Anonymous User
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I got an offer from UST global for 32.5 lpa (31 fixed +1.5 lpa VP) + 2 lac JB for technical lead 1 position.
Is the offer good for tech lead 1 ?
i am also holding an offer from CBRE for 28fixed +2lac JB
Could someone please suggest about work culture, annual hikes and job security for UST ??UST Global CBRE
Techstack: Java backend, microservice
YOE : 7 years
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Bowl Leader
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when exactly is the ey split happening??
any single asian men in here interested to drink
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Rising Star
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Rising Star
Here we go again?
How long did you take off time from COVID?
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Last song you listened to.. go!
Rising Star
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When was the last time you went outside and why?
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This is unpopular, because as professional adults we should be putting our PTO when it’s not impacting or blocking major milestones (with some degree of flexibility). So no, we don’t ask, we’re saying we’ll be out because PTO is an earned benefit. Now when scheduled PTO conflicts with a major deliverable/event, then it’s a conversation, but for every other situation we are not asking permission
Buuuut at the same time, you will have those people that request time off right before a holiday/major event and then be all mad that it was denied. I think the people like us that are just respectful about when we are requesting really never have to worry about being denied. It’s a two-way street. You know your job responsibilities, and your employer should respect work-life balance. Plan requests, ask as far in advance as possible, and have conversations with your manager if it’s something sudden.
When I "asked", I was denied. When my colleague told, they weren't. I'm not "asking" anymore. I'll follow the system for notifying, but i'm an adult capable of scheduling my client commitments around my time off. It's my time - i'm not asking for permission.
Bad managers be bad managing!
I agree, unless they tell you you can’t have the time off when it’s an emergency.
I put my request in months in advance. It’s approved in Workday. I remind them periodically up until I’m about to head out the door and they still forget 🤣
Sounds like a snowflake problem. You ask your employer and they tell you if it’s a good time to be out. Some businesses have “busy seasons” and you chose that career. Not saying that employers have to be harsh about taking time for doctor’s appt’s and such, but grow up. What if you owned this business and one of your employees unexpectedly took time off? The world is bigger than just you and what you want.
We take requests in Dec for the next year. Seniority Matters however, everyone gets a shot for Holidays off as they are the most requested. Employees can select other periods a well.
Certain Dept's may have a limit on how many can be off at a particular time.
Once the submission period is over, it is locked in.
Any requests after that are on a first come basis.
I suppose it depends on your employer.
At one time I had a coworker that was of the belief that PTO meant “prepare the others” He said it was because “I’m not gonna be here and I’m not asking.”
It’s been a few years and now I do the majority of the scheduling for our staff. I make the schedules two weeks out from the current week. I feel like that helps everyone plan their life outside of work. I try my hardest to work within each person’s availability and I have never denied PTO or R/O. The staff are fully aware that after the schedule has been posted they are responsible for finding coverage for time off that is within the norm, for medical appointments and things like that I find coverage for them. I feel like that gives my team a sense of collaboration, and that I will work with their needs to the best of my ability. My hope is that they know that I try to work with the “home life is more important than work life” philosophy but, that there can also be balance between the two. I try to add a bit of emphasis to the fact that if we don’t all use the guidelines in place that myself and everyone else are left with the slack, and no one likes to be picking up anyone else’s slack. That’s been what has worked for me and my team for the past few years. My team is absolutely amazing and I undoubtedly appreciate them all.
I think there's a balance between both sides or viewpoints. For unexpected, short-term stuff like illnesses, deaths, etc. then it's understandable that an employee takes the time they need - a day, a week, etc. For planned stuff - like vacations, holidays, etc. I believe a good employee let's their boss know weeks or months ahead of time and they work together to ensure any projects, responsibilities, reports, etc. are covered. The employee reminds their boss in the days and weeks ahead of the planned PTO and communicates any issues, changes, etc., along the way. But it's up to the boss to ensure coverage. And any "denial" by the boss can only be on grounds of absolute necessity and of course, will vary by position, department, team, etc. If you're in a support function of a company - say like HR, there's probably not going to be a real legit reason why most people can't be off on the same day or the same week (say with holidays). If you're in a client facing/supporting role (or customer) then I understand teams, departments, etc. ensuring coverage is there at all times. For me it's a discussion. I'm going to communicate far in advance, help plan around my time off, but yeah, unless the boss can provide a legitimate reason I can't be off, I'm not taking no for an answer.
I think if the team manages their calendar well (i.e. not too many ppl out at the same time), the approval process should be easy and just formal.
if someones taking a long weekend during 4th of July then someone else should be able to take a long weekend during labor day etc.
Not everyone has the work experience of working at a decent company that will be fair. In fact, I'd go as far as to say that said decent companies are unicorns (and I work at one!).
So, people expect to be abused, because the majority of employers out there abuse their employees. (This also matches my experience. Prior to my current employer, all prior employers I was with abused their employees. Some less so than others, but they all did.)
That’s part of my compensation package. I’m entitled to it. I will take it. I don’t ask. We just have a rule that no more than 2 people can be on PTO on that same day. Which is reasonable. No one asks for permission to take time off. I put a request in advising that I will be on pto from this date to this date. The manager should be the one thinking about coverage not the employees as it’s not the employees responsibility.
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One of my people asks (I'll never deny) and the other just logs it and i get an automated email. I also warn them when I'll be out though I also do some WFH since when I'm on PTO since I'm a gatekeeper. Guess which one is more valuable and which one phones it in when at work and needs supervision (caught the person just arriving to work the other day watching YouTube videos rather than going to the team to see what needed to be done). Guess which one gets paid more.
These aren't the days when we all started out and we had to fill out forms 2 weeks ahead of time to be approved or denied by our managers.
Rising Star
Nobody should have to "ask" to use a benefit afforded to them afforded to them as a term of their employment. There may be a company policy in place that you should request time off X weeks in advance, or they have to have a basic minimum level of support. But other than that, all requests should be approved unless it would cause some kind of temporary hardship (being if the company is already short staffed for the requested time).
I can see if you need more than 2 weeks off consecutive days they could also have to get special approval, but other than that these should really be rubber stamped.
Rising Star
Nobody should have to "ask" to use a benefit afforded to them as a term of their employment. There may be a company policy in place that you should request time off X weeks in advance, or they have to have a basic minimum level of support. But other than that, all requests should be approved unless it would cause some kind of temporary hardship (being if the company is already short staffed for the requested time).
I can see if you need more than 2 weeks off for consecutive days they could also require you to get special approval, but other than that these should really be rubber stamped.
I agree there, you can’t have no one showing up to work and only one person working. That has happened to me
Rising Star
I put in the hours I'm willing to work and I can't be scheduled outside that. If there is nobody to work a certain day my manager will beg us all in an email, get us a new employee onboarded or just close for the day.