#underpaid

Are you id--t enough for that or should you demand pay more with do less ? Which do you prefer if you decide to stay at ShitTel ?

That should be Medtronic's new motto.

You are all complaining about Wells India and the Engine taking all your work, but have you ever thought that maybe it's not really fun to take on so much work. We are paid pennies compared to you and are asked to do more and more. Have some respect when you complain on here that maybe your life isn't so bad

...ain't nothing "VP"about the salary. How has this company not yet updated salary bands?

It's not 2008 anymore.

I’m a sales associate with well rounded retail experience and knowledge. I swap posters in beauty and fragrances when the VC is away. I was given holiday seasonals to train without being a seasonal captain..I also get ask to tell employees what to do and even to reprimand them. How should I go about addressing this issue? Should I be getting paid more? any input would help.

What's the worst think that can happen? You get to leave the company that's been treating you like cr-p, underpaying you, stunting your career progress, and not only that, you get paid to walk away. I don't see the downside.

Spent a year building something I was proud of. Brought someone in to collaborate, shared everything openly… only to watch it get slightly tweaked and presented as their idea to the team.

This isn’t the first time. Just the latest reminder that being generous with your work doesn’t always come back the same way.

So I’m done sharing like that.
Done handing over things I’ve poured time and energy into just to watch them get repackaged and claimed. I chose to stay here and finish my project and now I regret it.

All this plus Not to mention Ive gone years being promised a promotion and the raises get smaller and smaller each year. Im dont being the lowest paid but highest achieving on my team. Im moving different now.

I'm not even trying anymore. If they want to fire me, I don't care. I'm not paid enough to work hard or give a damn.

Just know that here only big people make the most money with this company. Grade 10 and below will be kept at the lowest level on purpose for years so that they don’t have to pay more and can keep working like robots :(

Over the past year, I have made dozens of posts on The Layoff with ways our company needs to improve. Even though there has been some progress, it is not enough. Disastrous decisions have caused me my retiree health care and froze my pension. I’ve been underpaid for years as many other employees have been. Meanwhile, an inept overpaid Board and high flying Executive VPs and RVPs have benefitted quite nicely. It’s ALL about them. It’s a well orchestrated Ponzi Scheme. I am sick of this place and it has made me ill. I wish all of you the best and in a few weeks it will be my last day after 20 plus years. Time to spend the end of days with my grandbabies and good riddance to Mutual of America.

If you make good money, watch out. You're probably on the list. Me, I'm underpaid. So maybe they keep me around a while longer. Silver linings.

This Award is given to the members of the management team or any projects with the intent of a) keeping the staff continuously underpaid because of their bloated salaries and b) any project that is directly related to attributing to further layoffs.

Here are the nominees:

Robin Vince (President & CEO): Earned ~ $29.4 million in 2024.
Jose Minaya (Global Head of BNY Investments and Wealth): ~ $19.2 million.
Dermot McDonogh (Senior EVP and CFO): ~ $11 million.
Kevin McCarthy (General Counsel): ~ $7.7 million.
Catherine Keating (Global Head of BNY Wealth): ~ $6.8 million - $7.3 million.
Senthil Kumar (Senior EVP and Chief Risk Officer): ~ $7.6
ELIZA - In 2025, BNY spent roughly $3.8 billion on technology, representing about 19% of its revenue. This includes funding for its AI hub and the development of Eliza.

The winner will be announced Sunday evening!

Looks like wells botched severance lump sum payouts and is sending out checks and letters for those who were underpaid.

I am so sick of all of the non-stop change that isn't improving a g**mn thing around here. I'm sick of being paid below market, considering all of the licenses I'm required to hold to do my job. I'm sick of HQ people punting every question to another department because they don't know the answer and their leaders don't know what the word accountability means. I'm tired of being the whipping post for every FA that is having a bad day or is told to do something they don't feel like doing.

Therefore, I'm going to su-k it up for just a few more years until I reach the Rule of 70 and can keep my LP units (for whatever they're worth), then I'm out. There are plenty of firms in this industry that will pay far better than Edward Jones.

I hope that every last bit of this Enterprise Reimagined backfires in spectacular fashion and leaves PP/DC and the rest of the ELT that's ruined so many lives on the hook to figure out how to run a firm without any US employees that give a chicken fried f**k about the future of this company.

I'm done. Almost 20 years of my life reduced to hating the place I go to every day to barely break even.

I am so sick of the absolutely toxic disgusting leaders that work here. I just spoke with my manager and I got 0 for my yearly raise, and only a minor stock bump. I am working harder than I ever have, and yet all they ask for is more. Is anyone else planning on quiet quitting? Why should I strive for excellent when my pay is mediocre?

Employee appreciation week yay! You guys should throw a party for everyone on the team - no budget given. So we pay for our own party - yet again I might add.

Combine that with 4 years in a row with an exceeds rating and getting far less than 2% raise. Oh great, I can take my family to McDonalds once a paycheck (barely).

I’m just done with this place. No matter how much I deliver of performance, that’s the best you can do? Never any Connection awards (what’s that?). The exact same bonus as everyone else, no raises, no promotions.

You don’t take care of your people, treat everyone like trash, you are not paying a fair market wage (we are the lowest in telecom), no budgets for anything, yet they waste billions on failed deals, waste millions on stupid marketing stunts.

I’m just fed up with this place. Nobody should come work here unless they are desperate.

Boss has no life outside work and expects the same from me. He's paid well, I'm not. Even if I was, I wouldn't sacrifice everything for this place. Starting my search.

If you do t complain about pay they won’t do anything. Say you’ll leave. This is the only way it gets better

$80 an hour, can I take unpaid time off? What is the process

Hello - Any people who underwent IBM RA got underpaid on their final vacation balance
Although i emailed my supervisor before hand they reduced my vacation balance to zero after RA even though not a single vacation was taken and when i contact them they just give me generic response nor provide any proof. anyone went through this with them .. never though such a big company would make up stuff like this.

I go above and beyond I’ve always gotten exceptional but not today. Today I got a 3 and 90 percent. I am in dis belief I’m hurt this really is hard constantly overlooked and underpaid.

People are just maintaining status quo. No one willing to contribute out of box in fear of No recognition, No salary hikes or promotions.

1. Skilled people were exploited until they stopped innovating. No one is motivated to contribute extra.
2. Management is begging Developers and leaders to bring change with AI , hackathons, and study more on AI concepts. Even if I learn AI, why should I contribute if no recognition ? I will use my learning to jump for more salary.
3. Oracle is the low payer , even less than Asian service / body shopping companies.
4. Lots of bureaucracy in Oracle.
   Throw out all Directors, Senior Directors and VP's who doesn't add value and improve salary structure for real working employees. Things might change.

Well another year or three will go by again without a raise.
Thank God all of you people in Seattle get yours, so you can fuel those black SUV’s. It’s a good look.
If I could spend what Seattle upper management Spends on gas, and buy groceries... I wouldn’t be having top ramen 6 days a week for dinner.
Do something about the wages Nordstrom pays in Arizona compared
to the rest of the nation.
Equality wages are needed across the board.

Four years in and my last raise was only 2 percent, but a recruiter just reached out for a similar job that pays 15 percent more. It’s frustrating realizing staying put can cost you this much. Makes me wonder if loyalty to one company is really worth it anymore.

That position sounds horrendous. Did they give you an option for the severance or did they just pick who they're keeping? This job su-ks now and adding hiring, training, doing schedule, covering call offs/short staff on top of being a rep and cleaning up backrooms. That sounds like 70 hrs a week. Those of you that took the role what you thinking????

There’s a particular flavor of workplace dysfunction that thrives in Chicago offices, and it’s the kind everyone pretends isn’t racist, s-xist or classist because they call it “fit” and “professionalism.” But we see it. Who gets promoted. Who gets visibility. Who gets coached. Who gets written up for the same thing someone else gets praised for. HR isn’t confused; they’re complicit! The end! IF you dare say something about the disparities—how certain faces always rise and certain others always plateau—you get the corporate sermon about “opportunities for development” or “taking initiative,” as if the issue is your work ethic and not the rigged ladder. Meanwhile the pay here is an insult with direct deposit. They tell us morale matters, they tell us culture is important, and they host a lunch once a year to prove it. But when people burn out, get vocal, or simply ask for livable raises, suddenly the budget evaporates. Funny how it returns every time a favorite gets bumped up a level.
The worst part is they know morale is low. They’ve known. They’ve done surveys, held town halls, launched committees, ordered branded mugs and stress ba--s. The answer is not a mystery. People are tired of being underpaid, undervalued, and watched like suspects while the chosen few glide. And don’t come at me with the classic “If you don’t like it, leave.” Leave to where? They are all hiring at the same salary and running the same playbook? The whole ecosystem is built on keeping people grateful for scraps while pretending the problem is our attitude. We shouldn’t have to contort ourselves into silence or gratitude to survive a job. We shouldn’t be expected to normalize racism dressed up as “professional readiness” or favoritism dressed up as “high potential.” We shouldn’t be made to feel disposable while being told culture is everything.
Morale doesn’t matter here!!!! People matter here only when they’re useful and only when they look like the archetype leadership already decided on. And I’m tired of the lie that this is just how corporate life works. It doesn’t have to be. They just choose it.

About 70% of my team will be gone before Feb 1. Two people called it quits today. They didn't even give a full day notice. We can't function as a team of 3 people when Feb 1 gets here. This isn't just hurting the remote employees. It's crushing the in-office staff as well. I don't mind being in office but not everyone has that viewpoint. Losing 2 people today was a wake up call because my workload just increased. We know there is no such thing as overtime at PNC, (just overwork and underpaid). I know I will not get compensated for the additional workload. I'm trying to remain optimistic. The RTO mandate is pushing away loyal talented employees and pushing away people looking for a job. It's a lose-lose situation. Losing talented employees and pi----g off the employees who are trying to stick it out.

Has anyone else landed a new role and been shocked by how much more it paid compared to Cigna? I moved into a similar position and my salary jumped by around $12k without added responsibility. It changed how I look at what I was earning before. Losing that job pushed me into something better.

I make under $100,000 a year. The job is categorized at 40 hours. Yet, me and my coworkers often work close to 60 hours per week. When the company fired 250 employees, where did their workloads go ? To me and everyone else. Are the corporate executives making $700,000 feeling our pain in anyway ? When will receive additional support ? Never ? More gets lumped on each day w/no end in sight. The only option is to quit and that is exactly what i will be doing. Woe is me. Good riddance.

Got an annual raise of 1.3% as a TDGUS employee. U.S. inflation is probably in the 2.5-3.0% range next year (~2.9% for 2025?) - so I'm effectively getting a pay cut. Why does the bank think this is OK to do? I like working here, love my work, and enjoy collaborating with my coworkers. Rated middle of the pack - I'm not expecting a crazy raise or anything - but at this rate I will have to start looking for another role inside or outside the bank just to keep up with the cost of living. It's just depressing that to see $hit like this...

How can it not? Underpaid lackeys for decades training others, and core development is all outsourced.

Competitors with the good taste, rare talent and skill to innovate will make the company more and more irrelevant in due time as a guarantee.

Ever since the last round of cuts, my plate has doubled with no support in sight. I barely get a moment to breathe before something else lands on my desk. Breaks are more of a hope than a reality these days. I am counting down the time until I can move on to something healthier.

Most teams here feel stretched thin, and it shows in how tired everyone looks. Changes keep rolling out without enough people to support them, so the workload lands on whoever is closest. No one wants to take responsibility, so talks drag on forever while we wait for someone higher up to decide. It leaves the rest of us struggling to keep things moving.

Is your salary keeping up with inflation???

Mine definitely is not.

when I look back and adjust for inflation, I realize I am makin less now than I did 15 years ago, even though my responsibilities and workload have gone up.

Costs keep rising and rising and rising --- everything from groceries to housing to basic bills, yet wages do not seem to move at the same pace. It is frustrating to feel like you are working just as hard, if not harder, but falling behind in real terms. Just putting that out there.

Hello,

As the title suggests, has anyone received a pay increase without a title promotion (associate to senior associate to vp or so on)?

I feel like I am underpayed and my contributions to my team are not reflected in my current salary.

Is there anyway to formally request this?

After many years at Verizon, this layoff opened my eyes to some hard truths. Many of us worked weekends, late nights, and emergencies to make the network successful — but it took the company only minutes to cut us off. In certain regions, decisions were extremely unfair. Poor performers were kept because of friendships, while high performers were let go simply because we focused on the network more than politics.

I’m disappointed in how favoritism outweighed merit. But I’m also grateful for the experience — and very excited for the next chapter. Verizon underpays, and now I know my true market value. Sometimes a closed door really is a blessing.

And it is real bad. bad coffee machines and no raises

This is becoming ridiculous.

I had enough of the mo--ns and the low pay. Right after COVID I got a second job and never looked back. Now i make more than a director and do half as much. I recommend it for everyone. I don't worry about a lousy increase because I still make more than my manager. LOL