🚨 Force Resign prevailing in Bangalore location in more counts

Today in Bhuwalka, over 45 employees — from freshers (Y to C1) to experienced professionals (C2 and above) — were compelled to resign without being given even a single second chance. Those unallocated for more than 60 days were bluntly told that if they had no allocation, it was better to resign. In reality, projects are available, but RMG is deliberately withholding them from unallocated employees, keeping them idle, and then pushing them into forced resignations. For C2 and above, no deadlines or alternatives were offered — only the harsh ultimatum to resign or face termination without an experience letter.

The process appears less like a business necessity and more like a calculated move. RMG delays skillset matching, extends bench periods, and assigns people to irrelevant projects where failure is almost guaranteed. Once employees are released again, HR steps in with resignation mails, turning exits into a mechanical routine. The ethics, values, and sense of commitment that once defined TCS seem to be fading, with employees treated less as contributors and more as disposable resources. This silent practice of systematic layoffs is steadily breaking the trust that bound the workforce and the organization together.

Instead of resorting to forced resignations, the company could embrace measures that strengthen both employees and business outcomes. Providing structured technical trainings, re-skilling and up-skilling opportunities, and aligning people to suitable roles based on evolving industry needs would not only preserve jobs but also enhance delivery quality. Transparent allocation processes, mentorship for those struggling, and proactive career guidance could replace the fear of sudden exits with a culture of growth and resilience. Such steps would reflect the true spirit of responsibility and commitment that once made the organization a trusted name.