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Rising Star
Deloitte offered 9 LPA fixed with 10% of VP,later I got another offer from Mindtree of 13 LPA. It is really attractive pay but I personally felt I should go to Deloitte.HR said upto 11.2 LPA as fixed and10% VP only possible and approved. HR kept on telling it's not possible to match 13L but I requested to make it as 12 LPA fixed.I'm not sure she will come back to me saying your request was approved. Hike and benefits are good in Deloitte ? I heard last year there was no salary hike #Azurecloud
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I’m not in any way invalidating your experience but this is so odd to me as the firm has been exceptionally supportive of me and others women (getting promoted across multiple leveled including SM) while getting promoted on leave. So I guess let’s start with the basics. Pregnancy discrimination “ forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions…” and more so you get the point that you’re absolutely covered from a legal standpoint if you need to take action. Can I ask when your target promotion date was? Was it this year (as in the decision is being made in March 2022?) and if so, during your mid-year presentation (done by coach) what feedback did they get on likelihood of promotion? Were there any issues raised? And when you mention off-cycle promotion, when are you targeting?
In addition, how did your presentation go?
Seems weird. I was promoted to Manager while on mat leave (I recognize criteria for M and SM vastly differ). I would get their reasoning in writing. I was weary that the same thing would happen to me so before mat leave (last January) I directly asked my TGL if they were going to withhold my promotion due to mat leave (happens a lot in my group it is a known issue). My TGL said that those who didn’t get promoted and /or fired shortly after mat leave were low performers. They recognized we don’t give feedback at our firm so they probably didn’t realize they were low performers so attribute the cause to mat leave. They also said that it is easier to tell someone it is due to external factors (e.g. mat leave) versus telling them the truth (e.g., not ready, low performer etc). Not saying you are a low performer but I would be weary if the rationale they gave you was mat leave (which obviously isn’t legal). No one will ever put that on writing so you will force their hand to tell you the real reason.
Thanks. I have excellent snapshots for the last 4 years.
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Pretty sure that pregnancy is a protected class and the discrimination described in the comments here is illegal
That's BS. I was just promoted and am on leave. We did decide to do a midyear promotion instead of end of year but there were no questions or hesitations from leadership about it
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Overall sounds shady. But is it possible it’s just that your tenure won’t be enough because of mag leave (e.g., you’ll be four or six months less tenured than otherwise and it means you don’t be there in time… that happens at all companies)