#compensation

Curious what the ceiling really is here, because mine didn’t exactly change my life.

Please share info on severance. I'd just like to know if there have been any changes (reductions) compared to previous rounds.

Remember these guys? What a joke. These are what they claim they did below. I haven’t seen any of it. They just got in during low COVID stock price and then claim they were genius because stock price rose?

Action #1: Refresh the Board of Directors with energy experience.

Action #2: Impose greater long-term capital allocation discipline.

Action #3: Implement a strategic plan for long-term value creation.

Action #4: Align management compensation with value creation, not production growth.

I'm so ashamed I unknowingly participated in the lie.

F5 CEO Compensation History

2025: 23.04 Million

2024: 18.,04 Million

2023: 11 Million

2022: 12.8 Million

2021: 11.5 Million

So the are adding new rules to the OST and sales and retroactively removing them from our commissions to take money away from us after Senior Managers, DM's and directors pushed us to sell them and even had calls you had to be on if you didn't sell enough. What a freaking clown show. Big red and local leadership can su-k a huge one. Make sure you bring this up if they ever want to PIP you. Thanks for all the people who are vocal on WorkVivo, you are the real hero. What a freaking joke.

I wanted to share a concern that was recently brought to my attention. I spoke with someone who said they had conversations with people at Light & Wonder, and they described a perception that certain upper management employees are highly compensated while contributing very little on a day-to-day basis. Specifically, it was mentioned that some individuals in senior leadership roles allegedly come in only when they choose, spend a short amount of time socializing, then leave while earning substantial six-figure salaries.

As an employee working on the production line, I can say that many of us work extremely hard every day to support the company’s success. It is frustrating to hear these kinds of comments and perceptions, especially when frontline employees are putting in consistent effort.

I hope leadership takes a close look at management structure, accountability, and whether certain high-level positions are truly adding value. In particular, it may be worth reviewing legacy Bally Gaming leadership roles to ensure fairness, efficiency, and alignment with the work being done across the company.

Per the proxy statement I received today, it looks as if Sampath received a 7.2M cash payment at separation. Wow.

Our Q1 earnings call opened with its usual corporate shine: revenue up, efficiency up, and the stock price climbing like it had somewhere far better to be. But when the discussion turned to employee merit increases, the mood darkened faster than a server outage on payroll day.

Executives praised their “disciplined approach to compensation,” which employees on TheLayoff.com immediately translated as: “Your raise will be so small it can be expressed in decimal places.”

Associates reported merit bumps between 0.00% and 1.00%, the kind of increase that doesn’t meaningfully change anyone’s paycheck—or mood.

Meanwhile, the Executive Committee’s compensation disclosures told a very different story—one written in double digit percentages. As one commenter put it: “Our single digit raises must be the secret engine powering the double-digit growth in the stock price… and the even bigger growth in the CEO’s bonus.”

Consider RV’s 2025 total annual compensation of $83.5 million USD is roughly equivalent to the annual earnings of about 17,000 average workers in Pune, India. Interestingly, according to company sources, BNY India operations currently employ 7,000+ people across Pune and Chennai.

The CFO’s package drew similar reactions: “My raise couldn’t cover a tank of gas. His could fund all the lost tolls for ships transiting the Strait of Hormuz.”

Employees joked that BNY had perfected a new economic model: Shrink employee raises + Inflate margins = Celebrate the ‘efficiency gains’ with ginormous executive compensation packages.

By the end of the call, the stock was soaring, the executives were glowing, and associates were refreshing TheLayoff.com to see who got “realigned” next in the daily crusade for cost-efficient chaos.

A flawless quarter. KPI’s say one thing while non-digital human associates say something very differently.

Stock bonuses of $5m are being offered to executives in addition to their elevated pay if the bank beats multi-year targets for revenue growth.

Think about that.

Were we supposed to see our raises already for salary in America? Got a 3 for a ranking, thought we would at least see a cost of living raise effective April 1st

Belated 2026 thread.
How did everyone fare?

My timing is not perfect here but I am curious - have they changed the bonus formula ??

So we were promised significant salary raise starting since 1st of April, I mean significant because mail mentioned "market rates" so I assume it should be 25-40%, but it is 16th of April and still no one heard anything? On Town hall they said thousands of people got it, WHO?
Yes I have Analyst in Workday so should be elliglible but neither me nor anyone who I know got anything.
What is going on? I got it they used to say "we will see, let's check again in few months" and similar stuff but this time they promised and gave specific date, yet nothing happened.
Does anyone know anything? Honestly, I feel betrayed. Not because I did not receive anything, but because they told us we will got it, and then nothing. Not "maybe", not "next time" - but "yes, from 1st April".
Unfortunately the labour code prevents me from "leaving" as many suggests, in Europe people have to work two, three months more after giving notice, and not many employers are willing to wait that long (apart from some very few specialized expert positions).

I am really disappointed.

Thank you for contributing to our success ! (and by “our” I mean…well, if u know u know)

Why do we not benchmark against companies out executives actually leave to go work for? I haven’t seen many leave for Ford, GM, Verizon, AT&T, Johnson & Johnson, Boeing, RTC Corp, Proctor & Gamble, IBm, Pfizer, or GE Aerospace. Chevron is the only one that makes any sense. Why not BP, Woodside, Hess, etc which are companies I know executives have left ExxonMobil for.

For 2025, CEO Dr. Udit Batra received $14 million in total compensation, a 25% increase from the prior year. Last year was 11.14 million, which was 125x the median Waters employee salary.

https://www.panabee.com/news/waters-executive-compensation-2026

Against the farm for no payment to wfh employees for office space, utilities, and internet.

Overall, not a bad quarter at all! So it was definitely justified that you got a raise that didn’t even keep pace with inflation and the execs got like 15-20% extra. Keep working hard digging your own grave folks. That’s the only way this works.

Are we getting raises this year?

Ole SB got $2.2m severance paid out equally over 24 months, plus cash cash ABP bonus and family healthcare for the 24 months. Not too shabby for running a company in the ground.

What the title says.73

Went to a smaller refiner - 20% compensation increase (salary & bonus). No giant corporate office full of "experts", "chiefs", "advisors", etc. Work done in house at the sites, no BTC's, GBC's, etc. Work is done efficiently and most importantly, correctly, the first time. It is a pleasure again to come into the office every day. No shuffling the deck of people every 6 months, so that "decision makers" can run /hide from how horrible things are run. No "ticketing system" full of unanswered, or supposedly resolved and closed tickets that still need to be addressed. The only thing I lost was saying that I worked at EXXONMOBIL! Seeing that most of my new coworkers came from places like XOM, Shell, BP, Dow, etc., it's was eye-opening to find out that saying you work for XOM may be more of a hinderance/anchor in your career, as you are thought of as a delegator of work/ticket enterer, as opposed to someone that does real work (how accurate)! Good riddance XOM!

I’m a sales associate with well rounded retail experience and knowledge. I swap posters in beauty and fragrances when the VC is away. I was given holiday seasonals to train without being a seasonal captain..I also get ask to tell employees what to do and even to reprimand them. How should I go about addressing this issue? Should I be getting paid more? any input would help.

I haven't been here long, I just want to see if I'll get anything if I'm cut in the next round of layoffs.

Finally. Not much of a penalty. Should have been $17,000,000,000.

https://www.justice.gov/opa/pr/ibm-pays-17-million-resolve-allegations-discrimination-through-illegal-dei-practices

"The United States alleged that IBM took race, color, national origin, or s-x into account when making employment decisions, including by using a diversity modifier that tied bonus compensation to achieving demographic targets. The government further alleged that IBM altered interview criteria based on race or s-x through the use of “diverse interview slates” and other related employment practices in connection with identifying “diverse” candidates for hiring, transfer, or promotion."

And if so, how many hours is that accumulated? Is that like half a paycheck extra overall?

My non working period got over last month..but still didn't receive severance, anyone knows how many days does it take in Canada?

I received a Workday notification stating my total compensation is reduced by x amount.

Is this really happening

VERIZON COMMUNICATIONS INC director Hans Erik Vestberg reported an award of phantom stock units under a deferred compensation plan. The Form 4 shows an acquisition of 183.933 unitized phantom stock units at an economic reference value of $14.47 per unit, credited to an indirect account

For those let go with 20+ years, how long did it take to get that years of service bonus? Paperwork said up to 30 days but was curious if it would be sooner.

I resigned two months ago for a new opportunity and I was really nervous about how it would feel to leave Target. Losing “opportunity”, the chance to work on things at Target scale, the benefits of Target’s brand on my resume.

Honestly, all of those concerns faded a few days in to my new position. Not because my new job is just like Target, but because I didn’t realize how poor the leadership truly is at Target until I worked with people who get along with one another and understand the goal of their work.

People have been welcoming and collaborative. I haven’t been stonewalled in a turf war. Communication is simple and clear. I get what we’re doing and so does everyone else.

The compensation is also par and so is my opportunity.

If you feel like target isn’t firing on all cylinders for you, leave. There are jobs out there.

As a shareholder, in the latest proxy I voted against the executive compensation plan..

Salary treatment will continue to be targeting low to no raises. Ask your supervisor where you are within your band. Most people will receive nothing to very little as salary bands are dropping and there is downward pressure on the CL promotions and CL level assigned to roles.

Want a promotion? Make friends with the higher ups. That's it. But know that after you get promoted, you're more likely to get cut. Higher pay has become a liability. There's no winning here anymore.

I see a grade 14 in Minneapolis advertised at $98,000 - $115,000. That seems kind of low, especially if they don’t offer $115,000. I know grade 12’s making over $100,000. This company is cheap and a dead end. Thank you Gunjan!

But we got Nike Shoes! What a slap in the face.