#compensation

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?

So I got a 3% merit and 13% bonus which was about the same as last year. How about y'all? 👀

I’m trying to figure out how currently WF workforce is split. In December total employees count was about 216000. In January it is already 210000. I wonder what is a percentage US vs India &Co?

The other question is what’s the ration (pay wise). US vs India? It used to be 1:4 but I believe that offshore pays went up.

Final question, now that 2025 numbers were communicated to masses, how many resignations there will be after pay on 2/13 ( true ones not the ones from keyboard warriors)?

Planning on submitting two weeks notice on the 19th, which would mark my last day sometime in March, after bonus gets paid out. Assuming I don’t get let go immediately and work until my last day in March, would I still be paid out my bonus or is it possible that it wouldn’t get paid out? I don’t think they would let me go immediately due to KT sessions, but wasn’t sure how it would work

As pointed out on glassdoor a couple weeks ago {https://www.glassdoor.com/Reviews/Employee-Review-PNC-Financial-Services-Group-E507-RVW102269233.htm} this whole RTO5 will be very expensive for us. Min $20/day parking. If you can find parking. Need to buy a vehicle? Do you have to hire a babysitter? Daycare? Cancel your evening plans because of traffic. None of this RTO5 makes life any easier for us or the public. And let's be real nobody wants to sit in an overcrowded office and listen to other people scream on teams calls all day. I could go on and on. This RTO5 may as well be called a pay cut. And like clockwork there is high certainty the C-level folks will see some sort of compensation boost before end of year. "Hey thanks for agreeing with my RTO policy and fu--ing over our loyal employees. Our board thought it would be nice to offer you a bucket of PNC shares."

#RallyToOppose
#ResistTheOrder
#ReasonToOrganize

How’s comp looking this year?

Could some people post examples of what they’re paid and their grade. I know there’s a big discrepancy and cross over for each grade but would be curious to know as I’ve joined the company recently and want to know if I got low balled.

For those that got an IM or NI, what was your comp discussion like? Any raise and what bonus?

This was my first full year and got IM at year end for basically no reason. Whatever.

• No raise … I’m already paid on the higher end of my title, also located in major hub

• Bonus … same $ as stated in my offer letter, about 15%

Bonus is the same as last year. Anyone else?

Rumors are that the 2026 bonus pool (paid next month) is not fully funded.

Not sure what this means - whole company, specific business units, etc.

How does this compare to previous years?

Any details on bonus?

Well how about that

Has anyone received their merit increase % yet? Trying to see what I should expect.

My non-working notice ends 2/6 but I noticed on upcoming pay slip dated for 1/30 they paid some of my PTO (60 hours). I had 100 hours left when I was displaced in December, and thought I'd accumulate January/February as well. Should I expect another PTO pay out or did something get miscalculated? Everything thread I've seen on this topic mentioned getting PTO payout after your non-working notice ends but I'm seeing it before my notice ends and it's short. Thanks in advance!

Two of my colleagues were affected few years ago and last year. They both got 2% per year they served in the company. It’s that still a thing or it’s changed because I see a lot of post here in the past regarding severance.

Just so people are aware, TI just substantially cut profit sharing for 2026 onward. We all basically got a large pay cut.

Please post your VCIP guesses below. The closest guess gets a pretend pizza party!

Just got an email telling us that we are getting a 1100 cash reward!

Question is, is there going to be a follow-up saying we have to wait 3 years to get it? LOL Also, is this generosity in lieu of getting a raise this year? LOL

Bonus for lead and Senior software engineer?

I have been working at The Bank for over a year now so this is my first time being eligible for a raise. I started in August 2024. Did anybody else not get a raise? I’m trying to understand if it’s just me or is it something that is quite common at The Bank. I’ve never not received a raise at my previous companies. Your input will help. I receive a meets/meets on my annual review

He could put 1 years pay into a high interest account at 4% and generate a huge $268 000. Drum would get more interest in 2 months than most employees get in a years pay. Chris Drum is onto a winner for life, other execs are all laughing at employees when they see there pay each month.

Thank you

Heh?

Soooo, how much was your biggest Dell raise ever? #gold

How is it legal for BK to take the distribution out of your account, yet not credit you the money for 30 days.
So basically BK is holding on to your money, earning interest ? Carrying it as an asset ? For 30 days.

What is the best time for Sabbatical considering YE performance reviews, compensation discussions and bonus decisions

Any VCIP guesses? I’m thinking 120%

When do they discuss year end bonus? Manager already discuss the new comp but not about the year end bonus.

Oh my goodness. I've just been informed that we will not be getting merit or COLA raises if we are eligible for / receive the AIP (Associate Incentive Program) bonus.

WTAF.

Since I'm leaving next month regardless (which nobody needs to know yet, of course), I'd gladly take the layoff package if it meant preventing a cut for a coworker who depends on this income. The management should offer a voluntary option, especially since I'm sure I'm not the only one who'd gladly take it.

Been with the company 10 years and received exceeded a majority of the time (8/10 reviews). To my absolute shock I have received a partially achieved. It looks like bonus payout is anticipated to be around 100% per today’s email - what can I expect for partially achieved? 50%? Lower? Thank you.

Last year, Sam sent out the STI email on Jan 24. I assume Dan is pushing out the announcement though.

Will STI payout still be in mid-Feb as it has been every year?

I noticed that Beauty Merchandisers (previously listed as Cosmetic Stock Associates) used to be full-time, but this week I saw several new Cosmetics Merchandising Associate positions posted as part-time. Are there still full-time beauty merchandisers in stores, or were those roles converted to part-time? Or are these new part-time positions meant to support the full-time staff? Given the responsibility associated with that role compared to the pay. Their compensations should align more with that of a visual captain.

O lost the lawsuit & as EX CA based employee in Support / DEV, I got a surprise check for $$$. Do check your Mail & update if you got a check

Good luck with your Comp discussions. Share details anonymously.

LOB/Place/Band/EOY-Ratings/Pay-Incrase/Bonus

(Ex; GBAM/NY/B3/M-M/+$5K/$11k)

What is the salary increase range for 603 with 3 Strongs? Does it vary by LoB?

Humana 2026 Outlook: Financials, Retention, and Compensation
Company Health & Financials

As of January 2026, Humana is in a "rehab" mode, focusing on a transition from aggressive expansion to profit-focused stability.

• Margins: Targeting a move from 1% to 2% pre-tax margins in Medicare Advantage.

• Market Adjustments: Exited 13 Medicare Advantage markets and 198 counties, impacting approximately 500,000 to 560,000 members.

• Star Ratings: A current headwind, with only 20% of members in 4-star plans or higher, though recovery is expected by 2027.

Employee Retention

• General Sentiment: Humana remains in the top 25% of large companies for retention, though RTO mandates are causing friction.

• Workforce Changes: Implementation of limited layoffs and voluntary early retirement packages to "right-size" the organization.

• CenterWell: Clinical staff show high mission-based satisfaction but report challenges with work-life balance.

RTO, Compensation, and Bonuses

• Return-to-Office (RTO): A 3-day in-office requirement for most corporate roles is leading to turnover in remote-heavy departments like Tech and Admin.

• Compensation: Annual merit increases are averaging 3.0% to 3.2%. "Skill-based pay" offers higher premiums (4-5%) for AI, Actuarial, and Clinical Management roles.

• Bonuses: Performance-Based Incentives (PBI) are now heavily tied to the company's 2% operating margin target and Star Rating recovery.

• Benefits: 2026 updates include eliminated copays for in-network mental health, modular benefit options (e.g., trading perks for HSA contributions), and an emergency savings match program.

Anyone hoping for more than 3-3.5% raises needs to look elsewhere for a job.
Medical likely to go up by 25-50%