Lucas-TVS Research & Development Department Salaries in Cuddalore

Likes

Good food, very good learning because they will dumb the work so you will start to learn.. nice uniform,

Dislikes

All Saturday working, no sick leave or emergency leave, poor appraisal percentage, huge politics, salary scale is too poor compared to market.

Likes

As a new product development Engineer we can able work in all domains , great learning for a beginner

Dislikes

Salary package of diploma candidate is low , there is a huge courtesy difference between the diploma engineers and Graduated engineers while the starting their career

Likes

Can learn and gain technical knowledge. As far as career growth and compensation concerned it's very lagging when compared to other companies. With utmost legacy could consider employee growth and compensation in better manner.

Dislikes

Attitude of senior most person's towards juniors.

Likes

Great company for learning. Mistakes are not seen fatal Good facilities

Dislikes

Non standard salary compensation. Outside talents are respected more than inhouse talents N+1 decides your growth. Effort, output and Recognition is not comparable across verticals/ departments

Likes

Only thing food is provided

Dislikes

...gned. This can lead to dissatisfaction and confusion for new employees. Salary Hike and CTC: Negotiating a 20-30% hike is commendable, but the lack of clarity regarding the CTC (Cost to Company) in the offer can be misleading. Employees deserve accurate information upfront. Deductions and Hidden Costs: Deducting costs such as medical allowance, insurance, LTA, lunch, snacks, uniform, and transport without clear communication can be frustrating. Transparency is crucial to build trust. Leave Policy: Having only 14 days of earned leave (without casual or sick leaves) seems restrictive. Adequate leave provisions are essential for work-life balance. Resignation Process and Offer Correction: If you are hired by Lucas-TVS, it is crucial to receive a formal offer letter before taking any steps related to resignation. Insist on having all terms and conditions in writing, including the designation, compensation, and other relevant details. If the offer is not provided officially over email or in writing, exercise caution and seek clarification. The subsequent threat of cancellation adds unnecessary stress. Correcting the offer after joining, especially regarding designation and CTC, is unfair and disappointing. THE COMPANY IS NOT FOR ENERGETIC ONES