#compensation

I think I just witnessed corporate amnesia in real time. 😂
Last year, our 🐭 Associate VP went on a full-blown rant about nurses transferring members to Pharmacy without first telling the member what was happening.
We were essentially told:
“You need to explain the transfer and give the member a choice!”
Okay. Message received. We followed the guidance.
Fast-forward to 2026… 🍿
Apparently, that guidance has been deleted from the corporate memory.
Now we're being told we are expected to transfer EVERY member to Pharmacy. No asking if they'd like to be transferred. No giving them an option. Just… transfer them.
And if you don't?
Coaching.
Keep not doing it?
PIP.
So I'm a little confused.
🐭 Associate VP — 2025:
“Why are nurses transferring members without telling them?! They need to KNOW and have a CHOICE!” 😡
🐭 Associate VP — 2026:
“Why aren't you transferring every member?! Don't ask them—just transfer them!” 😡
Nurses:
“Wait… 🐭, didn't YOU literally spend last year telling us NOT to do this?” 🤔
Management:
“That was then. This is now.”
Nurses:
“So what changed?”
Management:
“Our metrics.” 📈
But wait… there's more! 😂
No raises for existing employees this year.
Meanwhile, we're hiring new people into the same positions at salaries higher than what current employees are making.
So apparently the message to the people who have been here, doing the job, taking on more work and meeting the metrics is:
“Thanks for your loyalty. Here's your $0 raise.” 💰
And the message to new hires is:
“Welcome! Here's more money than we're willing to give the people already doing the job!” 🤡
Nothing says “we value our employees” quite like paying new hires more while telling existing employees there isn't money for raises.
So we've got:
🐭 Contradictory leadership
📞 Mandatory transfers that used to be frowned upon
📋 Coaching/PIPs if you don't comply
💰 $0 raises
👋 New hires making more than existing employees
But wait… the Associate Engagement Survey is coming up in a few weeks! 🎉
So when that survey lands, please take the opportunity to let management know what you actually think.
If you're frustrated with the constant changes, lack of raises, pay compression, unrealistic expectations, or the threat of coaching/PIPs for not following the latest directive, say it.
Because apparently the only thing management hasn't changed yet is the survey. 😂
Maybe this year's employee engagement score will finally tell them what the employees have been trying to tell them all along
peak up. Be honest. Use the survey.
And remember:
Your 🐭 Associate VP may have corporate amnesia… but hopefully the engagement survey has a memory. 🤣

Average Salary Increase to expect…sample for CL 28 @ 90% of salary curve. Extrapolate as appropriate.

OWD = 8.32%
O = 4.5%
E =3.1%
VG = 1.2%
G = 0.01%
NI = 1e-26%
NSI = :(

You can’t continually increase targets to levels that are perceived as unachievable, while putting commission behind a 45% attainment threshold, and expect motivation and performance to remain unchanged. At some point, if the majority of people are effectively working for basic salary, the company shouldn’t be surprised when it gets basic-salary effort.

Project Exodus is about to live up to its name.
What started as another corporate initiative may end up becoming a mass migration of talented people out the door.
Enjoy the short-term “profit” from squeezing Sales compensation. You may hit your Q3 and Q4 numbers. You may put it on a slide, declare victory, and tell everyone the strategy is working.
But somewhere along the way, a company built on salespeople, relationships and customers became a company run by bean counters. And while the spreadsheet may look better today, you've set something else in motion: the exodus.
People are packing their parachutes. The best will jump first. And when they go, they’ll take years of experience, customer relationships and institutional knowledge with them—the very things that helped build this company in the first place.
That’s the sad part. There are a lot of incredibly talented people here who carried this company through good times and bad, and customers who depended on them.
So to everyone getting ready for the jump:
They may take our bonuses. They may take our commissions. But they’ll never take… OUR FREEDOM!
🪂 Good luck with the jump, everyone. See you on the other side.

According to Centene’s public filings, Secretary and General Counsel Christopher Koster sold:

• Aug. 18: 47,603 shares — ~$3.11M
• Aug. 26: 56,500 shares — ~$3.78M

That’s roughly $6.89 million in eight days.

Source: https://finance.yahoo.com/quote/CNC/insider-transactions/

And nope, not a duplicate. Second trip to the serving line. This guy is hungry.

Centene’s 2026 proxy also reports roughly $16.4 million in total compensation from 2023–2025.

Does this mean Koster is leaving? No idea. There’s no public filing saying that. Maybe it’s routine diversification. Maybe he wants a yacht. Maybe his financial adviser just discovered the SELL button.

But after layoffs, outsourcing, leadership changes, and Mission Simplify Mission Sellify, the timing is at least worth noticing.

The filings are public. The transactions are real. The motive is unknown.

Chris, if there’s a third plate, NoCenteam will be watching the buffet.

Hit 92% of my target, generated 700k with of revenue for this company, but I owe 2k back???? And MD wants to walk around RR3 asking about kpis and sh-t? go to he-l

Will there be any raises this year? record breaking quarter after wuarter ..and what do employees get? Even Chevron is giving bonuses

When I heard Dell was moving the payout from invoiced to bookings, I thought, “What’s the catch? This is too good of a move — and for once, it actually benefits the people doing the real work.”

Just got back from vacation, saw my new target… and now I see the catch!

Here’s some alarming information. You’re gonna p-e yourself when you see how much Walmart is paying those H1B guys:

Total Filings: Historically filed over 21,500 total applications across multiple years, with about 3,545 H-1B LCAs filed in recent baseline annual cycles.

Salary Range: The median H-1B salary is approximately $136,000 to $145,703 depending on the fiscal year data, with 75% of salaries falling below $162,227.

Employee Base: Walmart employs over 2,000 H-1B visa holders, primarily concentrated in technology, engineering, and e-commerce positions.

Shame on Walmart for not paying its US associates at a similar rate.

Full report here => https://ips-dc.org/wp-content/uploads/2026/08/executive_excess_2026_report.pdf

Highlights:

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay.

Dishonorable Mentions for 2025 Category “Low-Wage 100” company

Widest pay ratio Lumentum CEO Michael Hurlston CEO pay $27.7 million Median pay $9,595

Pay ratio Lowest median wage Western Digital $9,595 Irving Tan $11.5 million Median pay $8,740

Highest CEO pay IBM CEO Arvind Krishna $38.0 million Median pay $49.630

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay. Forty years ago, few would have imagined that this technology pioneer, renowned for providing well-paying, secure U.S. jobs, would one day rank among the Low-Wage 100. Today, IBM employs more people in India than in the United States.

Great read. Absolutely disgusting what IBM has done since King Gerstner came in 4-1-93.

Why give more when they're paying less? Work your wage.

Exactly what was your severance package. Including country, weeks of pay, stock, health insurance. Anything else….

Since I haven’t had a raise in 3 years this will be the first time I don’t donate in almost 20 years. Executives can pick up the slack as their compensation increases are significant every year and outpacing what employees are receiving by a large margin.

What a piece of Shi$ Mu#i and the rest of the cr-ppy leadership.
How about giving up some of the exec pay raises so monetary awards can be given back to deserving employees.

How's that fair?

How long does it take to get severance payment once papers are signed?

I have officially moved on from Verizon Business.

Ultimately, the workload, expectations, and compensation were no longer sustainable. Managing an entire territory on a base salary of roughly $36,000, while absorbing the expenses that come with being in the field, is difficult to justify. R2B territory managers are among some of the lowest-paid territory managers when compared with similar positions across industries, and they are expected to do it without even a vehicle allowance.

But the compensation itself was only part of the problem. The bigger issue was what was promised.

During the transition, employees were told that the new job title and expanded responsibilities would come with an increase in base salary. People moved into these positions and accepted significantly greater responsibilities based, at least in part, on what they were told their compensation would become.

That promised base salary increase never came.

There is a major difference between accepting a demanding job knowing exactly what it pays and accepting expanded responsibilities based on a representation that your compensation would increase.

I have a tremendous amount of respect for the people still working in R2B. They deserve compensation and resources that reflect the job they are actually doing, and more importantly, they deserve what they were promised.

Stephanie Ferris made $22,928,412 - 518x the median salary of FIS employees as of 2025.

What do you do and how much do you make?

How many people live off their bonus and it isnt a true bonus?

Consider yourself cooked if you're paid higher than your peers.

For those who have been affected by the layoff, our hearts are with you. What are the severance details?

Alright, so want to really understand what salary curve differences exist between these groups.

How high Geos are vs. Engineers in the Upstream? Looking for CL examples.

What about Upstreamers vs. Downstreamers? How high is Upstream? Again give CL level examples.

Trolls, just listen or add your valuable commentary to the other posts.

AT&T sent me an email that I will be receiving a $0.33 credit for multi-hour internet outage earlier this week. AT&T, in the kindness of their heart, rounded up to make sure I was fully compensated for the outage. And to make it even better, I only have to wait a couple of billing cycles for me to receive it! What a great program!

When I started in 2009 my first year salary was just over $100,000 which is equal to about $160,000 now. What are new hires making today?

Anyone received a feedback on performance and raise, what was percentage?

When is the PL&I bonus to be paid this year.

Who is eligible for the 1st half bonus on the legacy Xerox side?

The last word was November. Any update? Not leaving without getting paid what they owe me

Check the 8K filings to see Clay got an increase to $1.5MM base salary retroactive to the closing in May and an LTI award of $2.7MM while everyone is told they’ll calibrate compensation next year. Clearly merit based because the merger is going sooooooo well. Everything else is a cluster F@$! Sh-t show but when I put my head down on the pillow at night I sleep well knowing we’ve got just one CEO and he’s clearly doing so well.

Executives

• dropped the 401k match
• froze salaries for non hipos
• dropped charitable contribution match
• dropped education reimbursement
• doubled PIP percentage
• increased insurance premiums while reducing insurance quality
• conducted layoffs with the lowest severance possible
  All while making zero changes to the executive bonus and compensation program, in fact giving themselves even larger bonuses.

I've been added to the list. Does anyone know how much Dell Ireland are paying for redundancy..I heard 4 weeks plus 2.

I received no raise, while execs... including Hemsley... continues to receive mega comp packages. If employes are being asked to accept stagnant pay because of the company’s performance and financial challenges, exec compshould be subject to the same scrutiny... and sacrifice.

I have been with UnitedHealthcare for more than 20 yrs & it is frustrating to watch longtime employees feel undervalued while leadership continues to be well compensated. Folks are tired of hearing the same corp messaging quarter after quarter without seeing meaningful improvements in our compensation or working conditions.

At some point, leadership needs to recognize that employee loyalty has limits. Period... If the co wants to retain experienced people, it needs to demonstrate that through competitive pay and meaningful raises - not simply words of appreciation. Employees cannot continually be expected to absorb the consequences of management decisions while executives remain financially insulated from them.

Its sad discouraging to see news about employees receiving little or nothing in additional compensation while the company's stock responds positively. That sends a terrible message to the people who have spent years helping build and operate this organization. Please start listening to employees and appropriately compensating the people doing the work. Otherwise UHC should not be surprised when experienced employees decide they have had enough and leave.

Curious what severance is…Any thoughts?

The new 12k grant - Is that just for 2027 with 3 year vesting? It better be every year.

Take all the bonuses away from M4 and above.
Make all M4 and above take a 3% pay cut.
Give all M3 and below a minimum of a 5% raise.
Then we will believe that you truly understand we are the most important assets the company has and that we need to be compensated.

Oh, was that not motivating enough?
Well what if we completely fu---d you over and made you commute for 2 hours a day?

Oh well, I tried. I cannot figure out why the employees are not happy or motivated.

Time to give myself a 5 million dollar bonus for all that hard work!

https://www.financialadvisoriq.com/c/5115064/722894/edward_jones_chief_penny_pennington_dips

According to this article, PP's income took a 3.5% cut and only took home $27.8mil in GP earnings. In fact, the top 6 partners (including FL who's now retired) took home over $130,000,000 in GP comp last year while our pathetic little LPs earned only a fraction of the GP shares.

2025 GP comp from this article:
PP $27.8m
AM $21.3m
KC $21.7m
DC $19m
KJ $21.3m

TOTAL $131.5

• FL retired at the end of 2025

Yet while they roll in the dough, we're faced with layoffs, offshoring, AI and the lowest morale I've ever seen in more than two decades. Shoot... each of these partners will make more money between now and 12/31 than most of us will ever see in our lives, much less be able to accumulate & grow for our own retirement.

It's been said before... you don't hate these trolls enough.

Why can’t I7’s become I9 without first being an I8? These levels are so antiquated and old school. If an I7 is doing an I9 role, just promote them or at least pay them accordingly! Dell is very far behind in the times. Almost functions like the Fed govt. The longer you’re here, the higher you get based upon longevity, not talent or skill.

New to the company. Could somebody teach me about Seagate’s bonus structure?