O-I Glass, Inc. Compensation & Benefits

Key Insight for Candidates

• Fair & Transparent Compensation: Pay is considered competitive or good, particularly in production and union-represented roles, with some roles benefiting from overtime and shift premiums. Feedback suggests compensation is often viewed as a relative strength even as experiences vary by location and job type.
• Retirement Support: 401(k) plans with employer matching or contributions are commonly cited across roles and locations. Some sites also feature profit-sharing or defined contribution arrangements that bolster long-term savings.
• Healthcare Strength: Core medical, dental, vision, prescription, life, and disability coverage are described as solid and dependable. Feedback suggests these standard coverages form a stable foundation of the benefits package.

• Stagnant Pay & Limited Progression: Raises are described as failing to keep pace with cost-of-living, and some report added responsibilities without matching pay increases. This pattern reduces satisfaction even where base pay is seen as decent.
• Exclusive or Unequal Benefits Coverage: Offerings and experiences vary substantially by corporate vs. plant roles, union status, location, and classification. This unevenness can affect access to certain programs and the ability to realize full value from the package.
• Unfair & Opaque Compensation: Pay fairness and clarity are questioned in some contexts, with mentions of internal friction around salary growth and equity across roles. Mixed pay-sentiment indicators contribute to perceptions that compensation practices are not consistently equitable.