Home Forums Protect US Workers Forum & Stories NO Background Checks are done on Companies like IT Cognizant and all other India

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    #2587 |

    “IT fake Indian company is not committed to supporting education to help the U.S. remain competitive in an increasingly global economy. They simply come in with their fake education and employment background.

    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.

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    Profile photo of pretty Womenpretty Women
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    Profile photo of pretty Womenpretty Women
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    PROJECT AMERICAN PERSONAL INFORMATION

    Profile photo of pretty Womenpretty Women
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    US WORKERS LOSE THERE JOBS ,, AS FAKE IT INDIANS COMING FROM INDIA WORIN IN LOW PAY RATE.

    There are many IT specialized knowledge in United States. Since, H1 b workers are highly underpaid. Companies
    end of hiring underpaid people, in which they end up training local indian people.
    (Fake) Indian IT companies like Cognizant, Wipro, http://cubicit.net/ and many more list companies in following link: https://en.wikipedia.org/wiki/List_of_Indian_IT_companies.
    End up hiring un- experience people with “no IT back ground or real education”, having these people lie on their resume and putting them to IT job for lower paid.

    Profile photo of pretty Womenpretty Women
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    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.

    Profile photo of pretty Womenpretty Women
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    Post count: 232
    Profile photo of pretty Womenpretty Women
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    Post count: 232

    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.

    Profile photo of pretty Womenpretty Women
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    I’m an IT person myself, LIVNG IN USA. Due to fake Indian’s taking over our job with lower pay. I have not been able to find a job.

    America has more specialized knowledge. (Not India). .. They only reason companies are hiring fake Indians are because they work for low pay. Theses Indian comes into USA with fake resume, and fake education back ground. Companies like Tata Consultancy Services, Infosys, Wipro, Cognizant and many more. “Are well aware of it”.

    Profile photo of pretty Womenpretty Women
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    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.
    STOP H1B VISA.

    America has more specialized knowledge. (Not India). .. They only reason companies are hiring fake Indians are because they work for low pay. Theses Indian comes into USA with fake resume, and fake education back ground. Companies like Tata Consultancy Services, Infosys, Wipro, Cognizant and many more. “Are well aware of it”.

    send them back to there county – stop hiring indian from india with there fake IT background

    Profile photo of pretty Womenpretty Women
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    https://www.pacermonitor.com/public/case/9075339/Thawar_v_7Eleven_Inc

    Cognizant IT employee causing american IT employee to lose there job – 711 CORPORATE WATCH’S IT DOES NOTING..

    STOP THIS ABUSE – SEND THESE Cognizant IT employee .

    WE HAVE GREAT AMERICAN IT PEOPLE HERE

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    Profile photo of pretty Womenpretty Women
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    Profile photo of pretty Womenpretty Women
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    “Offshoring” of pre-employment screening occurs because an increasingly large number of national background screening firms routinely offshore a substantial part of their workflow, including the processing of background reports and verifications. The work is offshored to countries with cheaper production costs, particularly places with inexpensive labor, such as India and the Philippines. The offshoring process necessary includes sending a great deal of Personally Identifiable Information (“PII”) offshore in order to facilitate the work. The reason for offshoring is straightforward — to reduce costs and increase profit. Unfortunately, the side effect for employers and job applicants can be putting PII at considerable risk as well as compromised quality and accuracy. In addition, once PII goes offshore, it is beyond the protections if U.S. privacy laws. If an applicant is the victim of identity theft, they cannot as a practical matter call the Mumbai or Manila Police Departments and ask for help Generally, firms that offshore provide little or no disclosure to their clients or the client’s applicants to avoid negative implications associated with the practice. Employers need to know if personal information is going offshore in order to assess if the cost savings are worth the privacy and quality considerations. Applicants need to know if offshoring is taking place in order to decide if the risk of identity theft is meaningful enough to them to forego the background screening process and seek employment elsewhere.
    Personally Identifiable Information (PII)

    When a United States resident applies for a job, they are likely to undergo a pre-employment background check. A disclosure and consent form required by law is completed by the applicant where they provide among other things their name, date of birth, and Social Security number (“SSN”) — in other words, everything needed for identity theft. What job applicants do not know is that there is a substantial likelihood that their Personally Identifiable Information (“PII”) will end up outside the U.S. and its territories in a foreign call center or data processing location well beyond the protection of U.S. privacy laws through the process known as “offshoring” The practice of offshoring provides virtually no protection against identity theft.

    It is not relevant where a firm’s servers are located. If an offshore worker is able to access PII, then the potential for Identity Theft exists. Nor is the formal legal relationship between the U.S. firm and the offshore worker relevant in the least. It does not matter if the offshore worker is an employee of the American firm, an employee of some legal subsidiary, an employee of a firm hired by the U.S. firm, or an independent contractor — once data goes offshore, U.S. legal protections vanish and there is strong historic evidence that there is a risk of Identity Theft.

    Of course, Identity Theft can occur inside the U.S. as well. The big difference? In the U.S. there are laws and protections in place to allow victims of Identity Theft to not only avail themselves of legal protection, but to more easily discover the cause of the theft and take appropriate legal actions. For example, data breach laws throughout the U.S are a strong protection against Identity Theft, and those have no impact once PII goes offshore. (Note: It is beyond the scope of this Whitepaper to review the protections and remedies afforded to U.S. residents in the event of Identify Theft or Data Breach in the U.S.). However, an outstanding compilation of resources and remedies available for victims of Identity Theft in the U.S. has been assembled by Privacy Rights Clearinghouse at: http://www.privacyrights.org/Identity-TheftData-Breaches.

    ESR Whitepaper – The Dangers of Offshoring PII Page 2 of 13

    © Copyright 2012 Employment Screening Resources
    PII Definition

    Personally Identifiable Information (PII) is defined by the following data points often used for the express purpose of distinguishing individual identity by the U.S. Office of Management and Budget (OMB). (See: http://en.wikipedia.org/wiki/Personally_identifiable_information.):

     Full name.  Birthday.  Birthplace.  Social Security Number (SSN).  Vehicle registration plate number.  Driver’s license number.  Credit card number.  National identification number.  IP (Internet Protocol) address.  Face, fingerprints, or handwriting.  Digital identity.  Genetic information.

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    https://www.pacermonitor.com/public/case/9075339/Thawar_v_7Eleven_Inc – read this lawsuit – companies like 711 still allow it

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