ADP India
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For the past 75 years, ADP has provided unmatched service and designed forward-thinking solutions to help our clients and their employees across the globe take on the next anything. Recently, ADP India associates across Chennai, Hyderabad, Bangalore, Pune, Mumbai and Gurgaon came together to celebrate ADPโs 75 years of payroll and HR innovation! And we're just getting started because in the next 75 years, the possibilities are endless. #ADPIndia #ADP75 Rahul Goyal Vijay Vemulapalli Prasanna Kumar Kotha Stephanie S. Sujnan (Sugi) Venkatesh Kanchana Krithivasan Kavitha Rajan
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Stephanie S.
Marketing | Growth | Strategy | Tech | eMBA | Advisory Board
4mo
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Love this
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Capt Anand
Founder & Chief Dreamer Mira IMS | Experiential Events| Employee Engagement | MICE| Brand Activation|Destination Wedding
4mo
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Congratulations Team ADP
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Mamillolam Shiva Kumar
Working At south India | Ex- Hetero Drugs | Osmania University MBA "HR" 2023 |
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Impressive growth!
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Bhagwati Tiwari
Employment & Corporate Advisory | LKS | Senior Associate
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๐ง๐ต๐ถ๐ ๐ช๐๐ฃ๐ฅ๐ข ๐๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ ๐ถ๐ ๐ด๐ฒ๐๐๐ถ๐ป๐ด ๐ฏ๐ฒ ๐๐ฟ ๐ฆ๐ฒ๐๐ฒ๐ฟ๐ฎ๐ป๐ฐ๐ฒ ๐ฃ๐ฎ๐ฐ๐ธ๐ฎ๐ด๐ฒ ๐ง๐ต๐ถ๐ ๐ถ๐ ๐๐ต๐ฎ๐ ๐ฌ๐ข๐จโ๐น๐น ๐ด๐ฒ๐... Consider a severance package as a financial cushion for the exiting employee. It typically encompasses the following key components: โ ๐ฅ๐ฒ๐๐ฟ๐ฒ๐ป๐ฐ๐ต๐บ๐ฒ๐ป๐ ๐๐ผ๐บ๐ฝ๐ฒ๐ป๐๐ฎ๐๐ถ๐ผ๐ปWhen faced with retrenchment, employees are entitled to compensation equivalent to 15 days of average pay for each completed year of service. Any period of 6 months or more shall be deemed as one year for this calculation. โ ๐ก๐ผ๐๐ถ๐ฐ๐ฒ ๐ฃ๐ฒ๐ฟ๐ถ๐ผ๐ฑ ๐ฃ๐ฎ๐Should an employer choose to bypass the notice period provided by law or employment agreement, they must compensate the employee with wages for the duration of the skipped notice. โ ๐๐ฒ๐ฎ๐๐ฒ ๐๐ป๐ฐ๐ฎ๐๐ต๐บ๐ฒ๐ป๐Unused leave can be a valuable asset at the time of departure. In Delhi, for instance, employees can encash up to 45 days of accumulated leave, calculated based on the daily average wage of the preceding three months. โ ๐๐ฟ๐ฎ๐๐๐ถ๐๐ ๐๐ฒ๐ป๐ฒ๐ณ๐ถ๐๐Employees who have served for at least five years are eligible for gratuity, computed as 15 daysโ wages for each year of service. Once again considering six months or more as a full year. โ ๐๐ถ๐ป๐ฎ๐น ๐ ๐ผ๐ป๐๐ตโ๐ ๐ฆ๐ฎ๐น๐ฎ๐ฟ๐Of course, employers are obliged to remunerate employees for the actual days worked in the final month of employment. โ ๐ฃ๐ฟ๐ผ-๐ฅ๐ฎ๐๐ฎ ๐๐ผ๐ป๐๐Even if an employee leaves before the annual bonus declaration, they remain eligible for a proportionate share of the bonus based on their tenure within the fiscal year. The lucky WIPRO guy? None other than ๐ง๐ต๐ถ๐ฒ๐ฟ๐ฟ๐ ๐๐ฒ๐น๐ฎ๐ฝ๐ผ๐ฟ๐๐ฒ, ex-CEO and MD of Wipro.
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Business Octagon
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According to sources cited in a media report, IT giant Cognizant has pushed back salary increases for its "eligible" employees to August, postponing the increment process by about four months compared to the previous year. With approximately 347,000 employees worldwide, including 254,000 based in India, the decision affects a significant portion of its workforce. #jobs #employees #increment #2024 #salary #business #mnc #businessoctagon
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Ranjan Saini
DATA MANAGEMENT & GOVERNANCE PROFESSIONAL | MDM | MDG | SUPPLY CHAIN | PEOPLE MANAGEMENT | TRANSITION MANAGEMENT | DATA QUALITY | DATA CLEANSING
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26-Year-Old EY Pune Employee Dies Due To 'Work Stress'. Her Mom Accuses Firm Of 'Glorifying Overwork'.18 hours workday is normalized, glorified and expected out of employees by many big MNCs in India. The irony is, these same MNCs would not do that outside India.Indians are being seen as donkeys to offload work to and India is seen as a huge factory willing to operate 24x7x365.The Indian government is happy to take tax from us without ensuring the bare humane conditions to work. The government does not help taxpayers when they are laid off, but would happily collect the taxes from us when they arenโt even giving us the basic necessities. Dear Government, let this be the last death. I hope at least after this incident, the corporate workers would get some benefit from the government with a new law or a job seeking cushion in the event of layoff.
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KESHAV BHANOT
16K + LinkedIn Fam | 1 Million + content views | MBA | SSC CHSL & CGL | Previously at Military Engineering Services | Marketing Enthusiast | ABFRL | Content Writer | Copywriter | Ghostwriter | Content Creator | Poet |
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WILL NO-POACH AGREEMENTS HOLD IN INDIA?Recent weeks have seen the Indian IT services industry raking up no-poach clauses when it came to senior employees exits. Legal claims have been made.What explains this sort of a reaction? Are these clauses even legally enforceable?WHICH COMPANIES HAVE RAISED THIS ISSUE?Wipro and InfosysThe two leading IT services exporters alleged breach of contract when their senior talent Joined rival company Cognizant. Wipro took the legal route against Mohd Haque, a former senior vice President and a sector head, as well as Jatin Dalal, its former Chief Financial Officer. Wipro alleged that the two joined the rival firm before a "cooling off" period. Infosys had send a long official letter to Cognizant against poaching senior talent from the company. The reminders and lawsuits come at a different time for both the companies-they have struggled to retain senior talent of late. ARE SUCH AGREEMENTS LEGALLY VALID?The non-compete clause, mainly signed in promoter-led companies, is typically restricted to senior talent. But these clauses are more of a Gentleman's agreement. This is because Section 27 of the Indian Contract Act, 1872, forbids any agreement that restrains anyone from practicing a lawful profession or trade, and such clauses in employment contracts are not legally enforceable. According to recruiters, who are working on similar contracts, companies may hold back phantom stocks or restricted stocks if these agreements are broken but cannot withhold full and final settlements.WHAT CAN YOU EXPECT IN CONTRACTS IN FUTURE?Some companies may clearly state the rival firms to be avoided as a future employer in employment contracts. Again, this will not be legally enforceable but more of a fear tactic.WHAT IS YOU OPINION ON THIS ??#poaching #HR #recruitment #ITsector
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Prabhadevi BS โ๏ธ
Sales and Operations Management Strategist | Sales Performance Enhancement, Operations Optimization
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Anna Sebastian (EY Pune): A 26-year-old chartered accountant died on July 20, 2024, allegedly due to overwhelming workload. An investigation revealed that the EY office in Pune lacked a mandatory labor welfare permit, igniting discussions on work-life balance and corporate accountabilityNirmal Kumar (HCL Tech): HCL employee Nirmal Kumar reportedly died by suicide on September 19, 2024. His death was linked to severe workplace stress, prompting calls for better mental health support in corporate environmentsIra Jha (Flipkart): A young employee at Flipkart was found dead at her residence on September 22, 2024. Colleagues noted she had been under immense pressure due to project deadlines, raising concerns about the company's work cultureAnirudh Singh (Tech Mahindra): Anirudh Singh, a 30-year-old software engineer, passed away suddenly on September 18, 2024. Reports indicated he had been working long hours without adequate breaks, highlighting ongoing issues of burnout within the tech industryThese incidents serve as a stark reminder for companies to reassess their work cultures, implement better mental health support, and cultivate environments that prioritize employee well-being. Addressing these issues is not only a moral obligation but essential for maintaining productivity and retention in the workforce.#Mentalhealth #workpressure #stress #culture #job #lifegoal
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Jeetain Kumar, FMVAยฎ
I help students & executives in finance โข Top 1% โข MBA LPU'24CFAยฎ Candidate โข 31k+ โข KPMG Certified Financial ConsultantCertified FMVAยฎ, FPWMPยฎ, CMSAยฎ โข ESG & FP&A Specialist
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The gap between CEO and employee pay in IT companies has widened over five years.CEO compensation in the IT sector has skyrocketed, often exceeding 1,000 times the median salary.Cognizant offering 2.25 LPA to recent graduates while the CEO's salary is 186 crores, making him the highest salaried CEO in India. They were offering the same 'exciting' 2.25 lakhs two decades back as well. Infosys, Wipro, HCL, and Accenture have seen significant increases in the disparity. Infosys founder NR Narayana Murthy suggested fair CEO pay should be 25 to 40 times the lowest-level employee's salary, but ratios are much higher now.But in his own company now, CEO Salil Parekh's compensation is nearly 700 times that of the median remuneration in the companyThe growing gap between CEO and employee pay highlights the need for fairness. Companies should consider reasonable pay ratios to ensure equality and motivate all employees for better performance.#equality #paygap #leadership #fairness #compensationJeetain Kumar, MBA, FMVAยฎ
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Sudha Jhunjhunwala
Sudha Jhunjhunwala is an Influencer
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Non-compete clause: Indian companies love themWhat is non-compete clause? The clause restricts ex-employeeโs ability to join a competitor/rival company for certain period after quitting. Are non compete clause enforceable in India? Non-compete clause is unenforceable in India if operating beyond the term of employment. Indian courts have historically adopted a strict approach to non-compete clauses, citing Section 27 of the Indian Contract Act, 1872, which prohibits agreements that restrain trade.Practice followed by Indian employees Indian employees would rather comply than bear litigation costs and carry the burden of being sued by their previous employer. As per sources, Indian employees are not inherently litigious and therefore they tend to be compliant with their non-compete obligations, especially since the consequence of breach set out under their agreements is generally severe.In November 2023, Wipro sued former CFO Jatin Dalal after joining Cognizant seeking 25.15 crores plus interest for violating the non-compete clause in his employment contract.#Noncompete #clause #Employee #India #employer
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Abhay Ranjan
Lead People & Culture @ Zuddl (Y-Combinator)|| Human Resources || Ex-Tata || Gold Medalist (TISS, Mumbai)
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Tug of Wars Over Senior ExecutivesTop talents are mostly in scarcity, leading to intense competition among companies to secure them. Recently I came across news that two prominent IT services companies Wipro and Infosys found themselves in a legal dispute over the alleged breach of contract when their senior executives joined a rival firm, Cognizant. Frankly, employee poaching, as it is popularly termed, is not a new phenomenon, but it has resurfaced once again especially when employee retention has become increasingly challenging for companies. Non-Compete Clauses: Legal PerspectivesTypically, employment agreements for senior executives include a non-compete clause, preventing them from joining a competitor for a specified period, known as the "cooling-off period." Wipro pursued legal action against a former senior vice president as well as its former chief financial officer, claiming they joined the rival firm before completing this โcooling-offโ period. In contrast, Infosys opted for a different approach, addressing its concerns by sending a communication to Cognizant about the poaching of senior talent.Whatโs the implication?Legal view on the violation of the non-compete clause? Regarding the legal views on non-compete clauses and their validity, there is ongoing debate due to Section 27 of the Indian Contract Act, of 1872, which prohibits agreements that restrict individuals from practising a lawful profession or trade.What lies ahead?Looking ahead, I feel the talent competition is expected to intensify as the market shows signs of recovery, prompting companies to pursue top professionals aggressively. However, if the poaching of talent becomes more aggressive, it could ultimately harm the companies involved. It is anticipated that companies may eventually enter into some form of truce or tacit agreement to deal with this situation. What does it mean for employees?For employees, non-compete clauses pose challenges as they restrict their mobility in the job market. In an open and free market, such restrictive measures are generally unfavourable for employees. However, from a business perspective, implementing non-compete clauses may be a necessary measure to protect intellectual capital and prevent talent drain to competitors.It's interesting to keep an eye on the latest developments in this area!Image: AIHR
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Pratik Chitnis
1.5L+ Impressions || PGDM - Marketing/Branding ||
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Understanding CEO - Employee Pay Ratio ๐This metric, which is a mandatory disclosure for listed companies in India, explains income inequalities between staff and CEO. businessline 's analysis of FY24 annual reports of NIFTY50 companies shows that ratio ranges from 11 to 1702 for NIFTY50 companies. The highest pay gap as per the data is in Wipro with MD & CEO pay is 1703 times that of employees. The second is Tech Mahindra where the number is 1383 times. SBI Life Insurance, Shrirram Finance and Maruti Suzuki are few companies where multiple was relatively lower with 11 times, 30 times and 33 times respectively. Source: businessline #insights #articles #learnings #humanresource
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Chandan Singh
Principal Solutions Architect - Digital Platform (Cloud Data Engineering) - Amazon Bedrock, Gen AI, LLM, Machine Learning, Natural Language Processing, Data Science - Certified by AWS, Google, IBM, Dell Boomi and Red Hat
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There are pressure at every level and a good leader should know what are his teamโs strengths and weaknesses. Also sometimes there is a nicer way to motivate employees but people at powerful position exercise their authority without any human emotions and think profit is the only goal. #humanlivesmatter
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