Tunnel Rat posted on June 28, 2012 09:18

Thanks to fellow Insurgents who passed this news about "Kumar" along:

A tale that starts with gummi bear shots in a Dewey bar and ends with a suicide in a New Jersey hotel
By Sean O’Sullivan and Jesse Paul
June 23, 2012, 8:58 a.m.
The Daily Times/Dellmarva Now [Gannett]


Hours before she turned up dead in a Dewey Beach motel room, Danielle Mehlman was at a nightspot in town with Pawan Kumar – the man authorities believe later killed her – doing gummi bear shots with a Wilmington couple and showing off jewelry given to her by Kumar.

Dan Caputo and his fiancée, Cheri Duvall, said they did not sense any issue or tension between Mehlman and Kumar, although they were a bit puzzled at the exact nature of the couple’s relationship.

Caputo said at one point, they referred to Kumar as Mehlman’s “boyfriend” and she quickly corrected them to indicate he was not.

“She didn’t consider the relationship dating,” Caputo said. “She said, ‘he likes to buy me things,’ and showed us this jewelry, a gold necklace and two bracelets. She said right in front of him, ‘I’m not having sex with him, I’ve got a boyfriend.’ ”
Caputo said that it didn’t seem as if Mehlman was being mean, that she was matter-of-fact about it.

Hours after having drinks with Caputo and Duvall at Jimmy’s Grill, Mehlman’s body was discovered in a room at the Atlantic Oceanside Motel, the first homicide victim in Dewey since the resort incorporated 31 years ago.

Kumar’s body was discovered about 24 hours later at a motel in New Jersey, an apparent suicide.

Interviews with Caputo and Duvall, and with the cabbie who drove Kumar from Dewey to Wilmington, provide a picture of events in the hours before and after Mehlman’s death.

Caputo said due to the fact it was late on a Sunday, they were just about the only people in Jimmy’s Grill besides the bartender, which is apparently why Mehlman struck up a conversation with them at the bar. “She was a bit more tipsy than him,” Caputo said, but Duvall said she did not appear to be drunk.

From the conversation, Caputo said he understood that Mehlman and Kumar had only known each other a short time, perhaps a week.

“I never got a clear explanation as to how they met,” he said, or why she was down at the beach with a man she did not consider to be her boyfriend.

“I think he thought there was more going on in the relationship than she did,” Caputo said, adding that he had difficulty understanding what Kumar said due to his accent.

Kumar, a citizen of India, was in the United States on an H1 B work visa, said Harold Ort, in a statement from U.S. Immigration and Customs Enforcement in Newark, N.J. The News Journal was unable to determine where he worked or how long he’d been in the country.

Mehlman, who was from Bensalem, Pa., told Duvall that she was a schoolteacher, and media reports said she was a teacher at Planet Abacus Charter School in Philadelphia. Site Director Claudia Lyles said Mehlman had previously worked at the school but did not work there this school year.

“She was not here during my time here,” Lyles said. “I’ve been here since the end of November.”

Mehlman worked occasionally at the The Oasis, a gentleman’s club on Essington Avenue just outside of Philadelphia, according to a manager and dancer there. The manager, who identified himself to a reporter but asked that his name not be used, said Mehlman hadn’t worked there long, but once every few weeks would work the 9 p.m.-2 a.m. shift.

The manager said she “was a very sweet girl. She really hated to [work at Oasis]. She was very beautiful, and we hate to lose her. She didn’t cause any problems.”

A Delaware State Police detective visited the club as part of the investigation into Mehlman’s killing, the manager said.

At Jimmy’s Grill, Duvall said she chatted with Mehlman about where to go and what to eat in Dewey Beach. “She was really friendly and told me she was a schoolteacher.

We ‘friended’ each other [on Facebook],” she said, adding Mehlman took a picture of them with her cellphone and promised to send it to them over Facebook.

“While we were sitting there, she showed me a couple of texts from a guy she said she really did like,” Duvall recalled, saying the text was “something about ‘Where are you, I want to see you.’ ”

But, Duvall said, Mehlman reiterated in regard to Kumar, “I’m not going to have sex with this guy because I don’t love him,” but she added that Kumar was next going to take her to buy a Coach purse.

“I guess close to 9 p.m., they said they were going to the Starboard and they wanted us to go,” Duvall said. She and Caputo begged off. “We left and went home [to a beach house] and that was the end of it,” he said.

“Nothing seemed out of the ordinary,” Duvall said, adding she now regrets not going with them to the Starboard. “I have this strange feeling that maybe we should have gone.”

“She really wanted us to go,” she said.

About 10 hours later, just after 7 a.m., Beach Ride Taxi in Lewes got a call from someone who wanted a ride to the Wilmington train station. When dispatch asked him for his name, the man said, “you have my number, that is enough,” according to 56-year-old Jim Allen, owner of Beach Ride.

Allen himself went out on the call and arrived at Old Inlet Bait and Tackle nearly four miles south of the Atlantic Oceanside Motel to pick up his fare. He found a man, whom he later identified to police as Kumar, waiting outside with two plastic bags filled with clothing.

Allen said he immediately recognized the man.

“I saw [Kumar] get thrown out of the Starboard at 10:30 the night before while I was dropping off another fare,” Allen said. “I saw him in the parking lot [with] the bouncer grab[bing Kumar] and pushing him out like ‘you’re not welcome here.’ ”

Allen asked Kumar to show him proof that he had cash to pay for the ride, at which point the passenger pulled out a fistful of bills. Allen asked him how he had gotten to the tackle shop, but Kumar refused to answer.

As the two started heading North on Del. 1, Kumar changed his mind about where he wanted to go and told Allen to take him to 3120 Naamans Road –Kumar’s last known address, according to police – which he said was his parents’ apartment.

“I could barely understand his English, his accent was so heavy,” Allen said. “I asked him to write down the address so I could put it in my GPS. He kept asking every 10 minutes how far away we were.”

Allen tried to strike up a conversation, which, he said, was “like trying to pull teeth.”

“[Kumar] said he was down visiting friends and that his car had broken down,” Allen said. “He told me that his parents owned two businesses in Wilmington and that he had a sister who was in law school at Widener.”

Kumar said that he had only been in the United States for two weeks and was heading back to India on July 1 to attend medical school, Allen said.

At about 9:40 a.m., the pair arrived at the Stratford Apartments complex in Brandywine Hundred, where Kumar paid the $344 fare, with no tip, and Allen drove away.

“He just seemed very, very nervous,” Allen said. “He was disheveled and had the same clothes on as the night before. You could tell he hadn’t shaved.”

At around 10:45 a.m. Monday, a housekeeper at the Atlantic Oceanside Motel in Dewey Beach found Mehlman’s body in a ground-floor room. Police said she had been stabbed multiple times.

A couple staying in the motel said that it was a quiet night and they didn’t see or hear anything unusual.

Sometime after he was dropped off in Brandywine Hundred, Kumar made his way to Belleville, N.J., just north of Newark, according to police.

On Monday night, Kumar checked into the Belleville Motor Lodge and told the clerk he would be checking out the next day, according to the Essex County Prosecutor’s Office. When he failed to check out on Tuesday, employees tried to contact him and found the door to his room was locked.

Belleville police were called and found Kumar’s body in the room and a suicide note, said Deputy Chief Mark Minchini. The medical examiner attributed his death to an overdose.

“There was no information that [Kumar] had any specific links to Belleville that would explain why he went there,” said Katherine Carter of the Essex County Prosecutor’s Office.

State police confirmed Thursday that Kumar had used the cab service to reach Wilmington and said they had investigated evidence in Allen’s car and had spoken to Caputo.

Sgt. Paul Shavack of the Delaware State Police said despite the fact that the suspected killer is dead, an aggressive and thorough investigation is continuing. He said they are still proceeding as if it was a criminal investigation and plan to release the details when it is complete.

Looking back,Duvall said she gets a sick feeling and wonders if Kumar was thinking or planning about what he would later do.

Caputo wonders if Mehlman’s off-hand comment dismissing her relationship with Kumar – and stating that she would not have sex with him – set Kumar off in some way. “I just keep thinking back and wonder if we never had that conversation,” he said.

The couple said they did not realize the importance of their Sunday night meeting until Tuesday when they picked up a copy of The News Journal and read about a murder in Dewey Beach. Caputo then went to delawareonline.com to read more.

That’s when he saw the picture of Kumar released by police and called over his fiancée.

Their first reaction was that it looked just like the person they had met. They didn’t realize it actually was him until they read the story and saw the names.

“When I saw the picture and read the article, I just started to get tears in my eyes,” Duvall said. “Really, it just puts a big lump in my stomach. We really had a good time and planned on keeping in contact. She was so nice.”

http://www.delmarvanow.com/article/20120623/NEWS01/120623007/DELAWARE-Dewey-Beach-murder-final-hours


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Tunnel Rat posted on June 17, 2012 22:06

I first blogged about Srinivas Doppalapudi back in July 2010, after he was charged with slumdog slave trading.  At the time, his collaborator lawyer said that this scumbag merely made mistakes with his paperwork. As was the case with Apex Technology Group, warnings about this douchbag's crimes were being posted on the Internet long before the U.S. gov't got on the case.  Like Apex's Sarvesh Kumar Dharayan,  Srinivas even tried to use the same tactic of filing a DMCA takedown notice in an attempt to silence his victims.

Now this Indian fucker gets to sit in jail until his sentencing and eventual deportation, which is a good thing. 

       
Wilmington, Del. – United States Attorney Charles M. Oberly, III, announced Srinivas Doppalapudi, a 45 year old citizen of India, in the United States with permanent legal residency (green card) status, pleaded guilty today District Court Sue L. Robinson to visa fraud and money laundering.  Doppalapudi’s sentencing has been tentatively scheduled for a date in September.
 
According to statements made and documents filed in court, from March 2007, through September 2010, Doppalapudi submitted 33 fraudulent H-1B visa applications.  In entering his guilty plea to visa fraud, Doppalapudi admitted that from March 2007 through September 2010, he operated several businesses which variously applied for H-1B visas and that on 33 occasions he submitted to the United States Citizenship and Immigration Service, service contracts which were false, in that, no such agreement or contract existed and the contracts bore the forged signature of one of the purported parties.  Most of the aliens in whose names Doppalapudi requested H-1B visas were in the United States on student visas which were about to expire.
 
During the period in question, Doppalapudi wire transferred more than $1 million dollars from his business bank accounts in the United States to a bank account in India.  Doppalapudi’s guilty plea to money laundering relates to his transfer of funds, criminally derived from his visa fraud scheme, from his business accounts to his personal account.
 
Upon entering his guilty plea, the prosecutor asked that the Court to revoke the defendant’s release on bail and to detain Doppalapudi pending sentencing, which Judge Robinson tentatively scheduled for September.  The government advised that Doppalapudi was facing certain deportation upon sentencing and had no incentive to return to sentencing.  The government further argued that detention was warranted due to the following: during the commission of the offense he wired transferred in excess of $1 million dollars from his U.S. bank accounts to a bank account in India; that his business website listed offices in India, Singapore, and Canada; and on nine occasions from 2008 through the date of his arrest in July 2011, he had traveled internationally.  Edmund D. Lyons, Esquire, counsel for defendant, opposed detention, noting that for the last 11 months following his arrest Doppalapudi had been on house arrest with electronic monitoring and fully compliant with all conditions of release.  Judge Robinson granted the government’s motion and detained without bail  Doppalapudi pending sentencing.
 
Visa fraud, a violation of Title 18, United States Code, Section 1546(a), and money laundering, a violation of Title 18, United States Code, Section 1957, each are punishable by a maximum penalty of ten years’ incarceration and a $250,000 fine.
 
The “H-1B Specialty Workers” visa program allows an employer to temporarily employ a foreign worker in the United States on a non-immigrant basis in a “specialty occupation.”  Current laws limit to 62,000 the number of such visas that may be issued annually.  The H-1B visa application process is the responsibility of the employer, not the employee.  Accordingly, it is the employer, not the employee, who applies for the H-1B visa.  If the employer’s application is granted, the H-1B visa is issued to the employer, not the non-immigrant employee.  H-1B visas are issued by the United States Citizenship and Immigration Service and are valid for a period of employment of up to three years.  Thereafter, the employer may seek an extension to this status, for up to a maximum continuous period of six years.
 
Those employers petitioning for H-1B visas may not lawfully engage in the practice of “speculative employment,” a term used to describe a circumstance in which petitioner does not have an available employment position, but still files a visa request on behalf of a foreign worker.  In doing so, the petitioner speculates that, at some point in the future, the petitioner may be able to secure the foreign worker a job.  In filing such paperwork, the petitioner fraudulently represents that a specific job opportunity is presently available, when, in fact, it is not.
 
Those employers petitioning for H-1B visas also may not lawfully engage in the practice of “benching workers,” a term used to describe a circumstance in which petitioners engages in speculative employment and then after the non-immigrant worker makes himself/herself available for work, the employer places the worker on “the bench,” that is, in an apartment for otherwise, without pay, while the worker awaits a job placement or searches for his/her own job placement.
 
The prosecution was a result of a joint investigation by the United States Department of Labor, Office of Inspector General, Office of Labor Racketeering and Fraud Investigations; the Internal Revenue Service – Criminal Investigation Division; and Immigration and Customs Enforcement; and the United States Citizenship and Immigration Service – Office of Fraud Detection and National Security.

...And they can't communicate, as this slumdog comment proves:

"The example you have quoted just comes from the view point that its assumed that if people do not understand your English, you are very smart. The English Indian write is not as pathetic as you are saying."

It's actually even worse, as anyone who has worked with slumdog scabs can attest.  And this article seems to be just one of many in a pattern of retribution aimed at the slumdog scabs, like the recent NYT article that exposes the "Myth of the Indian Software Genius" and calls it a fabrication of NASSCOM.

May 23, 2012, 6:22 am

An Open Letter to India’s Graduating Classes

Namas Bhojani for The New York TimesStudents prepare for summer placements at the Indian Institute of Management (IIM), Bangalore, in this  November 10, 2008 file photo.

Dear Graduates and Post-Graduates,

This is your new employer. We are an Indian company, a bank, a consulting firm, a multinational corporation, a public sector utility and everything in between. We are the givers of your paycheck, of the brand name you covet, of the references you will rely on for years to come and of the training that will shape your professional path.

Millions of you have recently graduated or will graduate over the next few weeks. Many of you are probably feeling quite proud – you’ve landed your first job, discussions around salaries and job titles are over, and you’re ready to contribute.

Life is good – except that it’s not. Not for us, your employers, at least. Most of your contributions will be substandard and lack ambition, frustrating and of limited productivity. We are gearing ourselves up for broken promises and unmet expectations. Sorry to be the messenger of bad news.

Today, we regret to inform you that you are spoiled. You are spoiled by the “India growth story”; by an illusion that the Indian education system is capable of producing the talent that we, your companies, most crave; by the imbalance of demand and supply for real talent; by the deceleration of economic growth in the mature West; and by the law of large numbers in India, which creates pockets of highly skilled people who are justly feted but ultimately make up less than 10 percent of all of you.

So why this letter, and why should you read on? Well, because based on collective experience of hiring and developing young people like you over the years, some truths have become apparent. This is a guide for you and the 15- to 20-year-olds following in your footsteps – the next productive generation of our country. Read on to understand what your employers really want and how your ability to match these wants can enrich you professionally.

There are five key attributes employers typically seek and, in fact, will value more and more in the future. Unfortunately, these are often lacking in you and your colleagues.

1.You speak and write English fluently: We know this is rarely the case. Even graduates from better-known institutions can be hard to understand.

Exhibit No. 1: Below is an actual excerpt from a résumé we received from a “highly qualified and educated” person. This is the applicant’s “objective statement:”

“To be a part of an organization wherein I could cherish my erudite dexterity to learn the nitigrities of consulting”

Huh? Anyone know what that means? We certainly don’t.

And in spoken English, the outcomes are no better. Whether it is a strong mother tongue influence, or a belief (mistakenly) that the faster one speaks the more mastery one has, there is much room for improvement. Well over half of the pre-screened résumés lack the English ability to effectively communicate in business.

So the onus, dear reader, is on you – to develop comprehensive English skills, both written and oral.

2. You are good at problem solving, thinking outside the box, seeking new ways of doing things: Hard to find. Too often, there is a tendency to simply wait for detailed instructions and then execute the tasks – not come up with creative suggestions or alternatives.

Exhibit No. 2: I was speaking with a colleague of mine who is a chartered accountant from Britain and a senior professional. I asked him why the pass percentage in the Indian chartered accountant exam was so low and why it was perceived as such a difficult exam.

Interestingly (and he hires dozens of Indian chartered accountants each year), his take is as follows: the Indian exam is no harder than the British exam. Both focus on the application of concepts, but since the Indian education system is so rote-memorization oriented, Indian students have a much more difficult time passing it than their British counterparts.

Problem-solving abilities, which are rarely taught in our schooling system, are understandably weak among India’s graduates, even though India is the home of the famous “jugadu,” the inveterate problem solver who uses what’s on hand to find a solution. Let’s translate this intrinsic ability to the workforce.

3. You ask questions, engage deeply and question hierarchy: How we wish!

Exhibit No. 3: Consistently, managers say that newly graduated hires are too passive, that they are order-takers and that they are too hesitant to ask questions. “Why can’t they pick up the phone and call when they do not understand something?” is a commonly asked question.
You are also unduly impressed by titles and perceived hierarchy. While there is a strong cultural bias of deference and subservience to titles in India, it is as much your responsibility as it is ours to challenge this view.

4. You take responsibility for your career and for your learning and invest in new skills: Many of you feel that once you have got the requisite degree, you can go into cruise control. The desire to learn new tools and techniques and new sector knowledge disappears. And we are talking about you 25- to 30-year-olds – typically the age when inquisitiveness and hunger for knowledge in the workplace is at its peak.

Exhibit No. 4: Recently, our new hires were clamoring for training. Much effort went into creating a learning path, outlining specific courses (online, self-study) for each team. With much fanfare, an e-mail was sent to the entire team outlining the courses.

How many took the trainings? Less than 15 percent. How many actually read the e-mail? Less than 20 percent.

The desire to be spoon-fed, to be directed down a straight and narrow path with each career step neatly laid out, is leading you toward extinction, just like the dinosaurs. Your career starts and ends with you. Our role, as your employer, is to ensure you have the tools, resources and opportunities you need to be successful. The rest is up to you.

5. You are professional and ethical: Everyone loves to be considered a professional. But when you exhibit behavior like job hopping every year, demanding double-digit pay increases for no increase in ability, accepting job offers and not appearing on the first day, taking one company’s offer letter to shop around to another company for more money — well, don’t expect to be treated like a professional.
Similarly, stretching yourself to work longer hours when needed, feeling vested in the success of your employer, being ethical about expense claims and leaves and vacation time are all part of being a consummate professional. Such behavior is not ingrained in new graduates, we have found, and has to be developed.

So what can we conclude, young graduates?

My message is a call to action: Be aware of these five attributes, don’t expect the gravy train to run forever, and don’t assume your education will take care of you. Rather, invest in yourself – in language skills, in thirst for knowledge, in true professionalism and, finally, in thinking creatively and non-hierarchically. This will hold you in good stead in our knowledge economy and help lay a strong foundation for the next productive generation that follows you.

Together, I hope we, your employer, and you, the employee, can forge an enduring partnership.

The author is a partner with KPMG, and these are his personal views.


Tunnel Rat posted on May 25, 2012 22:50
I urge all American techies to call the number at the end of this article and report any slumdogs, collaborators, or Desi managers that are in engaged in the ethnic cleansing of American IT workers:

The Justice Department filed a lawsuit today against Whiz International LLC, an information technology staffing company in Jersey City, N.J., regarding allegations that the company violated the anti-discrimination provision of the Immigration and Nationality Act (INA) when it terminated an employee in retaliation for expressing opposition to Whiz’s alleged preference for foreign nationals with temporary work visas.

The complaint alleges that the company directed an employee that served as a receptionist and a recruiter, to prefer certain noncitizens in its recruitment efforts and then terminated the employee when she expressed discomfort with excluding U.S. citizens and lawful permanent residents from consideration. The anti-discrimination provision prohibits employers from retaliating against workers who oppose a practice that is illegal under the statute or who attempt to assert rights under the statute.
 
“Employers cannot punish employees who try to do the right thing and take reasonable measures to shed light on a practice they believe may be discriminatory,” said Thomas E. Perez, Assistant Attorney General for the Civil Rights Division. “Employers must ensure that their practices conform to the anti-discrimination provision of the INA, and retaliation will not be tolerated.”

The complaint seeks a court order prohibiting future discrimination by the respondent, monetary damages to the employee, as well as civil penalties. 
 
The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) is responsible for enforcing the anti-discrimination provisions of the INA, which protect U.S. citizens and certain work-authorized individuals from citizenship status discrimination.  The INA also protects work-authorized individuals from national origin discrimination, over-documentation in the employment eligibility verification process and retaliation.


For more information about protections against employment discrimination under the immigration laws, call 1-800-255-7688 (OSC’s worker hotline) (1-800-237-2525, TDD for hearing impaired), 1-800-255-8155 (OSC’s employer hotline) (1-800-362-2735, TDD for hearing impaired), sign up for a no-cost webinar at  www.justice.gov/crt/about/osc/webinars.php, email osccrt@usdoj.gov, or visit the website at www.justice.gov/crt/about/osc/. Civil Rights Division Trial Attorney Liza Zamd represents the department in this matter.


Tunnel Rat posted on May 13, 2012 22:49

I recently took a new contract gig at a large local company.  I had originally applied for a team lead position, which was full-time, and then turned down that offer when I found out that ALL THE FUCKING DEPELOPERS WERE IN INDIA.

Evidently, this company had bought some slumdog sweatshop and was trying the "OFFSHORE MODEL."  They were really trying to get me on and I went through three interviews before I told them that "I hope management here doesn't confuse price with value."

I was shocked when they offered me a 12-month contract for a lot more than the FTE spot was paying.  I jumped at that offer and have been there for over three months.  They leave me alone, and some other poor cracker has to deal with the slumdogs on the other side of the world.

There is one slumdog, oh, let's just call him, uh, Sarvesh, probably an H-1B, that sits in the cube next to me.  I came in the other day, and he asked me if I've gotten paid since I've been there.  He started a week after me.  I said hell yeah, I've been here for 3 months and I have direct deposit.  I thought he was talking about his check being late this week, but he said  HE HASN'T BEEN PAID IN 3 MONTHS.  ROFLMAO.

He said they're escalating the issue and it has something to do with the PO getting approved.  He doesn't seem to be exactly right off the boat and is older than the average slumdog scab.  I may have misunderstood him, because you know there is always that language problem, but I'm pretty sure I got it right.  What kind of idiot works without pay for 3 months?  No wonder the collaborators love them.


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Even though Professor Matloff won't admit it, he is one of the leading insurgents in academia.  His stance on slumdog scabs is always viewed through the prism of politically correct statistical analysis (he is a statistics prof) and he keeps his distance from violent insurgents like myself.  He and Ron Hira, another academic (and ironically, a Desi) do good work challenging the high tech junta and the leading propagandists for the slumdog slave trade.  Here in this Bloomberg piece Matloff once again uses the words of his foe and NASSCOM agent Vivek Wadhwa to make his case that H-1Bs are all about cheap, compliant labor:

Software Engineers Will Work One Day for English Majors

Which of the following describes careers in software engineering?

A. Intellectually stimulating and gratifying.

B. Excellent pay for new bachelor’s degree grads.

C. A career dead-end.

The correct answer (with a “your mileage may vary” disclaimer) is: D. All of the above.

Although the very term “coding” evokes an image of tedium, it is an intellectually challenging activity, creative and even artistic. If you like puzzles and are good analytically, software development may be your cup of tea. You not only get to solve puzzles for a living, but in essence you compose them.

Wages for new computer-science graduates working as software engineers are at, or near, the top of most surveys, certainly compared with new humanities grads. We hear about the gap a lot this time of year, as students compare job offers.

You had better be good to get that first job in computer engineering, because you will probably be asked to code on command during job interviews; employers have been burned too often by those with high grades yet low ability. But those who are chosen are generally paid well and love the work.

The downside? Well, say you interview as a graduating college senior at Facebook Inc. (FB) You may find, to your initial delight, that the place looks just like a fun-loving dorm -- and the adults seem to be missing. But that is a sign of how the profession has devolved in recent years to one lacking in longevity. Many programmers find that their employability starts to decline at about age 35.

Gone by 40

Employers dismiss them as either lacking in up-to-date technical skills -- such as the latest programming-language fad -- or “not suitable for entry level.” In other words, either underqualified or overqualified. That doesn’t leave much, does it? Statistics show that most software developers are out of the field by age 40.

Employers have admitted this in unguarded moments. Craig Barrett, a former chief executive officer of Intel Corp., famously remarked that “the half-life of an engineer, software or hardware, is only a few years,” while Mark Zuckerberg of Facebook has blurted out that young programmers are superior.

Vivek Wadhwa, a former technology executive and now a business writer and Duke University researcher, wrote that in 2008 David Vaskevitch, then the chief technology officer at Microsoft Corp. (MSFT), “acknowledged that the vast majority of new Microsoft employees are young, but said that this is so because older workers tend to go into more senior jobs and there are fewer of those positions to begin with.”

More than a decade ago, Congress commissioned a National Research Council study of the age issue in the profession. The council found that it took 23.4 percent longer for the over-40 workers to find work after losing their jobs, and that they had to take an average pay cut of 13.7 percent on the new job.

Why do the employers prefer to hire the new or recent grads? Is it really because only they have the latest skill sets? That argument doesn’t jibe with the fact that young ones learned those modern skills from old guys like me. Instead, the problem is that the 35-year-old programmer has simply priced herself out of the market. As Wadhwa notes, even if the 45-year-old programmer making $120,000 has the right skills, “companies would rather hire the younger workers.”

Whether the employers’ policy is proper or not, this is the problem facing workers in the software profession. And it’s worsened by the H-1B work-visa program. Government data show that H-1B software engineers tend to be much younger than their American counterparts. Basically, when the employers run out of young Americans to hire, they turn to the young H-1Bs, bypassing the older Americans.

Fewer Managerial Jobs

With talent, street smarts and keen networking skills, you might still get good work in your 50s. Moving up to management is also a possibility, but as Microsoft’s Vaskevitch pointed out, these jobs are limited in number. Qualifications include being “verbally aggressive,” as one manager put it to me, and often a willingness to make late- night calls to those programmers in India you have offshored the work to.

Finally, those high programmer salaries are actually low, because the same talents (analytical and problem-solving ability, attention to detail) command much more money in other fields, such as law and finance. A large technology company might typically pay new law-school graduates and MBAs salaries and compensation approaching double what they give new master’s degree grads in computer science.

If you choose a software-engineering career, just keep in mind that you could end up working for one of those lowly humanities majors someday.

(Norman Matloff is a professor of computer science at the University of California, Davis. The opinions expressed are his own.)

For the record, I'd rather work for an American English Major rather than another failed slumdog programmer that sucked enough dick to get into IT management, which would describe a few of the recent managers that I've had the misfortune to work with.  There is only one thing worse than a slumdog coder, and that is a slumdog IT manager.  They can't communicate OR code.  The last nose-picking chair-warming Hindu fuckstory I had couldn't even run a circle-jerk, much less an IT department. 


A true WTF. The comments are especially revealing. I look forward to the day a displaced IBM-er takes a gun to their "GDF" and gets some retribution.

"IBM’s 2015 plan was hatched to deliver $20 earnings-per-share to the delight of Wall Street. IBMers were offered a carrot, a few shares of stock granted at the end of 2015, as a reward for helping them achieve that target. It appears that IBM’s goal is not to issue any of those grants as they continue to conduct resource actions (IBMspeak for permanent layoffs) and remove talented and valuable US employees in favor of moving work to low cost countries such as Brazil, Argentina, India, China and Russia.

Work that stays onshore is mainly sent to what are called Global Delivery Facilities (GDF’s), two of which were created at heritage IBM locations (Poughkeepsie, NY and Boulder, CO) while starting new ones in Dubuque, IA and most recently Columbia, MO. IBM’s public position is they are creating jobs in smaller towns when in fact they are displacing workers from other parts of the US by moving jobs to these GDFs or to offshore locations.

In the case of Dubuque and Columbia, IBM secured heavy incentives from state and local governments to minimize their costs in these locations and are achieving further savings by paying the technical team members, most of whom are new hires or fresh college grads with no experience, a fraction of what experienced support personnel would require.

Let’s look closer at Dubuque, not because it is any different from the rest of IBM USA but simply to characterize the company at a finer scale.

When IBM opened the Dubuque center the people of Iowa were expecting great things.  The center was staffed by a small number of US IBMers in management positions.  IBM then brought over people from India for “training,” then sent them back.  Few H1B visas were even required.

Every time IBM sent a batch of trainees back to India from Iowa they laid off US workers.  While Dubuque was led to believe they’d get an influx of highly-paid new residents, what the city actually received was a transient workforce of underpaid people — workers that may well be invisible to local government.  It would be interesting to know how many permanent hires in Dubuque have been Iowa residents or graduates of Iowa universities?  How many workers spend less than a year in Dubuque?  Is Iowa seeing any benefit from the investment they made to open the IBM Dubuque center?

Whenever IBM has a big project they now have to bring in extra workers, usually from India.  I have been told they plan the arrivals over several days to a few weeks.  They route people through different airports.  They make sure there are never more than two or three workers coming on the same flight, effectively avoiding notice by Homeland Security.

Are any of these people paying FICA or US income taxes?  Good question. Why is IBM sneaking around? Better question.

With hundreds of thousands of laid-off IT workers in the USA, why can’t American workers be hired for these positions? Because IBM doesn’t want US employees. Or, for that matter, European employees, though these are harder to jettison.

Layoffs at IBM are rarely due to job performance, though complaining will get you sacked. IBM tends to position these actions as job eliminations, but jobs aren’t usually eliminated, they are just relocated to GDF or GR locations staffed by cheaper workers. IBM manages to skirt the Worker Adjustment and Retraining Notification (WARN) Act requiring advance notification of layoffs or plant closings by structuring these resource actions to stay just below the numbers required to provide notifications at given locations. In this way IBM has managed to avoid the mainstream media and touts itself as a good corporate citizen while continuing to expect remaining employees to work 60-70 or more hours per week to keep up with the amount of work.

These draconian tactics might be justified if survival of the company or the best interests of the customer were involved, but they aren’t. It’s mainly about executive compensation. Meanwhile IBM’s work for customers is becoming increasingly shoddy. Contract terms such as vulnerability scanning, ID revalidations, and security implementations are routinely late or not done at all. Account teams are under continued pressure to meet revenue and cost targets regardless of how poorly the contracts were structured by the sales team. Each business sector has a target to move a certain percentage of their technical work to an offshore Global Resource (GR) or onshore Global Delivery Facility (GDF) as mentioned above.

IBM’s goal appears to be to have as few employees in the US as possible, maximizing profit.  But doing so clearly hurts customer satisfaction.

Major IBM customers such as Amgen, The State of Texas, and most recently the Walt Disney Company have cut ties with IBM in favor of other providers. Many other customers are scaling back the services they’re buying from IBM as the perceived value continues to drop. Customers are starting to realize that they can directly hire offshore companies such as TCS, Wipro, HCL and Satayam and book the savings directly instead of paying IBM top dollar for support and then seeing that support fulfilled from BRIC countries.

When IBM first started its big push to offshore technical work, the account teams were asked to make a list of reasons why customers’ work couldn’t be offshored, but were not allowed to use skills as a reason. That makes no sense in a rational organization but it makes perfect sense to IBM."

http://www.cringely.com/2012/04/somethings-rotten-in-IBM-dubuque/


Tunnel Rat posted on April 12, 2012 22:06

The beginning of the end for SLUMDOG SLAVETRADE:

http://www.cbsnews.com/video/watch/?id=7405064n

"...The Indians had no knowledge at all..."


Indian IT firms are heading for a fall

Response to visa-related lawsuits indicates that Indian services firms don't fully understand the American system

Patrick Thibodeau
 

April 6, 2012 (Computerworld)

India's IT firms understand software, but not America.

It is the American character not to back down, and to fight for what is right. Our children are taught this from their earliest ages. Even new arrivals, immigrants or people on work visas are quick to grasp this essential truth.

America's institutions reflect the national character. Our political system encourages sharp and hard contests. Our legal system facilitates a fight, as India's IT companies are now learning.

Three of India's largest IT outsourcing firms, Infosys Technologies, Larsen & Toubro InfoTech and Tata Consultancy Services, are involved in lawsuits filed against them by current and former employees.

The lawsuits are a problem for each of the companies. But taken together, the cases are a major threat to the Indian IT industry in America.

India's IT firms are dependent on American businesses for about half of their revenue. They can't operate in this country without work visas, such as H-1B and L-1 visas.

Thus the allegations by employees of visa misuse and harassment have broad implications and are attracting federal investigators and congressional oversight.

MORE...


Uh, no shit.  I bet Andrew Wasser starts getting death threats from the Indian Outsourcing Regime, or a slumdog CMU student throws acid in his face.

IT Outsourcing System Is Broken, How Can Service Providers Fix It?

– Stephanie Overby, CIO

March 29, 2012 

 

Andrew Wasser's perch affords him a broad view of the IT outsourcing industry. Wasser serves as associate dean of the Heinz College's School of Information Systems and Management at Carnegie Mellon University (CMU), where a third of the graduate students studying applied business and information technology are refugees from the IT services industry. He has oversight over many of CMU's business projects that are commissioned by a virtual who's who of the outsourcing industry -- providers, clients and consultancies. And, as a veteran financial services CIO and director of CMU's CIO Institute, he has an intimate understanding of the outsourcing practitioner's point of view.

From his multidimensional perspective, one thing is clear: The outsourcing system is broken. Heck, if you go by the old saw that defines insanity as doing the same thing over and over again and expecting different results, it's downright crazy. The vendors say they are strategic partners, but they are in fact neither strategic nor partners. Both providers and customers say they want to create more business value and innovation, but neither is making the changes necessary to do that.

CIO.com talked to Wasser about what ails the outsourcing industry -- from talent gaps and process devotion to closed-off clients and poor communication -- and what, if anything, could turn things around.

CIO.com: You have a particular interest in the growing talent gap in the global sourcing industry. What is the state of offshore outsourcing recruiting?

Wasser: As important as what we are seeing is why we are seeing it.

My bias is in looking at the big Indian firms -- Infosys, Wipro, Cognizant, TCS -- and to some extent the Accentures, IBMs and captive centers. In the beginning when you talked to a tier-one sourcing [firm], they would tell you, "We get the best of the best." They made offers only to the top 0.5 percent at the universities. And they may still tell you that today, but the reality is quite different.

Because of increased competition and a shortage of talent, they have had to go much deeper into the pool of students and go to second and third-level schools. They are no longer getting the best and the brightest. It's no longer a coup to get an offer from Tata because everyone is getting an offer from Tata.

CIO.com: Is that just a result of needing more people? Are they still recruiting the best and brightest as well -- or is that top talent going elsewhere?

Wasser: These firms have hiring targets -- sometimes as many as 5,000 new employees. They may be getting, at best, the top quartile. I don't have a good handle on where the top decile is going. These young professionals entering the sourcing industry end up "going back to school" at Infosys or Cognizant or Tata, which all have their own academies. They take mechanical or chemical engineers and teach them how to be IT engineers, ideally with some client skills. They repackage them.

CIO.com: What's the biggest complaint you hear from outsourcing customers?

Wasser: We see continued frustration from clients that these people are really good order takers, but they are not problem solvers. They are smart -- no question -- but they are not the strategic partners they had hoped they would be.

CIO.com: Can you trace all of that dissatisfaction back to the recruiting issues at the junior level?

Wasser: I have several hypotheses. One issue is what I call the "filter effect." The sourcing firms go to the same affiliate universities and programs year after year. The HR people have a formulaic set of attributes they are looking for. Did they take discrete math or programming one and two? How were their grades? When they can check off all the boxes, they make an offer.

So they are getting students who have done exactly what they were supposed to do. They graduated from high school with good grades. They told their parents they wanted to study history or art. The parents said, "Great, but you're going to be an engineer." They have no gaps in their studies, no blemishes on their records, their extracurriculars are all in place. And when they finally graduate with a chance to do something innovative or unique, they once again do exactly what mom and dad tells them to do -- apply for a job at IBM or Infosys.

Then the firms say, "Why aren't my people innovating?" Well, you filtered out all the people who might innovate -- the guy who took time off to hike the mountains or the girl who tried to start her own t-shirt company or the student who stumbled freshman year because he was interested in guitars and girls. You hired people who are good at doing what they are told and now you wonder why they're only [a] good order taker.

CIO.com: Couldn't the providers teach them how to approach the work differently?

Wasser: I think so. But that gets to what I call the "treatment effect." Once you get into these sourcing companies, they all follow CMM-I or Six Sigma or ITIL. They put in place all these SLAs and metrics and procedures and policies. I have no problem with process frameworks. They have been great for our industry and turned what was a craft into a science. But they do not foster innovation. No one is willing to say, "Hey this might not meet the SLA or it's not ITIL, but here's a novel way to address a business need."

CIO.com: Are these problems only found in the Indian or offshore-centric firms?

Wasser: No. They are all going after the same talent pool. Some firms tend to be more westernized. I would put Cognizant and Accenture and IBM in that mix. But they've all replicated the Indian delivery model, so they are experiencing the same problems.

One of the issues particular to offshore outsourcing is what I call the "texting effect." Whether you are in China or Mexico or India, the [English] speaking and listening and writing skills aren't always great to begin with. Adding to the problem is that engineers are notoriously weak communicators. And if, on top of that, the engineer doesn't understand the business drivers, they're never going to speak the real language of the client.

CIO.com: Do the customers themselves bear any responsibility for the lack of problem solving in their outsourcing engagements?

Wasser: The client holds a whole lot of responsibility. They often don't want to spend much time with the Indian guy -- they don't think he's that fun, he has an accent, and he can't talk about the Syracuse win last night -- that's a problem.

That is tied up with what I call the "context effect." The client tells the vendor what to do but not why they want it done. If I tell you, "Move this box from here to there," and you do not know the context, all you can do is what I tell you. But if you understand the bigger picture, you may realize you can discard some of what's in those boxes, some of it you can scan, and some you can leave behind. There is so much value in understanding the real meaning of what you are trying to accomplish. Context can be especially difficult to gain when a development center is in Monterrey or Chennai. But it is the client's responsibility to share that business context.

CIO.com: What can outsourcing customers and providers do to advance their relationships and foster the innovation they say they want?

Wasser: Some of it is obvious. Who is doing the hiring? How are they doing it? Where are they doing it? If it's the same old HR mindset, you will get the same old results. Why not take a look at the guy who dropped out of school or the music major?

But even more important is how are you incenting these workers? That is going to require some deprogramming on the client side. You can't focus on the strictest service-level agreements and then wonder why the provider didn't innovate. You didn't create an environment for innovation. You need to explain the why, not just the what.

CIO.com: Many of your master's and Ph.D. students came from the IT outsourcing industry to make the switch from order taker to business innovator. Are they going back into IT services?

Wasser: No. Most stay in the U.S. and go to client firms or consulting firms or technology firms.

I tell them that these talent gaps are an opportunity for them. What you want to be is one of [the] people [who] can fill that gap -- that polymath who can look at things from an entrepreneurial perspective. There will always be someone in Pune or Poland that can program more cheaply than you. But what the world needs is business technologists -- IT professionals who understand negotiation and information security and economics and architecture. We are not going to out-MBA the MBA or out-tech the computer scientist. We are filling the sweet spot in between the two. And that's what companies tell us they need.

http://tinyurl.com/6wpss3g



- Vineet Nayar, CEO, HCL Technologies

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