#compensation

Wellsfargo stock will crash soon. More payoffs to come.

Can we just assume we’ll have none of these benefits anymore?

I found out I was already near the top of the pay range for my level, and that probably sealed my fate. There are plenty of people making less, so keeping them was the easier call. Just putting that out there for anyone wondering how they decided who to let go.

Quite possibly the worst run school division in America. Gutless leaders who have no concept of how to support the sanctity of the learning environment. Their policy is to literally sacrifice the all for one.

Teacher support and retention is negligible. To make matters worse, their compensation is about 10% lower than it’s surrounding school divisions.

Just look at all the openings on their website. Mess beyond belief. STAY AWAY!

Do the VPs and directors get those special packages in their contracts, so they don’t have to worry at all after the merger while everyone else feels uncertain?

People keep talking about compensation in the town hall thread. So please what was said about compensation? Because they way people were talking it sounded bad.

Is this like CEOs of the business line and up? I found the salary chart and it says 33 and above do not have a pay scale. I assume 33+ negotiate their entire employment/contract with the company then and are not considered like regular employees?

Removing RSU is the best business decision. illumina has exceptional gross margin now. Give credit where it is due... A toast to Jacob!

They got love seeing the stock price lately. Probably ecstatic as it means millions less in retention bonuses that will need paid out.

Thank you BNY for rewarding your employees again this year, we are happy to take the hit so the shareholders can profit...we are all shareholders after all

Reducing our paycheck amounts in 2026 with this 27 week pay period non-sense, increasing our out-of-pocket health care expenses and still pushing us to buy EH stock because nobody else wants it??? Seriously Executives, stick your head out of your million and billion dollar bubbles and see how everyone else is trying to survive with the low merit increases and next to nothing AIPs now. Buy EH stock with what??? We don't have anything left at the end of the month after we pay our bills thanks to the C suite pocketing all of the company profits.

If you don’t get one - does that mean your bonus will be sc--wed over?

Any word if we are getting anything?
That’s what usually makes the stress worth it!

New hires are coming in at 65k…

Has anyone had any luck negotiating their severance offer? If so how did you go about it?

This mean layoff will be finished in 3 years . Better run now until is too late
When Skyworks do the layoff , only have 2 weeks compensation. They will not count
how many years you work for Qorvo for compensation .

How does optum pay out per diem weekly salary for time after the last day in office to separation date. Do they calculate an average?

When are they finally going to adjust the market rating for Atlanta from an N2 to an N3? They reclassified Dallas an N3 market, yet Atlanta is more expensive to live in and pay has gone up significantly from what I can see on LinkedIn. I know they cited market pay last time, yet T mobile and Verizon have major offices here and their pay bands are significantly higher than ATT, plus they are hybrid and remote still. When is ATT going to change our market indicator?

Does 5/3 have these roles? How much do they pay?

Finally making ok comp

The severance policy is you are eligible for severance after 1 year of service completed. The formula is the greater of 12 weeks OR 1 week for each year of service + 4 weeks with a maximum of 26 weeks. So basically if you have between 1 and 8 years of service you get 12 weeks then add 1 week for each additional year. This is for Directors and below. VP's get 26 weeks, SVP's get 39 weeks (I believe) both after 1 year of service. But the majority of folks impacted are Directors and below I would think. This policy hasn't changed in the past decade maybe been in place longer.

Not my post though, see the original: @10vp+1jp883evs

Long story short, I'm an L4 - Community, Gender-Expansive, Kinship - Analyst. Thankfully, I survived the blood bath and still have my job.

Does anyone know what the implications are for the bonuses? Are we still going to get the full amount or are they cutting that too?

Thanks!

apparently one fiserv is short for $1 fiserv

With so many layoffs without reason or replacements- none of these roles are actually “useless” they’re needed - the existing employees keep picking up the slack. It feels like the boiling a frog story, we just have gotten too used to doing more and more work for less and less pay. The workers have no say at all while they know the actual work being done and making the CEO money. Making the company more money to keep adding unnecessary C-suite executives with millions of dollars in pay. Why don’t we unionize? We have gotten too used to the lay offs of important workers without a real reason every Christmas. Multiple layoffs this year, we have gotten too used to this. The only “restructuring” needed is cutting the unnecessary executives and their made up roles. CEO has the personality that he’s an actor playing a CEO. These are people’s livelihoods he is playing with while getting richer than ever before.

Hello,

Just curious of the associates who still remain at the firm. Will you participate in any fundraising campaigns and have it taken out of your paycheck?

Tu-d Party Delivery postponed delivery of a washer and to the customer’s third floor apartment, because they need “four people”. These are the same people that the left said “ will do the work that we don’t want to do.” In house delivery would never have done this, whether it was front load appliances or not. These people that deliver are lazy, apathetic pieces of sh-t, and Lowes lets them get away with it, just so they don’t have to pay a decent wage and benefits to real Lowe’s delivery associates.

Heard a rumor that there will be no base pay raises for scrum masters or squad leaders this year and very limited availability of shares for both regardless of grade level. Anyone hearing the same?

Has Wells started reducing the severance amount? I’ve heard that they will no longer offer the 2 weeks of severance per year if service. If that’s the case, I’m out of here.

Grades 20-26
0-3 years 3 weeks
4-5 years 4 weeks
6-7 years 6 weeks
8-9 years 8 weeks
(Add two for each up until 26 weeks)

Grades 27-28
0-3 years 5 weeks
4-5 years 6 weeks
6-7 years 8 weeks
8-9 years 10 weeks
(Add two for each up until 26 weeks)

Grades 29 and up
0-3 years 11 weeks
4-5 years 12 weeks
6-7 years 14 weeks
8-9 years 16 weeks
(Add two for each up until 26 weeks)

Hope this helps someone.

when should we expect to receive our severance pay? I was told it was on the same schedule as our normal pay but have not seen a payslip on my info as of this morning

Does anyone know what the highest percentage rate that can be received for a promotion at year-end? In previous years, 20% was the threshold for increasing to a new level of a job profile. Is it the same 20% now?

Interested in the gulf coast area- Texas/ Louisiana

Top executive compensation
Frank J. Bisignano (Chairman and CEO): Total compensation of $23,774,483.
Michael P. Lyons (Chief Executive Officer): An annual base salary of $1,300,000, with the potential for increases.
Guy Chiarello (Chief Operating Officer): Total compensation of $9,104,354.
Robert W. Hau (Chief Financial Officer): Total compensation of $6,406,705.
Adam L. Rosman (Chief Administrative Officer and Chief Legal Officer): Total compensation of $4,112,760.
Other salary information
Average Executive Compensation: Approximately $238,706 per year, including base salary and bonus.
Vice President: Around $197,191 per year.
Vice President of Information Technology: Around $231,700 per year.
Director of Finance: Around $158,263 per year.

Sycamore is mandating a four-day commute to Deerfield starting in February, which significantly increases out-of-pocket costs for employees, especially those who commuted to OPO previously. Yet, despite 3% inflation over the past year, salaries are not being adjusted - not even to cover a basic cost-of-living increase. What a slap in the face

Why do we think they are making us all sign this new employee agreement. I noticed it states that they can change our compensation at any time with notice.

Curious if it’s the standard 6 weeks + 1 week per year of service or something more generous due to the sheer scale of this round?

I heard they got 90 days and will be paid until 1/26.

I feel like we got sc--wed. I bet their severance packages were more generous as well.

Let’s stop acting like these leaders and TGT actuallly cares. Amazon is supposed to be more brutal and not give a 💩 yet they took care of their employees.

TGT care, grow, win is a LIE.

What do you think about the new PTO policy. 80 hours of protected PTO for sick time, the remainder for personal time off. The total PTO remains the same. Effectively reducing personal time off to as little as zero or 40 hours (5 days) for newer hires.

Word is some who survived in NY Corporate got retention bonuses basically saying they will be laid off in the future. If you’re in Corp NY make sure you get a piece of that pie !