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I have received offer from Wipro which is little above than the offer that I am holding but fixed pay is less. Thinking of rejecting Wipro offer. Is it better to reject or accept and then not join. Also if I reject, will there be any issue like they won't consider me in future?Tata Consultancy Wipro Cognizant Infosys
Hi fishes,
Why TCS is so rude and self proclaimed kinda. I declined TCS offer last year as they were giving very less CTC. Now I got interviewed again with TCS and cleared all the rounds but they are not reactivating my ibegin portal for document upload since I rejected them last year...in this way u think they will never ever reactivate my profile.
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Here goes LA
A fellow Deloitte alumni heading arsenal!!
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SOS: How should I prepare for a case study interview with less than 24 hours to spare?
A recruiter from Deloitte just reached out to me about interviewing tomorrow for a Tech Strategy Consultant position, which will include a case study. I’ve never done one before, so I’m kind of freaking out!! What’s the best way to prepare with such short notice? Deloitte
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most severance agreements come with a release of legal liability to prevent terminated employees from filing suit or organizing and filing as a group.
And, a non disparagement
Pro
Probably the backlash they would experience. What more of a FU is firing without cause? The severance is more of a “thank you, this is business not personal, good luck”
It’s a courtesy. They expect you to give two weeks’ notice if you leave, and they give two weeks’ pay if they ask you to leave. It’s that simple.
Chief
The reason for this is primarily related to legal and regulatory restrictions that are mitigated by the paperwork the laid off employees sign in return for their severance.
The biggest part of this is the non-disclosure/ non-disparagement agreement, and (more importantly) the waiver of all current and future claims against the employer.
Severance isn't required, they're just saving face
Because they aren’t cold hearted as you like to make them out to be.
Yes, they are. But it’s cheaper to pay severance and get people off the payroll than it is to keep paying salaries & benefits for employees who aren’t contributing to the bottom line.
On a lot of countries you can’t lay off people without cause. So severances is the way to go
While true OP specifically referenced at-will employees, which wouldn’t be subject to the same regulations
As most have said - severance almost always comes with a release/NDA.
Moreover, severance typically falls below the line - so it doesn't impact adjusted ebitda (which is what most execs and boards focus on)