#compensation

While you’re sweating it out, fearing the next round of layoffs, Mike Wirth’s raking in obscene cash $60 MILLION in 2021 (more than 50,000 Ecuadorians combined!), $29 MILLION in 2022, and a fat $32.7 MILLION in 2024 with a smug 19% raise. Meanwhile, your pay’s stuck in the mud. 😒 Chevron slashed 20% of you in February 2025 to “save costs” (boo-hoo, low oil prices), and now they’re plotting to axe 9,000 MORE jobs through 2026. But don’t worry, Wirth’s wallet is safe! 💰
Oh, and guess what? Critics say his bloated paycheck is tied to shipping YOUR IT jobs overseas with H-1B visas, spitting in the face of American workers. All while Chevron funnels millions to Trump-aligned causes. Disgusting. 🤮 Wake up, Chevron your loyalty to greed over employees is pathetic. This is for all you boot licking chevron employees that think you are untouchable….. 🤡#ShameOnChevron #you arejustanumberonaspreadsheet

There’s been talk, from a source I trust, that leadership has been exploring workforce reductions. The numbers being floated include cuts of 15% up to roughly a quarter (25%) of staff under each director across most departments. The focus appears to be aggressive cost savings, and part of that includes looking at compensation levels and where employees are in their career timelines. Officially, they can’t say that’s a factor, but it’s being quietly discussed.

What’s even more concerning is that some highly skilled employees are being targeted not because of performance, but because they don’t fit in with their immediate manager’s preferences, push back against the status quo, or are seen as difficult simply for having a different perspective. If someone isn’t aligned with their leader or is viewed as inconvenient when numbers need to be met, they become an easy choice.

It’s incredibly hard on the people who consistently show up, do exceptional work, and still go unrecognized especially when they’re not being supported or advocated for by leadership. This year feels different. The impact will be left on the shoulders of the people that are left behind, overwhelmed, burning out, and losing their sense of pride in the workplace. But with cost cutting being seen as 'essential' to the business, this is the direction things seem to be heading.

As a retired, original LP owner I am wondering why the most obvious question was not addressed.
How will this change affect annual payout percentage, for original owners, in the future. We have enjoyed an average 20% for many, many years. Will that most likely be reduced.

Anyone know the salary ranges for a Level 4 & a Level 5?

I hope Mike and the board invoke the clawback policy to recoup the compensation paid to Frank and Bob Hau over the past couple of years. They knew the growth projections and guidance were wildly unrealistic. It would be therapeutic to have them held accountable.

I am a P4 at the top of my salary band, making $175k base and about $50k bonus the last few years. I’ve been with the company awhile so I have great PTO, and I have always been a top performer. The recent culture shifts and in office expectations are a drag, and my workload has greatly expanded as we have eliminated many people on my team due to location strategy and not replaced them.

What are the odds that that I can find a job at another company that pays this well but has a better employee centric culture? Where should I look?? I’m in a moderate COL market.

What is the timeline for

1. Manager submit perf rating.
2. Bonus amount confirmed.

I got the enroll in deferred compensation email today .

how does this payout work? When would we receive the settlement?

Does anyone have any information about what was going to happen in December with compensation? The messaging we got was that it is just a salary update for some people but not for everyone. Initially we had thought it would be across the board.

Is he really talking to us about how we manage our pay and cut backs we have to do at home? He did get a raise this year, when have we received a raise to support the cost of living increases?

Will someone please post what the Bonus payout percentage is, if it was emailed yet or when they do send it? As someone that was laid off this summer, we’re eligible for pro-rated payment and I’m curious where it’s sitting at as of Q3. I saw a post about the GTH and usually they release it around the same time but haven’t seen anyone mention it.

As Perrigo continues to slide despite laying off hundreds of people and affecting many families they are now advertising that they will give 52 weeks pay to anyone who stays on at the Vermont site until 2027. Considering long term employees received 1/4 of that (or perhaps nothing going forward) its shameful.

https://www.samessenger.com/news/business/perrigo-georgia-hiring-operators/article_f845eed2-e6d4-400f-b38b-591e6ba0a29f.html

Is a selling lead a manager without the pay? Why don’t they just call the position a selling manager? Any input would be helpful

https://www.calcalistech.com/ctechnews/article/r1lw3rwjbe

Is payday still tomorrow (Wednesday)

So if you are let go what's the package like at Conoco these days? I left many years back and moved to family business. So just curious if it's better than what it used to be.
Good luck !

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