#compensation

Our group is going through a re-org and will re-level jobs accordingly. Does bonus change or can you carry all your current comp with you?

Curious what (if any) severance they’ve been giving people during these re-orgs. Is it paid as a lump sum or every 2 weeks like a usual paycheck? Do they give a few weeks/month of benefits so these folks aren’t scrambling for immediate coverage?

Just one more f you. I am thankful to have a lump sum pension of note (30+ yr employee) but I just lost about 35K.

That’s all they care about. People in Mar solutions and other places keep going on about leadership visibility but it’s all about their own pay. They could care less about you

When/If Rif’d, does your severance include at risk commission? Or just standard two week check per year you’ve been with the company?

Saudi Arabia scales back salary premiums for foreign talent, recruiters say

By Rachna Uppal and Federico Maccioni
November 16, 202512:01 AM CST

Summary

Saudi Arabia shifting focus to sectors such as AI, logistics

Salary premiums for foreign recruits reduced amid cost-cutting drive, increased competition

Saudi private sector salaries now comparable to UAE

ABU DHABI, Nov 16 (Reuters) - Saudi firms are scaling back generous salary premiums that once lured top foreign talent into sectors such as construction and manufacturing as the kingdom reins in spending and reorders economic priorities, four recruiters told Reuters.

Saudi Arabia, the world's top oil exporter, is more than halfway through its economic transformation blueprint, known as Vision 2030, aimed at reducing dependence on hydrocarbon income, creating jobs, and expanding industries such as tourism, real estate, mining and financial services.

Indian-origin Howard professor Ronil Hira, a critic of the H-1B visa, explained why U.S. companies favor it. Despite President Trump recently signaling a need for certain foreign talent, the administration imposed a $100,000 fee on H-1B hires, sending mixed messages. Hira noted that many H-1B workers have ordinary skills available domestically, but employers prefer them because they can be paid less and are bound to their employers. While some highly skilled workers do come via H-1B, the program often fills roles for cost and control rather than genuine skill gaps. Hira emphasized that H-1B is a labor policy, not an immigration issue, and criticized its weak worker protections, which make it attractive to Silicon Valley.

https://timesofindia.indiatimes.com/world/us/they-are-controllable-indian-origin-howard-professor-explains-2-reasons-why-us-companies-prefer-h-1bs/articleshow/125350198.cms

Cut pay plans and increase quotas. What kind of talent do you retain? What kind of environment do you foster? You wind up with reps stuffing sales with undiscussed line items. Risking getting fired so they don’t get fired. Makes sense and sounds sustainable!

WayDay was lower than expectations so they have to make the balance sheet up somewhere. Rob Peter to pay Paul.

In recent months, I have had multiple people on my team leave BNY and I am the only person left. Should I finally demand a real raise? 5%+?

Layoff Communication Timeline
• EVP/SVPs: Notified last week
• VPs: Being notified this week
• AVPs/Senior Directors: To be notified next week
• Direct Managers: Will notify impacted employees on 11/20 via phone call only (no WebEx or video)

⸻

Post-Notification Details
• Impacted employees will be removed from payroll on:
• 12/20, 1/20, or 2/20, depending on state notification rules
• After notification:
• No office visits allowed
• Work limited to transition duties only

⸻

Compensation & Benefits
• Bonuses: Paid out at 100% for the year (no proration)
• Accrued vacation: Fully paid out
• Stock awards: Will fully vest at their scheduled times — no loss of stock value
• Unemployment: Eligible, even if listed as “forced retirement”
• Severance:
• 2 weeks per year of service, up to a maximum cap per job band

⸻

Additional Context
• Further layoff rounds expected over the next couple of years
• Current phase involves 20% cost reductions
• Company undergoing major restructuring — work methods and operations will significantly change

Since 2020, Udit Batra’s total compensation at Waters Corporation has grown by about 95%, rising from about $5.7 million in his first year as CEO to more than $11.1 million in 2024.
Batra’s pay is ~132 × the median employee’s compensation, according to Waters’ own proxy disclosures. 

For new hires, the minimum total compensation (for example, a $100k base salary + $100k in RSUs) is locked in for the first four years as stated in the offer letter, but that guarantee expires in the fifth year. When I checked the compensation section on my.company.com, it only showed my $100k base salary and didn’t mention RSUs at all.

Can anyone clarify how total compensation works starting in year five? Will the RSU portion remain the same as the amount listed in the original offer letter, or will it be adjusted based on the current market compensation for my job level and performance?

The company keeps asking us the beginning of every quarter for a show of interest in VSB but then nothing.

SHIW ME THE MONEY!!!!

I guess Managers got around 5K-7K and AM got <4K, others are even lesser

Noticed a huge increase in offsites, townhalls they spend millions on but no decent wage increase/bonuses for the peasants. The offsites are constant now. I’ve never seen this before. All while plotting to cut you job.

I had enough of the mo--ns and the low pay. Right after COVID I got a second job and never looked back. Now i make more than a director and do half as much. I recommend it for everyone. I don't worry about a lousy increase because I still make more than my manager. LOL

For two years straight I have not written mid-year or year-end comments for myself and it’s had no impact on me. I am a director reporting to a senior director. I write constructive comments for my directs, but I just don’t care and feel that no one ever reads my comments anyway. I just feel like it has no bearing on the 1.25% merit increase, so why bother?

I heard that Chubak got well over $4MM for a sign-on bonus here- I can’t even imagine earning that in my whole career. It’s just another example of how far removed he is from the rest of us.

Can you anyone advice about severance. I feel the package offered was very low or is it just like this?

Completed 1 year + week
Payout includes : 2 weeks of notice pay
3 weeks pay in lieu
CIP payout
RSU (not sure, if it will be vested, vesting date in mid-dec

Is it expected or can i negotiate and if so what should i ask?

Under certain conditions you are now going to pay taxes on your UNVESTED RSRs. So you don't get sh*t for 4 years, but you get to lose shares due to the FICA taxes on them.

I understand this is IRS law but still.

Layoff Communication Timeline
• EVP/SVPs: Notified last week
• VPs: Being notified this week
• AVPs/Senior Directors: To be notified next week
• Direct Managers: Will notify impacted employees on 11/20 via phone call only (no WebEx or video)

⸻

Post-Notification Details
• Impacted employees will be removed from payroll on:
• 12/20, 1/20, or 2/20, depending on state notification rules
• After notification:
• No office visits allowed
• Work limited to transition duties only

⸻

Compensation & Benefits
• Bonuses: Paid out at 100% for the year (no proration)
• Accrued vacation: Fully paid out
• Stock awards: Will fully vest at their scheduled times — no loss of stock value
• Unemployment: Eligible, even if listed as “forced retirement”
• Severance:
• 2 weeks per year of service, up to a maximum cap per job band

⸻

Additional Context
• Further layoff rounds expected over the next couple of years
• Current phase involves 20% cost reductions
• Company undergoing major restructuring — work methods and operations will significantly change

I recently became bonus eligible (grade 11) in September (US employee).

However, I was basically told “everything is under review and typically you’d get 33% of your bonus in cash and the other 67% in stock”

Anyone know if that’s staying and when the payouts typically are? Can’t find anything on FUEL and my managers keep saying they can’t be 100% certain…

Yes you heard it here first a high up manager confirmed.

Specifically section 4.6.
I'll wait.

For example. If you accept a new position in January of 2026, you will not receive any grade level change, title change of compensation change until March 2027.

If you are in sales, it’s clear that this year has been one of the more challenging years.

As most of you know, sales journal is a fictitious number that is used for compensation only. It’s a number that is scalable to increase/decrease compensation. For example, Canon showed profits of 200% because they were able to raise quotas and pay out less compensation. It’s not because we were more profitable on deals. Print volumes are down so where do you think they took the money from? Yeah, let that sink in.

The one number though that will provide some real factual direction though is the billed revenue numbers. Central (with that layup PK gave to his friends) and West (another joke of a quota given to people who stop work at 2:00pm EST) have now dipped under 80%. The East (the FU quota) is just over 80% at 81%. These are the lowest numbers (not counting Covid) that the company has seen in a long time. This just shows they are completely off on their forecasts versus reality.

So what does this all mean. It means that we are not making enough money to support the number of people working here. As we enter the last months of FY2025, don’t expect the company to come out with any promotions or motivators that help you put more money in your pocket. The company can’t pay us while at the same time trying to retain profits for the almighty home office in Japan. The company will have to cut sales positions. I am not trying to scare people but Canon is not going to continue with this structure at these numbers. I highly doubt we will see that bonus in our paycheck at end of December with these type of numbers.

In addition, we will continue to dip on the market share pie chart as lesser end brands meet our current customers demand for a lower price. We are stuck trying to raise the price in an economy where no one is willing to pay more for these products. We are forcing our customers to price us out when we ask them to spend more.

So what happens next? More layoffs? Reduction or increase in quotas? Change in the compensation plan to adapt to the discounting needed to win deals?

All I will say is the decisions that are being made in Melville right now will either power this company through these tough times or drive the ship right into the wall.

Nearly end of the year, With the payroll cut offs due soon any news? Whats the delay the earnings have been published, mid years have been completed, why is this company still hanging onto peoples pay rises?

The title explains all, let's put salary band information into this thread.

What are the pay ranges for Verizon Bands 5, 6, 7?

If you do get RIFed, do you retain the stock awards you were already awarded?

I’m all for helping others, but what about helping your employees who are not making a living wage first? We all know this isn’t coming from Sarah’s hefty paycheck and she doesn’t have to worry about where her next meal is coming from.

Given that we are at the latter part of the year, does anyone know if one's STI gets paid since we have already hit our goals committed for the year, even if that means a prorated rate, I don't know if that happened in previous RIFs around the same time period???

I am joining EJ in couple of weeks and really worried about layoffs. I am leaving my current job to join EJ. There is pay bump in this job at EJ but I am afraid that the work load is too much and not sure how much is the bonus. They said the bonus for senior director is anywhere from 35-60% and I will be at level 15 and the next level is senior partner. How are the bonuses in the research department and do they pay good bonuses.?

Traditionally RIFd folks get 1 paycheck for every year they worked. Folks who took VSP got 3 weeks. Would be nice.

Many years ago the company would publish the range of salaries across pay grades. I haven't seen that in forever. Does anyone have a clue where things stand now for bands 5, 6 and 7?

Directors and sr. Directors are getting 30 months package for leaving the company. Others will get max. Of 12 months package

SGL 15-18 have had their total comp reduced, although the company has done a good job at dressing it up as no big deal with their slide show. Basically, your vcip % goes down and your RSU % goes up and to help offset inbetween until those elevated RSUs vest there is a lump sum payment. However when you do the math the reduction in VCIP for the two lost years outweighs the laughably small lump sum payment, and the bigger the VCIP amount the bigger the loss. Further to that you lose some pension on your VCIP since that’s a smaller number now and SGL 17 and up loses their perq bonus. This was all announced the day after layoffs were completed. Congrats now you work for less, enjoy.

Hearing about a bonus in December but cannot find information. If so, will it be paid if laid off before December?

SLT members from the last 5 years return your compensation.