CTS Employee Termination: Understanding Policies and Procedures

Introduction

As an international leader in the technology services sector, Cognizant Technology Solutions (CTS) has established a robust framework for handling employee termination. This policy outlines the conditions and procedures that may lead to termination, emphasizing adherence to legal standards and company policies.

Standard Employment Practices and Termination

Yes, CTS can terminate employees based on a variety of grounds. These include layoffs, performance-related terminations, and other reasons consistent with both company policy and legal regulations. The specifics of any termination would depend on the circumstances, including the employee's performance, adherence to company policies, and broader business needs.

When looking for more detailed information about specific situations or policies, it is best to consult the company's human resources department or official guidelines. CTS follows the legal standards set in the United States, where an employer can terminate employees for almost any reason, although some industries or regions may have more stringent regulations.

Common Reasons for Termination

One of the most common reasons for termination at CTS is being on the bench for too long. The bench is a status for employees who are not currently assigned to a project. At Cognizant, employees are permitted 5 to 10 weeks on the bench before they may face termination due to lack of productivity. The company's primary source of income is from billable projects, and not generating revenue can lead to dismissal.

Another reason for termination is unacceptable workplace behavior, including bullying, harassment, or abusive words towards colleagues. Additionally, if an employee receives a rating of 4 (the lowest rating) for two consecutive years, they are expected to resign from their job. It is important to note that performance issues and absences often lead to reassignment rather than immediate termination.

Uncommon Scenarios

Termination based on poor performance, client complaints, or behavior issues is more common than you might think. However, very few employees are terminated for severe performance issues or underperformance over six years. One such case occurred in only one of those years, with very limited numbers involved.

It is worth noting that Cognizant is generally more lenient than most employers. There are documented cases where individuals who should have been fired within the first week were retained for nearly a year, provided they behaved unprofessionally. While acting unprofessionally can lead to reassignment or termination, multiple client complaints typically result in the employee being moved to different projects rather than facing immediate dismissal.

Conclusion

Cognizant Technology Solutions has set clear policies and procedures for employee termination, focusing on performance, conduct, and revenue generation. While terminations can occur for various reasons, most employees are given the opportunity to improve their performance or rectify their behavior before facing termination. Understanding these policies is crucial for both employees and the company to ensure a smooth and fair working environment.