#underpaid

Did your compensation range go up or down? Which skillpool family and JG are you in?

Wells skillpool went up however salary stays the same. Did they realize we were underpaid and only moved the ranges as an optic? If we were truly not competitive previously than your PIR should be kept same within new CR to account for it. Thoughts?

It is becoming more and more of a joke.

1. Housing allowances that are insufficient to pay for housing and are even less that what our EPC contractors pay their employees
2. Premiums in war zones that are less than half of what the premiums were only a few short years ago.

How is this possible?

I have put up with being underpaid and overworked for years because I am used to it. But my new manager has crossed a line. I refuse to be yelled at and bullied every single day by someone who only got his job because he knows how to flatter the right people. I am too old for this nonsense. I don't have anything lined up, but I'm going to give my notice next time he gets into my face.

Bad management and a dysfunctional structure make it difficult to serve customers properly, while leadership keeps preaching principles they don’t follow themselves. Add to that a toxic culture, and navigating this would be challenging with proper pay. With what we get, it's really not worth it when you think about it.

The bureaucracy is insane. You can't get anything done without jumping through fifteen pointless hoops. Pay is below average, which is insulting given what they put us through. Job security is a complete joke now. I'm spending most my free time applying to be able to get away.

The pay is awful and they expect your whole life to revolve around this place. Days off don't mean much when they call you in anyway. Work life balance isn't a thing here. It's exhausting.

R2B reps are getting hit extremely hard right now. They are expected to manage stores while also prospecting in both the R2B and B2B space. Meanwhile, compensation has been gutted to a fraction of what it once was through quota inflation and reduced payouts on products like tablets and connected devices.

The company wants these reps competing against full B2B teams for pennies on the dollar in compensation.

People are preparing to jump ship, and when that happens, the burden shifts onto customers, remaining employees, and Verizon business units trying to make up for the lost revenue and damaged relationships.

Business owners generally want to work with experienced, intelligent, laid back business managers who are compensated well enough to actually care about building long term relationships. Constant turnover destroys that trust.

What is happening feels incredibly short sighted. T Mobile and AT&T will be waiting like vultures to scoop up business from owners who are tired of losing their reps every few months.

I notice like 70% of the state side people on my team are having to spend multi day writing what they do and what they accomplished after getting a yr end IM rating. The odd thing is often the mgr doesnt even tell you the requirements for the month till week 3. The quality of the mgmt here now is horrible. They dont even pay people who've been around well, its like 1% or less cola and inflation is like 8-10%. The mgmt is straight up rude and completely ungrateful and unhelpful on just about every front.

Nothing about this place will shock me anymore. Expect a live able wage.

She hit the nail on the head with this one. It perfectly captures everything people hate about fake corporate morale culture. Emmy P somehow thought the best thing to send out was a soft and little lifestyle reflection about pillows, sweatshirts, coffee mugs, and “comforting scents,” while employees are overwhelmed, understaffed, underpaid, exhausted, and emotionally checked out. The email actually comes across as being completely detached from reality. It reads less like leadership communication and more like someone journaling after a relaxing retreat while the workforce is still drowning in stress and expected to smile through it.

What makes it worse is how pompous and performative it sounds. “Home is where the rhythms are familiar”. Meanwhile employees rhythms are familiar too by trying to survive impossible workloads, nonstop emails, useless meetings, constant policy changes, and management decisions made by people who haven’t touched frontline work in years or even grass for that matter. Nobody asked for a poetic reflection about your favorite coffee mug. People want staffing, functioning systems, competent leadership, fair pay, and transparency. Instead, they get this polished corporate BS pretending to be “morale boosting.” It feels insulting and leadership communication like this always assumes employees are emotionally soothed by positivity alone, as if a cheerful tone can replace actual support.

And then the dramatic ending about opening “that enormous pile of mail” is almost comical. Oh no, not the mail. As if leadership even understands how miserable people are. It’s the disconnect. It’s leadership speaking like everything is cozy and reflective while employees are mentally exhausted and begging to feel heard. We’re past the point that all the “we care about people” messaging starts sounding hollow when it’s constantly wrapped in corporate inspirational language instead of meaningful action.

Please leave the company and for the new joiners, just don’t.

Werent that bad making $650 free cash after everything is paid, even reduced the debt by $300 million, and a massive $250 million buyback thats 30% of the company. Its a really cash generative business on the back of under paying employees.

What Wall Street doesnt like is the constant revenue decline and more forecast, and Rwul keeps on promising AI solutions in place but its not showing in revenue. Wall Street doesn't do contraction even though DXC is making a ton of money.

So is the firm just cleaning up the unqualified people that were promoted over being fired during the pandemic? Those are the only people I know who are overpaid. Everyone else doesn’t make what they’re worth

Supply chain sent a note to the contractor labor (mostly developers) that it is suspected they are using AI and those gains should be passed along to AT&T. Therefore their contracts amounts must be reduced immediately and every year for the next four years.

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????