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A *multi national bank* is hiring for the role of customer service representatives
Requisites:
Any graduation.
Must be able to speak English fluently.
Flexible with shifts.
Experience: Even fresher may apply.
Salary best in the class.
If you possess the required skills & experience please forward your resume to:
m2thimmaiah@gmail.com
I Currently work for an MNC in Kerala, I've 4.4 years of experience in software development. Currently leading a team of 6 developers. Recently I got an offer from Rakuten India, Bengaluru location. As Senior Software Engineer 1, Rakuten offered 13.5L as CTC + 1.4L as joining bonus. My current CTC is 7.2LPA. As per my research on the salary for this role at Rakuten, the offered one is low. 48days of notice period is left What i can expect from Rakuten India for this role?,How can i negotiate?
What is the diff between L1 and L2 visa?
Rising Star
Hi , my base location is kolkata in ibm . And i just shifted to kolkata with my family. However i am tagged to a project Barclays client which is in pune and bangalore. Is there any chance of my base location getting changed any day in future in IBM.
Infosys Tata Consultancy IBM Accenture Cognizant Capgemini
Comments will help very much
Additional Posts in Accounting
When does RSM find out about promos/bonuses/etc?
😂😂 me working from home today
Had 2 hours of billable work today 💀
Think they did a good job on this piece. It was a truly embarrassing moment for the firm, but I think it’s being handled as well as can be expected. Should go smoothly this year 🤞
https://www.washingtonpost.com/entertainment/ap-exclusive-new-rules-govern-handling-of-oscar-envelopes/2018/01/22/7e1d5cf2-ff86-11e7-86b9-8908743c79dd_story.html
When does working weekends start?
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I think people tend to stress too much about utilization in general. If you miss a big chunk of time because you are sick, take a leave of absence, work a reduced schedule, etc. the impact that has on your future promotions and comp is largely based on the skillset you have or have not demonstrated and whether you have demonstrated to whatever leadership is responsible for that decision you deserve the promotion / comp. I have seen someone who took a six month leave of absence but came back and nailed a project and got promoted as if he never left. You should focus on your skills and relationships and not get caught up in what is in the numerator or denominator of a calculation
People at the firm will swear by work/life balance and importance of taking time off but then they also preach how important it is to meet utilization targets...it’s not possible to do both. In this day and age work/life balance is more of a buzz word than a reality
At my firm sick time is a hit on your utilization. As PwC3 said, the expectation is you make up time here and there from a cold or doctor appointment. A person on my team is about to go on disability for their heath issues, which will be protected time, the hours will be taken out of their utilization goal. However, in the time leading up to the disability leave, they have had a lot of appointments, like when they started to feel sick and follow up and pre-op ones, in preparation for the surgery they will get while out. This is just normal non-leave sick time and has driven their utilization down. They have been getting mean emails about it being below their goal, even though it is known that they are about to be on leave for the issues. Now this person is worried they will be fired while out on leave, and it is so sad! Seems like a messed up system.
Sad!
(in this case at least) is a roundabout way to illegally punish them. Thoughts? 2/2
Typically sick/PTO is not factored into utilization rates
How is this used as threat? Not following. Is this material sick time? Like months? Then it will effect CRT and rating no doubt since it can’t compare with someone working. Otherwise, everyone gets sick but should not materially effect utilization or you can just catch up with some overtime.
FMLA is protected. Similar to maternity leave in some jurisdictions and jury duty. It would be retaliatory otherwise.
So I agree with above that there’s also legal protections against firing for such a reason. What are you worried about? Can you share more?
I had a doctors note stating that I was very sick and needed to work a reduced schedule due to physical and mental symptoms. My year end eval said that I didn’t step up and that I should have done more work. FMLA and ADA means nothing in public accounting.
That is rough. I’m kind of in the same boat too, even though I just posted earlier how impressed I was with the firm backing me up. Reviews just came out and I got hit for poor utilization and production even though half my time is spent out sick and on medical. Oh well, keep fighting along I guess
Short time disability leave (12 weeks in my case) does hurt utilization. It counts as zero in my Metrix. I called pwc help line, they said only local hr can correct it manually. Nevertheless HR said it is not possible to update utilization manually. I sent an email to my coach and RP with periods that got effected before CRT.
I was on short term disability related to maternity starting 5/1/18 for 8 weeks and took an additional 18 weeks off- still had slightly over 100% utilization for the FY19 performance year, so it seems like they maybe take parental leave/short term disability out of the equation? But maybe it’s diff for straight medical leave of absence though... not really sure? Seems like there should be a document clarifying this somewhere in the endless dumpster fire of Spark pages 😂
I went through this due to worsening of a mental health/ neurological disorder. I reached out to my people consultant as soon as someone let me know that it was starting to effect my performance. They started the disability accommodation process and it really helped. Basically, they can help arrange accommodations so that you can perform at your potential, but can't do anything about past performance. They got official approval for required appointments, so that no one could require me to be elsewhere during that time. I needed computer and phone equipment, which wasn't a problem. We also discussed reduced a work schedule, but I decided to hold off on that. I am also generally open about it, so people aren't surprised when I need help taking notes or need to ask a question again.
You o
Probably not legal w/FMLA
If you are sick every now and then for a day or so with a cold etc then the expectation is that you will make up missed time to catch up on your work. If on the other hand you are out for an extended period (such as disability) due to a prolonged illness, then you cannot realistically be expected to make up that much time. It may knock you down on the utilization pole and therefore affect your rating since compared to your peers you didn’t contribute as much value. With that said, it cannot and should not provoke a fireable offense.
How is it any different than a professional athlete tagged as injury prone and making it difficult to stay marketable in the league or receiving a reduced salary for future contracts due to these long or recurring injuries?
EY3- I'm impressed that you can get over illness that quickly. Residual illness can last a long time and it can take a while to fully get energy back. I've never come back after an illness at 100%
If you are using sick time for more than 5 days in a row, it becomes short term disability. That doesn’t hurt your utilization. Neither does parental leave.
Your friend should be protected. That does not sound right and borderline harassment. Did they tell HR? Also, the team should stand by him or her too. We all can get sick and would expect to be treated respectfully.
Sick doesn’t hurt utilization. It is removed from the denominator. If they have issues requiring more than a week out, they should be taking short or long term leave. You have the option of not being evaluated with long term leave. It is highly unusual for a staff person to be threatened with termination due to utilization (they don’t have complete control over that) and suspect something else is happening if that is truly the case.
At PwC sick time does not get removed from denominator
Yea I recall sick time and vacation do not count in utilization
Wait, sick days affect utilization? I thought effective utilization (which is based on effective available hours) is the only one that matters? Or at least at EY I believe this is the case