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Time of India
01-07-2025
- Business
- Time of India
Infosys names two more Cognizant execs, claims more damages
The joint filing highlighted two similar disputes - the first dispute concerns the production of documents from the Syntel litigation, which Cognizant does not oppose. And the second concerns Cognizant's refusal to produce documents from two its employees, Surya Gummadi and Kathy Diaz, each of which are responsive to numerous RFPs (request for proposals). Tired of too many ads? Remove Ads Tired of too many ads? Remove Ads Tired of too many ads? Remove Ads After targeting Cognizant Technology Solutions' chief executive officer (CEO), rival Infosys names two senior executives of the US-headquartered IT services major of being highly relevant to Infosys 's antitrust claims, it a joint court claims both the officials - Cognizant's president for Americas business Surya Gummadi and chief people officer Kathryn Diaz - as key to its anticompetitive strategy following the healthcare software platform TriZetto's acquisition in is in direct competition with Infosys' Helix, which was led by Cognizant CEO Ravi Kumar S while he worked with Infosys until October 2022. He took over as Cognizant CEO in January a 49-page joint filing on June 13, the Bengaluru-based Indian IT giant has named both Gummadi and Diaz of having personal knowledge and unique involvement related to Infosys's antitrust Infosys also claims the amount in damages it is entitled could increase three times.'The amount in controversy flowing from the antitrust claims alone is significant, likely in excess of hundreds of millions of dollars. Both parties have monetary damages claims against each other, and Infosys is entitled to treble damages and attorneys' fees if it prevails on its antitrust claims,' the filing joint filing highlighted two similar disputes - the first dispute concerns the production of documents from the Syntel litigation, which Cognizant does not oppose. And the second concerns Cognizant's refusal to produce documents from two its employees, Surya Gummadi and Kathy Diaz, each of which are responsive to numerous RFPs (request for proposals).ET has reviewed the filing. Infosys did not immediately respond to emailed requests for said, 'Infosys' ongoing obfuscation does not change the fact that they have been caught red handed stealing Cognizant's intellectual property. Infosys manufactured baseless claims that suffer from multiple factual and legal deficiencies and only serve to distract from its trade secret theft.'Infosys' claims before a US district court, first raised in January, alleged that Kumar S of deliberately delaying the rollout of its healthcare product, Infosys Helix, as he was in talks for the top job at the Nasdaq-listed May, ET reported that US court has asked both Infosys and Cognizant to attempt to resolve the case by informal agreement.'Gummadi has personal knowledge and unique involvement related to both parties' claims. Notably, he 'led Cognizant's acquisition of TriZetto,' App'x 947, which marked the beginning of Cognizant's ongoing monopolistic schemes, and Cognizant's ownership of purported trade secrets,' Infosys said in the is responsible for Cognizant's 'strategic direction and operational performance'. This is relating to TriZetto's relevant geographic market—the United States—and product markets—healthcare payor software and related IT the filing pointed out Diaz's role in using human resources functions as part of Cognizant's 'anticompetitive schemes' and 'pressure on clients'.Diaz, who has served as Cognizant's Chief People Officer since May 2023, has personal knowledge and unique involvement related to Infosys's antitrust her role, she leads Cognizant's human resources function, including 'how the company attracts . . . its diverse global workforce. Given her central role leading Cognizant's hiring and retention, her documents are uniquely relevant to Cognizant's intentional recruiting of Infosys executives to stymie competition from Infosys Helix,' the filing accused its former president Kumar of having 'installed Diaz as Chief People Officer after he became Cognizant's CEO in 2023 and she occupied that role as Cognizant targeted Infosys Helix by scheming with and hiring away Infosys executives overseeing the product's development: Shveta Arora (October to December 2023) and Ravi Kuchibhotla (2024)'.Cognizant has more than 70% workforce is based in the IT majors are direct competitors and have a strong healthcare software services business. Cognizant's health sciences vertical contributed to around one-third of its revenue at about $5.9 billion, while Infosys gets 7.3% of its revenue, or about $1.4 billion from the a similar case earlier involving TriZetto earlier was the Syntel litigation, in which, Cognizant had won $854 million from Atos' Syntel Sterling Best Shores Mauritius in a separate dispute over Facets trade secrets in 2020. The award was later cut and then overturned on appeal in 2023, though the court found that Syntel was still liable for an amount of damages to be remains hopeful that pending disputes will be resolved in the coming days without requiring court intervention.
Forbes
12-06-2025
- Business
- Forbes
5 Reasons To Accept A Job Offer From Your Former Employer
The phone rings, and it's your former manager with a job offer to come back to your old company. Your initial reaction might be one of confusion, skepticism or even a little satisfaction. After all, they reached out to you. But then the doubts start creeping in. Does accepting a job offer from your previous employer mean you're taking a step back in your career? According to ADP Research, boomerang employees accounted for 35% of all new hires in March 2025, up from 31% the previous year and marking an all-time high. This trend spans industries, with the information sector leading with a remarkable 68% of new hires being former employees. Companies like Cognizant have welcomed back 13,000 former employees from 40 countries, with Chief People Officer Kathy Diaz reporting a 40% surge in returning employees over the past two years. These numbers paint a clear picture. Returning to a former employer isn't a regression but rather a career advancement. If you're considering a boomerang opportunity, here are five compelling reasons why accepting that job offer from your former employer could be the smartest career move you'll make. When you return to a former employer, you already understand the company's culture, decision-making processes and key relationships. This institutional knowledge translates into immediate productivity gains. Nela Richardson, ADP's chief economist and ESG officer, describes boomerang employees as having "the best of the new hires and the best of the existing workforce in one person. They get the fresh ideas, the fresh outlook, the new experiences, and someone who's been perhaps successful in their former role." While external hires spend months figuring out how things work, you can jump in and make an impact from day one, positioning yourself for high-visibility projects and rapid career advancement. Document specific examples of how your institutional knowledge will create immediate value. Prepare concrete scenarios that demonstrate how you can address current challenges or contribute to ongoing projects without the typical learning curve. Create a 30-60-90 day impact plan to present during salary negotiations, highlighting quick wins you can achieve based on your existing knowledge of the company. A job offer from a former manager puts you in a uniquely powerful negotiating position. Your previous employer already knows your capabilities and work ethic, while you've gained external experience that makes you more valuable than when you originally left. You can command higher compensation based on the skills and insights you've acquired elsewhere, combined with your existing knowledge of the company. Research current market rates for your role and create a comprehensive compensation package that includes both monetary benefits (salary, bonus, equity) and non-monetary perks (remote work, flexible schedules, additional vacation time, professional development budget). Schedule informal conversations with former co-workers to learn about the company's current salary structure and recent changes in benefits or work arrangements. The experience you've gained at other organizations sets you apart from internal candidates. Your outside perspective helps you spot solutions and opportunities that long-time employees often miss. You bring fresh eyes to ongoing challenges and can share ideas from different industries, making you invaluable for driving innovation. Before accepting the job offer, prepare specific examples of best practices, technologies or methodologies you've learned that could benefit your former employer. Focus on innovations that address known challenges or could create new opportunities. Identify several concrete improvements you could implement in your first six months, backed by successful examples from your external experience. Organizations evolve, and the reasons you originally left might no longer exist. Leadership changes, cultural shifts and strategic pivots can transform a workplace dramatically. What felt like insurmountable issues might have been addressed through new management, policy changes or organizational restructuring. Create a list of specific questions to ask about changes in leadership, policies and culture. Also, look for structural improvements, like new reporting relationships or revised performance management systems. Schedule one-on-one meetings with former colleagues who are still at the company to receive honest feedback about the current environment and any changes that have occurred since your departure. When a former employer extends a job offer, especially through personalized outreach, it signals that you're someone they've specifically identified as valuable. This targeted approach suggests that they're serious about bringing you back and are probably willing to make a competitive job offer. Evaluate whether the outreach feels personalized or like mass recruitment. Genuine interest should include specific details about why they want you back and what role they envision for you. Ask specific questions about why they're reaching out now, what's changed since you left and what unique value they see you bringing to the organization in this new context. While accepting a job offer from a former employer can be beneficial, you should proceed carefully. Be honest about what's driving you to consider going back by asking yourself tough questions and being mindful of potential red flags. Trust your instincts during this evaluation process. If conversations with trusted sources reveal that little has changed, or if you're still experiencing the same negative emotions, returning might not be the right choice. The rise in boomerang hires highlights clear advantages for both employers and returning professionals. When considering a job offer from a former employer, evaluate it as rigorously as any major career decision. Reflect on how the role aligns with your long-term goals, what has changed since your departure and where you now have greater leverage. Rejoining a previous employer lets you combine institutional knowledge with a fresh perspective. When the timing and circumstances are right, returning could be one of your smartest career moves.
