Latest news with #PerformanceImprovementPlan
Time of India
11 hours ago
- Business
- Time of India
‘Anti-worker move to downsize...': TCS policy to cap bench time, 225 mandatory billing days slammed; here's what All India IT employees' union said
TCS has implemented a revised associate deployment policy that requires staff members to be billable for 225 days per year. (AI image) Tata Consultancy Services (TCS)'s latest move to mandate 225 billing days for employees and cap their bench time to 35 days has been slammed by the All India IT & ITeS Employees' Union (AIITEU). The union has called TCS moves as a ploy to 'downsize' teams and has also termed it as an 'anti-worker' policy. The policy, effective June 12, was introduced by Chandrasekaran Ramkumar, who leads the Global Resource Management Group (RMG). AIITEU, representing technology workers, has labelled this directive as unfavourable to employees, suggesting it aims to reduce workforce numbers. AIITEU has reportedly issued a statement: "The RMG of TCS is known to be responsible for ensuring adequate billability of the employees. While it is true that long period of inactivity has an adverse effect on employees' compensation, individual growth and overseas deployment prospect, the policy also has an ulterior motive of transferring the responsibility to ensure adequate billability from the RMG to the employees. " Also Read | Tata Electronics builds India's 1st semiconductor fabrication unit: Gujarat enables 1,500 residential units; mainly for Tata Group staff, suppliers The union further stated: "It is an attempt by TCS Management to justify the organisation's anti-worker policy of Performance Improvement Plan (PIP) that the management often resorts to, during downsizing." by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Memperdagangkan CFD Emas dengan salah satu spread terendah? IC Markets Mendaftar Undo What is the TCS updated deployment policy? Earlier this week TOI reported that TCS has implemented a revised associate deployment policy that requires staff members to be billable for 225 days per year, with bench duration limited to 35 business days annually. This directive seeks to enhance efficient resource allocation whilst ensuring alignment between company and employee objectives. According to the document examined by TOI, "At any given point in time, associates must be allocated for a minimum period of 225 business days in the last 12 months," adding that "Long periods of remaining unallocated shall adversely impact associate compensation, career growth, avenues of overseas deployment in future, and continuity of employment with the organisation." The Resource Management Group at TCS is responsible for employee deployment and allocation. This division ensures appropriate talent placement across projects whilst maintaining optimal utilisation levels throughout the organisation. "In the event an associate is unallocated, it is the primary responsibility of the associate to proactively engage with the Unit / Regional RMG for seeking allocation and take initiative towards pursuing suitable opportunities provided by the organisation," states the policy. Unallocated resources comprise associates who have been released to RMG, are available for their next assignment, and report directly to RMG. TCS offers various developmental platforms including iEvolve, Fresco Play, VLS, and LinkedIn. Associates without current assignments are required to dedicate 4-6 hours daily to relevant learning through iEvolve, fulfil all mandatory and priority training requirements, participate in RMG-recommended in-person sessions, and continuously enhance their skills to maintain interview readiness. Also Read | Big win! China companies now exporting 'Made in India' smartphones & electronics to US, West Asia; notable shift for Chinese brands Additionally, they need to utilise the Gen AI interview coach, analyse and implement feedback received from previous interviews, and ensure timely completion of all training programmes with complete attendance. TCS has mandated compulsory office attendance to ensure rapid deployment, and consequently, work-from-office exemptions and flexible working options are not available. "However, associates may request short-term flexible work options for personal emergencies in exceptional circumstances, subject to organisational policies and prior approval from the RMG." The company has indicated that allocating employees to multiple projects for brief periods is not encouraged and could trigger HR inquiries and subsequent disciplinary action. Stay informed with the latest business news, updates on bank holidays and public holidays . AI Masterclass for Students. Upskill Young Ones Today!– Join Now
India.com
a day ago
- Business
- India.com
Bad news for Ratan Tata's group TCS as it faces strong opposition from…
Ratan Tata (File) The All India IT & ITeS Employees' Union (AIITEU) has condemned Tata Consultancy Services (TCS') over its revised associate deployment policy. According to media reports the policy had mandated employees to have 225 days of billability every year and also limited bench timelines to 35 days a year. The tech workers union also called it an 'anti-worker policy' and accused it of making it 'downsize' teams, according to a Money Control report. The IT employee union said that the new associate deployment policy of TCS puts the responsibility of finding projects on the employees instead of the Resource Management Group (RMG). TCS New Policy The new policy was announced on June 12 by the Resource Management Group (RMG)regarding assigning projects to employees. According to new rules, employees have to approach the RMG themselves to get projects so they can ensure to have 225 days of billability over a 12 months period. If the employee misses this billability target, they will face disciplinary action like termination of service , the policy said. Employees also cannot be on bench for more than 35 days a year, as reported by Money Control. IT Employee Union On TCS Policy AIITEU said in a statement, 'The RMG of TCS is known to be responsible for ensuring adequate billability of the employees. While it is true that long period of inactivity has an adverse effect on employees' compensation, individual growth and overseas deployment prospect, the policy also has an ulterior motive of transferring the responsibility to ensure adequate billability from the RMG to the employees.' 'It is an attempt by TCS Management to justify the organisation's anti-worker policy of Performance Improvement Plan (PIP) that the management often resorts to, during downsizing,' the tech workers union added. TCS employees are also expected to upskill themselves and take mandatory 4-6 hours of training through the company's iEvolve platform, as per the new rules.
Yahoo
06-06-2025
- Yahoo
Seminole County Deputy suspended after gun scare near Milwee Middle School
A Seminole County Deputy has been suspended, accused of failing to do her job when she was alerted about a kid with a gun near a middle school campus. Channel 9 obtained a copy of an investigative report that details what happened, it stems from an incident in February. According to the report, Deputy Brianna Mattingly had been working as a school resource officer at Milwee Middle School. According to the report on February 26, a paraprofessional at the school told Mattingly that she saw a former student near campus with a gun. Investigators found Mattingly was careless in how she handled the incident. According to the report, from the time the paraprofessional told the deputy about the possible gun on campus to when she got out of her car and took any action to assess the situation, more than 8 minutes passed. Administrators said Mattingly was lackadaisical and failed to act with urgency. 'Despite having been informed of a potential threat in the immediate vicinity of the school, you failed to act on the reported information immediately… You failed to handle that threat appropriately,' reads the report. While the reported weapon turned out to be a pellet gun, investigators said the deputy didn't know it at the time and she didn't do her job by immediately going after the weapon. According to the documents, Mattingly apologized and took responsibility for the incident. She was suspended without pay for 42.5 hours, placed on a Performance Improvement Plan, and transferred from the Department of School Safety to the Judicial Services Division. Click here to download our free news, weather and smart TV apps. And click here to stream Channel 9 Eyewitness News live.
NDTV
08-05-2025
- Business
- NDTV
Microsoft Implements 2-Year Rehire Ban For Underperforming Ex-Employees: Report
Quick Reads Summary is AI generated, newsroom reviewed. Microsoft has a new two-year rehire ban on underperforming employees now. This policy categorizes such dismissals as good attrition to enhance efficiency. The tech industry is moving toward stricter performance management policies. Microsoft has implemented a stringent performance management policy, introducing a two-year rehire ban for employees dismissed due to underperformance, according to a report by Business Insider. These terminations are categorised as "good attrition", reflecting the company's intent to part ways with employees not meeting performance standards. This move aligns with a broader industry trend among tech giants like Meta and Amazon, which have adopted similar strategies to enhance workforce efficiency. The company has also introduced a Performance Improvement Plan (PIP), offering employees a choice between engaging in a structured improvement process or accepting a voluntary separation package. Employees opting for the PIP and failing to meet expectations face termination and the subsequent two-year rehire ban. These measures are part of Microsoft's efforts to foster a high-performance culture, emphasising accountability and aligning with its strategic goals in artificial intelligence and cloud services. The company aims to ensure that its workforce comprises high-performing individuals capable of driving innovation and maintaining a competitive advantage in the tech industry. According to a Business Insider report, overall, the industry is shifting toward more rigorous performance expectations and less coddling. Performance-based cuts are becoming more common as tech companies get tougher on employees. Earlier this year, Microsoft fired 2,000 employees deemed underperformers without severance and started a new performance improvement plan. A recent internal email sent to Microsoft managers, viewed by BI, said this new plan was "globally consistent" with "clear expectations and a timeline for improvement". The process gives employees an option to enter the PIP or quit and accept a "Global Voluntary Separation Agreement", according to another email that BI viewed. Another document, also viewed by BI, shows the agreement includes a payout equal to 16 weeks' pay.
Yahoo
03-05-2025
- Business
- Yahoo
CHAUDHRI: Too many tech layoffs blamed on poor performance
It was Mae West who said an ounce of performance is worth a pound of promises. Being able to focus, execute and 'perform' are good traits for anyone to have – particularly for employees. But performance, or more specifically the measurement of it, can be a nebulous exercise. Some metrics of performance are cut and dry and clearly objective, while other elements can be entirely subjective. Performance, like beauty, may lie in the eye of its beholder. No doubt, two managers may have a very different view of the same employee's performance. The very fact that performance can be measured differently by different people can give employers some broad discretion when it comes to assessing performance. Some tech companies have harnessed the relative vagueness of performance assessment to support mass layoffs of employees. It's an alarming trend. SFGate reported that Jack Dorsey, CEO of Block, laid off 931 workers earlier this year, including employees who were 'off strategy' and 'underperforming.' Dorsey told Business Insider in 2023 that he eliminated drawn-out performance improvement plans and preferred to terminate underperformers 'without delay.' Terminating 931 workers at the same time for purported under performance seems staggering, particularly when the company abolished an important performance management tool. Was this a mass layoff masquerading as something else? Microsoft and Meta have also reportedly tied large scale layoffs to alleged widespread employee underperformance. Similarly, Business Insider reported recently that Salesforce has introduced a new 'PEP' or 'PIP' program. Under this program employees are offered a 'Prompt Exit Package' with less or lower severance. If employees refuse the PEP, 'they will be put on a PIP (Performance Improvement Plan),' according to the story. Business Insider reported that the performance pressure at Salesforce was implemented 'as it executes its plan to reduce its workforce by 10%.' CHAUDHRI: Court of Appeal sends warning to Ontario employers CHAUDHRI: Can your employer force you back into the office? CHAUDHRI: Are you being quiet-fired? While it makes some sense for employers to apply a higher level of scrutiny on employees if a reduction in workforce is being considered, there are obvious issues with the approach. Firstly, performance assessments should never be made arbitrarily. An employee should be rated in a good faith way, not in anticipation of a future demotion or termination. If an employee is slated to be terminated (or even being considered for termination) an employer should not arbitrarily tinker with the employee's performance rating in advance of the termination. This should be obvious, but when mass layoffs are being tied to performance issues we must explore why an employer would be incentivized to do so. Many employees receive raises, bonuses and commissions based on performance ratings. The higher the rating, the higher the bonus or raise. Now, if someone who is generally a high performer is terminated, they would expect a severance package that aligns with the compensation flowing from their high performance scores. In order to reduce costs, some employers may, on a bad faith basis, be painting good performers as bad or mediocre performers to subsequently reduce bonus/commission payments on termination. For example, in anticipation of the termination, lower the performance rating so as to support lower payouts on bonuses or other incentives. While one must be careful to call out employer practices, it seems implausible that there were, at the same time, 931 poor performers at Block who all had to be done away with at once. Employees should not take a poor performance review lying down. If the review is not fair or reasonable, it is of vital importance that it is protested, in writing. Saying nothing will lead an employer to argue that you accepted your fate, unfair as it was. Canadian courts must be prepared to explore poor performance ratings just prior to a termination, particularly when an employee is terminated as part of a larger reduction. It is a tool that is being used too often by powerful companies and should be explored, not ignored.
