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Hi fishes! I had asked for benefits other than CTC which Bank of America provides & now that I've completed 1 month here, here's the list of allowances you'll be getting irrespective of position/band:
1. Sodexo: 1300 p.m./ 15,600 p.a.
2. Transport allowance: 900 one way, 1800 two ways p.m./ 21,600 p.a.
3. Internet: 1500 max p.m. (other than that, one time installation charges)
4. Tuition fee: Any certification related to your field. Like CFA, FRM etc. 3,00,000 p.a.
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(I have recently joined IQVIA bangalore. I will receive my first month salary on 25th this month. Payroll portal got just created for me. So, I opened.)
In my reports -> My current CTC section. It has details of Current annual & Monthly AGS. My question is what is AGS? It is showing half of my CTC. Should I raise this to HR or it is just something else. And where can we get the actual CTC reflection? Pls help. Thanks in advance.
Hello Guys,
I Got one Offer from Fynd but that is too low for me and as per my expereince
They are giving me 9 LPA bcz I quoted that amount when I applied for it long back. at that time I didnt know more about how salary and all calculated and whats the market research
Now after clearing all the rounds when we meet for salary discussion i told him my real desired salary as per experience and market reseach
He told me that I quoted 9 LPA so we can not do more "unless you have any counter offer"
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Hi everyone! I am working in Tata Consultancy Services Limited and getting released from my project by 31st Jan and I'm looking for project with onsite opportunities. Please do let me know if any openings available. I have 1.5 yoe. Skills - Network Automation, RPA(Automation Anywhere), Python, Power Automate, Cisco meraki, Zscaler. Willing to learn new technologies as well.
My email id - mishrashruti98@gmail.com
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Hello friends, I am selected in Nagaro and offered workfrom anywhere location written in offer letter. Project is not finalized yet. Could you please tell will I be forced/need to visit office on regular/hybrid mode or I can permanantly work from my home town location for next few months/years. Nagarro Tata Consultancy Infosys IBM Mindtree Accenture Deloitte Wipro Cognizant Tech Mahindra Publicis Sapient
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How hard is the path from lit to GC?
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No clue-but interested in knowing as well.
Is your question related to how partners are paid (ie, minimum draw plus equity distributions for equity partners) or is your question relate to how compensation for partners is actually determined (ie, formulaic or not, weighted factors like matter credit vs origination, realizations, etc)?
Ok I see. There is a wide disparity amongst AmLaw firms on partner pay but here’s the jist of it. I will try and address both payment mechanics as well as factors in compensation setting.
Non-equity partners are typically paid on a fixed draw per month set for the year. Some firms pay X / 12 months per month, some pay a minimum draw plus some holdback towards the end of the year (or following year). Most are lockstep at this level with some potential bonus to reward exceptional performance (ie, collections on own time, originations, some other extraordinary effort).
Equity partners vary more. Some firms set a number of points (essentially % ownership stake in the firm’s profits), some set a minimum fixed draw and then have quarterly or year end payouts based on how the firm performs against the year’s budget. Typically equity partners do not earn a bonus - the notion being equity bear the risk of a firm doing poorly, but also have the upside of a firm blowing the doors off budget in any given year. Again there are variations on all of that.
As for factors, most of it relates really to equity partner compensation as non-equity partners are typically lockstep. Where this varies is mostly with respect to non equity partner bonuses which I covered above.
For equity, it’s all over the place depending on the firm. Some are purely formulaic - Greenberg comes to mind as does Haynes and Boone to some extent - they input your supervisory credit (collected dollars only) on matters and origination and viola our comes a number on the other side. Other firms are less eat what you kill - they do not use a hard formula but give some internal measure to both supervised collections, originations and firm involvement (ie, practice group leadership, committee involvement, recruiting, etc). Some firms weigh the hours more (ie, tilt towards supervising/actual hours and work), some firms weigh and compensate originators more. More and more firms are tending to pay originators heavier than pure work but it varies.
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Pay ourselves a salary and then we take additional distributions every quarter depending on how well we do that quarter
How are nonequity paid? Just salary?
At my firm there are two equity partners and four nonequity. Not sure how the equity guys do it but the nonequity partners get a salary and bonus same as associates.