#compensation

When are they finally going to adjust the market rating for Atlanta from an N2 to an N3? They reclassified Dallas an N3 market, yet Atlanta is more expensive to live in and pay has gone up significantly from what I can see on LinkedIn. I know they cited market pay last time, yet T mobile and Verizon have major offices here and their pay bands are significantly higher than ATT, plus they are hybrid and remote still. When is ATT going to change our market indicator?

Does 5/3 have these roles? How much do they pay?

Finally making ok comp

The severance policy is you are eligible for severance after 1 year of service completed. The formula is the greater of 12 weeks OR 1 week for each year of service + 4 weeks with a maximum of 26 weeks. So basically if you have between 1 and 8 years of service you get 12 weeks then add 1 week for each additional year. This is for Directors and below. VP's get 26 weeks, SVP's get 39 weeks (I believe) both after 1 year of service. But the majority of folks impacted are Directors and below I would think. This policy hasn't changed in the past decade maybe been in place longer.

Not my post though, see the original: @10vp+1jp883evs

Long story short, I'm an L4 - Community, Gender-Expansive, Kinship - Analyst. Thankfully, I survived the blood bath and still have my job.

Does anyone know what the implications are for the bonuses? Are we still going to get the full amount or are they cutting that too?

Thanks!

apparently one fiserv is short for $1 fiserv

With so many layoffs without reason or replacements- none of these roles are actually “useless” they’re needed - the existing employees keep picking up the slack. It feels like the boiling a frog story, we just have gotten too used to doing more and more work for less and less pay. The workers have no say at all while they know the actual work being done and making the CEO money. Making the company more money to keep adding unnecessary C-suite executives with millions of dollars in pay. Why don’t we unionize? We have gotten too used to the lay offs of important workers without a real reason every Christmas. Multiple layoffs this year, we have gotten too used to this. The only “restructuring” needed is cutting the unnecessary executives and their made up roles. CEO has the personality that he’s an actor playing a CEO. These are people’s livelihoods he is playing with while getting richer than ever before.

Hello,

Just curious of the associates who still remain at the firm. Will you participate in any fundraising campaigns and have it taken out of your paycheck?

Tu-d Party Delivery postponed delivery of a washer and to the customer’s third floor apartment, because they need “four people”. These are the same people that the left said “ will do the work that we don’t want to do.” In house delivery would never have done this, whether it was front load appliances or not. These people that deliver are lazy, apathetic pieces of sh-t, and Lowes lets them get away with it, just so they don’t have to pay a decent wage and benefits to real Lowe’s delivery associates.

Heard a rumor that there will be no base pay raises for scrum masters or squad leaders this year and very limited availability of shares for both regardless of grade level. Anyone hearing the same?

Has Wells started reducing the severance amount? I’ve heard that they will no longer offer the 2 weeks of severance per year if service. If that’s the case, I’m out of here.

Grades 20-26
0-3 years 3 weeks
4-5 years 4 weeks
6-7 years 6 weeks
8-9 years 8 weeks
(Add two for each up until 26 weeks)

Grades 27-28
0-3 years 5 weeks
4-5 years 6 weeks
6-7 years 8 weeks
8-9 years 10 weeks
(Add two for each up until 26 weeks)

Grades 29 and up
0-3 years 11 weeks
4-5 years 12 weeks
6-7 years 14 weeks
8-9 years 16 weeks
(Add two for each up until 26 weeks)

Hope this helps someone.

when should we expect to receive our severance pay? I was told it was on the same schedule as our normal pay but have not seen a payslip on my info as of this morning

Does anyone know what the highest percentage rate that can be received for a promotion at year-end? In previous years, 20% was the threshold for increasing to a new level of a job profile. Is it the same 20% now?

Interested in the gulf coast area- Texas/ Louisiana

Top executive compensation
Frank J. Bisignano (Chairman and CEO): Total compensation of $23,774,483.
Michael P. Lyons (Chief Executive Officer): An annual base salary of $1,300,000, with the potential for increases.
Guy Chiarello (Chief Operating Officer): Total compensation of $9,104,354.
Robert W. Hau (Chief Financial Officer): Total compensation of $6,406,705.
Adam L. Rosman (Chief Administrative Officer and Chief Legal Officer): Total compensation of $4,112,760.
Other salary information
Average Executive Compensation: Approximately $238,706 per year, including base salary and bonus.
Vice President: Around $197,191 per year.
Vice President of Information Technology: Around $231,700 per year.
Director of Finance: Around $158,263 per year.

Sycamore is mandating a four-day commute to Deerfield starting in February, which significantly increases out-of-pocket costs for employees, especially those who commuted to OPO previously. Yet, despite 3% inflation over the past year, salaries are not being adjusted - not even to cover a basic cost-of-living increase. What a slap in the face

Why do we think they are making us all sign this new employee agreement. I noticed it states that they can change our compensation at any time with notice.

Curious if it’s the standard 6 weeks + 1 week per year of service or something more generous due to the sheer scale of this round?

I heard they got 90 days and will be paid until 1/26.

I feel like we got sc--wed. I bet their severance packages were more generous as well.

Let’s stop acting like these leaders and TGT actuallly cares. Amazon is supposed to be more brutal and not give a 💩 yet they took care of their employees.

TGT care, grow, win is a LIE.

What do you think about the new PTO policy. 80 hours of protected PTO for sick time, the remainder for personal time off. The total PTO remains the same. Effectively reducing personal time off to as little as zero or 40 hours (5 days) for newer hires.

Word is some who survived in NY Corporate got retention bonuses basically saying they will be laid off in the future. If you’re in Corp NY make sure you get a piece of that pie !

As someone that is impacted, Layoffs are a result of a failure of management to achieve their designed business plan/goals. Mine had more to do with my compensation than performance. Going forward I will understand the business plan and strategy before committing my labor to another organization.

Any news? How,does anyone trust this company. The management can't deliver on their word.

You can be sure this process has already started as Sycamore does not care where sales and profit are, they will cut more to improve their end of the year bonus.
It usually starts with notifying the go forward teams. I am sure that has already happened as they like to conduct their layoffs starting the 1st week of November. Best of luck! They love to mix up teams and leave customers with frustrations with new support teams. One of the only companies that restructured so many times in the past 10 years regardless of profits. Most employees have lived in fear of new changes to their role and compensation hit. Be better Staples and Sycamore.

What's this renewal rights transfer supposed to mean for us? Some former colleagues went there with huge pay increase, they'll start regretting it now I guess

Myself in multiple colleagues across the organization have had their performance review numbers brought down from 3.5s to 2.9. We have been advised that these decisions are being made from upper management.

I’d like to also advise none of us in our history with wag have ever received anything other than a 3.5 or above.

Anyone else having their numbers brought down? Or believe this is a just a tactic by Sycamore to prevent employees from getting any merit raise at all?

https://nypost.com/2025/10/27/us-news/national-grid-must-pay-2-workers-a-total-of-3-1m-for-denying-them-remote-work-after-pandemic/

Do you know if severance includes a prorated bonus (even if the planned bonus incentive is 50 percent this year)? Also - does anyone know if it will be pay through Jan 3rd and then 6 weeks + 1 week per year of service? Or just pay through Jan 3rd and 1 week per year of service?

Offer fair pension buyouts. Pensions are worth 1mill min over lifetime.

Note for Target legal: I am not leaking anything, just republishing a public document from, the source is below:

Transition Agreement

• Key Terms:
  Amy Tu leaves her role as Target’s Chief Legal & Compliance Officer on May 21, 2025, with her job officially ending June 1, 2025. She’ll receive her regular pay until then, plus 24 months of income continuation (~$3M) and up to $30K in job placement support.

• Pros for Employee:

  • Guaranteed two years of paid income after leaving.
  • Outplacement services to help find a new job.
  • Keeps rights to certain long-term incentive plans and benefits.

• Cons for Employee:

  • Must follow strict non-compete, confidentiality, and non-disparagement rules for up to two years.
  • Loses eligibility for 2025 bonus and must cooperate with Target post-departure.

• Business Impact (for Target):

  • Ensures a smooth leadership transition and protection of company secrets.
  • Prevents a top executive from joining or helping competitors soon after leaving.

• Source: https://contracts.justia.com/companies/target-1261/contract/1339058/

Imagine those going end up losing 12 EDOs and floaters to align with EM's global regions who don't have the same. Likewise for the DB plan.

In the past we have 1x salary coverage for Basic Life Insurance covered by company. I do not see that for 2026. Am I overlooking it or did they take that benefit away?

If we get axed on Tuesday, our pay and benefits are through Jan 3. Anyone know what the severance package is? I’ve heard some say it’s 1 week paid for every year worked, others say 1 month paid for every year worked. And do we know if all of it is paid out in a lump sum? Do we get compensated for unused vacation time?

Has any division been required to sign away their Grandfathered compensation as part of the reorganization? (Bonus/Stock Options)

It was presented as a company wide initiative as a way to invest more labor in to stores.

The only good thing at Verizon.

Will managers or directors will also get the prorated bonus or it's only VP and above?

Has anyone heard any actual news about raises? I know they normally don’t say anything until closer to December, but sometimes people had info earlier in years past.

When will the new raise system go into effect, and when will we see it?

602 here working in back office in CIB. Mid salary range, what can I expect for my annual raise and bonus?