Quicktouch Technologies Junior Software Engineer salaries in India

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Nothing

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...nt's expectations are absurd, demanding you work far beyond your allotted hours. A mere 1-minute delay in office timing results in a half-day salary deduction, which is both draconian and punitive. The work pressure is unbearable, with impossible deadlines that make it impossible to perform well. I've personally experienced consistent issues with my salary, with unjustified deductions happening almost every month, whether it's for half or full days. To make matters worse, the salary is often delayed, making it even harder to manage personal finances. The leave policy is equally restrictive, allowing only two days off per month, which are often not approved, leading to even more salary cuts. Adding to the frustration, the HR department is unsupportive and unresponsive to these issues, providing no help in resolving salary discrepancies or leave approvals. The constant pressure, unrealistic expectations, and financial penalties create an environment of fear and stress.

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it is an IT company running smoothly without a CTO, thanks to its non-technical management team who only care about getting work done, not how it's done.

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...ome? Good luck! Applying for leave months in advance doesn’t guarantee approval. Employees from other states can forget about long leaves without facing hefty salary deductions. Sick leave? Sure, but only with prior approval, of course. And when you inquire about your leave, expect a detailed discussion on leave encashment instead Appraisals: Appraisals here are more of a myth than a reality. Despite having some incredibly talented employees, the company excels at underpaying them, thanks to the rampant favoritism and office politics. Work Hours: Be prepared to be docked half a day's pay for being a second late. But don't expect any appreciation or compensation for staying late, even if you’re working four hours overtime. Fair trade, right? Work-Life Balance: With the fantastic leave policies and the complete lack of recognition for extra work, expecting a work-life balance here is quite the joke. Management: The management is a mystery, wrapped in a riddle, inside an enigma. Whoever they are, they sure know how to maintain a toxic and ego-driven environment.

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...r leave policies and clock-in timing but do not apply these rules to themselves. The process for salary increments is unclear and seems to be based on favoritism rather than merit. Current employees, who have extensive knowledge about projects, often feel undervalued. The company does not offer competitive pay for experienced employees, leading them to consider switching jobs. If anyone from top management is ready to take feedback seriously, they should talk to the team (without any management persons or leads) and resolve these issues for a better future for both the company and the employees.

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Talking about Pros . . . . . . Let me think . . . . . ohh didnt find one.

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..., often responding with reprimands and stating, "This is not a LALA Company." 2. Delayed Salary Credits: Salaries are not credited on time. When approached, the HR Manager typically responds with a vague timeframe of the 7th to 10th of the month. Additionally, she advises employees to manage their expenses independently, emphasizing that since they are single, they should be able to handle their financial responsibilities. This overlooks the fact that employees have commitments such as EMIs, house rent, travel costs, and other expenses. 3. Leave Policy Issues: The leave policy is stringent, allowing only two leaves per month. Even in cases of illness, employees are required to seek approval for sick leave, often needing to implore their managers for approval. 4. Salary Deductions: The management enforces salary deductions for even a seconds of tardiness, yet expects employees to work beyond office hours to demonstrate their motivation, without additional compensation. 5. Unrealistic Deadlines: New projects often commence with tight deadlines. Employees are expected to work day and night to meet these deadlines. If an employee leaves the office at the scheduled time of 7 PM, they are questioned by the manager about pending tasks, even if those tasks were assigned the same day. 6. Poor Quality of Refreshments: While tea and coffee are provided, they are often of substandard quality, sometimes containing contaminants such as cockroaches. 7. Uncompensated Overtime--> Despite working late hours, employees do not receive additional pay for overtime. If they refuse to work beyond regular hours, management questions their motivation and commitment, offering verbal motivation instead of monetary incentives.

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There's nothing to like here.

Dislikes

...ers or assistance, displaying an insensitive approach towards employee concerns. Irregular Salary Disbursements: Employees frequently face delays in receiving their salaries, with the HR Manager offering vague assurances about payments between the 7th to 10th of the month, causing undue financial stress and uncertainty among the workforce. Stringent Leave Approval Process: The leave policy remains excessively rigid, permitting only two leaves per month and necessitating employees to justify even legitimate sick leaves, resulting in unnecessary stress and lowered morale. Penalizing Employees for Minor Lateness: Management imposes strict penalties for minor instances of lateness, yet demands uncompensated overtime from employees beyond regular working hours, creating a double standard that impacts employee motivation and job satisfaction. Unrealistic Workload Expectations: Employees face constant pressure due to unrealistic project deadlines, often leading to extended work hours and personal sacrifices without adequate compensation or recognition for their efforts. Poor Quality Refreshments: Despite providing tea and coffee, the quality is consistently substandard, occasionally containing contaminants like cockroaches, posing health risks and reflecting poorly on the company's standards of employee welfare. Lack of Overtime Compensation: Employees are routinely required to work overtime without receiving additional pay or compensatory time off, with management resorting to verbal encouragement instead of tangible rewards, undermining employee morale and commitment.