Background: my friend worked at EY before and joined another Big 4. She was under the impression that OT meal can be reimbursed even when wfh so didn’t realize the other Big 4 doesn’t allow this. After she joined the other Big 4, she worked on a project in which everyone on the team is wfh. Before she charged any OT meal to client code, she ask if she can charge OT meal to this client and got the answer yes from engagement leader. —->continue on the comment section

likehelpful
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Why are you asking about someone else’s expenses? Why does your friend not ask someone at their firm what to do to if they think a mistake was made?

like

Your “friend” should ask someone at their firm if they think they made a mistake.

likeupliftinghelpful

If she has team approval in writing (assuming she does because the team is WFH) then save it down. At that point, its not on her if the team mis-guided her.

Additionally, if the firm didn't allow remote OT meals, then they shouldn't approve & reimburse them. So it sounds like the firms internal control on expenses needs to be updated or they don't really care about that policy

like

The tricky thing is she asked that question in a meeting and leader said yes, which is not in written. But all those expenses were indeed “approved” by engagement team. Either manually approved by the engagement leader due to over the amount limit, or automatically approved by system but should be reviewed by the billing manager as well

like

Then she submitted those OT meals, clearly indicated cost incurred location was virtual in those expense reports and never got dinged by billing managers. There were even meals that were over limit but still got manually approved by engagement leader. Now she realized OT meal is non reimbursable when wfh so not sure if she needs to correct them and how to. Technically the engagement team has approved them and billing have been done. so not sure if there’s sensitivity of asking team leader to reverse/reject something already approved or even billed. She just doesn’t want to get herself or the team into trouble of violating policy. Any suggestions are appreciated!

like

She doesn’t need to correct them because they are allowed under the policy. 😂

like

I feel like she’d be digging a bigger hole if she brings it up. Also it was approved by an engagement leader

like

What firm? At Deloitte we used to allow OT (>10 hrs) meals from home last fiscal year but that has all changed. Person still held accountable and leader needs to be reminded so as others not impacted

Deloitte please stand up

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