#compensation

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.

Office Rent field staff work from home save $10m per annum Close 30 region office spaces
Investment Advice 401k/403b accounts. charge 50 bps. Raise $15m per annum
Surrender\mva Implement raise $10m per yr
CIT switch to CIT in K plans. Save $10m annually
IT/call center farm out 75% to India, Phllipines, and Romania savings of $15m
early retirement buyouts save $10m
eliminate special 3 yr vesting shares for execs cost savings $10M
can field exec vp $1m saved
senior vp & above comp cut to save $5m per An-us
Eliminate anthem&cvs racketeering save $10m per an-us
cap management sell/farm out use seeking alpha, chaiken alalytics, and AI Quant exclusively to save $10 m per pen-is
1 ply toilet paper* use 1 ply toilet paper to save $12,500 per yr

do all of this sch-it and the comp-any will turn key profit yr after yr. what are u eating for.

Here are some examples of how courts have ruled on severance (reasonable notice) for long-service professionals, especially in Alberta’s oil & gas industry. Use these as reference points when estimating your own range.
• O’Reilly v. Imperial Oil (2000) – 20-year professional employee, management-level role, awarded over 20 months due to long service and limited comparable opportunities.
• Leduc v. Canadian Natural Resources (2016) – 16-year senior technical employee, age 57, awarded 22 months, court noted downturn in oil & gas job market.
• Lukacs v. Shell Canada (1998) – 23-year senior engineer, awarded 20 months, long service in specialized technical position.
• Stevenson v. Suncor Energy (2017) – 18 years of service, management role, mid-50s, settled for around 20 months pay.
• Bishop v. Galleon Energy (2013) – 11 years of service, VP-level, awarded 18 months notice based on seniority and leadership responsibility.
• Shaw v. Acurex Corp. (2003) – 14 years of service, professional-level employee, age 48, awarded 18 months reasonable notice.
• Elliott v. Imperial Oil (1996) – 23-year supervisory employee, awarded 22 months; Imperial Oil case confirming upper-end notice for long-service roles.
• McKinley v. BC Tel (2001, Supreme Court) – key ruling establishing that employees dismissed without cause are entitled to reasonable notice under common law.
• Recent Alberta energy-sector settlements (2022–2024) – professionals with 10–20 years’ service commonly receive 18–24 months pay depending on seniority, age, and job market.
• Typical trend: Alberta professionals with long tenure (10–20 years) and senior roles receive between 18 and 24 months’ pay, sometimes higher if relocation or constructive dismissal applies.

Summary:
Energy-sector professionals with long continuous service, strong performance, and senior roles consistently fall in the 18–24 month common-law range, often translating to $400K–$550K+ total when benefits, pension contributions, and bonuses are included.

I’m disappointed by severance estimate. Here’s how to get a high-level estimate using any AI tool, readymade script to use-
• Permanent employee at Imperial Oil, based at Quarry Park Office.
• Annual salary: $[X]
• Current role: [Your Role] in [Function/Department]
• Continuous service: [X years]
• Defined benefit plan: [1.5% / 2%], RRSP/401k match: [X%]
• Location: [City / Office]
• Performance Rank : [X/4]

Context to consider:
• Mass layoffs, office closures, relocation of remaining employees
• Local unemployment rate, industry outlook, company financial health
• Comprehensive benefits package

How to estimate severance:

1.  Factor in years of service, age, position, rank, and contract terms
2.  Add bonus, retirement contributions, benefits continuation
3.  Adjust for industry and location context

All consider additional factors, past legal cases examples.
Estimate my severance pay.

Steve B et al have run an iconic company to the ground. Buying a dollar store company like Lexmark was a terrible, terrible move (just like the many, many before). What a complete joke this company has become. No merit increases, no 401K match, pretty much everything for the employees blow up or 'suspended', meanwhile Steve B, Bruno, Mirlanda, etc all gave themselves raises and padded their payout when they leave. The board is asleep at the wheel, or wants to see this head down the tubes. Fu-k Steve B and his stupid plans. Run for the hills, the layoffs and the continued bad news for the people who actually do something here are her for good.

Severance estimates have been sent!

12y+, 70% of base salary.
Working notice may be provided, nothing about RSUs..

What are your thoughts? Are you happy or disappointed?

Will this impact your decision for the mobility survey?

Any past success stories about severance negotiation?

Starting this thread to compare severance amount. Affected employees supposed to start receiving estimate today.
Severance estimate/year of service/current salary.

Analyst program bonuses are a joke😂 are they serious? How do you expect us to want to stay here when you’re giving us a bonus like this? Slap in the face. Don’t expect us to last long

How has everyones reviews gone? Seems a blanket no pay rise/promo/share situation even though its one of the best years we have had which is just disrespectful in my opinion.

Between ALL the many incidents this year, especially the two in just this week alone, was MW's enormous salary hike worth it for you Board Members? Did you feel good in deciding the rest of us are just peasants to point and laugh at as you buy your fourth vacation home in Aspen and prepare our company to be sold for parts in the next decade? Hope your family is treated with the same respect when the working class finally decides to no longer lick the boots that are stepping on us.

Do employees in the U.S. typically receive severance packages when they are laid off, such as X weeks of pay per year of service?

Any rumours on what this will entail? They're saying it's not a cost saving exercise, which I highly doubt.

I have seen people at AT&T on H1B visas who, in my view, should not have been given those roles. Qualified American workers could have filled them just as well. There is a real problem at AT&T, plus a manufactured one. Upper management often says they cannot find qualified candidates for certain positions, which I believe is misleading. The real motivation seems to be securing cheaper labor.

I have also noticed a recurring pattern in tech. Once companies start offshoring jobs, especially in development, that shift tends to trigger greater use of H1B visas. This happens because they have no intention of investing in training American workers. I say this based on experience at a Fortune 10 company. These firms are not short on cash, they simply choose not to pay American employees what they are worth.

What are you hearing about the AIP? Is it really at risk? Seems like it would be a slap in the face to those who either elected not to take the VSP or were not eligible for the VSP to take the AIP away on top of everything else.

Saw a guy on LinkedIn who says he got “laid off” with only a transitional offer through January 2026.

How does one know if their offer from HPE was “transitional”? Does it explicitly state as such? My and my colleagues offers were silent on the matter however the titles and bonus were disappointingly low. :(

Nice job WF displacing people on 9/30 so they aren't still considered employees on 12/15 (with their 60 days notice) to get the entire year of 401k matching!

Does anyone know if there is a new incentive plan for bankers? Premiers, RBs, and PBs?

Is Chase still better?

Or is all the pain going to be felt down the ladder by the people who need jobs the most?

I joined this fkn company cuz of the defined benefit of plan because in my mind it used to offset the PIP/PDS bullsh-t we have to do every year. Well Atleast they don’t do layoffs right ? I mean even tho the PDS system can be biased it can never be soo biased and merit must count somewhat right ?

Now they do fkn PDS/PIPs and do layoffs AND the raises are sh-t. So can someone please explain to me how does this make imperial better than CNRL/CVE/SU ? Fk being equal, I think imperial is the worst of all of these.

Oh and we don’t get company wide bonuses.

I was literally just laid off for AI. I rewrite and audit extensively documents on process and procedures and directions.

They said what I do in about a month can be done in less than 5 mins with AI at a fraction of the cost.
I then told them they will have another BP Disaster without a Human making comments and common sense oversight. They said this would be no different than a human making a mistake and HR sees this as a positive to meet the bonuses promised to others. Been with them 10 years!!!!
All I get is half a week per year with pay the company if I don't sign the exit package or one week of pay per year if I sign but I can't claim unemployment... HELP!!!

They are hard earned for the ones that received them. It’s not much for non execs but enough to care about them.

What happens to RDUs if:

1. You decline mobility
2. Accept mobility but not selected for job
3. Accept mobility, receive bit decline offer for job

Does anyone have insight? Lots of communication out there on many topics but zero on this one. It makes me feel they are going to fu-k us on RSUs based on the silence this far.

Are these people having a laugh or what. They wait to tell you, on 1st October, about a new policy that supposedly applies this year to use up your vacation days at Christmas... ...and... even if client commitments mean that you can't do that, you'll be expected to do the equivalent of that within 60 days. All of this is supposedly for your well-being. I'm depressed already.

This'll be on top of the 0% pay rise. Luckily, short term illnesses have been shown to last as long as the number of days they need from you...

If management would drop the past messaging of "hire to retire" and admit that things are different now and then change the compensation structure and corporate language to reflect the current employee/company relationship I would feel respected. Probably not happy but at least feel like I was being treated like a smart person.

Call it what it is so all cards are on the table and we can move forward in a transparent relationship together.

Clowns. Direction lost. more layoffs. poison culture. the yearly survey that doesn't mean a thing.

I was laid off unexpecting Oct 3, nice end of day email from director saying be in a quite place - business. After working the previous night until 2 AM on another engineer firewall work. Just to join a teams call at 930 with HR. After 20 + years just to tell me position eliminated. I would be paid until end of Oct and get a severance and cobra pay. Total Shock, fear and stress set in quickly that morning. To find out my team but 3 people were laid off with no notice. We were busy so very surprising.

After a few days I found it a blessing. A company that strides to do more with less. Pile up the workload, work days nights, early morning and global on-call. Assign you other engineer jobs with no pay, no training. The only thing I wish I did different take FTO more often then I did, but I cared about the customers the clients and wanted to help with projects. Everything TU doesn't stand for today.

I was lucky enough to find a new job with energy company two months after my layoff. Only because I was looking for a new job due to burnout. Lucky enough I got to bank my entire severance and cobra pay - 33 weeks plus that low annual bonus in 2024.

Found out I was under paid, TU with those 2% annual raises if you were lucky. Some of you don't get anything.

Two months, found a better job better salary, no after hour changes, no on-call, got a 15% bonus this year. Was always use to 3% at TU and thought that was good. Got a 5%

Opened a new Roth IRA, High Yield savings, paid off debt and bought into a DVC with that total severance package.

So for those who been with the company and are over 40, you will get extra pay for age discrimination.

so nice to wait till 3 months before the year is over to suspend 401k match while executes are getting big bonus

It seems that hPXD employees transferred into the XOM system at elevated positions and inflated CLs to accommodate PXDs more lucrative compensation. Due to this and the fact hXOM know how to play the XOM ranking game better, hPXD employees are being set up to fail in ranking against hXOM employees.

Thoughts?

What goes up in will come down, praying for a hard sell off you disgusting horrible person — how do you sleep at night knowing families are being uprooted, thrown into financial chaos, denied severance relief and more for the sake of greed. At the end of day you are nothing more than a hardcore scammer.

Through some quick and easy google searching I found out the average salary for folks working at the BTC (where SO many jobs recently were outsourced to and where the majority of the latest layoff announcement jobs will be going to) is about $30,000 CAD with high earners making 50k and new hires and trainees making 10k ... annually.

So for every person in the office in St John's being let go that is for sure making 100k + they are getting 5-10 people to take over for them in Bengaluru. From a business decision it's a no brainer to get 10x the productivity from the same investment. But....once again it's just another big corporation prioritizing shareholders and stock price over people....then sending out emails saying our people are our biggest asset just to rub salt in the wound.

Is it normal behavior to have a new task forced on you without compensation?

at our next quarterly update from senior Leadership, many of us are very concerned and we would like updates for these areeas:
~$50-$100M underfunding of our db plan. What is the strategy for paying this off
~how much is the health care premiums going up & will the 401k match be cut. Any layoffs planned before X-Mas ?

• status on lawsuits and employees leaving company will be forced to sign non competes non disclosureas
  ------culture survay results
  ~company revenue-profits ytd
  ----what is the company Net Promotor Score and stack rank it compared with our competitors
  ~~when are we gonna improve our website. Very few changes in calculaotrs tools and educstion for yrs. Mobile app still lags

Mr Rich and Ms Favors, along with Kristine Janofskey, we'd like updates with all of this.

Did anyone get a raise or RSUs? Looks like some people are getting them now.

Just want people to be aware that the current labor budget increase for TI is only a few percent over the next five years. It's well below a cost of living increase for existing employees assuming no new hires or attrition. There are more layoffs planned for the future.

Hello everyone rebadged. Have you already had one-on-one meetings with your managers regarding merits? Will we receive the same as in Sabre, meaning the standard 2%?

Yes, last week su-ked. And like you, I’m nervous about what’s to come. But let’s not kid ourselves or rewrite history. When the pandemic hit, this company didn’t toss us aside while the economy melted down. We kept our jobs. Some of us even got cash bonuses for basically existing. The same leadership you’re busy demonizing today signed off on that. Funny how that part gets left out.

Now it’s fashionable to cry about the CEO’s salary. Really? You likely knew this was a multi-billion-dollar health insurer with a millionaire CEO at the helm when you accepted your job offer - or when you CHOSE to keep working here week after week. Just like it doesn’t stop you from filling your cart with garbage on Amazon, or ordering overpriced coffee from Starbucks - who, by the way, laid off 900 people last week. Yet, I doubt anyone is forfeiting their Starbucks Rewards in protest. Outrage when it’s convenient isn’t principle, it’s hypocrisy. If empty outrage paid the bills, many in this forum would also be millionaires by now.

And here’s the part nobody likes to admit: nobody is chained to a desk here. The front doors aren’t locked. The exit signs glow for a reason. If this company or corporate America offends your conscience so badly, go build your own empire. Put your brilliance to work. But don’t pretend that bi--hing and moaning are unique skillsets. They aren’t. Babies are born crying. Sadly, some toddlers never grow out of it – then get jobs at this company.

The reality is simple. This company has tens of thousands of employees. Only a handful were let go, it seems. If every single chronic complainer in this forum quit tomorrow, the company would replace them and keep moving. No strategy would collapse. No customer would notice. The machine doesn’t need you (or me) - or anything you have to offer - to keep turning. You are not special. Whining here for validation from other whiny anonymous nonspecials is just sad. And if that feels harsh, it’s because deep down, you already know it’s true.

My heart goes out to anyone whose job was impacted and anyone still worrying - especially those who looked here for answers only to wade through the rantings of people who shouldn’t be part of this workforce, or any other. Good luck!

Nobody's going to tell a group of grumpy old demagogues what to do, especially when their stock buyback tricks are working better than a speedcam during rush hour!

Honestly, I don’t know what to make of Wayfair right now. The pay is solid and better than what I’d find elsewhere, but it feels like layoffs are always around the corner. It’s like every few months people are left wondering if they should stick it out or leave before they’re next. For those of us in North America, what kind of roles are most at risk? Is there actually a stable future here, or is it just about staying for the paycheck and dealing with the uncertainty?

And that email from Steve on September 16th… what was that? The message just didn’t sit right — some parts sounded like cuts, other parts like spending more money, and none of it made sense. Feels like leadership is saying one thing to us but doing another behind the scenes. Curious if anyone else feels the same or has more insight into where things are really headed.