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I got offers from Tata Consultancy - 18 fixed+4.3 VP
Birlasoft - 25L agreed on initial call. HR round pending.
Tech:Mainframe, YOE: 11.5
15 days notice left.
TCS asking for joining confirmation within 3 days.
Is it worth rejecting TCS, for 10% more package from birlasoft.
TCS better on:
Health insurance
More Yearly leaves
No relocation
No shifts
Birlasoft better on:
More package
May get joining bonus.
Help me decide which one to choose?
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Enthusiast
Hello All,
I have recently joined FIS Global around end of April. My mother recently met with an accident and she needs to be operated.
I haven't been able to update the anything regarding the insurance part yet on FIS portal.
Will my mother's treatment be covered under the insurance? If yes, what's the procedure for the same? What are the documents that I need to submit in order to claim the amount?
Can anyone please guide?
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I got offers from Tata Consultancy - 18 fixed+4.3 VP
Birlasoft - 25L agreed on initial call. HR round pending.
Tech:Mainframe, YOE: 11.5
15 days notice left.
TCS asking for joining confirmation within 3 days.
Is it worth rejecting TCS, for 10% more package from birlasoft.
TCS better on:
Health insurance
More Yearly leaves
No relocation
No shifts
Birlasoft better on:
More package
May get joining bonus.
Help me decide which one to choose?
If any other factors to consider?
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To VP 2, your points all make sense. But to respond with what sounds like a task to figure out how support for new moms would play out across the agency as it pertains to other possible hardships isn’t really answering their question. And I’m glad you faked some time off for a new mom struggling with an issue, but in these times you shouldn’t have to do that. That person should get that time they need without ‘tricking the system’. VP AD, my company switched to unlimited time off, and while we were all worried how that would work at first, it’s come in really handy for new moms as well as people suffering hardships across the board. Leadership regularly sends emails asking for us to support each other and take the time we need, and if we’re having a hard time getting it, raise the issue to your dept head. I’ve had to take time off for lack of childcare, covid bereavement, etc, and yes there were hiccups but we figured it out. Not sure about every person’s experience, but I’ve seen a lot more empathy across the board. Moms supporting younger employees separated from parents in other countries, newbies picking up slack for a dad who has to watch their kids for virtual school. I’m sorry you’re not feeling that support, I think I’d simply say my company is trying to lead with empathy and that alone has been helpful. My advice is to confidently set your own boundaries, you deserve that much.
This is one of those moments where the ad business really isn’t set up for working parents. They are just glad to have you back and working. At best, you have a boss who has kids and maybe sympathizes but probably also didn’t have support. As the ad biz is more remote and more moms feel like they can stick it out, we need to push for this type of support. People are leaving jobs left and right so it’s the perfect time to push. You just may need to help change it. When I came back, I felt completely alone. When my coworkers (or sometimes vendors) came back from mat leave, I was their support. I stopped them in the halls and saw the tired look of anxiety on their face and told them it was ok to leave at 4:45 to make a train or to block your calendar to pump and to not apologize for one second of it. Things are better at my agency but lots of room for improvement.
Same. Was put on a pitch the week I came back. It’s what convinced me to go client side.
Sorry to join the chorus, but zero support here too. When I returned from my first they put me as lead on a massive new pitch. When I returned from my second they changed my job entirely so I essentially had to onboard while waking up for night feedings. There were friendly check ins (e.g “oh ya, how’s the baby?”) but no actual attempt to provide meaningful support.
My best advice is to be your own best advocate. Set clear boundaries, reduce your hours if you need, and be compassionate with yourself. 💜
I was also put in pitch the week I was back. I just told myself I will prioritize myself and my baby no matter what even if it means getting fired, I just accepted it, it’s hard because I was always a people pleaser and always want to do a good job but I realize that this kind of mentality is harming me and my baby . I work from home right now so I WILL take any time I can to be with baby or to say NO I’m sorry I don’t have the bandwidth and I feel 0 guilt at this point.
There was no support I’m 3 months in. It’s very sad to me looking at ALL other countries were moms get at least 6m.. and here you are suppose to work like you don’t have a baby depending on you for all their needs and mother like you don’t have job..
I’m curious- what kind of support are you hoping for? Just some head pats and basic human kindness (which seems manager specific) or something institutional? If the latter, like what? Flexible schedule? For how long? Do people returning from any other illnesses get that too? Or just post short-term disability? Do dads get it too after paternity leave? Adoptive parents?
I guess I’m asking what the criteria would be. Do you have to be physically impacted, or have an infant or also be breastfeeding? And I guess I’m just suggesting that there are a million ways that employees can be suffering and need some grace. Employers can’t really codify all of them so it kind of falls to you to do what you need to do and put boundaries where you need them.
For me, I had a hard stop at 6. Worked faster all day, but done at 6. Not negotiable.
Not asking for ppl to be intimately involved in my bf schedule, just aware that it’s something a new mom has to do. I added my needs for context.