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Hi guys :) Glad to join fishbowl and this community. Guys I have an offer of 14.41 ctc from a big 4 (11 is fixed).
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Wow man nobody is going to give this much detail from other firms.
And btw, the 401k match is 25% of your contribution up to 6% which works out to be 1.5% of your salary, then 50% of up to 6% so 3% of salary.
Let's see: Deloitte phone: hardware 100% covered and voice and data 100% covered. You choose to use your own phone and expense a portion of it to Deloitte 60/40 usually. We get $50 phone accessory reimbursement every two years. Staff 1 PTO is 25 days and 12 holidays. Goes up to 30 PTO for managers. (New hires starting in sept '17 will get 23 PTO and 12 holiday). We get 4 months fully paid family leave renewable each year that can be used by anyone to care for any family member (new child, old child, parents, spouse). We get 25% of 6% 401k matching. We are eligible for the firms pension plan (with vesting). Access to Deloitte University (training perk). My past three years I have seen an average of 10% raises and 15% bonuses for staff seniors. Staff also got bonuses (last 2 years).
@EY6 is the $400/yr reimbursement for childcare the same as the emergency childcare benefit? I haven't used either yet, but I've heard emergency childcare is great for sick kids or when your primary provider is out (i.e., you can have a nanny come to your house, or drop kids off at a specific emergency childcare center).
So PwC and Deloitte have strongest benefits. Crowe is hanging tough. No comment about the rest. So if it isn't benefits, what makes you stay? People, work?
Maternity leave (2 kids) has not affected my raises or promotions. I chose to wait an extra year for manager but I had full support if I wanted to go for it in the regular time frame.
Definitely not prorated raises.
EY7 yeah partners put pressure on sr managers to use the sabbatical time and most do.. can be tough to schedule but most make it happen
PwC5, definitely not the case at EY. The raises are prorated and if the leave happens to fall in two different fiscal years, both years are prorated: the year you went on leave and the year you came back.
I think the issue was that they take these leaves during busy season. The main issue being, should the firm prorate your raise/bonus (or any other negative action) for taking any type of leave during busy season. I think this will be a biased view. Those who are young with no family or health concerns yet will probably lean more towards it being unfair if someone took leave all of busy season and then came back and got the exact same raise/bonus as those who worked through it. Those who are having kids or are taking care of family will say it is unfair to lower their raises/bonuses because they took advantage of what the firm offered. Thoughts?
@EY10 different benefit if you go into GT&E in the help section for reimbursements you can find more info on this
A few things to add about the EY benefits: 15$ for breakfast while traveling, 25$ for lunch if traveling on a weekend, alternative weekend travel if staying 6 days or more away from home (work location has to be greater than 200 miles and travel reimbursement depends on the lower of flight home or the stay). If traveling out of town for an extended assignment, you get the option for corporate housing and a one time fitness registration reimbursement and 175$/month for fitness classes/gym membership. We also get $25,000 lifetime maximum for advanced reproductive technologies and adoption benefits. Also $10,000 lifetime max on the related medication.
Pwc3 leave absolutely can affect promotion. There is also no option to carry over your rating anymore. CH1 they pay to send you anywhere for the weekend if you're a road warrior? Or everyone? And ANYWHERE? Can I fly to Fiji fo free?
And pwc3 managers and above get $500 to give out in RTR. They can get more whenever they want
@pwc2, RTR may vary by market as managers and SM in my market get $300 and MD/partners have $250. My markets also has a connectivity budget which is $300 and $250 depending on title. Seniors get $100 in each. I can't comment on the ability to get more, though.
PwC2, the policy on my rewards and benefits still shows an option to carry forward prior rating for bonus purposes.. you're technically not assigned a tier but bonus is "consistent with the range of their prior year annual performance tier." it also only applies when you've had 16 weeks of leave, so primarily for moms who take maternity plus extended time through other programs but could apply to a senior manager who adopted so got 12 weeks off and took their 6 weeks sabbatical or other somewhat rare scenarios like disability time.. taking 16 weeks I would imagine can impact promotions, but I haven't heard of anyone not promoted because they took the normal 6 weeks off for parental leave
@Deloitte1, it's not like you can plan cancer around busy season. It's not like they choose it.
I chose to have a baby and I still think it was a douche move to prorate my raise.
However, illness isn't someone's choice and they shouldn't be punished with a prorated raise because they took medical leave during busy season
@PwC4 - $1400 into the HSA? I wish EY did that. How much are the premiums at PwC though? I pay $89 a month for the high deductible for myself and one child. I think the break out is like $49 for me and $40 for my child or something like that.
Correction on above.. parental leave is only 6 weeks for adoption not 12 unless primary caregiver
@EY8 - it's $270/month for the highest deductible plan for a family. Deductible is $6750 for a family. For your situation it would be $159/ month with a $6750 deductible. The HSA contribution works out to be $116/month.
PwC also has well-being rewards. You log in stuff like exercise, annual physicals (which are 100% paid for by the firm), eye and dentist appointments, watching firm videos on benefits, recycling and other green initiatives, etc. and each thing you log gives you points that you cash in for gift cards. I think you can earn like $400 a year.
Already covered it bud ^
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