#bonus

Squad leader here in ET. Good shares (>1000), Bonus (~100%) but zero raise. I was told "Abby mandated no base raise for agile roles in ET" but I'm not buying it.

Any squad leads, scrum masters and chapter leads in ET can attest to the contrary?

Even all agiles roles in ET got no raise, we know it's not the case in other BU. So it's most likely from the bean counter Bill.

I ended up being part of the November RIF at Optum, which actually worked out in my favor thanks to my team lead. I had already told my manager in September that I was planning to retire in October. She let me know about the upcoming layoffs and suggested rating me at the bottom of the team’s performance list—even though I always score highly—to ensure I got the severance package if selected. It was a risk, but it meant I was part of the RIF in November. Big thanks to Optum for essentially providing me with a six-month retirement bonus! Nice to see they are not verifing the information provided to them for RIF selection. Truely an indication of how good upper management is really doing.

Srini made it clear that a massive layoff is coming in Q1. There is no respect for any of us. I’d be willing to bet that the layoff will happen before the end of February to avoid a bonus or stock payout.

Update your resumes start looking now and go out on your terms, not theirs.

None of those senior leaders are sitting up on that stage give a flying F about any of us.

Q1 layoff means that some of you will be training the interns that will be your replacement replacements.

I was given RSUs a few weeks ago. Does that mean I won’t get a cash bonus during my January compensation conversation?

What are the bonuses typically for US developers? Senior associates, vp, and senior vp levels.

Saw this one below...very helpful...what happens at CL30 and beyond in terms of RSU, EBU, Cash?

CL 26, E, 140
CL 26, 0, 160
CL 27, E, 160
CL 27, 0, 200
CL28, 0, 300
CL28, E, 200
CL28, VG, 160
CL29, O, 400
CL29, E, 300
CL29, VG, 200

Does anyone know if bonuses still pay out as normal in Feb. if you go on leave before your year end review and don’t return to office until April?

Just wait when the low low merit comes and the lowest AIP you have ever seen get communicated. Wont be long

My boss told me his manager put me on a IP. It started as SP-L but got downgraded to a full IP. The result is no raise and half the bonus. He doesn't have any specific critique, but said his boss wants me to be more visible and on camera in meetings.

What are the bonuses going to be? A new cr-pper in the bathroom? The Indian employees are awful and Dave nothing….JPM is a disaster

Trying to understand why my bond wasn’t 100%

0.5% raise AFTER being an exceptional performer????

I got much higher raise when I was SP last year.

Yes the higher bonus was something I expected.

But negligible increment seems like a strategy to keep employee on their toes and live in uncertainty about their future bonus.

My manager seems to be the biggest snake, how the he-l does base pay raise work????

My guess is plenty of first and second line management are going to have tough conversations this week.

How much is the average connection award for top 30%?

i have been working in canada location for more than 3 years and a half but i have not got any salary increase or promotion yet. And unlike previous years, HR has not sent out an email regarding those topics. Anyone knows what's going on?

What do developers typically get in yearly increase? What about bonus? I joined as a senior associated in February (US, not NYC). I've heard people say it's $1000. Some say it's 5-15% of your yearly salary.

What have other developers had in salary increase and bonus?

New to Optum this year. No idea what to expect for a bonus. Target is 15%. Any leaders willing to share their thoughts on what I should expect so I’m not disappointed?

No difference between SP and EP really. Got EP this year and received same number of shares, bonus is an extra 1k and pay increase extra 1 %. Cr-p!

I got the email. I am a high performer so it was not based on that. I suspect the offer is age based to get rid of the high salary folks. I am 62.
Exit date May 31 2026.
Depending on your level 8 - 26 weeks severance (26 weeks is VP level).
RSU - an additional year of vesting.
2026 Bonus will be pro-rated.
30 days continuation Medical
18 Months Subsidized Cobra (you pay what an employee pays).

Thought might be useful info, so bumping the post up. OP: @aq+1kbjqa3b6

Optimum Communications awards special bonuses to executive officers

https://share.google/DVhVh6LdlmjKHiAlo

So this is why all the cabinets were getting stuffed.

Me and some peers I talked to in wealth got no pay raises because of the pending changes and role clarification. I feel like they’re signaling a lay off by giving no raises. Got decent bonuses and shares though

Got a "first and final" warning about Connect Week attendance today, specifically time spent in office rather than badging in and out. And no bonus for me this year as a result. Pretty floored although I guess it's better than being fired with no warning? Am I the only one?

Are we done with this year? When is the next layoff scheduled? After Q1 result or later?

Wasting so much money on useless things and then not even paying full bonus. BD ranks number one among shi*tty companies.

If you make a lateral move, does your pay remain the same? Does bonus % change? Not sure if anyone here has experience, but considering applying to an adjacent role (Currently a Senior System Analyst) but the role I'm looking to apply is a regular System analyst. Not sure what that would mean pay wise. Does everyone at TIAA get the same bonus %?

no bonus this year?

That's right, when you worked hard all year and you find out the execs made great bonuses and you got less that the cost of living increase. And that's IF you got anything at all.
So nice to work for a company where every year you stay with them, you fall further behind in your pay.
Not interested in the bleeding hearts that parrot the execs saying you can always leave if you don't like it, because the truth is many can't find other jobs in their areas of the country.
So, may God help birds cr-p on all the execs who don't stand up for their employees.

Does anyone know if maintaining a 3 day average in 2025 will impact bonus/ratings this cycle? If I had to guess I was at a 2.8 for several months. Not sure how this will play out end of year. Any insight?

I was in a 2 months non-working notice, and my last day was October 28. I read previous posts and some indicated they had received their prorated bonus on final paycheck. My last paycheck did not have any bonus. Any suggestions on how to escalate this with the HR? My former manager is non responsive. Thanks!

Any confirmation if managers got the okay to stell associates?

Another article about CVS fraud. Paying out millions in a lawsuit AGAIN. When does it stop? As an employee, I want a ridiculously large bonus and raise in 2026. They shove fraud and abuse classes down our throats in the learning center yet here we are once again having to deal with the repercussions of this company being fraudulent. Somebody is not taking these classes. It's affecting our stock and I'm sure the bottom line numbers.

PL here. If you are a legacy Schwab employee you need to know that you are getting sc--wed badly on your bonus. Your TDA colleagues (that are peers to you) have a much higher bonus percentage (5%+ more). When Schwab switched all legacy blue employees to the percentage based scale a few years back, they maintained status quo with whatever your bonus amount was at the time. The green employees who were already on a percentage based bonus at TDA got to keep their percentage level which means that ALL of them are getting more bonus than their peers on the blue side. Schwab should feel embarrassed and ashamed that they allowed a disgusting discrepancy like this to occur, but NOTHING has been done to correct it for years now. Take this for what it's worth, but Schwab really does not care about you.

AI promises were made that it’d save TONS of $ and it has not. Now is the time to pay the piper and there are shareholder expectations to be met. They are expecting lots of cheddar on the promises made. So, you have to recoup that money from somewhere.
Lay people off + a reduction in force by way of attrition. Turn up the heat, pile on the work and watch people leave which is a big win so that you don’t have to pay out severance.

The best part that is that Jane still gets her extra 20+ million $ bonus….again. As far as Citi upper echelon is concerned, all is right with the world.

I'll admit it, I was a denier...it rubbed me the wrong way...then I started to realize that it was ME that was ruining the company. Forgive me ML...I'll be better and THEN we'll get this stock back to $200 so you and your family can vacation in Switzerland while I stick around and make you richer! Truly blessed

Who got there bonuses and cut and ran?

Any word when either date will be?

Based on my experiences in Australia, bonuses are not merit based but essentially based on how well you get along with your boss. They can make all your hard work and outcomes achieved throughout the year meaningless. They dictate your year end review and also what salary increase and bonus to put forward for you.

I think they also play favourites as in a way they have a certain budget to work with for the team. Give more to brown nosers and less to associates they don’t like.

Lesson - at a company like this, it’s not about producing grade A product and being a grade A colleague. It’s about kissing A.

They’re gonna be about half of what they usually are. Blame Ron.