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Hi everyone! I have a few questions on submitting the visa appointment fee expense for reimbursement in DTE: Can we submit an expense for our spouse’s visa appointment (they’re on H4)? I am from India and in order to pay the visa fee I used the NEFT option to pay but the Indian bank account my brother’s. What receipt will be accepted in DTE? I don’t think there’s any receipt that we received. It was just my brother initiated the transfer from his Deloitte" class="linkified" target="_blank" rel="nofollow" >account.Deloitte
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No different than anyone else in the organization, partners are held accountable for performance. Partners need to contribute value and need to be accretive and add to enterprise value of the firm each year. Sure, any partner can have an off year, but overall partners must give 100% and drive value to grow and perpetuate the firm.
Partners are not absentee owners. They must actively contribute.
I'm sure people reading this will think they see some partners coast and /or provide little value. Management must hold these partners accountable. It's for the health of the organization and for the benefit of all, including employees at all levels. Nobody wants a partner who drags the team down. We all work too hard for success to carry someone who wants to coast. And frankly it's not fair to staff and managers who want to advance their careers.
Having had my ass grabbed multiple times by the same person, including after I told them not to grab my ass, and having reported it to HR, the office managing partner, national ethics, and the director of HR, then seeing that person promoted less than 6 months later, I'm convinced nobody gets fired for sexual assault... More convinced that it's a pre-requisite to be a sexual assailant to make partner.
I wasn’t aware that they got fired for sexual harassment and expense report fraud
Sounds like a lawsuit to me
Non compliant audits
I can add from personal experience. Partners are let go for:
- performance issues
- quality issues
- expense report fraud (ie, stealing)
- affairs with staff
- harrassment
- independence issues
- any flagrant violation of policy
- putting the firm at or exposing the firm to undue risk
- etc
I realize in some places bad partner behavior or performance may be protected, but in general, partners are subject to the same guidelines as employees. There should be no sacred cows.
SAA1
I dont know the detail specifics and not asking on this forum, but if all accurate, then I suggest you find a team/firm that is culturally more aligned with you and the rest of us. Most have zero tolerance for harassment of any kind. It's never worth putting the firm or our people at risk due to the inappropriate actions of individuals. Depends on the specific facts, sometimes counseling is the right first step and sometimes termination.
@SAA1: If you’re not a troll, talk with a lawyer and then get it out to the media/news. If a group of people are covering it up then expose them. Easier said than done for sure. But if the firm isn’t willing to provide the appropriate response then make them. Look at what happened to that EY partner not too long ago. She handled it internally only to get no results. It was only when she took it public that suddenly EY realized that maybe such allegations should be taken seriously and politics should be cast aside. There’s probably enough money in a lawsuit to make it worth it. No one else at your firm should have to experience what you did. And you won’t be the last if you don’t speak up.
Partners can and do get fired for not contributing enough and for doing stupid things. However, politics can come into play at the partner level and some partners can be protected until leadership changes. Bad behavior should be punished at any level. Sometimes partners are fired and sometimes they lose units
Trust me, I'm looking. It just sucks to have to quit to get away from somebody who has touched you against your will instead of the firm doing the right thing when they corroborated it with eye witnesses.
I hear newer partners complaining that they bring in tons of revenue but since they are new, they are not compensated accordingly. It’s basically about tenure.
Damn Senior Audit Associate 1 if I was you I would call him out in a long email and CC the entire firm.
Partner 1 - can you be honest and just say that you work in Human Resources. You talk about partners being held accountable - have you read in full the EEOC complaint that was filed by the former EY partner where there were multiple individuals complicit in the complain- yet in the end only one partner was “fired”. How about we look at Deloitte and their current chair not being placed for re-election. Why not the re-election , oh, she only tried to bury a sexual harassment claim against a senior partner. Your view point is hilarious.
Not necessarily sexual harassment, but I saw a partner get canned for having an affair with a subordinate on his team. It was a shit show.
I didn’t realize you could get fired for that ^ especially a partner
Very true OP. Our youngest partner is 37, has the two largest engagements yet definitely gets paid the least. So stupid.
What’s a flagrant violation of policy besides expense fraud?
Partner 1/2 — can you say vaguely what type of firm you’re (big 4, mid market, etc) at and how the process of booting a partner goes? Obviously if they have equity you can’t just let them go so is it in essence a forced buy out per the partnership agreement? What if they don’t agree with the buyout value? Is there a standard (obviously it will vary from firm to firm)
I can say first hand I saw bad partner behavior, reported it in the appropriate channels, and nothing was done. In fact, someone in leadership accused me of having it out for this partner that I reported. That same person in leadership pointed out the partner is close to retiring and shouldn’t be adversely affected.
Only the most egregious behavior results in a partner being fired. That, or publicized behavior
I was asked by my manager ( who was told she was in partner track) to expense something that was clearly not in policy. She “forgot” her Amex and told me when we were standing at the check out counter. Then I get called in to get audited for expenses and I told them my manager had authorized it. She confirmed it and told them she was in the partner track and another partner vouched for her. I got fired and she got promoted to senior manager. She is still abusing policy. To me partners can do whatever they want. Like @P1 said to @AAS1- the solution is to find another job bc partners know they won’t get fired .... this happened at a big 4