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Just wow. I was displaced (last day of employment was 12/26/25). Unused PTO payout is due the last day of employment. WF did not make that final payment. When I called, HR Service Center the automated message says payment will be made Jan 30th??? WTH?! Will that include interest?
Lousy and incompetent!
Anyone with an employee discount receive notification of a credit due to the outage. I tried customer service but gave up after being on hold forever. I’m going to guess that BZ will somehow deny us a credit for some reason they can’t justify.
Hello-
I'm lucky enough to have found myself another opportunity and trying to determine what is the last date I need to be employed to get my bonus.
So, for people that have now stepped into new roles because of the layoffs and people that left, are we getting salary adjustments? does anyone have any insight on this? or are we just "lucky to have a job" and are supposed to shut up and take it?
Found out that I am being paid less than another person on my team that is lower in title and has a lot less experience than me. Pay based on experience and salary bands are a joke
Lol. This company is complete dog sh-t. They don't want to look bad with layoffs so instead they point a g-n at you to take the new initiative or see 0% of your commission unless you hit 70%. Dumped into the ether (MD and his goons pockets).
So if you’re above 110% of midpoint of salary no merit increase?
Anyone else get this? Review was good. I usually get the standard 2% ish. This year, "overridden" by upper management (whomever that is), down to zero percent. No PIP or anything. Just no raise.
Will those laid off still get 2025 bonuses?
Does Humana UR dept pay nurses a weekend premium to work only weekends?
Senior leaders have a certain mindset:
Anything else to add? Who are the worst leaders?
I am really happy today and grateful for being in this place at the right time. I have hit the 1 million dollar net worth because of the stock surge as a Staff Engineer with 5 years of experience.
Bonjour les amis.
Ever since the original post on 12/3 and the news attention that followed, there has been an influx of bad faith posters (executive leadership) on every subsequent post addressing the RTO situation. I wanted to take this opportunity to organize and present my fellow employees with some facts about PNC, its leadership, and the financial aspects of this move.
It is no secret that many large corporations have been enforcing RTO mandates as a "soft layoff," hoping that these no-exception policies reduce enough headcount to avoid the potential bad press of an actual RIF. With PNC specifically, there are some additional financial benefits they are kind enough to pass the cost off to you!
Out of the 55,000 people employed by PNC, 11,000 are local to Pittsburgh and its surrounding areas.
They own a large chunk of downtown Pittsburgh between Tower, One PNC, Two PNC, Three PNC (like a Dr. Seuss book of tax evasion!), and Firstside.
Additionally, they own many of the parking garages, which cost nearly $20/day or $180/month, and the food courts ($10 salads, yay!). PNC also receives a kickback due to its role as the primary bank of nearly every business in the area.
Simply put, there is a direct financial incentive for PNC to enforce an RTO mandate on all employees in the Pittsburgh region.
I mean, can you blame them? With the economy the way it is, they must be taking such a loss just supporting our poor souls.
In 2022, total revenue was $20.64 billion; $20.75 billion in 2023; and $20.77 billion in 2024– a 10.77% jump in Q4 of last year alone. Any "loss of productivity due to remote work" is a classroom rumor rather than anything based in fact.
Let's take a look at employee experience. We see a stagnant wage growth with 1-3.5% raises and pitiful bonuses, leaving us poorer year after year as we watch cost of living costs skyrocket; additional stipulations being put on employees to reduce rising through TSR levels; terrible health insurance that costs more out of pocket than any job I have worked in my life for the lowest high-deductible plan; and a worse 401k match and retirement plan than any other bank.
How are our fearless leaders doing? Well, in 2024 (public information disclosed by PNC filings)
William S. Demchak - 23.7 Million
Chairman and Chief Executive Officer
Robert Q. Reilly - 6.8 Million
Exec. VP and Chief Financial Officer
E. William Parsley, III - 7.8 Million
Exec. VP and Chief Operating Officer
Deborah Guild, Exec. - 5.4 Million
VP and Head of Technology
Alexander E. C. Overstrom - 5.3 Million dollars
Exec. VP and Head of Retail Banking
As you can see, they are also struggling to get by.
The question is posed: What is there to be done? Do we just shore up our resumes and start applying elsewhere?
If that is an option for you and it leads to a better life, absolutely. But for those of us that can't nor want to give PNC the satisfaction of a successful soft layoff to compliment their acquisition of First Bank, there is a better way.
Unionization is the only way we will ever take back any control over how this org treats us. Complaints to management fall on deaf ears because at a certain level those complaints will always be drowned out by another multi-million dollar stock option. HR is there to protect the company, not you. They will not give a damn about your life situation or even doctor-recommended accommodation to continue your WFH lifestyle.
Management is getting scared; they are avidly searching for people interacting with this site or posting about the RTO policy online. While you should protect yourself, remind yourself that this fear stems from the effectiveness of unions and the bargaining power that can be gained from a collective.
Don't suffer alone. Don’t fade off quietly as you watch what you have claimed back for yourself and your loved ones be su-ked away by a pointless commute. You do not live to work for these people. You work to live your life. The conversations that have taken place online over the last 2 months have gotten the attention of union organizers for Better Banks.
Copied from an earlier post:
"https://www.thelayoff.com/p/@1f9+1kbjhrba6
Comment: 1f9+1kbjhrba6"
Even for those that do not care about this mandate, I urge you to join your peers and take back the profit of your labor. You have nothing to lose but your chains.
Unionize now, solidarity forever.
As an employee....My medical insurance is more expensive and my prescriptions dr-gs cost much more now in 2026....I am barely getting by now this.....I guess they had to figure out a way to pay Hans and the executives on the backs of the workers....the money has to come from somewhere....now I know why people say eat the rich....so unfair...the rich always get richer at the expense of the average person just trying to get by.
Citi is my first job at a large bank post-grad, so looking for some perspective.
When I joined in August, I didn’t get a sign-on bonus but was offered a “target award” to be paid in February as long as I’m still employed through the end of this month. Two weeks ago, Workday showed an amount under “Target Award”, but I checked today and it’s now blank. Merit Plan= 0.00% , DIRA left blank
My manager also said we’ll be talking about comp today or tomorrow.
Should I be worried about not getting the target award or about job security? Is there a normal reason the DIRA amount would disappear? Also, is this the right time to ask about a salary increase, or does that usually happen after a full year?
Any insight would be appreciated.
I mentioned in another topic how CEOs and the big stakeholders (the owners) are getting more and more ruthless. Nothing will ever make them happy.
Let's look at Citigroup's CEO and her recent internal memo. https://finance.yahoo.com/news/citigroup-ceo-jane-fraser-warns-181918727.html Just look at her tone and cold attitude.
Even though her company's stock is up year over year by a good amount, she is setting the tone for extreme goals, hard accountability, and another 10% cuts in jobs. BUT THEY WERE ALREADY PRODUCING RESULTS!!! But it wasn't enough. It's never enough. I guarantee you they skimped on their compensation numbers. I haven't checked out the citi page on this thelayoff website. I can only imagine.
Sound familiar. CEOs are going the opposite direction of leading with a carrot. It's ruthless, cold, harsh, sociopathic leadership. The owners are never happy. They need more and more growth on top of more and more growth. They own the federal govt, state govts, both parties including maga, and corporate boards and C-suites. The only politicians who are not part of this are called extreme by the billionaires. I suggest you look up how awesome Lena Kahn was. She went after companies during Biden years and boy of boy did they come after her. Look at the names of people who attacked her. At the end of the day, the owners are the enemy here.
You can bet that GK is going to follow her lead. And so will other banks.
I was just told to give my people who got meaningful or meets expectations who were at midpoint a 0% merit increase including hub people, not just remote. A zero. For meeting expectations.
This is the new normal. Slowly getting worse and worse like a frog in a large pot of water getting hotter and hotter. Fu-k this version of corporatism. Other than unions (you all got programmed to hate those), antitrust (break apart monopolies) and regulation (more and more of you are getting programmed to hate that too because it "hurts innovation"), what else can we do? We need a sustainable, healthy form of capitalism where the shareholders do not always get top priority.
The beatings will continue until morale improves.
What is this bs where they lowered our cash bonus but gave a few shares of stock I can’t sell for three years? What a joke.
Does anyone believe their division head pushed RV and the executive committee to provide higher raises this year? No need to name the division head, just name the division. It will be interesting to see if anyone believes their division head pushed for higher raises.
Compensation calls are beginning in APAC region, good luck all
It was just announced that the Teradata ELT, in their infinite wisdom (or more accurately lack of wisdom), decided unanimously to forgo merit increases (salary adjustments) for employees this year so that that money can go to hire new AI-based experts. My guess is that this really means using the money to hire more VPs and SVPs and fund those salaries with raises that should go to existing employees. Never mind that everything keeps going up in cost, and Teradata insists on charging their customers CPI to keep up with inflation. It's pretty obvious that they don't care about your salary keeping up with inflation.
Fresh off the presses: No scorecard this year, company-wide.
The board is about to approve the decision. That means no more numbers, which means they've effectively laid the groundwork for no more guaranteed bonus for all employees YOY.
This is effectively moving towards a distributed model, where you will be judged individually
2026 off to a great start!
Don’t forget to spend your measly little paycheck that doesn’t keep up with inflation on the all NEW BNY (no mellon) Swag vending machine located on floor 3 of Ross Street in PGH. Branded merchandise, whenever you need it :) I hope whoever came up with the idea loses their job, significant other, big toes and cat in the foreseeable future
At least without one right away. Is that something worth considering?
Raise and bonus disappointing again. It is a morale ki-ler considering that just yesterday the bank reported such strong earnings and the stock price. The kicker is that we now have less experienced staff and more work heaped upon us. Welcome to 2026.
When do we get our 2% Pay Rise this year.
Any Mandatory Redundancy planned for this year.
With those great numbers that BM just shared, the bonuses and raises are going to be up significantly. Right?
How much will the % increase be this year?
Will there be additional things?
So, we need to confirm our participation in the VRP before 2025 bonus amounts are decided.
Seems to me that a manager would want to minimize bonus amounts for soon-to-retire employees and bolster those who will remain on.
Does anyone have any insight on how this is handled?
How is UHG handling the 27 paychecks in 2026 for salaried employees?
In the reorg last year every colleague that was not on the Standard pay scale had there job posted at a lower level. Essentially getting your same job back now has you maxed out on pay in the same Grade. Has there actually been any type of an overall pay scale increase besides the meager merit raises which have been taken away from most individuals?
For anyone not aware, it is mandatory that 5% of your bonus will be awarded in shares. Team members will only get told during their meeting. You get a minimum of 2 shares if you can't afford more.
Can anyone explain how this is calculated? E.g. if 5% of your bonus is taken for shares, but that is only enough for say 2.5 shares, how does it work? (What happens to the residual?)
Who is getting retention bonus?
MW lets share these financial results and get the board to vote yes for 2.0 Bonus. It’s the least you could do
I heard a rumor about someone in another department who was about to resign but then decided to stay. They mentioned getting a much better offer from the company to reconsider. Is that something that actually happens here at Exxon? I've never personally known anyone to get a retention offer like that, but I don't see why the guy would lie.
For anyone heading out of HPE or already gone, what pushed you to leave? Was it low pay, shaky job security, benefits, or something else? There are a lot of different frustrations building up, it'd be nice to know which one is in the lead.
Has anyone else landed a new role and been shocked by how much more it paid compared to Cigna? I moved into a similar position and my salary jumped by around $12k without added responsibility. It changed how I look at what I was earning before. Losing that job pushed me into something better.