Related Posts
Any Delta Airline status challenges for 2018?
Bowl Leader
More Posts
Rising Star
Here we go again.
Conversation Starter
Bowl Leader
Bowl Leader
Reminds me of Amber Heard
Hi Guys, need help from you
I interviewed for tcs for SAP function Consultant and cleared technical as well as managerial round on same day. Next day I received mail from HR that I have been shortlisted and require to submit all the documents.
My CCTC is 21 LPA ( 19 fixed) and I put my expectations as 27 LPA (30 percent hike on Current CTC), YOE- 5.8 years till now and then need to serve 3 month NP ( till joining 6 years)
Which designation should I ask to TCS HR?
Mad CTC can I expect from TCS?Tata Consultancy
Additional Posts in Partner One
What is base pay range for L5 at Accenture?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
He might not get fired for this one instance, but if he is a repeat offender a pattern will emerge and it will eventually catch up with him. Of course, for that to happen someone needs to report him! I realize that this can feel overwhelming but trust me it is worth it. I beg you to report it! If you’re afraid of consequences you can ask for anonymity. I realize that it won’t provide much cover if you’re his only recent victim but it’s a start.
I'm done answering. If you are a partner, as an owner, self reflect a bit - if people are afraid to come forward, you have an issue and should be ashamed. Further, dont put the onus on the victims to navigate and "change" a broken system. They are powerless. Supposedly, you are smart agents of change for others, so figure out how to design and implement a fair system, which is accessible by everyone and does not retaliate either openly or not. When this truly happens in a credible way, the predators will know that they can not hide and the problem greatly diminishes.
HR does NOT protect you, they protect the firm...
Sadly, the only thing that will get him fired is negative publicity for the firm. You go to HR with no evidence, it gets burried. You threaten to go public, it gets handled. It's all optics
P2 you say it all in your reply. Save the change platitudes - too essy! You, as partners, need to drive that change, not the poor victims. We both know what happens when junior analyst comes forward with "allegations". She is better off leaving on her own THEN publicizing.
Yes they can. A partner at a prior firm was fired after his third sexual harassment complaint. You need to speak up.
Partners can 'do' something by showing more empathy towards those who dare come forward by challenging the HR and legal team to show respect for victims. HR is just terrible, I am sure being coached by legal all the way.
Women in most cases need their income and career to survive and support loved ones. Taking enormous career and personal risk is not practical for most of us. Lodging complaints will remain dangerous so long as HR and legal behave the way they do... all enabled by owners/Partners.
I am so sorry this happened to you. Even with these viral posts, one would expect us to be able to report things like this without fear of retribution and retaliation. And unf that’s not true. It’s hard to report someone who owns the company. But I think I would do it. If more women don’t speak up, this problem will continue. Please find another partner to support you and go straight to HR and ethics. Our firms have too much to risk to let behavior like this slide.
Usually no. Have heard way worse/been involved in worse and nothing happened even with witnesses.
@MD1 - exactly, that's my point. We keep getting "speak up! say something" but the sad truth is, say what, and to whom? The only thing I feel guilty about is the next girl, and the fact that I did nothing to stop it 😞 which is why I'm asking P1 for their opinion.
MD1 is right. No one in HR or in leadership in my experience takes action unless the company's reputation is at risk. Ethics, morals, doing the right thing do not matter to some leadership.
^You are right. But it is a David and Goliath connundrum. Going up against strong revenue generators is a career damaging move. Unless there is photographic or written evidence of the wrongdoing, little will happen. Wasted 4 months of my life this past year escalating things to HR and practice leadership. Everyone is afraid, PPEDs as well. Just need to quit if the situation is not addressed, unfortnately.
This the “real” Partner 1 — if that distinction matters to you.
I think my view aligns with my fellow Partner’s. You should be realistic about your goals in speaking up, but never the less encourage you to do so. My guess is that at this point more than 6 years later, HR is likely to interview you and the Partner in question. Document the stories, and include them in a file somewhere. With zero proof and such a long wait, they can’t really take any action beyond that. But a pattern of complaints allows for more action. And your complaint might not be the first either.
I would also be clear with HR about your expectations for what they will do, aligned with the above.
I realize it is easy for me to say, and that I will suffer zero consequences while OP may well suffer some negative repercussions. I also think it very much depends on the firm — at my firm I’m confident there would be none as I’ve seen HR situations handled very professionally before.
More broadly, change is sometimes painful for those who press for it. And this is not fair, but change won’t occur any other way. So if OP decides she’s not willing to bear any consequences or be the one to fight for change, I respect that decision as well, but I also stand for change and ready to support OP and people like her (or him — I don’t think it’s been explicitly stated). And I therefore hope more people will come forward to help make change a reality.
I had something similar happen five years ago after a large team celebration. I never said a word because I knew it would just hurt me and likely have no consequences for the partner. I selfishly don't regret my decision to stay quiet. BUT, this post makes me wonder if this is way more common than I would have thought...
Told my counselor about an incident. She told me not to report it. Reported it anyways. Trust yourself over others in these matters!
Anyone can be fired
I think in this day and age HR will investigate... even a partner
^Investigate too often means interview and whitewash. Simply a legal exercise aimed at protecting the firm.
Perhaps our perspectives diverge because the HR process you describe is not the one I believe my firm has. Perhaps I am wrong in that belief. I shall inquire.