Unfair Dismissal Allegations
An individual, formerly employed by TCS, has voiced grievances regarding their termination. The employee claims they were let go based on a '200 days unallocation'
milestone. This came as a surprise, as the milestone was reportedly absent from the company's separation policy. The individual asserts that the RMG team, with whom they had regular contact, never communicated this milestone, either verbally or in writing. The employee expressed feeling that the process was unfair, especially given that the company was allegedly struggling to fill certain roles after their departure. The employee believed that the RMG/HR department may have been targeting senior employees for termination and mentioned that legal action should be considered against the company for such practices. The employee mentioned that after they were discharged, they had provided feedback to the company.
Policy and Notice Issues
Adding to the concerns, the employee pointed out that TCS's Separation Policy mandates advance notice in cases of 'Separation due to Business exigency.' However, the employee stated they received no such warning. The former employee also recounted their interactions with the RMG team, often being told, 'I don't have anything for seniors.' They further noted that senior positions were primarily filled through personal connections, with managerial roles rarely advertised through the LEAD portal. In the employee’s feedback to the company post-discharge, they had emphasized the right to be informed about key process milestones in advance rather than receiving information after the fact. The ex-employee also explained that no one from the RMG team had informed them. This lack of transparency and adherence to stated policies forms the crux of the ex-employee's complaints about the discharge process.
Context of Recent Events
The employee's account emerges against the backdrop of TCS's recent actions. The company announced payouts of up to two years' salary for employees whose skills no longer match the company's needs. This plan comes after TCS's July announcement to reduce its workforce by roughly 2% (approximately 12,000 employees) over the coming year. These moves underscore TCS's efforts to adapt to rapid technological shifts and automation. The ex-employee's claim centers on the lack of fair process and transparency in the discharge. The ex-employee also mentioned that after they were discharged, they had provided feedback to the company, stating that at the time of the discharge, no such policy existed.
