flex fund.
I'm glad that this appears to be rectified but its got me thinking that we've been unfairly charged by DXC for these contributions and this could add up to quite a significant amount.
Does anyone have any thoughts on this? It's a little bizaare for DXC to suddenly change their contributions. I would like to know what has driven this change.
Chevron India is offering their people 2x days a week in the office. I just heard that they plan to keep these, even as US Payroll are being forced to work 4x days a week in office.
So much for "better together"
... personally, if the I'm going to write to Management to try and get India 4x days in office too (including Monday). Fair is fair
1.) Will severance be forfeited if separation occurs due to transition to LTD?
2.) Will LTD be denied if employee on STD is even offered the chance to sign for severance?
I am trying to figure out how much severance I can get after 20 years of service. I have been hearing conflicting numbers. Someone mentioned max 6months. Is it true.?
Has anyone received there Pension?
I can't think of any.
In the spirit of the day, put down one thing you're grateful about working here. For me it's my pay. When I joined five years ago, I got a nice pay bump and it's kept up over the years. It's not enough to make up for all the other issues, like subpar benefits and toxic culture among many other issues, but at least there's something.
Do you get health insurance benefits after they lay you off?
That T-Mobile gives a 75% employee discount on phone plans.
Process that.
During open enrollment, the company stated that STD at 60% pay was provided at no cost to employee. With Minnesota Paid Leave, employees are now required to pay 0.44% for STD. This doesn’t seem accurate. The company should be paying the full 0.88% if STD 60% is provided at no cost to the employee.
I have enough saved that I don’t have to go back to work. I can go on my wife’s medical since I’m not Medicaid eligible. At 65 can I and my wife still get supplemental insurance from Verizon at 65? I heard that I can, but if my wife leaves the company insurance now, she can’t come back. Anyone know if this is true?
To update everyone on the 2026 COBRA costs, I just received the official document outlining costs so wanted to share. Appears costs are up about 15% from 2025 COBRA when averaging Medical/Dental/Vision. Looking about $900 monthly for single, $1637 for primary & domestic partner, and $2296 for family. This is an Anthem BCBS plan so other plans may vary.
OUCH!
I thought this deserved to be on top for more people to see. Thanks, @27c+1k9rdcg3n.
Morale is in the dumps. Will they do anything to improve it?
Has anyone successfully had their unemployment benefits claim extended in Cali?
My benefits run out soon and not much luck finding anything.
I noticed in Pakistan - employees could book a shell run vacation house.
India has that extra % pay per year to keep up with market pay rates
Dutch get the benefit of riding a bicycle to work
Oman provides benefits to multiple spouses of an employee. You can also buy health insurance for your parents.
I was in MW's office and got a glimpse of his game plan going forward to grow the dividend and profits for the company. Its a truly innovative list that we should be proud of! Here is what I saw!
Short but powerful growth strategy!
So i can switch providers.
Benefits Information for U.S. Employees
January 21, 2025
NEW U.S. SEPARATION PAY PLAN
Introducing a new BNY U.S. Separation Pay Plan (to replace U.S. Supplemental Unemployment Benefit Plan (SUB Plan))
This February we are transitioning from BNY's U.S. Supplemental Unemployment Benefit Plan (SUB Plan) to a new BNY U.S. severance plan (Separation Pay Plan). The transition will simplify severance, align it with industry standards, and provide more flexibility for employees whose roles are eliminated.
The Separation Pay Plan provides financial and healthcare support for eligible employees during career transitions. The key changes will be:
Severance payments will be made as a lump sum (rather than installments).
For employees enrolled in BNY healthcare coverage at notification, an additional lump sum payment will be included as part of the severance package. This will be calculated based on the amount that BNY would have contributed to healthcare benefits for the severance period (with a cap at 20 weeks).
• There will generally be a 30-day notice period during which active pay and benefits continue (previously 2 weeks).
• Severance will not stop or need to be repaid if an employee obtains a new job outside of BNY.
Guidance on Severance Calculations
Eligible employees may receive severance pay equal to the greater of 2 weeks of base pay per year of service (no change from previous plan), or minimums shown in the chart below, with a maximum benefit of 52 weeks of base pay. Separation Pay Plan benefits are subject to the requirement of a fully executed and effective release of claims. All Separation Pay Plan payments are taxable and subject to wage withholding.
Officer Title
Minimum severance under New
Separation Pay Plan
None
4 weeks base salary (same as before,
Analyst/Associate/Senior Associate
8 weeks base salary (same as before)
VP/SVP
12 weeks base salary (same as before)
Director/Senior Director
16 weeks base salary
Managing Director
20 weeks base salary