Background:
William and Leota Huls lived on a farm in rural Craig County, Oklahoma. William had been a self employed mechanic and Leota, a retired nurse. William suffered an injury sometime around the year 2000 and a surgery to treat that injury went wrong. William was left with his reasoning skills permanently damaged, he apparently only had the mental capacity of an 18 month-old-child. He would require a wheelchair for the rest of his life.
Leota successfully sued the hospital, securing enough money to make necessary adjustments to their home and care for him full time, rather than having to place him in a care facility. She even had locks with keypads placed on each of the doors to keep William from wandering dangerously. The rest of the money went into a family trust, split multiple ways between children and grandchildren. They would each receive their share upon reaching a certain age, or sooner if some fate befell the couple before then.
The Crime:
Leota continued to care for her husband, despite her own failing health (she had suffered multiple strokes) ; and they regularly attended church, where they had been longtime friends with the pastor. Then one Sunday morning, they failed to show up for services. Their daughter, Malinda, sent an employee and longtime friend of the couple to check on them, given their conditions. That is when their bodies were discovered. William and Leota had both been fatally shot in the head. William had been eating breakfast and was still seated at the table. Leota's body was in the next room. Her purse was missing and there were no signs of forced entry. William was 67, Leota 66.
Malinda does not believe her mother would open the door for someone she did not know. Apparently there was a gun and a safe room in the house in the event her mother felt threatened. She believes her parents were killed by someone they knew, and that the motive was the trust from the hospital settlement.
Conclusion:
Other than a yearly plea for someone to come forward and reminder of the rewards for information, there is virtually no other information about this case available. The daughter seems to believe she knows who is responsible but does not have proof.
William and Leota had three children, one biological and two adoptive, and multiple grandchildren. Malinda is the main spokesperson of this case and advocate for her parents; I have not found any source with comments from any other family members. The name of the person who foun
... keep reading on reddit ➡
Hi Everyone! If you’ve been around the Deloitte Subreddit for long enough, you’ll notice a lot of posts relate to salary and compensation. Most of the common questions that are asked here are something like, “Am I getting paid fairly for a [Insert Role Here?]”
I’ve been recruiting for Experienced Hire (non-campus) recruiting at Deloitte for close to two years, and have supported many different groups and functional areas across the Firm.
Today, I’d like to provide a look into Deloitte’s compensation philosophy and hopefully provide some insights to internal or external candidates.
Pay Equity Philosophy
If you take nothing else away from this post, please remember that all compensation discussions here at the Firm start with a focus on pay EQUITY. Pay equity approaches shape everything we do when making an offer and personally, I think this thoughtful approach is why l love working here.
We have discovered that many groups have been at a disadvantage because at the time of an offer, some individuals feel more comfortable negotiating than others. In many companies, you could make less than someone doing similar work to you simply because your colleague asked for $20,000 more when an offer was made.
Deloitte is trying to level the playing field for everyone who joins our company, while minimizing rewarding behaviors that set people up for a disadvantage.
Offer Process
Here’s what we take into account when we make you an offer:
- Run a Peering Analysis: Whenever I go to make an offer to a candidate, I start with peering. Peering is what we call the process of looking for similar individuals at the Firm today (on your team and across teams) with the same job. Equal work for equal pay, if you will.
- Your Overall Experience: We generally look to a candidate’s resume as well as interview to determine your level. The key is looking at relevant experience as tied to the job you will be doing.
Low = Amount of relevant experience is generally comparable to those recently promoted to this level.
Mid = Amount of relevant experience is generally comparable to seasoned professionals working at this level.
High = Amount of relevant experience is generally comparable to those functioning at or near the next level, with substantial mastery of the skills and capabilities required.
The midpoint isn’t really looked at as a destination here at the Firm. Rather, we try and keep a well-balanced workforce and so a good team or company has individuals a
... keep reading on reddit ➡Hey Guys, so I got placed in Deloitte USI on-campus for analyst profile. Now, my college was outside Mumbai but I want to start off my I.T career in Mumbai( my hometown :) ) for the time being, I had a few questions.
- When they ask for my location preferance and I put Mumbai at first, what are the chances I'll get it as their Headquarters is in Hyderabad and Bangalore office is also bigger.
- Could you tell me more about their Mumbai office? The kind of projects they have, the tech stack they work on, Work-life balance etc.
- Your or someone else who joined at Analyst role, if you could share the experience
So I'm expected to join Deloitte as a Senior. I have no prior big4 experience and my experience comes from industry. What can I expect and what do they expect of me?
Hello,
Was wondering if I can hear everyone's experience from working at Deloitte to the pros/cons of Deloitte. I applied for a couple of positions, especially for the infrastructure and capital division. I have an employment history and background in the construction business and trades. One of my applications got n email back regarding a "Specialized Lane Manager Position". If anyone knows anything about this position please share with me everything you have. This is going to be a life-changer from leaving the construction industry and moving on to working for Deloitte so I am asking for everyone's input and opinions or advice. The biggest thing I am moving on is better pay and a better work-life balance. I will greatly appreciate everyone's time and information. Have a great day!
I got an offer from deloitte as an actuarial specialist and i have know i idea what i am going to do there. does anyone work/worked there and can give me an overview?
I’ve seen discussion but no clear answer on returning items from the hybrid productivity allowance which is referenced as something we have to return. For those that left recently, did you actually return those items?
And if we left before a year, do we have to pay back the $1000 wellness subsidy?
A couple friends and I are planning on skiing this weekend. We were thinking of going to Afton Alps but I've heard they're pretty short staffed this year, resulting in long lines and few running lifts. Is it worth the extra drive down to Welch Village, or are they experiencing similar issues? How about Spirit Mtn in Duluth (if I can talk friends into the drive). Would hate to drive the extra 45 minutes just to wait in the same lines. We're all experienced skiers so I don't think there's any interest in a smaller place like Buck or Highland. Anyone who's been to Welch recently, I'm interested to hear your experience.
Today I had a phone call with my recruiter where she asked general questions such as where I went to school, what my major is, how I heard about Deloitte, the service areas I am interested in, and where I will be located this summer. I had already completed the HireVue interview (digital interview) weeks prior to this meeting.
She told me that next week, around January 28th, I should receive an email about whether or not I move on to the next rounds. Apparently, there are 2 extra rounds (interviews) after this phone call with the "teams". I have only had a digital interview so far.
She mentioned there are 17 open slots and more than 22 candidates so I am very nervous. She also mentioned that some people receive other offers and drop out of the role which opens up more space for the role. They say they want to close the role in 4-6 weeks..
It also depends on whether there are enough slots for the service areas people are interested in because if there isn't one available in what you want then you are least likely to get a position (that's how it sounded like to me...?) I really want this internship. I am so excited yet really anxious and hoping for the best!
Does anyone know what my chances are of getting the role? Have I made it far into the interview process in comparison to others? What will determine if I make it to the next round or not?
Any helpful words of encouragement or advice? hahaha
Is anyone else in the same boat?
Thanks!
