{ "media_type": "text", "post_content": "How has Covid impacted your fringe benefits? Travel perks (miles, points, per diem, meals, client events, etc.) we’re a major selling point in joining my firm. Our travel has been all but slashed, but I’m not seeing any consolidations to make up for these lost benefits.", "post_id": "61f1935e9a6f1e002c7d78d2", "reply_count": 16, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

How has Covid impacted your fringe benefits? Travel perks (miles, points, per diem, meals, client events, etc.) we’re a major selling point in joining my firm. Our travel has been all but slashed, but I’m not seeing any consolidations to make up for these lost benefits.

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Looking at 10-15K a year in benefits lost. 100 bucks a week in after tax grocery bill (135 pre tax) , status with airlines and hotels, credit card points, and free flights and hotels. As someone who traveled weekly I can safely say 10k is on the low end especially considering I pay for all this post tax compared to pretax when the company foots the bill or it’s reward travel

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I calculated 15-20k loss on my end. Very similar set up as we expense everything personally and are reimbursed. The only reimbursement I’ve had in 3 months was $50 for a virtual Christmas party

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Your salary isn’t generous enough? Don’t like it, go to an industry job. See how many free lunches you get there.

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These were explicitly stated as perks of going with my company. There was even a verbal conversation breaking down what sort of amounts (points, miles, etc) I could expect from the respective services. I know things can be tight, but it seems a little dishonest for my partners to say my compensation has been unaffected when it was clearly a part of the pitch

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Why would your company provide consolations? They aren’t (directly) paying for those perks. Whether the travel and hospitality companies extend the perks of their loyalty programs depends entirely on how big of a client you are, and what the risk is of you taking your business to their competitors.

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Correct, my company is not eating the cost of a flight, meal, or hotel; the client is. I’m not saying my firm must compensate me for this loss, I’m just trying to gauge how the market is responding to this situation. If most companies with traveling employees are following the same approach, I obviously don’t have much to leverage in trying to earn more. If other companies have responded to this dynamic tho, that would suggest I have other (better) options.

Most of the “market response” right now is simply extending membership tiers. T&H are still struggling, but no specific company is substantially more or less impacted than their competitors.

Those don’t sound like benefits, they sound like reimbursement of expenses. You don’t get miles per diem meals because you aren’t incurring those costs. Do you still eat? Of course. But the cost of eating out while traveling compared to eating while at home in incredibly different

I’m don’t think I entirely agree. They may not meet some legal definition, but it was clearly a benefit of working here. And I just reviewed my old offer; it goes into more detail about expenses than it does about my 401k or insurance…

I agree that the value is 10-15K or more but I have not heard of any firms explicitly boosting compensation to adjust. Some firms posted larger profits due to reduced travel expenses and may have given larger yearly raises/bonuses.

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