#compensation

Pretty safe assumption I think that bonuses will be down 20%+ on average? Mine has been down annually the last few years anyway rates exceeds/exceeds…now they actually have a legitimate excuse with the fine and stock price imploding again

We all made Medtronic the MedTech juggernaut it is today and it’s our time for reparations.

If Blackbaud expects employees to depend exclusively on its paycheck, it should be prepared to answer a straightforward question: What responsibility is it willing to accept for the financial security it demands employees surrender elsewhere?

For employees unfamiliar with the exclusivity policy, go look it up on the HUB. Read the wording and consider what it means for your ability to support yourself and your household.

Because exclusivity has a price. A company should not get to demand it simply by putting a prohibition in an employee handbook.

People take second jobs for reasons that deserve more respect than suspicion. They have mortgages, medical bills, dependents, debt, and emergencies. Sometimes a second income is the difference between making progress and falling behind. Calling that a loyalty problem is an extraordinarily convenient way to avoid discussing whether one paycheck is enough.

Blackbaud has every reason to protect confidential information, prevent actual conflicts of interest, and require employees to perform the work they are paid to do. Those concerns justify specific, proportionate rules. They do not justify a sweeping claim over an employee’s ability to earn a living outside their working hours.

An employment agreement purchases labor under agreed conditions. It should not purchase veto power over someone’s entire economic life.

The imbalance is glaring. A company can spread its financial risk across customers, investments, and business opportunities. Under a blanket exclusivity policy, employees are expected to concentrate their livelihood in a single employer—and absorb the consequences if that arrangement stops meeting their needs.

Where is the reciprocal commitment? Does exclusivity come with guaranteed employment? Compensation that adjusts to an employee’s actual financial obligations? A promise that the company will cover the shortfall when an unexpected medical bill arrives?

Without a meaningful commitment in return, the message is brutally simple: your financial vulnerability is your responsibility, but your efforts to reduce it require our permission.

That is a remarkably self-serving definition of loyalty.

For someone already working full time and still struggling, a second job represents additional effort, lost evenings, and less rest. Punishing that person for trying to stabilize their household adds corporate discipline to an already exhausting situation. It treats financial survival as misconduct.

A sensible policy would address demonstrable problems: conflicting schedules, misuse of company resources, compromised confidentiality, or failures to meet job expectations. Judge employees by their performance and conduct. Require a concrete business reason before restricting what they do with their own time.

Blackbaud should be able to explain precisely what harm a restriction prevents. “We expect exclusivity” is a demand, not an explanation.

If a company wants to be an employee’s only source of earned income, it should make that dependence worth accepting. It should not simply forbid the alternatives and leave the employee to figure out the bills.

It was stated on today's All Company Gaslight that pools for raises and bonuses are expected to be larger this year and that that should benefit those at the lower grade levels especially.

It was also said that the number of remote roles no longer supports the needs of our customer base.

Subtext:

1) The largest population of remote workers are those at the lower grade levels. They should expect to be sent back to the office in 2027.

2) Percentage wise, increases for those earning less are going to be lower and therefore the company prefers to pay those than to pay those who are at higher levels with larger salaries.

3) Those at lower grade levels will receive higher raises and bonuses than usual as an attempt to keep them from quitting when RTO comes for them.

4) To help cover the cost of those higher raises and bonuses for employees at lower levels, those of us in higher levels with larger salaries should expect to receive little to nothing.

Most employees will be left holding their worthless Equity bonuses for next 2 to 3 years which is one way for sc--wing them up.

Heard there were salary freezes starting 11/1?

Any news on salary treatment?

It’s clear that if you work for WTS you have been lied to. The idea that they want to grow the company with you, WTS, couldn’t be farther from the truth. The truth is all of the money and investments from CUSA are in the PPS and Enterprise divisions.

Did you know the company is creating new Enterprise sales roles with a starting salary of $80k? Look for yourself. How does that make the rep who has worked for WTS making $55k feel? As a WTS rep are you too wondering where the Q4 promotions are that will help you financially? Not there. Well why would they be if they don’t care about the future of WTS. They have you on the cheap right now and don’t need you moving forward so why not save a couple bucks?

Last but not least, our company is being run by two individuals that could retire tomorrow (oh and they will). Don’t think that MO and MM are on contracts simply to see this division through until they could shut down WTS and push retail to the dealerships. Don’t let MO lie to your face when he tells you that he needs you. It’s a big fat lie.

I heard that your rating has a merit range tied to it and getting an exceeds could affect you more negatively than a meets dollar-wise. I'm trying to understand how that even works.

And how do the calibration sessions work? Can a team of 10 only have 1 exceeds and has to have 1 not meets?

Maybe Elevance should just increase merits to account for COL increases instead of asking other associates to help pay other associates bills. The timing of this is suspicious considering the huge increases in Health Insurance premiums. Elevance su-ks. Are they going to be like Amazon where a large portion are getting government assistance because Amazon can’t pay a living wage?

Under the Fair Labor Standards Act (FLSA), on-call time is considered compensable work time if the employee is "engaged to wait"—meaning their freedom is so heavily restricted that they cannot use the time for their own purposes.

The employee must remain physically on the employer’s premises or very close by.

The employee must respond to calls within a matter of minutes or face severe penalties.

Geographical, activity, or consumption restrictions prevent them from living their life freely (such as not being able to leave the house, run errands, or drink alcohol).

Any time the employee is actually dispatched or actively responding to a call must always be paid.

Conducting meetings to discuss who is on-call and not compensating them is against the law.

We need new President and VPs. Time they paid employees properly, leaders capable of focussing on growth instead of constant cuts.
10 years of this old Management has failed DXC, new leaders required people are fed up.

Hello All,

I keep wondering how the company culture gets worse and worse by the day but the unfiltered scores keep getting better every quarter. Are the people that are worried about SAP's future and upcoming layoffs really in the minority? Every LoB is now spewing propaganda that the executive board turned the ship around and that SAP is one of the best places to work and all that. I can see this propaganda leading up to the eventual hikes in executive bonuses and then the usual excuses that there is no money to pay a 100% employee bonus or decent salary increments.

What prompted so many employees to vote such high scores in unfiltered?

Results are in , ttus.
72 percent participation. I was the other 28 percent that didn't bother with the garbage.

80 percent are happy and plan to stay and recommend USBank as a great employer.

Top topic was compensation.

RTO is no longer important to UsBank employees as we are all happy to drive 3 hours a day to sit in cube, talking to other team members on Team.

The Results must be run by same people in White. House or North Korea where everyone is happy with dear Ole Leaders aka MC

HR said they were going to simplify tiles but are only making things more confusing by adding in data science as a new title and in the same breath removing senior or demoting principal to senior. Our team now has multiple different roles for what was two analyst roles before. Are they doing this to allow for our pay to be capped or frozen? Or just wanting to make things more confusing for the sake of it?

Traditional white collar jobs are being transitioned to AI roles without the premium pay. They started by asking people to use AI for presentations, reports, notes but now they want people to use it to automate their job to eventually put themselves out of a job. Two issues here. Demand a pay raise NOW. Ask HR to adjust your salary to AI adjacent roles in the workforce

https://www.gadgetreview.com/the-ai-layoff-experiment-is-backfiring-and-companies-are-quietly-rehiring-humans

Nearly 19% of U.S. workers report being replaced by AI and later rehired.
Thirty-two percent of organizations that dismissed AI-replaced workers had to rehire staff.
Returning workers demand pay raises, job-security guarantees, and AI transparency before agreeing to come back.

Survey data from SHL, Orgvue, and Challenger, Gray & Christmas document an emerging reversal pattern and its costs. The findings suggest some employers may have reversed or reconsidered AI-related workforce cuts sooner than expected. SHL, a talent assessment firm, has identified what it calls “AI rebounding”: employees replaced by AI who are subsequently asked to return by the same employer.

"AI Rebounding" new buzzword term #1462242432 .... LOL ... id--t MBA's with FOMO wrecking their workforce. COOOOLLLL

If you've been laid off, how long were you out of work before finding another position? Did you end up making less, about the same, or more money?

Full disclosure. I was let go with project star a few years ago. Used to check the site from time to time. Just stumbled back across it. Curious. Has much changed at Truist? How are things there now? I was mad when let go but landed and make a lot more money now than I ever did at Truist and am much happier. Curious about those who stayed behind or soldier on.

Is this the usual excuse here?

The Q3 earnings results say that corporate expenses are up $100 million primarily due to incentive compensation. Who is getting incentive compensation?

Did anyone realize this is our last stock together as a company and its being paid out over the next several years! Rather than being straightforward they send some BS email that we getting it but yet we cant withdraw it now i see why all these leaders leaving like flies lol honestly being a manager now a days is not even worth it anymore all the stress and pressure

I took early retirement last year. During my time at Humana, I was always amazed by the number of lazy and preoccupied coworkers. Despite their constant smartphone scanning, long lunches and inevitable coffee runs, the work always got done.

This was especially true in the tower, where “the help” would always swoop in to tidy up the loose ends. All the world was their stage as they strolled across the check-bouncing salaries of those who kept them afloat.

Give them credit. They know how to play the game; some to the seven-figure level. It’s a different and lucrative brand of intelligence.

I just always wondered how they sleep.

HSA HDHP is 22% more money out of my paycheck compared to last year.

HSA HDHP $600 company contribution hasn't increased for at least a decade.

Industry standard is over $700 for HSA HDHP's for anyone....and $600 is what they offer their own employees?

Absolutely disgusting.

I'm shopping around or opting out of coverage. This is ridiculous.

I spent too long expecting things to improve internally, but the better opportunities seemed to go to a select few. Once I moved on, I got a $30,000 pay increase and finally had access to more challenging work. If you're feeling stuck, start comparing what other companies have to offer instead of assuming another internal opportunity will come along.

Yes, the job market is not ideal, but I don't know anybody who didn't have a job within three months. Plus, leaving Citi can only bring you better pay, benefits, and culture. Being laid off is a win at this point.

We keep talking about the results we have like I have a vested interest in our company performing. I’m band 5 and my stock grant is relatively low if we’re being honest and it’s even less now that it’s been kicked out to 4 year vesting instead of 3. If I have no interest in this company’s performance, then neither does the band six and definitely not the 7 and below. This is a band 4 and above ownership model. Where band 5 pretend to care.

For those impacted, RSUs will continue to vest for 90 days after termination. So those with Feb/Mar vesting dates will have 2027 shares vested.

And 1.2-1.4 bonus?

https://fortune.com/article/why-did-us-workers-just-take-home-smallest-share-of-capital-since-1947-lowest-ever-recorded/

What do CEOs and Presidents and other executives do to earn their huge salaries and bonuses? Just always wondered why?

Layoffs cheated employee of $1 million in company stock.

Listen closely to the earnings call and the interview after for employees posted on the intranet. When DW talks about raising the dividend slowly because the future is uncertain the same thinking is applied to employee compensation. We can go years with record oil prices and profits and not see raises because they will say something like “but oil could go back to $30 a barrel so we have to plan for that”

They're kidding right? Just another opportunity to spin fantasies about what they do all day. Everyone else is doing the actual work of meeting clients where they are, solving problems and in doing so efficiently, retain their business. No bonus for those who do, though. Only the big decision makers who move the business get those bonus checks. So, that is what they move, more money to themselves while others are laid off.

I saw a belk market tiktok today about how they are now doing sth. They demoted me months ago from Omni lead because markets weren't doing sth anymore. I now work at a job making almost double doing operations supervision. So I guess thanks Belk for that. But leadership needs to get it together. Your management didn't know what was going on.

Bad Q3, sounds like a market surprise, down 50% after the earnings were announced, that indicates that the market was surprised and doesn't buy the prior "things are great" talk track. Biggest investor Starteepo issued a public letter essentially denouncing the the CEO and Board, wonder if Starteepo will buy a few more shares and dump the CEO and board? In retrospect, it sounds bizarre that the CEO hinted at raises in August after telling everyone how great Q2 was, but he needed to wait (??) and then Q3 is a disaster? The CEO keeps communicating that he's all about simplification and empowerment and then adds multiple layers of SVP's on up (???) and then announces that he needs to personally approve any hotel stay or rental car? Hey, if you are reaching that deep, why not try to address the salesforce not getting paid commissions on time. The company is losing confidence in him when he reaches down so deep, Ii reinforces that he can't pick the best leaders, and manage the larger priorities.

Was anyone given rationale on the “standard criteria” used to make layoff decisions? Was it performance? Compensation?

Trying to understand my role in my position being eliminated after nearly a decade as a CC.

50% the people around here spend their days sitting in airconditioned offices drinking free coffee, sittn in meetings about other meetings and moving numbers around in excel. all while collecting 6-figure salaries.

yet everyone is miserable because the guy down the hall makes $100k or $500k more. so what?? bob makes $350k doing practically nothing and you make $250k doing practically nothing. you're BOTH doing fine.

meanwhile there are people working outside in 100-degree heat making a fraction of that. i'm not saying dell is perfect (far, far, far from it). but some of you have turned one of the cushiest gigs imaginable into a personal tragedy because someone else got a bigger bonus or a better ranking or some exec has a plane.

maybe, just maybe, the job isn't nearly as bad as you think. maybe you've just gotten so comfortable that you've run out of real problems... and aparently bob getting promoted is now your biggest one.