#bonus

FYI: was told we were all safe and bonuses might be impacted, but today was let go. Know of at least 10 others, all from COO's part of the organization.

Need your help to make a decision on the offer..

An old timer here got the transfer letter with a role change and a decreased bonus. My manager tells me that although the percentage is lower, the funding is usually 200-300%

Has it been that good over the past years ?

Not happy, not mad either

If juniper was doing business as usual, the next bonus would be paid in march 2026 for fiscal year 2025. Now with HPE in the mix, when is that anticipated?

42 yo male in Dallas....got $1 million cash...$1 million 401k/ ira and $100 k in roth and no bills (house paid off worth $700k or anything) ...wife works and 2 kids 17 and 11. (529s worth about 120k and 80k)..

Really sick of extra work for being efficient...probably make 20% more than co-workers but do more complex work projects and easily 40% more work...started here 4 years ago from compitor and have 23 days pto which really su-k and no more vacation for another 6 years...I want to quit and retire but going to get like $13k 401k match on last day of year and like $45k bonus....do I just quite / retire and stick it to management OR just do bare minimum and refuse complex projects until late February or do I just do bare minimum stop coming in and see how long until they fire me? My guess is we are so short staffed I could keep job for 2 to 3 years just so long I do minimum work...

Thoughts?

CEOs Are Less Likely to Be Scored Below Target

In addition to higher average annual incentive scores, individual CEO outcomes were much less likely to be scored below target and performance modifiers were less likely to decrease CEO outcomes.

As shown in the figure below, 31% of the aforementioned U.S. companies had below-target corporate scores vs. only 13% of individual CEO scores. Additionally, performance modifiers were four times more likely among S&P 500 companies to increase than decrease CEO annual incentive outcomes.

Meanwhile, 39% of S&P/TSX 60 corporate scorecards were below target, but only 26% of CEOs received below-target scores on their weighted component. No Canadian company used a modifier to decrease the annual bonus.

https://worldatwork.org/publications/workspan-daily/comparing-individual-ceo-performance-against-corporate-results

The reward letters are finally available

What is your bonus ipf, raise percentage and / or RSU worth?
Also mention grade, and location and mention both grades if you got a promotion.

…crickets.

For those who don’t get quarterly bonuses (like CM3s), this is the time of year we have been waiting for. Some sort of proof that the overwhelming workload and complete lack of recognition was at least a tiny bit worth it.

But still nothing announced. Except maybe that “merit” increase, small enough to be insulting.

It has long been known that management wants to trim staff to boost their 2025 bonuses. Expect layoffs in October so they can enjoy their well earned bonuses

Hearing it is 10-15% total in line with other E and P company layoffs.

Whilst spewing all the latest buzzwords and talking BS about future forward, client centricity, win as one team etc etc. the senior management hasn't got an f ing clue how to run a business.
oh sh!t, my bonus depends on a good revenue per share number. I don't know how to generate recvenue so I'll take billions of revenue and buy back shares whilst sacking the people who make the revenue, that will secure me another $20 million bonus!
Here's am idea, how about joining the team, taking a bonus cut and letting people who know how to run a business , do it? Instead of paying consultants millions to do your job!

There was a huge push for sales performance across the company over the Black Friday in July 2025 sale and NO ONE who performed well over that weekend has been paid their sales contest winnings! Since July!!! I fear Wayfair’s plan is to fire many of us before they need to make those payouts. Our hourly workers make well below the poverty level in terms of pay. Many make such low pay their families have to seek state food aid and Medicaid to care for their children. We work hard for those contest winnings to offer our families something special outside of a super tight household budget. Just a really sad insult to hard working people.

I read this past Tuesday that lost their fight for Stars ratings. If this is true, that means no bonuses from the MA plans via the government, which in turns to lighter pockets for the "suits & shareholders".

Of course, the trickle-down effect from this will be taking it out on the employees, more RIFs, ERP, whatever.

Oh, and the Total Rewards email that some of you are talking about? Yeah, it's total BS, totally! Definitely a play to "try" to get more to jump ship.

IF Humana is following industry standards, they need to FITFO as to WHAT UNC is doing so well that their stocks jumped & their stars ratings have massively improved.

Looking at internal jobs and they are hiring for current roles at a grade lower with lower pay then what we are paid now for these roles. Are we being set up to be laid off or fired so they can replace us at lower pay? Are they gonna lay us off and make us apply for these roles to pay us less? Will any of us that make it through layoffs getting a bonus or raise?

I know its not a layoff post but I'm genuinely curious anyone here work in the Charlotte area for a corporate function? Looking at risk roles and understand the 5 day office thing but also hear no seats and new hub is coming in 2026. Is Charlotte actually a hub? Not trying to onboard and then get told to move to ATL or Dallas. What's the day to day experience working at T? Can anyone explain a Principal title in terms of where in the org that sits? How's bonus, benefits, time off etc.?

I started in January as an engineer and was told a 5-10% merit bonus is typical. Other engineers under my manager have said in past years they have received bonuses. Is this true? When do we know if we get one and when are they paid out?

AT&T wants to be like Amazon, where is the increased salary, bonus, RTU to match?

All of these unrealistic budget projections and talk of losing money is so they will not have to pay out on our bonuses. the 1st step in figuring the amount of money toward bonuses is company profit. It they company loses money, there is no profit, therefore no bonus money.
You should never count your chickens before they hatch but especially dont spend your planned bonus money because it is all but a given there will be none to very little come March 26.

SUNW has contributed $40b net profit since the merger. This is actual revenue and not pie in the sky "booked revenue". SUNW hardware is the ORCL ca$h cow which pays your bonus, RSUs, and pay raises. Explains the stock price rise.

Seems like the offers are lesser compared to what we make at Juniper. From today's meeting, seems like the next pay cycle for us doesn't happen until end of next year.. They kept talking about such a huge number for bonus funding.. has that been really the case or is it just on paper.. anyone knows.. ?

Even if you get an offer, seems like we just have to hang in there until we move out..

I'm getting more and more detached from this combined team...

here’s my experience.

15+ years. ever since JG took over FIG here’s what happened. This is relevant to Directors+

In your employment contract they give you a fixed bonus. For example a Director who’s started in 2015 might have a $40k fixed bonus per year. what does that mean?

its $40k based upon how much frank funded it by. If Frank thought we didn’t do as well as planned directors and up might only get 70% of their bonus

Of course this varies based on position, tenure and how much they absolutely kiss a-s

but- every penny they got was based on them cutting costs in the next year. not on doing better, not on efficiencies, not on more sales.

and it continues…..

I started recently here and my manager let me know that the baseline expectation is a 9 hour work day for bonus-eligible employees. I learned from a coworker that non bonus-eligible employees are expected to work 8 hour work days. It sounds to me like it’s not so much a bonus as it is just pay for your additional labor. An extra hour a day comes out to ~6 additional work weeks in the year. Do bonuses far exceed what you’d need to make that extra time worth it?

Are they offering any severance or pip? It may be my turn at the year end point so just want to plan ahead. I just hope I get a few weeks severance and bonus for the year.

https://finance.yahoo.com/news/insiders-elevance-health-sold-us-120011661.html

Article makes note of the fact that the senior leadership team is NOT buying Elevance stock, in fact they sold 6.7 million in stock. The story indicates that there was a purchase of 2.8 million in the last year but fail to mention that 2.4 million of that was a one time purchase by Gail B in July. SLT better skip buying watches this year and buy more stock to inflate the stock price if they want to get their undeserved bonuses!

Just a friendly notification. UHG has spent over $11B in the last year on Stock buy backs. The prior period was $9.1B. Instead of giving us living wage raises, or a reasonable bonus. These a--hats see fit to spend company resources to prop up the stock price through repurchasing. This behavior only helps the investor class, and it ain't you with your 23 shares of UHN. It helps Hemsley, Rex, Witty, etc. This is done at your expense. At the expense of your benefits, wages and sanity.

AT the end of the month another buyback will be disclosed. I'm guessing one of the largest ever (buy the dip with your billions). Think of this when they fire your coworkers, your friends, and they stick you with a 1.5% raise and send an email expressing "gratitude" for your hard work and take away bonuses. They don't give two craps about you, they only exist to siphon your labor, sacrifice your sanity and profit off your sweat while they sit in their fancy estates diving all scrooge mcduck into their $60M compensation package.

Thank you.

Title, I signed the severance package, but I totally disregarded the fact that I worked towards AR that year, am i entitled to that pro-rated bonus?

Was talking to a current co-worker of where I work now, and he mentioned that Teradata was like this and so was his previous company (although hes going through it with an employee lawyer since they didn't pay him).

TIA.

Bonus for P3 P4 NJ?

https://www.advisorhub.com/vanguard-to-pay-19-5-million-for-failing-to-disclose-advisor-conflicts/

According to Fidelity’s Advisor Compensation plan, Fidelity uses “complexity” as a factor in determining variable advisor compensation. But it does not necessarily mean “complex for the client to understand.” Instead, it could mean complex according to Fidelity’s internal judgment. A client may find a Treasury ladder or an index fund “complex,” depending on their experience. Does Fidelity classify those products as “simple,” meaning advisors don’t get as much credit or bonus for recommending them?

Don’t Fidelity Advisors earn more variable compensation for steering clients into Fidelity’s managed platforms or annuities and keeping them in those managed products or annuities? Doesn’t the structure ultimately bias recommendations toward Fidelity’s higher-margin products?

I guess alleged vagueness might protect the firm because “complexity” is not transparently defined. Fidelity can flex its meaning internally. Is it possible that it's difficult for clients to independently verify whether a product was labeled “complex” or not based on their needs or simply because it’s more profitable to Fidelity? Therefore, is the use of “complexity” subjective and firm-controlled and appears to be more aligned with Fidelity’s profitability and not client comprehension?

Hi y’all
I hope you had a good weekend. As we look to start this week in our new reality, I feel so energized and proud to see our progress that we made in the last 6 months. We’ve managed to cut away less useful roles, brought in people that we love into those vacancies despite their lack of competencies. We expect these people to exercise growth mindset to continue our progress. We managed to find savings through these layoffs which will definitely add to my bonus next year. I am just glowing after finding those valuable $. As you know, money is my god! 😉

Lastly, for folks that are still having difficulty adjusting to this new reality, remember that I am with you in this journey. Please drop by my secret garden to enjoy the tranquility and the peace it provides me every day. I know I’ve benefitted greatly from those moments of silence. Off to my tailor as I get ready for the GP meeting to charge up those that are thinking of voting me out.

Have a great week!

Just curious how many of us at Oxy are ready to retire and can, but find it hard to walk away from the job because of the pay and benefits. I am still able to perform at a high level, but the routine of waking up so early and then working all day seems to be getting old fast lately. I have no complaints about Oxy, but it just seems I have lost my drive to keep chasing it all. Anyone else find this happening after the age of 60? My current goal is to make it to the next bonus round, and cash in my stocks and take the final bonus and make 2026 my final year working.

If so, is this about the 2k Shart gave everyone?

I heard directors and above will not get bonus anymore. True ?

The company is changing and seems to be in big trouble.

What do you think about this move ?

Most companies I have been at clearly state the company’s bonus structure for employees. For example level A 10-15% bonus potential Level B 15-20% potential etc. Does anyone know if there is something like that at Intel? Does a "FPGA Enginner Grade 5" have more bonus potential than a “Product Engineer - Grade 6”? If so what are those numbers for APB and QPB?

I just got a job offer in bank, but I’m a little hesitant after reading here and a couple other sites. What’s the culture like in the bank? The recruiter really stressed the need to be in office minimum of 4 days a week and expect for it to shift to 5 days soon. (My current company has a very relaxed 3 days). It seems like the bonuses here are potentially good as a lead? He said to expect 20-25%? Any thoughts?

looking to cut workers pad thier bonuses

Hard to keep the workers employed when VPs who get paid 400k / year plus bonuses need to be prioritized…..over the workers who prepare their presentation materials. When directors marry surgeons, might have easier time keeping salaries up and prioritizing funding.

I don’t get why we’re being told to come back to the office. It doesn’t feel like it’s about the work. We already proved we can do our jobs at home. It just feels like productivity theater.

They say attendance is going to be part of reviews now. But the bonus is laughable and the RSUs don’t mean much. Doesn’t seem worth it.

What gets me is the execs still working remote. Some of them barely show up at all. Feels pretty hypocritical.

And honestly they can’t fire everyone. The company needs us more than they admit. These rules only matter if we all go along with them.

Do we get any prorated bonus if we leave in the middle of the year?

For associates that get ISP, do they receive the regular T2 bonus while on leave?