#compensation

The leader of the largest division of Canon USA has tunnel vision and is simply focused on spreadsheets and not the real problems that trouble WTS.

If you want to other people to help sales out start off by looking in the mirror. What have you done for the WTS sales group since you took over in January?

For starters we have seen more price increases to both hardware and service while you admit the market it declining 5%-15% annually. You want us to sell more IT services but you don’t want to pay us. We can’t make more than a 2% override these days and our income is significantly decreased YOY. We then got stuck using this awful product called Google. Let’s not address the fact that not one person has acknowledged this was a great move. We simply don’t talk about it anymore because your mother told you if you have nothing nice to say don’t say it.

So when you tell those who work within WTS to help others, what have you done?

I am rooting for the grizzly bear!!!!

Anyone who has gone through it have the pay? I've heard multiple things.

Is the max for “Exceeds Expectations” truly just 4%?

what is the base salary for these positions at Verizon?

I am looking to apply to these positions in Florida.

How much do they pay?

$1.5 billion is a lot of money, they'll have to compensate somehow.

Cencora's layoffs should be a national story—not because layoffs are unusual, but because of the contrast between how employees and executives are being treated.

While employees who spent years, and in many cases decades, helping build this company are losing their livelihoods, the CEO's compensation was reported at approximately $18 million. Senior executives and vice presidents continue to earn enormous salaries and bonuses while rank-and-file employees are told that cuts are necessary.

Companies often speak about culture, values, and putting people first. Those words ring hollow when workers are shown the door while leadership continues to be rewarded at extraordinary levels. If the company truly believed that everyone should share in both success and hardship, the sacrifices would not fall almost exclusively on employees.

Other companies, such as IKEA, have built reputations for investing in their workforce and treating employees as long-term assets rather than costs to be reduced. Cencora appears to be moving in the opposite direction.

The message being sent is clear: when times are good, executives receive the rewards; when cost reductions are needed, employees absorb the consequences. Many of the people being laid off dedicated years of service to this company. They deserved better than to be treated as expendable while executive compensation continues to soar.

Bumped from @ez+1kvmc88bw for being on point.

I get that people are anxious about what's coming, but it's probably not going to be as bad as you think. There are so many other companies doing interesting work with better compensation and a much healthier environment. Leaving Centene might turn out to be the best thing that happens to you.

Capital One's CEO, Richard Fairbank, received $40 million in total compensation for 2025. His unique pay package does not include a traditional cash salary but is instead entirely performance-based, consisting primarily of performance share units and a one-time stock and cash award tied to the company's acquisition of Discover Think they really care about any of these post ! Nope

Last I saw, the pay range for senior BECs was something ridiculous like $78k to $130k. How much does the average senior BEC (or even lead BEC) actually make?

Even when I was still employed at WF several jobs posted did not list the salary. I had to email the recruiter listed and ask them what the pay was. I've found that this behavior has increased and not just at WF. Is saying you want a job for the money really so taboo? Why would anyone apply for a job when they don't know how much it pays?

NetApp’s financial performance is much better than past years. Will they be generous to pay bonus to laid off people? If anyone gets it, please share

Is it the same as the last time? No changes?

by this rate I won't get paid until next year. thanks dell

Has anyone applied internally, was hired, then you were able to negotiate pay? I’m hearing there is a max of 8-10% from your current pay you can be increased. Is this true? I am going to apply for a position and have a great shot at it but need to be able to negotiate pay for this role.

More cost cutting planned. As a result expect no raises and no CL promotions again this year. Meanwhile as inflation eats away at your pay, the buying power of your compensation goes down further.

Now that the year is over, are JNPRs going to be laid off or have their comp lowered? It was hands off for the first year only, then HPE can run riot in headcount if they want.

Everyone should ask chatGPT what your take home pay would be in your state after taxes. What I would actually get to keep is almost cut in half after taxes. Makes the VSP offer less appealing.

What percentage are you getting on your salary increase? when will you know?

These are being published on NA jobs now on the intranet

The US is so much higher than Canada it's crazy

How much did folks get ? Band, %?

It's been since April 1 since I've received a commission check, my boss said we would have plans at the end of April so we could get commissions, then May, then mid-June, and he now admitted he has no idea when plans will be out so that we can get paid. He laughed and said he isn't getting paid either. Fortunately, I have some savings, and can absorb a couple months of waiting, but I am running low on funds now, but half of my team is looking for another job, they need the income. There is no confidence that even when plans come out, that the commissions will be right, trying to mix XBS Corporate and now Enterprise, and Lexmark with all the assignment changes. My salesforce is still wrong, and I am missing accounts that were sent to inside sales for now reason. Our CEO and SLT promised better communications and transparency but we haven't seen even one communication about commissions. Is this to hold onto cash or something? Are others having problems getting paid commissions? This seems widespread

Sorry if it’s in here, I did take a brief look. Anyone know what determines when VZ uses the 2 weeks per year vs. 3 weeks per year for severance? And what the max is under the 3 weeks per plan? I know the 2 week option is 35 weeks, but unsure about the rest historically.

Why would Oxy pay its Petro Technicals a very generous one time bonus unrelated to yearly goals or performance. Some top onshore and offshore engineers received +$60,000 for their efforts..

Your opinions?
Will COP follow the Oxy extra bonus?

Why would Oxy pay its Petro Technicals a very generous one time bonus unrelated to yearly goals or performance. Some top onshore and offshore engineers received +60,000 for their efforts..

Your opinions?

Why would Oxy pay its Petro Technicals a very generous one time bonus unrelated to yearly goals or performance. Some top onshore and offshore engineers received +60,000 for their efforts..

Your opinions?

Why would Oxy pay its Petro Technicals a very generous one time bonus unrelated to yearly goals or performance. Some top onshore and offshore engineers receives +60,000 for their efforts..

Your opinions?

I am in the higher ed dep, so we usually get "significant impact" merit increase equating to 3.25% of salary regardless of performance. Has this percentage changed for this year? I guess we will find out from our next paycheck.

I recently went through an interview process for a role in upstream. Not a normal process and the interviews some of the strangest I’ve ever had. I was asked for pay slips then after some months of radio silence was made an offer. The offer claimed Aramco is a “wealth building opportunity”, yet the package on offer was 30% less than my current comp. Seriously, who moves jobs for a pay cut? I politely refused!

Does anyone from you, working in the DXC located in any EU country, has already demanded disclosing the salaries for job positions and gender wage gap? What were the results for DXC?

https://www.wsj.com/articles/ceo-pay-2025-d2885ea3

[Didn't quote entire article text, just extracted AK's info. from the interactive table in the article].

AK ranks 34th out of 392 CEOs on the list:
Total pay: $38M
Pay Change: +51.1%
1-Year Return: 38%
Median Employee Pay: $49,630

Waiting with bated breath for my 51% raise this year!

https://www.quiverquant.com/news/Kyndryl+Holdings%2C+Inc.+%28%24KD%29+Chairman+and+CEO+2026+Pay+Revealed

Where can I find that info?

No Raises? What did that w3 article mean?

PIL sweetening the pot in the way out the door

It’s difficult to see employees lose their jobs while executive compensation remains so high. According to public filings, CEO compensation was approximately $18 million. Many affected employees gave years of service to the company, and the contrast between layoffs and executive pay raises legitimate questions about priorities

Here’s the thing, Fidelity pays a lot lower than competitors. It’s just a fact of the matter. I worked at Fidelity a year ago in WM and as soon as they started the whole RTO thing I did everything in my power to not abide. Leaving early, looking for new jobs on the clock, exceptions etc. believe it or not but if you are licensed that truly does open more doors even in this environment. A lot of the competitors are happy to take us with a nice pay raise

https://investors.autodesk.com/news-releases/news-release-details/autodesk-announces-nomination-omar-abbosh-board

So the 45% pay increase wasn’t enough to get him to concentrate on Pearson?

This is my first year, is this a lot lower than prior years? Even when MIP will pay out at 103% as mentioned in town hall?

From the benefits guide for new employees:
“Over the last decade, our company match averaged 4.5% for employees who contribute at least 6%”
This year would be way below that, like 3.37%