#compensation

I bet they shared this news when they did so they could get rid of a wave of rage-quitters before they hand out their “ever-so-gracious” 1k bonus in January. I know at the end of the year it’ll all even out, but it’s still such cr-p that our paychecks will be shorter on that first check, even with the bridge advance, due to the higher supplemental taxes.

I see an email for a special bonus of 3 to 4 weeks pay. Who got it? Did you get 3 or 4 weeks bonus pay?

I'm new this past yr to conocophillips and a coworker told me that he doesn't get raises because he is beyond his midpoint. Is this true or is he whinning?

Past Severance Patterns
AT&T's severance offerings have varied based on employee classification, years of service, and location. Here's what the data shows:

Management Employees (Non-Bargained)
Standard Package: Previously capped at six months of pay, with two weeks per year worked
2025 Changes: New tiered system offering one month salary for Level 1 managers, with an additional month per level

I’m seeing a lot of anti-HBA sentiment on this board. As a leader who has both St Louis and HBA folks on my team, I thought I’d share some insight.

It’s not that great being an HBA. Though there is flexibility, they take a hit on compensation. The merit increases are based on St Louis cost of living. St. Louis is much more affordable than most other metros. So, what that means is HBAs have not seen any real salary increase. Every year, they fall further behind due to their local cost of living.

Anyone have information on bonuses this year? Up, down or same?

Saw this and got a good laugh

https://www.linkedin.com/posts/don-bivens-pllc_you-may-be-entitled-to-compensation-activity-7399806017389256704-gFER?utm_source=share&utm_medium=member_desktop&rcm=ACoAADiTVBMByCBxFSD7HQPOV6qJ7SHFO92zo8c

Received settlement check in the mail for the Huffman et al vs centene lawsuit...anyone else

I'm new to HP, and it's been a year. Did you hear about your raise and bonus ?

So I am one of the people who was home based before and I guess I have to go to the office now until I find something else. Am I going to make more money? Being HBA means I don't have to pay for gas, daycare expenses for two under 5, even food since I can cook at home. Some companies are paying people in the office more money. Is Jones going to do that? I don't get how this benefits me if not. Still having 60% of the office at home but forcing us to come in makes no sense unless there is a financial benefit.

After talking to quite a few of my coworkers and everyone got a 0% or 1% raise. We work in Carlsbad so how do they expect to keep good employees when they don’t take care of them?

Brandt is once again asking for toys for tots meanwhile we’re all struggling with penny's for raises. Also new people in the same division are being given bonuses when veterans of this place are not? Something’s gotta change. Management has taken a downward turn in the last 10 years. We have greedy clowns running this place. No longer a good place to work. More responsibilities and no compensation. This is bull sh……

how do the modifiers work at redhat for field sales execs?

for example 200k otc with 50/50 comp plan.

thanks in advance

Squad leader here in ET. Good shares (>1000), Bonus (~100%) but zero raise. I was told "Abby mandated no base raise for agile roles in ET" but I'm not buying it.

Any squad leads, scrum masters and chapter leads in ET can attest to the contrary?

Even all agiles roles in ET got no raise, we know it's not the case in other BU. So it's most likely from the bean counter Bill.

Now that the fat has been trimmed with 13K gone and workload doubling, we deserve a big fat raise come March.

I was given RSUs a few weeks ago. Does that mean I won’t get a cash bonus during my January compensation conversation?

What are the bonuses typically for US developers? Senior associates, vp, and senior vp levels.

Saw this one below...very helpful...what happens at CL30 and beyond in terms of RSU, EBU, Cash?

CL 26, E, 140
CL 26, 0, 160
CL 27, E, 160
CL 27, 0, 200
CL28, 0, 300
CL28, E, 200
CL28, VG, 160
CL29, O, 400
CL29, E, 300
CL29, VG, 200

Please list country and percentage
Optional: PADR rating

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%?