#compensation

Is anyone’s noticing their department is going broke? India team is only growing larger but we are all of a sudden out of funds to host any events, cater , etc. Oh & dont forget the .1% raise that we are all anticipating.

We work for a greedy, immoral company. I will openly admit that I am too nervous to move after 5 years. I am a coward.

This new comp plan is the final straw for me. And before you knock sales people, remember that 40% of our salary is at risk and we have no control
over what ships.

I never imagined working for a company that I now want to see fail so badly. I never thought it was possible to wish the worst on JC, MD and the rest of those pasty-faced, smug money-grubbers and their rubber-faced spouses.

We manage our employees. We’re supposed to push them for higher goals. But we don’t get to compensate the employees we want to.

Forbes:

•   About 44% of employers plan to give uniform, across-the-board pay raises in 2026 instead of merit-based increases, a practice often called peanut butter raises, according to a Payscale report.
•   Average pay increase budgets are holding steady at about 3.5%, but nearly a third of companies plan to reduce raise budgets due to economic uncertainty and cost control concerns.
•   Employers cite criticism of merit-based pay as too subjective and biased, and say flat raises are simpler to administer and can better support low-wage workers facing inflation.
•   Economic conditions are a key driver: slower hiring, ongoing layoffs, and fears of recession have overtaken labor competition as the main factor shaping compensation decisions.
•   While many companies spread limited raises evenly, some still heavily reward top performers, such as Walmart boosting pay for top store managers to strengthen performance and culture.

For those that were laid off yesterday how many weeks pay were included in your severance package ?

Does someone know what the difference between FLSA overtime and regular overtime is on payslip. I am curious why FLSA overtime for the no-tax-on-overtime for tax reporting.

UK staff – with the recent change and standardisation of terms, have you checked your January pay advice? I’m finding it hard to tell whether mine is correct. What I can say is that my increased pension contribution was deducted from salary, but none of it has reached my pension this month.

As a person who took the past VRP and received 2 wks of pay per year of service, (so a year of pay for me), well subsidized cobra and bonus, I am curious what the terms are for those laid off. Is it a similar package after being paid through March or whenever? How long is the severance pay and other items.? Thanks for any info and so sorry for those affected. I definitely hadn’t planned on leaving this soon. Really loved my job

Increases shared with mgrs today and they SU-KKKK! Get ready for 2% or less boys and girls

Interested to know everyone's opinion of the new comp plan.
Call out the specifics you dislike.

Did anyone get RSUs or options on their white sheet this year? I had been getting sign-on refreshers since I started five years ago. I haven’t got my white sheet yet, but I don’t see anything in UBS.

How are comp statements and bonuses looking this year?

Also, I am assuming it varies by geography, is that included.

Thank you.

Does Devon give stock to everyone. Anyone?

What’s everyone getting? Checked the benefits life insurance update and only getting under 1% this year. JG5 Canada

New CEO's compensation package was just detailed in an 8-K filing: base salary of CAD 1.2 million with USD 7 million long-term incentive plan (70% PSUs, 30% RSUs - vests Sep 2029):
Target Bonus: CAD 1.62 million
Sign-on Options: USD $2 million
Sign-on RSU: USD $2 million
Total Target Direct Pay: ~ 13.8 million (sum of 1st year salary, bonus and all equity grants)

I’m an ISAE2, and our pay was cut to $19.61/hour with a 50/50 quota plan. This company keeps moving backward.

I hope salary folks are watching the offer Marathon is proposing to hourly people.

USW/NOBP CONTRACT UPDATE 2/1/26
Well folks, the situation is definitely not great. Here is the latest:
4yr contract
4%, 3.5%, 3.5%, 4%
$2500 signing bonus
No COLA (Cost of Living Allowance)
No shift differential increase
80/20 medical (same as current)
No retrogression.
No vacation increases.
No retirement medical assistance.
No Al protection.

This should be an eye opener of what salaried employees can expect to lose also. When you “volunteer” to go work strike duty, you can thank yourself for low pay increases and adding 10-15 years to your career when they take your retirement insurance away.

Skeletor gave himself 61 million dollars for his compensation package this year.

I'm sure that will trickle down to all of us, right?

Right?

Heard from my manager at least in Atlanta office that the manager above are not getting any increments this year - it will only for manager and below it will be capped at 3%

Do you folks in the US get another PS lump sum in addition to the Dec bonus? Is everyone entitled to it? How much do u normally get?

ok news is layoff coming mid end feb

sales structures changing west getting more territories vs east

waiting for q4 attainment results before final movment

sum sales managers being replaced

new sales engr model coming based on how lazy the sales engr has been

20-30 sales ppl being hired many others being refreshed means fire then rehire at lower OTE is the goal. norlin is trying to save 50-75k per salesperson OTE by hiring new younger generation sales persons

To be honest it’s a shame how our leadership is approaching AI. AI truly has the capacity to make healthcare better but leadership just uses it as an excuse to nickel and dime employees. We are constantly forced to justify ourselves as to why something can’t be done with AI. As such there is zero real enthusiasm around AI and there is no real incentive to actually use it as you are just taking on more responsibilities without any compensation. How about instead of using ai as an excuse to layoff 20% of the company, we take care of our own and reward people for being more productive with AI. Nobody in leadership at this company actually knows how to lead
and they are completely lacking in the qualities that make a leader.

Anyone else an IC3 or IC4 got a severance? Curious. I heard 2 months…

Just met with the boss to go over my raise. Just curious to see what everyone else is getting. I got 2% raise as an hourly employee, a meets on my annual review and my department does not offer bonuses. Located in Arizona.

I’m sure we are all excited about the pending 3.6% raise for those at the top. Company talks about our high profits and then nothing.

I was laid off with the Dec 19 crew. I got an RSU payout on Jan 20, another one on Jan 27, and then the last one on Jan 29 (yesterday). The first two were paid out to my Fidelity Individual account in cash. The last one was paid in VZ stock though. Anyone know why the last one was in stock?

Every time I bring up the topic of a raise with my boss, it gets dismissed. Meanwhile, the cost of living continues to INFLATE, and I’m struggling to make ends meet at home. I’ve been actively searching for other jobs. Applying to jobs every single day but all I’ve received so far are rejections.

In light of the new total rewards framework, is it now better to be T3 or T4?

Don't spend it all in one place. Lead with compassion like I do.

We are being told if you are a 3 or a 4 this year for your merit increase expect somewhere from a 0-1%, what kind of a joke is this company (doesn’t even cover inflation here in Texas) yet they give those a*holes at the top millions of dollars in bonuses…

RRP somewhere in the realm of 70%, this company expects you to put in 100% effort while paying you pennies, are we in China? So my advice to everyone, milk your job and do the bare minimum.

were bonus numbers flat to last year ?

For those who were laid off, condolences. Don't sign anything without examining it carefully or, if you think appropriate, have an attorney review it. For those with long careers, please invoke the Rule of 70 when discussing your severance. It has to do with compensating tenured employees close to retirement age. Whether they honor it or not, it will give them something to consider if it keeps coming up. Be kind to yourselves. When reviewing your resume, make sure that it is in an ATS friendly format, this will make sure that any AI tools being used to filter resumes will see it and forward it for review. Apply for unemployment too. Remember, none of this was your fault. It will continue to happen to those still left on the field. It ain't over.

Does anyone know what the collective pay packages including base pay, incentive comp, deferred comp, and perks collectively on the ELC ? How about the main Board of Directors ? How much do they make ?

Just got told I have to quote all my channel deals related to my account.

Here is the funny part. No raise. What is this?

Hi, my friend joined the firm in the middle of the year and she didn’t get a merit increase. Is that common practice at the firm? I read that some people at the firm didn’t get any merit increase either.

How do you find the pay range for your role should be and what your target bonus is? I used to be able to look up any roles for hire with same title, but currently no roles with my job title are available.

BM: We had a best quarter and best year!

WTF..worst pay hike, bonus and RSU’s ever. Where the money going?