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Personally, I think the change is fair. Why would you qualify for a performance bonus when you’re not working. The company didn’t force you to have children and plenty of other employees are working and earning their bonuses.
The same people who think your bonus should be prorated are the same people pitching there aren't enough qualified workers.
That's how we got here. Keep screwing parents over, that's worked well for everyone so far.
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PwC tried to sneak in a change that any leave over 8 weeks would cause a reduction in bonus. This obviously mostly affected the birthing parent. After a big kerfuffle on fishbowl (and elsewhere I hope), they bumped it to 12, however because of how maternity leave is structured (std then parental), it still negatively affects the birthing parent more. But at least it’s 12 weeks.
Unpopular opinion, but I don’t see it as unfair for performance bonuses to be adjusted for leave periods. If I take off eight to twelve weeks for whatever life event happens (birth, personal illness, family caregiving) there is no performance to be evaluated during that period. The benefit is that you get to take these leaves and know your job will be there when you return and you’re paid while you’re out.
If there are two high performers where all things are equal except one was out 6 months of the year on maternity leave (I have seen several people take a full 6 months), then the person who worked the full year deserves a higher bonus. Society needs to stop looking at it as a penalty. The company provides you with the resources to take time off for family. We are not entitled to incentive comp for the time we’re out. That’s a choice we will all have to make.
If you take leave outside of peak time why should bonuses be affected?
Seems like bonus should be a function of hours worked and performance rating. The performance rating helps alleviate people that suck at their job (therefore work more hours to get tasks done) from getting a larger bonus simply for working more hours. This would penalize people that take leave or a lot of PTO because they would assumably have fewer hours but it is fair to award people for making the firm money and if you’re not working you’re not making the firm money. If you’re on leave you are getting full salary.
Seems like another way for US corporations to disincentivize family life
seems pretty fair to me. why should you get the same bonus as someone who worked longer?
Two sides to every coin - sure you can make the argument that it’s “fair” that incentive comp gets prorated for leave taken, but on the other side would be shocked if the excess getting docked from folks at GT taking parental leave is going to get reallocated to other employees vs getting pocketed by the firm / Green Mountain.
It’s one thing to have an antiquated benefits policy, it’s another to have a modern, employee friendly benefit and then take it away, but I guess that’s life in PE backed public accounting.
And to OPs question, EY does not prorate and has a standard 16 week parental leave, as well as a 50k pathways to parenthood benefit that can be used towards adoption, IVF etc. Great firm for parents and parents to be.
Not a good idea because that falls under sexual discrimination. Think about it - men can opt in or out if they want to. Women cannot because it’s medically necessary- especially if they have any difficulties like an emergency C section (and NO you can’t just work through having your gut sliced open completely).
I think they are likely going to have to backtrack on it. It’s a very public lawsuit waiting to happen.
TBH, I don’t really care. Getting pregnant and giving birth are both personal choices. A prorated performance bonus isn’t going to determine whether you have children or not. If that materially impact you then you got much bigger problems than a prorated bonus. There are full blown families surviving on 60k/year. Dramatic much.