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Kyndryl is dishing out shares worth hundreds of thousands of dollars to execs in the middle of a redundancy program
CEO Schroeter's latest stock award takes his total tally to 2.449 million shares. Likewise, Keinan now owns 1.603 million and Chugh 184,455.
The average wage paid to a Kyndryl employee in 2025 was $39,464 versus $15.8 million awarded to Schroeter
https://www.theregister.com/on-prem/2026/06/09/kyndryl-showers-execs-with-shares-while-staff-ponder-redundancy-packages/5252181
2025 Executive pay received only 60% support at the Citigroup stockholder meeting a few weeks ago. Current and former employees who own shares in the Citi stock fund in the 401k plan along with other shareholders made a loud statement that Citi executive pay is excessive.
https://www.citigroup.com/rcs/citigpa/storage/public/citigroup-inc-8-k-05-21-2026.pdf
Companies are no longer here for the good of their staff. It's all about the execs pay and share price. It's all illusion and spin. Everyone for themselves.
Sadly, this is how things are now and people need to accept it. Whenever I see posts that bemoan how the leadership doesn't care about us, I just shake my head. Of course they don't. They care about money. And they get more money by sc--wing the rest of us over. That's our new reality and people should accept it if they don't want to drive themselves crazy thinking how those at the top should "care about us." That's a child's way of thinking.
https://fortune.com/2026/05/27/most-powerful-women-citigroup-ceo-jane-fraser-turnaround-big-banks-wall-street/
She is getting another 40 million folks!!
Xerox Executives Eye Million Dollar Payday if Stock Recovery Holds in 2027. (Google it!)
Not to add fuel to the fire on here - but while most people worry about if they will have a job, some higher-ups were listed on this page.
Business as usual for them. Guessing they didn't use AI for the transactions to delight the executives?
https://www.stocktitan.net/sec-filings/VZ/
Are Xerox Executives About to Cash Out Another $17 Million in Newly Issued Shares?
The smiling man is going to hold town halls in his vest and act like it's a great thing we're going bankrupt and then repeat the mantra "Focus on executing the WIN strategy." The same mantra he has used for every quarter of negative results. The same mantra used when we were told there would be no bonuses.
The fact of the matter is, revenue has declined for 4+ years and the executives have shown they are without any ideas to stop it. Project ATHENS was supposed to "stabilize" revenue whatever the he-l that means - but I can't imagine it meant it would just consistently go down.
The "Age of Possibility" was supposed to bring in new customers. Revenue dropped double digits.
The WIN strategy that has brought us millions of new customers? Revenue has declined EVEN MORE.
New people are being given keys to the shop after the bankruptcy. Don't expect the executives at Silver Point Capital to walk around and shake everyone's hand and talk about how excited they are to work with us. They will be about slashing every single line-item that doesn't make sense. Expect fulfillment to materially change - at least one ware house will close. Bookmark this.
The hedge funds aren't here to run a shopping channel indefinitely - they are here to make back their money by any means necessary. They aren't thinking long term. They are thinking 3 to 5 years.
Don't expect bonuses next year. You were kind of silly for expecting them this year. In addition, expect higher benefit costs at open enrollment
Rawlinson and company will stay as figure heads. They will give an air of stability that is needed - but they aren't in charge once the Summer is over.
You can start being real or you can continue to believe the nonsense spewed in the town halls that are as cheesy as the TV we produce.
QVC will be around indefinitely - but expect another big layoff. This time it won't just be office jobs. Customer service will be replaced by AI (As much as possible) and fulfillment will be modernized, "right sized" (you know what that means) and replaced by robots (as much as possible).
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.
I can't stop thinking about the unfairness of how all this works. A small group of people at the top repeatedly make one short sighted decision after another, often ignoring warnings from the people who actually understand the business. Then, when those decisions inevitably blow up, the same people announce layoffs and call it a necessary adjustment. Not one of them takes a pay cut. Not one of them gives back a bonus. Not one of them faces any real consequence at all. Meanwhile, the rest of us, the people who had no say in any of those bad decisions, are the ones who lose our jobs, our stability, and our peace of mind. I'm so tired of watching executives protect their own wallets while ordinary employees pay the price for mistakes they didn't make. At some point, we've got to start demanding that the people in charge actually take responsibility for their own failures instead of just using layoffs as an easy out every time things get difficult.
It is deeply frustrating to navigate a demanding, long-distance Return to Office (RTO) mandate while balancing personal caregiving responsibilities, especially when that burden is not shared by the executive team.
The Reality of RTO Disparity
1) Executive Perks vs. Employee Costs: While executives often have commuting costs (limos, premium transport) covered as business expenses, average employees face thousands in annual fuel, vehicle maintenance, and parking costs.
2) The Caregiver Burden: RTO policies disproportionately impact employees with young children, creating immense pressure on work-life balance that senior leadership—whose families are often grown—frequently fail to recognize.Impact on
3) Retention: Research indicates that 80% of companies that enforced strict RTO mandates experienced talent loss, with high-skilled, senior-level staff, and women being the most likely to leave.
this MF landed a package on the backs of Dell employees. He should be fired
The last four years were tiring. I am tired boss. I feel the supervisory board made a lot of decisions to favor the CEO and executive board instead of customers and shareholders. And they joined forces with HR and the executive board to royally scr ew employees. Here are some of the questionable changes they made. All of this is public knowledge but I don't think there will be any consequences.
On November 7, 2024, the Supervisory Board resolved to replace the KPI operating margin increase with the KPI free cash flow for the Executive Board STI as of 2025.
On December 8, 2024, the Supervisory Board resolved to replace the KPIs cloud revenue and software licenses & support and services revenue with the KPI total revenue for the Executive Board LTI as of 2025.
On April 30, 2025, the Supervisory Board resolved to extend the term of Christian Klein’s appointment to the Executive Board from May 1, 2025, to April 30, 2030.
On May 5, 2024, the Supervisory Board resolved, by way of circular resolution, to extend the term of Christian Klein’s appointment for three years from May 1, 2025, to April 30, 2028, and to appoint him as chairperson of the Executive Board with immediate effect.
On May 6, 2025, the Supervisory Board decided to exchange the Women in Executive Roles KPI with the Business Health Culture Index in the LTI as of 2025, resulting in a temporary deviation from the compensation system and the German Corporate Governance Code to ensure compliance with executive orders in the United States.
At the beginning of 2026, the Supervisory Board decided to exclude the effect of the expenses related to the Teradata litigation from the Company’s non‑IFRS definition, as "these one‑off effects are not indicative of our operating performance". The Supervisory Board also decided on February 18, 2026 to exclude these effects from the target achievement for the KPI operating profit... The exclusion of current expenses of €387 million has a positive effect on the performance factor for the financial PSUs of 0.011 for the 2023 tranche under the LTI 2020. As the ongoing performance period is measured using cumulative results, the impact will be shown when the LTI tranches 2024 and 2025 are due for payout.
On July 27, 2023, the Supervisory Board decided to exclude the impact of the Qualtrics divestiture and resolved updated targets for the STI 2023 and the LTI tranches 2021, 2022, and 2023.
Furthermore, in September 2023, the Supervisory Board decided to exclude the expenses related to compliance matters from the variable Executive Board compensation for 2023 and 2024. The exclusion of expenses related to compliance matters from the variable Executive Board compensation led to a higher performance factor of 0.005 for the financial PSUs of the LTI tranche 2021 and 2022, a performance factor of 0.049 for the STI 2023, and had no effect on the performance factor of the STI 2024.
As I read this, it feels that the supervisory board goes above and beyond to help CK and the board to get as much money as possible from SAP bank accounts to their personal bank accounts. I wonder how René would be any different.
Will he do better than DF did at Ford?
“General Motors Co. wooed new executive Sterling Anderson with a $40 million hiring package to leave his Silicon Valley autonomous vehicle startup and join the Detroit automaker in 2025, according to a financial disclosure filed Monday.
Anderson received $16 million in 2025 as the company's executive vice president, global product and chief product officer, according to a U.S. Securities and Exchange Commission filing. The rest of the $24 million will be paid out this year and next.”
Execs won.
Nothing else matters. Morale, retention, long term goals. The mandate was $200 at any cost and they did it.
Expect them to accelerate the pain because the market loves it.
Job ads will mostly disappear. Senior positions will be T3 and T4 only because they refuse to eliminate any T5 roles. Executives across the board mainly just listen to the executive board without doing much work themselves. The actual work is handled by the T5 and T4 beneath them. Right now, the talk is that the cuts will mainly target T1 and T2 roles to significantly reduce numbers. The idea is that T4 and T3 can take over those jobs with the help of Claude AI. They’re also planning to cut several T3 and T4 positions. These will be replaced by key resources like HR, who are shifting to become development managers. A new position called "SAP AI Architects" will be introduced. This role is similar to other architect positions but is designed to assist HRs in adapting to their new responsibilities since they lack technical expertise. However, some other architect roles will be eliminated. Product Owner and Product Manager roles will also be eliminated under the name of HPOM efficiency. Much of this has been discussed for months now and this seems like this is pretty much the final version.
Performance Management will be we-ponized against anyone who voices too many complaints. It will also serve to keep everyone’s loyalty in check. In 2026 and 2027, benefits and salary budgets are set to be slashed even more to boost share buybacks. And of course to give more bonuses to the executive board and executives in all areas. Unfiltered surveys will be above 70% for trust in the board regardless of how employees vote in 2026.
It’s crucial for employees to grasp where things went wrong. The supervisory board elected two years ago has been quite anti-employee and pro-layoffs. They’ve actively worked to increase bonuses for the executive board while cutting salary budgets and benefits for regular employees. The new Works Council is mostly made up of the same people as before. Sadly, they seem more focused on securing a good layoff deal for themselves and then leaving. This pattern happened four years ago when half the Works Council left and it is repeating itself now. The answer is to elect pro-employee, anti-layoff candidates to both the Works Council and the Executive board. These candidates should hold the executive board accountable for SAP's strategy. And honestly, executives in most areas should be laid off. A majority of them are millionaires already and are only here to drain as many Euros as possible from SAP into their own pockets. T5s who have been with SAP for a long time are pretty much useless as they are disconnected from reality and only interested in building their "empires".
Ask your representatives after the announcement why they failed you.
Per the proxy statement I received today, it looks as if Sampath received a 7.2M cash payment at separation. Wow.
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.
Maybe the era of doing nothing and raking in massive bonuses is finally winding down. The only problem is, where do you find executives who actually understand how to run a business properly?
2021: Collected three months pay
2022: Collected 12 months pay
2023: Collected 12 months pay
2024: Collected 12 months pay
2025: Collected 12 months pay
2026: Collected five months pay, and got fired with a press release saying he was leaving on his own volition.
He’s pretty darn proud of his accomplishments.
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.
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
As a shareholder, in the latest proxy I voted against the executive compensation plan..
A new CEO has to show how serious he is about cost cutting and being efficient. And of course that he's going to use layoffs to show that. Never mind that his pay and the bonus he'll get from this will negate the majority of the savings. But what a great first impression, buddy. Great job.
A New Hampshire Senate committee heard a bill proposing executive pay freezes. The bill targets Coos County hospitals, specifically North County Healthcare (NCH). It would freeze executive pay and bonuses for 18 months after significant layoffs. Proponents argue for accountability of public Medicaid funds. Opponents claim the bill removes local control and could harm healthcare.
Concord, New Hampshire
https://indepthnh.org/2026/02/18/coos-county-hospital-execs-would-see-pay-frozen-in-some-layoffs-if-bill-passes/
I hold a small position in CVS. Tiny enough in relation to the rest of my portfolio that, to be frank, the entire company could be liquidated and I could care less. In fact I'd jump for joy.
But because I am a stockholder, I am eligible to vote in the annual meeting.
Here's how I am going to fill out my proxy card:
If there was a change in control (this includes Cash Severance, Pro rata Bonus Payment, accelerated stock vesting etc) OR if they were termed for "no cause" :
Sarah London : $42M
Drew Asher: $25M
Chris Koster: $12M
Susan Smith: $8M
Tanya McNally: $6M
This is what the severance looks like for executives, peanuts for us!
Remember when oil execs gave DT $1B… was that in exchange for this war?
Oil booming again following that weird rambling, low energy, slurred speech last night.
More for UHC but I wanted to know if anyone else got the ridiculous email about the “ Executive Complaints” email regarding appeals. For those not in the know basically if a Governor, share holder, state person or anyone else in the top 1% have UHC we are to work the case IMMEDIATELY and push it through and prioritize it above all the other cases to have a decision made ( and approved and paid for by UHG) within 24 hours. Must be nice to make more money than more than half the people at the company and demand a strict 24 hour turn around time while the disabled patient who actually needs care gets denied chemo therapy and their hospital stay because the company decided “ it wasn’t necessary”
God I F$)):& hate this company
Nike has disclosed that executive compensation includes ESG metrics, which explicitly include diversity outcomes. While the company doesn’t break out the exact weighting, market norms suggest ~10%–20% of annual bonuses are tied to these factors.
Using reasonable assumptions:
• ~385 VPs globally
• VP bonus: ~$100K–$500K
• ESG/diversity weighting: ~10%–20%
Implied diversity-linked bonus per VP:
• ~$10K (low)
• ~$30K–$50K (typical)
• Up to ~$100K
Estimated total annual payout:
• Low: ~$3.9M
• Most likely: ~$12M–$18M
• High: ~$38.5M
Midpoint:
$14M Annually
Why this matters:
At the midpoint, that’s roughly $14M (and could be much more) per year in incentives aligned to these outcomes at the VP level alone.
Bottom line:
A defensible estimate is that Nike directs ~$10M–$20M annually of VP incentive compensation toward diversity-linked metrics; raising legitimate questions about how heavily these targets are weighted relative to other performance priorities.
This post uses only publicly available information, and observational analysis derived from such. Further augmented by published industry trends.
VERIZON COMMUNICATIONS INC director and officer Daniel H. Schulman reported a compensation-related award of phantom stock linked to the company’s common shares. On this Form 4, he acquired 183.933 units of phantom stock at an indicated value of $14.47 per unit through a deferred compensation plan.
Ontario college presidents' salaries remained high in 2025 despite widespread layoffs. The college sector faced significant challenges, including campus closures and program cuts. A federal cap on international students heavily impacted college revenues. The top five presidents averaged around $507,000 in compensation. Humber College stated its executive compensation follows sector standards.
https://globalnews.ca/news/11749224/ontario-college-president-salaries-2025/
Optimum Communications Inc Class A (OPTU) has provided an announcement.
On March 12, 2026, Optimum Communications, Inc.’s compensation committee approved deferred cash awards for key executives, including CEO Dennis Mathew, CFO Marc Sirota, General Counsel & Chief Corporate Responsibility Officer Michael Olsen, and President, Consumer Services Michael Parker, as part of its 2026 long-term incentive program. One-third of each award will vest on December 14 of 2026, 2027, and 2028, contingent on continued service, with grants valued at $5 million for Mathew, $1.75 million for Sirota, $1.5 million for Olsen, and $1.125 million for Parker.
The deferred cash awards will constitute 50% of the 2026 long-term incentive package, with the remaining portion expected to be delivered as cash performance awards under the company’s existing 2017 long-term incentive plan, effectively replacing restricted stock units used in prior years. Executive long-term incentive targets, base salaries, and bonus plan targets remain unchanged from 2025, but the committee has shifted to setting and evaluating bonus performance on a quarterly basis, which may tighten alignment between pay and short-term operational results and provide more frequent performance feedback to senior leadership.
FULL ARTICLE --> https://www.theglobeandmail.com/investing/markets/markets-news/Tipranks/756219/optimum-communications-adopts-new-executive-long-term-incentive-plan/
https://www.propertycasualty360.com/amp/2026/03/17/usaa-execs-saw-hearty-compensation-growth-in-2025/
Well paid executive
2025 10-K just published on SEC.gov. See for yourself, page 82 for executive compensation.
PP - $28M
AM - $21M
KC - $22M
DC - $19M
KJ - $21M
FL - $21M
$132M among 6 people. Unreal.
Only layoffs will help stock price and exec bonuses.
Cost Shareholders minimum $150-$200 Billion.
T-Mobile
DTV
Time Warner
Lots of smaller potatoes as well in their shareholder evisceration stew.
Each of those two Dolt Headed CEO's will walk or have walked from their tenures with $250M each and all the perks.
Remember executive compensation is never linked to share price at ATT. Just metrics that are easily manipulated and massaged.
State Farm just announced it made $24 Billion dollars last year and is going to pay $5 Billion in dividends. Most in history! State Farm is a Mutual Company and should never ever ever never make that much money. They have the best actuaries and investment people and know exactly what they are doing. That means they have been robbing people blind. Remember that the next time they tell you to do more with less or we don't have any money in the budget for staffing. I can only imagine what kind of bonuses the Executives are going get. Just like the rest of Corporate America destroying this nation. Sc-m of the earth trash!
It feels like SAP layoffs are just a negotiation tactic to keep salaries low at SAP.
The gross median income in Germany is around €52000 per year. And this includes bonuses.
Christian Klein's salary is €800,000 per year and he gets a bonus of €18 million or more.
So Christian Klein makes in a day what an average German makes in a year.
If we didn't have a CEO, we could have had 365 colleagues who could have added a lot more value to the company.
I understand that Christian Klein is a CEO of a large public company and he has responsibilities. I believe his salary is quite inflated and he should not get so much. And it is mind blowing that he gets so much bonus.
If there is less budget for salary and benefits, surely SAP can save money by paying the executives less. So why are they not doing that?
Also, the share buyback calculation seems off. To be able to buy back so many shares, SAP will have to lay off between 10000 and 15000 employees worldwide. For a company where employees are already overworked and underpaid, it doesn't make sense to buy back so much stock.
Board approved Mikes request to remove employee engagement results from a compensation calculation for SOC. But enjoy bigger bonuses funded by layoffs