#compensation

I currently have a strong job offer outside of Target (roughly a 20% raise). I work in Supply Chain in HQ. I’m having a hard time deciding if I should just stick it out through this hard period or if I should leave. It’s with a well established Fortune 500 company here in the Twin Cities. How would you evaluate this with Target’s potential in the future? I’m afraid to jump.

My manager just told me they had Copilot write the year end reviews for all of their employees.. Is this the glorious future we've all been waiting for? Our performance and raise dependent on AI?

Just wait when the low low merit comes and the lowest AIP you have ever seen get communicated. Wont be long

Because first we had to spend it on penalty.
Next year, because we had to spend it on restructuring.
Next year, because we were not done with restructuring yet.
Next year, because it was tough year.
Next year, because we need to restructure again.
This year, because we URGENTLY NEED A NEW LOGO and another AI bull...

This is comedy gold

Xerox Holdings Corp (NASDAQ:XRX) announced the appointment of Chuck Butler as chief financial officer, effective December 3, 2025. The company disclosed the executive change and related compensation adjustments in a statement filed with the Securities and Exchange Commission.

In connection with his promotion, Butler’s annual base salary will increase from $500,000 to $550,000. His target annual bonus under the company’s Management Incentive Plan will also rise from 80% to 100% of his base salary. Butler will be eligible for a long-term incentive award in the 2026 annual cycle, with a target grant date fair value of $2 million, and may receive additional long-term incentive awards in future years, subject to board approval.

Butler will receive a monthly housing allowance for 12 months, not to exceed $70,000 in total, and will continue to participate in Xerox’s benefit plans, including executive financial planning assistance and other executive benefit programs.

The filing also states that Butler may enter into a change in control severance agreement with Xerox Holdings. If a change in control occurs before December 31, 2026, and Butler’s employment is terminated without cause or he resigns for good reason within 24 months following the change in control, he will be entitled to a lump sum cash payment equal to two times the sum of his annual base salary and target bonus, as well as continued medical, dental, and vision coverage at active employee rates for up to 18 months, subject to certain conditions.

I’m pushing back with HR. I’m fine taking on the work of the slackers we kicked to the curb, but you’re gonna pay me!

Any thoughts on what the payout will be for 2025?
I can imagine that the targets are made more difficult for 2026 to save money
Also can foresee the end of the LTI and other non contractual benefits

After 10 years with UHC I finally called it quits over a month ago. It's been the most relieving feeling I have ever felt, seriously no lie! The constant changes, being chastised by a big headed manager who did not take accountability for her own faults, and exceeding expectations on MAP review but never reaping the benefits from it. The job that I am at now I make 1.20 less an hour but still make more, make it make sense...where was all my money going. Also my health insurance is so much cheaper and better, I never understood that? Run don't walk if you can, find something that works better for you and your family and also better for you financially.

They aren't going to let up.

Let the decreasing 401k match be a clue as to how RRP and Merit funding will be this year.

By decreasing the 401k match by 1%, they on average TOOK $1,000 dollars from a UHG employee making contributions. Compound that $1,000 over ten years and you're at $15,000 that the company took from you. Now do that every single year. They will keep bending us over and you're a su---r if keep giving this company anything more than 10% of your effort because they sure as heck aren't giving you anything

Trying to understand why my bond wasn’t 100%

Saw the email come through. So our employer match is decreasing. This is ridiculous.

Layoffs, lean projects, slow attrition, all of it stretching into FY26. Budgets are down across teams, and even if you survive the cuts, raises and bonuses are going to be miniscule or won't even happen. Being kept on doesn’t mean things look brighter for any of us.

No increase in VSPP offering!???

Same company, different pay plans. This won't last, right?

0.5% raise AFTER being an exceptional performer????

I got much higher raise when I was SP last year.

Yes the higher bonus was something I expected.

But negligible increment seems like a strategy to keep employee on their toes and live in uncertainty about their future bonus.

My manager seems to be the biggest snake, how the he-l does base pay raise work????

When I was a supervisor they would do training and tell us who was in the salty benchmark. It was different companies for employee and executive compensation. Anyone have the lists of companies?

I know you are out there. What changes are they making to how comp reviews are done in January? I noticed HR didn't update the comp ranges this year, those ranges that show the min, mid, max. Those are usually done by now.

Curious if anyone got their performance review yet and if you noticed any differences this year? Also hearing they are changing our comp.

Way to change the rules and reward at the end of the game

did anyone receive RSU's after layoffs? In my final letter, they haven't mentioned anything specifically about RSU's but on my etrrade it shows RSU vesting pending.

How much is the average connection award for top 30%?

I don't understand. Will we see changes to commission-based employees next fiscal?

are folks that get severance supposed to talk about what they got if it's a more generous payout than what the policy allows (2 weeks for every year)? do fired employees get severance? Has anyone heard of such a thing?

New Role made up for Chief Digi officer Russell Jokes, where to they make these up, and a remarketing colour for the logo.

Another millionaire on the board, and millions wasted following on from Mary. Nobody knows who DXC are.

Full article pasted below.

https://www.chicagobusiness.com/health-care/hcsc-top-execs-got-big-raises-2024-despite-income-drop

Top executives at Health Care Service Corp. received hefty raises, including multimillion bonuses, in 2024 despite a 54% drop in net income for the parent of Illinois' largest health insurer, Blue Cross & Blue Shield of Illinois.
CEO Maurice Smith earned $34.4 million, a 23% increase from the previous year's total compensation of nearly $28 million, according to financial records obtained by Crain's through a Freedom of Information Act request. Smith's salary in 2024 dropped by $161,000, but he pulled in nearly $33 million in bonuses. The double-digit pay raise in 2024 followed a 26% raise from 2022 to 2023.
The raises, which are in line with traditional hikes in salary and bonuses at Chicago-based HCSC, came at a time when insurance premiums were skyrocketing and health care costs continued a decades-long escalation.
The pay hikes also came during a year in which HCSC recorded an increase in total revenue from $54 billion in 2023 to $62.8 billion in 2024. However, the company saw its own benefit expenses and administrative expenses rise and its insurance underwriting post a loss of $572 million dollars, compared with a gain from underwriting in 2023 of more than $1 billion. All that led to net income of $659 million, down 54% from the $1.445 billion in net income in 2023.
Smith's compensation eclipses his counterparts at publicly traded, nationwide health insurers.
The average CEO compensation across seven leading companies in 2024 amounted to $20.9 million, up 1% compared with 2023, Crain's sister brand Modern Healthcare reported.
Total compensation increased for the chief executives of UnitedHealth Group, Cigna, Centene and Molina Healthcare, while it declined for the CEOs of CVS Health, Elevance Health and Humana, according to filings with the U.S. Securities & Exchange Commission.
UnitedHealth Group CEO Andrew Witty led the pack with $26.3 million in compensation. His compensation rose 11.9%. Cigna President, CEO and Chair David Cordani and Centene CEO Sarah London saw double-digit percentage increases in their total pay to $23.3 million and $20.6 million, respectively.
The 10 highest-paid employees at HCSC received a combined $104 million in 2024, up about 17% from 2023.

i have been working in canada location for more than 3 years and a half but i have not got any salary increase or promotion yet. And unlike previous years, HR has not sent out an email regarding those topics. Anyone knows what's going on?

In 1914, unskilled Ford workers were paid $5 a day for a six-day workweek — totaling $1,560/year, roughly 75 ounces of gold at the time. Today, with gold at about $4,210 per ounce, that same 75 ounces would be worth over $317,000. Meanwhile, the median U.S. worker earns ~$62,000 — just 20% of the 1914 real wage. A century ago, a basic wage meant real security; now it’s daily struggle. The system is criminal.

Got an annual raise of 1.3% as a TDGUS employee. U.S. inflation is probably in the 2.5-3.0% range next year (~2.9% for 2025?) - so I'm effectively getting a pay cut. Why does the bank think this is OK to do? I like working here, love my work, and enjoy collaborating with my coworkers. Rated middle of the pack - I'm not expecting a crazy raise or anything - but at this rate I will have to start looking for another role inside or outside the bank just to keep up with the cost of living. It's just depressing that to see $hit like this...

New to Optum this year. No idea what to expect for a bonus. Target is 15%. Any leaders willing to share their thoughts on what I should expect so I’m not disappointed?

Poor Raises, Poor Severance, No Upward Mobility, Cafeteria Style Seating for Your Workday, Garbage Stock Price

Job Well Done John Stankey
Recent Warner Brother Sale to Netflix is another glaring Bat Signal, Exclamation Point, Nail in the Coffin at your utter buffoonery in running an Organization.
At a bare bones lowball minimum(aka what you sell assets for Stankey Style) you have cost shareholders $100B in equity value. At an absolute ceiling(what you buy assets for Stankey Style) you have cost shareholders $250B in your career as an Executive at ATT. You get played like a fiddle at the poker table time and time again but of course it is with other people's money and lives. Total failure in the business world.

People are talking about this but I highly doubt there's any truth to it. Can anybody confirm something like this is in the works?

No difference between SP and EP really. Got EP this year and received same number of shares, bonus is an extra 1k and pay increase extra 1 %. Cr-p!

Pay rises ? Anyone heard or will it be a company wide no increases for 26

https://www.bls.gov/data/inflation_calculator.htm

I just found out that my salary basically stays the same for the past 6 years. How's yours?

How does a company the size of AT&T completely fu-k up the final compensation checks for the employees they just laid off? Overpayment, underpayment, it is complete chaos & they simply don't give a sh-t. It's the holiday season. Mortgage still has to get paid.

I received four separate pay stubs and none of them match my direct deposits.

Plus, my supervisor had no clue on process so I am getting requests to complete tasks that should have been done before they walked me out the door.

AT&T can't get anything right.

The quarterly earnings release is a good place to check for numbers. You can find it online. Q4 is obviously not available yet; these are from the Q3 report:

• Compensation, benefits, and related costs in Q3 2025 of $632.5 million decreased […] $16.3 million from Q2 2025. The decrease compared to Q2 2025 was primarily driven by lower salaries and benefits, reflecting a decrease in average headcount of 1.9%. Long-term incentive compensation expense also declined due to higher forfeitures. These impacts were partially offset by a higher bonus accrual. The firm employed 7,830 associates at September 30, 2025, a decrease of […] 2.9% from 8,063 associates at June 30, 2025.
• The restructuring charge in Q3 2025 of $28.5 million reflects compensation costs, primarily severance, incurred in connection with the July workforce action.

Anybody willing to share their base salary? Personally CL 28 upstream, ~$325k, yee 25.

http://cwa1103.org/?zone=/unionactive/view_article.cfm&HomeID=978535