#paycut

RIFS, PAY CUTS, YOU KNOW THE DRILL .....

Anyone else tired of it all? Anyone else devote 10+ years to this company, only to be used like toilet paper and door mat? Anyone else tired of the targeting, retaliation, extra work load, cut in pay, loss of benefits? Maybe we should join up and take our fair share back..

As we go into the annual review process, HR is always quick to point out that the employee evaluations have no direct correlation to the amount that an employee might get as a "merit" increase. I have two issues with this:

1. When increases come around every year, the vast majority of employees get a "merit" increases in the 1-3% range. This is essentially a cost of living adjustment. In fact that amount is usually less than inflation, so most of us are getting paid less every year (relatively speaking).

2. If an employee is rated as "developing" they are ineligible for a "merit" increase. Managers are pressured to identify approx. 5-10% of their team who fall into the "developing" category. These employees don't even get a cost of living adjustment, which is, for all intents and purposes, a pay cut because of forced ranking of team members.

HR points out to managers that its ok to label someone as "developing" if they've been in the role for <1 year, so a lot of managers put their newer employees in that category. But based on your hire date, that might mean you may go 18+ months before getting any sort of cost of living adjustment. For managers without any new team members (which are most of them after all the WFRs), they can find themselves stuck tagging a few people who may get a rating they don't deserve and its corresponding pay-cut because of the stack ranking.

Because this has been brought up, HR says they're evaluating the policy on "developing" employees not being eligible for increases, but that opens a can of worms if they do.

More and more, it feels like yet another underhanded way of getting people to quit so the company can continue to fly under any government regulations for lay-offs that exceed a certain threshold number of affected workers. In this case, the idea is that you get lower performing people to leave, however, I'd argue that in some teams, there simply aren't people who are truly "developing" and thus get pushed out because of this manipulative process.

I sincerely hope that this is still just a holdover from the previous regime's culture that will be corrected by the new executive leadership team, but I'm not holding my breath.

No regrets.

Anyone else notice the new pay bands are lower than the old target ranges? Wild that this got sold as “better for employees.” Everyone getting promoted (lol) is starting lower than the old structure would have put them, and new folks won’t know the difference.

LOL... and now the Agents and staff get theirs ....

https://www.wglt.org/local-news/2026-05-27/state-farm-reduces-compensation-for-19-000-agents

If you been here a year or you been here 15 years. You know that Verizon doesn’t give a cr-p about you. You are a number. Always have been always will be. My issue is, at least they used to hide the fact you didn’t matter. It was not as apparent as it is now. Employee morale is at an all time low everywhere. Unless you’re making six figures of course. Leadership is so out of touch with reality. Put them in front of a computer or tablet and ask them to sell. They would look at you cross eyed. Let alone hit these insane quotas that they are putting in front of us. It’s everywhere. Retail r2b V2B b2b. Let’s change commission. You’ll make more they said. Lmao. All of us that have been around long enough know that’s a crock of shi* anytime commission is changed it’s to line the pockets of the C suite. The ones that have zero clue.

The cost of living is at the highest it’s ever been and we can’t even get a raise enough to cover it. It’s actually a pay cut with the rising cost of insurance.

Funny we have not had a pulse survey for quite a while. Not that they matter. They just change show you the good results and say “you asked we listened”

We got so accustomed to being the “best” carrier. Now, T-Mobile and AT&T are laughing in our faces.

Run while you can. If you can. This is a sinking ship.

Heard some G8 were force to take a pay cut and become G7 and if they didn't accept those terms. They're gone and would not even get the severance package.

Are they coming? Raises sure aren't.

this is the way

At what point does the company give people driving to work for RTO an official break from coming to the office? Gas is at 4.49 currently out east and I cant imagine what the price is at on the west coast. Its clearly even more of a pay cut now.

Last week I formally sent an offer to HR and copied it to my L3. My offer is this, I will accept a 50% reduction in pay in exchange for permanent WFM. This is due to multiple family and personal issues. Should have an answer by Tuesday.

New mandate from my leader, no jeans, no hats, no tshirts, and no shorts (until after a certain date).

I wasn't aware we were going to be seeing customers in the office. Oh wait we aren't. It would be different if our building wasn't falling g apart, full of mold, constantly under construction, or the air/heat not working. Let's also not forget our desks are absolute garbage and falling apart. Maybe they should give their employees working equipment and a decent setup if they expect them to look like they are ready for a board meeting, let's not even talk about the massive pay cut. They expect us to go buy new wardrobes on 40k salary when people are struggling to fund our VPs lakehouse???

Wake the fu-k up Dell leadership and stop treating your people like garbage. You at least used to PRETEND that your employees were important, OR how about this, throw us all a nice dinner since you are so intent on constantly FU--ING us.

Is it true that we are being asked to move in July? Manager has no information. Told that we have time till September. Looking aggressively for an opening in Philly area jut no luck. Have to start looking for apartments if moved to NYC than commuting.

Apartments are very unaffordable in N Jersey or NYC suburbs with commuting time and cost. The overall tax impact is also high, if one has to move to NYC location.

Effectively a pay cut in these hard times.

This 4 days a week sitting in a cubicle is literally soul crushing. I worked remotely or mostly remotely for years before CVX and only came here under the guise of flexible work and I would give up an annual bonus and $30k a year to wfh. If the hiring market weren’t so dismal I’d already be out.

You've heard it every year, "if you don't give a perfect 10 then it might as well as be a 0", so take them up on this!

I have given Dell a 0 for the past several years, in hopes it will bring change. Instead they continue with rolling layoffs, pay cuts, mandatory RTO, rotating and incompetent executive leadership, and micromanaging direct management. A far cry from what it was like a couple years back.

The past 2 years have been back-to-back double digit declines in overall eNPS. They say they listen so make your voices heard! I will be giving Dell a 0 and will be my first year also giving my manager a 0.

Context: 6 years in sales, RR

Disclaimer: Responses are anynomus but managers can and will read responses. Consider typing out your feedback then having ChatGPT reword it so it's harder to trace back

The pay increases lately don’t come even close to match how expensive everything else has become. Think about it, we're effectively getting pay cuts instead of pay raises when you calculate in the increase in cost of living.

LOL "executives will be forced to take a 20% paycut" is the joke that keeps giving.

Maybe we get some executives that are competent and know how to communicate across teams.

Some very talented people were let go that were high performers. Very sad.

Welp, there goes my raise. Gone before I even got one payment.

With tensions in the Middle East pushing oil prices up again, gas is likely heading higher. For those of us forced to commute five days a week, it’s money straight out of our pockets.

Do the math. A pretty normal commute is 25–50 miles each way, or 250–500 miles a week. In a typical car getting about 20 MPG, that’s roughly 13–25 gallons of gas every week just to show up and badge in.

If gas jumps from around $3 to $5 a gallon, that’s about $25–$50 more per week, or roughly $1,500–$3,000 per year in extra fuel alone.

And that’s before tolls, maintenance, wear on the car, or the second vehicle many families had to buy because five-day RTO made sharing impossible.

At the end of the day, five-day RTO isn’t just inconvenient. For a lot of people it’s effectively a pay cut for work we’ve already proven can be done from anywhere.

Big F-U to the “leadership”. I hate this place.

new math

I talked to a coworker recently who said the pay increases in the past were retroactively paid out, going back to the beginning of the year. Is that true?

After withholdings and deductions, the base increase indeed feels like "peanut butter" sized. It's hardly there at all. Meanwhile, Mr. Shart gave himself a handsome 28% raise.

I just wrapped up a 1:1 with leadership this week and it sounds like the Stock Together program may be discontinued entirely. I’m holding out hope that it’s simply being restructured or delayed for those of us recently protected, but if it's gone, it’s effectively a $20K pay cut. Does anyone have more insight or 'under the hood' knowledge on what’s happening with the program?

I saw this post earlier and thought it was worth to share here. When Nintendo faced disappointing sales during the Wii U era, the company’s leadership made an unusual decision.
Instead of reducing staff, then, president Satoru Iwata voluntarily cut his own salary, and other executives also accepted pay reductions.
The move was meant to protect employees, maintain morale, and preserve the creative culture that Nintendo believed was essential for long-term success. It became a widely discussed example of leadership taking responsibility during difficult financial periods rather than passing the burden directly onto workers.

some will be asked to take pay cuts to reduce debt!

ENGINE only need to work 2 or 3 days in office.

Maybe their pay should be reduced, since the rest of the company now it’s required to work 4x days?

How convenient. The ratings are updated to drive more slavery. For zero pay increase year over year. Billions and billions in profit.

No. I won’t be going skiing. I will be at home, on the couch watching YouTube Tube or cutting the grass. Or some other low cost activity. Or sitting around thinking and planning how to increase my income.

Just wondering what others received. Did you get a bonus?

How are we handling the no pay increase again this year? For context I have gone above and beyond and done Jessica’s extra projects and more. There isn’t anything more that I could have done to be a role model employee.

1. Sulk
2. Call out “sick”
3. Refuse all additional work
4. Other - open to suggestions.

Heard they will be no pay increase this year. Anyone else hear this?

In the reorg last year every colleague that was not on the Standard pay scale had there job posted at a lower level. Essentially getting your same job back now has you maxed out on pay in the same Grade. Has there actually been any type of an overall pay scale increase besides the meager merit raises which have been taken away from most individuals?

The US Cellular folks had a written guarantee of their full base salary to last until August 2026. They just cut their pay with no warning the first check of the year.

The company seems willing to bring back older employees, but only at a pay cut. A former coworker applied and was basically offered his old role from about a year ago (he was laid off), just with much lower pay. Unfortunately, he’s thinking about taking it since his current job is even worse and pays less. It’s hard not to feel humiliated by how this all plays out, and it makes me hate this place even more.

Anyone look at their upcoming paystub yet? The way they calculated their fuzzy math on 27 pay periods is they reduced the wage Rate. Is this legal? It’s like we all got a demotion. Unless you survive to 2027 to get the catch up payment. I’ve never seen a company handle things like this before. Usually, they catch you up in the same year and do it in a month that has five Fridays. I’m sorry there is zero way you could make it make sense except that this is a way to leverage our money for their pockets. Completely demotivated to ever go that extra mile again at this company,

If you could continue WFH for a pay cut, would you do it? I'd be more than happy to accept such a trade, as long as the pay cut is reasonable.

15%-30% pay cut in the form of variable pay - to maintain QoQ profit margins ?