I've heard recently thatet al. are developing new programs to "protect" their analysts from 100 hour weeks. Marketing gimmick or genuine improvement?
If you're a gen-Y in a 100 hour week M&A group, what do you think is the best approach to implement similar programs? Going up to your staffer's office and asking for less hours or more perks will likely be seen as "gen Y don't know what true work is!"