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I received two separate payments today. One appears to be my regular paycheck, and the other shows a gross amount of $500 with a net payment of $150.
Has anyone experienced something similar? Could this be a payroll error, a bonus, or some type of adjustment? I’m planning to contact payroll, but I was curious if anyone has seen this before.
What has been the recent severance packages for those getting laid off? I’m curious about the severance base pay (for below job grade 12’s) and additional pay from number of service years.
Has anyone received money yet? This was announced early April.
https://dxc.com/about-us/legal-compliance/dxc-australia-pay-remediation-program
The hours keep getting worse and the work keeps getting harder. The pay, though, pretty much stays the same. Who in their right mind wouldn't be tired of this cr-p?
The Truist Championship did one thing for sure; it took money from raises, bonuses, and promotions. That is it. The rest is speculative and ignores the terrible work the executive leadership has done since the merger that undermines all of the claims.
Has anyone else’s 2026 RSU grant been awarded yet? My compensation statement said it would be on May 29th. I’ve not received any emails regarding accepting the grant.
Does it take a few days? Maybe I’m not recalling the timeline correctly.
Can anyone explain to me the actual process and math used for benchmarking of compensation for employees and executives?
Did your compensation range go up or down? Which skillpool family and JG are you in?
Wells skillpool went up however salary stays the same. Did they realize we were underpaid and only moved the ranges as an optic? If we were truly not competitive previously than your PIR should be kept same within new CR to account for it. Thoughts?
Anyone else notice the new pay bands are lower than the old target ranges? Wild that this got sold as “better for employees.” Everyone getting promoted (lol) is starting lower than the old structure would have put them, and new folks won’t know the difference.
It is becoming more and more of a joke.
The latest circling HQ is anyone with a “manager” title without direct reports is going to be demoted to specialist / coordinator / analysts whatever the respective position would be. Hearing minor impacts to base pay but would impact bonus % and stocks.
Stop crying about being laid off. You have spent 20, 30, 25 years and feel betrayed. Enjoy the millions in the 401K and move on. Pathetic.
I spent 15 years at Oracle and was laid off a few years ago. I worked with many of the people who were recently let go. You are talented, highly intelligent, and among the company's top performers.
The reality is that tech companies eventually reach a point where they can no longer justify paying top dollar, top bonuses, and large RSU packages to the same employees year after year, regardless of performance. Many of you have earned substantial compensation and built successful careers.
Being laid off is never easy, but at some point it's important to move forward rather than seek sympathy. Take pride in what you've accomplished, leverage your experience, and focus on the next opportunities.
Noticed my LinkedIn page has been getting views from cognizant recruiters starting last week, so I’m guessing my time has come. Has anyone heard news on what’s coming first week of June?
Also, how does the transition to cognizant work, does our compensation change? Does your job grade have anything to do with the separation process?
With the upcoming expected layoffs, can folks who have recently been laid off in the US share what their severance was? Please include C-level and location.
Dell adjusted the FY27 company bonus plan to have a lower waiting on a revenue this year.
Dell knew that the revenue would be much higher this year when contracts were booked in fy26, sales were rewarded. Revenue follows cost/shipping (accounting).
Is this true?
Okay… yes all you directors and i10s may have shares LTI. But most of us i6-i8 have squat :(
Years of hard-earned shares, gone in a jiffy. People poured everything into their roles, and just because the company decides that a role no longer exists, with zero explanation, zero rationalization, employees are left holding the loss.
And the timing? May 31st. Current quarter incomplete. Not only do you lose the shares you earned over years, vesting over the next 3 years, you lose out on the current quarter too.
How is any of this fair?
The shares should be paid in full as those were allocated on the basis of the hard work done so far. This was definitely not expected from Fidelity.
Executives feel expats are making too much compared to those who “stay in Houston like them and do the heavy lifting and strategy work” so rather than raising Houston compensation they plan to continue lowering expat compensation. Plan accordingly.
Executives feel Permian CLs are inflated and have a plan to reduce them. If you are in Permian Operations and lower CL prepare for no CL promotions. If you are high CL already prepare for being told you are over your salary curve even if assessed high and no more raises for many years.
Ron needs to increase his total compensation for 2026. He's like the Freddy Krueger. Once you think you're safe and put your head down, he comes after your job. Do not sleep!
Did I miss something about our deposits being different? None of my insurance was taken out, and my gross pay is less.
RIF employee here and my separation agreement contradicts what SNPS had Etrade do with all non-vested RSUs.
All of my 2023 and 2024 RSUs that were awarded during that period should have been fully vested right away. The 2025 RSUs should be fully vested all the ones that would have vested in the next 12 months from the terminate date.
They canceled all of them.
Calling SNPS stock services right now so everyone affected by the RIF should check their etrade account.
Who is eligible for a yearly bonus. Doesn’t seem very clear. I am getting the the feeling it’s only for upper management employees.
Print Baby Print: Xerox Shareholders Approve 15 Million More XRX Shares for Executive Compensation. (google this tittle)
Santa Rosa City Schools trustees will discuss a $76,000 pay increase. This raise is for interim fiscal chief Luz Cazares. The district recently issued layoff notices to 80 staff members. Cazares is credited with helping the district avoid state receivership. Some staff members expressed frustration over the proposed salary hike.
Santa Rosa, California
https://www.pressdemocrat.com/2026/05/27/santa-rosa-school-board-to-discuss-76000-raise-for-outgoing-interim-fiscal-chief-after-sweeping-layoffs/
LOL... and now the Agents and staff get theirs ....
https://www.wglt.org/local-news/2026-05-27/state-farm-reduces-compensation-for-19-000-agents
Heard that it’s going away and that an email is going out next month with detail. Anyone hear anything else?
Xerox Executives Eye Million Dollar Payday if Stock Recovery Holds in 2027. (Google it!)
If you join citi after severance ended, do you have pay them back?
Most employees appear disengaged, simply completing their assigned responsibilities and leaving at 5:00 every day. There is little motivation to exceed expectations because most people feel that exceptional effort is neither recognized nor rewarded through promotions, raises, or bonuses. This has proven to be the case at Truist.
Employment is ultimately a two-way agreement between employer and employee. However, the expectation at Truist often seems to be that teammates should consistently go above and beyond in every aspect of their work. In reality, employees are compensated to perform the duties outlined in their roles. As a result, most (including myself) have adopted the mindset of doing only what is required for their role, since additional effort does not appear to lead to meaningful financial or career advancement.
Well said, @a7+1krek386h.
I have been thinking about why pay is so broken both in our industry and at DXC, and I keep coming back to two issues. First, companies treat hiring as a cost to be minimized rather than an investment in talent. Second, nobody knows what anyone else is actually making, so we are all just guessing at what fair pay looks like.
I must be brain dead for even considering coming back and working at citi after layoffs. Citi has the highest offer and has better exit package. I have another offer with lower compensation. They go through a fair share of layoffs but nothing beats citi.
New reality is layoffs are everywhere. Do I work for citi with higher pay and exit package or go lower pay and minimal exit package? What would a sane person do? Work will su-k anywhere and probably citi has the highest toxicity.
LL6 is a terrible role in every way, including compensation. Don’t take LL6 unless your goal is to use it as a step toward LL5 or higher.
LL5 is where the real money, annual stock awards, and other quiet benefits start to show up compared with LL6. LL6 is basically GSR8.5.
Employees with a meets expectations or higher on the year end scorecard were offered a retention bonus if they are still employed by December of this year. 1.5 % of your annual salary is hardly a reason to stay until December. What an out of touch and insulting incentive.
Asking for a friend.
Was asked to persue this. What are the real upsides? I read 15-20% base pay jump based on quartile (I’m in top already)? Seems slight for the order of magnitude of workload increase I may see. If offered has anyone negotiated up, and to what? (30% was my gut)? To what %? And beyond base pay what perks are LL5 to offset the (seemingly) minimal pay bump?
Do the math! Redundancy costs and also staff decreases are in the notices. If you average it out it’s a lot more than most people are getting. What gives? Obviously there are a few people who are getting paid out a big fat wad of cash while most of the rest are getting paid peanuts.
Zero or paltry raises for employees while executives gorge themselves and continually inflate their compensation year over year.
I got laid off in November. I genuinely thought as a senior manager I couldn’t find another job that pays a base salary that’s 190k unless I get super lucky at a tech company. But in sooooooo shocked and beyond greatful to God after 7 months of constant applications and rejections I landed a role that far surpassed my expectations both in comp and privilege. Don’t give up hope to those of you still looking. It’s so demoralizing - I know. So glad it all worked out.
As people are getting laid off or being quiet fired, please don't hate Ron. As Chairman, CEO and President at STATE STREET CORP, Ronald P. O'Hanley made $19,529,070 in total compensation.