#bonus

MW region here
Is it true that TMs that are capped out will no longer receive a bonus when their annual JD happens?

I am joining EJ in couple of weeks and really worried about layoffs. I am leaving my current job to join EJ. There is pay bump in this job at EJ but I am afraid that the work load is too much and not sure how much is the bonus. They said the bonus for senior director is anywhere from 35-60% and I will be at level 15 and the next level is senior partner. How are the bonuses in the research department and do they pay good bonuses.?

Hearing about a bonus in December but cannot find information. If so, will it be paid if laid off before December?

I was laid off a few months after getting both from my last job. I was convinced I was safe, and I was not. I just thought people should know this, because I’m guessing this is true everywhere.

SAP is presenting a formal offer in an attempt to resolve the antitrust inquiry. In the past, SAP claimed to be compliant and to follow the antitrust procedure. However, since Celonis filed a lawsuit, this has gained momentum and it is unlikely that the probe will be resolved. The US has also criticized the commission for allegedly targeting US businesses. For the sole purpose of making a point, they might wish to fine SAP.

The board won't give up its bonuses, and SAP has little cash on hand. Can you guess where the funds will come from?

Layoffs every year. And reduction in yearly appraisals. The latter is easy to do with the new “performance management” system.

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

The usual old folks in higher up positions, that make all the money at Zebra, said how important it is to work from the office by wanting you to come into the office 3 days a week. As usual, companies like this pull this stuff to force you to quit as their new form of layoffs. While they say that they are profiting and growing, we get no significant raises. In fact, raises at Zebra are MUCH LOWER, than other companies. The higher up postions line their pockets, us regular folk barely get any scraps or a good wage to fight this inflation. They also love outsourcing people at Zebra instead of focusing on Americans. American company that doesn't care about Americans. Sub-par benefits, sub-par bonuses, sub-par raises. They try to convice you to only rely on Google Gemini AI summeries as they are heavly shoveling AI down your throat so you don't think for yourself. AI is just a tool that's not even 100% correct... As usual, consume their propagana that, how those higher ups love to think here. Examples of their mindset below:

• Corporate BS = good
  come in to the office or else = good
• Remote work = bad
• Hire a bunch of overseas people to pay them cheaply and give those people remote work = good
• Give the worst raises and bonuses = good
• Hire postions that track every bit of your time AND don't understand your job so they can try fire you = good

How can these higher ups say they care for their employees when they think like this?

Received my get out of jail card this week and I'm over the top delighted. Over the last 10 years, this place has become so toxic, it's sickening. Pay for performance is a joke. Senior managers, who don't know the staff or what they do, are forcing lower ratings to get their 25% (used to be 10). If you don't have enough, they force more. Bonus amounts, given by direct managers, are changed by higher ups. It's unethical but don't bother reporting it. HR works for them, not us.
Save as much money as you can. Print all your employment records. Use their training portal to take resume building classes (after your AI training to replace yourselfof course). Go into the office, stay all day, and keep your head down. I wish you all the best of luck.

I want to start this conversation because something isn’t adding up in the way our company talks about risk and reward.

We’ve all heard the narrative:
“Partners take on the financial risk, while employees share in the success.”

But when you look at how our compensation and margins actually work, the picture appears to be very different.

How the Current Model Really Works
Here’s what the numbers show:
• 11-12% profit margin is built into the financial model for LP and GP payments every year. Approximately 72% of that margin goes to the GPs. See page 30 and 50 of the publicly available 10-K.

•   After covering that 12%, whatever’s left goes to the employee variable compensation pool (bonuses,and profit sharing). We have all heard during bonus time that employee bonus can not be make the profit margin fall below a certain percentage depending on the bonus level.

In formula term
Revenue - Expenses - Bonus Pool = 0.12 Profit Margin
So the bonus pool is 0.88(Revenue - Expenses)

That means when expenses increase, bonuses automatically go down, because the partners’ 12% margin stays fixed.

Let’s put that into perspective:
Scenario Revenue Expenses Partners (12%) Employee Bonus
Normal year $10M $7M $1.2M $1.8M
Expenses increase $10M $7.5M $1.2M $1.3M

Even though revenue doesn’t change, employee bonuses fall by $500K while partners’ returns stay identical.

So the idea that partners are “bearing the risk” of expense increases doesn’t appear to be accurate mathematically. Employees appear to be bearing the brunt of increased expenses with lower bonuses. Unless my math is wrong, which maybe it is, but there have been lots of discussions about decreased bonuses with record profits over the years.

Now About the New Limited Partnership Offer
At first glance, it sounds like a great opportunity.

But here’s what’s changed under the surface:
Before: Limited partnership returns were guaranteed.
Now: There’s no guaranteed return, just “potential for higher earnings.”

That means the company is shifting more financial risk from the partners to employees. If GP payouts are guaranteed first, then the LPs again are taking on the risk of increased spending by the GPs.

What We Should Be Asking
Before signing or investing, ask these questions in writing:

1.  Priority of payments:
        Who gets paid first — partners or limited partners — and in what order?
2.  12% margin protection:
        Are we maintaining 12% margin protection and do GPs still get 72% of that margin? What percent will go to LPS?
3.  Profit calculation transparency:
        How exactly is “profit” defined for distribution purposes? Are partner salaries, perks, or expenses deducted first?
4.  Historical context:
        What would limited partner returns have been under this new structure for the past five years?
5.  Liquidity and exit:
        If an employee leaves or wants to sell their stake, how is the value determined? Is there a buyback obligation, and at what price?
6.  Governance:
        Do limited partners have any say in how profits are allocated or reported?

The offer sounds good but without a guaranteed return, you’re taking on real investment risk. At the same time, if the partner allocation remains fixed, then the risk is being shifted more to LPs.

This doesn’t mean we shouldn’t participate, there are still many unknowns about the new offering. It does mean you should go in with eyes wide open. Transparency and informed consent are what fairness look like. If the company truly wants shared success, the financial model should reflect shared risk not just shared language. I hope I am wrong and this is a good thing because given what we have all been through this year we need a silver lining. The culture has shifted drastically and a lot of trust has been lost. Let’s make sure we are asking the right questions to ensure GPs aren’t raking in cash and spending like drunken sailor, while we get the crumbs.

https://finance.yahoo.com/news/wall-street-pros-to-see-their-biggest-bonus-bump-since-2021--and-just-about-every-banker-will-enjoy-the-spoils-100037321.html

What is the timeline for

1. Manager submit perf rating.
2. Bonus amount confirmed.

I got the enroll in deferred compensation email today .

Will someone please post what the Bonus payout percentage is, if it was emailed yet or when they do send it? As someone that was laid off this summer, we’re eligible for pro-rated payment and I’m curious where it’s sitting at as of Q3. I saw a post about the GTH and usually they release it around the same time but haven’t seen anyone mention it.

Can we just assume we’ll have none of these benefits anymore?

Look at the stock price that all the RTO defenders pointed to. We’re back to the January levels, headed for sub-$20, bet.

Where are these RTO defenders now? Hope all you id--ts sold lmao.

By the way you also won’t be getting a bonus due to the increased operating costs RTO has imposed on the business. RTO is working!!!

They got love seeing the stock price lately. Probably ecstatic as it means millions less in retention bonuses that will need paid out.

If you don’t get one - does that mean your bonus will be sc--wed over?

Any word if we are getting anything?
That’s what usually makes the stress worth it!

So I was hoping to get promoted since last year, my manager is horrible and did not promote last year and gave me hope for this year with extra work. I did everything and beyond this year but my manager still rated me met expectations and said no scope for promotion this year. I dont agree with it and want to go to my Director or MD. What will happen if i donot acknowledge my met expectations review? Will i not get performance bonus also?

What a joke. These EC member elitists are getting millions in stock options and salaries and then are giving us merit increases less than what inflation is. Then they expect us to be happy with an extra 10 percent bonus? The RTO answer was a joke as well. Rick needs to open his eyes if he hasn't seen top talent leave. I can't wait until we get younger leadership and not anyone from McKinsey

So wonder Dan is realizing how useless Most upper and lower management is in wireline & wireless .Maybe he has realized only the people who are in some sort of hands on position are of any value.The whole reason we lose market share in wireless,wireline,buisness is because of bad management decisions on how to get the largest bonus .Maybe spend the least amount of money by shedding all our customers.Its like committing su----e trying to grab the dollar off the track with a train coming!!!!!

Usually there is an email sent out around this time of year for progress on Success Bonus. If green or yellow or whatever. Anyone seen it? Any word from the suits on our bonus?

Long story short, I'm an L4 - Community, Gender-Expansive, Kinship - Analyst. Thankfully, I survived the blood bath and still have my job.

Does anyone know what the implications are for the bonuses? Are we still going to get the full amount or are they cutting that too?

Thanks!

I assume the restricted stock bonus is gonna go away once you’re laid off. Is this true?

The first Monday of November is when layoffs were done the last 2 years. That allows your employment to extend into the following year and you get the annual bonus.

Heard a rumor that there will be no base pay raises for scrum masters or squad leaders this year and very limited availability of shares for both regardless of grade level. Anyone hearing the same?

I can’t live in fear till January and work like a dog every day. Sick and tired of training TII knowing that they will take my job.

We can’t f*cking accelerate if half my team including some high performers are laid off (probably because they were remote)

If I make it beyond April, there is no way I will get more than 50% of bonus and 2% hike in salary.

And this is not the Target I know for the last 15 years. We neither caring, nor growing and definitely not winning. Our culture is a sham.

Most of these people were let go
https://corporate.target.com/careers/culture

The finance guy will be working us to our bones and then lay us off after peak.

I received an offer as a Full-Stack Senior Associate on the Global Collateral Management Platform called access edge. Is this a good platform to work on?

I have a few years of experience as a full-stack engineer but was laid off so I need a job. I found this forum and it scared me a bit.

What salary is typical for a senior associate in PA or FL? I'm able to pick between the two locations. Not sure if my offer is low or I was just expecting more. No mention of a bonus. is there a bonus for senior associate engineers?

If you were let go yesterday so you get your 401k match or bonus? I almost think they did it yesterday so they don't have to pay those 2 out. Thoughts?

Some people are eligible for the annual bonus and others aren’t. Does anyone know why?
As for the Warn notice, aren’t they supposed to pay extra for this?

Word is some who survived in NY Corporate got retention bonuses basically saying they will be laid off in the future. If you’re in Corp NY make sure you get a piece of that pie !

Will the layoffs have any affect for the annual bonuses the rest of us still in the company get next year?

Would be nice to have on top of severance, its so close to the end of the year.

Do you know if severance includes a prorated bonus (even if the planned bonus incentive is 50 percent this year)? Also - does anyone know if it will be pay through Jan 3rd and then 6 weeks + 1 week per year of service? Or just pay through Jan 3rd and 1 week per year of service?

Man if anyone thought the results were bad this year wait until next year! Chances of any of us getting a bonus this year, highly unlikely.

I am hearing different views on this. While he has been given a retention bonus, word is that Dan is catching up to the fact that Sampath was the one who was supposed to turn Consumer group around and has not been able to do that. In fact he has misfired a few strategic moves. What do you all think. Sampath is gonna survive or……?!?!?

Will managers or directors will also get the prorated bonus or it's only VP and above?

General update: US Silica was purchased by the Apollo Group ("wealth management firm") in August 2024.
Almost immediately layoffs in the corporate structure (not surpising, given a buyout)
Company is now ULTRA focused on cash - so very little capital spending, really digging into every bit of money spent.
Rumor is that they're trying to sell the Oil & Gas plants.
ISP - They laid off all of the mining employees at the Lovelock, NV plant. (Most of them got rehired by the contractor that they hired to run the mine now.) Several plant employees also laid off, not sure how many.
Decisions being made at the corporate level without regard/knowledge of how the DE plants run are going to make it impossible to keep the plants open. Orders in general on the DE side have been low since Nov 2024.
I'd stay away from US Silica. They also have a history of laying people off right after performance reviews (in November) . That way they don't have to pay any bonuses, since you have to be employed in March of the next year to collect the bonus from the year before.

602 here working in back office in CIB. Mid salary range, what can I expect for my annual raise and bonus?

Without going into the discussion of how the bonus su-ks at the bank, can some knowledgeable folks tell me until what date I should be working to be eligible for the bonus — 12/31/2025 or the actual payout date in 2026?

Before Edward Jones started handing out pink slips and demotions like candy, there was supposed to be a real conversation about pay. Leadership told us they were reviewing pay grades firmwide and that the process would take about a year.

Instead of following through, they turned around and started firing people. Just empty smiles and “tough decisions.” And now everyone seems to have forgotten the original issue. We’re still the lowest paid people in the entire finance sector. That’s the part they don’t talk about in the press releases.

They didn’t fix the pay ranges. They buried it under layoffs, reorgs, and canned speeches about “efficiency.” The truth is simple: this company had a choice between paying its people fairly or protecting its executive bonuses. And they made their choice loud and clear.

How can these people sleep at night?