#bonus

Only a million dollar bonus last year for VPs? Times is hard.

https://www.beckerspayer.com/legal/elevance-sues-former-network-exec-to-block-oscar-move/

I've been with the bank for 28 years and this is the first time I am actually ashamed to work for US Bank. They treat their employees like dog s***. The raises and bonuses don't amount to anything anymore. They're making it impossible to meet goals so they don't have to give us raises and bonuses. If US Bank doesn't care about their employees why should their employees Care about US Bank.

How were bonus budgets this year compared to last year? Seems most people are saying they just had a decrease or even lowest IPF in their Cisco tenure. I also had a decrease but wonder how much of that is performance and how much is budget based.

Heard 120% bonus and promotions from senior to staff, 10% increments.

I am considering another opportunity with a required start date in early November. The other company is not willing to change the start date.

Leaving before year-end may affect my annual bonus and 401(k) match. Does anyone know the last date we must remain employed to receive both the bonus and the 401(k) match?

I would like to understand the eligibility rules before I make a decision.

So, once you over pampered geniuses drive the stock to Aubrey's levels, and buy it all back for cheap. What is next? Applying for credit cards just to keep paying yourselves bonuses and hide from the creditors later by moving to Belize?

Anyone else remember when Marsh Carter was the CEO.
How well the company did . great raises and bonuses.

The company never had layoffs when he ran the place

Welcome to the new age. Dinosaurs are having increased bumps in pay checks and bonus eating the dinner of G4's and G5's. These dinosaurs are ruthless and shameless. While principal, directors and VP's are claiming the credit of the work done by G4's and G5's.

How does everyone plan to spend that extra cash.

Hope they will give extra time pay and salary hikes and bonuses, didn't even hear about foculs from the last year appraisals

Has anyone recently resigned, and if so, does anyone know how the bonus payout and 401(k) match schedule works for employees who leave during the year?

I’ve seen many posts here with mixed responses on whether employees who resign are eligible for their annual bonus and 401(k) contributions, so I’m trying to get some clarity based on actual experiences.

I’m currently the only employee based in the U.S., and it appears the call center & technology operations are moving offshore. I haven’t communicated any intention to leave, but I’d like to understand my options and what happens to earned benefits if someone decides to resign.

Also, does anyone have insight into the so-called 30-day notice period? Is that a company requirement, and how does it impact the final paycheck, bonus eligibility, or other benefits?

If you change positions internally, does this affect your bonus?

Say if you move in October, is the bonus reduced or anything like that????

No bonus, deferred RSU vesting, pension, low probability of surviving 10-year annual pip = Base is all you get

The end of my displacement period is after September 30. As I understand it, I am "eligible" for my bonus. There is nothing in the severance agreement regarding bonuses and I'm told I need to discuss any potential bonus with my manager. Ideally, this information would be in the agreement I'm signing. I'm wondering if anyone has received a bonus in a situation like this or if anyone knows if WF is open to changing the agreement.

Has anyone heard anything about the bonus / IPF info? I keep hearing things about new guidance from “leadership” but not sure.

Not any of us chumps. But Brian has done well for himself. Can’t wait to hear the annual BS about limited pools and bonuses. Brian got his; that’s all that matters

2010: $6.1 million
2011: $7.0 million
2012: $12.0 million
2013: $13.1 million
2014: $13.1 million
2015: $16.0 million
2016: $20.0 million
2017: $23.0 million
2018: $26.5 million
2019: $29.0 million
2020: $24.5 million
2021: $32.0 million
2022: $30.0 million
2023: $29.0 million
2024: $35.0 million
2025: $41.0 million

Capital Management continues to struggle abysmally this year. Poor stock selection. Poor positioning. Peer rankings according to Morningstar. The higher the number, the worse the peer to peer performance. Many MoA funds continue to be bottom feeders

Fund Name & Percentile Ranking
MoA Intermediate Bond Fund. 100 (this is the worst.)

MoA Clear Passage 2020 FU...96

MoA Retirement Income Fu...96

MoA Mid Cap Value Fu..88

MoA Clear Passage 2060 Fu...84

MoA Clear Passage 2055 Fu...84

MoA Clear Passage 2050 Fu...82

MoA Core Bond Fu..81

MoA Clear Passage 2065 Fu...81

MoA Clear Passage 2025 Fu...80

MoA Clear Passage 2070 Fu...79

MoA Clear Passage 2035 Fu...74

MoA Clear Passage 2045 Fu...74

MoA Clear Passage 2040 Fu...73

MoA Clear Passage 2030 Fu...73

MoA Conservative Allocation 71

MoA Small Cap Value Fu..70

MoA International Fu..66

MoA Catholic Values Index ...63

MoA Mid Cap Growth Fu..57

MoA Aggressive Allocation ...55

MoA Mid Cap Equity Index ...51

MoA Moderate Allocation F...51

Time to stop protecting Capital Management. Time to end quarterly bonuses for them. Time to layoff some people.

When is the alleged extra pay-check under the guise of a R&A coming to us. Haven’t heard anyone mention it. Do you think they will follow through? Why wouldn’t MW set a date, something for us to look forward to? Another thing that could have been positive turned sour.

They pause the discretionary staff stock in March . Is it going to distribute after N4 finalize? Is it happening in Oct ?

Has anyone heard?

Are IPs really being tracked I have been doing the four hours but only see mac 2 people , curious if there is ways around this and I’m missing out on this? Doesn’t it matter for bonus or am I just wasting my time?

Of course I get sick on day 2 of RTO. I don't care anymore I'm WFH like you should. None of this stupid pressure and fear of losing my bonus. If they are threatening to take it away its probably already gone.

Anyone heard anything about the annual review bucketing, potential increases and bonuses? 2025 was already bad. What should we expect? Same, better, worse?

Do we have to stay til march 15th to get our bonus? Or is that just the payout date?

I’ve seen a lot of great employees RIF’d in the past year. Even if you try hard your number may be drawn for the next round of layoffs.
Doing an AMAZING job and the bare minimum both amount to the same 2-3% raise.
Your bonus can be arbitrarily reduced in any given year because they feel like it, like when people lost bonus pay because of Quality issues despite having no impact on Quality in their daily work.
Promotions are few and far between.
Each time you are promoted, your chance of RIF increases.
We’re all constantly given more work without more pay because they are actively reducing headcount, but not expectations.

What’s the motivation to try hard? Is there any?

Financial accuracy 99%
Payment accuracy 98%
Process accuracy 97%

But no bonuses….

Boss just told us we can't work more than 8 hours a day. Like sometimes I would work an extra 20 minutes or so to finish a review and get OT for it. Now thats all done. Anybody else been told this or just my boss being a witch to get a higher bonus?

There are people that install, provision and maintain the telephone network and then there are 7 levels of people that measure the pace of that work being done and talk about it on conference calls all day. Each level getting a bigger bonus than the last all based on the work of the lowest level employees output. I know that’s a bit oversimplified but really it’s pretty close.

Our corporate overlords have decided 4th quarter earnings need a boost and they need bigger bonuses, nothing new.
The leadership meeting last week contained a horrifying slide. They voted on cutting 50% of human “assets” by the end of the year.

Flying a bunch for people to India for what??? WTF. TUs execs are very good at planning lavish trips for no business value but are less good at actually increasing the stock price.
I'm sure when there are layoffs and sh---y bonuses and increases, they'll cry about how hard things are and forget about their many boondoggles.

In the past when there were layoffs in October, layoffs would happen the first Tuesday of the month. In that scenario what was the end date? was it month end (10/30) or was it 12/31? or did it depend on whether they needed you to finish up the year end work? was bonus prorated or did you get the whole thing? could you accelerate your end date?

Project Exodus is about to live up to its name.
What started as another corporate initiative may end up becoming a mass migration of talented people out the door.
Enjoy the short-term “profit” from squeezing Sales compensation. You may hit your Q3 and Q4 numbers. You may put it on a slide, declare victory, and tell everyone the strategy is working.
But somewhere along the way, a company built on salespeople, relationships and customers became a company run by bean counters. And while the spreadsheet may look better today, you've set something else in motion: the exodus.
People are packing their parachutes. The best will jump first. And when they go, they’ll take years of experience, customer relationships and institutional knowledge with them—the very things that helped build this company in the first place.
That’s the sad part. There are a lot of incredibly talented people here who carried this company through good times and bad, and customers who depended on them.
So to everyone getting ready for the jump:
They may take our bonuses. They may take our commissions. But they’ll never take… OUR FREEDOM!
🪂 Good luck with the jump, everyone. See you on the other side.

Will there be any raises this year? record breaking quarter after wuarter ..and what do employees get? Even Chevron is giving bonuses

Watching Nike’s leadership discuss “winning” while the stock collapses from roughly $177 to $38 is like watching the captain of the Titanic accept an award for improving access to ocean views.

These people inherited the Swoosh, one of the most recognizable and valuable symbols in human history and somehow turned it into a case study in executive arrogance, strategic confusion and highly compensated mediocrity. It is genuinely impressive. Most people could not damage a brand this powerful without actively trying.

But accountability at Nike apparently works differently depending on your salary. When employees struggle, they are “low performers” who must be eliminated. When executives erase billions in shareholder value, weaken the marketplace and lose ground to smaller competitors, they receive bonuses, consultants and another opportunity to reorganize everyone beneath them.

Then comes the corporate theater: “Win Now.” “Sport Offense.” “Consumer-led.” “Future growth.” A seemingly endless vocabulary designed to disguise the inconvenient fact that the people constantly lecturing everyone about excellence have delivered one of the least excellent performances in Nike’s history.

The employees who actually designed, engineered, developed and delivered the product were treated as expenses. The executives who repeatedly misread the market were treated as visionaries. Now the share price provides the performance review leadership was apparently too important to receive.

From $177 to $38.

Just do it? They just did it, to themselves.

Nike does not suffer from a shortage of talent. It suffers from a surplus of executives who confuse authority with intelligence, meetings with progress and surviving their own failures with leadership.

The Swoosh deserves better. Employees deserved better. Shareholders deserved better.

But please, tell us again how eliminating more working people will finally correct the decisions made by the untouchable geniuses at the top.

I show up at the office. I sit there for 8 hours to the exact minute.
All I do is hang out, talk to people around the office, scroll on my phone and watch Netflix on my iPad.
The best part is with this new 8&skate culture there’s really no pressure to deliver anything anymore. As long as you show up and sit you get an exceeds rating.
I’ve significantly reduced my hours and no longer feel any stress or pressure because I no longer care. I’ll stick around and keep doing the exact same thing until I’m paid to leave.
You bootlickers can keep ki-ling yourselves to pick up the slack while I get the same rating, pay, and bonus for 1/8th of the workload. You keep working hard and paying my bills while I keep chillin. Thanks!

• Unions representing nearly two-thirds of Micron's Taiwan staff may strike
• Unions seek a one-off payment and quarterly bonuses tied to 15% of operating profit
• More than 80% of surveyed members backed action, unions say
• Taiwan is Micron's largest manufacturing base; a stoppage could disrupt chip supply
• The dispute comes amid AI-driven memory-chip demand and rising ​sector profits

https://www.reuters.com/business/world-at-work/microns-taiwan-unions-threaten-strike-over-bonus-dispute-2026-09-01/

How many people live off their bonus and it isnt a true bonus?

Do you think HR (or whoever) that makes the layoff decisions gets a bounty (bonus) for every life they ruin?

Just askin'.

What's the last date that you can leave and still get your yearly bonus?