#executivebonus

New CEO's compensation package was just detailed in an 8-K filing: base salary of CAD 1.2 million with USD 7 million long-term incentive plan (70% PSUs, 30% RSUs - vests Sep 2029):
Target Bonus: CAD 1.62 million
Sign-on Options: USD $2 million
Sign-on RSU: USD $2 million
Total Target Direct Pay: ~ 13.8 million (sum of 1st year salary, bonus and all equity grants)

I think I read here that being a vice president means that to keep your bonus (so they dont clawback) you need to work 30 days after the February 13 distribution date? Can anyone confirm this?

If there are indeed layoffs, they will only be for employees who joined in the acquisitions or employees on mid range salaries. Developers, QA, support engineers and product managers will be fired but never HRBP or development managers with complaints against them. There are many employees who continue to be very highly paid and keep getting a higher salary and more stock options every year. That's because they get it once in March and their network triggers a reorganisation in the middle of the year where they get promoted or have a role change. In all my years at SAP, I have seen this happen all the time and this is only intensifying since the talk about layoffs. So even if there are any layoffs, expensive employees who should be laid off will still be there and those that deserve or do more will be asked to leave or be given such a pitiful salary increment and bad performance that they will have to leave. Also, you can expect only employees from Walldorf and St Leon-Rot to head all important positions in the new acquisitions and in other locations. No matter where most of the team members are, the managers will almost always be based in Walldorf and St Leon-Rot now. And once the back to office shenanigans start they will give a bad performance to any report who isn't based in their location.

Regarding executive bonuses, the executive board will get them. They have the supervisory board in their pocket and the Works Council is too powerless to revolt or strike or do anything about it. CK got €18 million as a bonus in addition to his salary when he vowed to fire 10000 employees. And if the supervisory board wanted to keep him in check, they would have given that as stock options and not in cash. But they gave him cash. He and most of the executive board members will live comfortable lives even if they have to resign or leave now. But they will squeeze every million out of SAP before they go. A lower share price only means that they will intensify layoffs. And the entire SAP strategy is based on AI and a complete shift from the core business. If AI fails, SAP will lose everything. But the board is too incompetent to come up with any real strategy or an alternative plan in case AI is a bubble. There is no real SAP strategy besides 'build only AI features and make customers pay more' and 'lay off as many employees as possible to reduce short term operating costs'. That is sufficient for them to squeeze money off SAP and leave. Most employees don't realize that the money that is given to the executive board comes from the savings by laying employees off and from reducing their benefits and salary appraisals budget. It is like blood money. But CK, Dominik Asam and others have so many fans within SAP, they will do anything for them. The future is truly lost now and there is no hope.

I haven't seen the 2025 version of the executive compensation document posted online. It used to be updated annually at the below link, but it seems to have been scrubbed from the internet. Has anyone seen the latest, or know if it will be posted in 2026?

https://www.tiaa.org/public/pdf/e/exec_comp_policy.pdf

Just read Amala is going to Delta Airlines to be their Chief Digital & Technology Officer.

Poor Delta. These worthless executives always come out smelling like roses.

When the bldg300 data center is finally (after 8+ years of false starts and lack of business case) in the cloud, the new ongoing costs will become apparent. And my prediction is that the executive level “surprise” at the true costs will be enormous. Of course there is no leaving the cloud once you are there at scale, so the issue will be figuring out how to pay for it. Some will say re-negotiation will be needed, but is likely unsuccessful with Microsoft as the provider. The cloud migration may result in a migration of more employees out of the company.

So apparently the top 4 execs have received extensions of compensation agreements that would pay them through 2029 in the event of separation or acquisition, yet everybody else is being offered what? Three Months? Nothing to see here, move on. Remember we're an *All Weather Team". https://www.tipranks.com/news/company-announcements/cdw-expands-credit-facility-and-renews-executive-protections

The executives at Verizon who announced their retirements are getting big bucks to leave at the expense of employees. Most who leave have do-nothing jobs with no direct reports until they're off payroll, then get 60 weeks of severance with full benefits. These are the people who made the bad decisions, like buying Yahoo, over-supporting volunteerism, DEI programs, ERGs, Super Bowl parties, private jets, big consultant spends, etc. etc. F them.

The King can dominate the world.

Another deal to boost LBT's forture:
https://www.reuters.com/business/intel-pursued-deals-that-boosted-ceo-lip-bu-tans-fortune-sources-say-2025-12-10/

Optimum Communications awards special bonuses to executive officers

https://share.google/DVhVh6LdlmjKHiAlo

a year that's going to the executive board and put it back into the network and customer service.

225K for Darren. He’s got about 2 million shares now

KAM is just disgusting to me. After 3 years already accumulated 645K RSUs.

JPW and NAC both received 118K shares this year and each have about 1 million shares.

It’s disgusting what goes to the top

the $80 million a year executive board gets a haircut?

Just remember that your entire livelihood and career is worth about 1/700 or even more of the $74m discretionary executive bonus pool for 2025. This is split by 5 employees.

Your whole family and your dependents and kids futures are just a rounding error for the leadership team. Shoulda been a shareholder, su-ks to su-k 😂 😂 😂

https://investors.att.com/~/media/Files/A/ATT-IR-V2/financial-reports/annual-reports/2025/2025-notice-of-annual-meeting-of-stockholders-and-proxy-statement.pdf

It's all about bumping the stock so the execs get their "rewards"

Given hatchet man has been on the board for 7yrs he deserves as much "credit" for the stupid cr-p that's gone on than anybody.

Now he comes to save the day? It's all about the Benjamins, hatchet and his buddies will make serious bank while many people have their lives close to being ruined.

Good luck to all getting the "hatchet" on Thursday.

Schulman is planning cost cuts that are likely to result in the reduction of about 15,000 jobs, The Journal reported Thursday. Verizon currently employs about 100,000 people.

A source familiar with the situation told The Post that the 15,000 figure is “in the ballpark” and that layoff notices are expected to be sent out to affected employees next week.

Verizon offered $4 million retention bonuses to two top executives — consumer group head Sowmyanarayan Sampath and finance chief Anthony Skiadas — to keep them through at least the end of 2027, according to the Journal.

Schulman told a Wall Street Journal event this week that Verizon needs to get “scrappier and less bureaucratic.”

https://nypost.com/2025/11/14/business/ousted-verizon-boss-could-still-pocket-most-of-20m-salary-as-company-cuts-15000-jobs-report/

when half the population is jobless because of AI, who is going to buy the products that the company needs to pay out the $80 MILLION a year that the executive board has been getting paid?

Our new CEO is being paid a $1.5M annual salary, with up to $50M in performance incentives.

That’s equivalent to 500+ employees making $100K.

It’s hard to listen to Joe Russo talk about surgical cost reductions when our CEO is being paid an annual salary equivalent to an entire market.

Does our CEO work 500 times harder than the average corporate employee? Why don’t individual employees receive bonuses that are potentially 33 times than their salary? Imagine an STI of $3.3M on your $100K salary.

If Verizon were serious about cost reductions, it could save tens of millions by trimming the oozing fat at the top.

.....oh that's right, those are no more! Money otherwise spent on consultants, C level events and overpaying "leaving" executives.

One small step they could do to try and start to rebuild any kind of culture here....but nope.

Here are numbers for 2024:

• Hans Vestberg – Former CEO – Total compensation: US$ 24.16 million
• Craig Silliman – Former EVP & President, Verizon Global Services – Total compensation: US$ 15.12 million
• Sowmyanarayan Sampath – EVP & Group CEO, Verizon Consumer – Total compensation: US$ 13.28 million
• Kyle Malady – EVP & Group CEO, Verizon Business – Total compensation: US$ 12.30 million
• Anthony Skiadas – EVP & CFO – Total compensation: US$ 11.25 million
• Vandana Venkatesh – EVP, Public Policy & Chief Legal Officer – Total compensation: US$ 6.43 million
• John Stratton – Executive at Verizon – Total compensation: US$ 7.04 million
• Marni Walden – Executive at Verizon – Total compensation: US$ 6.75 million
• Marc Christopher Reed – Executive at Verizon – Total compensation: US$ 6.17 million

Sources:

https://www.sec.gov/Archives/edgar/data/732712/000130817925000404/vz4363511-def14a.htm
https://www1.salary.com/VERIZON-COMMUNICATIONS-INC-Executive-Salaries.html
https://bullfincher.io/companies/verizon-communications/ceo-salary
https://salary.com/research/executive-compensation/verizon-communications-inc-executive-salary

Here’s a summary of total annual compensation for Brian Cornell in his role as CEO of Target Corporation (since his start in August 2014) as available via proxy/SEC filings and media reporting:

Fiscal year Approximate total compensation
2015 ~$16.9 m (reported for 2015) 
2016 ~$11.3 m 
2018 ~$22.6 m 
2020 ~$19.8 m 
2023 ~$19.2 m 
2024 ~$20.4 m 

Anybody else sick of Senior leadership saying “You are going to be asked to do more in 2026 with less funding.” I’m so sick of the greed at the Executive level. More, more, more!!! How!!!! You STEAL members copays (no matter how they spin it it’s STEALING) and put it into YOUR pocket EVERY year!!! Millions upon Millions of dollars in salary and bonus!! The percentage of pay from an average staff member and Executive's is GROSSLY out of proportion. The biggest negative on the these “surveys” is salary and bonuses. Nobody gives a cr-p about a $200 health reward or an ecard!! Staff need REAL money to pay mortgages, rent, put food on the table and maybe take a nice vacation every one awhile. SHAME on GAIL, the board, Executives, Presidents, and VP’s. We deserve better. Us employees need to stand together…know YOU are what makes the difference NOT any of the Executives.

Is it gone, or just scaled back?

It layoffs (100 plus) in outsourcing effort to TCS scheduled for announcement October 7th , 2025
No leadership roles will be affected.
Leadership roles actually created and filled from external.
Padded bonuses from Executive to senior leadership will be protected while Long term employees will be removed and/or reduced.

It has long been known that management wants to trim staff to boost their 2025 bonuses. Expect layoffs in October so they can enjoy their well earned bonuses

Hearing it is 10-15% total in line with other E and P company layoffs.

Wow! Payday for Larry Ellison! CK and DA are watching

Tell me how someone gets a $12M BONUS while freezing hiring and raises and at the same time firing thousands of people all while destroying our stock value.

Extracted Compensation Data from the 2025 Proxy Statement (Covering FY 2024)
The provided document is Xerox Holdings Corporation's 2025 Proxy Statement (dated April 9, 2025), which discloses executive and director compensation for the fiscal year ended December 31, 2024. The key source for total compensation is the Summary Compensation Table (on page 51 of the proxy), which reports compensation for the Named Executive Officers (NEOs) under SEC rules (Item 402 of Regulation S-K). This includes base salary, bonus, stock awards, non-equity incentives, pension changes, other compensation, and total.

I also extracted director compensation from the Summary of Director Annual Compensation section (on page 21), as it provides totals for non-employee directors.

Note: All figures are in USD and rounded to the nearest dollar as reported. The proxy covers 2024 compensation; no 2025 compensation data is available in this document (or as of the current date, September 08, 2025, since the next proxy for FY 2025 would be released around April 2026).

1. Named Executive Officers (NEOs) - Total Compensation for 2024
   From the Summary Compensation Table (page 51). This is the "Total ($)" column, which sums all elements (Salary, Bonus, Stock Awards, Option Awards, Non-Equity Incentive Plan Compensation, Change in Pension Value and NQDC Earnings, All Other Compensation).

Executive Name Position Total Compensation (2024)
Steven J. Bandrowczak Chief Executive Officer $14,320,642
John Bruno President and Chief Operating Officer $9,187,555
Xavier Heiss Executive Vice President, Chief Financial Officer $6,203,175
Louis J. Pastor Executive Vice President, Chief Transformation & Administrative Officer $6,641,123
Jacques-Edouard Gueden Executive Vice President, Chief Channel and Partner Officer $4,390,647
Breakdown by Component (for reference; totals above are the sum):

Steven J. Bandrowczak: Salary $1,066,667; Stock Awards $11,879,791; Non-Equity Incentive $1,269,333; Other $104,851.
John Bruno: Salary $816,667; Stock Awards $7,503,038; Non-Equity Incentive $857,500; Other $10,350.
Xavier Heiss: Salary $640,953; Stock Awards $3,751,537; Non-Equity Incentive $446,785; Change in Pension $1,073,675; Other $290,225.
Louis J. Pastor: Salary $622,735; Stock Awards $5,576,209; Non-Equity Incentive $437,500; Other $4,679.
Jacques-Edouard Gueden: Salary $501,619; Stock Awards $2,751,129; Non-Equity Incentive $349,538; Change in Pension $638,891; Other $149,470.
Notes from Proxy:

Stock Awards: Aggregate grant date fair value of PSUs and RSUs (computed per FASB ASC Topic 718).
Non-Equity Incentive: 2024 MIP payouts (70% of target after discretion).
Pension: Only for Heiss and Gueden (French plans).
Other: Includes perquisites (e.g., aircraft use, international allowances), employer contributions, etc. (Detailed in All Other Compensation Table on page 52).
Foreign Currency: Heiss and Gueden's non-stock comp converted from EUR using December 2024 avg. rate (1.04855 EUR/USD).
No bonuses or options granted in 2024.

1. Non-Employee Directors - Total Compensation for 2024
   From the Director Compensation Table (page 22). Totals include cash fees and stock awards (DSUs/RSUs valued at grant date fair value).

Director Name Fees Earned or Paid in Cash ($) Stock Awards ($) Total Compensation ($)
Tami A. Erwin $31,250 $225,000 $256,250
Priscilla Hung $26,250 $225,000 $251,250
Scott Letier $53,750 $225,000 $278,750
Nichelle Maynard-Elliott $32,500 $225,000 $257,500
Edward G. McLaughlin $26,875 $225,000 $251,875
John Roese $27,500 $225,000 $252,500
Amy Schwetz $33,125 $225,000 $258,125
Notes from Proxy:

Annual equity award: $225,000 (grant date fair value).
Fees: Cash retainers and committee fees (paid quarterly; prorated for new directors joining mid-year).
Employee directors (Bandrowczak, Bruno) receive no additional comp for board service.
Additional Context from Proxy
Grants of Plan-Based Awards (page 54): Details 2024 MIP targets (threshold/target/max) and LTIP grants (PSUs/RSUs).
Outstanding Equity (page 56): Unvested awards as of Dec 31, 2024.
Vested Stock (page 58): Shares acquired on vesting in 2024.
Pay vs. Performance (page 65): Compares "Compensation Actually Paid" (CAP) to performance metrics (e.g., TSR, Net Income, Adj. EBITDA).
CEO Pay Ratio (page 64): CEO total comp $13,842,342 (excludes some items? Wait, SCT is $14M; ratio 260:1 vs. median employee $53,149).

Working at Truist often feels less like being part of a team and more like being dropped straight into the Hunger Games. Colleagues are positioned as competitors rather than collaborators, and every day becomes a test of endurance where management and peers alike seem focused on outmaneuvering, undercutting, or suffocating your progress. The company’s glossy slogans about “Purpose” and “Care” ring hollow—just polished propaganda masking a reality where employees quickly learn those words are for external image, not internal practice.

Human Resources, rather than acting as a neutral protector of fairness, feels more like another arm of the Capitol—perfectly aligned with leadership, but not with the people actually fighting in the arena. Meanwhile, Truist quietly disengages from its most loyal workers, even as Bill Rogers and the executives enrich themselves exorbitantly. With each new round of lavish bonuses and raises at the top, it becomes clearer: the sacrifices of employees are little more than the currency funding Bill Rogers and the executives. In this version of the Games, survival means accepting that the system isn’t broken—it was designed this way.

Goodyear Tire’s President in EMEA was being paid $ 5 million a year to have an affair with his executive assistant ( also married) , who in turn mu---red his wife with a kn--e. Cannot make this stuff up. Another spectacular misfit in a high position. Wonder if the President got any severance https://www.wsj.com/business/goodyear-international-chief-leave-chris-delaney-vandeput-e236bcbc