#compensation

Folks having their salaries readjusted there?

I left that job shaking my head. Worked my tail off with a master’s, got crumbs for pay. The person who replaced me had no degree and got a huge bump just for being friendly with the boss. Makes you wonder why you even bother doing things the right way. Education means nothing when favoritism decides everything. I'm glad to be gone. It took me a while to find something else, bit now I actually like my job once again. That place nearly destroyed me.

What’s the big deal and why is everyone on my team obsessed with being one?

Learned the hard way that extra effort doesn’t mean extra pay. They’ll just expect it every day after that. Unless it’s compensated or leads somewhere real, it’s just wasted energy. Work your hours, turn off anything work related for the rest of the day, repeat.

If Verizon offered a package deal that was really good, would you take it. What is your definition of a really good package that you wouldn't even have to think about it and sign the next day?

Does anyone know how much the folks at BTC actually get paid?
Do they have a compensation levels like us -CLs?
I’m just curious about what kind of arbitrage might exist there.
Also, what sort of retirement and savings benefits do they offer?

They spent millions on something that won’t drive anyone to the store yet they can’t pay us hardly anything

Has anyone heard that analysts may be guaranteed a certain salary increase and such increases are higher than what the officers of BNYM receive?

He thanks everyone for an incredible year and all the hard work.

He also says not everyone will receive their full, earned bonus. Some will; others will receive less.

Let me put this plainly, Mr Chief Executive: if employees receive anything under 100% of their earned bonuses, we will lose critical talent with irreplaceable institutional knowledge—losses compounded by past redundancies. They’ll vote with their feet.

Others may stay on, but if they’re paid only 60% of their bonus, expect about 60% effort going forward. Think very carefully about the next move, PD. Can Avaya really afford to lose more legacy talent? Won’t that hobble the plans you and the Board have—plans that reward specific leaders with bonuses tied to a single target?

Think. Very. Carefully.

Your attention, please! Very important. Tremendous discipline ahead.

Prepared for: Compensation & HR Committee
Date: October 2025
Subject: Proposal to Adjust Executive Benefits to Support 2026 Cost-Discipline Goals

Executive Summary

As the company advances toward its 2026 cost-reduction and efficiency targets, aligning executive compensation practices with these objectives will reinforce fiscal discipline, improve shareholder perception, and strengthen internal morale.
By modestly reducing discretionary executive benefits and tightening incentive structures, the organization can achieve both direct cost savings and stronger credibility in cost-management communications.

Implementation Path

1.  Amend the 2025–2026 LTIP design to weight free cash flow per BOE and cash return on capital employed (CROCE) more heavily than TSR.
2.  Revisit perquisite policies for NEOs (aircraft use, club dues, financial counseling).
3.  Announce executive pay moderation internally concurrent with cost-optimization updates to reinforce shared responsibility.
4.  Frame public disclosures to highlight “leadership alignment with shareholder discipline.”

Proposed Adjustments to Executive Compensation (2025–2026)
• Reduce “All Other Compensation” by 50% (≈ $0.26 million)
→ Symbolic alignment with workforce austerity.
• Cap annual incentive payouts at 80% of target for 2025–2026
→ Estimated savings of $3–4 million.
→ Reinforces a direct tie between cost efficiency and reward.
• Suspend deferred compensation match and non-core perquisites
→ Estimated savings of $1 million.
→ Immediate cost savings; signals fiscal discipline.
• Freeze CEO and NEO base salaries for 24 months
→ Estimated savings of $0.2 million.
→ Visible commitment to cost control and leadership accountability.
• Replace 25% of RSU grants with performance shares linked to Free Cash Flow per BOE (FCF/BOE)
→ Cost neutral over time.
→ Strengthens long-term shareholder alignment without increasing expense.

Total projected direct savings: approximately $5–6 million annually, with significant reputational and cultural benefits.

Please update any progress on Santorini or whatever new name. Do you think it will be delivered? Should paycheck consistently come for 1 yr more?

So, despite working for a health insurance company, our premiums and deductibles are increasing.
However, I'm pleased to announce free pet care!!
I feel like I'm in a slapstick comedy.

Well it’s about time they cut some wages up top! Should have gone deeper and just let some people go that aren’t doing their jobs or making any kind of difference! There are a few that need to go!

To all those hoping for a role post "Transformation" its now been communicated that you might get a pay cut to go along with your new role.

Do they cap it? Let's say someone worked here 40 years?

Let's have a 🧵

Remember when we used to get Best shot awards, exceptional service awards, and the lucky few, annual trips to Hawaii?
Forget the gold Rolex watch from that back alley in Hong Kong, just get me my severance package to sign. That’ll be better than all the awards and trips to Hawaii.

People are rumbling at the support center about a change in bonus, making it a long-term incentive or something like that. Does anyone have a communication summary on that? I think it only went to Sr. Managers and up.

Have anyone got the bonus package yet or heard what % it is

does anyone have any details about the so called "co-sourcing" venture HPE is planning with Deloitte in Romania? All I'm thinking it's a masked lay-off. HR announced Global Finance and Accounting Organization will move to Deloitte as part of a co-sourcing venture between the two companies. Considering if you get an offer to move you'd have to resign from HPE and then start on a probationary period with Deloitte, why does this seem like the perfect scheme to avoid paying compensations for layoffs?

I just cannot wait to tell my team they are getting 1% merits and minimal bonuses yet the earnings reports shows massive growth for the company. Ranking 25% of my staff below expectations, in a non growth everett location all my promos denied. Lovely to have to explain this to them soon at comp talks. Thanks RV making our job so great! But hey!!! We have Eliza !

• Silent and regular layoffs! Fired and rehired new employees for less for the holidays.
• Took a peculiar dump on the principle of Customer Obsession.
• Mandated RTO with apparently no planning.
• Pushed gross profit to AI data centers.
• Violated rights of disabled workers.
• Dismissed Microsoft and Google AI as ‘hype cycle’
• Forced people to uproot their lives, relocate.
• Gave $8B treat to Anthropic.
• Took cumulative compensation of $500 million.

New job, drink coffee when I want....work from home, when I want.. Big salary bump.
Big benefits bump. Big 401k contribution bump. No dysfunctional coworkers or management to deal with. I actually like my job. Treated with respect and dignity, a professional, not a factory worker....... there is a new life out there.......go get yours. Its waiting for you!....

2.7 COLA; no corporate factor; no promotions; everyone gets meets expectations.

Let me preface this by saying that I understand and support that in the US everyone is free to look for a better opportunity.   I also support that the company needs to change in order to compete and drive value to the shareholders.  
Assuming an employee makes it to January and supports these ideals we haven't heard what that means to the employee.  The reality is more than a few must work for a living not just for their passion.  Right now, without any communication to that end, we are facing up to a 17% increase in health care costs (10% discount program removed and increased employee cost 7%) plus the additional cost of going to the office everyday.  When will you be able to communicate something in relation to the financial benefits of working faster and harder other than being lucky to work here? 

The scale of operations and the amount of high paying jobs its bringing to the area. I imagine the payoff for the company is more than worthwhile investment. Do you think this will provide more job security

Anyone notice new grad job postings with salaries $130k- $180k??? For new grads???

But we can those with experience and knowledge.

With murmurs about the next round of layoffs being soon, what is the standard severance package? Does it change based on role?

Calendar abnormality or another way to sc--w over employees? Please discuss…

How do I experience MetLife? Cr-p pay raises while being told you're doing a great job.

well at least my health insurance is only going up 10% this year. if only my merit increase kept pace

After 6 years, my first pay rise last year at 1% i'm out. I found a better offer on the table elsewhere with more money, yearly pay rise, bonus and way more better benefit.

What made me move, I started to think about my pension pot with that being maxed out at 12% with no salary increase the amount going into the pot will remain the same.

At least with the new company i contribute 5% they will add in 10%, which will grow with a annual pay rise.

'Don't sell yourself short staying here , know your worth, your more valuable elsewhere'

Why the he-l is WF making such a big deal about today being the last day to accept the special award and making sure employees accept it. I don’t understand how all this works, but are employees helping to artificially inflate the company stock? I know few people not accepting it out of spite. I mean, 3 years to collect $2k…the argument is, just give me a $0.33 cent per hour increase for the next 3 years rather than making us wait for the full amount when there is a possibility of getting laid off anyway.

The stock is up

Has anyone ( specifically grades 22-24) found a better job outside of the company? Or one that at least pays the same amount you were getting paid here and given as much PTO?

How does the Executive Director (ED) role at Wells Fargo compare to the Band 4/Director role at Bank of America? It seems really impressive to me. Is it typical Standard role where more people have similar titles?

I got a Job offer from Wells Fargo. How does the Executive Director (ED) role at Wells Fargo compare to the Band 4/Director role at Bank of America? It seems really impressive to me.

not the question to ask here
Friend wants help with offer evaluations

Seagate Sr Staff :300k
DDN:400k sr staff
Which is better

Given average is 4%, what are your thoughts? G, VG, E, O average?
Only serious discussions. No BTC/KLTC/outsourcing/pip discussion, please.