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Hey Folks ***Attention Required***
I came to know that 450 grade are not eligible for annual performance bonus in jpmc is this is true ?
Annual Performance bonus will be getting from 5** grade
They will be getting only CEO bonus...
Can some suggest that is the above information is true ?
I recently joined so i don't have any idea
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Where have you been ordering takeout?
damn this bowl is dead af
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Tomorrow i quit.
Gg wp.
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I, too, enjoy having my earned compensation taken away by partners who gross several hundreds of thousands of dollars. Thankfully Tim makes sure we get a lot of that a Pdubs.
Deloitte, you’re making us look bad man
Whether someone decided to take the PTO or not is their business. Regardless of whether they take it, they earned it. You can't steal something from someone and then say, "Well, you weren't going to use it." Those employees earned that PTO. They should be compensated 100%.
Please don’t tell anyone else at Deloitte this, I’d prefer to keep our method. Thanks
Unlimited PTO is a decent idea just not for PA where your hours are literally used against you. There is no good out of this and you’ll be severely pressured by utilization requirements and will probably be dinged on performance in some shape or form. Honestly this will just add to the toxic culture that is already perpetuated in PA and line your partners pockets up with more productivity.
How is it decent? Why is it better than the current policy? I can’t think of any reasons. And you’re delusional if you think most people will end up taking more PTO because of this and not less.
I'd also like to point out that some states legally require employers to pay out on PTO and EY will be paying out people in those states. They won't be paying for people in states that do not provide this protection to employees.
@pwc2 this is not what the leaked email said. They might do that now as damage control but it wasn’t their original intent.
How about make it 25% and throw in some candy and a water bottle.
Rectal thermometer
I agree, I like the unlimited PTO.
I see this as a way to level out the playing field between overutilized and under
I’m not following the logic that unlimited PTO is now going to cause higher scrutiny for utilization. Even with PTO accruing each month, I would think that if you were taking PTO at times that your chargeable work is hitting that would also lower your utilization and you’d get hit for it in performance reviews. To me, it’s all about planning your time off appropriately and taking ownership over your own schedule to make sure you’re still hitting your targets.
Yeah in a theoretical world.. not reality. That’s the same as telling associates they should learn to say no to their boss and they wouldn’t have to work so many hours