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Chief
So , which one should choose. I heared Mindtree policies are still better than Larsen & Toubro Infotech as they don't track and provides sick leaves also over paid leaves.
But in LTI they do track and no sick leaves are there .
So after merger Mindtree policies will apply or LTI policies will be apply ?
Hi. Anyone knows what is 'power down leave'?
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Rising Star
Facebook employees: what’s going on internally?
TCS offered me 9.6 LPA, But current I'm having offer for 14.5 if i ask them to renegotiate will they able to do it.
Some people are telling stories they may revoke the offer and they never hire you is that true I'm totally scared 😨
Seniors please help me here.
Thanks
YOE: 4 current CTC:6.5Tata Consultancy
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Enthusiast
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Enthusiast
Subject Expert
How about a 2200 hour req and pto counts as billable. That good for ya?
Subject Expert
Well im on PTO so getting my shitposting in
You can take 4 weeks of vacation billing no hours and hit 1800 hours with billing just shy of 40 hours/week the other 48 weeks a year. I’d still firmly put that in the decent work life balance bucket. When my friends and I were associates we’d always look at billable requirements taking the annual number and dividing it by 48 and viewing that as the average hours/week to evaluate. I assumed everyone did this. You gotta do some digging into any benefits package to figure out what it actually means. Firms are going to put their best foot forward and won’t highlight this to you
Sure but whatever the offer is for billable credit will just increase the billable requirement. It’s six on one hand or half a dozen in the other. Many firms offer this and know exactly what they are doing. Trust me, it’s not changing how they view your billing expectations.
Coach
Now let's wait for the party poopers to show up and point out you can't expect any WLB when your salaries are biglaw sized.
Subject Expert
What are you even talking about
Coach
We have paid time off that’s counted toward billable hours.
A8 - took me a while to find time to read the full PDF. I don’t see what you are talking about. I read the 1850 BH requirement and the 200 pro bono exception as two different things. You can get an exception for more than 200 PB hours to count towards the increased bonus thresholds, but I don’t see how that effects the 1850 floor.
To put it another way, you already get 200 pro bono hours but that already doesn’t lessen the 1850 billable floor or else, of course, it would be an 1800 billable floor.
It’s still a + policy of course, I’m not saying it’s a downgrade. But it’s just not like a crazy good policy compared to prior years where you could do 1900 billables plus 100 pro bono and meet your bonus. Easier to hit the extra bonus benchmarks but those are notoriously small.
Subject Expert
To be honest, most of how firms advertise the job and its perks is more or less nonsense. Like, even if I take the PTO and make up the hours elsewhere, I’m not really “off” unless I found somewhere without service or I just got married. I just got lucky not having to bill even 0.1 that day.
Annual leave should form part of your billable target.
For pure marketing purposes, they should require 1950 and then say 150 of which can be used towards annual leave. Voila, don't they sound better?
Enthusiast
But the billing requirement is to be eligible for bonus. You still get base salary regardless of hours the entire year (incl. during your PTO).
Coach
At some firms if you’re not on track for the “bonus” then you can be let go. Or definitely let go after not hitting bonus hours for a year or two. So I wouldn’t necessarily say it’s just a bonus requirement.