#compensation

I'm in minneapolis and the pay range recently changed. An example for a P3 in risk is the minimum used to be $84K, but now has increased to $96K. If a person is below the minimum, will HR increase the their wage to match, or will WF sc--w that person over?

Split in 2 Cycles:
1st in November
2nd in May

Basically, they just cut whatever peanuts you were supposed to get in HALF.

Yup, and the email sort of blamed the employees. In any case, just a guess but layoffs are gonna have to happen. Again, no first hand knowledge. Guess they should not have bought two companies.

https://www.aboutschwab.com/leadership

Look at all those smiling faces!! Happy, rich & convinced they work harder & deserve more than everyone else! So proud & accomplished as they send out surveys to support planned pay cuts for everyone but themselves & their club.

Let’s vote here (where our voices actually count just as much as they do at CS):

Which EC member deserves a pay cut the most??

The hourly guys on the floor are barely getting wages above that at McDonalds. Whats with that.

The bank is now actively reclassifying lower roles to higher roles without any financial compensation. They are compressing wages down for the same or more work. Be mindful of your job role, your compensation range will go down.

This evil corporation expects us to work harder for no actual gain to ourselves?

If you go into your MyHR - personal information and expand the employment history section do you see anything that says your “Transfer - GL account code change”?What does this mean? Mine says as of 8/10/25. I have not got any increase or change in my job.

I am a clinical worker grade level 24 and am hourly. A few weeks ago they sent that wordy bonus email saying that they were changing the structure of the bonuses or taking away them.

Can someone explain to me what is happening with the bonuses for someone who is hourly and a grade level 24?

RSUs really gone for good? Did Jacob actually say we’re doing away with them permanently as part of comp? WTF.

If there was ever any doubt ILMN is a coffin, this nails it shut. From here on out you’re expected to take below-market comp for the “privilege” of working in that coffin. The mission is now supposed to replace equity ---- which here is maybe 10% of comp, while at other companies RSUs make up 50–80%.

Looking forward to walking among the living soon.

Anyone know the specifics of the rewards changes mentioned on the beat? Direct questions were glossed over. It sounds like the intent is to not reward low performers in November? With the November layoff rumors this is even more concerning.

End of year activities are generally a joke, but this year is one for the record books. The big question is who is getting the differentials? Will those be passed out to someone that is unknowingly on the chopping block, or will upper management correct for that? Is it fair if someone performed above and beyond all year, but bcz their job is going away that person won't get a diff rating?

Oh the games. . . . .

If grades change up/down prior to 8/31 then I assume bonuses for T2 will reflect using the new grades.

I’ve had the impression that vanguard pays poorly. Is that still the case?

Posting for someone I know who got let go in June but did not receive their PSP last week, which was unexpected since they were still on the payroll post May 31. Was wondering if others experienced this or what the next steps should be?

Will Elevance ever go above the given salary range in a pre screen interview call?

Been working for HPE/DXC for a year. We make $3USD an hour.