#pay

Unions coming to the warehouses? Mess with our pay and we will fight back. This should be interesting.

Be thankful you Good Folks are receiving nice severance buy outs. I work for a small firm and they let me go . What I received was 2 weeks pay per year work. So I worked for them 10 years and all I got was 20 weeks pay with no insurance. Good folks be thankful look at my situation.

Please list country and percentage
Optional: PADR rating

Distribution centers, sortation center and Woodbury distribution were told that starting Jan 1st we are required to take the new law of an unpaid 30 minutes AND they cannot work longer or make up the time. Everyone is going to lose pay that puts food on their tables for their families. This law was not meant for companies to use it to their own advantage benefit. Target does not care. Most people are losing $1500 to $5000 a year in lost wages. And yet no comment on the news.

Anyone know if my last few checks after I’m off payroll the 19th will still come via direct deposit?

Also for Stock Together, is that paid out after you leave payroll or you wait until March for that ?

Pay rises ? Anyone heard or will it be a company wide no increases for 26

My payout is wrong. The numbers do NOT add up. Called benefits hotline and they couldn't understand where the payout is coming from either. Do not leave anything on the table.

Morale is worst I’ve ever seen, and I’ve lived through the data breach and Target Canada. I’m trying to think through what would change my attitude and I’ve got:

1. Replace all senior leaders with competent, caring individuals that act and speak like real human beings rather than corporate robots.
2. A 10% raise
3. More thoughtful RTO rules based on job type/duties and level.
4. Move Product Manager roles back to the US, and just generally stop moving every gd role over to TII.

I realize none of this is ever going to happen, but it’s nice to dream.

Me and some peers I talked to in wealth got no pay raises because of the pending changes and role clarification. I feel like they’re signaling a lay off by giving no raises. Got decent bonuses and shares though

What did the board do these oast years? Allow the worst decisions. How they fixed it? Unload 13+ of the employees 🤬 - oh, and come to sip a cuppa coffe in front of every employee

-

VZ board member compensation varies, with independent directors typically earning around $335k-$365k in cash for 2024, while Chair Mark Bertolini and CEO Daniel Schulman received higher amounts, alongside stock awards; specific figures show Clarence Otis Jr. earning over $410k cash, and others like Carol Tomé and Vittorio Colao earning $335k, with amounts reflecting their roles, though total compensation (including equity) differs and requires review of proxy statements. 

Key Board Members (as of late 2025):

• Daniel Schulman: Chief Executive Officer (CEO).
• Mark Bertolini: Chairman of the Board.
• Hans Vestberg: Special Advisor & Board Member.
• Roxanne Austin: Director.
• Vittorio Colao: Independent Director.
• Laxman Narasimhan: Independent Director.
• Carol Tomé: Independent Director (UPS CEO).
• Shellye Archambeau: Independent Director (MetricStream CEO).
• Jennifer Mann: Independent Director (Coca-Cola EVP).
• Caroline Litchfield: Independent Director (Merck CFO).
• Clarence Otis, Jr.: Independent Director (Darden Restaurants). 

http://cwa1103.org/?zone=/unionactive/view_article.cfm&HomeID=978535

They ask you to come in on your off day because of call outs but then they sc--w you out of overtime on the back end I will never do that again.

If you make a lateral move, does your pay remain the same? Does bonus % change? Not sure if anyone here has experience, but considering applying to an adjacent role (Currently a Senior System Analyst) but the role I'm looking to apply is a regular System analyst. Not sure what that would mean pay wise. Does everyone at TIAA get the same bonus %?

That's right, when you worked hard all year and you find out the execs made great bonuses and you got less that the cost of living increase. And that's IF you got anything at all.
So nice to work for a company where every year you stay with them, you fall further behind in your pay.
Not interested in the bleeding hearts that parrot the execs saying you can always leave if you don't like it, because the truth is many can't find other jobs in their areas of the country.
So, may God help birds cr-p on all the execs who don't stand up for their employees.

Anyone receive their PTO payout yet? Was it a check or direct deposit?

Thank you!

Mine is not...

Any word when either date will be?

This is in addition to the 9 weeks in lieu of redeployment payment

I found out yesterday by complete accident that someone who's only been here for two years is making more than I am, even though I've been at Fossil for almost a decade and we're at the same level. I'm honestly furious about it, and I'm still trying to sort out what my next move should be because it feels like a line got crossed.

In the spirit of the day, put down one thing you're grateful about working here. For me it's my pay. When I joined five years ago, I got a nice pay bump and it's kept up over the years. It's not enough to make up for all the other issues, like subpar benefits and toxic culture among many other issues, but at least there's something.

Be frank? I got 7% once.

Is your salary keeping up with inflation???

Mine definitely is not.

when I look back and adjust for inflation, I realize I am makin less now than I did 15 years ago, even though my responsibilities and workload have gone up.

Costs keep rising and rising and rising --- everything from groceries to housing to basic bills, yet wages do not seem to move at the same pace. It is frustrating to feel like you are working just as hard, if not harder, but falling behind in real terms. Just putting that out there.

I cant download and forward paystubs ? How do we get them to our selves, i did the personal in the text box thing

Mine is not. Adjusted for inflation, I am making less today than I was making 10 years ago. Just saying.

Hello,

As the title suggests, has anyone received a pay increase without a title promotion (associate to senior associate to vp or so on)?

I feel like I am underpayed and my contributions to my team are not reflected in my current salary.

Is there anyway to formally request this?

Do you get paid for Thanksgiving and Black Friday if you got laid off. Or you will only get paid for 40 hours this week?

End of 60 day notice/ beginning of Severance pay..is there a lapse in pay or
Do the paychecks continue unless
We opt for the lumpsum
Amount?

Is there any way to get it in multiple payments? I'm asking because of the taxes.

And with the double amount of work you'll be at risk for making your goals. If you don't you are under performing and the next to be cut and maybe with no severance........?

Do you get Xtra pay for seasonal support boh?
I was offered this position in addition to my reg job title.

A manager asked me if I would be interested in management. lol! What a joke. I’m a rental agent. I make more money than operations managers, sales managers, senior operations mangers, GMs and I didn’t even go to college.

You have to be extra special to take a pay cut to work those ate hours and around the clock to make half the pay.

Plus I get paid weekly. Don’t be stupid ig you’re approached. It’s all lies.

Severance packages for laid-off Verizon employees are not one-size-fits-all—they vary based on factors like tenure, job band (e.g., below Band 5 vs. senior levels), union status, and whether the layoff is voluntary (VSP) or involuntary (RIF).

Based on historical patterns, recent voluntary programs, and employee reports, here’s what you can typically expect.

Note: These are general guidelines from prior rounds; actual terms for the 2025 cuts may differ slightly, and you should review your specific offer letter or consult HR/legal counsel before signing (signing often waives rights to sue).

Standard Severance Components

• Base Pay Continuation:

•  For most non-senior roles (below Band 5): 2 weeks of pay per year of service, with a minimum of 2 weeks and a maximum of 35 weeks.

•  For voluntary separation programs (VSP) or enhanced packages: Often 3 weeks per year, up to 60 weeks in past offers (e.g., 2018 and 2020 rounds).

•  Example: With 10 years of service, you’d get about 20–30 weeks of pay (roughly 5–7.5 months) at the standard/enhanced rate, based on your base salary plus short-term incentives (STI) divided by 52 weeks.

• Payout of Accrued Benefits:

•  Full payout of unused PTO/vacation time.

•  Pro-rated STI (performance bonus) and long-term incentives (LTI/stock) for the current year.

•  In some cases, personal hours or retention bonuses if applicable (e.g., from prior outsourcing deals).

• Health Benefits Continuation:

•  Medical, dental, and vision coverage typically extended for the duration of your severance period (e.g., up to 35–60 weeks).

•  COBRA subsidies may cover part or all of the premium for 6–11 months post-severance.

• Other Perks:

•  Outplacement services (career coaching, resume help) for 3–6 months.

•  Potential unemployment eligibility for up to 6 months after severance ends (though VSP takers may initially be ineligible).

•  No repayment if rehired by Verizon, but pro-rated adjustments apply.

In 2024, Christian Klein, the CEO of SAP, received a total compensation package of approximately €19 million ($19.9 million), which included significant bonuses tied to the company's performance and share price increase. This amount marked a 165% increase from the previous year, reflecting the company's strong performance in the AI sector and overall growth.

One of the reasons given for regular layoffs is that there’s not enough money at SAP. The main reason for cutting benefits and MOVE SAP is that there isn’t enough money. And in March, there will be a lower salary appraisal for everyone because there isn’t enough money and because performance management makes it easy to pay less.

Despite this, the board is negotiating with the supervisory board about increasing their bonuses for 2025. To give you an example, CK is supposed to get €23 million for his “exceptional work” in 2025 which is a massive 200% increase compared to 2023.

This is despite the fact that the stock price is plummeting to less than €200 by the end of the year.

This is redistribution of wealth from the poor to the rich. Call your supervisory board members and ask them to stop this. The board should get a pay cut and lower bonuses. And the money saved should be used to give salary appraisals to employees.

I had enough of the mo--ns and the low pay. Right after COVID I got a second job and never looked back. Now i make more than a director and do half as much. I recommend it for everyone. I don't worry about a lousy increase because I still make more than my manager. LOL

if we are the (un)fortunate, and our last day is 12/20 or 1/20 or 2/20, do we still get paid during this time? and then we get our package after? will everything be in tack as if we are still FTE?

Let's talk about the possibility, consequences and impact, timing, possible stumbliing blocks, people, layoffs, pay, locations, etc.

Did you get any offers with at least comparable pay yet? I'm having no issue landing offers, but the pay is ridiculously low every single time. Is it just me, or is this how it is currently?