1) Dec 1---PILOTS of Cathay Pacific strike Pilots who belong to the labor union representing Cathay

Pacific Airways Ltd.’s pilots voted to authorize work-to-rule action in the event talks stall, the
Standard reported, citing the Aircrew Officers Association.

2) dec 10---The 44-year-old Nipa Dhar was dismissed from her job by the Indian Airlines in
2001 for being overweight, without referring her for medical treatment or giving her
alternative work like ground duty.

Her counsel Madhumita Roy submitted before the bench that Dhar had become overweight
after taking medicines prescribed by an airline doctor for altitude phobia.

A division bench of Calcutta high court comprising Justice Pratap Kumar Ray and Justice M
K Sinha directed the airlines to set up a medical board to ascertain her medical condition and
give her ground duties accordingly within two months.

Read more: Court orders Indian Airlines to take back airhostess sacked for being overweight
- The Times of India http://timesofindia.indiatimes.com/india/Court-orders-Indian-Airlines-
to-take-back-airhostess-sacked-for-being-
overweight/articleshow/7076772.cms#ixzz17hyenYNJ

Read more: Court orders Indian Airlines to take back airhostess sacked for being overweight
- The Times of India http://timesofindia.indiatimes.com/india/Court-orders-Indian-Airlines-
to-take-back-airhostess-sacked-for-being-
overweight/articleshow/7076772.cms#ixzz17hyONDeP

3) DEC 8---HUL DOUBLES THE AVG TENURE OF ITS SENIOR EXECUTIVES TO 4 YRS ON EVERY POST

Change decided by PAUL POLMAN—CEO UNILEVER

HUL makes it compulsory for the higher manager levels to spend a minimum of 4-5 yrs before
getting promoted---this step has been taken to increase the understanding of the managers at each
level of the organisation hierarchy---also it used to happen that managers just used to take certain
steps that would give short term benefits and hence initiate their promotion but would cause long
term losses which have to be faced n handled by the new person on board.

REASON

1. -increase the stability and experience of executives to take decisions in the market place and
be accountable for it..
2. .to increase the accountability for execution of startegies and delivering results
3. HUL CEO Nitin Pranjpe says this step has been taken to increase the learning and exp on the
job post and to increase organisation stability
 4. A market analyst said abt HUL that people at the top have been left with cleaning up the
mess created by their predecessors.

TCS TO OVERHAUL HR POLICY

With the rise in attrition levels taking a toll on IT companies, the country’s largest IT services
firm, Tata Consultancy Services (TCS), is all set to bring about a change in its human
resource management. The firm has put forth a ‘resources management group’ (RMG) that
will work towards various retention initiatives. TCS on Thursday reported a 13% attrition rate
in spite of an average 10-13% wage hike that it gave this quarter.

Though a second round of wage hike is not a possibility, vice-president & head for global
human resources, Ajoy Mukherjee, feels the strengthening of people management and
training will improve retention levels.

For instance, the firm will bring about a rotation of employees for on-site locations. “With the
decrease in on-site opportunities, we intend to rotate employees so that more people get a
chance to be at the clients’ locations,” Mukherjee said. “There has to be a stress on
aspirations and we have to ensure that business and HR work together to do that.”

The industry, at the moment, is witnessing the experienced band of about 3 – 6 years
contributing to the majority of the attrition rate. The RMG will also identify individuals that are
keen on having newer challenging jobs. “The experienced employees have different
aspirations and wage is not necessarily a reason for an employee to quit. For the IT industry,
it is increasingly becoming an aspect of having a challenging job. And so, we would want to
retain such employees by moving them to such projects,” he said.

The firm also intends to translate a number of freebies into beneficial spends like increase in
premium of health insurance and extra hospital coverage. TCS may look at paying additional
variable components if the company continues to perform better. With demand picking up, it
could be a challenge for TCS to support a sudden surge in employee requirements. The firm
has a high utilisation level of about 82.6% (excluding trainees) and has not been able to
attract huge additions. Of the 10,849 offers made in Q1, the firm had a net addition of only
3,271. It has hiked overall hiring requirements to 40,000 for the year from 30,000.