#compensation

Manteca police and firefighters avoided scheduled layoffs. Both associations agreed to significant compensation concessions. Police officers will now contribute 18% of their gross pay to PERS. Firefighters increased their PERS contributions and left three positions vacant. These agreements help the city address a $4.2 million budget shortfall.

https://www.mantecabulletin.com/news/no-police-firefighter-layoffs/

vs salary and comp?

anyone know?

Hemsley - please note: received no raise, while your compensation increased. That delta's super to acept.

I have been with the company for more than a nine yrs, and it is soooo frustrating to see long-term employees treated as though their contributions do not matter. Many of us have lost confidence in management's ability to lead effectively. Repeating the same scripted remarks every quarter does not address the real issue, and employees are tired of hearing it.

People want fair pay, not more corporate language. If compensation does not improve, the company risks losing experienced employees who have carried this business for years.

It is discouraging to see reports that we received nothng while the stock price rises. That only reinforces the perception that leadership is rewarding itself while ignoring the people doing the work.

Feeling good about the stock price? Look at tech stock returns over any period and cry. Your RSUs are pathetic compared to the wealth engine that RSUs are at tech companies.

With the Employee rises of 0% settled for another year its time for the Execs to take their big haul again. Internally DXC give the message that things are bad and they can't afford pay rises, on the Results calls they say all is going great and then go and take their rises. They always take raises at the beginning of the fiscal year, leaving employees at the end of the year. Del bean even goes as far as saying money has been budgeted for employees this year, then the money then evaporates i guess into the dodgy Execs accounts.

DXC Execs are one big lie, Will they get raises this year, whats your guess?

I have seen just about every location in North America on one list or another here saying it s a "high cost" market. They can't all be high cost. I guess what i really want to know is what cities/states are considered "low cost" if any exist.

My manager apologized to me for the poor bonus and raise and he indicated my compensation has nothing to do to do with my performance last year, which was outstanding. He said this is what he was given, would habe loved to give everyone that deserved it more, but his hands were tied.

Now GK and EL to us to talk to our manager??? Why do they want to throw the managers under the bus when they have no control over compensation that has a cap.

This is just a reminder to everyone that we have the ability to vote for or against the board members that deny us raises and approve the salaries and bonuses for the MC.

Use them. Later this year when the voting comes about USE YOUR VOTE. They won't pay attention to the TTUS but they certainly will pay attention when their shareholders start voting against them..

“What can I do to improve, boss? “ asks a remote employee.

“Well, I have nothing for you. Move to a hub and that should solve the comp issue.”

Wow!!! Blamed to managers .

Corporate IT Comrades:

I have been in my role for less than a year so I’m not eligible for a true “promotion.” Plus, we all know getting a promotion right when you’re eligible is never going to happen. However, I have been doing well above my job description for that entire time and that has even been acknowledged by many people leaders in and adjacent my team.
Due to the fake “we are broke” story when bonuses came out, I barely got anything from it despite meeting the max threshold.
All of this to say, I know I’m being paid $10k-$20k less than my peers that have the same job title plus I’m doing above and beyond that.
Is there any way to negotiate/demand a higher salary right now? Due to my personal situation, applying to new jobs to play hardball isn’t really an option right now.
I want to stay at centene but I want to be paid fairly.

Question for those late in their career. I expected my biggest raises to be early and at some point to max out and then just keep up with inflation. Has this been your experience? What age did you max out? Have your raises kept up with inflation or are you making less each year when considering inflation as you approach retirement age?

I'd like to determine if I'm being underpaid, but I've been hitting a wall when I try to bring up the subject of pay.

The pay increases lately don’t match how expensive everything else has become. Not that anybody at the top gives a damn, as long as their bonuses keep getting larger.

Do you know that executives are not part of the new Performance Management? I spoke to an HR colleague yesterday and she mentioned this to me. I was shocked. It seems that the automatic calculation only pertains to T1 to T5 employees. Executives in the areas are above that and their compensation is not part of this calculation. Because of this, most of them got high increases (up to 10%) in their salaries as well as more RSUs than employees. So, these greedy people are taking money away from the employees so they can get more. They are the ones that "make the laws" and employees aren't allowed to complain. She mentioned that compared to earlier years, the budgets for employee compensation was lower in ratio to executive compensation. This makes me so mad.

So here's what I shall do. No matter the consequences, I am giving my honest opinion in the Unfiltered. I know it doesn't make a big difference unless we all do it. But let us not give in to the pressure this time. If we are frustrated, show it in the Unfiltered. If you didn't fill in the survey before, do it this time. If you did and gave good ratings because you were afraid, show your frustration by being honest in the reviews. The Unfiltered results will be picked up by news outlets and they are sure to run stories on how much confidence the employees have in management. It has been steadily declining but the tipping point will be if it goes below 50%. I am sure that will be a big story. And I am also sure they will change the survey questions or frequency after that.

I am trying to decide if I should resign or stay. If anyone can provide insight into salary range for CL 28 and 29 that would really help me out.

Will he do better than DF did at Ford?

“General Motors Co. wooed new executive Sterling Anderson with a $40 million hiring package to leave his Silicon Valley autonomous vehicle startup and join the Detroit automaker in 2025, according to a financial disclosure filed Monday.

Anderson received $16 million in 2025 as the company's executive vice president, global product and chief product officer, according to a U.S. Securities and Exchange Commission filing. The rest of the $24 million will be paid out this year and next.”

...ain't nothing "VP"about the salary. How has this company not yet updated salary bands?

It's not 2008 anymore.

Anyone factually know of the enhanced severance details? I know someone who was laid off a year or so ago and after 12 years they got one months pay and silently finished there two weeks.

I hope it’s better than 1 week a year and some bogus outplacement service.

Curious what the ceiling really is here, because mine didn’t exactly change my life.

Please share info on severance. I'd just like to know if there have been any changes (reductions) compared to previous rounds.

Remember these guys? What a joke. These are what they claim they did below. I haven’t seen any of it. They just got in during low COVID stock price and then claim they were genius because stock price rose?

Action #1: Refresh the Board of Directors with energy experience.

Action #2: Impose greater long-term capital allocation discipline.

Action #3: Implement a strategic plan for long-term value creation.

Action #4: Align management compensation with value creation, not production growth.

I'm so ashamed I unknowingly participated in the lie.

F5 CEO Compensation History

2025: 23.04 Million

2024: 18.,04 Million

2023: 11 Million

2022: 12.8 Million

2021: 11.5 Million

So the are adding new rules to the OST and sales and retroactively removing them from our commissions to take money away from us after Senior Managers, DM's and directors pushed us to sell them and even had calls you had to be on if you didn't sell enough. What a freaking clown show. Big red and local leadership can su-k a huge one. Make sure you bring this up if they ever want to PIP you. Thanks for all the people who are vocal on WorkVivo, you are the real hero. What a freaking joke.

I wanted to share a concern that was recently brought to my attention. I spoke with someone who said they had conversations with people at Light & Wonder, and they described a perception that certain upper management employees are highly compensated while contributing very little on a day-to-day basis. Specifically, it was mentioned that some individuals in senior leadership roles allegedly come in only when they choose, spend a short amount of time socializing, then leave while earning substantial six-figure salaries.

As an employee working on the production line, I can say that many of us work extremely hard every day to support the company’s success. It is frustrating to hear these kinds of comments and perceptions, especially when frontline employees are putting in consistent effort.

I hope leadership takes a close look at management structure, accountability, and whether certain high-level positions are truly adding value. In particular, it may be worth reviewing legacy Bally Gaming leadership roles to ensure fairness, efficiency, and alignment with the work being done across the company.

Per the proxy statement I received today, it looks as if Sampath received a 7.2M cash payment at separation. Wow.

Our Q1 earnings call opened with its usual corporate shine: revenue up, efficiency up, and the stock price climbing like it had somewhere far better to be. But when the discussion turned to employee merit increases, the mood darkened faster than a server outage on payroll day.

Executives praised their “disciplined approach to compensation,” which employees on TheLayoff.com immediately translated as: “Your raise will be so small it can be expressed in decimal places.”

Associates reported merit bumps between 0.00% and 1.00%, the kind of increase that doesn’t meaningfully change anyone’s paycheck—or mood.

Meanwhile, the Executive Committee’s compensation disclosures told a very different story—one written in double digit percentages. As one commenter put it: “Our single digit raises must be the secret engine powering the double-digit growth in the stock price… and the even bigger growth in the CEO’s bonus.”

Consider RV’s 2025 total annual compensation of $83.5 million USD is roughly equivalent to the annual earnings of about 17,000 average workers in Pune, India. Interestingly, according to company sources, BNY India operations currently employ 7,000+ people across Pune and Chennai.

The CFO’s package drew similar reactions: “My raise couldn’t cover a tank of gas. His could fund all the lost tolls for ships transiting the Strait of Hormuz.”

Employees joked that BNY had perfected a new economic model: Shrink employee raises + Inflate margins = Celebrate the ‘efficiency gains’ with ginormous executive compensation packages.

By the end of the call, the stock was soaring, the executives were glowing, and associates were refreshing TheLayoff.com to see who got “realigned” next in the daily crusade for cost-efficient chaos.

A flawless quarter. KPI’s say one thing while non-digital human associates say something very differently.

Stock bonuses of $5m are being offered to executives in addition to their elevated pay if the bank beats multi-year targets for revenue growth.

Think about that.

Were we supposed to see our raises already for salary in America? Got a 3 for a ranking, thought we would at least see a cost of living raise effective April 1st

Belated 2026 thread.
How did everyone fare?

My timing is not perfect here but I am curious - have they changed the bonus formula ??

So we were promised significant salary raise starting since 1st of April, I mean significant because mail mentioned "market rates" so I assume it should be 25-40%, but it is 16th of April and still no one heard anything? On Town hall they said thousands of people got it, WHO?
Yes I have Analyst in Workday so should be elliglible but neither me nor anyone who I know got anything.
What is going on? I got it they used to say "we will see, let's check again in few months" and similar stuff but this time they promised and gave specific date, yet nothing happened.
Does anyone know anything? Honestly, I feel betrayed. Not because I did not receive anything, but because they told us we will got it, and then nothing. Not "maybe", not "next time" - but "yes, from 1st April".
Unfortunately the labour code prevents me from "leaving" as many suggests, in Europe people have to work two, three months more after giving notice, and not many employers are willing to wait that long (apart from some very few specialized expert positions).

I am really disappointed.

Thank you for contributing to our success ! (and by “our” I mean…well, if u know u know)

Why do we not benchmark against companies out executives actually leave to go work for? I haven’t seen many leave for Ford, GM, Verizon, AT&T, Johnson & Johnson, Boeing, RTC Corp, Proctor & Gamble, IBm, Pfizer, or GE Aerospace. Chevron is the only one that makes any sense. Why not BP, Woodside, Hess, etc which are companies I know executives have left ExxonMobil for.

For 2025, CEO Dr. Udit Batra received $14 million in total compensation, a 25% increase from the prior year. Last year was 11.14 million, which was 125x the median Waters employee salary.

https://www.panabee.com/news/waters-executive-compensation-2026