#compensation

Legit said the pay was under market, that the raises I am stating are "best case" are far below market for role, and that nominal cash bonuses with zero equity upside mean: "we aren't paying to keep you or grow you."

This was the UHG CoPilot, not some outside source. Our leaders told us to use AI for professional development and job work, and wow! LOL

0% for managers in many groups. Fully met but 0% and lower Sti's than last year. Great year numbers wise in these groups. What's going on? They said they didn't have enough money and had to take care of people. Is it the $2M they had to give the guy who couldn't start . . . what a joke! We are tired of beating goals and getting 0.

Very few job title bands. So I’m hoping when a promotion finally happens the pay rise is in the larger side. Is this true?

Raise %:
Bonus %:

Scentsy, a fragrance company, announced new layoffs. The company eliminated 11% of its total workforce. This decision is part of thoughtful adjustments to its organizational structure. Impacted employees were offered a compensation package. Scentsy also conducted a round of layoffs in April 2025.

Meridian, Idaho

https://www.ktvb.com/article/news/local/meridian-based-company-scentsy-announces-layoffs/277-a9f6939a-5843-424b-9e51-adec8a7f6216

Those who have had their pay rose discussions, how are the %s?

so, I got totally 4.5%, and I got 1.5% beyond structural raise of 3%.
below average?

2.25 % here. It su-ks but I’m wondering if that’s the amount most people get.

Working on a large deal? Oh well, come 4/1 that opportunity is gone. Have a large customer base to flip and keep steady commissions in place? Not anymore and no salary increase or draw to compensate during the transition… Tell me RB wants reps to quit without telling me… disappointed in what Xerox has turned in to.

The uplifts were supposed to be in the March pay.

Has anybody heard from Raul and his gang of liars?

What's with some people getting 3% and others getting 3.5% for same grade ?

How did everyone fare?

anyone else’s Lexmark counterparts receive bonuses? when us Xerox folks found out morale dropped a lot… we didn’t get bonuses, just the Lexmark folks.

No, not at Truist of course.
After two consecutive years of $0 bonus at Truist I'm happy to report that the bank I am now with is giving me a 5-figure bonus + 4% raise (and I've only been here 6-months). Would have never happened at TFC!
Cheers to greener pastures.

anyone else think this trimester update is stupid? the behavioral model is just word soup. how about talking about why our 401k profit sharing contribution was so low?

I have to say despite knowing I'll be downvoted into oblivion, this place is fine. Good pay, decent work. If you're miserable here, you'd probably be miserable anywhere.

So I guess this is my first taste of corporate life. Getting no merit increase because of a promotion.

Schwab really does know how to take care of their employees.

Bonus payout was good but anyone else get laughable salary adjustment?

I have worked at the bank since 2014. Several years ago I received a promotion to Sr. Lead Analytic Consultant. The raise that went with that promotion put me above the lower limits by just a couple thousand dollars. Currently that role is posting for $139K - $239K per year. After my increase this year I am still making below the lower limit. Is this normal? Are others experiencing this same issue? For background, I have been 'Meets' consistently over the last couple years but never missed an SLA or Training assignment.

I’m hearing stories of some colleagues across the business receiving contractual bonuses and some not, even though they are in the same position. Does anyone have any info on this? I imagine it was due to different LOB’s now being merged but seems slightly unfair?

Anyone hear anything?

I talked to a coworker recently who said the pay increases in the past were retroactively paid out, going back to the beginning of the year. Is that true?

Does anyone know where to find our bonus payslip for this Friday? I’d like to see the actual amount and there’s nothing on Workday - of course.

While I understand the rationale from a Corporate Accounting perspective, as am Employee, these really suk. The price always goes down when they vest, so I end up earning less. My whole income stream (salary) it tied to this place, I do not need more exposure to an organization I have absolutely no say nor control in. Just give us ca$h, please. Also overcomplicates my Tax Filing. Ca$h is way easier. Please make RSUs go away.

I'm already an I-7 and I have no RSU as part of my comp. Which I levels get RSUs and how much ?

Is 3% the standard compensation this year?

Offer full retirement earlier and get the higher salaries off the books. Better to pay full retirement pay than full salary.

Commission upgrade for sales representatives and assistant managers. Thoughts?

Anyone know their salary, bonus, promote or layoff already?

How did everyone fare? I got a 2.7% merit increase and 105% bonus. High band 4

How did everyone do? I received 3% merit and 90% of AIP.

Got my compensation letter today. I didn't expect anything great, but a 2% increase is disappointing; it doesn't even cover inflation. And the bonus has dropped so much from previous years, it gives you no motivation to go out of your way and 'exceed expectations' anymore. It seems like it doesn't really matter, since you're at the company's mercy and whatever they decide to give your department.

Definitely looking for a new job, outside the business. In the meantime, just doing my job exactly as specified, no more, no less. Not going out of my way anymore, thats for sure...

Work harder, no merit, no bonuses. Not to worry though, Chief Clown Steve and the band of merry pirates continue to raid the cupboards for any and all $$ they can pull out

We would have needed an 8% increase this year to match how far behind increases are compared to SSA COLA over the last 5 years.

If it feels likes like you are making less, it’s because you are.

Guess we should all work 5.68% less hours to keep up with deflated salaries.

Any effect with performance reviews?
Is elevate sap it worth for t4 or t5?

Is the payout usually below the full target? Company prioritizes full payout for current employee only?

My leadership has indicated new comp plan training will be coming in the next weeks, implemented as soon as April. Haven’t heard any more details besides this.
Anyone have any more information on this? This will be my fourth comp plan. Besides the move from team commission, usually comp plans are incentivizes to increase Verizon revenue while making it harder for employees to make money.

Curious based on how bad foods and drinks bonus % are. How did corporate do?