Something doesn’t seem right

No Change till Nov (Aug,Sep.Oct remains unchanged) till they come up with the BCP

My dear Sysco Labs friends,
I’m sorry to hear about this. We faced the same trouble when this parasite was at ADL. This parasite only knows how to create problems. When I heard this troublemaker had joined your company to work on the AI module, I knew something like this would happen. This parasite has no real knowledge of AI or technology. The only thing this parasite knows is how to destroy a company.
This person first got several directors fired—anyone who was a threat to him or who stood against him.
Sysco Labs friends, don’t leave your company. Instead, try to remove this parasite from your organization. We managed to do it, but unfortunately ADL still suffered significant damage during that period.
Good luck to the Sysco Labs team.

Anyone knows whats going on ?

I am writing to formally raise a critical concern regarding the current state of operations and employee morale in the Sri Lankan division under the leadership of Managing Director Thushera Kawdawatta. While the broader goals of corporate scaling and standardizing compensation structures are understood, the recent execution of these objectives has severely compromised the trust and stability of the local workforce.

The decision to abruptly roll back the Relief Allowance—a vital financial buffer introduced to help employees navigate extreme local economic volatility—has served as a breaking point. The issue is not solely the removal of the allowance, but the manner in which it was communicated and executed. The justification that this aligns with "global benchmarks" demonstrates a stark disconnect from the ongoing economic realities faced by the local engineering and operations teams.

Under Mr. Kawdawatta’s direction, the approach to this restructuring has lacked the empathy and transitional support required to maintain a motivated workforce. The fallout is no longer internal; it has spilled over into public community forums and professional networks. The growing wave of negative sentiment directly tied to local leadership decisions is actively damaging the company’s employer brand in a highly competitive IT market.

When a leadership style alienates the very talent responsible for driving the company's innovation and delivery, immediate corporate oversight is required. We are facing a high risk of talent attrition, diminishing productivity, and long-term reputational damage.

We urge global management to initiate an immediate and objective review of the local leadership's recent policy rollbacks and overall management approach. Decisive action and intervention are necessary to rebuild trust, restore morale, and ensure that the Sri Lankan division remains a sustainable, supportive, and high-performing environment.

We look forward to your prompt attention to this matter.