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Message: <blockquote data-quote="lankasira" data-source="post: 2565850" data-attributes="member: 117249">Dear Gusy and Gals,Do you remember the follwing post made by some Elakiri member about the Famous IT company Virtusa and how the General Manager of Virtusa Mr.Madu Rathnayake got worked up and posted in reply to that post in Elakiri?Well, perhaps proving that the contents of the older post is more than true, Virtusa has started another round of merciless firing purely in the name of company benifit and company benifit alone....You are yet to see this......... the firing just begun....Dear Virtusans, (not the pretenders of the virtusa top management), Please honestly post about your company and dont let other sri lankans especially young graduates fall into deep shit.....Please forward/pass this news and please have a honest discussion... also take a look at the previous older post (below) as well.....++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++The older postBusiness Process Outsourcing - 'Other side of the white-collar'    Virtusa an IT Services BPO firm headquartered in Boston, Massachusetts with one of the Advanced Technology Centers  in Colombo has experienced another death of an employee. This is the second death reported within last two years, though there have been past reports of casualties who have survived strokes also known as 'brain attacks'.   The company employs over 1000 employees in  it's Advanced Technology Center (ATC) in Colombo and provides a challenging environment  at work due to strict delivery deadlines demanded by US Clients. The  company bills anything above USD 150 man day for a basic resource for IT services to US Clients, though only 10-15% is passed to the employees. The balance of expenses before earnings per share is incurred on maintaining a state-of-the-art Technology infrastructure and remunerating  a  Sri  Lankan  based  ATC management  at  US  Standard  -  Salary, Benefits and Perks.  The  operational  model  demands  at  least  45  working  hours  per  week,  where project managers  have  strict guidelines to ensure employee productivity. The attitude towards employees has been disastrous in some cases; where in the past over  120  employees have  been  laid  off  within  few  weeks.  Directly  or  indirectly forcing  a  permanent  employee  to  resign  at  short  notice  from  work has  been  a specialty area at Virtusa for the last 4 years.  Virtusa  continues  to  apply  various  techniques  to  hire-at-will,  and  fire-at-will. Although  the recruitment advertisements appearing Newspapers and websites look very enticing, scant regard has been paid  to  the statutory requirements of employing persons in Sri Lanka.   Some of the violations include manager-employee harassment and humiliation at work, getting signatures on official documents  under force and duress, promotions and career success based on favoritism and acquaintance, and host of other violation of mandatory local statutory requirements.  The 1000+ workforce in Sri Lanka of which 70% are below project manager level, is  hired  from  Universities  in  Sri  Lanka.  Virtusa  conducts  a  well  organized recruitment drive and allocates a significant budget for this purpose. Sponsoring at Career Fairs, Career Days etc. are some  of the techniques proven to be effective in attracting fresh graduates into the workforce. Most of them join with promises  given  by  the  recruitment  division  which  ranges  from  working  abroad, branded career start, corporate image, market leading remuneration etc.  Role Stretching is a practice at Virtusa where an employee is encouraged to play the role of a senior person. The employee does not get any additional compensation for this exercise, but they are expected to work even harder and billed at a higher rate. The employee is given the expectation that, after playing the 'stretched' role, they would be subject to an early promotion. But this is hardly the truth, but only an enticement to work harder. There are several other deceptive and crafty techniques to obtain higher productivity from an employee.      The workforce predominantly consists of workers between ages 22-38 years with an average age of 30. Most of the workforce is from middle class families who have limited influence in society to expose or take legal action against violations committed by the more affluent Sri Lankan Management at Virtusa. Hence most of them silently suffer until they are tactfully drained out of their soul and spirit. Besides, any  legal action against  Virtusa could deprive an employee of a respectable career, subsequently, due  to possible retaliation by the Sri Lankan Management.  Since BPO companies are on the increase in Sri Lanka, it would be prudent for the statutory authorities of Sri Lanka to investigate and monitor the operation of BPO companies particularly the level of compliance to Shops and Offices Act and the Industrial Disputes Act. It would also be useful for International Human Rights Organizations to monitor the level  of  treatment meted out to these white collar workers  and  devise  a  channel  to  listen  to  any  stories  and  experiences that  are worthy for investigation.  This article has been written in order to educate the plight of white collar workers in  a  typical  BPO  organization,  so  as  to  influence  maintaining  of  checks  and balances to ensure adherence to stringent statutory and Human Rights principles in  treating  Sri  Lankan  intellectual  segment  when  selling  knowledge  services overseas.</blockquote>

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