A brief thought on WFO
I'm curious why employees without an ODC are granted WFH exceptions, even though they could be asked to report to the office a few days each month, while others are expected to be in the office every day. It's concerning that those with an ODC are required to attend all five days despite receiving the same pay as those who work remotely. Isn't this policy biased? We deserve some flexibility as well.
Hybrid was the way to go like every other companies.
But dictator in TCS made wrong choice. Now if they change, it will hurt their ego.
Boss still TCS headcount is increasing and bench strength is good. It is simple business, supply and demand. Demand is getting reduced and supply is super surplus. So with a heavy heart let's accept it.
If an account doesn't have a designated ODC in a city then the DMs and DPs are under constant pressure to swap those resources with others from another city where they have ODC. Now the manager might not be able to find an alternative talent or some other associated risk might be there. This is kind of luck and exceptional situations. Every month you can have at least 2 WFH as WFO index has to be >85% only for full QVA amount eligibility. Ask your DMs to grant few WFH gess request to approve from time to time. Those might be the breathing gap you can get.
To correct 85% of working days (Excluding weekends+Holidays+Paid Leaves etc..)
For example if a month has 20 then 85% of 20 is 17 days (WFO), remaining 3 days (WFH),
Another example is, if a month has 23 working days then 85% of 23 is 19.5 days (WFO) and remaining 3.45days ~ 3.5days (WFH)
I have recently seen a guy getting shortlisted for an account which doesn't have an ODC in base location yet they agreed to give him WFH exception.
I don't think that's the case everywhere. I work from a location where I do not have an ODC. So my supervisors have asked me to attend the office from the common or open ODCs. I have been doing that for quite some time now.
wfh totally depends on the project. I'm visiting open odc.
