US based here. We were told that as of April 30th, we can either take a wfr and get the severance package or move over to a company called Mphasis. Anyone moved over to that company or know of anyone? What are the benefits like? If we decide to move over, we're starting off as new employees to the company with new benefits and will be offered a salary based on competitive market rates (whatever that means).
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So Mphasis has "Benched" 11 America Based People. Some of the the best on the team! They are not going to allow any of the people apply for a position at DXC even though DXC has the ability to open reqs for these people to save their job. This is because DXC and Mphasis are flighting. So Mphasis wants to play with people's Livelihood and families to prove a point. DON'T Ever work for Mphasis its just a nasty spot on your resume. They have called some of the us folks racist, but in fact they are the ones that seem racist. They won't allow any US Based people manage any offshore personal and they decide to layoff the people that hold the account together just to save some VP his bonus. Their HR Department could care less about your well being.... Sorry for the Rant but its all true.
Hi, anyone in this forum is aware if there is a clause between Mphasis-DXC that the employee from Mphasis cannot join DXC for 2 years? Is there any such legal clause?
I ended up with Mphasis. Lost 4 weeks of vacation, 40 hours pto and maybe 3 paid holidays. Bare minimum insurance so I switched to my wife's plan.
Take the WFR and run.
Mphasis is a joke to work for and a former colleague of mine calls then M-farce-is as they can't get their sh1t together.
Correction to the guy who said hp bought it. Wrong. EDS bought it but it never got fully integrated into EDS. Then HP bought EDS.
DXC might be a new company but this is an OLD HPE trick! (Thanks meg!) If you're offered a package consider yourself lucky! Before the merger I was HPE and they pushed us all to another company called Ciber. Same job, same location but now a subcontractor. No package because they said they were giving us an opportunity with the new company. Oh and we all signed non-disclosure clauses for a few grand (woo-hoo). My insurance rates under Ciber went up (and I thought HPE was bad!) and eventually the company folded. Granted you might not have time to do it now but sooner or later we all need to leave this company, it doesn't value the employee.
I am DXC, i work with Mphasis people who are in the us but not us citizens. I think the company might treat people better but from what I've seen their whole mgmt layer is India based.
Oh hell no - I worked with them when I was at HPES. Total disaster of a company.
What type of work do you perform?
This happened on my account (Americas) except for a couple people. All the developers were given the choice: move to Mphasis or get WFRed with severance. Mphasis has less benefits, like only 2 weeks vacation. The salary was less. In some cases WAY less. People left, some moved, but the whol thing alarmed the account so much that they are taking development back from DXC so no more knowledge is lost. So DXC got rid of employees and managed to screw up a huge account so much that they don't want DXC to do their development anymore. Now the people who DID go to Mphasis may be out of work, since DXC subcontracted a lot of the development to Mphasis on the account by WFRing a huge amount over the last year. And Mphasis is not very good.
Mphasis is something I don't recommend you to join. It was initially a BPO ( Call Center) long back , then HP acquired it. It's presence was mainly in India ( not sure if it has somewhere else outside India) and probably they got separated later on. It's a small company with very poor management and salary structure. I believe it provides (outsource) resources to DXC. I know many guys in India ( Bangalore ) who belong to Mphasis, but work for DXC. One of my ex-colleagues in India was also offered the same , but the Mphasis coordinator in DXC tried to negotiate with him with a package much lower than what he was getting in DXC. So he turned down the offer and decided to move on with the severance package. He took 3 weeks off and joined another company after that.
You're being sold off because you have not kept your skills current and you are obsolete this problem is caused by you
You definitely DO NOT want to move over to that company. Particularly if you reside outside of their headquarters country. Their pay scales are consistent with salary guidance int the home region and seriously undervalue other country employees. Also, leadership in country is notoriously corrupt.
Post ID: @YaAhWYw-sup that is the most stupidest thing I ever heard!
Post ID: @YaAhWYw-sup that is the most stupidest thing I ever heard!
Post ID: @YaAhWYw-sup that is the most stupidest thing I ever heard!
Post ID: @YaAhWYw-sup that is the most stupidest thing I ever heard!
Go to the new company and get a salary , Insurance and LOOK for a new job. They haven't found anything yet so what makes you think they will find one in 8 weeks?
I have been hearing that Mphasis offers low wages and poor benefits, and that the individual was looking to leave the company.
You are being “ sold off” at a cheap rate . I saw this happen before with HCL ... take the severance and negotiate YOUR future with any companies any YOU desire . You are not beholden to anyone but you .
Take the package and run away. If you are qualified there is always something around the corner.
Take the severance package - the alternative is being bullied until you quite of your own volition without any package.
Your lucky , people in my department were told either take the job with the consulting company or your gone with no severance at all.
While there are no laws that dictate a specific time frame to wait after a layoff before filling a position; there are several reasons an employer should proceed cautiously when hiring for a position that was recently part of a reduction in force or job elimination. Handled improperly, an employer may be accused of using the position elimination as a pretext for what would otherwise be an unlawful termination. A former employee may attempt to sue an employer for wrongful discharge within state and federal statute of limitations time frames.
As with all negative employment actions, the reasons should be lawful and justifiable. If there truly is no longer a need for a position, and the employer can show business need for the elimination, it would generally be permissible to terminate employment for position elimination. It would be reasonable for an outsider to then believe this to be a permanent elimination, and not expect the employer to rehire for the position within a short time frame.
However, if the employer does try to rehire for the position within six months or less for example, and the former employee finds out the new hire or replacement is younger than him or herself (age 40 or under), of a different race, religion, gender, less qualified, etc. it may cast doubt on the legitimacy of the position elimination in the first place. If the employer then cannot show the business need for the elimination, it may find itself in legal trouble. In short, position eliminations should not be used as a quick fix for easily eliminating a poorly performing employee.
If, after a position elimination, the employer discovers that the position really was needed, it should be able to demonstrate why the person eliminated wasn't offered to be reinstated or clearly demonstrate how the role changed and why the person eliminated cannot fulfill that new role.
So what about general layoffs and recalls? Again, there are no laws that require an employer to recall laid off employees unless it has a policy or collective bargaining agreement stating otherwise. In general terms, a layoff indicates an employer doesn't have enough work to keep everyone on staff, but may expect to have more work at some point in the future.
And while the law does not require employers to recall laid off employees or show them preference, there is nothing stopping them from applying for rehire when jobs are reposted. Former employee-applicants should be given the same consideration as all other candidates, barring any rehire policies the employer may have.
Does this mean then that employers should always use layoff and not position elimination as the reason for termination? No. Human Resource professionals should guide their organization in truthful terminations for both legal and ethical reasons. It is important to follow your normal progressive discipline process for performance issues, educate managers on unlawful discrimination concerns, and stop potentially unlawful terminations before they occur.
Mphasis is an IT services company based in Bangalore, India. The company provides infrastructure technology and applications outsourcing services, as well as architecture guidance, application development and integration, and application management services.