#equity

With the yearly bul$hit that they can't afford pay raises why don't they give some money to employees via shares. They can do it for Execs across the globe so it shouldn't be an issue.

Dan Schulman made 34.3 million in 3 months in 2025 :He only became CEO on October 4, 2025 — so he earned most of that in just 3 months as CEO. Here's how:He received a $9.5 million RSU grant upfront just to compensate him for pay he forfeited when he left a prior investment firm to take the Verizon job. Then a $20 million RSU grant vesting in 2027, plus a $30 million PSU grant tied to performance — all loaded in at the start. Add his $1.5 million base salary and a short-term bonus target of 250% of base salary, prorated for the portion of 2025 he was CEO , and you get to $34.3 million fast.The CEO Hans Vestberg collected $31.2 million in 2025 compensation. So Verizon paid two CEOs over $65 million combined in the same year it laid off 13,000 workers.The system that allows this:The board sets pay. The board is elected by shareholders. But in practice, executive compensation committees at major corporations benchmark pay against other large companies — creating a ratchet where CEO pay only goes up, regardless of performance. Schulman got paid to leave his last job and came in loaded with equity from day one, before proving anything.
So to directly answer your question: he made $34.3 million largely through upfront equity grants and a golden hello — not because he earned it through results. The results come later, if they come at all.

• IBM (NYSE:IBM) is facing a lawsuit that accuses the company of racially discriminatory layoffs targeting Black executives.

• The suit alleges a pattern of race based terminations tied to shifts in regulatory and compliance priorities.

• The case raises questions about IBM's diversity, equity, and inclusion practices and its internal governance controls.

https://finance.yahoo.com/markets/stocks/articles/ibm-lawsuit-over-black-executive-211421488.html

Anyone else remember when Ricky got up on stage at that 2025 end-of-year townhall to proclaim that we would be getting COLAs on top of our merit raises in 2026? It's been nothing but radio silence since then, share prices are down 13% YTD, and we're shifting into cost-cutting mode— the writing is on the wall, and we're not getting that COLA, but we all know Ricky and the EC will sure as he-l be making out like bandits with their equity comp.

"Trust— earned over a lifetime, lost in an instant." Maybe you should start listening to your handler, Ricky Boy.

Oracle ate all the RSU’s of laid off employees, cruel employer who didn’t pay for hard work. Oracle recruiters always push for equity compensation to inflate overall total compensation.

Diversity and Inclusion policies should be about equity, but right now it feels like they are being used as a shield during layoffs. If only men are losing their jobs to maintain 'numbers,' that isn't inclusion—it’s a different kind of bias.

I've got an offer from a startup. The role is a step up, more senior title, and more interesting work, but my total compensation would drop by about forty five percent compared to where I am now. The difference is equity. If they IPO in the next few years, I could make way more than I'm making now. If they don't, or if the stock is worthless, I've just taken a massive pay cut for nothing. I'm trying to decide if I'm crazy for even considering it. I've got a mortgage and a kid. Stability matters. But I'm also miserable at Open Text. Has anyone taken this kind of risk and had it pay off?

Not here to contribute to saying a layoff is/isn’t gonna happen.

That being said, I took 0 hours of PTO when I was laid off. I was surprised when I had my PTO hours paid out to me in cash. That and equity all paid out to me in a lump sum for each.

So, if you believe you’re getting the axe… don’t take PTO. You’ll be paid a bit more extra as a parting gift.

https://time.com/article/2026/04/30/oracle-layoffs-ai-tech-jobs/

They su---r employees with RSUs and then just get them back in a layoff….to be given to the next group of su-kers

I was terminated last month, and I had a question regarding the shares that were granted to me last year. Am I still eligible to receive or keep those stocks? If so, could you guys please guide me on how I can access or claim them?

Thank you.

Hey everyone,
Given the recent situation, I was curious (only if you’re comfortable sharing) — how much RSU value did you end up losing due to the layoffs or unvested grants?

Since add’l people (10) are going to Winner’s Circle, I’m guessing the value of Options for those that have them is up. Last year they valued the company in late March— it was $28.00??/share. When will that be reported? People ask in calls, but it isn’t answered.

Oracle Friends — It’s Hard, But It’s Time to Move Forward

I’ve spent nearly 30 years in this industry, including a meaningful chapter at Oracle. It was a place where I found purpose, built lasting relationships, and took pride in the work I did. Like many of you, I’ve experienced layoffs along the way, not because of performance, but because of timing and circumstances. Sometimes, it really does come down to being in the wrong place at the wrong time.

We’ve had the privilege of working alongside some incredibly talented people. Many of us have built strong careers, earned advanced credentials, and dedicated years—often decades—of hard work. That kind of commitment isn’t easy to step away from. But the reality is, long tenures at a single company are no longer the norm. This is a competitive, fast-changing industry, and staying relevant means continuing to learn, adapt, and grow.

At the same time, it’s worth pausing to acknowledge what we’ve achieved. Many of us have been able to invest in our futures—through 401(k)s, IRAs, and equity—and build a level of financial stability that gives us options during moments like this. Take time to review where you stand and appreciate how far you’ve come.

And maybe most importantly, don’t lose sight of what truly matters. I’ve seen too many talented people work endlessly, only to never fully enjoy the rewards of their efforts.

So as we move forward, let’s keep perspective. Not everyone has had the same opportunities we’ve had. Be grateful, take care of yourself, and make time for the people and experiences that matter most.

Wishing you all strength, clarity, and success in whatever comes next. And yes, it’s ok to let Oracle go.

I’m hearing stories of some colleagues across the business receiving contractual bonuses and some not, even though they are in the same position. Does anyone have any info on this? I imagine it was due to different LOB’s now being merged but seems slightly unfair?

appear to be correct. Not listed on Total Rewards comm sheet

With just weeks from the typical grant date, the answer given on the AE&O (GNT) all-hands today is that…the board has not decided on the fate of the program yet.

The writing is on the wall
RIP
2021-2025

I was fired from Qualcomm and they canceled my RSUs award plan.

I know probably they can cancel the RSUs I was awrded at the time of joining the company because those were tied to me keeping the job. But was right that they also canceled the stocks in was awarded after AR25? Were those tied to me keeping the job?

Did anyone get RSUs or options on their white sheet this year? I had been getting sign-on refreshers since I started five years ago. I haven’t got my white sheet yet, but I don’t see anything in UBS.

Does Devon give stock to everyone. Anyone?

Aside from the cash for shares at $8, which only a lunatic would exercise, I would like to test my understanding of the debt instrument exchange.

Am I correct that bondholders can essentially "self-call" their bond, benefiting Xerox by having the obligation to pay interest removed? If yes, what is the value to the bondholder who now holds a variable dividend equity position based on their bond par value in a company that may not recover?

What are the different ways of managing RSUs after the restriction period is over? What are the tax implications?

I used to feel like I belonged here. Over time, I noticed a shift. As a woman of color who consistently delivers results and drives impact, I have seen differences in how respect and recognition are given. I have watched white peers with lighter performance receive more support and praise, while my contributions were often minimized. I also noticed cultural dynamics where questioning decisions—especially when coming from women of color—was not welcomed.

These experiences do not erase the good people and positive moments, but they do make me reflect on how far we still have to go in equity and inclusion. I hope leadership listens, because talent and value exist across all backgrounds, and organizations thrive when every voice can be seen and respected.

SAS has been pushing this angle for the past year.......a line repeated in several executive presentations.

TRUSTWORTHY AI: Ensuring AI systems are trained on diverse datasets to avoid bias and promote equitable outcomes.

What are the rules?

Who even gets RSU's?

Senior managers don't, so is it just Directors and above?

Is the margin reduction for reinvestment in employees, hiring, comp, or product development? The change in the vesting schedule is not significant. It would be prudent to reinvest in junior employees, new hires, engineers given the recent pressures the company has been facing.

How long do employees need to be at the company to be eligible for equity?

There's been a lot of discussion about EJ potentially going public or being acquired.
I don't want to spark a debate on whether it will happen, can happen, or if it should happen.
I'm just curious about what will happen to the LPs? This was one of the benefits many of us were relying on for our retirement.

PLEASE HELP I GET FIRED AND IN ONE MONTH MY STOCK SHOULD BE RELEASED, DID I LOST IT?

RSUs really gone for good? Did Jacob actually say we’re doing away with them permanently as part of comp? WTF.

If there was ever any doubt ILMN is a coffin, this nails it shut. From here on out you’re expected to take below-market comp for the “privilege” of working in that coffin. The mission is now supposed to replace equity ---- which here is maybe 10% of comp, while at other companies RSUs make up 50–80%.

Looking forward to walking among the living soon.