#bonus

As CEO of Verizon Communications Inc., Dan Schulman receives an annual base salary of $1.5 million, with total compensation reaching $34.3 million for his partial year in 2025 (including stock awards) and potential performance-based equity and bonus packages scaling up to $59.5 million or more depending on performance targets.

If I don't get packaged out as part of these layoffs - What are the chances of getting packaged out on voluntary leave?

Otherwise, will I still get my 2026 Bonus / RSUs?

For those of you still at the company - how are bonuses this year vs. the last few?

I know in October, it is already decided about your next compensation and bonus .
Any senior manager here who can enlighten us ?

https://finance.yahoo.com/markets/stocks/articles/pepsico-slashes-valuation-poppi-bonus-212254759.html

1000s planning pto work remote and december fun bonus and vacation,
No work ddat remote engineers group

Listening to this time-wasting town hall meeting and this CFO talking about making $50 billion-plus per quarter—and yet they can’t even give us an extra dollar for bonuses or raises. When you ask why, the simple answer is that we don’t have a budget. What a damn joke.

On Glassdoor someone mentioned people leaders are getting rejections back from comp planner and were told this would be a rough year. Anyone else hear this? Is this in relation to in team promos and bonus?

Q3 2026 United Health Group reported $4.11 B profit (net income). Up 75% from Q3 2025.

But we’ll still be told at the next all employee show that we really didn’t do that well just so we don’t get our hopes up for a decent raise nor bonus.

Was the q3 bonus payout supposed to be on yesterday's paycheck or the next one.

What much bonus payout diff between good year and great year based on past payouts

This is AT&T all over again when they laid off 28,000 people in less than 2 years. And quadrupled executive bonuses within that timeframe.

The hits keep coming, but this isn’t even rock bottom. Rumors are more losses in the pipeline. KFC is significant. Marriott was significant. 35 year Pepsi partners calling it quits is really bad PR for PEP and a major red flag. Poppi not going to save us. Alani not going to save us. Siete another bad purchase. If Ramon has his job through mid 2027 I’d be shocked. Ram needs to go as well. Reorg coming in next few weeks. If you think it can’t get worse, you are in for a big surprise. Outsourcing will continue, consolidation will continue, you will do more with less. You will not be rewarded with merit or bonus. Buckle down.

Heard from a HR friend that internal email with headcount reductions is the 26th with the official notices going out 29th. We are stilling getting our bonuses maybe as a way to soften the severance?

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.

With Storage leaving Franklin for Apex and all the resulting changes it will bring to the plant....anyone kicked the tires on Unionizing? I mean, ya know on top of the billions being brought in by AI and seeing the same size bonus and raises.

I see posts here debating if there is going to be an EOY layoff, we can’t know for sure, but I think that points to a bigger morale problem. Associates have lost faith in the future of the company. I’ve been here for almost a decade and never seen this many people genuinely hopeless going into the next year. Almost everybody I know at T Rowe has told me that they’ve looked for a new job, but the market is so sh---y. I’ve even had people tell me they wish they’d be part of the next layoff just so they’d have the time and energy to search for a new job. Some have been lucky and secured another job, but I think most are just waiting the market out. I don’t think things are going to get better here, especially with all of the initiatives related to Next90 emphasizing productivity and efficiency. Personally, I’m just waiting to get my bonus then search aggressively for a new job in 2027.

Sorry folks, we paid $1.2B regulatory settlements no bonus/pay hike for you

Wanted to know if layoffs are planned early next year what is the BAU for when layoffs occur ? Would it be January or is it usually after bonus payout

I heard managers submit that detail this month? Have they already submitted?

Curious to know what bonuses look like for everyone at Citi. I was a VP, and my first year I received no bonus at all. In the years that followed, my annual bonuses typically ranged from $800 to $1,000.

I’m interested to hear what others have received, particularly those at the VP level. Were my bonuses unusually low, or was this pretty standard across the bank?

I'm guessing focal is happening now. Do you know if there will be any raises, bonuses, or RSU grants this year? If so, what are they looking like?

What do you think the chances are of another November layoff before comp/bonus decisions? We’ve had layoffs in November for 3 out of the last 4 years (2022, 2023, 2025), and we’ve had some of the worst outflows in the industry this year, so I think it’s pretty likely.

The union ,many many years ago in all of its continuous wisdom, agreed to have crafts’ once a year bonus based on actual stock price in the fall. I think it’s either in Oct or nov. At least here in the southeast. Whereas we once got at least a 1000 dollar bonus every year, we are now lucky to get a 100, maybe 200, maybe even 500 or 600 if we are really lucky. Most years we have been very unlucky. AT&T stock always seems to crash and burn just before the company has to cut those bonus checks. Funny how that works. A conspiracy theorist might conjecture it was all by design. Hmmm….

Top performer here. I am so sick of current IT organization. No one cares about the company. I want to line next job based on bonus pay date and get out of here. Looking forward to put my notice.

Go brrrrrrrrrrr....brrrrr..... So if you're not getting a good share, they're trying to tell you something... You're not a part of the club and your contributions are not valued, so take the hint and resign so everyone else can have a bigger bonus and share payout. Thank you for your attention to this matter.

SWE I: 16k US$
SWE II: 34k US$
SWE III: 40k US$
Tech Lead Software Engineer: 58k US$
Principal Engineer: 107k US$

Bonus included.

I’m just curious, can anybody tell me how the severance pay works just for knowledge I was told the 60 days that you do get paid is the actual severance. And do you get the Christmas and annual bonus as well? How does all this works?

Has anyone figured out whether getting Delivers Strong Results in all three categories actually matters? We keep hearing about performance reviews, Talent Ranking and TDP, but it's still unclear what really drives compensation and promotion decisions. Someone here mentioned getting Exceeds in two categories and still receiving no raise or bonus. Has anyone seen strong ratings make a meaningful difference, or are the decisions already made during calibration regardless of what your review says?

My ISP severance includes x# weeks for x# years, plus prorated bonus. Looking at paystub for this upcoming payday and it includes only the salary portion, no prorated bonus payout - is that paid separately (if eligible?)

Sit on their computer all day and send email after email after email after email, pretty good paying job for doing nothing all day isn't it. Pretty pathetic, actually beyond pathetic. And still get a bonus, again pathetic.

“Beckman coulter diagnostics (soon sciex) is experiencing withheld raises, layoffs, and rescinded bonuses so far in 2025. As well as hiring freezes though there have been a few external hires to support china for china”

Who made this post? You are an oracle.

Looks like the bonus letter for lower than 1 IPF employees are withheld till November 4, 2026. Is this a standard Cisco practice as it already happened in the past? Or is it something is in the plan for November 2026?

Walgreens is experiencing significant turnover among its store managers. Reports indicate that many managers are quitting, particularly as bonus periods approach. This trend is driven by several factors:

Challenging Working Conditions: Managers face increased workloads and pressure, leading to dissatisfaction.
Inadequate Compensation: Many store managers feel their pay does not reflect the demands of their roles.
Deteriorating Work Environment: There are concerns about a hostile culture and micromanagement within the company.
Impact of Bonuses on Turnover
The timing of bonuses is a critical factor influencing resignations. Many store managers are reportedly waiting to receive their bonuses before leaving, suggesting that turnover may spike around these periods.

I read that the Store Operational Excellence Certification officially starts in January! Any pilot stores in here? I have heard it is brutal and almost impossible to pass. Not a pilot store? I’d still love to hear your thoughts. Thankfully, I will be leaving after I get my bonus!

Current Situation of Walgreens Store Managers
High Turnover Rates
Walgreens store managers are indeed experiencing high turnover, with many quitting their positions. This trend is largely due to:

Challenging Working Conditions: Managers face increased workloads and pressure, leading to dissatisfaction.
Cost-Cutting Measures: Following the company's transition to private ownership, significant cuts to hours and employee benefits have been implemented.
Employee Sentiment
Many current and former employees have expressed concerns about the following:

Deteriorating Work Environment: There are reports of a hostile culture and micromanagement.
Inadequate Compensation: Store managers feel that their pay does not reflect the demands of their roles.
Impact of Recent Changes
The transition to private ownership by Sycamore Partners has intensified these issues, contributing to a perception that the company prioritizes financial returns over employee well-being. As a result, turnover among store managers is expected to remain high, especially as bonus periods approach, which may prompt further resignations.

Still can’t believe these bozos never withheld their bonuses, raises, or did anything of material significance to show they are in the trenches. A lot of talk about sports leadership but none of the values demonstrated.

Stop crying, people. If you own the stock in the 401. You are getting a bonus with warrants.

https://www.sec.gov/ix?doc=/Archives/edgar/data/0002041610/000110465926113076/tm2626659d3_8k.htm

Facilities engineers they pay annual bonus!

https://www.linkedin.com/jobs/view/4469038451/