#executivebonus

It layoffs (100 plus) in outsourcing effort to TCS scheduled for announcement October 7th , 2025
No leadership roles will be affected.
Leadership roles actually created and filled from external.
Padded bonuses from Executive to senior leadership will be protected while Long term employees will be removed and/or reduced.

It has long been known that management wants to trim staff to boost their 2025 bonuses. Expect layoffs in October so they can enjoy their well earned bonuses

Hearing it is 10-15% total in line with other E and P company layoffs.

Wow! Payday for Larry Ellison! CK and DA are watching

Tell me how someone gets a $12M BONUS while freezing hiring and raises and at the same time firing thousands of people all while destroying our stock value.

Extracted Compensation Data from the 2025 Proxy Statement (Covering FY 2024)
The provided document is Xerox Holdings Corporation's 2025 Proxy Statement (dated April 9, 2025), which discloses executive and director compensation for the fiscal year ended December 31, 2024. The key source for total compensation is the Summary Compensation Table (on page 51 of the proxy), which reports compensation for the Named Executive Officers (NEOs) under SEC rules (Item 402 of Regulation S-K). This includes base salary, bonus, stock awards, non-equity incentives, pension changes, other compensation, and total.

I also extracted director compensation from the Summary of Director Annual Compensation section (on page 21), as it provides totals for non-employee directors.

Note: All figures are in USD and rounded to the nearest dollar as reported. The proxy covers 2024 compensation; no 2025 compensation data is available in this document (or as of the current date, September 08, 2025, since the next proxy for FY 2025 would be released around April 2026).

1. Named Executive Officers (NEOs) - Total Compensation for 2024
   From the Summary Compensation Table (page 51). This is the "Total ($)" column, which sums all elements (Salary, Bonus, Stock Awards, Option Awards, Non-Equity Incentive Plan Compensation, Change in Pension Value and NQDC Earnings, All Other Compensation).

Executive Name Position Total Compensation (2024)
Steven J. Bandrowczak Chief Executive Officer $14,320,642
John Bruno President and Chief Operating Officer $9,187,555
Xavier Heiss Executive Vice President, Chief Financial Officer $6,203,175
Louis J. Pastor Executive Vice President, Chief Transformation & Administrative Officer $6,641,123
Jacques-Edouard Gueden Executive Vice President, Chief Channel and Partner Officer $4,390,647
Breakdown by Component (for reference; totals above are the sum):

Steven J. Bandrowczak: Salary $1,066,667; Stock Awards $11,879,791; Non-Equity Incentive $1,269,333; Other $104,851.
John Bruno: Salary $816,667; Stock Awards $7,503,038; Non-Equity Incentive $857,500; Other $10,350.
Xavier Heiss: Salary $640,953; Stock Awards $3,751,537; Non-Equity Incentive $446,785; Change in Pension $1,073,675; Other $290,225.
Louis J. Pastor: Salary $622,735; Stock Awards $5,576,209; Non-Equity Incentive $437,500; Other $4,679.
Jacques-Edouard Gueden: Salary $501,619; Stock Awards $2,751,129; Non-Equity Incentive $349,538; Change in Pension $638,891; Other $149,470.
Notes from Proxy:

Stock Awards: Aggregate grant date fair value of PSUs and RSUs (computed per FASB ASC Topic 718).
Non-Equity Incentive: 2024 MIP payouts (70% of target after discretion).
Pension: Only for Heiss and Gueden (French plans).
Other: Includes perquisites (e.g., aircraft use, international allowances), employer contributions, etc. (Detailed in All Other Compensation Table on page 52).
Foreign Currency: Heiss and Gueden's non-stock comp converted from EUR using December 2024 avg. rate (1.04855 EUR/USD).
No bonuses or options granted in 2024.

1. Non-Employee Directors - Total Compensation for 2024
   From the Director Compensation Table (page 22). Totals include cash fees and stock awards (DSUs/RSUs valued at grant date fair value).

Director Name Fees Earned or Paid in Cash ($) Stock Awards ($) Total Compensation ($)
Tami A. Erwin $31,250 $225,000 $256,250
Priscilla Hung $26,250 $225,000 $251,250
Scott Letier $53,750 $225,000 $278,750
Nichelle Maynard-Elliott $32,500 $225,000 $257,500
Edward G. McLaughlin $26,875 $225,000 $251,875
John Roese $27,500 $225,000 $252,500
Amy Schwetz $33,125 $225,000 $258,125
Notes from Proxy:

Annual equity award: $225,000 (grant date fair value).
Fees: Cash retainers and committee fees (paid quarterly; prorated for new directors joining mid-year).
Employee directors (Bandrowczak, Bruno) receive no additional comp for board service.
Additional Context from Proxy
Grants of Plan-Based Awards (page 54): Details 2024 MIP targets (threshold/target/max) and LTIP grants (PSUs/RSUs).
Outstanding Equity (page 56): Unvested awards as of Dec 31, 2024.
Vested Stock (page 58): Shares acquired on vesting in 2024.
Pay vs. Performance (page 65): Compares "Compensation Actually Paid" (CAP) to performance metrics (e.g., TSR, Net Income, Adj. EBITDA).
CEO Pay Ratio (page 64): CEO total comp $13,842,342 (excludes some items? Wait, SCT is $14M; ratio 260:1 vs. median employee $53,149).

Working at Truist often feels less like being part of a team and more like being dropped straight into the Hunger Games. Colleagues are positioned as competitors rather than collaborators, and every day becomes a test of endurance where management and peers alike seem focused on outmaneuvering, undercutting, or suffocating your progress. The company’s glossy slogans about “Purpose” and “Care” ring hollow—just polished propaganda masking a reality where employees quickly learn those words are for external image, not internal practice.

Human Resources, rather than acting as a neutral protector of fairness, feels more like another arm of the Capitol—perfectly aligned with leadership, but not with the people actually fighting in the arena. Meanwhile, Truist quietly disengages from its most loyal workers, even as Bill Rogers and the executives enrich themselves exorbitantly. With each new round of lavish bonuses and raises at the top, it becomes clearer: the sacrifices of employees are little more than the currency funding Bill Rogers and the executives. In this version of the Games, survival means accepting that the system isn’t broken—it was designed this way.

Goodyear Tire’s President in EMEA was being paid $ 5 million a year to have an affair with his executive assistant ( also married) , who in turn mu---red his wife with a kn--e. Cannot make this stuff up. Another spectacular misfit in a high position. Wonder if the President got any severance https://www.wsj.com/business/goodyear-international-chief-leave-chris-delaney-vandeput-e236bcbc