In a significant shift in work dynamics, several major Information Technology (IT) firms in Pune have implemented revised work policies, stipulating that employees must be physically present in the office to qualify for performance bonuses and incentives. The decision to exclude ‘work from home’ arrangements from bonus eligibility has ignited debate among employees, highlighting divergent perspectives on remote work and onsite attendance.
During Diwali bonuses, salary hikes, and periodic performance assessments, employees are required to report to the office to be eligible for bonuses. This move marks a departure from the previous flexibility granted to employees during the peak of the COVID-19 pandemic when remote work was widely encouraged and supported by IT companies.
While the transition back to office-based work has been underway as COVID-19 cases decline, the decision to make bonuses contingent on onsite attendance has drawn mixed reactions from employees. Some view it as an incentive to encourage a return to office culture, while others perceive it as a constraint on their preferred work arrangements.
To address concerns raised by employees, some companies have adopted a hybrid work model, allowing for a blend of remote and onsite work. However, the bonus structure remains tied to physical attendance in the office. The bonus amount awarded will be determined based on the percentage of attendance during the stipulated period.
The bonus distribution system is as follows:
- More than 85% attendance: 100% bonus
- 75% to 80% attendance: 75% bonus
- 60% to 75% attendance: 50% bonus
- Less than 60% attendance: 0% bonus
This system aims to incentivize regular onsite attendance while acknowledging the preferences and circumstances of employees. However, it has also sparked discussions about the feasibility and fairness of such policies, particularly for employees with personal commitments or those residing in different cities.
Megh, a professional with a workspace in Pune, advocated for a hybrid approach, emphasizing the importance of experiencing office culture for junior employees while recognizing the need for flexibility, especially for those with personal commitments or residing in different cities.
Seema, a working mother employed in an IT company in Pune, expressed her preference for remote work, citing the flexibility it offers in balancing professional and personal responsibilities.
The introduction of this revised work policy underscores the ongoing evolution of workplace dynamics in response to changing circumstances and employee preferences. As IT firms navigate the transition towards hybrid work models, the debate surrounding remote work and onsite attendance continues to shape the future of work culture in Pune’s IT sector.
