#compensation

Can you negotiate pay for internal transfer that's cross BG/BU and cross job family? Thanks.

If they expect us to Deliver What We Own and Make Quality Personal and Help Each Other Win, then BD needs to do their part. Pay us our full raise and our full bonus. You scratch my back and I’ll scratch yours

If you were laid off at any time did you have a lawyer write a demand letter asking for additional compensation? I am curious how this went? Thanks!

I heard managers submit that detail this month? Have they already submitted?

I think the guy deserves a bit of recognition for not doing his job. Barely visible but keeps asking the rest of the managers and others to come in the office and visits clients. When was the last time he went on a visit or traveled?

Heard from others he is either home or quietly leaves by 2PM at latest.

Maybe he could advocate for better compensation for consultants in high cost locations - set an example for others SS

Set an example for other SS.

now pay the 1.21 big billion plus losing face in having to admit being a wilfully complicit by having weak controls and unskilled people

https://www.cnn.com/2026/10/13/investing/bank-of-america-billion-dollar-fine

Says you get paid up to two days early with Dayforce Wallet. Is this even worth it? Will it mess any VSP compensation up I wonder.

https://h1bhq.com/search?employerSlug=bnsf-railway-company&pageSize=25

Palo is cheap. They are like many of the other vendors. One could be there five years, get no raises of any kind. Promotions are nearly impossible. Upper management admits this is true and all that is controlled by mindless algorithms. One has to leave to get more money.

What do you think the chances are of another November layoff before comp/bonus decisions? We’ve had layoffs in November for 3 out of the last 4 years (2022, 2023, 2025), and we’ve had some of the worst outflows in the industry this year, so I think it’s pretty likely.

Can anyone affected by the recent Oracle IDC layoffs (especially IC4 and IC5 employees) clarify the actual severance package?

Based on recent discussions, I understand:

IC4:

• Part A includes 15 days' salary per completed year of service.
• Part B includes additional ex gratia.
• Combined payout is reportedly 1 month's salary per completed year, without a cap.

IC5:

• No additional 15-days-per-year payment under Part A.
• Part B includes a lump-sum ex gratia reportedly capped at 12 months' salary, irrespective of tenure.

Questions for affected IC4 and IC5 employees:

1. Can anyone confirm whether this difference is accurate based on their actual severance letter?
2. For IC4 employees with 15–25 years of service, is the combined service-based payout still uncapped?
3. For IC5 employees with 15–25 years, is the ex gratia strictly capped at 12 months?
4. Was this also the formula used in the March/April 2026 layoffs, or has it changed in the latest round?
5. Are gratuity, notice pay, and leave encashment separate from these amounts?

Would really appreciate firsthand confirmation from affected employees, particularly those with 15+ years of service.

No need to share personal salary details or documents. Just the level, tenure, and severance formula would help clarify the situation.

Thanks in advance!

Have you noticed the new premium for medical ? it has gone up more than 40% but they said in email that only 3% will be increased?

Curious as to how many other associates have to work more than 1 hour to afford 300 paper plates?

Any people managers in here want to explain how those are allocated. For example does a manager get x amount of shares that they can give out to their team how they want? and at what point is that usually decided, now, nov, or right before YE conversations? Are share amounts driven by your grade or is it just driven by how much your manager likes you and how much they get allocated to give?

Declaration that details her past earnings: https://storage.courtlistener.com/recap/gov.uscourts.cand.474723/gov.uscourts.cand.474723.1.5.pdf

And her Complaint against Nielsen: https://storage.courtlistener.com/recap/gov.uscourts.cand.474723/gov.uscourts.cand.474723.1.1.pdf

I don't remember Cengage being this difficult to work for. We're dealing with heavy workloads, frustrating systems, weak leadership, and pay that no longer feels competitive. And to think, we used to be one of the premier employers in our field. How things have changed.

Well, not for themselves, just you.

Cesar Conde:$350,000
$160,000 + $200,000 stocks

Susan Diamond: $363,333
$143,133 + $200,000 stocks + $20,000 allowances

Darren Walker: $371,277
$150,000 + $200,000 stocks + $21,277

Edith Cooper: $330,000
$120,000 + $200,000 stocks + $10,000 allowances

Average ranges for actual employees:

Frontline: $40 - $69,427

Delivery/Route: $$45 to $70,000

Warehouse: $40 - $60,000

C-suite

Ramon Laguarta - $23,903,544

Steven Williams: $7,768,918

Steve Schmitt: $10,195,589 + $3,500,000 signing bonus., + $7,000,000 stock grant

Silvia Popovici: $6,429,099

Becky Schmitt: $5,576,627

Merchandisers/stockers: $30 - $55,000

Field tech: $40 - $60,000

The really sad part is that Aramco's competence could have been maintained by spending just a fraction of this amount. Current low salaries bring in a tiny fraction of good people along with a huge fraction of bad, for both locals and expats. Of course most of the good people don't stay long. All of this leaves out the fact that good people tend to attract more good people while bad people attract more bad people. Combine this with the fact that Aramco is really being run people in the government who thought Neom was a good idea in the first place. It look the Americans 30 years to build Aramco's culture, and the current regime has managed to tear it down in less than 10 years. Its only a matter of time before this bleeds through into something terrible that management can't cover up.

Some will say it’s not real. How dare people work for pay.

I recently spoke to a janitor at Starlink who gets more stock than I do as a band 6 at Verizon. Meanwhile we cut our below average stock grants by 25% by increasing vesting from 3 to 4 years lol

If your company is making record profits, the employees should be getting record raises and bonuses. Otherwise, consider us servants

See many questions on this - at a large co like Walmart, your boss can't just hand you a big raise. Levels, salary bands, comparisons with peers and HR rules box in what they can do, so find out your range. The owner of a small company has none of those limits and can pay someone 20% more, or three times as much, if they think it's worth it. Not here.

Anyone else fed up with not having the proper commission since April? With no real answer on when the magic true ups will come? Can fully understand that “the erp cutover is complex” but lord have mercy, if they think they’re being ~~transparent~~ they’re ridiculous. Not to mention seeing our CEOs ni-ples on Instagram on his private yacht while an appropriate and earned commission check can’t even be cut. I dk yall, it’s wild over here. Keep solving!

SWE I: 16k US$
SWE II: 34k US$
SWE III: 40k US$
Tech Lead Software Engineer: 58k US$
Principal Engineer: 107k US$

Bonus included.

Has anyone figured out whether getting Delivers Strong Results in all three categories actually matters? We keep hearing about performance reviews, Talent Ranking and TDP, but it's still unclear what really drives compensation and promotion decisions. Someone here mentioned getting Exceeds in two categories and still receiving no raise or bonus. Has anyone seen strong ratings make a meaningful difference, or are the decisions already made during calibration regardless of what your review says?

Any guess 🤪 🤔 how much unvested stocks from laid off employees they stole the last few years?

Is Iselin any safer from layoffs and/or toxicity? Asking because I'm at a competitor bank and considering a Director role within the Technology space, since the pay is better, the commute is infinitely better but reading the posts here, it seems its all gloom and doom at WF (which is the same situation my my firm's layoff board)

GTMO Ops Band 5 check-in. Currently at $84k base with a minimal $2k bonus. Feels low for the workload and AVP title on the internal track, but wanted to check reality. What are other Ops Consultants / Specialists seeing for total comp right now?

My ISP severance includes x# weeks for x# years, plus prorated bonus. Looking at paystub for this upcoming payday and it includes only the salary portion, no prorated bonus payout - is that paid separately (if eligible?)

Since the current RTM promotion date was 10/1 and if you worked over 40 hours last week, guess what? You are only going to get paid overtime if you worked 40 plus hours thru 9/30.

Looking over the notes on the meeting recap, it said payroll cut off Monday 6:00 p.m.

Does that mean that workers will not be compensated beyond 6:00 p.m. on Mondays?

Managers across BD received an email letting us know that raises this year will be less then the normal 3%. So thanks for all the hard work but BD doesn't care.

Why do I have to watch a recent college grad fast-track PepsiCo re-leveling all while I’ve exceeded my objectives for the twelve years I’ve worked here, yet there’s no budget for me to get the raise I was “promised” for the last five years? Make it make sense.

Hi - two lowly grunts here having a debate - are PSG 26s stock option available.

Are you all happy here? I am a new higher and this job is not what I was sold on for sure. The ability to earn commission is non-existent. I have 23,000 net activation quota a month, nobody is pumping out 130 smartphones around here.

It's never a pay raise or anything like that.

​Stock-Based Compensation: The magic trick where the CEO turns your 10% stake in the company into a 7% stake, and then hands you a press release explaining why you should thank him for it.

Stripe's London operations saw a significant increase in employees last year, adding 52 new staff members. This expansion occurred even as the global fintech company implemented workforce reductions. Despite the overall headcount growth in London, average total compensation decreased due to a substantial drop in equity pay. However, base salaries for London employees did see an increase. The company's UK entity experienced an 18% rise in staffing.

London, England

https://www.efinancialcareers.com/news/stripe-london-pay