#bonus

Sitting here remembering when each holiday season, BOAs could choose a turkey or ham to take home. I was so proud to provide that for my family. That "founder of the feast" feeling.

When that program was axed a year after PP got here, I thought it was really sad b/c each year I counted on that "bonus."

Guess it was a sign of things to come....the beginning of the dismembering of Edward Jones.

If I’m on leave during these two milestones, how am I impacted? I assume invectives were decided this past month and 401K match is just math, but does LOA impact receipt of either?

Or will Dan cut back on that too

Anyone know when we got bonus points the last two years? I can’t remember, I just want to get them and get out along with my match if we’re even getting any this year. I pray it’s not more shares. Also people who get actual bonuses up yours. Most respectfully of course because you deserve it, I’m just a little jelly

Did anyone get a package higher than $197,500 all in (vacation payout included)?

With the new performance framework being introduced they’re removing any incentive for high performers to go above and beyond, as their peers who perform below average will receive the same bonuses.

Meanwhile they keep repeating ad nauseam that our ambition is to be the #1 sports brand in the world.

It’s clear they want more people to leave.

I still cant access the portal, can anyone tell me what to expect?

does it tell us our last day? im in NJ, i was told feb 20th is last day
2 weeks per yr?
100% bonus?
Will we get the upcoming stock options (march payout)?

I know we get the vacation time, i saw we wont see that in our package, it gets sent to us before the month ends of our last date?

I have logged in to the severance portal and I see that the STI amount is 0? Does anyone get it?

I've made decision to leave the company regardless of what happens with the layoff. I'll likely survive, but would gladly take the severance.

My question for today is: Does VZ still pay the full STI amount for 2024 if I resign in January 2026?

Dan has brought a typical corporate America culture to Verizon. Long gone are the days of making a good salary, receiving a good bonus, and having a career path. This is the way it is going to go from here on out people... And I speak from experience.

1) Bonuses will be cut
2) Raises and stock benefits will be reduced (stock might be taken away)
3) Layoffs will continue. This is due to two reasons: 1) Dan wants 30% and this first round is only 15%, and 2) Frontier transition means more people on payroll and they can't be touched for x amount of time.
4) Travel will be cut and have to be approved by SVP levels. Any spending will be scrutinized.
5) Offshore jobs will accelerate. AI will take some, but they'll take the quickest path and that's moving jobs to India.

I am speaking from personal experience. I was actually told I had to take an 15% salary REDUCTION to stay with the company. This was over 20 years ago with EDS (Electronic Data Systems) and then when HP took over (sparked massive layoffs then too). Our CEO got a nice golden parachute on his way out.

Verizon has been very generous with their packages and I just don't see Dan carrying that onward. He is a axe man who will stop at nothing to squeeze out a little more profit.

I am glad I left corporate America and now make a comfortable salary in the private sector. I don't make as much money, but I am happy.. best job I have ever had and I make a difference.

I feel really bad for those being let go and for those staying. It's a lose-lose situation for everyone. Best of luck to all of you.

Hello. I have money and am losing my work passion. It’s mostly as a result of workload and how frustrating it is to accomplish the most basic of things.
If I volunteer for lay off, what are the implications? Is the severance one year for someone with 25 years of service? Am I going to give up a good bonus score? I know scores are manipulated to achieve certain payouts. I am on the fence about continuing here, but I know I am very good at my job.

Can anyone confirm or deny if they actually got it? I thought only senior leadership and people managers got raises or bonuses last year and this year? It's going to be hard to keep ANYONE on long term let alone the talented people if there's another year with zero extra compensation for 2026.

I hate that I have to come here to ask this but I don’t trust my HR business partner at all. I am an HQ employee and I hate every day of it. How long do I need to stay in order to receive my 2025 bonus? I know we are paid in like February of the next year and stuff, but is there a cut off ? Or do you have to be employed through the pay period where we receive it next year? I’d realllllly appreciate the help or experience.

Are laid off employees entitled to a prorated VCIP paid out in Feb or as part of their severance payment?

If you give notice but your last day runs through date bonus would be receive would you still receive your bonus...Or do you have to wait to give notice until after bonus is received as giving notice would disqualify you?

....to only spend at Walgreens! Even when they try to be generous, they're greedy. Lol!

Our group is going through a re-org and will re-level jobs accordingly. Does bonus change or can you carry all your current comp with you?

I am about to join wealth management marketing and would like to learn more about it. Can someone provide me insight into how is the work life balance and the bonus range? The HR mentioned that the bonus range is anywhere between 20-45% in marketing.

In 2024, Christian Klein, the CEO of SAP, received a total compensation package of approximately €19 million ($19.9 million), which included significant bonuses tied to the company's performance and share price increase. This amount marked a 165% increase from the previous year, reflecting the company's strong performance in the AI sector and overall growth.

One of the reasons given for regular layoffs is that there’s not enough money at SAP. The main reason for cutting benefits and MOVE SAP is that there isn’t enough money. And in March, there will be a lower salary appraisal for everyone because there isn’t enough money and because performance management makes it easy to pay less.

Despite this, the board is negotiating with the supervisory board about increasing their bonuses for 2025. To give you an example, CK is supposed to get €23 million for his “exceptional work” in 2025 which is a massive 200% increase compared to 2023.

This is despite the fact that the stock price is plummeting to less than €200 by the end of the year.

This is redistribution of wealth from the poor to the rich. Call your supervisory board members and ask them to stop this. The board should get a pay cut and lower bonuses. And the money saved should be used to give salary appraisals to employees.

https://nypost.com/2025/11/14/business/ousted-verizon-boss-could-still-pocket-most-of-20m-salary-as-company-cuts-15000-jobs-report/

By being special advisor for a year, Hans will still get his $20m bonus

That once we shed 15k people, things will suddenly turn around, we'll become more profitable, the stock's going to skyrocket, and all that jazz? Because we've had layoffs before, and all they ever did was leave the people who stayed with even more work. That's it. Oh, and the people at the top got fat bonuses. Which explains a lot.

If you are located in an office like Burbank that did not get the warn notice and you are let go before 12/31, have you tried to negotiate with HR to get a higher severance? Were you successful?

Merry RIF-mas 🎄, thanks for all the hard work and sacrifice. Thank you for putting your Dreams on hold and neglecting your family and health for the sake of making the shareholders and Execs an extra dollar in their Bonuses and Golden parachutes. Now GTFO your services are no longer needed.

I heard a rumor the layoffs have begun.
I hope it's not true. If it is true, I'm very sorry to those affected.
It's astounding they (Cenovus/Meg) were planning this in advanced, and couldn't at least have the decency to wait until after Christmas but I guess the C Suite want their bonuses.

I guess Managers got around 5K-7K and AM got <4K, others are even lesser

keep working hard v-teamers

So, what actually happens if someone doesn’t stick to the 5-day RTO policy? Will managers just note it during performance reviews, meaning it could impact our bonuses or raises? Just wondering what steps Truist expects managers to take with team members who don’t follow the policy.

Just calling it now — once AIP drops in March, Q1–Q2 2026 is going to be a bloodbath for Truist talent. Every high performer who still cares enough to tough it out right now is probably already polishing their résumé. Between the 5-day RTO nonsense, the constant cost-cutting “initiatives” that make zero sense, and leadership’s habit of treating teammates like disposable headcount, why would anyone with real market value stick around?

It’s honestly painful watching good people get run into the ground while execs talk about “purpose” and “care” in the same breath they use to justify another round of cuts or policy rollbacks. The writing’s on the wall — once the bonus hits, the exits will light up.

Truist keeps acting like folks don’t have options. Spoiler: they do. And the ones who’ve kept the lights on are about to prove it.

I have a workable and thoughtful proposal, aiming to avoid layoffs completely while still achieving the desired cash flow for investment.
Here is a breakdown of the suggestion and some key aspects it addresses:
💡 Proposal Summary
• Goal: Avoid layoffs and fund a new investment.
• Method: Temporarily cut employee bonuses (10% to 50%) for two years.
• Investment: Use the saved bonus money to fund the project "Dan wanted to invest in."
• Incentive/Risk:
• Success: If the investment works after two years, the employees receive their deferred bonus money back as a lump-sum incentive for their sacrifice.
• Failure: If the investment fails, "Dan should accept the responsibility"
✅ Key Strengths of This Approach

1. Layoff Avoidance: This is the strongest benefit, maintaining team morale and institutional knowledge.
2. Shared Sacrifice: It frames the financial challenge as a company-wide effort, which can foster unity.
3. Incentivized Risk: The promise of a repayment and potential "extra incentive" acts as a performance bonus for the overall company strategy.
4. Accountability: The success or failure of the plan is tied directly to the leadership ("Dan") who proposed the investment, which could satisfy employees who are bearing the temporary cost.
   ❓ Considerations for Management
   While compelling, a management team would need to carefully consider the following details:
   • Legal/HR: The company would need clear legal agreements outlining the bonus deferral and repayment mechanism.
   • Employee Morale: Even with the promise of repayment, a 50% bonus cut for two years could lead to high-value employees leaving for competitors offering better immediate compensation.
   • Financial Math: They would need to ensure the 10-50\% cut actually yields enough cash to fully cover the required investment without jeopardizing other operational needs.
   • Definition of "Works": There needs to be a clear, measurable metric (e.g., specific ROI, revenue increase) defined now so there is no ambiguity about whether or not "Dan's plan" was successful two years from now.
   It's a creative way to turn a potential crisis (layoffs) into a shared, high-stakes investment with an immediate path to funding.

does anyone know if RTO hour are being tracked/days in office? Will it affect our bonus this year?

I recently became bonus eligible (grade 11) in September (US employee).

However, I was basically told “everything is under review and typically you’d get 33% of your bonus in cash and the other 67% in stock”

Anyone know if that’s staying and when the payouts typically are? Can’t find anything on FUEL and my managers keep saying they can’t be 100% certain…

Any indication on what bonuses will be in spring of 2026? I need for SOMETHING to look forward to

Can’t say all of Optum Tech, just my area. I have about 20 people under me and I gave out two 5’s, six 4’s, the rest were 3’s.
I was informed this morning I am “allotted” zero 5’s, one 4, and I need to give out at least three 2’s.
Upper management is really pushing for the 2’s to the sent their way by end of week.
Last year 3’s and lower got NO raise and bonus was about half of the allotted amount.
Read into it what you will.

What are software engineer bonuses like in PA and Lake Mary? For associates, senior associates, and VP levels?

Are those still a thing?

EmployeesVerizon has declared a Special Enhanced Income Security Plan (EISP) for the Potomac Region.
Eligible employees may receive:
A $40,000 supplemental bonus + $10,000 termination bonus
$2,200 per year of service (up to 40 years)
Waiver of age-based pension reductions and band acceleration
The volunteer period runs through November 25, 2025, with off-payroll date December 14, 2025.

https://www.cwalocal2108.org/

Get ready everyone. Saw ours without final sales and scan and gos last month. We usually get decent bonuses and ours is complete a-s now because of the scan and go metric. Another goalpost moved to f us right in the A.

If you worked there prior to 2000yr, then you remember how great a company this was.
People could worked their way up the job ladder through hard work.

The company rewarded employees with good raises and bonuses.
The company motto was " Our employees are our greatest assets"

Then around 2000yr a dark cloud appeared and the company became obsessed with
saving money through any means.

Suddenly raises and bonuses were reduced to 2%. Then came the period of working
2 to 3 years with no raises or bonuses.

Departments saw their staff cut 25% to 40% sometimes 50%
To add insult to injury then came in the massive flux of H1B workers to take jobs from
U.S workers.