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Deloitte India I am confused which one to join below are the offers i am looking for job security and good projects
YOE: 3.2 & Tech Stack: JAVA, SELENIUM
Nagarro (14 LAC including 5% variable)
Deloitte India (12 LAC + 1 Lac Jb)
HCL Technologies(15.5 LAC)
TSYS (14 LAC) (will make till 15)
global payments Infosys Newco Tata Consultancy Deloitte
Additional Posts in Advertising
Whats AKQA like to work at?
What’s your creative side-project?
Any tips from social media managers?
Crushing real hard on my manager 😭😭😭
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Transparent salary bands
Annual raises in line with inflation + merit
Limit weekend work
Rest periods after late nights / weeks
Transparent layoff criteria in case clients are lost
Clear pathways to promotions
Better health insurance
Parental leave
Reasonable after hours communication standards
The ability to pushback for more resources when timelines are continually unreasonable
Representation in some business decisions
Generally, reinvest in workforce before stripping money out for shareholders or acquiring other organizations
One thing I forgot is protections for employees based on how/where/why AI is implemented
Motivation:
Employee protection. They should not be able to have mass layoffs & then post jobs for the same positions at the same time. Also fair wages and benefits (not reductions in benefits that you have to pay higher premiums for) which equals reduced net income. Annual increases or cola increases. Current increases are extremely small & are on average every 4 yrs.
Nothing would stop me. They’ve proven that hard work & dedication, working most nights, & on weekends & holidays does not secure your position.
Pay for overtime hours worked.
If overtime or weekends are is required for salaried employees (which it almost always is), then we should receive some sort of compensation for working until 11pm or on Saturday or Sunday
Guaranteed layoff severance regardless of length of service — six months, with full health care.
Pay equity
Ensure health benefits and retirement accounts are protected. I’m not at omnicom but the stuff being reported around 401K match, parental leave, and healthcare is brutal and inhumane.
Protection against offshoring and outsourcing.
Rising Star
Job security. Holding companies make too much money and protect only their stakeholders while we are the ones getting the work done.
Assuming this applies to people in the USA? Nothing would get me to join, and they wouldn’t help.
Why?
1. Whatever is negotiated will raise prices further driving clients to more cost-effective solutions, which will drive jobs offshore, to non union shops and/or accelerate technological replacement already underway and apart of a robust growth economy.
2. Most all work an agency does can be done from anywhere. Offshoring/nearshoring is a threat and has already impacted our business from a .com (front end authoring, back end coding / heavy lifting) & CG pipeline pov. Lots of this work is now being replaced with technology solutions putting people offshore out of work or increasing their bandwidth, which is the natural state of evolving technology that has impacted industry since the dawn of industry itself. You are now left with people that know the client’s business that work for less money than you that now have more free time due to technological innovation - all while your unionized agency employer is going to your client with higher fees for your design/production/account labor. It’s only a matter of time before they select the offshore resource and take a chance to see what they can do.
Many agencies right now are hybridizing their entire workforce with nearshore solutions.
3. Somebody can help you & your agency colleagues negotiate the sweetest compensation package in the history of advertising. 6 figures, no weekends, the works. That doesn’t matter. If there is not a client willing to pay what that package costs for you and others amortized over their work you will not have a job, you will just have a sweet compensation package pending a paying client of which you won’t find due to reasons one and two. Production works this way.
4. The work we do is highly competitive and results driven - if flat pay that doesn’t take into account performance becomes the norm, & makes it difficult to get rid of / re assign low performers you will not be able to reward excellence & it will push forward further mediocrity to the clients, degrading the effectiveness of our industry’s work more and taking away incentive for people to push harder.
Don’t buy my argument? Check in with diehard union people you know in LA (where I live and work) particularly those a part of SAG and other unions…. Those who won’t work nonunion or can’t / won’t travel for non union work and ask them how it’s going?
This argument is not philosophical. It’s not political. It’s just the way the world works. Business will always gravitate to the most cost-effective solution.
Idk man, my LA friends defend their union pretty unequivocally. You see this same line of argumentation against unions in every field, from truckers to teachers, but generally the workers are better protected and maintain long term benefits.
You’re setting up a little bit of a straw-man, of course we don’t want a poorly structured union that can’t remove poor performers, but there’s absolutely a middle ground where you also don’t have the agency treat you like trash, treat your 401k match as discretionary that gets completely invalidated if you get downsized a week before the year ends, and rip away your healthcare after becoming the largest agency in the world
Everything you pointed out has already been happening, the complete destruction of benefits, 401k matching, parental leave, and more at omnicom should be a wake up call. No one can expect to live like that with that little job security, growth opportunity, and basic healthcare.
I don’t see why a cap on hours, pension, healthcare, and layoff protections would be at odds among the different professional sectors of an agency. Just because it’s never been done before, doesn’t mean it can’t be.
But I understand your point in that advertising is a varied industry, and others including entertainment are broken out among job silos (DGA, SAG, etc etc) have been the traditional way to approach it.
I’m just curious at what other people think given the merger and its current affect on the industry.
What would stop me from joining would be if it were an "advertising union" (which I'm pretty sure would be impossible) and what would make me consider joining is if we formed unions the way they have been formed for the past century, based on actual role and responsibility.
Anyone who thinks a VP Account Exec, an ACD, a Project Manager and an Editorial Manager would have the same aims or would align on them doesn't understand the nature of this industry or how unions actually work.