#compensation

What is the severance for retail this time around. What is the minimum and what is the max. Do you get all your stock, including what hasn’t vested?

All of us basically have got three choices. Stay and take the abuse. Move up internally for a real raise. Or leverage the name on the resume and get a big bump somewhere else while Oracle still means something (it won't for long). Frankly, I don't want to stay where I'm not valued.

GB - took over Nov 2017. Over her tenure, shareholder value has increased by an anemic 2.8%/year, membership by just 1.4%/year, and operating margins have cratered by 52%. Meanwhile, her annual compensation has steadily increased by 7%/year. Sounds like a “2” rating performance but a 4 or 5 compensation. Shareholders should ba----g on the BoD doors demanding her ouster. Wil never happen, since BoD is stacked with her pals.

Can someone help me. I applied to VP at Mastercard in Purchase NY. It's Marketing. The range listed on job description is $213,000 - $351,000 USD. I am assuming this is total compensation? What's the base for VP? Bonus I am told 32%.

After spending 25 years at Big O across multiple organizations and technologies, I feel I'm in a good position to share my perspective.

One thing many people misunderstand is how compensation works. In my experience, bonuses, salary increases, and RSU's are not automatic rewards for hard work or tenure. They depend heavily on your manager's recommendation, the leadership chain, and the budget allocated to your organization.

Even if your manager believes you deserve a significant raise, there are organizational constraints. Most teams receive a limited compensation budget, so managers often have to make difficult trade-offs. In a team of 10 people, only a small number (Read 1 or almost 2) may receive meaningful increases while everyone else gets little or nothing. That's simply how the budgeting process works.

Because of that, I've learned not to assume that working harder automatically translates into better compensation. Performance really doesn't matter a lot, but manager advocacy, organizational priorities do have their share.

At Big O, timing and organizational placement often matter as much as talent. You could have the abilities of Elon Musk, but if you're buried in an org that's five or six levels below an EVP, don't expect exceptional career growth. Realistically, you may spend years capped at something like IC4, irrespective of your performance.

The same applies to layoffs. From what I've observed over the years, layoffs are not always a pure reflection of talent or performance. Its just big fish eats small fish. One influential manager saving his and sacrificing some one else. Or its a bid. A manager will be asked how many you can get rid off. Sometimes excellent employees are affected while others remain. That's the reality of working in a large corporation.

My advice is simple: don't spend too much emotional energy trying to predict the next raise cycle or the next round of layoffs. Forums like Layoffs.com and Reddit are full of speculation, but nobody outside leadership truly knows what's going to happen.

Instead, invest in yourself. Keep your skills current, interview occasionally, build your professional network, and make sure you always have options.

One lesson that surprised me after leaving Big O was this: spending decades working on internal systems and technologies doesn't automatically translate into equivalent market value outside the company. Many of the tools, processes, and systems are unique to Big O. In many ways, you have to rebuild your external profile and prove yourself again. If you're fortunate enough to find a role using similar technologies, the transition is easier—but that's not always the case.

This is just my experience after 25 years. Others may have had very different experiences, but I hope this perspective helps someone focus on what they can control rather than worrying about what they can't.

Dell was at record highs in the markets, nothing from this performance was ever shared w the employees. Dell is about to be cut in half can you imagine what this company is going to do to you now

Hi! Sorry to hear about more layoffs today. Those who were impacted can you share how the severance has been at your level? Both pay and equity? Thank you

I am wondering if we will have yet another year of zero raises.

What is the salary band for a 502 in CCB home lending?

Post your questions here so we can reference them if we actually get a Q&A session. Although I have my doubts because the stars and planets have to align first before execs even think about providing answers. Maybe just maybe the tone deaf executives will take questions from the audience. Or maybe they won’t and the questions are already screened days in advance.

How does the business justify forcing an employee to travel upwards of 100 minutes each way all week long when said employee was hired as a remote employee?

How does the business justify a microscopic raise of 1.25% when the RTO mandate has cost me $2000+ per month in commute, daycare costs and hours away from my family? Additionally how does the business justify a 30% compensation increase for the CEO when his own workers are struggling?

How do I save for retirement when I have to reduce or eliminate my contributions just to pay for this RTO lifestyle?

As a female I feel unsafe every time I step foot in town. How does the business justify making decisions behind the safety of executive security to force thousands of employees into downtown Pittsburgh when there have been two homic--es within a block or two or the headquarters. Plus rampant crime, open air dr-g use, bus stop fights, unpredictable homeless, human fe_ces along the sidewalk. Crime happens but there hasn’t been a single chirp regarding safety.

Appreciation week…sigh. What did you win? Reminds me when I was awarded - I mean earned a PNC branded ballpoint pen for my 5th anniversary. Yes I got a pen for 5 years of work.

Lastly, where is the data? The business shills this idea that RTO is to foster innovation and a more inclusive workplace. But after 2+ months I have witnessed the exact opposite. My senior developers left for better jobs. There is no innovation. Just loud obnoxious chatter because everyone is on Teams calls therefore proving everyone is remote with respect to everyone else. We will occasionally push or cancel standup because some team members are caught in traffic. We never canceled standup while we were all WFH. Our progress has slowed, our results are turning sour and our team morale is living at rock bottom.

Every day more work gets added and there's never enough time. If I'm going to be this burned out, I might as well find a place that pays better.

When's severance supposed to be paid out?

That means we’re all getting fat raises next year because we’ve done a great job. Right? Right…

I heard if you get meets expectations this year you only get 50% of your bonus. Anyone else heard this? I asked my manager and they didn't know so I called HR and they said there is no info available to them and to wait and see.

So, for those of us who might get laid off and we DIDNT take the VSP - do we get no pay? or just get paid the 2 weeks like I keep hearing about? Thats rather cr_ppy! Does anyone here know for sure?

I don't understand how they think they can pay bottom dollar and expect top performance. It makes no sense. But it seems to be logical to the id--ts in charge.

Does anyone know what the typical value of RSU grants are once you hit JG14 and then 15, 16, and 17? I’ve heard $25k annual grants starting at JG14 but unsure if that’s correct?

Thanks for the insight!

For those who have received their payment, what was your timeline like to receive your compensation based on your last day of employment?

My manager just notified me the pay raise this year. An awesome 15% hike.

Workers, they kicked me out three years ago. I got another job with about a 20% raise. The work is super easy and light. The tech debt at TU is oppressive and it's pretty obvious they want as few of you there as possible. Have no loyalty at all if you ever did. I know times are scary, but wages are shooting up for certain things. I don't know why developers are still there.

I joined FDC back in 2016 in Omaha and took a low ball salary because it was nowhere and I had to stay in there for family. FDC got my super prof service at a low price comparing to other locations in Atlanta, or NYC, etc. In 2020 during Pandemic I moved to another state in MW and was able to work remotely. However, right after Covid, Mr Frank ordered RTO and I said goodbye to this company and quickly landed another remote work with a 40% pay increase offer - I didn't even bargain. I guess many people leaving FISV were in the same situation. I didn't specifically shop for other jobs as my family didn't need that much of my salary - I was just keeping myself busy. but thanks Mr Frank you made me make the right move. Now I landed another hybrid job in yet another state and got another 20% raise. lol. Fisv may never figure out why their stock su-ks so much. BTW, I sold all my employee stock at around $100 when I parted.

How can they lay off AMs, while turning around and immediately adding new AMs?

It seems like what might be really happening is CDW is trying to re-set the payroll with lower paid employees and foregoing the experience, expertise and customer relationships of AMs who were paid more competitively.

I’m sure that’s also happening in other departments.

What could go wrong?🤦🏻‍♂️

The leader of the largest division of Canon USA has tunnel vision and is simply focused on spreadsheets and not the real problems that trouble WTS.

If you want to other people to help sales out start off by looking in the mirror. What have you done for the WTS sales group since you took over in January?

For starters we have seen more price increases to both hardware and service while you admit the market it declining 5%-15% annually. You want us to sell more IT services but you don’t want to pay us. We can’t make more than a 2% override these days and our income is significantly decreased YOY. We then got stuck using this awful product called Google. Let’s not address the fact that not one person has acknowledged this was a great move. We simply don’t talk about it anymore because your mother told you if you have nothing nice to say don’t say it.

So when you tell those who work within WTS to help others, what have you done?

I am rooting for the grizzly bear!!!!

Anyone who has gone through it have the pay? I've heard multiple things.

Is the max for “Exceeds Expectations” truly just 4%?

what is the base salary for these positions at Verizon?

I am looking to apply to these positions in Florida.

How much do they pay?

$1.5 billion is a lot of money, they'll have to compensate somehow.

Cencora's layoffs should be a national story—not because layoffs are unusual, but because of the contrast between how employees and executives are being treated.

While employees who spent years, and in many cases decades, helping build this company are losing their livelihoods, the CEO's compensation was reported at approximately $18 million. Senior executives and vice presidents continue to earn enormous salaries and bonuses while rank-and-file employees are told that cuts are necessary.

Companies often speak about culture, values, and putting people first. Those words ring hollow when workers are shown the door while leadership continues to be rewarded at extraordinary levels. If the company truly believed that everyone should share in both success and hardship, the sacrifices would not fall almost exclusively on employees.

Other companies, such as IKEA, have built reputations for investing in their workforce and treating employees as long-term assets rather than costs to be reduced. Cencora appears to be moving in the opposite direction.

The message being sent is clear: when times are good, executives receive the rewards; when cost reductions are needed, employees absorb the consequences. Many of the people being laid off dedicated years of service to this company. They deserved better than to be treated as expendable while executive compensation continues to soar.

Bumped from @ez+1kvmc88bw for being on point.

I get that people are anxious about what's coming, but it's probably not going to be as bad as you think. There are so many other companies doing interesting work with better compensation and a much healthier environment. Leaving Centene might turn out to be the best thing that happens to you.

Capital One's CEO, Richard Fairbank, received $40 million in total compensation for 2025. His unique pay package does not include a traditional cash salary but is instead entirely performance-based, consisting primarily of performance share units and a one-time stock and cash award tied to the company's acquisition of Discover Think they really care about any of these post ! Nope

Last I saw, the pay range for senior BECs was something ridiculous like $78k to $130k. How much does the average senior BEC (or even lead BEC) actually make?

Even when I was still employed at WF several jobs posted did not list the salary. I had to email the recruiter listed and ask them what the pay was. I've found that this behavior has increased and not just at WF. Is saying you want a job for the money really so taboo? Why would anyone apply for a job when they don't know how much it pays?

NetApp’s financial performance is much better than past years. Will they be generous to pay bonus to laid off people? If anyone gets it, please share

Is it the same as the last time? No changes?

by this rate I won't get paid until next year. thanks dell

Has anyone applied internally, was hired, then you were able to negotiate pay? I’m hearing there is a max of 8-10% from your current pay you can be increased. Is this true? I am going to apply for a position and have a great shot at it but need to be able to negotiate pay for this role.

More cost cutting planned. As a result expect no raises and no CL promotions again this year. Meanwhile as inflation eats away at your pay, the buying power of your compensation goes down further.

Now that the year is over, are JNPRs going to be laid off or have their comp lowered? It was hands off for the first year only, then HPE can run riot in headcount if they want.