#fairpay

We all made Medtronic the MedTech juggernaut it is today and it’s our time for reparations.

Cigna can't keep expecting fewer employees to carry the burden of every cost cutting decision. Leadership needs to own the situation, hire enough people, and stop treating fair pay as an afterthought.

And 1.2-1.4 bonus?

What do CEOs and Presidents and other executives do to earn their huge salaries and bonuses? Just always wondered why?

They're kidding right? Just another opportunity to spin fantasies about what they do all day. Everyone else is doing the actual work of meeting clients where they are, solving problems and in doing so efficiently, retain their business. No bonus for those who do, though. Only the big decision makers who move the business get those bonus checks. So, that is what they move, more money to themselves while others are laid off.

Saw a post here - they are claiming hittting 300%_ quota, led their team, and still got rated "Successful". They say their director was told not to give anyone Exceptional... obviously I can't verify that. But another poster says their mgmt team had to push back against rating someone "Developing".Are managers being given quotas for each rating? If you beat your goals, what does it actually take to get "Exceptiona"?

Just saying. I am angered.

I always get a bit of a chuckle out of those LinkedIn posts from university students talking about what an amazing summer internship they had at Enbridge.

Then I notice the last name looks awfully familiar. Sure enough, scroll down to the comments and there’s Mom or Dad, who happens to be a VP or SVP at Enbridge, saying something like, “So proud of you and all your hard work!”

I’m not suggesting these students aren’t capable or didn’t work hard. But you have to wonder how many equally talented students without family connections ever had the same opportunity in the first place.

It’s not a great look for a company that talks so much about fairness, equal opportunity and hiring the best people for the job.

Posted on the MPC site, but it certainly applies here

Started to think about our executive leadership team’s compensation, especially our CEO’s, while sitting at my desk eating lunch today. MPC stock is over $470 per share!

My first inclination is that it is due to superior capital allocation, fiscal responsibility and smart creative acquisitions. Then I realized it is more likely due to large stock buybacks, Trump’s illegal war with Iran, Trump’s inability to end the Russia-Ukraine war the first day he was in office as he bragged he would do, and Wallstreet fund managers chasing the MPC momentum trade.

Since the latter reasons are most accurate, it leads me to conclude our executive leadership team’s outrageous compensation, driven by their incentive stock options, is mostly ill-gotten and unearned while lowly engineers like me make our facilities run smoothly day in and day out with little recognition.

Nonetheless life isn’t fair! We live in a time of morally bankrupt grift exhibited by our politicians, tech oligarchs, corporate leaders, and Wallstreet financiers. Remember to vote November 3rd

Make it make sense. These millionaire VP’s and CEO’s living large. I can’t afford a new car and dedicated my life to this stinking company. And for those of you who say oh your choice yea well I didn’t have much of a choice. That doesn’t excuse this company from paying people the way they do. I’m sick of it. They just keep piling the work on with a salary from 2017. No matter how much people scream about it on heartbeat it just gets ignored. I can’t stand them. DDAT blows.

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

Another year of doing beyond what was asked, exceeding targets, cost savings, etc, and HR still won’t give enough “strong” or “exceptional” rating options to teams. Seems like HR and LT are hand selecting which teams are allowed to have strong or exceptional. Doesn’t seem fair but it’s BD.

Class action. Make sure that the punishments are applied evenly. Intel can't look the other way for critical PhD designers while writing up or firing others. If the punishments are selective, there is a potential for class. Also make sure approvals are based on the fairness.

Newsroom employees at the Seattle Times recently picketed to advocate for better wages and protections against artificial intelligence. The union is seeking a contract that reflects the rising cost of living, as current proposals offer minimal wage increases. Concerns are also high regarding AI's potential impact on jobs beyond reporting, including roles in graphic design and copy editing. Workers emphasized the irreplaceable human element in journalism, such as news judgment and community connection. The demonstration aimed to pressure management to address these critical issues.

Seattle, Washington

https://www.sgn.org/story/170807/News/Seattle/Seattle%20Times%20employees%20picket%20for%20AI%20protections%20and%20fair%20wages

So I found out from a peer that H1B employees get automatic raises because they have to be at a certain salary. No one needs to ask or approve, they just get it whereas we wait and wait forever to get any raise. How is this fair?

Bank of America: $30.5 BILLION in 2025 profit.

CEO compensation: $41 MILLION.

Yet the same operations job can be posted at $63K–$124K.. a $61,000 spread for one title.

Nobody expects executive pay and employee pay to be equal.

But when the company is making billions and the people doing the day-to-day work can be valued nearly 2x differently for the same role, that’s worth talking about.

At what point does a “pay range” just become ridiculous?

Not any of us chumps. But Brian has done well for himself. Can’t wait to hear the annual BS about limited pools and bonuses. Brian got his; that’s all that matters

2010: $6.1 million
2011: $7.0 million
2012: $12.0 million
2013: $13.1 million
2014: $13.1 million
2015: $16.0 million
2016: $20.0 million
2017: $23.0 million
2018: $26.5 million
2019: $29.0 million
2020: $24.5 million
2021: $32.0 million
2022: $30.0 million
2023: $29.0 million
2024: $35.0 million
2025: $41.0 million

Know your worth

Here’s some alarming information. You’re gonna p-e yourself when you see how much Walmart is paying those H1B guys:

Total Filings: Historically filed over 21,500 total applications across multiple years, with about 3,545 H-1B LCAs filed in recent baseline annual cycles.

Salary Range: The median H-1B salary is approximately $136,000 to $145,703 depending on the fiscal year data, with 75% of salaries falling below $162,227.

Employee Base: Walmart employs over 2,000 H-1B visa holders, primarily concentrated in technology, engineering, and e-commerce positions.

Shame on Walmart for not paying its US associates at a similar rate.

Full report here => https://ips-dc.org/wp-content/uploads/2026/08/executive_excess_2026_report.pdf

Highlights:

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay.

Dishonorable Mentions for 2025 Category “Low-Wage 100” company

Widest pay ratio Lumentum CEO Michael Hurlston CEO pay $27.7 million Median pay $9,595

Pay ratio Lowest median wage Western Digital $9,595 Irving Tan $11.5 million Median pay $8,740

Highest CEO pay IBM CEO Arvind Krishna $38.0 million Median pay $49.630

IBM CEO Arvind Krishna hauled in the largest compensation package in the Low-Wage 100, with $38.0 million – 765 times as much as the company’s $49,630 median pay. Forty years ago, few would have imagined that this technology pioneer, renowned for providing well-paying, secure U.S. jobs, would one day rank among the Low-Wage 100. Today, IBM employs more people in India than in the United States.

Great read. Absolutely disgusting what IBM has done since King Gerstner came in 4-1-93.

How's that fair?

Take all the bonuses away from M4 and above.
Make all M4 and above take a 3% pay cut.
Give all M3 and below a minimum of a 5% raise.
Then we will believe that you truly understand we are the most important assets the company has and that we need to be compensated.

Has anyone felt that they or another employee have been discriminated against for either age, gender or religion?

My colleague and I are working on a project that has resulted in required overtime. He obviously gets into the office three hours after me so I have to stay on later/longer to make sure we’re on the same page.

If I take a couple hours off for a dental appointment, I don’t get paid overtime that week; however, if he takes an entire vacation day and gets 4 hours of overtime the rest of the days, he gets paid time and a half.

I get that it’s due to the California laws, but I really think if the company claims everything has to be equal when it comes to engagement, the same rules should apply when it comes to our compensation because that’s where it really matters and where we really feel frustration and exclusion. It certainly puts a damper on the culture and team dynamics.

I know the obvious solution and I intend to log off at the end of my shift. If my peer needs to connect with me, he can get online early since they’re paying him overtime either way. It just su-ks. The company can’t be like other companies (and countries) and not take advantage of overtime loopholes that sc--w employees.

The cost of living is skyrocketing, and people can't afford to make ends meet on the penny-pinching wages you pay. You can do better.

I'm glad the boys' club is finally getting the reckoning it deserves. This is a win.

This finding is absolutely appalling:
"Neumark studied pay disparities at Nike using data the company provided to Hender’s attorneys during discovery. He concluded Nike had a gender pay gap of more than $11,000 per employee between 2015 and 2019."

After eight years with the company, consistently good performance reviews, and earning my Series 7, I never expected to be living paycheck to paycheck. But with the pay scale failing to keep up with the rising cost of living, I have reached the point where I am putting my electric bill on a credit card.

I am seriously considering taking on a second job, and I am wondering how many other employees are already doing the same. What kind of side work have you found that fits around your Edward Jones schedule? Has management raised any concerns about outside employment?

It is frustrating to have the licenses, experience, and positive reviews, yet still struggle to cover basic household expenses. At what point does the company acknowledge that the current pay structure is not sustainable?

Dell has a strong fairness result. Its median employee pay is $78,796, and its CEO earns 43 times the median employee pay. Dell also pays employees more than the profit generated per employee. These results give Dell a combined fairness score of 84 out of 100. The main reason for the high score is its relatively low CEO compensation.

https://fair500.com/

Median employee compensation is $93,397, while three-year average profit per employee is only about $4,083. This suggests comparatively solid employee compensation despite weak profits during the measurement period. The result may change considerably when the business cycle improves.

https://fair500.com/articles/profit-per-employee.html

Why can’t union reps get laid off seems unfair

Why are some people getting more weeks of severance in the same position - same team - with the same years than others?

https://youtube.com/shorts/cYCHjg4a0fk?is=j8j7dqw6oCh6ynQu

Years of hard-earned shares, gone in a jiffy. People poured everything into their roles, and just because the company decides that a role no longer exists, with zero explanation, zero rationalization, employees are left holding the loss.

And the timing? May 31st. Current quarter incomplete. Not only do you lose the shares you earned over years, vesting over the next 3 years, you lose out on the current quarter too.

How is any of this fair?

The shares should be paid in full as those were allocated on the basis of the hard work done so far. This was definitely not expected from Fidelity.

I have been thinking about why pay is so broken both in our industry and at DXC, and I keep coming back to two issues. First, companies treat hiring as a cost to be minimized rather than an investment in talent. Second, nobody knows what anyone else is actually making, so we are all just guessing at what fair pay looks like.

1️⃣ Lack of Leadership
Employee: “I stopped looking up because there was no one to look to.”

Great leaders set direction, model integrity, and earn respect every day.

2️⃣ Lack of Trust
Employee: “Every time I spoke up, it cost me something.”

Great leaders reward honesty, defend their people, and prove every voice matters.

3️⃣ Feeling Undervalued
Employee: “My work spoke loudly. No one was listening.”

Great leaders notice effort, name impact, and show appreciation often.

4️⃣ No Growth Path
Employee: “I wanted to grow. They wanted me to stay the same.”

Great leaders build clear paths and invest in growth early.

5️⃣ Lack of Challenge
Employee: “I used to feel alive solving problems. Now it’s just tasks.”

Great leaders reignite curiosity by giving purpose, not just projects.

6️⃣ Burnout
Employee: “The more great work I do, the more they expect.”

Great leaders protect energy, balance ambition, and stop rewarding exhaustion.

7️⃣ Lack of Inclusion
Employee: “I was in the room, but never really part of it.”

Great leaders create environments where every voice is heard and valued.

8️⃣ Unfair Pay
Employee: “They said they valued me, but not enough to show it.”

Great leaders match reward to impact and make fairness non-negotiable.

https://www.stephanieshills.com/weeklynewsletteroptin

Hemsley - please note: received no raise, while your compensation increased. That delta's super to acept.

I have been with the company for more than a nine yrs, and it is soooo frustrating to see long-term employees treated as though their contributions do not matter. Many of us have lost confidence in management's ability to lead effectively. Repeating the same scripted remarks every quarter does not address the real issue, and employees are tired of hearing it.

People want fair pay, not more corporate language. If compensation does not improve, the company risks losing experienced employees who have carried this business for years.

It is discouraging to see reports that we received nothng while the stock price rises. That only reinforces the perception that leadership is rewarding itself while ignoring the people doing the work.

With the Employee rises of 0% settled for another year its time for the Execs to take their big haul again. Internally DXC give the message that things are bad and they can't afford pay rises, on the Results calls they say all is going great and then go and take their rises. They always take raises at the beginning of the fiscal year, leaving employees at the end of the year. Del bean even goes as far as saying money has been budgeted for employees this year, then the money then evaporates i guess into the dodgy Execs accounts.

DXC Execs are one big lie, Will they get raises this year, whats your guess?

Corporate IT Comrades:

I have been in my role for less than a year so I’m not eligible for a true “promotion.” Plus, we all know getting a promotion right when you’re eligible is never going to happen. However, I have been doing well above my job description for that entire time and that has even been acknowledged by many people leaders in and adjacent my team.
Due to the fake “we are broke” story when bonuses came out, I barely got anything from it despite meeting the max threshold.
All of this to say, I know I’m being paid $10k-$20k less than my peers that have the same job title plus I’m doing above and beyond that.
Is there any way to negotiate/demand a higher salary right now? Due to my personal situation, applying to new jobs to play hardball isn’t really an option right now.
I want to stay at centene but I want to be paid fairly.