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I got offer on Citiustech Healthcare Technologies
May I know how WLB in this company, I see in glassdoor and ambitions contains positive and negative. Is it worth to join? Is it useful for me to enhance my career for long run? How about the retention pay? If we leave the company we need to pay entire retention pay?I have other wipro and CTS, which company is better to join?
I just got an offer from Accenture Switzerland, Total Comp 170K with 140K base. I have 6YOE as IT consultant and 9YOE in total. I am just upset that they did not offer me a relocation package of 20k because the cost of living in Zurich for a family with 1 child is crazy! Should I insist for a sign on bonus before accepting the offer?
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She’s a real bugger...
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@Manager1 thanks that really helps, and shows your competence.
Depends how incompetent you are
Get their view and inputs on what? I would gravitate to not sending an email, unless it's something that will impact the Director when they get back from leave.
If you do send an email during leave, make sure you begin with pleasantries (congrats, ask about their well being, the baby, etc) and a caveat that they do not need to respond but that you want to keep them in the loop.
I personally only checked email about once a month while on leave, and only to clean it up. Occasionally I'd respond if there was a direct question from a client or someone in the firm needing a point of contact.
D3 - do you speak from personal experience? Those are lofty assumptions.
I wouldn't, but would CC them on any communication, so he/she is aware and if they want to comment, they can do so, but shouldn't be mandatory. You should have someone that should be placed to do their work while he/she is away.
D3 I don’t think it’s about being incapacitated but women on leave often feel a pressure to check-in instead of taking the time we get to focus fully on baby and our own recovery. Sending an email puts added pressure on them to respond/be engaged when they really don’t need to be.
Nope
So they said it’s okay to contact them over email and you’re not sure so you’re asking us if it’s okay?
@PWC1. I am not sure if that was out of courtesy as I only had a short personal interaction with the Director before the leave. Hence whilst I want to send some updates to get their view and inputs, it also makes me uncomfortable to send an email given the leave (as I wouldn't want to be answering emails if I just had a kid).
@EY1 thanks, yeah I think that is a good approach.
Never anything wrong with sending an email, and letting them decide whether to answer. Just don't send multiple follow-ups to them demanding they reply.
I think you know the answer OP...which is no. Don't do it. Figure out how to move forward without their oversight.
Agree with C1 and I’ve taken multiple mat leaves
Don’t do it. It was probably just a courtesy statement. Let them take their leave and cc them. This allows them to respond if and when they want
Yeah D3, as a recently pregnant woman I agree with SM1. And even if she hasn’t given birth yet, she’s probably exhausted and just ready to disengage. Those last few weeks before you roll off on to leave can be exhausting. And she might have put a lot of baby stuff off to the last minute. I’d cc her and let her know so she can be in the loop, but definitely try to avoid contacting her if possible
Contact them about what?
Proposals and projects you were working on together
Assuming you know she has not delivered yet, she is pregnant. Not sick. Not on vacation (most likely). If it’s urgent, what’s wrong with contacting her. If she is not able to take your call she will not pick up. Better yet, email and ask if you can connect. Maybe she is bored, missing work and wouldn’t mind the conversation!
Policy is to return everything. So you should just assume someone didn’t take their laptop and phone and let them be
C1.. not directly. But am a father. Would you prefer we all assume that pregnant women are completely incapacitated? I’m assuming that OP has some kind of urgent need, and will respect the Directors individual situation.