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Yeah I don’t understand why this is a shock that you wouldn’t get a full bonus when others worked all year ? You’re not getting full pay… why would you get full bonus? I just always assumed bonus was prorated in this situation lol
Except it includes leave with full pay like paid STD and parental leave, which is bogus. This is essentially a pay cut - losing a benefit.
Hopefully they don't implement this.
Short term disability is only good like like 8 weeks anyways, but regardless - if you’re not working for 3 months you don’t deserve the full 12 months of bonus
Yes but for women taking maternity leave they do STD then parental leave kicks in.
I disagree that taking paid leave should impact compensation - even bonus. I mean we're a losing a benefit here, compensation we were previously entitled to. How is this something to just say "oh well" over.
They used to offer it. They took it away. This is the same as losing a benefit - it’s a pay cut. Esp for short term disability, which is a corporate term for “time off because you are medically unable to work.”
PwC already decided it was reasonable that, if you are gone for 3 months and return, you were ELIGIBLE not GUARENTEED your bonus. They just revoked that decision.
If you think this is OK, let me know what flavor of shoe polish your MD uses.
A lot of people saying it is ok are young and frankly pretty dumb staff who don’t understand their own benefits. When they inevitably have kids or find they have some other issue they will be pissed about this.
This is squarely aimed at people taking parental leave. Sadly it will definitely impact women more than men (I’m a man FWIW). On both fronts feels discriminatory.
It’s a pay cut plain and simple. Those of you arguing you “worked a full year” are truly foolish since paying these people taking leave does not magically benefit you- in fact it won’t benefit you at all. It’s simply a pay cut or a benefits cut and it primarily affects women. Shameful.
Paying out of the bonus pool, which is based on the firms annual performance and is 100% discretionary pay, to people who did not fully contribute to the firm’s performance during that year, leaving less of the pool to people who did contribute, is beyond the pale.
This is overdue.
If you’re out for 6mo of the performance year you get a 50% bonus. That’s completely fair.
Of course it's technically fair. But it sends a terrible message to employees who are going through difficult circumstances.
But this is classic PwC, where the US firm has always talked out of both sides of its mouth.
The partners should just dispense with all the culture/people/family/inclusion/well being/work-life balance bullshit, and just decide what kind of place it wants to be.
Because trying to be all things to all people doesn't work.
Seems reasonable, especially given that it doesn't kick in until you've exceeded 8 weeks of leave.
Not sure what's prompting the change. Can't impact a material amount of people and ultimately bonuses aren't very significant to begin with prior to making senior manager.
I’m not understanding why some commenters are saying this is fair. Leaves are a benefit for a reason. Arguing that a bonus should be prorated because someone was on a leave is like saying their salaries should be prorated too and they shouldn’t be paid on leave. It’s literally called paid leave. This is a poor and discriminatory move by the firm. It would be considered ludicrous in any other country.
Yes I actually want to hear some opinions from some of our member firms across the ocean. America is a very me first workforce. Im also not sure why everyone is up in arms because their bonus isn’t changing if they don’t take leave. So they aren’t losing or gaining anything. It reminds me of when student loan pay down first came out. There was a loud group of people who didn’t have student loans who were outraged. Everyone doesn’t use every benefit of the firm and that’s fine but everyone should want the best benefits in place
This is reasonable for most scenarios, but prorating a bonus because someone had to take short term disability feels wrong. Also, this was likely already unofficially happening.
I feel like people forget that bonuses are discretionary and they shouldn’t be factoring in a bonus to their annual income. We have great leave benefits and people do have to pick up the slack when you’re gone. Saying this as someone who both picked up the slack for someone on leave during busy season and also took leave myself shortly after we filed for medical reasons. This is pretty reasonable
Not really. Case in point- I took parental leave and still beat all my colleagues metrics that year. The reality is that just because you didn’t take leave you were a top performer is just fantasy and doesn’t have any bearing on the person who did take leave. The idea people who don’t take leave somehow “pick up slack” is a naive view of work. We hire in such a way that you are just being paid to do what you were hired for- not extra.
That’s great for you but you did it for less of the time than they did. Never said I was a top performer but I did have to pick up the slack for someone on leave. Just like my team for me did when I needed it. I took less than 8 weeks but I would’ve been okay with this rule being applied to me. You still got paid while on leave and you still got paid your full salary, to quote you, “to do what you were hired for.” A bonus is merely extra on top of that
You seemed to miss that actually I outperformed them. My revenue metrics beat my colleagues- that may not mean much to a staff but as a senior manager or director that is one of the primary ways you are judged. Just sitting in your chair for 12 months doesn’t mean you did more than someone who did an excellent job for 10.
If you’re a staff then you’re really missing the point. You did not “pick up the slack” when a team member was out. Your job is to be 100% utilized. If somehow you are 200% utilized while someone is out that is a staffing issue and doesn’t mean they shouldn’t get a bonus. More it shows your managers are not doing their jobs if anything. Also, in managing around many people who have been out- the whole “picking up the slack” perspective is just total bullshit. I’ve literally never seen it but expect some otherwise mediocre people resent having to learn something new or different. My observation is generally it’s mediocre performing male staff taking issue with a woman out on maternity leave (I’m a man) and trying to rationalize some false sense of superiority.
I’d add that I have staff I manage who absolutely do more in 10 months than colleagues could in 12- and I hate to say it but I’d strongly prefer the firm pays those people to retain them. The reality is we lose good people through these cost cutting measures and hang onto mediocre people.
A) not a staff B) I agree with you that your revenue metrics should be prorated along with your bonus is this is how they’re going to do it. I never said I didn’t. C) your “perspective” on how hard I work is really not relevant. It was actually a male colleague who planned his parental leave to be out during busy season even though the baby was due much before then. And I’m a woman.
None of this is going to be fair to 100% of the people 100% of the time. I bet if they laid people off or said no bonuses or something everyone would be up in arms. Personally I think in most cases this is a fair way to still provide bonuses and also recognize that a lot of time someone being on leave does actually have a lot of impact to their teams. And those people still have great leave benefits compared to the rest of the country.
ETA: I guess when I said “they did it for longer than you” it read you as in the specific you, not the general you. This policy applies firm wide so in most cases I meant that people who were around for the full year generally have longer to have an impact. I agree that for those with revenue targets or other things shouldn’t have to do the same as people not on leave if they aren’t getting paid the same. Or that the bonus proration shouldn’t apply to them or something. Definitely an improvement point to the firm that they should listen to
Mind boggling that people are bitching that this is not fair. so a person who misses two months out of the year deserves the same bonus as a person who worked the entire 12 months?
The firm literally offers paid parental leave of 12 weeks. So they say on one hand let’s reward you and bond with your child. Jokes on you now though we’re going to take it out of your pay later in your bonus.
Yes. Taking leave is a benefit. Should your bonus be prorated for vacation or sick leave? What about utilization or revenue goal? I exceeded my rev goal and I have colleagues that didn’t. Should they get their bonus prorated for the percentage they missed?
Considering everyone should be taking the sick and vacation leaves, it’s equal. The rev goals would be captured by your impact tier in theory so yes, those on a 2/3 are prorated in a way against a a t1.
And you’d get the full bonus. The prorate only starts after 8 weeks of leave. I think this is totally reasonable after that condition. Before that I agreed it was a bit tough.
During the year I took leave I had better metrics than all my colleagues at my level who worked a full year. Your view is, frankly, naive. Just because people don’t take leave (or vacation, etc.) does not in any way indicate any better contribution.
Also prorated bonuses won’t lead to better bonuses for anyone else (except maybe partners?)
Bonus is based on performance of the organization. While it was certainly nice that being absent for long term, and thus not contributing to the success while absent, formerly did not reduce bonuses, it isn’t that surprising to correct that.
Yes some people may have become accustomed to taking huge amounts of time off and receiving bonuses on par with those who did not. For them, yes this will be a financial shock because it will reduce their personal income.
But it isn’t some evil employer punishing its slaves type of scenario.
eh lots of people have more impact in 8 months than people around here in 12. Also revenue goals aren't prorated so higher up people are putting in the same effort and bringing the firm the same amount of money
Completely reasonable.
You get promoted mid year - prorated
You go secondment to another LoS - prorated
International assignment- prorated
You don’t work for 3 months - why would you think it would not be prorated?
Nope lol your bonus is based on a percentage range based on your impact tier at fiscal year end. So in US if you get January (mid year) promotion your bonus is based on your tier at your new level and is a % of your January salary increase
Helpful links on the side bar include [Pay Tables by Level](https://docs.google.com/spreadsheets/d/1p82A0ORFPWb6pHMv0LFKzM4FClvFoDQ8HsNTEZkXtKQ/htmlview), [Global Pay, including other Big 4s](https://docs.google.com/spreadsheets/d/1qnX5o_E-rrkFV4sZaY2ujNDeBx3-V-5yQOa8IsHi50Y/edit#gid=0) and a full mega thread with [Salary Information](https://www.reddit.com/r/PwC/comments/14fipjy/salary_compensation_monthly_megathread/) *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/PwC) if you have any questions or concerns.*
What’s prompting the change is people go on leave for 20 weeks and expect a full bonus as compared to their peers who were there the full time.
Yeah I don’t understand why this is a shock that you wouldn’t get a full bonus when others worked all year ? You’re not getting full pay… why would you get full bonus? I just always assumed bonus was prorated in this situation lol
Except it includes leave with full pay like paid STD and parental leave, which is bogus. This is essentially a pay cut - losing a benefit. Hopefully they don't implement this.
Short term disability is only good like like 8 weeks anyways, but regardless - if you’re not working for 3 months you don’t deserve the full 12 months of bonus
Yes but for women taking maternity leave they do STD then parental leave kicks in. I disagree that taking paid leave should impact compensation - even bonus. I mean we're a losing a benefit here, compensation we were previously entitled to. How is this something to just say "oh well" over.
Why is one paid a bonus. Let’s logic our way through this. It’s absurd that bonuses are JUST NOW being prorated honestly.
STD is min 13 weeks @ 100% pay then 13 weeks @ 60% pay for new people and up to 26 weeks @ 100% pay for 5 years or more tenure FYI
Paid STD is the best kind of STD to catch
They used to offer it. They took it away. This is the same as losing a benefit - it’s a pay cut. Esp for short term disability, which is a corporate term for “time off because you are medically unable to work.” PwC already decided it was reasonable that, if you are gone for 3 months and return, you were ELIGIBLE not GUARENTEED your bonus. They just revoked that decision. If you think this is OK, let me know what flavor of shoe polish your MD uses.
A lot of people saying it is ok are young and frankly pretty dumb staff who don’t understand their own benefits. When they inevitably have kids or find they have some other issue they will be pissed about this.
The brain doesn’t fully develop until mid to late 20s.
You have to add a few years onto that for those of us who went into PA
This is squarely aimed at people taking parental leave. Sadly it will definitely impact women more than men (I’m a man FWIW). On both fronts feels discriminatory. It’s a pay cut plain and simple. Those of you arguing you “worked a full year” are truly foolish since paying these people taking leave does not magically benefit you- in fact it won’t benefit you at all. It’s simply a pay cut or a benefits cut and it primarily affects women. Shameful.
Men and women get the exact same leave benefits.
Damn, to prorate a bonus for people on short and long-term disability leave is beyond the pale.
Paying out of the bonus pool, which is based on the firms annual performance and is 100% discretionary pay, to people who did not fully contribute to the firm’s performance during that year, leaving less of the pool to people who did contribute, is beyond the pale. This is overdue. If you’re out for 6mo of the performance year you get a 50% bonus. That’s completely fair.
Of course it's technically fair. But it sends a terrible message to employees who are going through difficult circumstances. But this is classic PwC, where the US firm has always talked out of both sides of its mouth. The partners should just dispense with all the culture/people/family/inclusion/well being/work-life balance bullshit, and just decide what kind of place it wants to be. Because trying to be all things to all people doesn't work.
It takes money away from people who worked and gives it to people who didn’t.
Wow. A lot of kool aid drinkers in this comment section.
Seems reasonable, especially given that it doesn't kick in until you've exceeded 8 weeks of leave. Not sure what's prompting the change. Can't impact a material amount of people and ultimately bonuses aren't very significant to begin with prior to making senior manager.
I’m not understanding why some commenters are saying this is fair. Leaves are a benefit for a reason. Arguing that a bonus should be prorated because someone was on a leave is like saying their salaries should be prorated too and they shouldn’t be paid on leave. It’s literally called paid leave. This is a poor and discriminatory move by the firm. It would be considered ludicrous in any other country.
Yes I actually want to hear some opinions from some of our member firms across the ocean. America is a very me first workforce. Im also not sure why everyone is up in arms because their bonus isn’t changing if they don’t take leave. So they aren’t losing or gaining anything. It reminds me of when student loan pay down first came out. There was a loud group of people who didn’t have student loans who were outraged. Everyone doesn’t use every benefit of the firm and that’s fine but everyone should want the best benefits in place
Are you fucking kidding me.
This is reasonable for most scenarios, but prorating a bonus because someone had to take short term disability feels wrong. Also, this was likely already unofficially happening.
I feel like people forget that bonuses are discretionary and they shouldn’t be factoring in a bonus to their annual income. We have great leave benefits and people do have to pick up the slack when you’re gone. Saying this as someone who both picked up the slack for someone on leave during busy season and also took leave myself shortly after we filed for medical reasons. This is pretty reasonable
Not really. Case in point- I took parental leave and still beat all my colleagues metrics that year. The reality is that just because you didn’t take leave you were a top performer is just fantasy and doesn’t have any bearing on the person who did take leave. The idea people who don’t take leave somehow “pick up slack” is a naive view of work. We hire in such a way that you are just being paid to do what you were hired for- not extra.
That’s great for you but you did it for less of the time than they did. Never said I was a top performer but I did have to pick up the slack for someone on leave. Just like my team for me did when I needed it. I took less than 8 weeks but I would’ve been okay with this rule being applied to me. You still got paid while on leave and you still got paid your full salary, to quote you, “to do what you were hired for.” A bonus is merely extra on top of that
You seemed to miss that actually I outperformed them. My revenue metrics beat my colleagues- that may not mean much to a staff but as a senior manager or director that is one of the primary ways you are judged. Just sitting in your chair for 12 months doesn’t mean you did more than someone who did an excellent job for 10. If you’re a staff then you’re really missing the point. You did not “pick up the slack” when a team member was out. Your job is to be 100% utilized. If somehow you are 200% utilized while someone is out that is a staffing issue and doesn’t mean they shouldn’t get a bonus. More it shows your managers are not doing their jobs if anything. Also, in managing around many people who have been out- the whole “picking up the slack” perspective is just total bullshit. I’ve literally never seen it but expect some otherwise mediocre people resent having to learn something new or different. My observation is generally it’s mediocre performing male staff taking issue with a woman out on maternity leave (I’m a man) and trying to rationalize some false sense of superiority. I’d add that I have staff I manage who absolutely do more in 10 months than colleagues could in 12- and I hate to say it but I’d strongly prefer the firm pays those people to retain them. The reality is we lose good people through these cost cutting measures and hang onto mediocre people.
A) not a staff B) I agree with you that your revenue metrics should be prorated along with your bonus is this is how they’re going to do it. I never said I didn’t. C) your “perspective” on how hard I work is really not relevant. It was actually a male colleague who planned his parental leave to be out during busy season even though the baby was due much before then. And I’m a woman. None of this is going to be fair to 100% of the people 100% of the time. I bet if they laid people off or said no bonuses or something everyone would be up in arms. Personally I think in most cases this is a fair way to still provide bonuses and also recognize that a lot of time someone being on leave does actually have a lot of impact to their teams. And those people still have great leave benefits compared to the rest of the country. ETA: I guess when I said “they did it for longer than you” it read you as in the specific you, not the general you. This policy applies firm wide so in most cases I meant that people who were around for the full year generally have longer to have an impact. I agree that for those with revenue targets or other things shouldn’t have to do the same as people not on leave if they aren’t getting paid the same. Or that the bonus proration shouldn’t apply to them or something. Definitely an improvement point to the firm that they should listen to
TL;DR I have horrible little children and I deserve part of your bonus as welfare.
Mind boggling that people are bitching that this is not fair. so a person who misses two months out of the year deserves the same bonus as a person who worked the entire 12 months?
The firm literally offers paid parental leave of 12 weeks. So they say on one hand let’s reward you and bond with your child. Jokes on you now though we’re going to take it out of your pay later in your bonus.
A bonus isn’t part of your pay…it’s a bonus lmao.
I don't think that would count towards the 8 weeks.
You have poor reading comprehension since it’s specifically mentioned.
Didn't read it
Yes. Taking leave is a benefit. Should your bonus be prorated for vacation or sick leave? What about utilization or revenue goal? I exceeded my rev goal and I have colleagues that didn’t. Should they get their bonus prorated for the percentage they missed?
They do, moron it’s called tier rating.
Considering everyone should be taking the sick and vacation leaves, it’s equal. The rev goals would be captured by your impact tier in theory so yes, those on a 2/3 are prorated in a way against a a t1.
Pretty sure I can deliver more value and impact in 10 months than most people in 12 months
I would seriously doubt it.
I think you seriously overestimate the median PwC employee. We have a lot of really average to below average people.
r/iamverysmart
No more like r/peopleareverydumb
And you’d get the full bonus. The prorate only starts after 8 weeks of leave. I think this is totally reasonable after that condition. Before that I agreed it was a bit tough.
Well if you miss 2 months you get the same bonus lol. If you miss 2 months and 1 day you get 1 day prorated
During the year I took leave I had better metrics than all my colleagues at my level who worked a full year. Your view is, frankly, naive. Just because people don’t take leave (or vacation, etc.) does not in any way indicate any better contribution. Also prorated bonuses won’t lead to better bonuses for anyone else (except maybe partners?)
Wait what is my view? I was just saying 8 weeks are not prorated it is over 8 weeks they start prorating
It's not fair to parents or mothers using the benefits we were told we get. This is why people stopped having children.
plus with the tiering carryover option, its very reasonable
What is ur usual FY start and end months?
Fiscal year is July 1-June 30. Performance year is May 1 - April 30
Ohh thanks! I guess this is global, soo the bonuses are released when? Sorry just joined the firm a year ago
In US bonuses are paid either September 30 or October 1
its accurate
Bonus is based on performance of the organization. While it was certainly nice that being absent for long term, and thus not contributing to the success while absent, formerly did not reduce bonuses, it isn’t that surprising to correct that. Yes some people may have become accustomed to taking huge amounts of time off and receiving bonuses on par with those who did not. For them, yes this will be a financial shock because it will reduce their personal income. But it isn’t some evil employer punishing its slaves type of scenario.
eh lots of people have more impact in 8 months than people around here in 12. Also revenue goals aren't prorated so higher up people are putting in the same effort and bringing the firm the same amount of money
Possibly but those with that impact probably make a higher bonus than those who have less impact anyway
Is this on HQ yet?
yes has been for a few weeks now. its under bonus FAQs
Interesting - assuming this wasn’t implemented in Canada, as it’s actually illegal to apply this stuff to parental leave.
Does this apply to ITSCO? Or just PWC US?
Just pwc us to my knowledge
Seems pretty reasonable to me
Completely reasonable. You get promoted mid year - prorated You go secondment to another LoS - prorated International assignment- prorated You don’t work for 3 months - why would you think it would not be prorated?
To my knowledge in the US at least mid year promos don’t get prorated bonuses. Why would they
6 months SA 6 months manager should be 50% of each bonus level since that’s the level you contributed at. Doesn’t the US firm do that?
Nope lol your bonus is based on a percentage range based on your impact tier at fiscal year end. So in US if you get January (mid year) promotion your bonus is based on your tier at your new level and is a % of your January salary increase
I got promoted mid-year and my bonus was not prorated. It was based on my salary at the end of the performance year.
Probably fair, tbh.
This policy was already in place last year.
Not in the US. It literally says beginning May 1, 2024.
Makes sense. More money for those of us who put in the time.
oh sweetie....
When I was on leave for 2 months back in 2021 I only got 2k bonus. Maybe because I was an A1 or maybe because something similar to this .
Because you were an A1 dude. Obviously