About NDLF

New Democratic Labour Front is a revolutionary labour union with activities all over Tamil Nadu and Puduchery. The IT Employees Wing of NDLF was started in January 2015.

Forming of IT Employees Wing

TCS had announced the lay-off of 25,000 of its employees, in November 2014. Vinavu.com, the revolutionary political site run by some friends belonging to NDLF’s fraternal organization, covered this issue with posts debunking TCS’s claim of workforce restructuring by removing ‘under-performers’, explaining its true motive of increasing profit by sacrificing its senior employees and calling IT employees to resist this illegal retrenchment by forming an union.

Following this, many IT employees contacted Vinavu through email and phone. It alerted the media. Subsequently, more news and personal experiences were published in it.

Within a month, on 7th January 2015, workers belonging to NDLF working in Gummidipoondi, and Patabiram gathered in the IT corridor, at the Sholinganallur traffic signal, with placards and banners, expressing their solidarity with IT employees and calling them to unionize. Thousands of tracts announcing the ‘true’ town-hall meeting of IT employees were distributed at that time.

We did door-to-door campaign in the residential areas in and around Sholinganallur housing IT employees, distributed more than 10 thousand tracts in buses and electrical trains used by IT employees and campaigned in social media like facebook, whatsapp, etc. We also posted hundreds of posters around IT companies in Chennai. The town-hall meeting became the hot topic in the IT sector, within 3 days of the campaign.

To cap it all, we organized a campaign at the gate of TCS at Siruseri SEZ, on 9th January 2015. Advocates belonging People Right Protection Centre (PRPC)’s and members of NDLF participated in it.

The town-hall meeting was conducted on 10th January 2015, as planned and NDLF – IT Employees Wing was started.

Activities of the IT Union

1. Union membership

Member enrollment activity was intensified by campaigning in residential areas and around the IT companies. Invite to join the Union was distributed in the form of audio shares.

2. Campaign against appraisal system

Campaign against the fraudulent appraisal system was started. Tracts explaining its fraudulent nature were distributed. Posters denouncing it were posted. Internet and Videos were also used in this campaign.

When one of our Union members working in TCS was given an order of salary reduction based on the appraisal rating, a complaint has been lodged at the Labour department and the case is going on.

3. Legal battles

  • We arranged for suing TCS by contacting a female employee affected by the lay-off.
  • Based on information gathered during the door-to-door campaign at Sholinganallur residential areas, we came to know about the lay-off in Syntel and we campaigned against it.
  • We filed a Public Interest Litigation at Chennai High Court to declare if Labour laws are applicable to IT sector, following which the court ordered the Tamilnadu Labour Department to make a decision regarding this. As Tamilnadu government chose to ignore this order, we filed a petition to Labour Dept under RTE act. As the government was still not moved, we sent a reminder with a warning of Contempt of Court case. Now the government confirmed that the labour laws are applicable to IT sector and that IT employees can form union.This news was taken to IT employees in a wide scale. The media was alerted and the news got good media coverage.
  • TCS along with its subsidiary named CMC is doing scam training at exorbitant cost promising recruitment at TCS but actually taking them on short term contract with very low consolidated salary which would not even cover the training fees paid by the candidate. We helped an affected employee to complain to the JCL (Joint Commissioner of Labour) and get ‘failure report’ on attempt of mediation between employer and employee which is needed to go to the court.One of the projects in CTS had sent email to its employees to log 9 hours excluding break times in time-sheet. Opposing this we complained to Labour Inspector and the concerned HR had backtracked saying it includes break times.

4. Campaign against Layoffs

We did a campaign with tracts and posters supporting the protesting engineers and condemning L&T Infotech which cheated 1300 engineers recruiting them at their campus but keeping them without giving them job for more a year.

5. Monthly meetings of IT Union members

From July 2016, we are conducting a monthly meeting with our members, in second or third Saturday. Along with the issues in IT sector, we discuss also the issues affect the society as a whole.

  • July 2016 Speech on Big-Data, Speech on Union formation, laws, etc by Com. Vijayakumar.
  • Aug 2016 Speech on Data-Science, Discussion on imposition of Sanskrit, right of 8 hours work, etc
  • Sep 2016 Screening of Sicko, a documentary on privatized health care in US and discussion on it.
  • Oct 2016 Screening of Mad City, an English film that exposes the capitalistic media and discussion on it.
  • Nov 2016 Discussion of Modi’s stunt of demonetization
  • Dec 2016 Discussion on failure of Modi’s demonetization and screening of the documentary ‘Capitalism – a love story’.
  • Jan 2017 Discussion on Farming crisis, activities of IT union and screening of Nero’s Guests, a documentary by the well-known journalist Sainath, on the crisis of farmer’s suicide in Maharashtra.
  • Mar 2017 Discussion on Trump’s visa policy and issues faced by Indian IT sector, Neduvasal protest, political rights, etc.
  • Apr 2017 Discussion on understanding the roots of Farmers distress in Tamil Nadu. how to combat CTS Layoff? ‘Democracy’ – R K Nagar Election, ADMK factions and IT Raids

We call upon all IT professions to join NDLF IT Employees Wing.

Permanent link to this article: http://new-democrats.com/about/

15 comments

Skip to comment form

    • Saravanan on April 22, 2017 at 4:43 pm
    • Reply

    I have joined CTS in the month of Sep and got 4th rating. Now, they released me from project. Then, I have checked with few mangers, they are saying we got instruction from management that should not take person who has got 4th rating. I don’t know how to handle this situation. Really frustrated.

    • Ashok on April 24, 2017 at 9:29 am
    • Reply

    This is usual one. Cognizant used to ask low rating people to resign. Please not “ask them to resign”. It is happening for years, and the worst part is that Cognizant always claims that they never fire any single employee.

    They threaten those low rating employees to resign or else they will terminate them on the grounds of misconduct or something. If they get terminated, they won’t receive experience letter, and it would become tough to get a new job. So people are left with no other option other than resigning.

    • Deepak on April 25, 2017 at 12:29 am
    • Reply

    Whoever has joined CTS in month of September has been given grade 4. What kind of appraisal process they have, they r judging someone capabilities with 3 months????

    • Bala on April 25, 2017 at 11:11 am
    • Reply

    I was in Bench n they told my profile has been masked. So hr asked to resign n they only they can provide project allocation. In order to get project I provided my resignation. He told once I get allocation i can do withdrawal. After then appraisal came n I was rated as ms. Now they are not approving my withdrawal even though I am in project now. Pls some one help me out?

    • Anuradha on May 6, 2017 at 2:11 pm
    • Reply

    I have a few points to add on the famous Wipro-layoffs recently published in the media –
    1. Though the published number was 600 it’s actually a lot higher with planned layoff-targets in every quarter.
    2. Though Wipro mentioned this as a post-appraisal process, it is a blatant lie as the annual appraisal-process hasn’t completed yet for the previous year and quarterly-appraisal feedback is not rated.
    3. For a company that speaks high about it’s integrity, it’s nothing but hypocrisy.
    4. Probably, the most important one – layoffs in IT are here to stay and the numbers will increase as the economics simply will fail to retain(make the most of) people with more experience and higher salaries.

      • Raghu on May 9, 2017 at 10:01 pm
      • Reply

      I agree
      Mine is similar case
      Was forced to resign

        • Anrav on May 25, 2017 at 1:04 pm
        • Reply

        Raghu,

        Did you accept to resignation. Same case here.They are forcing me to resign now. What is your suggestion. Have been worked for this company for 11 yrs. Should I resign or wait. Please guide me. Thanks!

        Wipro is not disclosing the numbers to the media/public but actually they are doing internally. But the ppl are not coming out and tell the truth.

          • ttt on May 25, 2017 at 4:04 pm
          • Reply

          Hi,

          Kindly let me know whether all the employees have got their ratings, because my brother says he has still not got the appraisal rating. He is also worried,same band for more than 5 years.

    • Anonymous on May 10, 2017 at 8:40 pm
    • Reply

    Hello New Democrats,
    Really happy to see the initiatives…
    You people are Doing the right thing at appropriate time..
    I wouldn’t be able to join physically at meetings but if there are any options to join remotely I am happy to help..
    I completely understands that suggestions have to be considered only from attendees , however I request to consider my distance an excuse for this time..And my suggestions are by no means the perfect or short term solutions..It would mostly be the end positions which any labour unions would take after the initial forming period.
    Current Situation:
    For 3 decades the IT firms are enjoying the dominance over the most important resource in their firm – Human resource. Without which they do not have existence and the same resource shall be used at their will. So the fight is not against the HR or immediate senior management. They are just mere puppets not even near to the realisation that theirs is the next number. Some of them who have realised are just ignoring the truth that are also employees. So let’s forget about the puppets. Let’s get to the core of the issue.
    The firms have hired and estimated the HR capital bearing in mind the freedom to fire at their will. So the devil lies in the business model, the expectation that they can hire with inacurate numbers.
    1. The FIGHT should be against the decision makers who makes a blunt assumption of human capital. And they should be held responsible for the expectation they fed to the employees they hired and the employees they decided to let go. Who are they? All the senior managers who sent a mail to HR for hiring a resource and all the approvers in that request. They should be named and the case should be against them personally for doing malpractice in their job. They misused the firms direction to carefully project the requirement.
    ——-
    The training and hiring cost to prepare the bunch of New hires. The training cost required to Improve the people they have decided to let go. These 2 numbers should be presented in their financial statements.
    2. Submit a request to Finance minister to look into this issue. These numbers should be part of financial statements. Mass campaign should be run towards the people who hold stocks in these companies. They should be made aware that their stocks are going to die as these firms doesn’t have a Long term plan. The good money of the share holders have been wasted – which is the difference in the training cost. The intangible value of a senior resource is not measured . This should be measured and reduced from the GoodWill asset the firm posses and subsequent correction should be made in the financial statement.
    ———
    3. The labour front should start rating the companies. Based on employer friendliness and kindness. A strong message should be sent to existing employees and New joiners that they are joining a company with lower rating. The same message shall be send to stock investors that they are investing in a company – which is supposed to bring value by utilizing the employees- and their rating for being employer friendly is very Low / moderate. The stock value of all the firms are over rated.
    —-
    4. We have to let the firms know that we are planning to run a mass digital media campaign specifically within investors and their clients about their behaviour towards their core assets – their employees .
    The clients and the investors should be aware that these companies are looking forward to reduce the quality of services which eventually means their market share will be Low.
    —–
    5. As a negotiated agreement we should establish that no employers will be fired based on performance but they will be trained on area best for them. If they have made an employee fit in no area then they have to pay for misusing the employee and making him fit for nothing . In that way, they can’t bring in their cheap tactics .
    —-
    6. Submit a petition to Prime minister to reevaluate the corporate tax for foreign companies. Foreign companies introduced globalisation and the only benefit India have is IT export. If any foreign company reduces Indians or pass a law discriminating Indians , the India has to revisit the global trade agreements
    We should know the percentage of 150bln that is coming from the country, similiar percentage should be recovered from MNCs in India as Tax for foreign corporates selling retails in India (Citi, Amazon, DBS, Uber, ) all should be made to pay extra tax to make up this loss, the Govt or the labour front shall start an IT company and consolidate all the Make in India Initiatives using this recovered money. All those employees who lost job shall be the employers of the New IT company exclusively for Make In India IT requirements.
    Lastly,
    The firm is not our enemy. The work is not something we hate. Performance is not something that will perish forever.
    But humanity is something we will never lose. And we do feel indignant if any act of injustice is done against any man in any part of the world.

    The employees in HR department and the the immediate managers

    1. Hi Anony,

      Thanks for the long comment. You are moving the blame a few steps up from HRs to the senior managers. You leave the shareholders and government to be the judges for settling the issue. But in our view it is not that simple.

      Consider these facts IT Employees Suffer! Share Markets Party! Governments Fiddle!. Pressure from investors and governments happy to oblige are at the root of this issue.

      With that understanding we will pursue all the suggestions you have made.

      Thanks again.

        • Kasirajan on June 5, 2017 at 10:03 pm
        • Reply

        Only one question :

        Anonymous sir, Will you join union and help us in submitting petition

        or

        will ask others to fight for YOUR YOUR YOUR rights in name of OUR rights.

        People are becoming managers and Kings .

  1. Hi NDLF, Good Initiative, I joined IT company Mphasis in 2009, later due to too many senior members in the organisation, they played management game and forced me to resign I have family with 2 kids. I have been jobless since resigned. With so many years IT experience, no companies ready to hire senior member(because they cannot give salary expected). I will join the coming meeting on May 18 @sholinganallur. Please arrange one if possible in front of DLF IT Park Porur also. Thanks in advance

      • Ravi on May 25, 2017 at 3:46 pm
      • Reply

      hi Vijay

      Please call the mobile number 9003198576 of NDLF and join them, we can find ways for this.

      Ravi

    • Kabi on May 31, 2017 at 6:20 pm
    • Reply

    My 2 cents

    The Indian IT is a flawed system from the core because

    1. Indian IT has become a mere body shopping industry which supplies cheap labour to western countries. and I strongly believe the major Indian MNCc are to be blamed or responsible for the same. because they never think in the link of major product based organizations like google, MS . They never innovate to create great products or applications which can be sold to the whole world. They only focus to generate revenues by providing cheap labor to US/EU region.

    2. The dollar/EU driven (mostly ) industry Management can’t think beyond their profit/loss and never emphasize on employee welfare due to whom they earn. Total selfish intention with cost cutting cheap mindset only. They never try to reskill/upskill existing employees rather prefer to lay them off and hire another bunch of still cheaper engineers or freshers to retrain them with these year old technologies. Recently heard a company is planning to hire PUC students and train them , so that CTC would be much lesser than experienced professionals. How pathetic their mindset is. They conveniently ignore experience .

    3. surprisingly when Rupee performs better, their stock trembles and when dollar perform better, it goes up ( most of the time ). We can figure out how dependent the industry is on US/EU markets.

    4. Over the years, people lost trust from HR (the so called backbone of any industry), as they too are completely biased towards management and doesn’t really manage the resources for later’s benefit. The recruitment process is even flawed from core and they’ve outsourced it to few cheap consulting companies who neither treat profiles better nor can give justice to any profile as they work for money only. all of us know , they just do CTRL+F to search for the technology in the CV and then call irrespective of any match. you ask any IT engineer ( exclude managers ) of any organization, they will tell you the real face of HR and whether they perform their duty with honesty and integrity ? Infact they should protect the employees from the so call crooked managers who does nothing and fetches salary and credit based on the engineers hard work. Still how their conscience doesn’t stop them to play with the emotion and career of the honest workers.

    5. Appraisal is a great way to ensure performance and it must happen. But it should be applicable to tech/people managers also. A 360 degree feedback to these cheap politicians is very much required from their subordinates to make sure they do their work with sincerity.managers should be facilitators not leg pullers. if employee doesn’t perform well, manager should be blamed or removed. The win-win situation would be When appraisal happens , there should be performance improvement plan(PIP) for 6 months and if the employee still not performing well, then 1 year notice should be given to have a smooth transit.when you hire , you treat engineers like a king but when your stock trembles, you become ruthless and kick them like untouched/dead persons. Not acceptable.

    6. Mostly they lay off people with high salary and when they don’t want the person to be promoted as it may hamper their position and role. So Honestly and integrity is missing from most of the company profile. Why can’t they invest handsomely on R&D to make world class product/application, so that the experience won’t feel being left out in the cheap race of cost cutting. Sooner the industry realizes the importance of experience over college pass outs, the better the future would be.

    7. Engineers works tirelessly for 12+ hours including weekend in most of the cases when managers enjoy with their family. Still some people manage to lick them well to get a better rating while innocent hard workers suffer most of the time. Have we even wondered why we need to work during US/UK/EU/Australia time and the person over there can even enjoy during their day time as well. Only because they pay us peanuts but pay in dollars which looks really big to our wallet . Can’t we apply labor law here and stick to 8 hours of work during our day time only ? let organizations hire resources from respective regions and make them work in different time zones if they want to run the system 24x7x365. why Indians will work like donkey throughout the year to sacrifice their work life balance and others lead a king size life ?

    8. Because of such stress, tensions, work place politics, how many people have become victim and suffers from anxiety, health hazards and death ( suicides even). Are we OK if the industry offers health problems which leads to death against not so great salary. When Indian army compensates well by taking care of family if person dies on war . Don’t we feel working in IT is not less than any war zone ? then why the industry

    I can go on , on and on. I strongly feel a union is need of the hour and know that the selfish managers/management won’t support because they leading a happy and prosperous life leaving the engineers towards a highly uncertain dark future. So we must unite to fight against such discrepancies and injustice. Count me when you guys meet at Bangalore.

    Let us make IT a fair/safe place to work .

    • Kasirajan on June 5, 2017 at 10:07 pm
    • Reply

    I strongly feel a union is need of the hour and know that the selfish managers/management won’t support because they leading a happy and prosperous life leaving the engineers towards a highly uncertain dark future. So we must unite to fight against such discrepancies and injustice. Count me when you guys meet at Bangalore.

    Let us make IT a fair/safe place to work .

    Nice stance

Leave a Reply

Your email address will not be published.

Optimization WordPress Plugins & Solutions by W3 EDGE
%d bloggers like this: