Now Showing Heartland - II
 "My Company Is Great; It Is My Boss That Is Nasty!"

Now for the proof of irregularities in CTU-01 and preventive recommendations

• Obtain production data between February 2005 (The month D1 joined) to date, with maximum irregularities taking place between May 2005 to January 2006 (with one MT in night shift doing just 6 jobs to do 76 minutes and 11 jobs to finish 106 minutes on two given days in January 2006 - just an example.
• If feasible, log in to individual MT IDs (different from what is shown on the transcripts) which are actually 8-character alphanumeric (4 alphabets and 4 numerals) IDs used to login to the workflow software developed by the programmer in conjunction with BH. This should give a better insight into how the workflow software (Called "Production") is being used to hoodwink employees by manipulating their incentives/error grading. Please get a group of external experts to have a look into source code (written in Visual Basic + MySQL) of the software the core of which was STOLEN FROM HEARTLAND.
• If not feasible, have data as to how many jobs an MT/QA does to complete the stiff 60/150 minutes a day. Also have data pertaining to error ratings and blanks.
• Please set aside no less than an hour to spend with CTU-01 MTs/QAs, with NONE of the middle management personnel present on the floor and an external HR personnel present, in your next delegate meetings.
• Have exit interview forms scrutinized by an external HR personnel - from Mumbai, pertaining to MTs/QAs who left CTU01 between June 2004 and Now. Also, if feasible, have a POST EXIT confidential postal exit interview, conducted by external HR, with the people who left CBay within the last 6 months. This is because BH/D1/D2/the work flow programmer/Senior HR Manager, all have come from the same company, Heartland Bangalore and all have been brought in by BH, thus creating a perfect "hands in gloves" scenario and dictatorship with total anarchy!!!
• Base future production management promotions on at least 40% ratings given to issues related to workplace favoritism, partiality, employee satisfaction, etc., with a rating/polling given solely by MTs/QAs.

Thank you very much for your time.  Anticipating a suitable action by way of direct participation/forwarding this communication to appropriate authorities for suitable preventative action and making CBay retain its hitherto good reputation in job market and MT circles.

Yours sincerely,

One Of The 70-Odd Employees Who Left Biju (You Know, People Quit Their Bosses, Not Companies)

Based on inputs collected from sufferings of self and other employees'/ex-employees' eyewitnesses.