All companies should hire on agreement base.

Let's talk about being highly underpaid. It's a reality many of us face, yet it's often shrouded in silence. Whether you're in a corporate job, a creative field, or any profession, feeling undervalued and underpaid can be demoralizing and unjust. It's not just about the numbers on our paycheck; it's about the recognition of our worth, our skills, and our contributions. Too often, we find ourselves in situations where our hard work and dedication are not adequately compensated. We put in long hours, go above and beyond our job descriptions, and yet, when it comes time to discuss salaries, we're met with excuses or paltry raises that barely keep pace with inflation. It's a cycle that perpetuates feelings of frustration, resentment, and even imposter syndrome. But here's the thing: We don't have to accept being undervalued. We can speak up, advocate for ourselves, and demand fair compensation for our efforts. It might be uncomfortable, and it might require us to challenge the status quo, but it's essential for our well-being and the integrity of our professions. Employers need to recognize the importance of fairly compensating their employees. It's not just about the bottom line; it's about fostering a culture of respect, appreciation, and mutual benefit. When employees feel valued and adequately compensated, they're more engaged, productive, and loyal. So, if you're feeling highly underpaid, know that you're not alone. It's a widespread issue that deserves attention and action. Whether it's through salary negotiations, seeking out better opportunities, or advocating for change within our organizations, let's stand together and demand the compensation we deserve. Because when we value ourselves, others will too.

Since I am Done-Zo with Dunzo, AMA anything. Here to spill all the scoop that’s happened.

So I joined a company through a referral. The referral is from a good friend that I trust. After joining the company, there were issues like a laptop taking time to get delivered etc. After 2-3 weeks, my RM, the CEO started showing the true colors. He started accusing me of cheating during the interview assignment. Said, I should work on my personal laptop (I don't have any) and when I told him that I don't have it, he just simply mocked me for it. The issue is, he is not giving me a salary now. I have been connected with him and HR and all they are doing is making this in me. There is no official notice on salary delay or anything. What should I do? I am a bread earner and my family depends on me. Please help. How should I proceed about it

1. In person interviews: initial coding round could be virtual but system design, bar raiser and further rounds must be in person only. 2. Some punishment for not joining after accepting an offer letter. There should be a time frame in which you can reject, after that pay some pre decided money. 3. Transparent pay range, if not exact salary. 4. No work during weekends. 5. Max one month notice period. 6. If laid off, pay severance same as notice period i.e one month salary. 7. Pay candidates for the assignments done during interview rounds. 8. Hybrid (remote+office) work. 9. No fixed work timings. you already know the reasons behind all these points.

Hi I wanted to check, is non-compete enforceable as per Indian laws? My company wants us to sign non-compete for not joining the competition for 1 year. It's a very small and niche industry

I have given interviews and cleared them. I got a call from HR asking for payslips and another offer details. They said they will get back with offer. How to go about here? If they come with a lower offer than what i asked, how much liberty i have to ask further. Does HR will come with 2-3 various levels of offer and then try to negotiate with me. Any help or insights would be helpful in how HR comes with offer details. My interviews were pretty good and i think they like me.

I believe it is extremely difficult to judge exact level of an individual during an interview. It is better to also use past salary as some indication of value to last company. Having said that, the company needs to get to the correct salary range depending on performance in first 6 months. Thoughts?

Basically the title. Did one of these about a year ago and thought I'd do another one. A bit about me - I'm a lawyer, I specialise in startups, international law (especially concerning Web 3) but have worked in a boutique role (basically, 0-100 everything legal). Disclaimer - Obviously none of this is legal advice. This is for entertainment purposes only. The answer to most queries is "it depends" because a lot depends on the specific facts and circumstances of the case. Please do not take this to be legal advice or commit and act or refrain from committing an act based on any answer or comment here. Thank you, look forward to all your questions!

l attended an interview today and told my expectation is 24 LPA, but they said for my skills, they were expecting to give around 26 to 30 LPA. Now they've asked me to think about the proper CTC and give it to them. I don't want to ask for 30 LPA either. How can I revert back and how can I ask them for ~28 LPA now? History: I've been leading teams and developing projects that were used by millions of people. Worked with startup's that were in rock bottom and bought them to a good position. Finished college last year. But getting into full time for the first time. Been working as a freelancer/contractor for 5+ years.

Does anybody have any experience of working on third party payroll for a MNC? How does it work and should I be apprehensive of it and what should I take care of I join in such a setup. Thanks.