#compensation

does anyone know if health insurance is included with a severance package?

Does anyone have any idea what the severance package is like for ANI these days?

Newly joined the company, when do the employees get bonus? Typically what is the bonus range? Are we expecting RSU during spin off? At what level do we get LTI?

Since ConocoPhillips is struggling quite a bit these days, I figure the executives should take some pay cuts this year to help the company out. They’re only pulling in roughly a billion bucks in net profit each month, after all. Practically minimum wage for that crowd. Why not let the company hang on to a bit more of that money, eh? The executives can take one for the team and bump profits even higher by trimming their own salaries instead of just cutting jobs in the States and up here in Canada. It’d also let them show the shareholders just how committed they are. It's their time to shine and show their S|P|I|R|I|T

I was a VP and received $800 - $1000 bonus during my tenure here. Im now at a new bank and my bonuses are huge! Was $800 - $1000 the norm for bonuses?

It was a slap in the face to see the Forrester exec team issue share buy backs funded by laying off of a significant chunk of its workforce. When you look at how the exec team is compensated, this move really shows its priorities. Would be curious to hear other's opinions.

Your medical benefits contributions.
Medical contributions are based on your salary. Fiserv embraces the philosophy that associates who earn more will pay more than associates who earn less. This is Fiserv embracing the socialist idea of income redistribution. The more you're worth, the more you have to lose at Fiserv.

Any fellow FAs on this site? What do you all think of the changes to MGA and new LGA? Seems mostly positive to me. Shocked they didn't change the grid.

As CEO of Verizon Communications Inc., Dan Schulman receives an annual base salary of $1.5 million, with total compensation reaching $34.3 million for his partial year in 2025 (including stock awards) and potential performance-based equity and bonus packages scaling up to $59.5 million or more depending on performance targets.

Employees should be aware of additional benefit reductions reportedly expected to be announced soon. These changes include the elimination of unlimited PTO for employees below Grade 13, a reduction in maternity leave, the elimination of paternity leave, and continued lack of bonus opportunities.

While employees are being asked to accept fewer benefits and reduced compensation opportunities, executive leadership continues to receive substantial compensation packages.

It’s becoming increasingly difficult to reconcile the company’s messaging around valuing employees with decisions that consistently reduce the benefits and financial security of its workforce. The disparity between how employees and senior leadership are treated speaks volumes about the organization’s priorities.

For those of you still at the company - how are bonuses this year vs. the last few?

Considering inflation the longer you stay here the less you make. Except for executives of course.

On Glassdoor someone mentioned people leaders are getting rejections back from comp planner and were told this would be a rough year. Anyone else hear this? Is this in relation to in team promos and bonus?

The 1500 will now be spread out over each pay period.

This su-ks.

What have the severance packages been for the recent layoffs?

Q3 2026 United Health Group reported $4.11 B profit (net income). Up 75% from Q3 2025.

But we’ll still be told at the next all employee show that we really didn’t do that well just so we don’t get our hopes up for a decent raise nor bonus.

I get it, you’re rich. Don’t be an a--hole that you cut our comp to fill your paycheck

Anyone in the UK worked out how much their pay has gone up since 2020?

Inflation's been over 32% since April 2020. If your pay hasn't gone up by that much, you've effectively had a pay cut.

And now we're apparently not worrying too much about market rates either.

Great stuff.

My first year. Do we get told in January?

Was the q3 bonus payout supposed to be on yesterday's paycheck or the next one.

I recently noticed a role similar to mine posted on a job board. My current pay is at the lower end of the posted range, even though I've been in this position for years and have significant experience. Is this common at TIAA? I understand this happens everywhere, but between the high inflation over the last five years and receiving almost no raises for staying here, I can't help but feel bitter.

Strategy Framework: How You Should Handle This

If your goal is to exit the company with financial support rather than transitioning to a temporary agency, use this step-by-step plan:

Phase 1: Review Existing Agreements

• Check your original employment contract or company handbook for a formal Severance Policy.
• Look for a "Change in Control" or "Substantial Reduction in Compensation" clause, which sometimes triggers severance if your pay or benefits drop significantly under the new agency.

Phase 2: Request the Transition Details in Writing

• Ask for the exact terms of the contract with Cognizant or Infinite.
• Compare the new hourly rate, health insurance costs, and paid time off (PTO) to your current package.

Phase 3: Leverage Discrepancies to Negotiate Severance

• If the agency position pays less or lacks comparable benefits, use that as leverage.
• Approach HR and say: "I want to stay, but this agency transition represents a material reduction in my compensation and benefits. Since my original position is being eliminated, I request that the company offer me the standard severance package instead."

Fu-k them all. Greedy ba----ds. Is it really that much harder to be an executive today and easier to be a non-executive than it was 10, 20, 30, 40 years ago? The compensation gap keeps widening. Ba----ds hide behind benchmarking which is clearly a corrupt system designed to create kings and subjects. A--holes

What much bonus payout diff between good year and great year based on past payouts

Looks like the remote work exceptions need to be justified again. Based on the timing; my guess is that it will impact comp and potentially add to the list of candidates for upcoming layoffs.

SAN RAMON, Calif.--(BUSINESS WIRE)--Five9, Inc. (Nasdaq: FIVN) (“Five9” or the “Company”) today announced that on October 12, 2026, the Company granted restricted stock unit awards (“RSUs”) covering an aggregate of 93,116 shares of the Company’s common stock (“Shares”) to five non-executive officer employees (collectively, the “Inducement Awards”). The Compensation Committee of the Board of Directors of the Company approved the grant of the Inducement Awards, which were each offered as a material inducement to each of the employees entering into employment with the Company, effective as of September 28, 2026. The Inducement Awards were granted under the Five9, Inc. 2026 Inducement Equity Incentive Plan. 1/3 of the RSUs will vest on September 3, 2027, and 1/12 of the RSUs will vest quarterly thereafter, so that the RSUs are fully vested on September 3, 2029, subject to the employee’s continuous service through the applicable vesting date.

I am sure all of us are stoked. AWMs Record Year - it rocks. Now this will convert into more $$$ for us, salaries go up, bigger benefits. More $$$ into retirement plans. We'll increase benefits, you'll all love it. Let me know if I missed anything... OK... The sarcasm ends here.

Right on the heels of the our health insurance getting more expensive while covering less, and not a word from Ricky on those COLAs he promised us last year.

Is this what winning feels like?

What are you gonna do about it. The client loves me and keeps extending me. And, yet, no more $$$ or bennies for me. What to do? You gotta change something. You get rewarded when you hit financial goals and your customer (the shareholder) is happy, I just want Tata to treat me the same way. Peace out.

Have anyone been successful in negotiating a higher severance amount? I left an organization to come here that had an amazing severance package. I was skeptical about coming here because I liked the cushion the other company had. I thought the minimum was going to be 6 months here but just received a 3 month offer.

I am pleading to senior executives leading Infosys. Pay attention to upskilling of workers and work conditions. Organize that better. We have money and we have skill. I know that marketing is important but it'll not help you if your workers fall behind or are not motivated to work. The comp needs to be improved, inflation is eating into our wages. Do something about this. Thank you for your attention.

Anyone know what the package entails/has entailed in the past?

So we are expected to come back to office 4 days a week while they cut expenses for snacks and lunch budget? If we earn ELT money then sure, but they are also not increasing our compensation? We are expected to eat air I suppose.

I recalled they said they don’t care where we work as long as we do our job. Also I’ve heard management making it so hard for employees to visit other offices for whatever bs reason

Are they equalizing Upstream and Downstream Salaries? How exactly do they plan to do this? No raises for upstream and big bumps for downstream?

Do you happen to know what the expected raise percentage is for this year? I’m also wondering whether employees who receive a promotion in March are still eligible for the annual merit increase. Since raises are communicated in January and promotions in March, does receiving a merit increase have any indication of whether someone was selected for a promotion?

Poor decisions were once again made. Roles that no one has interest in such as CSS1/CSS2/CSS3 were created last year and now they don't have enough people to fill them because there is no incentive.

They refuse to tell you what the pay is before you go into the role because the real answer is, the pay will be around what you're already making... maybe a tiny bump for triple the work/stress. If you make higher pay due to working later shifts, you'll probably be making less... all while your bonuses and other benefits have already been getting gradually worse year over year.

This is where the soon to be forced "promotions" come in to play. Completely short-sighted... but no one seems to care about that. Instead of creating roles people are semi-interested in and justly compensated for, they're going to force reps into these roles they'll hate... ensuring the customer gets a sub-par experience at best. Amazing.

Glassdoor analysis, extracted 10/12/2026- the analysis covers 123K Infosys and 1.8K Global Payments employee reviews, with the comparison focused on 2024-2026 ratings from 26.6K Infosys and 702 Global Payments reviews, including U.S.-specific results.

INF = Infosys, GP = Global Payments, GL = Global, US = United States.

Inflation is up 3.7% and Social security recipients will get a 3.6% increase. If you make it past the cut, prepare for another cut when you get a merit increase that doesn’t match inflation.

How come Social Security announced a 3.6% increase for this coming year and this company hides behind a 'they can't afford raises' mentality ?