The Resource Management Group (RMG) at Tata Consultancy Services (TCS) had announced a new policy recently, which required employees themselves to ensure that they are assigned a project. Employees were also told that they could not remain on the bench for more than 35 days in a year. It appears that the onus is now on the employees of TCS to keep themselves busy and on a project. It is pertinent to mention here that it has always been RMG’s responsibility to deploy employees to projects. However, with the rules changed, this responsibility has been clearly shifted to the employees. That means they have to ensure that they get onto a project and have 225 days of billability over a period of 12 months.
The All India IT Employee Union (AIITEU ) has opposed and condemned the company’s bench time cap and billability policy. If the employees are unable to meet the billability target they have been told that they may have to face strict action and may even be terminated!
This appears to be unfair since the employers should be the one assigning work and projects to the employees they have hired.
The unions feel that the revised associate-deployment policy goes against the workers, and is being used as a means to trim the workforce.
Additionally, employees of TCS are expected to upskill themselves during the period they are benched and also undertake at least four hours of relevant training via the iEvolve platform. It is mandated that they be physically present for trainings organised by the talent-development team as and when directed by RMG. The company believes that physical presence of the employees in office will help them get deployed to projects faster.
1 Comment
Dear Mr. N. Chandrasekaran (Chairman, Tata sons), Noyel Tata (Director) and Chandrasekaran Ramkumar,
(Global Head, TCS).
In light of your recent policies on new bench policy(RGM),leave and on work from home being rolled out for TCS employees, I would like to take this opportunity to express my concern through HRK News Bureau, focusing on the hapless BPO /SME /QC employees and their pathetic condition within TCS.
It’s concerning to see that while you advocate for this, your employees in the BPO sector are struggling to make ends meet. Offering a monthly salary of just 10k to 12k (much lower than the unskilled or layman labour) for graduates with degrees in BCA, BBA, BCom, or even those with honours and master’s degrees simply doesn’t align with the realities of living in today’s economy, especially amid rising costs of living and inflation.
We are aware that policies are created with the organization’s and its employees’ wellbeing in mind. Employees will feel at ease with remote, hybrid, in office /site or WFH working modes if pay is competitive, regardless of the policies in place. It feels contradictory to speak of boosting morale and upskilling when the compensation offered does not meet the basic needs of a family or even an individual. Can such a salary truly sustain anyone in today’s world?
Additionally, the policies regarding differentiation between core IT roles and BPO, SME and QC positions seem to disadvantage those working in the latter. It is disheartening to see employees, including SMEs and QCs, experiencing significant delays in salary increases and limited opportunities for growth or training. It is alarming that individuals might have to wait two decades just to see their salaries rise to a more manageable figure. This raises serious questions about the value placed on these roles.
As TCS continues to be recognized as one of the largest IT service providers in the world, it is essential for leadership to reflect on how policies impact the workforce. There is a growing perception that this situation represents a misuse of power and an exploitative approach towards an educated yet underemployed demographic.
I find it difficult to reconcile the current practices with the legacy of the late Mr. Ratan Tata, who was revered for his kindness and commitment to humanity. In light of this, I hope you and Mr. Novel Tata will consider the importance of upholding these values in your decision-making processes regarding employee welfare.
It’s crucial to listen and respond to the concerns of your workforce. These issues must not be overlooked and neglected; otherwise, this could lead to negative repercussions towards the Tata sons in the future. I strongly urge you to reassess salary offerings — a minimum salary of 30k for graduates seems not just reasonable, but essential for ensuring a respectful working environment.
Thank you for your attention to this urgent matter. I hope you will take this feedback into serious consideration.
Message to Reporters’ Friends: Please convey this letter to the gentlemen of the Tata group listed above for their consideration and understanding.
Sincerely,