#compensation

Anybody else sick of Senior leadership saying “You are going to be asked to do more in 2026 with less funding.” I’m so sick of the greed at the Executive level. More, more, more!!! How!!!! You STEAL members copays (no matter how they spin it it’s STEALING) and put it into YOUR pocket EVERY year!!! Millions upon Millions of dollars in salary and bonus!! The percentage of pay from an average staff member and Executive's is GROSSLY out of proportion. The biggest negative on the these “surveys” is salary and bonuses. Nobody gives a cr-p about a $200 health reward or an ecard!! Staff need REAL money to pay mortgages, rent, put food on the table and maybe take a nice vacation every one awhile. SHAME on GAIL, the board, Executives, Presidents, and VP’s. We deserve better. Us employees need to stand together…know YOU are what makes the difference NOT any of the Executives.

Since I know Fiserv leadership has watchers on this board...let's make this an option next year. Just finished reading an article that researchers found employees would accept a lower wage in exchange for remote work. Fiserv could save some coin on merit increases if they allowed employees to exchange some % for remote work flexibility. What would you exchange for more remote work?

What's the scoop on salary treatments and promotions for 2026? Are they still on? Which countries will have raises?

Got an offer today after several months off. Couldn't believe what I was seeing. The company offers profit sharing and an employee stock options plan. Sounds like a company that cares about its employees. Not sure why Dell couldn't...or better yet, wouldn't do this for its employees. There are better alternatives out there.

Please explain an actual reason to work for this company besides a paycheck?
PTO and healthcare is offered at most
jobs for the same rate, same holidays off and more if not the same amount of PTO and paid sick days.
So why should people be loyal? Why get mad when some of us are choosing to stay because we’re actually good at our job and the job market su-ks? Trust, the moment the job market improves I will leave and find better but again with 2k people applying to the same position kinda hard to go where you want.

If you’re a sales rep, curious to hear what your base salary is if you don’t mind sharing. Thanks!

I'm incredibly frustrated. I got the news last Wed, but my "official" last day is the 15th and they said that's when I'll receive the termination letter...Very annoyed because my paycheck this week was half of what it should have been, since I was immediately locked out of the system and couldn't submit a timecard last week. Really frustrating when you have daycare, bills, and life to pay for! Has anyone gone through HR and gotten their time in so pay isn't disrupted? I should be on the books paid for up until 10/15. I'm just loathing having to jump through all the hoops to actually speak to someone in HR...getting a hold of an actual person is such a PITA

Every year we get work work and responsibilities and get paid less (when you take in account inflation and less bonuses) f this place

For 10 months I’ve been working for a new company, here is a summary of my experience.

Managers are nice, especially in snr exec positions, humble too.

DXC is antiquated - the Tech in the real world is far more up to real world standards

The company I work for has proper salaries for employees, £70k for a PM Lead 4 days a week

Better staff benefits package, similar to perks at work but better discount %

Company paid meals

Manager said casually on a day we were going to be on site that we will go for a meal, I have the company credit card. And it’s not Nando’s!

Company paid Xmas meals (menu ordering)

Company paid fitness classes after work and lunch hour

Company paid proper well being session with people on site

Any training request is approved

Free EV charging on site

Barely any town hall meetings

If someone leaves or retires - the whole company gets an email with a thanks

No expectation to work stupid hours

They are genuinely shocked at my strong work ethic, DXC put you in a constant state of fear, and we have to work damn hard to not show on the redundancy radar, they think I work very hard and super productive.

If you’re under 60, you are wasting your years away here. Apply for jobs, and if you get an opportunity don’t look back.

BAE staff rejecting annual over 3% rise, most people in DXC haven’t had 3% in 10 years. Let that sink in.

Not sure how it works in US but feel free to comment. Maybe just Allstate Northern Ireland folks. Would you take a 9 month salary Payoff next week if offered or stay and ride it out a while longer?

Thumbs up yes, Thumbs down no.

Genuinely interested to see.

Me, I'd hope for a payoff in 6-12 months but not currently so probably a no

Curious how much my leadership makes. What is typical base and STI/LTI?

Does anyone know what the different band levels mean? Can’t seem to find any info on it, HR directed me to my LOB. If you are band 6 and go to 5 is that a promotion, do your benefits change? I saw a band 7 posting making more than a band 6.

Didn't see this clearly answered in the materials. Wondering if it is possible to keep it as is until a more ideal low rate environment, which would pump up the commuted value.

Can anyone share the timing on when merit and RRP funding is decided and when funding levels get communicated down the chain of command?

Or maybe there will be no communication because there won't be any funding this year?

Who’s ready to get told they didn’t qualify for the yearly merit raise again?

Dell keeps telling sellers, “Don’t worry about your quota, just go all in.” But the truth is, quotas keep climbing, pay keeps falling, and the rules always tilt in the company’s favor.

When will Dell step up and care for the people driving the revenue?

Every quarter a few “token” sellers get held up as proof the system works. The rest are left grinding harder for less, eating ramen while leadership celebrates the outliers. Everyone knows it’s BS.

The question is simple, how long can Dell keep bleeding its own people before something costly takes more precedence?

I started here excited and now I spend my days fighting broken systems with no raises. Management seems out of touch and benefits are continuously shrinking, so the job feels like a grind with less reward. If you are early in your career think twice before locking yourself in.

Prime example, the employee well being ranking low. Now we see all this stuff on healthcare and mental health. Uh, that’s not what was meant by that. People were referring to work/life balance, recognition, promotions, bonuses, pay raises, taking care of your people, doing special things for them. Saying “if you don’t like it, leave,” highlights they don’t care.

Got a nice letter from the Blue Death Star last night. "We feel your rising health care costs, inflation, blah blah blah" so we are increasing your wireless discount from 30%-50% but only if you have one of our "NEW" wireless plans. What the H$ll does that mean? No explanation included and online little help. Then "We also want all Retirees to have the fastest Internet so you will now all pay $30 a month going forward. I pay $10 now for 5 GIG the fastest plan. So Stinkey go retire like the VZ chairman so the stock can at least go up..........................

It has been 3 weeks since my employment ended at wells fargo. since then, I have not started to receive my severance pay. Is there usually a delay in the payments beginning, or is this the usual wells fargo way?

Why do some people say XOM employees are overpaid and some say we are underpaid compared to other oil companies? Which one is it?

Earlier in the year, the bonus level and public guidance didn’t match. To get a bonus we would meet to beat all the guidance. Seems disingenuous from Blake. Not surprising, he is an id--t narcissist. What multiplier will we get and when is he finally leaving. Enough already!

What are the rules?

Remember when Bank of America said they are increasing the minimung wage to $25 way back in 2021?

WF still hasn't caught up 4 years later...

Who even gets RSU's?

Senior managers don't, so is it just Directors and above?

Want to Keep Your Best Employees? Workplace Culture Matters

Yes, compensation is important, according to research. But ignore employee engagement at your peril.
By Rick Wartzman and Kelly Ta-g
Oct. 7, 2025 1:00 pm ET

Back in early 2010’s my starting offer out of university was just over $100k followed by several big raises and I see online our website saying starting offer is 100 to 125k. Considering the amount of inflation since I was hired new hires are getting sc--wed!

Laat year we were promised a pay review every year at end of Q2, start of Q3. Although its just a review and at the end they can say they reviewed and we get nothing I wonder if they will honour the review commitment.

Are those off the table? The only thing keeping me here is the bonus, then as soon as I get that I'm out, unless I'm laid off first. Anyone have any intel if the bonus will happen in 2026, or did those get axed as well.

how much would be my pension lump sum?

If I am 60 years old,
$230k average last 3 years salary
32 years service with Exxon & ExxonMobil
assume interest rate 3%

1.8 million?

Has anyone (let go in early August) actually gotten their severance checks yet? Something seems really off.

The people I know who also got laid off haven't received their checks yet either.

Is the margin reduction for reinvestment in employees, hiring, comp, or product development? The change in the vesting schedule is not significant. It would be prudent to reinvest in junior employees, new hires, engineers given the recent pressures the company has been facing.

How long do employees need to be at the company to be eligible for equity?

Can someone post Pay Ranges?

I just learned about this so want to share. If you're like me, you've likely had a large pension adjustment (PA) applied by the CRA every year only leaving you like $3-5k of RRSP room. The PA is calculated on your T4 each year and applied to the next years RRSP room. This is significant for us because our severance must be paid out in a lump sum and so there's no option to taking severance over multiple tax years to drop into lower tax brackets. The PA always bothered me because I thought 'what if we don't actually get our pension in the end because of bankruptcy/buyout/whatever' (eg: Sears).

So I just learned the way this is dealt with the pension plan issues a form T10 - Pension Adjustment Reversal (PAR) within 60 days of turning over the commuted value. According to ChatGPT it works like this... The Pension plan calculates all the pension adjustment you've had in the history of the company and adds them up, then subtracts the commuted value (CV). The difference is your PAR and it will be available in the next tax year as extra RRSP room and show up on your notice of assessment.

Example:

You are laid off in December 2025. You take your Pension CV of $200k in 2025 which becomes a tax sheltered LIRA. Over 15 years with the company you've lost $300k in RRSP room through PA's ($20k/yr * 15). Your PAR = $300k - $200k = $100k. By Feb 2026 the pension plan must report the $100k PAR to CRA. In spring 2026, your Notice of Assessment will show you have a $100k PAR, basically $100k extra RRSP room in 2026. Then also in 2026 you take your deferred severance of $200k and you can buy $100k of RRSPs that year, tax sheltering half of your severance.

Manager got promoted for the work I did. I took on more scope due to colleagues being CPM’ed. Manager already dismissing my work, likely I will get successful rating with pay increase not even covering inflation. How to expose manager ?

October 2023 : “ By 2026, Xerox projects a rise in operating income by at least $300 million (€285 million), reverting to double-digit adjusted operating income margins”.

October 2025 and the stock price if a quarter of what it was at the announcement time above, already having dropped by half over the prior 5 year average.

SteveB will say it is on track, he will say the Lexmark acquisition is key to the future growth, but this was not in his plan two years ago.

Does the. Lard really believe the continuing change of rhetoric from the CEO. The SLT all nod with appeasement, no one dare disagree, but all happy to take their pound of flesh and stock options ( although each time a worth less and less ).

No merit increase, frozen 401k.

What belies the future - will we get anything from the upcoming Q3 release ?

Anyone know for sure about the rumors mgmt is discontinuing severance all together???

I go to the office, do my work, and then go home and forget about it until 9am the next day. No one bothers me, pay and bonuses are decent. I don't allow myself to be drawn into drama. I am here for a paycheck, nothing more. A common theme on this forum is you've allowed your lives to become a soap opera. Let go of the drama. AT&T doesn't care what opinion you have about Policy. They ignore employees, so just ignore the distractions they create. Focus on the paycheck. Let it go.