Email today says payout is 1/8 in April and 1/8 in Oct. Anyone else notice this? The 1/3 per year seems to have been eliminated.
45 replies (most recent on top)
@26p You can think it's wong all you want, but it's ok. I was involved with both programs. You can ask AI the question of did Stock Together replace Profit Share, you will see the answer below. Just because it's a higher amount doesn't mean it didn't replace it. And as has already been seen they've started whittling away at it. I rest my case, but I don't gloat. Have a great day.
- Yes, Verizon’s Stock Together program replaced the legacy corporate profit-sharing (CPS) / 401(k) profit-share match for eligible employees (primarily band 6 and below, or specific business units).
Key Details
• The Change: Introduced around 2020, the Stock Together equity/stock program was rolled out for lower-band and non-executive employees in place of the older corporate profit-sharing contributions that previously went into retirement accounts.
• Impacted Tiers: Band 5 and above typically continued to participate in traditional executive/long-term incentive (LTI) programs (such as PSUs and RSUs), whereas lower bands transitioned to Stock Together.
• Union/Contractual Variations: Certain union-represented associate groups have maintained specific negotiated profit-sharing or minimum award structures under respective Memoranda of Understanding (MOUs) (such as agreed minimum CPS awards for specific performance years), while corporate and non-represented employee structures shifted toward the Stock Together framework.
*
@1je
They ran concurrently, so one is not a direct replacement of the other, also stock together is significantly more money than 1-3% of your salary, so your "The compensation team is great at trying to get you to think the company is doing you a favor" is a pretty bad take.
I'll give you a real example of a direct replacement.
Many years ago we got 7 personal days, and one year the company decided to virtue signal and gave us 6 personal days and in the extra day's place they added MLK day to the paid holidays list.
See how those 2 happened at the same time, and were roughly equal?
I know this is anonymous internet posting so you'll never admit you're wrong, but everyone knows you really are wrong. Even you. Own it, it makes you a better person.
@1cd actually you are wrong as well. While they are/were different programs, the Stock Together program did replace the Corporate Profit Share because they got rid of Profit Share. The programs just overlapped by one year because the Profit Share was paid in March for the PRIOR performance year and Stock Together grant was for the current year. There was no more Profit Share after the first Stock Together grant. The compensation team is great at trying to get you to think the company is doing you a favor and they will slowly whittle away at Stock Together as well.
@k5
I'm aware of the old LTI incentive. It ended in 2008. I never got one. What i said was: For my first 10 years at Verizon (2008 to 2018) there was no LTI.
I guess you didn't read that, though.
@h8
You are wrong. Stock Together did not replace the Profit sharing program, and they differ significantly.
Profit Sharing was usually about 1-3%, and added directly into your 401(k). The year that Stock Together was introduced (2018), we got Profit Sharing ALSO (so it wasn't a replacement). In that year profit sharing was 1.5% (I have the email from Lowell). If you're saying 1.5% of your salary is $10k, you're lying.
Stock Together was paid as cash after the RSUs vest, and it's significantly more than Profit Sharing. The 2 programs have nothing to do with each other, are distributed differently, ran concurrent for a short time, and calculated differently.
You.
Are.
Wrong.
Scrupulous management has no morals.
The amount of money from stock together the front line get after taxes is so minimal that it’s become a morale issue. It seems that the people that create the payoff amount do not realize that the front line has direct contact with their customers, something they can’t do and would never do. The stress alone working with their customers makes the payouts a complete joke. Delight this.
These mo--ns played game… forcing everyone to do PULSE , and then cut the pulse/PAY right after they got their numbers …
I'm getting nothing!!
Bottom line employees PAYCUT… and Dan n his paypal thief’s Millions.
2026 stock together is out, mine is less than 2025's, what about yours?
Smaller grant spread across more years..great.
Nothing matters…Hans started these hanging carrots game 1/3,now 1/8… vs 100% profit sharing in one shot delivered yearly before Hans took over.
LTI was definetely a thing in Wireless as I've received it. Last grant for me was in 2008. Long-Term Incentive (LTI) award = the Value Creation Award (VCA)
@w2 I was a 40 year employee on the wireline side and there was NEVER LTI below band 5 during those years. I'm talking the C&P Telephone and Bell Atlantic companies. Can't speak to Nynex or New England Tel.
@nm incorrect. Wireless had it too but it was eliminated way before wireless was in the picture. It was gone for so long that people forgot it had existed.
Stuck Together
@k5 Only wireless had LTI for all prior to the internal merge with wireline. Wireline did not have LTI below band 5. Wireless also calculated their STI targets differently than wireline until both groups were brought together into the same compensation system. I don't remember the year exactly. Maybe 2008?
@e5 goes to show you that you're clueless as there was a LTI before you came to the company before you started 10 or 11 years ago. They supposedly took it away from anyone from 6V and below but kept it for 5V to 1V. So basically cutting us out completely. The fact that you're ok with the games they play with us says plenty about how much of a pa--y you are.
It's a WIN for the company, payout is now 4 years versus 3 years and smaller payouts, 1 4th versus 1 3rd payout, if you are RIF, not all units will VEST before your departure
@e5 SU-K together was NOT new, that was converted from the prior benefit called PROFIT SHARING- disbursed every year as multiplier and it was about the same amount when stock together started. You are not long enough in VZ. wake up !!
@e5 Amen!
@c5 Give it back if you don’t appreciate it! J-rk.
People complaining about the stock together taking 4 years to vest instead of 3 are kind of funny.
My first 10 or 11 years with the company there wasn't an LTI award at all. When we first got it they said it was temporary, probably for 1 year only, then they kept it another year, and said we would probably make this a regular thing (and did), and despite Hans tanking the company, we kept the program around. Now, in a time when many companies have no bonuses at all for non-executives, we change the structure so you get 3 bonus payouts every year, and people here act like it's the end of the world. I'm not a huge fan of the longer payout time frame (4 years), but I don't mind the payout schedule of 2x/year. It means now we will get bonus payouts 3x/year : STI in Feb (unless I missed that changing), and LTI in Apr and Oct.
I expected to be told the program would be discontinued and even told my S/O that we couldn't count on getting an LTI this year.
Relax.
Anything indicating that they're keeping the program is better news than I expected.
Involuntary separation is also more favorable for Verizon. You do not get to immediately vest the full award.
@a4 it pays out in 1/8 as opposed to 1/3. The writing is on the wall based on this new Stock Together. Many of us won’t be around to collect.
@ch BINGO the changes always favor the house (Verizon).
The stock is trending back to 40. Better hurry up with more job cuts.
I've been here almost 3 years. I was excited to finally start getting 100% of my RSUs beginning in March. Now I'll have to wait another year and a half until April 2028 (assuming we even get RSUs by then) to reach 100% of my target grant vesting. Thank you hatchetman and the McKinsey consultants who worked very hard to delay my happiness :)
If it's performance based I will be giving my management team the lowest score possible on surveys.
How can they retroactively change the rules? How can they say RSUs will be based on performance when they limit how many leading rankings are permitted? Retroactively too.
Sounds like a scam by management to siphon more money to the top by stretching it out to 4 years with a smaller total reward.
I'm more curious if the amount of the grant will decrease or stay the same as previous years.
STI is a joke! Especially after taxes!
Nobody will be around long enough to see it. Good strategy.
We are gonna have less sti vested every year 1/8x2 makes it small amount vesting every year..
@a9 what small print? That part was same font size as the rest of the informational sections.
Yes for the email for SU-K Togather as Dan rips the company apart and fill up his paypal buddies pockets.
VCG here. No email yet