#fairpay

... just not Legacy Xerox folks. That's fu--ing delightful.

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.

It is concerning how the company is handling remote work and RTO rules. In the same team, some people are working 100% remote while others with the same job have RTO. This is not fair or consistent. If people in the same roles are treated differently, isn't this discrimination, especially if any protected group is affected.

No problem with RTO, but the rule should be the same for everyone, including those hired remote. If not, everyone should have the same choice to work remote or RTO.

It is also unfair that remote employees get same pay while avoiding commute time and costs that RTO employees have to deal with. If this difference continues, pay should be adjusted to reflect it. Remote employees are tone-deaf in setting meetings when RTO employees are commuting.

This setup feels unfair and is causing frustration among many. The company should apply RTO fairly and equally to all employees.

Before Edward Jones started handing out pink slips and demotions like candy, there was supposed to be a real conversation about pay. Leadership told us they were reviewing pay grades firmwide and that the process would take about a year.

Instead of following through, they turned around and started firing people. Just empty smiles and “tough decisions.” And now everyone seems to have forgotten the original issue. We’re still the lowest paid people in the entire finance sector. That’s the part they don’t talk about in the press releases.

They didn’t fix the pay ranges. They buried it under layoffs, reorgs, and canned speeches about “efficiency.” The truth is simple: this company had a choice between paying its people fairly or protecting its executive bonuses. And they made their choice loud and clear.

How can these people sleep at night?

Appears to be arbitrary in that folks with less technical work than me have it, folks equivalent to me in technical work have it, some folks that are more technical than me don't have it, some orgs hand it out like candy and others like mine seem to distribute it with a tight hand like its a promotion. Doesn't seem to make any sense and wondering if anyone can shed light on it.

Just a shame something so arbitrary can have a significant impact on compensation

Just when youthink HCSC can’t go any lower it does!! 😱😱😱 if you are mid professional and have been at HCSC under five years and live in Illinois good for you, you get three extra days a year. But for those that live in Texas and other states, you don’t!! I guess HCSC couldn’t level up the field of PTO to make it right.

My Director mentioned that there’s a leadership meeting on October 8th same day as the October Employee Meeting. Only Directors and above are included in the leadership meeting.

This is unfair to the Lead level. Leads are Leaders without direct reports (people management responsibilities), which is a testament that Leads and Directors have the same pay band including target bonus. As such, Lead should be invited to the Leadership Meeting.

Humble request to extend the invitation to all the Leads.

Has anyone out there seen the Pay Range for their job position. (Same title same Plevel and find themselves below the range? If so how did you approach it?

A recent "news" article says the CEO "is paid 183 times the average...worker".
Is that even possible?

I was offered a severance package of 2 weeks per year of service. Was wondering if anyone had successfully negotiated more weeks per service and if there was any way they would match the 401k for this year.

https://esportsinsider.com/2025/08/450-more-blizzard-developers-unionise-following-microsoft-layoffs

Why do Clover Engineers in Sunnyvale get $350k a year?

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?

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. . . . .

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

They just announced a 2% salary increase in Germany. Yoohoo!
What is not known in Gaermany is that there is an ALL employee salary increase of 10-15-20% in all the Spanish locations.
#impossibleisnothing #fairpay