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Marsh & McLennan Hi Fishes,
I am currently serving notice period and 30th sept 2022 is my LWD.
Role : Java App Support Analyst
Tech stack : Java,Linux,SQL,ITIL, Jenkins
Current CTC : 5.7LPA
I have offer from Marsh : 14.LPA fixed + 10% variable
BOA is offering 13.5 LPA Fixed+ 1.5 JB
However, BOA is giving DOJ as 7 Novemeber.
I am looking for your suggestions which one to join. Kindly help.
Bank of America Marsh McLennan
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Wow. Massive assumptions up front there
Your first words should have been “garbage take”
How is it pointless? PTO is considered a part of your compensation, if it gets forfeited that is part of your compensation getting forfeited as well
Idk man your claims are all baseless and I don’t even work for EY. I for example just left Deloitte to take care of aging family members. My PTO payout is $10k+, which I earned through accrual, which I’m happy to have as it covers a lot of my relocation expense, especially when bonuses were tiny this year.
Pro
Your argument is don’t worry about it because it’s not significant? And you thought this was a strong enough argument to share it with us?
Do they not realize that the long-term is inclusive of the short-term? Also, if that isn’t significant, why do they shout from the rooftops when they give slightly higher than usual raises/bonuses in a good year? Isn’t that “not a significant amount”?
Chief
OP, PTO is an earned component of TC. By moving to an unlimited PTO they are taking away an earned component and replacing it with a discretionary one.
Would it be acceptable if a firm decides that everyone's pay will be cut by $100 a week but allows leads/projects/managers to cut checks out to staff?
EY Leadership alert 🚨🚨🚨
They all have burner accounts, let’s be real
Rising Star
Lmao wow nice hot take- you’re basically saying extra money shouldn’t matter to me. In that case why do I care about my bonus? I should already have a significant amount in my base or retirement fund
I hope this isn't Deloitte HR testing the waters, don't even try going the EY route there.
Race to the bottom
Chief
Is EY giving raises to adjust for the ~1 month loss? Assuming 5 weeks PTO (I don’t know what the policy was) you’re essentially going from having to work 47 weeks per year to 52 with no increase in salary, ignoring holidays which are structured days off (ie you can’t choose which days).
Pretty sure there are studies that show unlimited pto yields fewer actual pto days. Plus the firm can now “reject” pto requests without penalty...if before they said you couldn’t take pto, it would either carryover or would payout if you quit (yes, subject to whatever the last policy was).
Lol why are you assuming your pay will be a lot higher? Does daddy D pay that little?
Pro
I value the vacation days much more than they payout. Assuming you get 1000$ per day, I would rather take 2 weeks off than getting the 10k bonus. Dont forget to take vacations...
Chief
Agree, but I think the point is that today 2 weeks off = $10k and you can decide what works best for your individual scenario. In the future, this ability to maximize what’s best for you goes away.
It’s taking the time you earned. If I had 4 weeks vacation I can give 2 weeks, quit, and have 4 weeks paid. If I took off 4 weeks, came back, put in my 2 weeks leadership would be livid. It’s unequal.