#fairpay

Years of hard-earned shares, gone in a jiffy. People poured everything into their roles, and just because the company decides that a role no longer exists, with zero explanation, zero rationalization, employees are left holding the loss.

And the timing? May 31st. Current quarter incomplete. Not only do you lose the shares you earned over years, vesting over the next 3 years, you lose out on the current quarter too.

How is any of this fair?

The shares should be paid in full as those were allocated on the basis of the hard work done so far. This was definitely not expected from Fidelity.

I have been thinking about why pay is so broken both in our industry and at DXC, and I keep coming back to two issues. First, companies treat hiring as a cost to be minimized rather than an investment in talent. Second, nobody knows what anyone else is actually making, so we are all just guessing at what fair pay looks like.

1️⃣ Lack of Leadership
Employee: “I stopped looking up because there was no one to look to.”

Great leaders set direction, model integrity, and earn respect every day.

2️⃣ Lack of Trust
Employee: “Every time I spoke up, it cost me something.”

Great leaders reward honesty, defend their people, and prove every voice matters.

3️⃣ Feeling Undervalued
Employee: “My work spoke loudly. No one was listening.”

Great leaders notice effort, name impact, and show appreciation often.

4️⃣ No Growth Path
Employee: “I wanted to grow. They wanted me to stay the same.”

Great leaders build clear paths and invest in growth early.

5️⃣ Lack of Challenge
Employee: “I used to feel alive solving problems. Now it’s just tasks.”

Great leaders reignite curiosity by giving purpose, not just projects.

6️⃣ Burnout
Employee: “The more great work I do, the more they expect.”

Great leaders protect energy, balance ambition, and stop rewarding exhaustion.

7️⃣ Lack of Inclusion
Employee: “I was in the room, but never really part of it.”

Great leaders create environments where every voice is heard and valued.

8️⃣ Unfair Pay
Employee: “They said they valued me, but not enough to show it.”

Great leaders match reward to impact and make fairness non-negotiable.

https://www.stephanieshills.com/weeklynewsletteroptin

Hemsley - please note: received no raise, while your compensation increased. That delta's super to acept.

I have been with the company for more than a nine yrs, and it is soooo frustrating to see long-term employees treated as though their contributions do not matter. Many of us have lost confidence in management's ability to lead effectively. Repeating the same scripted remarks every quarter does not address the real issue, and employees are tired of hearing it.

People want fair pay, not more corporate language. If compensation does not improve, the company risks losing experienced employees who have carried this business for years.

It is discouraging to see reports that we received nothng while the stock price rises. That only reinforces the perception that leadership is rewarding itself while ignoring the people doing the work.

With the Employee rises of 0% settled for another year its time for the Execs to take their big haul again. Internally DXC give the message that things are bad and they can't afford pay rises, on the Results calls they say all is going great and then go and take their rises. They always take raises at the beginning of the fiscal year, leaving employees at the end of the year. Del bean even goes as far as saying money has been budgeted for employees this year, then the money then evaporates i guess into the dodgy Execs accounts.

DXC Execs are one big lie, Will they get raises this year, whats your guess?

Corporate IT Comrades:

I have been in my role for less than a year so I’m not eligible for a true “promotion.” Plus, we all know getting a promotion right when you’re eligible is never going to happen. However, I have been doing well above my job description for that entire time and that has even been acknowledged by many people leaders in and adjacent my team.
Due to the fake “we are broke” story when bonuses came out, I barely got anything from it despite meeting the max threshold.
All of this to say, I know I’m being paid $10k-$20k less than my peers that have the same job title plus I’m doing above and beyond that.
Is there any way to negotiate/demand a higher salary right now? Due to my personal situation, applying to new jobs to play hardball isn’t really an option right now.
I want to stay at centene but I want to be paid fairly.

I recently found out somebody in the same position as I am with a year less with the company is making more than I am. I'm still trying to figure out what to do, but to say I'm pi---d would be an understatement.

I can't believe AIG is giving the UK off for Good Friday and Easter, bit not in the US.

Go look at the UK holiday calendar vs US, they get a lot more time off than we do.

Sad AIG doesn't treat everyone fair.

Do as i say not as i do. I will take your pay and with your money i will increase my salary by millions every year.

You deserve pay cuts every year for your hard work and delivering. This is all fair and ethical. I have different ethics to you, i deserve everything and you deserve 0.

If youre going to track hours of employees complying with RTO and "fire" them for not making 6 or more hours a day then fire the remote employees first because it's completely unfair they arent under the same scrutiny.

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?

It’s wild to think how many jobs could be saved if his pay matched his actual value. We’re talking tens of millions that could’ve kept real people employed.

Bonus and scorecard is a history!
Can anyone share what bonus we are getting and how is it going to be fair to everyone? if my boss decides to give more to his favorite person at the team, that’s possible now.

How do they continue to defend and justify the pay discrepancies within the same job roles and functions? Especially with women or POC. 🤔

They know how to squeeze the last bit of blood out of the employees. The company is making $650million cash profit but they plead poverty and won't pay the employees. Execs take millions for themselves and on top they are using the profits cash buying a third of the company by share buybacks. Drums package suddenly goes from $6.7 million to $10million effectively back door. They squeeze every $ they can from employees. Its plundering every which way they can.

Somehow, after being RIF’d, I’ve come to believe that if AI truly represents the future, it may actually bring more fairness and consistency to decision-making. Unlike human systems that can be influenced by favoritism or bias, AI has the potential to evaluate people based on clear criteria, data, and merit rather than personal agendas.

Did anyone else receive premium pay for working every day last week?

It was brought to my attention by a teammate that he received premium pay for last week. He asked whether I had received it as well and if I knew what premium pay was. I told him I wasn’t familiar with it, but I was happy to help him understand how it would be calculated in his weekly pay. After looking into it together, we learned that premium pay is double his hourly rate.

He then reached out to our manager to confirm, and she told him that she decided to give him premium pay for all of his hard work and asked him to keep it discreet.

Both my teammate and I hold the same position as Transaction Analysts. Our team was short-staffed last week, and myself along with four other team members worked extremely hard and also worked every day that week—yet none of us received premium pay.

I’m genuinely confused as to why premium pay would be given to only one person and not extended to others who performed the same work under the same conditions. I am a strong performer and consistently praised in meetings for my ability to efficiently clear accounts (providing context, not bragging). Despite this, I am paid at the minimum wage level while also taking on responsibilities typically handled by managers, while others on the team earn more.

This situation feels very discouraging and honestly may be my breaking point. I’m struggling to understand why premium pay would be selectively given rather than applied fairly across the team. I would appreciate any insight or perspective on this. Thank you in advance.

Ok, let me get this straight, Walgreens wants employees to donate to a fund to help under paid coworkers? Am I understanding this correctly? That can't be what it truly is. No company would expect its employees to make up the pay gap for them not paying their employees a living wage? Am I missing something or is Walgreens really that out of touch???

Is it working to bring the best out of you?

Do you have a fair shot at getting a top rating if you are not FNF?

Do most people feel they are rated fairly?

Salaried workers have big egos and think they're better than everyone else and management will see that and treat them well. They think unions are just to protect lazy losers, when it's really just about fair treatment. Bad employees in a union can still be fired.

... just not Legacy Xerox folks. That's fu--ing delightful.

Our new CEO is being paid a $1.5M annual salary, with up to $50M in performance incentives.

That’s equivalent to 500+ employees making $100K.

It’s hard to listen to Joe Russo talk about surgical cost reductions when our CEO is being paid an annual salary equivalent to an entire market.

Does our CEO work 500 times harder than the average corporate employee? Why don’t individual employees receive bonuses that are potentially 33 times than their salary? Imagine an STI of $3.3M on your $100K salary.

If Verizon were serious about cost reductions, it could save tens of millions by trimming the oozing fat at the top.

It is concerning how the company is handling remote work and RTO rules. In the same team, some people are working 100% remote while others with the same job have RTO. This is not fair or consistent. If people in the same roles are treated differently, isn't this discrimination, especially if any protected group is affected.

No problem with RTO, but the rule should be the same for everyone, including those hired remote. If not, everyone should have the same choice to work remote or RTO.

It is also unfair that remote employees get same pay while avoiding commute time and costs that RTO employees have to deal with. If this difference continues, pay should be adjusted to reflect it. Remote employees are tone-deaf in setting meetings when RTO employees are commuting.

This setup feels unfair and is causing frustration among many. The company should apply RTO fairly and equally to all employees.

Before Edward Jones started handing out pink slips and demotions like candy, there was supposed to be a real conversation about pay. Leadership told us they were reviewing pay grades firmwide and that the process would take about a year.

Instead of following through, they turned around and started firing people. Just empty smiles and “tough decisions.” And now everyone seems to have forgotten the original issue. We’re still the lowest paid people in the entire finance sector. That’s the part they don’t talk about in the press releases.

They didn’t fix the pay ranges. They buried it under layoffs, reorgs, and canned speeches about “efficiency.” The truth is simple: this company had a choice between paying its people fairly or protecting its executive bonuses. And they made their choice loud and clear.

How can these people sleep at night?

Appears to be arbitrary in that folks with less technical work than me have it, folks equivalent to me in technical work have it, some folks that are more technical than me don't have it, some orgs hand it out like candy and others like mine seem to distribute it with a tight hand like its a promotion. Doesn't seem to make any sense and wondering if anyone can shed light on it.

Just a shame something so arbitrary can have a significant impact on compensation

Just when youthink HCSC can’t go any lower it does!! 😱😱😱 if you are mid professional and have been at HCSC under five years and live in Illinois good for you, you get three extra days a year. But for those that live in Texas and other states, you don’t!! I guess HCSC couldn’t level up the field of PTO to make it right.

My Director mentioned that there’s a leadership meeting on October 8th same day as the October Employee Meeting. Only Directors and above are included in the leadership meeting.

This is unfair to the Lead level. Leads are Leaders without direct reports (people management responsibilities), which is a testament that Leads and Directors have the same pay band including target bonus. As such, Lead should be invited to the Leadership Meeting.

Humble request to extend the invitation to all the Leads.

Has anyone out there seen the Pay Range for their job position. (Same title same Plevel and find themselves below the range? If so how did you approach it?

A recent "news" article says the CEO "is paid 183 times the average...worker".
Is that even possible?

I was offered a severance package of 2 weeks per year of service. Was wondering if anyone had successfully negotiated more weeks per service and if there was any way they would match the 401k for this year.

https://esportsinsider.com/2025/08/450-more-blizzard-developers-unionise-following-microsoft-layoffs

Why do Clover Engineers in Sunnyvale get $350k a year?

I'm in minneapolis and the pay range recently changed. An example for a P3 in risk is the minimum used to be $84K, but now has increased to $96K. If a person is below the minimum, will HR increase the their wage to match, or will WF sc--w that person over?

End of year activities are generally a joke, but this year is one for the record books. The big question is who is getting the differentials? Will those be passed out to someone that is unknowingly on the chopping block, or will upper management correct for that? Is it fair if someone performed above and beyond all year, but bcz their job is going away that person won't get a diff rating?

Oh the games. . . . .

I’ve had the impression that vanguard pays poorly. Is that still the case?

They just announced a 2% salary increase in Germany. Yoohoo!
What is not known in Gaermany is that there is an ALL employee salary increase of 10-15-20% in all the Spanish locations.
#impossibleisnothing #fairpay