#401k

What is up with the Voya 401k website? Broken links. No access to adjusting funds.

The new CEO is going to be amazing! There will not be any more layoffs, the 401k match will go to 12%, everyone can work remote 5 days a week, all salaries will be increased 20%, annual increases will be 10% minimum, and every teammate will get their very own unicorn!!

Or nothing will change for us grunts in the trenches and the new faces sitting in the same executive offices will still get rich off of us just like the ones currently in those offices. It really su-ks to be us.

Executives

• dropped the 401k match
• froze salaries for non hipos
• dropped charitable contribution match
• dropped education reimbursement
• doubled PIP percentage
• increased insurance premiums while reducing insurance quality
• conducted layoffs with the lowest severance possible
  All while making zero changes to the executive bonus and compensation program, in fact giving themselves even larger bonuses.

As we focus on retaining top talent, is the bank considering reinstating the discretionary 1% 401(k) match that teammates have received in the past?

Like you never left.

All PTO
If 401k immediately vested employer contributions you get that back too.

Over the past week there have been appointments, a new hire and new role assignments as HT repositions leadership. This is typically the precursor to mass layoffs. The layoffs will be starting in 3-4 weeks and continuing right through the holidays. This is especially important at year-end so we can all get our enormous bonuses. Don't worry about us, we make tons of money and will have no problems providing our families with a very nice holiday season while you, the proletariat, will have to dip into savings, take early 401k distributions, drive rideshare to make ends meet and generally be in a very bad position financially until another opportunity comes along.
May the odds be ever in your favor.

Story by Celia Bernhardt, Sarah Nassauer

The tax benefits of putting money into a 401(k) are well known. But not all 401(k) plans are created equal.

Take Costco, for instance. Many thousands of the retailer’s front-line, hourly workers have managed to amass over $1 million in their 401(k) accounts, thanks in part to a contribution that Costco makes whether or not the employees themselves are putting money in.

For employees with at least a year of service, Costco contributes an amount equivalent to 4% of their pay. That rises as employees accrue tenure, so workers who have been with Costco for 25 years or more receive a 9% contribution. The company also has a small match that allows employees to receive up to an additional $500 annually if they contribute $1,000.

For Costco, it’s one of the ways, alongside inexpensive healthcare and higher-than-normal hourly wages, that it retains experienced employees. The company places a premium on keeping turnover low, a strategy its founders believed would reduce costs associated with training new hires and lead to better customer service.

Some companies go far and beyond, offering jealousy-inducing match rates to win over prime talent. Employers in specialized fields who want to stay neck-in-neck with their rivals often conduct benchmark surveys to assess what kind of benefits are most attractive to their staff and what is offered by other companies.

Here’s a look at other better-than-usual retirement benefits offered by employers across industries.

A high match rate
The average company 401(k) match is about 4.7% of eligible salary, according to a Vanguard analysis of plans it manages. Only 6% of those plans offered a promised matching contribution totaling 7% or above in 2025.

A select few employers hungry for talent go well beyond that.

Southwest Airlines, for example, offered a dollar-for-dollar match of up to 9.3% of employees’ salaries in 2024. Boeing boasts an even higher one of 10%.

Competing credit-card giants Visa and Mastercard offer better than a dollar-for-dollar match. Visa will put in $2 for every $1 that an employee deposits in their 401(k), up to the first 5% of their pay; Mastercard puts in $1.67 for every $1 on the first 6%. Both of those add up to a 10% total employer contribution, but employees don’t need to put away as much in order to get it.

Although the most important number is that 10% total match, the warp speed matching rates are attractive, said Chris West, a managing director at human-resources consulting firm WTW.

“It’s distinctive,” West said. “It probably creates really strong incentives for employees to contribute. It’s also really easy to communicate.”

Nonelective contributions
With a limited matching program, the strength of Costco’s 401(k) lies in its nonelective—or nonmatching—contributions.

Nonmatching contributions are often structured as profit-sharing plans or, less commonly, as an employee stock ownership plan. Of the plans included in Vanguard’s report, 37% used both matching and nonmatching contributions; 11% used solely the latter.

Tobacco company Altria Group matches employees up to 3%—but add that to its profit-sharing plan and workers get a whopping 13% to 17% employer contribution in total. The Aerospace Corp., a nonprofit government contractor, also uses a 3% match but provides a total of 12% for the longest-tenured employees through added nonelective contributions.

The practice is more common in some fields than others. Legal-services firms are disproportionately likely to opt for nonmatching contributions alone, according to Vanguard data.

Unionized workers at Ford and General Motors receive a 10% nonelective contribution as their retirement plan. The employer contributions were bumped up from 6.4% as part of contract negotiations in 2023. Both automakers transitioned away from offering pensions to new hires about two decades ago.

An employee stock ownership plan, a specialized retirement plan to which a company contributes shares of its stock, is often offered in combination with a 401(k). ESOPs are most common in sectors including manufacturing, construction and engineering. The structure is thought to give workers a sense of investment in a company’s success and, in some circumstances, provides the business a tax break.

Publix, a Florida-based grocer, automatically provides employees with shares of the company’s stock after they have clocked in 1,000 hours within a year and offers an option for them to purchase more.

Stewart’s Shops, a regional gas and ice-cream chain in Vermont and upstate New York, operates an ESOP-only program in lieu of a 401(k). The company says its employees have seen retirement contributions of 17% on average in the past five years.

Publix and Stewart’s both say that some of their cashiers have become millionaires through stock ownership. Stewart’s puts the number at over 200.

Student-loan benefits
Boeing’s benefits don’t stop with a good match—it is among a growing group of employers that allow workers to receive matching contributions for some of their student-loan payments. A Boeing worker who puts 10% of their salary toward paying off a qualified loan will get a matching amount from the company in their 401(k).

It’s a relatively new program launched after the passage of the federal Secure 2.0 Act in 2022. That bill expanded the features employers can include in their retirement plans. Among the many other companies that have hopped on the bandwagon are Verizon, Chipotle, Comcast, Walgreens and News Corp, publisher of The Wall Street Journal.

Write to Celia Bernhardt at celia.bernhardt@wsj.com and Sarah Nassauer at Sarah.Nassauer@wsj.com

• Have an exit strategy
• Dont get baited with gaslighting tactics from old employees. They attempt to trigger you so that they can stay as Good in assessment
• Show meaningful value in your assignments, quantify and use behaviors
• Create a process or system that stands the test of time and provides value
• Dont get caught up in politics, the chosen ones are blessed. Pray that they do well. If you dont get promoted, move on, It just wasnt your time or moment.
• The companys job is to create value, if it cant do that, stock price goes down and we all can get laid off
• Every company is facing the same pressure, find something that makes you happy outside of work.
• High salary, 401k, pension, and benefits. No one leaves a loser after 15 years.

Can you please share how much Technical Leaders (Grade 11 or Grade 12) earn in RTP? Salary range in NC seems to be: $187000.00 - $274,100.00

My brother earns $195K Base, 13% Annual Cash bonus, 6% 401K Match and no RSUs in his current job. What would be a strong offer to negotiate along with relocation?

511.77 on 8/17

Do we get the 401(k) match if we quit?

Retired laid off former employee here. Yesterday I received an email announcing changes to the 401k plan. In short, the plan is going to be more expensive for participants starting next month. Was there any internal communication about why the changes are happening?

Any housekeeping tips I should keep in mind as I plan to put in my 2 weeks?

Tips to ensure a smooth vacation payout or pension payout? Or rolling over my 401k? Things of that nature. Would be much appreciated. Thanks!

I recall seeing a post on this forum a while back where there was a government website that listed all the positions that ExxonMobil has had to pay the $100K visa fee for that were posted and the salaries for those positions. Does anyone have that link? One of the positions I recall was in EMTECH which had a salary of $500K without the visa fee. How is it that the company thinks it is saving money on these positions by filling them with TC expats? Is it because they don't have to pay their benefits or US 401K and pensions? Could someone shed some light on how that all works?

For a new joiner, would y'all leave your 401k with the previous employer or rollover to Fiserv's?

Just switched my cellphone service from Boost Mobile to T-Mobile and so relieved to be totally disconnected from wretched EchoStar/Dish!!! Absolutely WORST working experience I ever had during my 40+ telecom career. In looking back there were NO upsides to working at EchoStar/Dish. Low pay, terrible benefits, nasty work environment, incompetent management, pitiful 401k contribution and no severance.

It's difficult to tell when the next large surplus event will happen, We've heard rumblings that something will happen around the next 30-60 days. Keep in mind that there seems to be defined strategy as to who is being selected for surplus during the June-July lay-offs I was taken 100% by surprise when it happened to my team, 4 people were let go and 2 of those held top 10 rankings for YTD sales performance across the entire organization -the common denominator was that 3 of the 4 were the oldest and most tenured members of the team. The best thing you can do is max out your 401K as much as possible, and figure out a way to balance your PTO -as you'll be paid for any earned unused PTO, keep up to date on your health, medical, dental, and vision, and manage all the reimbursement and award account credits money you can in order to squeeze every dollar from T that you can. Also network internally and externally to help position yourself if you are surplussed, most of the people that I know who've been laid-off and found work quickly did so through networking, contacts and referrals rather than head-hunters, or resume blasts. The surplus model is to serve you notice with 12-14 or so days left in the month with a surplussed employee's last day on payroll being the first of that next month where you'll keep all of your insurances until the end of that month, then go on COBRA or Medicare if you have no other options. Any severance less about 30% in Fed, SS, Medicare taxes will be paid out around the closest pay-cycle date 45 days from when you sign your letter.

Bumped from @a9+1kzycbrxv.

After running the math, there is a major tax advantage to leave earlier than 55 and move a lot of money into ROTH’s. You can’t do that while earning a big paycheck and you end up saving more $ than you walk away from. And you get to retire early with lots of life left!

Didn't lift a finger after. No phone calls, no emails, no messages went underground right after giving notice. Best thing I ever did. Nobody missed me and I didn't miss them. Catching about 2-3 hours of rays and vitamin D a day. Kicking back and relaxing. Save your money folks. I rolled that pension out of the system into an IRA. That along with my 401K I 3-4X it in the past few years. Too many people live beyond their means at ATT. Typical corporate suburban oatmeal brains.

Can someone share 401k details, investment options, etc.

FIS is planning to offer Golden Handshake to employees over age 50.
The terms are 2 x Number of Years in Service + prorated 401K

The offer has been given to several employees in my team.

Laid off last year found a new job but didn’t update LinkedIn for about 90 days. Updated it this week and today get a message ( solicitation) congratulations on your new job ( listing company by name) and asking me to talk to WF about rolling over my 401k. The ba--s!! You treat people like cr-p, have rolling lay offs for years , no empathy for the impact on people and then turn around and solicit me. Actually WTF. I realize it is not the fault of the individual advisor but who came up with this idea. Let’s solicit people who gave decades to this company and we treated them like trash. Yes, maybe they will keep their 401k rollover with us so we can continue to profit off them. The company no longer has a moral center. Anyone else have this happen? Also if you didn’t want me around anymore - why are you looking at my LinkedIn. Creepy

I left before I was going to be piped out. I tried to move up but there was no hope for me as I was not one of the chosen ones. I was given mediocre projects while the favcs were given the high profile projects. I knew it was not going well for me. The new supervisor was friends with all the others in the group and I was an outcast. I even asked for more meaningful work and asked to work for other groups to support them. I was denied and work was taken from me. I turned in my resignation 4 years ago and left exxon. I found work at another smaller company that allows me to do engineering work. I feel better and more valued now. My pay went down but the health insurance is better and my mental health is better. There is no piping or nsi at my new company. If you do your work you are rated good. My boss knows everything I worked on and compiles the yearly review. I am okay with less money because I left with 2 million in my 401K and I payed everything off. So when you have had enough of exxon s shett leave asap. Lots of others have left because of the injustice at exxon and the terrible treatment. I hated every second at exxon and it was so demeaning.

Did anyone receive this today? I didn't see anything reflected in my account yet.

I'm staring at a 401k that took a hit, no retirement in sight, and a skillset that feels outdated. The company I gave 18 years to is shedding people my age like dead weight. I'm terrified. I can't afford to start over at entry-level, but I can't compete with graduates who'll work for half my salary.

how long does it take to cash out your 401k if you quit this place? I need it. Like let’s say you quit during pay cycle, you wait it out and get your last check the next pay period then what? Maybe take 1-3 weeks?

has anyone seen any info on whether our company will support pre-tax contributions to the new Trump Account, like up to $2,500 pre-tax, similar to a 401k? I haven’t seen any official communication from HR yet, so just wondering if anyone’s heard anything.

I was an R&D Engineer I with Medtronic for a year, with 7 months of prior co-op experience on the same team. In May of 2026, the project I was on was significantly gashed, resulting in functional leaders having less project work to give out than engineering resources available. Sadly, I was quite an easy target for the project to drop and my manager to no longer need. I'm posting the severance package here because I relied heavily on this site as rumors were swirling before the layoff.

My severance package:

• 2 months of "garden leave" where I still received full pay and was "technically" still an employee
• 4 weeks of true severance pay, given in a lump sum payment once I signed the separation agreement (no non-compete was given)
• Unprotected PTO payout (keep in mind that the protected PTO does NOT get paid out, so if you think you'll be laid off, be sure to use all of your protected PTO)
• MIP was still given (yearly bonus and additional 401k contributions)
• Unvested company contributions to my 401k will be rescinded, so after the MIP payout they will be taking $7k back from my 401k.
• They offered job placement help both within Medtronic and externally

All said and done, I couldn't have asked for a much better package (except the unvested 401k contributions being taken back). However, it still su-ks to get laid off.

Be prepared for a meeting to be put on your calendar after working hours. It will be your manager and an HR rep. The HR rep will be thoroughly unhelpful in answering questions.

For those under 55 and leaving the company/severed, what do you do with your retirement money? Do you take the current commited value and convert to LIRA OR do you leave it there and take it as annuity in the future? Trying to understand your thought process and pros/cons.

Fair value for aero based on P/E could be as low as 180’s. How does your 401k like them numbers?

Nobody likes being laid off, but MSI has made the entire process far more stressful than it needed to be. Throughout this process, they’ve provided a lot of misinformation—or just plain incorrect information—to both me and several of my former coworkers.

I originally emailed HR because my 401(k) still wasn’t reflecting my termination. I even acknowledged the expected processing timeline and pointed out that more than enough time had passed. Only then did they escalate the issue, and it turns out Voya hadn’t even been notified that we were terminated.

Then there was the COBRA coverage. We were told Aptia365 would have our subsidized rates available, so I waited. After hearing nothing, I finally called them myself and was told I had to enroll first before anything would appear. That was never communicated.

The fact that so many of us have had to chase down answers and fix issues ourselves is frustrating and disappointing. If a company is going to lay off a large number of employees, it should also be prepared to handle the administrative process accurately and communicate it clearly.

If you’re reading this MSI, go fly a kite. This whole experience is ridiculous and shameful. Maybe don't lay off so many people if you can't keep up with the paperwork required.

For retirees or those who are past the age of 55, what was your net pay raises in last 10 years, what do you estimate as the net value of the retiree health insurance?

Who's winning, who's losing?

Has anyone that applied for the VSP received a call from Fidelity to talk about their 401K

https://www.cnbc.com/amp/2026/07/09/goldman-sachs-asset-management-deals-verizon-lockheed-martin.html

Curious if anyone has received their 401k settlement deposit. If so, are you still an active employee, or are you a past employee with a still-active Empower 401k.

I had a long and mostly good career at Intel. I remember the early days, when it was demanding, but in exchange, there was a meaningful employer/employee relationship. Towards the end, and sadly like so much of tech, it is now just transactional, you are here for the moment, then not. In the last chapter of my career at Intel products side (DCG), I felt our mission and goals were always shifting with the rotation of VPs, job clarity and purpose were low, and you spent as much time navigating politics, turf and survival as you did actually focused on delivering anything to our customers. Still, I always saved, maxed out 401k, additional savings along the way.

When our team was hit a year ago, I took the money and ran. We only have one shot at our lives, so for the next chapter, I focused on finding a job and organization that had more meaning to me, and not about the pay or title. I landed a role that pays about 1/3 of what I made at Intel (was double digit grade level), but I have very clear job clarity, ownership, accountability, I have direct line of site where my contributions add value, there isn't a re-org every quarter, the management is stable. This is a much better space than the nonsense of working on ever shifting goals, and one day you are told what you do matters, and the next day the team is CPM'd.

The key, if you are there navigating Lip-Bu's 'you are born to suffer and work hard' mindset, is save, save, save, and as you have more and more socked away, your options beyond Intel, and beyond tech, grow, grow and grow.

I am grateful for the wealth accumulation Intel provided my family and I over the years, and I do wish the remaining Intel colleagues the best of luck, I hope Intel and those that are there succeed (still have stock), but have to say the employment experience - from the perspective of meaning and purpose - decreased significantly from the Intel I joined in times past.

"The mandates include about $30 billion in pension assets for Verizon and Lockheed Martin and $40 billion in Verizon defined-contribution retirement assets, which are typically 401(k)s, according to Goldman."

Anyone else not have their money go into their account after this last paycheck on Thursday?