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First off, don’t panic. It is not as unusual as you may feel and it is not as complicated as made out to be. I went through this almost 3 weeks ago, and here is the entire process that happened. I am, 24, unmarried, IT professional in Pune. I found this out on a Wednesday after I was late by 2 weeks. Got the Home pregnancy kit and it was negative. We were relieved, but decided that we need to check it again as there was a slightest of slight shadow of that other pink line. That was by far the smartest decision we had ever made. Next 3 tests on Thursday morning confirmed the fears. Then began the most insane Google search ever, we tried to figure out safe way to end it. By afternoon, we found out the nearest, highly rated hospital to get the process started. The first hospital balked at us being unmarried, young, clearly from different religion. We were scared and they took down the name, address, office where we work and shoed us away saying they don’t entertain unmarried folks. We questioned them that they wasted hr., caused us anxiety, when they could just have told us straight up that they don’t want us. Since they have our name, we can’t do anything about it and the "doctor" "graciously" told us that he is giving us free consultation! He directed us towards a place which 'may entertain our special case". First question to ask before you share your details: Do they entertain unmarried cases. The next place (the place we were referred to), it was shabby but the doc and his wife (also a doc) were very professional. They told us to get a sonography and come back with a report. The sonography person was an ass, since the preg was barely 4 weeks old, it was not detectable. This was blamed on my being fat. Since the fat layer was so dense h couldn’t get result through external or internal ultrasound. (BS much!) We paid 1100 for the test and 400 for the blood test. The doc obviously asked us to wait for another week, get the sonography again and once the location of fetus is known (it can be either outside uterus or inside0, he would give us the pill. That was 500/- cash for the doc, without receipt.We waited a week, thought and overthought it all, so much so that we each took random day off office and read every bloody story on the net. My guy was particularly careful about not letting me lift anything heavy, or doing anything to cause any pain. It was endearing and scary at the same time. The no receipt part freaked us out so we went to another hospital post the sonography (new place, 800/- and very professional). This was specifically mother and child place. The doc was an MD and she was the coldest human being on earth. She confirmed the test, asked us to sign forms, took ID s of both me and my guy, took consent confirmations and gave the pill subscription. We asked her what to expect she said it’s going to bleed, there will be pain. I asked her, when I will join work, she said within few days. We even asked if we should come back in case of heavy bleeding or any issues (Thanks to internet, we knew this to be a pain point) she said it’s obviously going to bleed for 4-14 days. Do not come before that. I swear to god, she did not help in any other way. Because they were giving bills/receipts and were an establishment with some hierarchy and if something gone wrong (we were sure it was going to go wrong), the place will be able to handle it. So we took the first pill on Wednesday. No issues faced. There was slight cramps in the tummy but that could have been anxiety. The next pill was taken on Friday night. My guy cleaned out the room, the mattress, the bed sheet. It was the one thing he could control and he did it. We took the pill around 10-30 pm. Keep water, some candy , comfort food , pads and hot water bag handy. The hot water bag was the most important thing. Nothing happened for 2 hrs. we took one painkiller with 3 pills from Mifegest. Around 12-30 the bleed started. It was regular period stuff. Nothing worrisome. Around 2am the cramps started, the hot water bag eased it a lot. This continued till 4 am after which we just fell asleep. Morning was almost like any other period day. No lumps or anything coming out. We took the next pill with another pinkiller. Saturday went off with no fetal matter exiting me. Sat night, I slept soundly. Sandy the lumps started flowing out, again manageable with slight discomfort. We even went for a walk on Sunday. Monday we took leave from work and by now the flow had become minimal. There were few big chunks on Sunday night, they were gel type stuff usually experienced during menses, just a little bigger. I was back to work on Tuesday. The flow continued till Thursday but life was back to normal on friday. We went in to test again after a fortnight, nd got the all clear from the sonograhy guy. The cold doc asked us to come for a consult after the sonography and today it will all be over in all honesty. My case was 8 weeks , treated with MTP and closed without any comlication. Be strong and know that it is okay. The stories online are sometimes way too horrible. It is not the case always. Thecost for the entire thing with sonography came to 8500. India is very friendly about this, if we overlook the social stigma. The emotional tool will be heavy, be clear about your decision and do not hesitate to ask for help. Few positive stories online helped me through, i hope this answer helps you. Feel free to signNow out via comments and I will answer your querries.Dont worry, you got this !

IntroductionThe importance of emerging economies like India has been rising due to the dual reasons of economic reforms in many of such emerging economies and the fact that the growth rate in these countries has far exceeded that of developed nations. An indicator of sound economic activities in India has been a steady robust growth in air traffic in the last few years.Last year, airline operators in India handled a total of 117 million passengers, registering a growth of 17% on a year to year basis. The remarkable air traffic growth is evident from the fact that in 2010, the traffic volume was 50 million passengers- just half of the traffic in 2017!In April 2018, six Indian airline operators with a fleet of 534 aircraft handled 11.5 million passengers registering an unprecedented growth of 26% over the corresponding month in 2017.India has its inherent massive volume of people who want to fly. Besides, India has an ideal strategic location geographically to connect Europe and Far East Asia. This gives a tremendous opportunity for India to become a major global hub to such places like Dubai and Abu Dhabi.Thus, India can be a big provider of trained personnel for aviation in terms of engineers and pilots and even cabin crew as Indians have a traditional service mentality. India can be a huge exporter of services as well, in terms of maintenance, repair, and overhaul (MRO) services and other things like ground support, security or IT. So, India is certainly an aviation power. There cannot be any doubt about that. There is no way for Indian airlines not to become global airlines. Indian airlines have to be global because they have much inherent strength like a strong and surging customer base. Aviation analysts believe that there is no reason why India's traffic should be making Mid-East or Far-Eastern airlines the global airlines and why India should be only supporting and strengthening their airlines and their hubs. Finally, Indians would have to make worldwide airlines and global hubs. With better policies in place, India is destined to get there eventually.There have also been some infrastructure shortages because of the phenomenal growth India has seen. India has a total of about 400 airports/airstrips and heliports and out of this figure, only 129 airports are being operated by the Airport Authority of India. Remaining facilities are non-functional but have tremendous potential for utilization in the coming years. The government is putting a lot of effort into building new airports. Then the Udan scheme aims to connect Tier II and III cities which were never on the aviation sector map. During the last 75 years, only 75 airports were connected. In another 3-4 years, other 70-75 airports are expected to come online.With the anticipated growth in aviation, more and more aviation professionals will undoubtedly be required. Apart from the crew on the flight deck of an aircraft, the engineers and technicians will form the core of the manpower requirement of an airline. All other manpower in ancillary areas will revolve around this core. All stakeholders must put in place several initiatives to build up a pool of skilled professionals to help drive the industry. Therein lays the significance of processes of HR practiced in the aviation industry. All aspects of HR management – from recruitment to retirement- need to be studied.To study the HR processes in an aviation organisation, the overall sphere of aero-space in India needs to be understood first. This can be broadly classified under different heads. This includes airports, ATC, airline operations, MRO services, and ground support. This also includes space research, production and related R&D the discussion of which is beyond the scope of this study. However, each such area demands a unique set of skills, knowledge, and workmanship – mainly attributed to the vastly varied nature of jobs therein. The most signNow point being emphasised in the context of this paper is: ‘All these areas use Manpower that is Human Resources'. Against this backdrop, HR processes in any organisation in general, and an aero-space organisation, in particular, need to be studied.There are certain facts which cannot be ignored while discussing HR in aero-space sector. One signNow one being: ‘Every job created in air transport results in the creation of six new jobs'. Given the growth of Indian aviation, it has been estimated that aviation manpower in the country may rise to nearly 0.12 million in the current year. That is, indirect and induced employment will be at least six times the direct employment.Case Study. IndiGo and Spicejet (i,ii)IndiGo• Named as Aon’s Best Employer for the year 2016 and 2017• Market share of 49% as of May 2019• Comprising a robust fleet of 234 aircraft: 83 new generation A320 NEOs, 128 A320 CEOs, 18 ATRs and 5 A321 NEO serving 55 domestic and 18 international destinations.Spicejet38 mainline Boeing fleet for key destinations and 24 Bombardier fleet for regional connectivity in tier II and III cities and also under UDAN scheme. Flying over 18.1 million passengers annually across 56 destinations, commanding a domestic market share of 12.04%. It saw employee strength increased from 6,902 in April 2017 to 8,447 in March 2018.Observations.Both IndiGo and Spicejet have grown steadily over the last four years. They have added several airplanes to their fleet (Capacity Increased); added several new flights and destinations. Their aircraft have flown millions of hours as indicated by their respective expenses on fuel. Consequently, their Incomes have increased. Unfortunately, the employee benefits expenses shown in their books do not reveal a similar proportionate rise over the period. This indicates that these companies did not invest in their HR resources as anticipated. Both these companies plunged into losses during the current year.It is not enough to increase salaries at regular intervals. It should be necessary to make sure that such a CTC increase is in a legitimate proportion of the Company's turnover. The poor employee should not be forced to bear damages arising mainly due to incompetence on the part of the management. Two recent instances – Jet Airways and Air India – have revealed the disastrous consequences of not following such a policy.HR Processes in an Aviation Organisation.The aviation industry is a specialised one. Employees herein are needed to be highly skilled and quality conscious. There are mandatory legal requirements regarding the airworthiness of an aircraft and certification of engineers and technicians working on or inspecting an aircraft. However, the requirements of engineers and technicians cannot be directly met from the products available from Engineering Colleges and Technical Institutes.Furthermore, 3–4 years of experience in the aviation industry is a pre-requisite laid down by Civil Aviation Departments all over the world for obtaining a license or approval to work as Engineers or Inspectors in an aviation organisation. Hence planning of engineering manpower requirements well in advance is a must for an airline. One objective of this paper is to discuss the long term planning for engineering manpower resource in an airline.Human Resources are the employees of the Company who are the driving force for growth and efficiency and form the greatest asset of the Company. A company should try to sustain a strong culture of positive working relationships between its employees and recognize the fact that the success of the Company is deeply embedded in the success of its workforce. As such, it must honor certain obligations towards its human capital. It is the duty of the employer to protect the human rights of its employees, including the right to equal opportunities, fair working conditions and protection from discrimination.Figure 1 shows a possible analytic solution for HR issues that an organisation may like to adopt. It includes identification of the problem, its possible solutions, and the prevention of more such problems in the future.The Company must believe in enhancing the skill-set of its employees so that they can embrace the emerging technologies and the ever-evolving, dynamic world of aero-space. To accelerate the learning capabilities of staff, the Company must invest heavily in various learning and development interventions. The employees may then be expected to be deeply engaged, committed and work with enthusiasm. This forms the basis of employee motivation. It continues to be the key indicator to measure employees’ involvement and dedication in the organisation.Challenges Faced.While emphasising the backdrop of this study, this paper attempts to identify the various challenges faced by the different forms of an aero-space organisation. It tries to spell out those challenges, identify their origins, causes and suggest possible solutions.Questions which a Company normally faces while running an aero-space business in India:• On the feasibility of doing an aviation business• On continuance of existing business• On dealing with complex regulations• On expansion and diversification• How to stay in sync with market dynamics• Incorporate or develop new technologiesTo address such issues, the management apart from investing in land, building, plant & machinery invariably have to turn to its available HR strength without which the business cannot be sustained. Herein the challenges faced by the management are:• Attraction and Retention of Talent• Poaching• HR fringe benefits• HR welfareEmployee Recruitment.The case study of Taj Hotel in Mumbai after the 26/11 incident highlighted the recruitment policy of the company. Herein, the employees are not judged by their grades obtained at the school, but by their aptitude at the time of their recruitment. (iv)Taking a clue from the Taj Hotel recruitment policies, an aviation industry should signNow out to tier II or tier III cities and villages instead of metro cities only. Formal school or college education may not be necessary, but they should look for the right attitude towards life in the aspiring candidate. Apart from this, the organisation may not have to look further. Sons and daughters of current employees may be given preference. Besides, the organisation must ensure that one senior employee grooms at least three other fresh recruits in his section. Even in his absence, the job can be carried out. Thus, no employee should be made indispensable.The industry needs to adopt a "life-cycle" approach to attract, develop and retain talent in the aviation sector. These include manpower development and retention programs at all stages of the career, including pre-employment training and up-skilling on the job.The organisations should encourage aspirants in a structured and well-calendared manner to develop and deepen their specialist skills in aviation, maximise their potential and enhance their employability in the evolving sector.Employees’ Expectations.Most of the research done on HR has concluded that every employee in an organisation anticipates just three basic ingredients in his job: an appropriate salary, job security, career growth prospects, and above all, motivation. To successfully address the challenges mentioned above, the management of the organisation only needs to take care of these factors. Here are a few suggestions:The salary part, its structure. The ideal cost-to-company (CTC) of an employee has to be a judicious balance between –1. The value of the job done by the employee2. The commitment of time and energy of the employee for the CompanyAnd1. The promoters’ investment2. Labour Laws’ directives: Minimum Wages Act, Bonus Act, Gratuity, PF, etc.3. A productivity linked incentive (PLI) as some percentage of the Company’s turnover4. Insurance to cover medical exigencies5. Maternal/paternal benefits6. Matrimony benefitsGrowth Prospects.Every employee understands fully well that his career growth is directly linked with the growth of the Company. His life and his social status grow if the Company grows. He, therefore, chooses to work in an organisation which shows some visible signs of growth. The organisation should take note of this and genuinely try to grow its business. This usually takes the form of expansion or diversification. This is one of the most effective ways to retain employees which prevents any chance of poaching by competitors.Employee Retention.Having fulfilled all the necessary conditions for the employee welfare, the Company may then afford to relax. Even the issue of poaching will be rendered ineffective because nobody is indispensable. The employer shall draw satisfaction from the fact that the leaving employee will carry and promote the company's brand forever wherever he will join. Besides, the prosperity of an employee is also one of the social objectives of the company. The employee while considering switching jobs will be reluctant to risk his career. The risk being: he may not command the same respect in the new company. However, the employer still needs to guard just one aspect of HR – motivation – under which every employee becomes willing to apply his body, mind, and soul to his job and his company only.Employee Motivation.The case of Jet Airways deserves even more mention here in the context of HR in aero-space. Jet Airways has gone bankrupt; most of the personnel from the top management have left Jet Airways in the lurch. Only the employees of Jet Airways today stand firm to support Jet Airways in its hour of crisis. The investments of Jet’s promoters made in the number of its metallic airplanes since its inception 25 years ago went awry. But the investments Jet had made on its Human Resources made of flesh and blood did come to its rescue. The returns from such investments have turned out to be priceless. This makes an observer filled with an overwhelming sense of awe and belief that all is not yet lost for Jet. This is precisely what the power of employee motivation is. Jet’s employees derived strength from their motivation which enabled them to offer to revive the Company. It is left up to the Jet’s lenders now to decide. (v)Drawing lessons from this story, an organisation must encourage its employees to live healthily and work safely, both within and outside workplace. Healthy employees are more productive, more motivated and live with the proverbial peace of mind. The organisation generally considers many steps in this direction. However, in view of arresting any likely employee unrest and its disastrous consequences, this paper suggests some ‘must-do' steps.Steps Recommended for Employee Motivation.Justification for HR be supported as a necessary investment rather than an overhead. This be the lesson drawn from the story of Jet.The recommendations being mentioned in this paper pertain to:• adherence to applicable laws and to uphold the spirit of human rights• decent labour practices for its employees• a grievance redressal procedure to address concerns, if any, about Human Rights• a gender-neutral approach while dealing with complaints and grievances to ensure a conducive, safe workplace for ladies employees.• Ensuring internal job postings whenever they fall due. The workforce of the company may find avenues to grow professionally outside their regular work areas.A regular recognition or appreciation program to identify the "Best Employee of the Month" may be introduced through an automated process to ensure timeliness, flow, and control of the program. A large number of people may thus be motivated to strive harder. Similarly, some sort of “Long Service” or "Lifetime Achievement" award should be introduced from time to time which could be received with increased fervor; hundreds of employees may come within this ambit and find a place on the pedestal.Employee Stock Option Scheme: It is administering the issue of stock options to eligible employees of the Company. Spicejet has already done this.The Company should encourage its employees to advance their careers through several learning programs. To promote the same, the Company may introduce some sort of Earn and Learn Programme (ELP) or any similar sort of online distance education program preferably in association with some recognised educational Institutions. It may extend financial support to employees, their spouses who may avail exclusive discounts on course fees for pursuing higher education. Spicejet has done this along with Amity University.Spicejet has already led the way by showing an encouraging trend, namely, working with employees, unions, and activists to develop “Learn while you earn” program, for Ground Operations Specialists and Customer Service Agents. This, to a great extent, helps:- to meet the aspirations of aviation workers who wish to further their academic studies- identify and support the development of potential leaders and specialist talents, who wish to take up part-time masters or Doctoral courses.- to prepare scholars to take on management roles or to become subject matter experts in their field.The employees should be encouraged to voice their concerns by way of whistleblowing and be given access to the vigilance Committee which looks after the implementation and proper functioning in the Company.In its endeavour to automate and digitise employees’ operations, a state-of-the-art HRMS solution should be implemented whenever possible. The new solution should be introduced to automate recruitment management, document library, workflow management, on-boarding process, time tracker, attendance, leave and rostering management, timesheets, reimbursements, claims and other HR processes.Conclusion.To achieve such an ambitious target, all stakeholders – Government, companies, regulatory bodies, R&D establishments, academic institutes, and training providers- must come together with a coordinated plan of action. This can only be achieved through the preparation of an occupational map and setting up of skill delivery mechanisms. Thus, both the horizontal and vertical mobility of HR resources in the aerospace sector of India can be ensured.In India, lack of HR training is one major safety issue. Worldwide training program for skill development and for enhancing the knowledge and to follow good practices is operators' responsibility. But unfortunately, in our country, no operator wants to have a training program unless the same is made mandatory by the regulator. For example, engineer's refresher programs are mandatory so are being conducted but no formal skill development is available for technicians and other staff. We need to have a comprehensive look at the training program as well as training incidents and training instructors.To sum up, it is now time when we take the issues of HR factors in aviation seriously and make Indian aero-space flourish. It is a time when all stakeholders begin thinking of disruptive changes and build institutions around technical knowledge competence and adequate empowerment to the workforce.One should not be complacent with the growth in air traffic as increasing activities in the skies also demand adequate mechanisms of HR. Along with the growth in the aviation industry, it is equally important that adequate safety oversight and supervision mechanism are in place. However, on this front, the efforts and determination by government agencies as well as the aviation industry have not been adequate.References.i. The Preferred Airline. Investor Relations, Financial and Operational Information | IndiGoii. Spicejet. FINANCIAL INFORMATION. http://corporate.spicejet.com/Co...iii. Over 80% Indian engineers are unemployable. Over 80% Indian engineers are unemployable, lack new-age technology skills: Reportiv. The Ordinary Heroes of the Taj Hotel: Rohit Deshpande, 2012 The Ordinary Heroes of the Taj Hotel: Rohit Deshpande at TEDxNewEnglandv. Jet Airways Revival: Solution Found; The Ball Is In SBI’s Court Now. Jet Airways Revival: Solution Found; The Ball is in SBI’s Court Now

Yeah, this happened to me. I was sitting in my truck with my wife in a parking lot. We had just pulled in so the truck was still on as she was finishing her text message. Now I take pride in my vehicles. The truck was 8 years old. I'm the only owner. I know every mark on my truck. In fact this was the first ding to ever grace my truck.Anyway, this silver Pontiac Grand Prix parks next to me. As I am turning off my engine, my truck suddenly shakes from side to side with a distinctive bang. My wife looks at me and asks “what's wrong with your truck?” Puzzled, I look in my driver side mirror and see a car door pushed into my rear driver door. I mean an actual dent that is pushed in and is about 6 inches tall. This kid (around 17) just closes the door and walks into the Vape store like nothing happened. This instantly sent me into a deep rage. I and my wife follow him into the store and I straight up ask “So we just open doors into other vehicles and damage and act like nothing happened?” He asks like he has no clue what I'm talking about. I firmly explain to him that I was sitting in my truck when he open the passenger door directly into my truck. He said it's not possible and that he would've noticed if he had done such an act. I then explained that my truck weighs 6700 lbs and his door weighs far less than that. How can he shake my truck from a door and NOT notice? I told him he going to pay for it. We exchange numbers. Told him I'll get estimates and contact him later so we can work it out. I didn't feel the need for insurance or getting his parents involved. Just fix my dent and scratch.So I get my estimates. Three places all quoted 150 bucks. Nothing crazy. I even pay it myself and just try to contact him for reimbursement. Even willing to take payments since he's a teen. Never returned calls or texts. Now I'm getting mad on principle.One day I'm in the high school parking lot. Yes I was there for a real reason. My daughter goes to the same high school. I notice the same car in the parking lot, so I snap a picture with the plate visible. I go around the corner to the police station and report it. Not official report, just that I would like to somehow get the parents involved now so I can get my money back. Cops run the plates and contact the owner. It's the dude’s girlfriend’s car, but in her parents’ name. Lol. This is where it almost got crazy.The girl’s parents start raising hell. And getting the dude’s parents on the bandwagon. They accuse me of stalking and want a restraining order. I get a phone from the cop assigned to the high school.Cop: “Hey Sir, it’s officer xxxx from the high school. How you been?”Me: “I'm good. How about you man?”Cop: “Living the dream. Lol…”As you might be able to see we know each other. He informs me that the girl is afraid I'm stalking her. Since we are friends he already knows my answer. “I was there picking up my daughter and recognised the car so I seized the opportunity.” He says “yeah I figured that and already told my superiors.” Eventually the parent “drop" the accusation. The dude’s dad finally contacts me and arranges to meet to reimburse me, provided I have “a receipt as proof I had the work done" I show him the receipt, plus a picture of the dent and how it met perfectly with the car door, and even pictures of the work being done by a professional. Guess he wasn’t expecting that, as he says he has to go inside the bank to get the cash. (Bank is where we met). He’s in there for almost 20 mins. I stayed outside so he doesn’t feel I'm “stalking” him now. Once he returns, he pays me 150 bucks in 1s. Laughing and smiling as he does it. I stay straight-faced as he counts and hands it to me. When he’s done he just has this sneer on his face. I say “thanks, saves me breaking big bills before I go to the strip club"As I drive off I have this weird suspicion he’s going to follow me. I don’t know why, but I did. Sure enough, he did. I could tell because I took a scenic route with additional turns. Well I don’t want this guy knowing where I live, so I go to strip club, pull in the parking lot, wave to him as he drives by slowly, and walk inside. I stay inside just long enough to make sure he didn’t park and hide. Called my wife explained that I'm hiding at the strip club and why. She laughs.I've never seen the teens nor the dad since.

Life ??What’s that !!I have joined canara bank one year before and so far the journey is decent. Lots of things I learnt, it effected my personality positively but one thing which hit my mind is that I am not for this organization .Probably This is not the way I wanted my life to be .I will quit this job one day , this is the thought which comes in my mind everyday.Lets dive in to the story…I got homestate as my initial posting. I can call myself lucky or i can say it is because of the blessing of my father. I was excited to join the bank and it was my first govt job . I got an FI branch an...

Never ever sign any document particularly agreements with them. They have very strong HR policies for dismissals and terminations.. if you have bsignNowed any violation check the criteria. Wherever you go your history will be updated with this..

WHAT IS DIGITAL SIGNATURE?Digital signature is a digital code which is authenticated by public key inscribed which is attached to an electronic transmitted document to verify content and sender’s identity. The digital signature is the technique for approving legally the authenticity or virtue of the message or the documents. Digital Signature is a equally valid as well as legal as the self-attested or handwritten signature.Under the IT Act, 2000 Digital Signatures are at par with stamped seals handwritten signatures. The Indian Union Budget 2015-16 has also allowed Invoices, Agreements, Purchase Orders, Contracts, HR documents to be Digitally Signed with Digital Signature Certificates and share electronically via internet/email.Before Digital Signer Solutions officials faced a lot of problems as they had to sign manually each and every paper of the document, which ended up taking a lot of time along with paper and printing costs added on to it, separate manpower was required to deal with the documents in terms of mailing and keeping it as a record.Digital signature plays a very important role in signing bulk documents like income tax returns, company incorporation, government tender documents, trademark & copyright applications, Agreements and contracts in a very quick and safe manner.GST Invoices can also be signed using Digital signature as documentation is in a bulk form.ADVANTAGES OF DIGITAL SIGNATURE* Saves Time.* Cost Effective.* Quickly sign multiple PDF files (bulk sign).* Digitally signed documents are safe and secured.* User-friendly, reliable & legally compliant.Introducing the best solutions for digital signature in you business thru DSC Signer.BULK PDF SIGNER SOFTWAREThe most important feature of DSC Signer tool is to attest multiple documents (bulk documents) in the from of PDF automatically with in few seconds by selecting input and output directory.DIGITAL SIGNATURE INTEGRATIONDigital signature is customized and integrated with SAP, Oracle, ERP, CRM, Tally, Turbo-IVP or any portal to digitally sign the PDF documents.INVOICE SIGNERNow with the help of DSC Signer you can easily sign your invoice with password protection mail them directly to the buyers. Accepted Under Excise and Service tax Laws. Reduce Credit period by issuing Digitally signed Invoices instantly.SIGN YOUR FORM 16/16 A THRU DSC SIGNERDSC signer is a solution to PDF Signing that helps the organisation to digitally sign form 16 instantly. This software includes merging of Part A and Part B.

None of the company with 10k+strength is said to be safe in India without any illegal layoffs .In the first two parts, we have seen in detail about organization asking individual employees to resign. As I mentioned earlier, this is the most common way of companies showing exit doors to the employees. Here action is required from employee and if employee resists to resign, there is high a chance employee can survive with legal support.As an example for mass forced resignation, we can mention Verizon layoffs last year. There are many media reports on Verizon retrenching employees. As per media reports, retrenchment happened in Verizon in the following manner:Employees were called for exit interviews and asked to sign resignation letter.Company offered 1 month salary for every year of experience the employee has put in the company. For example, if an employee had worked for 15 years, he is paid 15 months of gross salary as part of final settlement in addition to other retirement benefits. The company deducted tax for this final severance amount as per employee tax slab and paid the remaining amount.Company used doctors and psychiatrist to counsel employees to accept the settlement offer.If any employee resisted to resign, bouncers were used to make them sign the settlement forms; after completing settlement process employees are escorted to outside gate by these bouncers.Here company did not give any time for employee to consider their ‘offer’. They are taking chance of terminating without following any retrenchment procedures formulated by law.Later when company was asked about this bulk retrenchment, they denied the usage of bouncers. They mentioned no manhandling of staffs was done and claimed the retrenchment was part of internal transformation exercise.Now we will see how to handle such a situation if we face it in our life:Here there is no time given to the employee to think and come back. So if they ask to sign any documents, refuse to sign such documents. Consider for example, if any stranger is forcing you to transfer your property in your name, you will resist to sign such documents. The same principle applies here and don’t sign any documents.If they do manhandling and use bouncers to force you sign the document, resist as much as you can. But if you are physically forced, then sign the document. But after your exit, complain immediately in the nearest police station. If you have any injuries sustained during this process, seek medical advice and record such incidents.If more employees are affected, try to form group to make your complaint stronger.Approach NDLF to seek legal support. You can also form a group yourself and file petition in labor office.If company is asking to surrender laptops or any belongings of the company, handover it to the company in a peaceful way.If they deposit any money in your bank accounts, mention that company deposited this amount and it can be set off against future salary, when you get reinstated with back salary.In the Verizon incident, employees formed larger groups and filed petition in labor office. These cases are filed in Chennai and Hyderabad regions. I am sure the judgement of these cases will put a hard stop to such retrenchments.Definitely this part of retrenchment is more painful. Here employee who are working in the company for several years will be out on single day. The employees will not be getting salary from next month. Labor unions will play vital role in helping employees managing this situation. It will be very difficult to digest termination but here employees are left with no choice. So believe in collective fight, consult with any lawyers who are your friends/relatives, join labor unions and take up the fight against the companies.The major disadvantage of legal fight is that they are usually time consuming, but your determination to take up the fight matters a lot for getting your job back. Even now, we have Ramesha vs HCL as the only case where we received judgement and as per the judgment Ramesha is reinstated with back wages. He got all his salary when he has taken the legal battle and reinstated back to the company as per the judgement. So don’t over react to the situation; proceed with legal battles; avoid mental pressures during this crisis situation; definitely you can contact NDLF union to overcome this stressful condition.India has strict labor laws won by years of struggle by workers. Believe in the legal route and the power of collective fight. This is only route to get justice as a common employee against powerful corporates.The following are the myths created by IT companies repeatedly to the employees:Myth: Employees can be terminated based on performance.Reality : Employee cannot be terminate based on performance. Company has to give training and take necessary action to upskill employee performance and they are not allowed to terminate based on alleged performance issue. If termination is allowed in legal system, all sectors will provide low ratings to employees above 40 years old to cut cost and entire Indian economy will go for toss.Myth : Hire and fire is followed in IT industry.Reality : But as per law, it is not allowedMyth : If employees can switch jobs for 5% salary hike, employer also has the right to terminate employees.Reality : Legally companies are allowed to retrench, but they have to follow retrenchment procedure as per legal norms by getting consent from labor departmentMyth : The company is terminating employees as they are not upskilling themselves for new digital technology and automation.Reality : If company recruits 12th standard student and believe they can make them work under digital technologies, how an experienced employee cannot upskill. It is the responsibility of the company to provide training and upskilling activities and termination is not the solution for upskilling delaysMyth : As an employer, you can terminate maids, drivers and other workers working for you. The same way company can also terminate.Reality: This is really amateur comment. A domestic helper is not employed for profit making activities. (In many countries there are strict laws regulating employment of domestic helpers also). But a worker in organized sector earns profit for the company and company has to follow legal route for retrenchments.Myth : Managers and Human resource officers are responsible for all termination.Reality : Manage and HR are doing their job. Orders are coming from top management.Myth : I will not be affected by layoff as I am very critical employee in my project.Reality : But if company makes decision, they can initiate termination process for anyone.Employee unions are not allowed in information technology sector.Reality : There is no such thing. Like any other sector, information technology also has unionKnowledge is wealth and gain this important knowledge on how to protect your job to have a happy IT life. We will see in detail on the procedures to be followed when terminated as part of compliance in next part.– Shyam SundarShyam Sundar who is a part of NDLF IT Employees Wing is having around 20 years of experience in information technology. He wrote an article series on “IT employees Life Fun or Problems” to create awareness about various issues faced by IT employees. This write up is third part of Series 2.

Yes. I was asked to come in as a partner on a deal for the development of educational software for kids with a specific disability, I won’t say which one since they continued on without me and are still attempting to succeed.The “Founder” was a ruthless guy that was going to have it his way or the highway. He was full of himself and was focused on assembling this great team of people to make his dream a reality.The problem is that he was so into his vision of running the show that he forgot the fundamental principle of success and that is to do what is best for the project and not what is best to feed your ego.He ruled the group of several people with an authoritarian manner that was more oppressive than impressive. He expected everyone to work for free and everyone to do exactly as he said no matter what.He met with two groups of us individually and didn’t want to get the entire group together. That was the first red flag. I attended both meetings. So it was him, me and three other people at each meeting.He wanted me to develop the platform but he wanted others to tell me what to do. For the most part, the others were educators or specialists in their field and that was fine, but he added one woman to the team who was an “expert” in user interface design.Well, I got blindsided on this one. She had horrible ideas and was not actually formally trained in interface design and had a Bachelors in Psychology. I tossed out at the meeting that I did my PhD work in Human Factors Engineering with a specialty in Interface Design and Workflow Optimization.There was no way in fucking hell I was going to listen to this so-called expert and what she had to say. I took her piddly-ass sketches of what she thought the app should look like and then re-designed them on the fly on the whiteboard in front of everyone.Everyone was speechless. Then I offered the “expert” to come up and show us what the next step would be since she was the “expert’. She declined. We wrapped up the meeting quickly after that and tabled the discussion for another day.As you can imagine, I purposely stayed behind to close the loop with the leader of the project. He was understandably pissed off at me and I apologized but I told him that I was doing what was in the best interest for the long-term success of the project.If he couldn’t see that, then they were not going to benefit from my participation. He backed down and said, “We need to figure out the equity split.” I made my proposal based on the group dynamics from the first two meetings.I suggested 50% for him, 30% for me, 10% for the lead researcher and two people at 5% each who were valuable clinical people. Conversely, I suggested that four people could have 5% each if he wanted 4 of the other 6 people on board but I saw no value in having that many people and 2 of the people he wanted on board brought no value and deserved no equity.He immediately went nuts. He said, “I was thinking you and the other 6 would all get 5% each and I would have 65%.” I recall laughing out loud. My response was “Okay, sure, as soon as the other 6 people put up the $100,000 each to match the $100,000 in development I am putting into this they can have the same equity as me.You don’t deserve more than 50% just for being the ringleader of this three-ring circus and I thought my offer of 30% was more than fair.” He ended up going off on me and ultimately threw me out of his office stripping me of the opportunity to be a part of the team, essentially firing me for being too good at my job.I hear that two years later they are still struggling to find their ass with both hands. I do however wish them well. Nah, fuck it. I hope they crash and burn!

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