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Any in-house counsel in here willing to post their company, level or YOE, and total comp breakdown? If you’re comfortable, please consider posting both your current stats and what your stats were when you first moved in-house. If there’s any other information that you want to share, please include that too (e.g., hours, interesting perks, etc.). Info on in-house salaries is pretty hard to come by, and it would be great to compile some data points here! Facebook Amazon Google Netflix Apple
After uploading documents in Bosch First Services one week ago, there was no update from them, when I replied to them via mail - They said we will get back to you.Is this sign of getting compensation breakup or they looking for other candidates.I have offer from CGI and only 3 days is remaining to accept.What should I do in this case?As CGI has said if you don't join after accepting offer we will blacklist you.
Hi Fishes, Please help me to choose better organization
1. Globant - Designation (Semi Senior Engineer)
2. Brillio - Designation (Lead Engineer )
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YOE : 4.7 Years Skill Set : ReactJs
I Have joining on Monday, Please help me to choose . I am looking for WLB, Job security, growth & work culture
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The reason the partners frown on it is because they want to protect themselves. If everyone knew what each other made the partners would have to pay more for good employees. They want to pay less so they keep more. Go ahead and share your info. It's beneficial for everyone except the partners.
It's not illegal for partners to say that. It's illegal if the firm makes it a policy. However I believe everyone should needs to share what they making to their peers so the power of negotiation could increase. We see disparity in wages for the same position due to not having info. By sharing that info, everyone will eventually be compensated equally.
http://www.theatlantic.com/business/archive/2014/07/when-the-boss-says-dont-tell-your-coworkers-how-much-you-get-paid/374467/
They just don't want to give negotiating power back to employees. Why do unions work so well, everyone knows what they will make and is 100% transparent. If associate 1 doesn't share his salary with associate 2-8 and vice versa how does any of them know where the heck they fall in the wage spectrum and actually being fairly compensated? I have always been a proponent of talking comp but only if others want to. A lot of ppl still feel uncomfortable cause uncle partner told them not to share anything. You won't get fired cause you share. But the more knowledge and transparency around compensation will bring the wage disparity further together.
Why would it be illegal? It's just frowned upon for people to discuss compensation.
I don't think the partner threatened your job. Also, were exempt from a lot of these labor laws so I would check it we actually fall under these policies. Like we don't have the right to form unions
Socialism is alive and well it appears. If you are rated a 1 because you exceeded your hours, are great in recruiting and training, mentor you people, exceed all your metrics and bring in a ton of work Why on earth would you be paid the same as someone at the same level that does not do these things Pay for performance is the rule
I'm not sure that's what A1 was getting at... Merit-based compensation is fine, given all else is equal. My original question was how would we know all else IS equal, i.e. merit was the only differentiator in our comp, if we're not supposed to talk about it? (Obviously adjusting for location, service line, sector, etc.)
Agree