#compensation

Got the email about survey results for Ops. None of the areas for improvement cited garbage pay. None of you wrote about that? Wild. Unless they ignored that complaint. And they would never do that.

Is LTI kept and paid or do we lose it?

My manager finally allowed me to talk to HR about a salary increase seeing as I had taken on a lot more responsibility and staff under me.
HR has told me I can have a 7% salary bump but my bonus will be cut by 5%
I’ve not had an increase in 2 years but I’m in two minds. The monthly increase is ok, not good but the bonus cut is terrible. But the way the company was a going will we even get another bonus with the debt they are going to have to pay off.

It pretty much feels they are telling me they either accept it or stay on where I am. FYI I’m not on contract

Has anyone else been thru this process lately?
I’m confused.

Executives all hire the same consultants and do the same thing. How is their pay justified when they all just follow each other and do the same thing like a bunch of sheep?

https://www.upstreamonline.com/people/bp-to-slash-700-jobs/2-1-2022872

Saugata Saha first task should be to finailize the Comp Plans. Its July 31st. 7 Months in and we still dont have a comp plan.

Electronic Arts executives received substantial bonuses despite recent employee reductions. CEO Andrew Wilson was awarded nearly $39 million, with other senior leaders also receiving multi-million dollar payouts. These bonuses were reportedly tied to the successful achievement of game development and performance milestones. The company's report detailed successes across franchises like Battlefield, EA Sports FC, Apex, Skate, and The Sims. This compensation structure has drawn attention following the undisclosed number of non-development roles eliminated in the US and India.

Redwood City, California

https://insider-gaming.com/ea-ceo-bonuses-layoffs/

There are more than 20 of us working together on a major project. Many of us are either away on business trips at the weekends conducting client testing or staying overnight at the factory for trial runs. The project manager has been promoted twice in the space of three years, whilst many other staff members have not even received a 3 per cent pay rise.

I’m seriously at my breaking point with this company. While i know it’s my choice to stay and deal with it, it still doesn’t take away that the way we are treated here is so gross. The administration, the higher-ups, whatever you want to call them, are once again not filling in roles for people who leave the company. I’m so tired of the corporate culture. They work us to death, they consolidate positions adding more workload and stress without compensating us fairly or not even at all and in return, we get an email that basically says “we hear your gripes so in return, here are 5 more refrigerators for your pantries. Are they effin for real? The people are doing all the heavy lifting, get crapped on while Tony and people 3-4 tiers below him are making a nice salary and bonus. It’s absolutely ridiculous and disgusting. A company that used to pride themselves on work and life balance has back pedaled on that significantly.

John should be realizing with all this cash, employees are looking around going what about us? He and the executives will be making cash for themselves but we don’t get anything extra at all for all these record breaking results.

Him and those over paid HR goofs better start thinking of ways to give employees a bit more or the motivation to keep preforming won’t be there.

I'm so tired of the "we're family" speech when they need me to work late or take on extra projects. The moment I ask for a fair raise, it's "business decisions" and "budget constraints." If we're family, treat us like it. If it's business, stop pretending otherwise.

Can someone explain the new MIP structure?

“YoU wILL hAVE GOaLs by ThE sALEs mEeTInG”

All of you not looking for a job think about the fact that they could not give you a goal and then face you in person at the meeting. Cowards. That’s who you’re bending over backwards for working ridiculous hours with cr-ppy products - maybe making 25k in bonus after taxes. Salary commission and most importantly culture- are MUCH better other places.

John can you please tell us why the pensions rarely see an increase. Social security receives increases, teachers pensions and many others get good increases but no not with you John. You line your pockets while not giving a dam about anyone else. Your’e a washed up low value suit that has added absolutely NO value to the company. Your’e ego sickens those around you. You don’t even realize your’e not needed. Things will change for the better as soon as you are gone you goon!

Charles Schwab sits on a mountain of cash and still can’t be bothered to pay its frontline people a living wage. CEO Rick Wurster talked about raising salaries because the cost of living keeps climbing… then quietly didn’t follow through this year. Meanwhile the company rolled out a fresh $20 billion stock buyback in July 2025 so shareholders and executives can keep getting richer.
CS&S workers and the rest of the frontline grind every single day under that pressure. But leadership still loves the corporate Kumbaya about “seeing through the customer’s eyes.” Funny how nobody ever has to see through the employee’s eyes while they’re drowning.

My colleague and I are working on a project that has resulted in required overtime. He obviously gets into the office three hours after me so I have to stay on later/longer to make sure we’re on the same page.

If I take a couple hours off for a dental appointment, I don’t get paid overtime that week; however, if he takes an entire vacation day and gets 4 hours of overtime the rest of the days, he gets paid time and a half.

I get that it’s due to the California laws, but I really think if the company claims everything has to be equal when it comes to engagement, the same rules should apply when it comes to our compensation because that’s where it really matters and where we really feel frustration and exclusion. It certainly puts a damper on the culture and team dynamics.

I know the obvious solution and I intend to log off at the end of my shift. If my peer needs to connect with me, he can get online early since they’re paying him overtime either way. It just su-ks. The company can’t be like other companies (and countries) and not take advantage of overtime loopholes that sc--w employees.

Might be eligible for RSU’s for the first time this year what is Grant date for the RSU’s?

Jan 1 the year after ranking? The year before ranking?

April 1 the year after ranking? The year before ranking?

How does the severance turn out if extended into 2027- do you more? Do take the original severance and still earn a paycheck? Pro rated bonus for 2027 apply? Anyone know

I was approved for VSP with a 3/19/27 separation date. The email says my severance benefits will be recalculated based on years of service as of 1/31/27. Anyone know why this is not calculated based off my time at the company as of my actual separation date?

Help me understand how Saving that 1K, over a year will help Nike!!! , (Savings - over not giving that 2 percent average increment).

So does the vsp amount get updated if term date is for next year because the package has end date for this year

Amazing. Is there anything wrong with the American system? Are we winning?

Is it pay? Job security? Something else?

Looks like lot of SLs in wealth were pushed down to G7 .Will their salaries remain same ? Will this happen in other BUs as well ?

Does anyone know the salary ranges by level?

Hoping we can help each other out.

I’ve been hearing mixed rumours that we’re just going to be paid as if we hit 90% of our target? Is this true?

Sure, may be great for some people who didn’t achieve. But myself and I few others I know are expecting big pay outs with commission from the accelerators for exceeding our targets.

Are we just not gonna get paid out on all of that and it was effectively all for nothing?

Professional and Technical Tier guidelines have those positions

Associate
Expert
Senior expert
Principal
Senior principal
Chief

Do they correspond to a specific CL?
Or rather a CL band (like 27-29)?
What’s the base pay for Expert or Senior Principal ?

as an external hire, just because everyone can see other people’s “tier” online I inferred this isn’t the same as CL. Anyone can shed light on what it is and how to upgrade this ?

Why no QBP THIS QUARTER

The cost of living is skyrocketing, and people can't afford to make ends meet on the penny-pinching wages you pay. You can do better.

Anyone based in Ireland laid off recently? What kind of payment did you get?

In John’s Q2 results email he said, “We’ll need to embrace a market-based culture and continue executing against our 2026 priorities.”

That got me thinking… what exactly does “market-based” mean?

A market-based system generally means rewards and consequences are tied to performance. High performers create more value and are rewarded accordingly. Poor decisions and poor performance have consequences. Resources flow to what works, and what doesn’t work gets changed or terminated… That’s not how this place feels.

For employees, compensation isn’t meaningfully tied to individual performance. Top performers and average performers often receive very similar outcomes, while broad policies apply to everyone regardless of results.

And if we’re truly going to talk about a market-based culture, shouldn’t that standard apply at every level of the organization, including leadership?

A market-based culture shouldn’t just measure employees. It should measure strategies, capital allocation, recruiting, retention, culture, innovation, and long-term shareholder value.

The phrase “market-based” only has meaning if accountability flows both ways. Otherwise, it’s just another slogan.

Middle Aged white male. No tech skills. No leadership skills. Incompetent and ill advised. Lap dog of VP.
Middle Aged middle eastern woman. No tech skills. She lasted 3 mos in our unit after some type of lying to senior management.
Middle Aged middle eastern man. He had skills. He was competent. He was complimentary. He used my work, commended me on it and than stiffed me for a raise when I got promoted. Not even 1%. Said “talk to HR”.
Middle Aged black woman. No tech skills. Really no computer skills at all. Very much delegated. Loud talker. Tried to be a people person, but that was hard when you’re discriminated against other races.
Middle Aged asian woman. Zero tech skills. Got her job cause she was friends with VP. Had no idea what the role entailed. Literally just stole a check. Did nothing but give friends roles and get friends promoted. Left Oracle to work for start-up.
Middle Aged white male. Came from acquisition. No real tech skills. Only knew the one app that we bought his company for. Totally arrogant. Thought he was more important than everyone and everything. I was light years ahead of him, but our GBU promoted new acquired people over people who had been there. Put him in his place several times and finally was able to get away from him. He actually got promoted. Totally incompetent.
Middle Aged white male. Got promoted to his team. He was on my old team and actually came to Oracle about 11 years after I did. Like many other managers, towed the company line. Absolutely no tech skills. No real skills other than being a yes man and not being healthy. Got promoted to his team, about to accept offer and then ask about the raise and he said there was no raise. “VP wouldn’t approve it….” Sorry, I can’t help you.

On my last day at Oracle, I scheduled an email to go to the VP, my manager and the stiff director of our department. Telling them all what I thought. For the VP, I broke her off a huge piece. She was a lousy VP for many years, stealing money, overbilled the federal govt, stole, and was an even lousier human being. I said, “how pathetic of a person are you to not even give me a 1% raise after I have put in 15 years at this company for you?...you are truly pathetic….you don’t care about anyone but yourself and your little circle.

That woman will leave a company she worked at for like 40 years with no friends and no one who will be sorry she is gone. In fact, many have a number of interesting stories on how she “climbed” her way to the top.

It’s sad. It really is never about the product or the processes…it’s solely about the people and those that are morally and mentally corrupt and should not be around other human beings as they are a direct threat to their well-being.

Sr. leaders: why are you still here? Cash comp at the 66th percentile, equity that hasn't moved since 2020. You're being paid below market and told the difference is in the stock — the same stock that just spent six years proving it isn't. Anyone with an equal offer should already be gone. And if you're lucky enough to catch a severance package? Take it. It's the best-performing asset this company has issued in a decade.

After eight years with the company, consistently good performance reviews, and earning my Series 7, I never expected to be living paycheck to paycheck. But with the pay scale failing to keep up with the rising cost of living, I have reached the point where I am putting my electric bill on a credit card.

I am seriously considering taking on a second job, and I am wondering how many other employees are already doing the same. What kind of side work have you found that fits around your Edward Jones schedule? Has management raised any concerns about outside employment?

It is frustrating to have the licenses, experience, and positive reviews, yet still struggle to cover basic household expenses. At what point does the company acknowledge that the current pay structure is not sustainable?

The stock that AMD removed from the employees that were laid off in the last 3 years could be restored as a good will gesture considering the company gains.

It would be an act of class that shows AMDs true colors, nature and humble culture that is always talked about.

Has anyone in Dell's Sales organization thought about starting a union or organizing with other sales representatives?

A union helped many Amazon employees secure higher compensation and improved benefits. I'm curious if others have considered whether organizing could help address some of the issues sales employees are experiencing at Dell.

For too long, Dell has failed to treat its sales employees fairly. Many of us have gone months without receiving our full commission payouts due to issues with compensation systems. Bonus payments have been mishandled, base pay has been reduced to levels that many find unsustainable, and the list of concerns continues to grow. The company loves to share how well they are doing, but has endlessly demonstrated a lack of care for its sales representatives......

We deserve fair compensation and to be paid out correctly.Tell Dell surveys alone are not enough. It's time to build a union that advocates for employees' rights.

There is strength in numbers. I'm thinking of starting one, and I am curious if there's others that would be willing to support.

If former employees would like to help, they can help us with change petitions and obtaining national press.

Wanted to let folks know. I'm in the bay area. i just scored a fully remote job that pays about 25%. No more badge swipes for me. Life is about to get very good for me, planning to do some airbnb and travel overseas. Friday i'm going to drop the news on my boss.

I got 38 cents is that normal for raises I feel like we should get more specially to adjust to the cost of living 38 cents does not cover the cost of live g at all.

Will the yearly bonus be better than last year or higher ?
Considering competitors are giving six figures bonus, it's time Seagate management and C suite steps up and gives a fair share to employees

Don't be greedy ba----ds like ASML who are offering 20k bonus vested over 4 years

Seagate management for years has not taken care of employees so this is your one time to show that you really care and actual "HEALING" can begin.