What are DCUMers including when reporting HHI?

[Anonymous]

Base + bonus. I am not including investments.

[Anonymous]

Base + bonus historically

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Base+ Bonus (non sales, so bonus is generally plus minus 10% of expected) + value of RSU at the time of allocation (if the value goes down or goes up drastically, more than 30%, I adjust a bit mentally, otherwise unvested RSU's is hard to predict at the time of vest).

No 401K match, DCP match included

bonus and RSU are not fixed. Your RSU can be worthless if the stock tanks.

Of course they are not fixed. I am in tech, legacy tech company like Cisco/IBM. RSU don't become worthless. Agree to your comment, if we worked for a startup.. The least bonus that I have got in last 10 years is 90% of target and max 145% of target but mostly it is generally always around 100%. Sales roles have much higher variability than desk jobs

Our HHI is always an estimate, I was just sharing my calculation

PP here. I worked for a FANNG with RSUs. Those RSU aren't steady in value, even as they probably won't lose much value. Even so, they are not part of your HH*I*, *INCOME*.

Same for bonus. You cannot rely on it to be part of your HHI. Those high tech companies are starting to cut bonuses, too.

What are you talking about. It is your income, it's part of your HHI.
HHI doesn't mean that the income is fixed. Your HHI can be variable from year to year.
When I was at Amazon, the max base pay for corporate jobs was 160k. The base pay at these big tech companies is generally small portion of the compensation. During my time there, I never made less that 400k in total compensation (base pay + RSU + bonus)
It would be ridiculous to say that my HHI was 160k.

Are you getting RSU every year? Like if you worked there for 10 years, you get RSU every year?

[Anonymous]

Report to who? To DCUM??

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Base+ Bonus (non sales, so bonus is generally plus minus 10% of expected) + value of RSU at the time of allocation (if the value goes down or goes up drastically, more than 30%, I adjust a bit mentally, otherwise unvested RSU's is hard to predict at the time of vest).

No 401K match, DCP match included

bonus and RSU are not fixed. Your RSU can be worthless if the stock tanks.

Of course they are not fixed. I am in tech, legacy tech company like Cisco/IBM. RSU don't become worthless. Agree to your comment, if we worked for a startup.. The least bonus that I have got in last 10 years is 90% of target and max 145% of target but mostly it is generally always around 100%. Sales roles have much higher variability than desk jobs

Our HHI is always an estimate, I was just sharing my calculation

PP here. I worked for a FANNG with RSUs. Those RSU aren't steady in value, even as they probably won't lose much value. Even so, they are not part of your HH*I*, *INCOME*.

Same for bonus. You cannot rely on it to be part of your HHI. Those high tech companies are starting to cut bonuses, too.

What are you talking about. It is your income, it's part of your HHI.
HHI doesn't mean that the income is fixed. Your HHI can be variable from year to year.
When I was at Amazon, the max base pay for corporate jobs was 160k. The base pay at these big tech companies is generally small portion of the compensation. During my time there, I never made less that 400k in total compensation (base pay + RSU + bonus)
It would be ridiculous to say that my HHI was 160k.

Are you getting RSU every year? Like if you worked there for 10 years, you get RSU every year?

PP, working for legacy tech. Yes, above a certain seniority level, yes RSU are granted every year, typically over a period of 3-4 years often with quarterly vesting after year 1. It’s not guaranteed but definitely tends to be a major part of comp higher up as you go

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Base+ Bonus (non sales, so bonus is generally plus minus 10% of expected) + value of RSU at the time of allocation (if the value goes down or goes up drastically, more than 30%, I adjust a bit mentally, otherwise unvested RSU's is hard to predict at the time of vest).

No 401K match, DCP match included

bonus and RSU are not fixed. Your RSU can be worthless if the stock tanks.

Of course they are not fixed. I am in tech, legacy tech company like Cisco/IBM. RSU don't become worthless. Agree to your comment, if we worked for a startup.. The least bonus that I have got in last 10 years is 90% of target and max 145% of target but mostly it is generally always around 100%. Sales roles have much higher variability than desk jobs

Our HHI is always an estimate, I was just sharing my calculation

PP here. I worked for a FANNG with RSUs. Those RSU aren't steady in value, even as they probably won't lose much value. Even so, they are not part of your HH*I*, *INCOME*.

Same for bonus. You cannot rely on it to be part of your HHI. Those high tech companies are starting to cut bonuses, too.

What nonsense. In senior positions RSUs account for most of your income.

Try telling the IRS that your RSUs aren’t part if your income, and see where that gets you!

[Anonymous]

W-2 income only. Not any form of investment income. Although maybe that doesn’t make sense?

[Anonymous]

Let's not kid ourselves, most people here are estimating, rounding up, and including every possible income stream

[Anonymous]

[Anonymous]

Post taxes hhi

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Base+ Bonus (non sales, so bonus is generally plus minus 10% of expected) + value of RSU at the time of allocation (if the value goes down or goes up drastically, more than 30%, I adjust a bit mentally, otherwise unvested RSU's is hard to predict at the time of vest).

No 401K match, DCP match included

bonus and RSU are not fixed. Your RSU can be worthless if the stock tanks.

Of course they are not fixed. I am in tech, legacy tech company like Cisco/IBM. RSU don't become worthless. Agree to your comment, if we worked for a startup.. The least bonus that I have got in last 10 years is 90% of target and max 145% of target but mostly it is generally always around 100%. Sales roles have much higher variability than desk jobs

Our HHI is always an estimate, I was just sharing my calculation

PP here. I worked for a FANNG with RSUs. Those RSU aren't steady in value, even as they probably won't lose much value. Even so, they are not part of your HH*I*, *INCOME*.

Same for bonus. You cannot rely on it to be part of your HHI. Those high tech companies are starting to cut bonuses, too.

What are you talking about. It is your income, it's part of your HHI.
HHI doesn't mean that the income is fixed. Your HHI can be variable from year to year.
When I was at Amazon, the max base pay for corporate jobs was 160k. The base pay at these big tech companies is generally small portion of the compensation. During my time there, I never made less that 400k in total compensation (base pay + RSU + bonus)
It would be ridiculous to say that my HHI was 160k.

Are you getting RSU every year? Like if you worked there for 10 years, you get RSU every year?

Yes of course. RSU are part of the compensation package.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Base+ Bonus (non sales, so bonus is generally plus minus 10% of expected) + value of RSU at the time of allocation (if the value goes down or goes up drastically, more than 30%, I adjust a bit mentally, otherwise unvested RSU's is hard to predict at the time of vest).

No 401K match, DCP match included

bonus and RSU are not fixed. Your RSU can be worthless if the stock tanks.

Of course they are not fixed. I am in tech, legacy tech company like Cisco/IBM. RSU don't become worthless. Agree to your comment, if we worked for a startup.. The least bonus that I have got in last 10 years is 90% of target and max 145% of target but mostly it is generally always around 100%. Sales roles have much higher variability than desk jobs

Our HHI is always an estimate, I was just sharing my calculation

PP here. I worked for a FANNG with RSUs. Those RSU aren't steady in value, even as they probably won't lose much value. Even so, they are not part of your HH*I*, *INCOME*.

Same for bonus. You cannot rely on it to be part of your HHI. Those high tech companies are starting to cut bonuses, too.

What are you talking about. It is your income, it's part of your HHI.
HHI doesn't mean that the income is fixed. Your HHI can be variable from year to year.
When I was at Amazon, the max base pay for corporate jobs was 160k. The base pay at these big tech companies is generally small portion of the compensation. During my time there, I never made less that 400k in total compensation (base pay + RSU + bonus)
It would be ridiculous to say that my HHI was 160k.

Are you getting RSU every year? Like if you worked there for 10 years, you get RSU every year?

Yes of course. RSU are part of the compensation package.

Yes, at most larger tech companies you get an RSU stock award each year that usually vests over 4 years (your awards stack, so every year beyond your first you have vesting events from multiple stock grants). At some companies, especially for senior employees, the stock based compensation can exceed base salary pay every year.

[Anonymous]

Just salary (plus any bonus). No additional revenue streams.

[Anonymous]

Anonymous wrote:Just curious. What are you including when you report your HHI? Do you include benefits, 401K matches, other income streams like rental properties, etc. or just straight up salary?

I always include a range since my DH receives bonuses that are not always a predictable amount. I do not include any of the rest you mentioned though.

[Anonymous]

Anonymous wrote:Just curious. What are you including when you report your HHI? Do you include benefits, 401K matches, other income streams like rental properties, etc. or just straight up salary?

I include salary, the 7% matching, the 7% cash balance contributions, and the typical 20% annual bonus.

I don't include investment earnings, but it's gotten to the point where normal or average investment earnings exceed our earned income, so not mentioning those does not paint an accurate picture.