#profit

https://nypost.com/2026/01/14/business/wells-fargo-posts-higher-profits-after-fed-scraps-asset-cap/

This company answers to shareholders who want massive profits. You are just the means to get there and if you are in the way they remove you. It’s how companies that are publicly traded operate. If stock prices go down, they cut people. And in this case, replace with cheaper labor. Nothing and no one is going to change this. Hard facts.

They're charging 10 dollars for those they laid to access their W-2's. I guess they might profit off the people they demoted to customers.

Paste title in your search engine for details

Any conspiracy theories on why profit sharing is posting so late this year??? In years past it always posted by the 15th or middle of January.

Any news or rumours profit sharing bonus this coming March? The shares price skyrocket and demands super exceed forecast

Serious question: has strong performance ever actually stopped a round of layoffs from happening? It seems like they happen no matter what.

TMO does not give a sh-t about anyone. The we are a people first company mantra they constantly push is complete BS. TMO is a profit and growth first company, we the people are nothing more than a means to that end.

If you have not been impacted by any of the layoffs, don’t get comfortable and think that you’re safe. It’s only a matter of time before we are all walking out the door.

Update your résumé, and start applying for jobs now. The average job search is 6 to 9 months in this economy. Starting your job search now gets you ahead of that curve and if you get an interview, it helps you shake off the cobwebs and fine tune in your interview skills if it’s been a while. If by chance you get a job offer, you can always say no thanks.

Stop drinking The magenta Kool-Aid, you’re only going to get run over by the magenta bus in the end.
Stop believing all of the BS that Srini, Katz, Frier, King, etc spew they’re telling you what they want to hear to increase their bank accounts.

Is anyone else already fed up with a SAP? I love that the company is installing a new program that makes every aspect of the company less efficient in a time that we need to be the most efficient to make a decent profit.

Have you read the new partnership agreement? Class A shareholders will only get the 7.5% payments and that's it. No more variable profits.

Only Class B shareholders will get the variable profits (but no guaranteed payments at all).

It also talks about public offerings. Oh but we're not for sale, right? Funny how from what I can see, that piece wasn't in previous LP documents.

https://www.sec.gov/Archives/edgar/data/815917/000119312525266808/ck0000815917-ex3_1.htm

Any rough ideas on AIP this year? with tariffs dominating the profit margin but still had profits curious if AIP will be good this year or if they'll dip it with taxes to blame.

15%-30% pay cut in the form of variable pay - to maintain QoQ profit margins ?

If Fannie Mae is bringing in 2.07 MILLION per employee, per year, why are layoffs necessary? Please educate me because I'm obviously a mo--n.

https://the-cfo.io/2025/12/09/the-hidden-engines-driving-million-dollar-employees/

Profits Over People

https://www.investing.com/news/transcripts/earnings-call-transcript-phoenix-education-partners-reports-q4-2025-growth-stock-dips-93CH-4371849

For the full year 2024, Verizon reported a consolidated net income of $17.5 billion, a 50.73% increase from 2023. Full-year 2024 earnings per share (EPS) were $4.14, compared to $2.75 for the full year 2023.

We can't make money..... so we must cut 15,000 more people...
18 Billion in profit just isn't enough!

When Wellness Week was implemented during Covid, Nike used the opportunity to axe the profit sharing retirement benefit. The messaging stated, "We are prioritizing investments into employee well being and pay continuity for retail athletes." The decision made sense and there wasn't much push back at the time. Today "wellness week" was taken away, but nothing was mentioned about reinstating what we gave up - the profit sharing plan. All of that coupled with an Oscar worthy performance and the audacity to ask for complete focus and commitment while taking benefits away. Appalling!

profit and layoffs. nice company

When healthcare industry groups, especially insurance providers, publicly support the extension of enhanced premium tax credits, it sounds compassionate on the surface — “helping more Americans afford coverage.” But the real motive often has little to do with public welfare and everything to do with profit stability , greed and guaranteed revenue.
So yes — they support it, but not out of altruism. They support it because it locks in a steady stream of guaranteed income under the banner of accessibility.

$126 billion in profit and they’re laying off workers? GREED, GREED, GREED. Good luck providing decent service!

I want to start this conversation because something isn’t adding up in the way our company talks about risk and reward.

We’ve all heard the narrative:
“Partners take on the financial risk, while employees share in the success.”

But when you look at how our compensation and margins actually work, the picture appears to be very different.

How the Current Model Really Works
Here’s what the numbers show:
• 11-12% profit margin is built into the financial model for LP and GP payments every year. Approximately 72% of that margin goes to the GPs. See page 30 and 50 of the publicly available 10-K.

•   After covering that 12%, whatever’s left goes to the employee variable compensation pool (bonuses,and profit sharing). We have all heard during bonus time that employee bonus can not be make the profit margin fall below a certain percentage depending on the bonus level.

In formula term
Revenue - Expenses - Bonus Pool = 0.12 Profit Margin
So the bonus pool is 0.88(Revenue - Expenses)

That means when expenses increase, bonuses automatically go down, because the partners’ 12% margin stays fixed.

Let’s put that into perspective:
Scenario Revenue Expenses Partners (12%) Employee Bonus
Normal year $10M $7M $1.2M $1.8M
Expenses increase $10M $7.5M $1.2M $1.3M

Even though revenue doesn’t change, employee bonuses fall by $500K while partners’ returns stay identical.

So the idea that partners are “bearing the risk” of expense increases doesn’t appear to be accurate mathematically. Employees appear to be bearing the brunt of increased expenses with lower bonuses. Unless my math is wrong, which maybe it is, but there have been lots of discussions about decreased bonuses with record profits over the years.

Now About the New Limited Partnership Offer
At first glance, it sounds like a great opportunity.

But here’s what’s changed under the surface:
Before: Limited partnership returns were guaranteed.
Now: There’s no guaranteed return, just “potential for higher earnings.”

That means the company is shifting more financial risk from the partners to employees. If GP payouts are guaranteed first, then the LPs again are taking on the risk of increased spending by the GPs.

What We Should Be Asking
Before signing or investing, ask these questions in writing:

1.  Priority of payments:
        Who gets paid first — partners or limited partners — and in what order?
2.  12% margin protection:
        Are we maintaining 12% margin protection and do GPs still get 72% of that margin? What percent will go to LPS?
3.  Profit calculation transparency:
        How exactly is “profit” defined for distribution purposes? Are partner salaries, perks, or expenses deducted first?
4.  Historical context:
        What would limited partner returns have been under this new structure for the past five years?
5.  Liquidity and exit:
        If an employee leaves or wants to sell their stake, how is the value determined? Is there a buyback obligation, and at what price?
6.  Governance:
        Do limited partners have any say in how profits are allocated or reported?

The offer sounds good but without a guaranteed return, you’re taking on real investment risk. At the same time, if the partner allocation remains fixed, then the risk is being shifted more to LPs.

This doesn’t mean we shouldn’t participate, there are still many unknowns about the new offering. It does mean you should go in with eyes wide open. Transparency and informed consent are what fairness look like. If the company truly wants shared success, the financial model should reflect shared risk not just shared language. I hope I am wrong and this is a good thing because given what we have all been through this year we need a silver lining. The culture has shifted drastically and a lot of trust has been lost. Let’s make sure we are asking the right questions to ensure GPs aren’t raking in cash and spending like drunken sailor, while we get the crumbs.

should we not expect could cost to come down drastically, thank to AI - Why it is goin up instead- profiteering ?

This is probably a good thing since Humana and most other Large MA Private Insurance Corporations seem to have a difficult job at doing simple accounting math when it comes to accurate Pharmacy RX Rebate numbers being reported to CMS and to Providers.

The U.S. healthcare system is heading into another profit bo-m — for insurers, not patients. Premiums are set to surge an average of 18% in 2026, the steepest increase in over a decade. For millions of Americans already struggling to afford coverage, it’s a blow. For insurance companies, it’s a bonanza.

Behind the numbers lies a troubling truth: the business model of health insurance has become less about protecting patients and more about protecting profits. Advanced algorithms now scan every claim, searching for reasons to deny coverage. Doctors spend hours fighting for payment while patients are buried in appeals and paperwork. Every denied claim is another dollar saved — and another point for Wall Street.

Medicare Advantage, once sold as a way to give seniors more choice, has become a profit machine. Private insurers pocket billions in federal payments while restricting care through narrow networks and prior-authorization hurdles. Meanwhile, these same companies report record revenues, buy back their own stock, and reward executives with multimillion-dollar bonuses.

Healthcare costs rise, but care quality doesn’t. Hospitals close, families skip treatments, and the sick get sicker — all while insurers post double-digit earnings growth.

It’s time to ask what kind of system we’ve built — one where access to care depends not on need, but on profitability. Regulators, lawmakers, and voters must decide whether healthcare remains a public good or continues to serve as one of the most lucrative industries in America.

Because if current trends continue, 2026 will be remembered not as the year healthcare got better, but as the year insurance profits went stratospheric.

This really says it all right here:

we effectively managed Adjusted selling and administrative expenses, offset by softer Insight Core services and hardware performance

Basically they fired more people to try and turn the sinking ship around as it is their only lever to pull when you can't get KrustyBurger to deliver on numbers. You can see in the numbers just how much they are spending in offshoring in EMEA as well as continued offshoring in the US. Buckle up kids, looks like this is the new Insight, slash and burn your way to profit! Keep your heads down and hope that your teammates don't turn on you so that you get tagged in the next on-going episode of "RIF or Sink", coming to you on a major network soon!

What is the call on the NPS score, the profit number (-$27M), and the net outflow number for the year ? Why have more plans left this year compared with last year ? I thought The C-Suite and Mo--narrity stopped the bleeding last year. What gives...

https://jacobin.com/2025/10/canada-oil-us-profits-workers

Thoughts?

one year returns:

Delek 141%
HF Sinclair 36%
Valero 35%
Marathon 31%
S&P 500 17%
PSX 10%

https://www.ttnews.com/articles/cargill-earnings-q1-2026

https://www.macrotrends.net/stocks/charts/TDC/teradata/revenue

The person or people who think SM and the board are doing well and continue to drive excellence, have a look at the last 5 years of revenue, profit, and operating income. We’re in a similar position now than before SM joined. 5 years; the exact same outcome. Who’s at fault? Sales? Support? Engineering? Or is it the direction leadership is taking us?

Sooooo, we missed Q3 numbers on both earnings and premiums... then Florida’s profit cap forced a roughly $1B policyholder credit (back in September) soooo this slammed profits, so the stock is now junk. On a lighter note, all competitors have same problems and are junk too.

We are proud to announce third consecutive quarter of record-breaking profits, achieved through a bold trifecta of financial wizardry, workforce shrinkage, and algorithmic optimism.

While revenue soared thanks to strategic offshoring and the deployment of Eliza™, our AI-powered job shrinker, we also successfully identified 25% of employees as suddenly “non-performing,” despite their actual performance. Truly remarkable!

As a result, we are thrilled to reward our top talent with a generous 0 to 1% merit increase. That’s nearly enough to cover one Starbucks™ venti and a half tank of gas—if you drive a scooter— and you drink free coffee!

The firm attributes its success to:

• Eliza™: Our AI chatbot trained on 1990s legacy system coding and HR performance feedback communications (oh wait, what HR communications?)

Eliza now handles 80% of client interactions and 100% of employee feedback loops. She’s programmed to say “I hear you” while flagging your sentiment as a compliance risk.

• Force Ranking 2.0: Inspired by medieval jousting, our new performance system pits employees against each other in a Hunger Games-style meritocracy. Winners get a 1% raise; losers get a “growth opportunity” as future Wal-Mart™ greeters.

• Leadership Transparency: Our executives remain committed to open communication, as long as it’s pre-recorded, legally vetted, and delivered with a catchy British accent. When asked about the disconnect between profits and pay, one EC member replied, “We’re not shrinking the pie—we’re just slicing it with AI precision to help our associates.”

Analysts speculate that the profits may stem from a combination of deferred (no longer available) severance packages, strategic ambiguity, and a new revenue stream called “Emotional Tolling,” where employees pay to access their own feedback.

In Q4, BNY plans to expand its “People Optimization” initiative, which includes:

• Replacing exit interviews with $5 off Subway™ coupons when ordered online in the app
• Offering stock options in the form of NFTs shaped like pie charts (if Goldman Sachs CEO "DJ D-Sol" - David Solomon approves)
• Launching a new internal podcast: “You’re Not Fired, You’re Just Misaligned”

In summary, BNY’s record profits prove that when you cut enough people and obscure enough truth, even the balance sheet starts to believe the story. How's that for AI/ML! After all, nothing says ‘transparency’ like a frosted glass conference room where decisions are made by people you’ll never meet, about jobs you no longer have.

Analysis By NAN Business Editor
News Americas, Georgetown, Guyana, Tues. Oct. 14, 2025: ExxonMobil’s Guyana President, Alistair Routledge on Monday claimed the company is “still operating in the red to the tune of around US$6 billion” in Guyana, as he retorted over to a question by three U.S. senators on the company’s tax breaks. So which number is closer to reality: $6 billion or $3.4 billion in losses?

What Routledge Said
Speaking at Exxon’s Ogle, East Coast Demerara headquarters, Routledge told reporters that the NGO Oil and Gas Governance Network, (OGGN) may have misled U.S. senators about the company’s tax filings. He said that ExxonMobil Guyana is still operating with a negative cash flow of around six billion US dollars.

“We continue to be actually cash flow negative on an accumulative basis… we are probably still around six billion US dollars in negative cash flow as we look at the cumulative expenditures and cumulative revenues that we’ve seen from the Stabroek Block,” he told reporters.

Routledge asserted that in ExxonMobil Corporation’s 2023 and 2024 tax filings, there were no Guyanese tax credits included in either of those filings, “and you would recall that prior to 2023, we were not making profits here in Guyana, so there were no tax credits from that. Up until this point, there have been no Guyana tax credits used by ExxonMobil.”

The Alternative Figure: $3.4 Billion
But Exxon’s own Guyana website identifies a different figure: US$3.4 billion in red ink — even while acknowledging an accounting profit in 2024. According to Exxon’s 2024 financials:

Gross production rose sharply with the Prosperity FPSO, boosting revenue for all partners

Despite posting an accounting profit, the company said it remains “in the red” by US$3.4 billion

Exxon and its co-venturers have invested a cumulative US$55 billion in Guyana to date.

This divergence begs the question: how can a company be both profitable on paper and yet claim to be billions in losses?

The Contractual Context
Under the 2016 Production Sharing Agreement (PSA), Exxon’s Guyana deal allows it to recover up to 75% of its share of oil revenue for cost recovery before profit payments begin. In practice, this means a large portion of early revenue goes to recovering the developer’s costs- capital, exploration, infrastructure – leaving little net profit early on.

Furthermore, financials for 2024 show:

Operating expenditures of GYD 477.6 billion

Depreciation/amortization at GYD 301.8 billion

Exploration, production, royalties also eat into margins

These mechanics help explain how Exxon could legitimately claim negative cash flow despite strong revenues.

Why It Matters for Guyana
The optics of a $6B loss vs $3.4B matters deeply for public trust, fiscal policy, and future licensing. Guyana has collected over US$6.2 billion in oil profits and royalties since 2020 – so when Exxon claims it’s in the red, critics say the narrative raises concerns about transparency and fairness. If Exxon can delay or reduce profit sharing through cost recovery claims, that changes the magnitude and timing of what Guyana as a partner actually realizes.

Bottom Line
Both $6 billion and $3.4 billion claims could contain grains of truth, depending on accounting methods, timing, amortization and recovery policies.
Routledge emphasized cash flow negativity and absence of Guyanese tax credits in filings.

Exxon’s public data insists on a lower loss figure despite profits.

The discrepancy boils down to methodology, timing, and cost recovery mechanics.
So, while the $6B figure commands headlines, the $3.4B estimate rooted in Exxon’s own reporting asks where did the almost three additional billion come from?. It’s really a question of how loss and profit are really defined.

https://www.newsamericasnow.com/exxonmobil-guyana-loss-vs-profit-2025/

When will large corporations like Mondelez start acting responsibly with long term strategies gather than short term profits?

AI not reliable yet. TCS losing business to GCCs hence layoff -to keep profits high.
Tata group as whole lost its way about a devade ago. Tata Steel high cost steel in country. Tata motots - high cost vehicle. Tata teleocm failure, Tata Retail business - not doin well

to reduce pay levels & boost profits all firms using AI scare mongering. Long way to go before is reliable

With Rizzo to Chief Operating Officer over both Property Liability and Protection, it appears Tom and the BOD have Mario as the inside candidate to follow TW. No doubt they'll search for external talent as well (such a great track record!), but he's a safe pick in Tom's world having come up through the Finance function. He'll get high grades for fixing the profit problem (novel--raise rates, tighten underwriting), and increasing shareholder value. Jess Merten to President of Property Liability provides him with an operating role for his resume. TW still has $200+ million in stock options, so he has a vested interest in shareholder value for sure. He'll probably stay as Chairman or non executive Chairman at retirement.

Sounds like that mandatory meeting has paid off in huge profits.

I've seen a previous Gr 18 role posted as Gr 17, and previous Gr 17 role posted as Gr 16 this week. Ironically, the job descriptions appear to include more responsibilities.

July 1, 2025 Indeed company review for U.S. Bank by a Corporate Recruiter:

"New CEO is about profit not employees

moral and culture have tanked
recently DECREASED what we pay employees and anyone above will not get merit
WHO DECREASES WHAT THEY WILL START EMPLOYEES AT WHEN INFLATION IS AT ALL TIME HIGH??
there is no pay for skill, they say they pay for an opportunity which is not what the culture used to be
been here for years, used to love my job and now I HATE it and can't wait to get out

Ratings by topics
1.0 out of 5 stars for Work/Life Balance
1.0 out of 5 stars for Compensation/Benefits
1.0 out of 5 stars for Job Security/Advancement
1.0 out of 5 stars for Management
1.0 out of 5 stats for Culture"

Layoff thousands, see profits rise, isnt that basic business 101 in Wharton???