#benefits

Just remember reading it here on this site: VTP, per contract, will be happening soon. This includes up to two years pay and continued benefits. Sweet news! Glad I'm not management.

Salim will hit his 2 year mark at Vanguard in a few months. I left the organization mid-2025 and had already noticed a lot of change since he joined, especially in leadership and organizational initiatives. From a Crew perspective, do you think Salim is an improvement over Tim? Do you think his outsider status could make him more likely to go after benefits, partnership, etc.?

My own perspective: Over my years at Vanguard there seemed to be less of an emphasis of developing and promoting from within. This accelerated massively over my last year.

WFH PSC, PSC, RETAIL ORANGE CONTRACT IS ALMOST DONE , AND SHOULD BE SIGNED BY MAY 22nd! THE TOWN HALL MEETING WITH THE UNION WAS GREAT, SO MANY INCREASES IN PAY, BENEFITS, AND BONUSES! WFH IS SECURED UNTIL 2030! AT&T APPRECIATES ITS WORKERS! THANK YOU SO MUCH TELECOM GIANT!

Unfortunately I got laid off, but I was wondering if we could still use the facilities?

I know we get lifetime discount, but for some reason I heard if you worked here for 5+ years you can still use the facilities like Bo Jackson / NSC

Is that true?

Many companies are stopping multiple benefits.

Have any of the Legacy Hess employees with prior service at Chevron had their service record updated properly after submitting the required F36 form in the first 60 days of rehire? I am still fighting with the offshore Benefits Connection team. They are truly incompetent; what a great way to save the company money.

Are we out of the woods yet with the low stock price yet? Looks good so far. Hopefully everyone onsemi layed off in the past can enjoy some of the benefits to the price rise when they sell and put the onsemi experience behind them.

For those that have left and received their termination packages, how long is the company offering health, dental, and life insurance benefits?

I hear that XOM doesn’t like to carry the liability on their books of your pension after you leave. So if you leave after 5, 10, 15, 20 years and don’t reach 55 they offer you lump sum for your pension payment.

Is this true? If so, what do those amounts look like?

Suppose you make it to early retirement at 55 and still want to work elsewhere. Doesn’t the company have stipulations around not working for competitors after retirement? And aren’t there some big threats tied to that….like lost pension, lost unvested RSUs, etc? How does that actually play out? …has the company ever pursued some sort of benefit cut tied to this?

@bc There is a docu-sign package with multiple pdfs where associate who is impacted have to sign. This is an agreement terms and conditions to get the severance pay and benefits. Like I will keep things confidential, I won't go to media, court etc etc.

Unless associate electronically sign the agreement they wont get severance benefits ( like 6 months of pay, 401k vesting, prorated bonus etc. )

This docu-sign pdfs has one file which they have to give list of people ( not names or a#, but title, role, level etc. ) who were part of RIF and their ages. It is a legal document to comply with the law that firm did not do layoff of people due to their age, this is becase of equal opportunity employer law. That list is the only real place you can find number of associates impacted.

Hope everyone is ready. VP here from LEGACY (not Heritage) TSYS... benefits will be changing next year. Expect changes with time off packages, 401K match, hybrid work (full RTO), and substantial increase in Healthcare costs. You heard it here first.

This company is a total mess. Precisely why I am included in the next RIF in July.

A recent study analyzed worker risks across the United States. Affordable Contractors Insurance conducted the comprehensive report. Mississippi ranked eighth among states with the biggest risks for workers. Factors included high layoff rates, low wages, and limited unemployment benefits. The state also lacks paid sick leave and family leave laws.

Biloxi, Mississippi

https://amp.sunherald.com/news/local/article315646434.html

Not the "handout book".

Thank you for your attention to this matter.

Hi All,
Some great people are here, and I am looking for your advice on how to negotiate salary and benefits. from North america in prov offer process.
What GC band do specialists get hired on?
What salary base for that GC band?

Just trying to get ducks in a row. If anyone knows what the monthly premiums are, it would be appreciated.

They will keep all your FHA monies!!! The money you put in and the money they put in will be consumed by MDT after the 60 days. USE IT NOW! I lost 1200 dollars when I got laid off.

Im sorry to everyone affected, the market is he-l right now. oversaturaded is an understatement, not to mention meritocratic hiring practices have been done away with in exchange for inexperienced workers who will listen better and take less pay/benefits. If you got hit today, get out there ASAP. Do not wait.

Considering an offer from VG and curious as to the benefits. Coming from a firm where I had 5 weeks PTO, 10 sick/personal days, and in office 4X week, 8-5 mandatory.

Had 3 interviews and got 3 different stories on the in office requirements. One said M-F in office 1st year 8-5, then T-Th in office 8-5, M/F home. Second manager told me same thing except M-F only 1st 6 months. The 3rd manager told me from the start it will be in office 3X week after the first week and most people come in between 7:30-8:00 and leave at lunch.

When I asked about PTO, I got “18 days and that includes vacation / sick.” That seems low.

Does VG cover medical insurance premium?

If anyone is comfortable sharing.

What's the situation here when you're laid off? I have a kid who needs regular prescriptions and I can't afford to lose coverage. When I was let go from my old job, COBRA let me stay on the company plan but I was paying the full premium plus two percent, which was not cheap. I'm hoping there's a better option here.

Key Salary Information:

National CWA President: Approximately $244,771–$260,618 in total compensation.Sector/Division Presidents: Roughly $191,137.

Associate benefits:

2% raises / medical cap / no eisp

With this auto schedule program if you don't have 100% open availability you won't be scheduled because TLs aren't able to adjust it at all and our store was told today by TMS that full time hours are now 30 instead of the 36 we were getting looks like we will all be losing benefits as well since 30 hours isn't considered full time

After nine years with cvx, I am planning to move on. I just have a perhaps stupid question: since our pension is vested after 5 years of service, will we get all the lump sum number shown in total awards webpage if we choose to take it out? and if we choose to let company manage it, the number will continue to grow as we approach 65 right?

If I’m laid off, do I need to be 55 to be considered an early retiree with benefits?

Do they ever make exceptions if you’re close to that age?

Good luck everyone. It’s wild out here.

Any of the recent VSP retirees have any luck getting your welcome packet from HealthEquity who is supposedly administering our HRA accounts? We were supposed to receive it in April, but I have yet to get anything from them. I did purchase a Carefirst plan on the exchange, so I’m trying to get my reimbursements started? Thx

Has anyone had experience with using COBRA when severance ends? From what I read, there is a gap between the last official date and getting COBRA information, and you get retroactive coverage once you pay your premium.

Please let me know your experience.
Thanks!

After termination, how long does it usually take to receive communications about the pension and RRSP plans? I’ve been waiting for about 3 weeks now and wanted to follow up.

If they started offering Cafeteria Benefits allowing people to pay for selected coverage and not for coverage they will never/no longer need such as OB, Peds, or opt out of other coverage options to include BH, SNF, etc they might actually be seen as a decent provider other than a greed machine. Healthy and younger people may not need any of this coverage and could add it much later in life. Along with stop forcing house staff to buy the Cadillac plan of the year vs basic coverage. I for one don't need a variety of coverage, and I damn sure am not interested in their "high touch" BS offerings.

I thought that was for Ford employees? Should Ford employees get a better deal than? I am not happy about this as a Ford employee. This is a benefit for us! What is everyone's thought s?

Salary and benefits are likely the biggest drivers of these cuts, people talk tech and AI but I am not sure if these are primary drivers... Anyway we (and others) may use opaque AI tools to hit cost-cutting targets, which can overlook performance, tenure, and so needed knowledge. High earners (even strong managers) can be cut simply because they just cost more.

Not sure how much we can change here but we can be ready. Polish your resume and stay alert. Leadership answers to shareholders not us, and layoffs are often the fastest way to cut costs when stock performance drops...

I know most of you are already aware, so I am preaching to the choir.

Mediocre health insurance, poor 401k contributions, a terrible vesting schedule, and PTO they don’t pay out. And that was before the C-Suite paranoia fully kicked in (hello, PEGA). They would probably take away work from home if they had any office space left.

Every year Oracle used to pay its employees through Stocks and Less raise (2-5% in salary)
Usually this amounts from 100-300 for people joined and 30-100 for refreshments.
Lets go through the math:
Oracle uses "SELL-TO-COVER" concept in stock where 35-40% of stock is taken to cover the taxes. So if I get 100 stocks, you finally have 60 stocks in your bucket.
So if you get refreshment of 30 stocks, the actual count you are getting is 18.

Total Stock Granted -> In Hand -> Total Cost Basis
325 -> 195 -> $29,500.00 / year
300 -> 180 -> $27,000.00
250 -> 150 -> $22,500.00
200 -> 120 -> $18,000.00
150 -> 90 -> $13,500.00
100 -> 60 -> $9,000.00
50 -> 30 -> $4,500.00
30 -> 18 -> $2,700.00 / year

There will be additional tax on top of the Total cost basis like Capital Gain and Gain taxes if you withdraw in an year.

This stock is just a cover up for the low salary Oracle is paying to its employees.
Oracle also forfeits this stocks when it does a massive layoff which means it is paying in pennies compared to other high tech companies.

...from an externally driven price hike because it can mask major internal financial inefficiencies.

The 2000-2014 period is a really good example - long-lasting oil price increases helped conceal ops sh-t and large cost overruns during the DO’R and JW eras....

And then those issues became too visible and contributed to JW being pushed into retirement.