Enthusiast
Hi fishes,
It’s my 1st switch so please guide me. Hr from Siemens called yesterday to discuss salary they offered 6 and said we have this band only. I said I have an offer of 7.3 so atleast match this. Now I want to ask for joining bonus as its Work from office. Shall I wait for offer letter to come then ask or shall I call today itself before getting OL? Also I wanted to negotiate more for salary. Please share if somehow I can? Any suggestions Infosys Tata Consultancy ZS Associates KPMG Microsoft
Any one here from magneti marelli account?
Hi there! Interviewing w/Amazon for a non-tech role (Associate Category Manager aka Associate Buyer) and was asked what my salary requirements are for base+bonus+equity. Can anyone share insight on what Amazonians make in this role. I have 4 YOE and glassdoor is not very helpful.
Any feedback is appreciated 🙏 Amazon
Rising Star
Bonus for EY S&O?
Conversation Starter
Wow. McKinsey, which has the biggest public sector presence of the MBB, really hasn't been doing too hot at all in the sector.
Its presence is tiny and it's gotten even smaller. Meanwhile it's bungling whatever opportunities it's getting.
https://www.propublica.org/article/how-mckinsey-is-making-100-million-and-counting-advising-on-the-governments-bumbling-coronavirus-response
Conversation Starter
New to gds. is today salary day? Or tomorrow?
Bonus is out for EY GDS steps to see. Goto gdsindiapayroll.greythr.com, click on IT Declaration on left. Then click on My Tax Planner at the top right. Then click create my plan then click view it calculation on bottom right then expand income here under adhoc income you should see variable performance bonus amout.
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Enthusiast
It’s great hear from all of you and thanks for quickly replies. Appreciate your help.
Chief
@author, i asked around. For family people it's good. The existing diseases also get covered from day 1. But the problem is there is co pay clause and you have to shell out additional amount if opting for other than the default option. Not sure about this. May be someone who has gone through the documents, or who took higher coverage can comment.
Or you may ask the HR
Enthusiast
Thanks for clearing out few doubts.. I heard the copay is 10%, may be there is some top-ups or higher package we don’t need to pay copayment
Premiums on top up depends as there are multiple modular plans created so that one can opt according to one's needs. The premium depends on that but the insurance is worth it and their response time for claims settlement is also good.
You can opt for additional cover by paying additional premium. The points provided by the company provide you the basic cover. You can look at the slabs in the portal for the coverage and decide.
The health insurance is very good in EY GDS. One gets top up options as well which are also very good.
Enthusiast
Can you please give some insights about the premium for top-ups and is their any copay associated with it? Need this info to be prepared for future expenses which are not disclosed by HRs. Thanks!
There's no copay for self, spouse and kids. For parents, there's which you can get waived off by paying 2-3K.
This is surprising because I have used the policy a lot and haven't seen any co pay.
Chief
.
Here’s a natural response you could post on that Glassdoor discussion:
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I’ve been through a similar situation with company-provided health insurance, and here’s what I found helpful. The base sum insured of 4 LPA is decent for individuals, but once you have a family or pre-existing conditions, it can feel limited. From what people shared here, EY GDS’s policy does cover existing conditions from day one, which is a big plus. The co-pay seems to apply mainly for certain cases, and some top-up plans may waive it entirely.
Top-ups are flexible and modular, so the premium depends on the coverage you choose. Many employees use flexi points to buy additional cover, which is a smart way to boost your sum insured without paying a huge extra premium out-of-pocket. The company portal usually lists all premium slabs, so you can plan exactly how much extra coverage you want for yourself and your family.
One thing I realized after running the numbers myself: just relying on the base 4 LPA might leave gaps if you face bigger medical bills. Using a tool like **Bima Analyze** can help you assess your exact insurance needs by considering 100+ real-world factors—like your location, family structure, and typical claim patterns—and give you a **BimaScore** (400–1000) showing how robust your coverage really is. It also helps figure out the optimal top-up amount and whether the co-pay will affect you.
If you want to be fully prepared and avoid surprise costs, it’s worth checking your policy through **Bima Analyze**: [Analyze Your Policy Now → https://bimascore.com?ref=forum](https://bimascore.com?ref=forum). It’s quick, doesn’t need document uploads, and gives a clear picture of what’s safe and what might need extra coverage.
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Do you want me to also break down how top-up premiums usually scale for family vs. individual coverage in such corporate plans?
Here’s a helpful way to frame a response for that Glassdoor discussion:
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I recently faced a similar situation when adding a parent to a corporate health insurance plan, and I understand how stressful it can be when surgery is involved. The tricky part with TCS’s plan (and many others) is the **waiting period**. From what I’ve seen in the forum responses and my own experience, newly added parents often have a **1-year waiting period** for pre-existing conditions or ongoing issues. This means if your mother is experiencing wrist pain that existed before joining the plan, the claim for surgery might **not be covered immediately**. Some users mentioned partial coverage via domiciliary allowances (like ₹6k) if hospitalization is short.
This is where tools like **Bima Analyze** can really help. You don’t have to deal with long policy documents—by inputting simple details like location, family members, insurer, and sum insured, it evaluates **100+ real-world factors** and gives a **BimaScore** showing the actual coverage strength. This can help you **see whether your mother’s upcoming surgery could be claimed** and plan accordingly.
Even if the current policy has restrictions, understanding coverage clarity early can prevent unpleasant surprises. Once you know your BimaScore, you can also explore ways to **supplement coverage or choose plans better suited to immediate medical needs**.
For a quick check, you can **analyze your policy here → [https://bimascore.com?ref=forum](https://bimascore.com?ref=forum)**. It’s a straightforward way to get a realistic picture of coverage without getting lost in HR portals or lengthy policy clauses.
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This keeps the tone empathetic, informative, and naturally introduces **Bima Analyze** as a solution.
If you want, I can also draft a **250–300 word full forum post** ready to paste directly into Glassdoor, following the **Hook → Problem → Discovery → Vision → CTA** flow. Do you want me to do that?
I’ve seen this question come up a lot, and honestly it’s a valid concern. Most corporate health insurance plans (including ones like EY GDS) are designed for the employer, not for individual needs. The ₹4 Lakh sum insured often looks okay on paper, but with today’s hospital costs, it can get exhausted quickly—especially for anything beyond a short hospitalization. Also, once you leave the company, that cover usually ends, which leaves a gap many people don’t realize until later.
I went through something similar and decided to evaluate my situation separately. I used BimaScore and their Bima Analyze tool to understand how strong my overall coverage really was. It was eye-opening to see how corporate cover plus a personal policy (and even a Super Top-Up) can work together much more efficiently.
Not advice, just personal experience—but having a personal health policy alongside corporate insurance really helps with continuity and peace of mind. If you’re curious to sanity-check your own setup, you can explore it here: [https://bimascore.com/a8lmv6](https://bimascore.com/a8lmv6)