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    Highlights—May 22, 2004
  • San Jose Mercury News: Scientist who testified in IBM trial withdraws article. Excerpt: A scientist who testified at the IBM toxics trial has withdrawn a scholarly article about cancer rates at the computer company after it warned that publication would violate a court order. Boston University epidemiologist Richard Clapp co-wrote an article for a medical journal analyzing IBM's employee mortality records. A judge prohibited Clapp's analysis of that data from being introduced at the company's recent trial in Silicon Valley. Two former employees who worked at IBM's San Jose plant sued the computer giant, contending that they developed cancer from their exposure to toxic chemicals. Although a Santa Clara County jury in February found in favor of IBM, the company still faces about 200 similar lawsuits.

  • Reuters, courtesy of Forbes: Amkor to acquire some IBM assets in Asia. Excerpt: Amkor Technology Inc., which provides semiconductor assembly and test services to other companies, said on Monday it agreed to buy IBM's test operations in Singapore as part of a larger pact. Amkor, based in Chandler, Arizona, said its long-term supply agreement with International Business Machines Corp. could generate more than $1.5 billion in assembly and test revenue through 2010. As part of its deal to buy IBM's Singapore test operations, Amkor will acquire control of high-end testers, related assets and employees.

  • Kaiser Network: EEOC Officials Defend Decision on Allowing Employers To End Retirees' Health Benefits Once Eligibility for Medicare Begins. Excerpt: Responding to negative reaction about the Equal Employment Opportunity Commission's recent decision to allow employers to drop retirees' health benefits once they become eligible for Medicare, EEOC Commissioner Leslie Silverman on Monday defended the move at a hearing of the Senate Special Committee on Aging, saying it was intended to "preserve benefits," the Chicago Tribune reports. EEOC in April voted 3-1 to approve a rule under which employers that reduce or eliminate health benefits for retirees who qualify for Medicare do not violate civil rights law on age discrimination. In addition, the decision allows employers to reduce or eliminate health benefits for retirees who qualify for state-sponsored health benefits similar to Medicare. The decision requires approval from the Office of Management and Budget but likely will stand. The ruling reverses EEOC's prior policy, as well as an August 2000 ruling by the 3rd U.S. Circuit Court of Appeals stating that federal law requires employers to ensure that pre- and post-Medicare-eligible retirees receive health benefits of "equal type and value." The EEOC said that it had the power to make "reasonable exemptions" in the public interest to the Age Discrimination in Employment Act of 1967. Critics of the EEOC decision say the commission "opened the door for employers to drop benefits" and note that many company-sponsored health plans provide better benefits than Medicare, the Tribune reports. Testifying before the Senate committee, David Certner, director of federal affairs for AARP, said, "The fact is that companies are looking to get out of this benefit anyway. Changing this rule will only encourage more employers to drop this benefit."

  • Jim Hightower: Riches Flow Uphill. Excerpt: Forbe's magazine's annual survey of wealth reports that there are now 587 lucky souls living in Billionaireville, up 10 percent over the previous count. These wealthiest of the wealthy added half a trillion dollars to their personal stash of lucre last year. Among this group of swells are the Waltons – the reigning heirs of Wal-Mart founder Sam Walton. Interestingly, the company that profits by paying poverty wages to its employees, returns a king's ransom to those at the top – Forbe's reports that of the 10 richest people on the planet, five are Waltons, each one sitting atop $20 billion in Wal-Mart booty. Then there are the CEOs who lavish corporate cash on themselves. These dandys now average nearly $11 million in annual pay – even as they downsize their workforce, cut healthcare and pensions for the people who do the work, and ship our country's best-paying jobs off to foreign shores. ... Well, say apologists for this system of royal pay, such is the way the free market works. Horsefeathers. The supply of potential CEOs is huge, and the number of slots is very small, so if the free market really was at work, CEOs would be making an honest wage. But the system isn't honest – the pay of top bosses is set by board members hand-picked by you-know-who: The top bosses. Money flows uphill not because of merit, but because the system is rigged by those at the top.

  • Washington Post: Study: Medicare Favors Private Insurers. Excerpts: The Commonwealth Fund, which advocates research on health issues, said in the study released Thursday that the government is paying managed care plans 8.4 percent more on average than costs in traditional fee-for-service Medicare. The difference amounts to an average of $552 more for each of the 5 million Medicare beneficiaries enrolled in managed care plans, or a total of $2.75 billion in 2004, the report said. ... The higher payments result from the Medicare law that President Bush signed in December. The law gives private insurers a broader role in the government health care program for older and disabled Americans.

  • New York Times: Intel Balks at a Request to Expense Stock Options. Excerpt: A majority of shareholders at the Intel Corporation challenged management on a contentious issue by backing a resolution calling for employee stock options to be treated as a normal business expense, Intel announced Wednesday at its annual meeting. But as long as accounting regulators permit it, the company's executives said, Intel would continue to report stock options - fiercely defended in Silicon Valley and widely used in technology companies as a popular form of compensation - in a way that does not show up as a direct cost on its profit-and-loss statements.

  • Washington Post: House Panel Approves Travel Compensation, Thrift Savings Plan Changes. Excerpt: Legislation that would give time off to federal employees who travel during off-duty hours and would allow employees to make changes in their allotments to the Thrift Savings Plan throughout the year has been approved by the House civil service subcommittee. ... Under the bills, federal employees who travel on their own time -- for example, spending Sunday on an airplane to attend a Monday morning business meeting -- would get a chance to reclaim those hours. The House bill, however, includes a limit on the hours that a traveler could trade for time off. The cap essentially would limit travelers to the amount of overtime they would be eligible to collect if they were working in their office. Travel time has been a sore point with some federal employees for years. Current rules make it difficult for employees to qualify for pay while traveling outside duty hours.

  • Rocky Mountain News: Qwest lays off 700 IT workers in bid to cut costs, analyst says. Excerpt: Qwest Communications laid off up to 700 information technology employees Tuesday, an analyst and other sources familiar with the situation said Wednesday. The Rocky Mountain News reported two weeks ago that the nearly 46,000-employee Denver telco was intensifying its cost-cutting efforts and could eliminate about 5,000 jobs this year... Qwest confirmed last month it would be taking bids to possibly outsource parts of its IT department. IBM is considered the leading candidate, followed by Hewlett-Packard. ... Denver attorney Curtis Kennedy said he would be reviewing the details of the layoffs on behalf of at least one laid-off worker. A "perpetual concern," Kennedy said, is that workers within a couple of years of a full pension are laid off and lose a substantial amount of their potential retirement benefits. "I've seen a lot of economic suffering because of the missed opportunity to go a few more years," Kennedy said. "These (people) are outstanding performers. So what's the trade-off?" Two of the three employees interviewed were within a few years of a full pension. In their severance packages, employees were provided lists showing the hire dates and ages of others in their group being laid off.

  • Forbes: Palmisano: IBM Will Top Industry. Excerpt: IBM expects to grow more quickly than the overall technology market as it taps into new markets, its top executive said Wednesday, countering concerns about slowing growth. Chief Executive Officer Samuel Palmisano said that International Business Machines Corp. , whose products include microchips, computers and software, is targeting a $500 billion services market that along with market share gains will allow it to grow faster than its competitors. The services market, called business process transformation, aims to cut costs for companies by shifting some tasks to outside providers and integrating internal operations such as the supply chain. "We now believe that the boundaries of this industry are expanding," Palmisano said.

  • The American Prospect courtesy of AlterNet: Seducing the AARP. Excerpt: For Gingrich, the Medicare bill is just the beginning. The former House speaker hopes that Novelli's AARP will help him remake the entire employer-based health-care system as well. And he has reason to be optimistic. Gingrich asked the AARP chief to write the introduction to his new book about transforming health care, Saving Lives and Saving Money. In it, Gingrich lambastes the current health-insurance system, instead advocating one in which a person has "an economic interest in his or her own health and is the primary guardian of how his or her own money is spent." Novelli does not distance himself from Gingrich's ideas. In his foreword, he writes that "Gingrich's ideas are influencing how we at AARP are thinking about our national role" in the health-care debate. He says he wrote the foreword because "whether one agrees or not with Gingrich's politics, the book has interesting and important ideas about transforming the American health care system."... AARP is now at a crossroads. About 60,000 members have already quit in outrage over the law, and a March USA Today/CNN/Gallup Poll shows a majority of both enrollees and the general public now opposing it. The group has given its imprimatur to policies that will in fact cover only about 25 percent of seniors' prescription-drug costs and prevent those who enroll from purchasing any supplemental insurance to cover the difference. Beyond that, the law may spell the beginning of the end for publicly financed and run health care for the elderly and will call into question the future of employer-sponsored insurance for workers. Opposition to the measure is likely to grow as seniors increasingly understand its provisions, which include caps on federal Medicare payments, a voucher program, a significant boost to private insurers, and the means testing of beneficiary payments. And their anger over the drug provisions will likely grow as many lose generous employer and state benefits in return for bare-bones coverage. What's more, workers are likely to feel the impact next year as employers offer them the costly and skimpy plans allowed under the new law.

  • Houston Chronicle: Security in retirement on the menu no more. Excerpt: In 1979, the top five employers, based on old Fortune 500 listings, were General Motors, Ford, General Electric, IT&T and IBM. These are big companies, mostly manufacturers, with employee benefit packages that included health insurance and defined-benefit pensions. They are models of the corporate welfare state that emerged from World War II, where workers committed to a lifetime of work in exchange for unmatched security. If you worked for one of these companies for 30 years and had your act together enough to buy a house and pay it off, your future was golden. Without ever investing a dime, the combination of a company pension, Social Security and home appreciation assured a secure retirement. You did the work; your company did the saving and investing. ... Most Americans, whatever their job, are conducting their lives as though they still lived in sublime security. This wasn't unreasonable if you worked for IBM in 1979 because there was a long history of job security and major benefits. But IBM isn't on the employer menu today. The corporation that takes care of you from job application to grave is history. Defined-benefit pension plans are being closed on a regular basis. Pensions are being replaced (at best) by 401(k) plans. Today, if you aren't saving for your personal future – and saving aggressively – you are living in an illusion.

  • Vault's IBM Business Consulting Services message board is a popular hangout for IBM BCS employees, including many employees acquired from PwC. Some sample posts follow:
    • "leadership doesn't get it" by "Irrational_Exuberance". Full excerpt: Talked to partner after partner who doesn't understand the depths of the discontent at the staff level. Still act like BCS is THE place to be -- cutting edge and rewarding to staff. No awareness of reality. It is next to impossible to motivate and retain staff these days. Why? Because PwCC/BCS has systematically and irreversibly decoupled performance from compensation. From the asinine across-the-board 7% pay cuts at PwCC to the recent movement to incentive pay (another pay cut for staff since no bonuses were paid - surprise, surprise), what in the world is supposed to motivate anyone to work hard? It's a major cultural shift. Instead of perform, charge a lot of hours and you will be rewarded, our current culture is perform, charge a lot of hours and you will get nothing, or take it easy, don't work too hard, and you will get nothing. No matter how strong the internal drive to succeed and achieve, such a demotivating reward system will drive down performance in the end. What a shame and a waste.

    • "Elephants and Peanuts" by "Dose of reality". Full Excerpt: Whether there is or ever will be a quorum of executives that realize there are serious fundamental problems with the HR/comp policies is debatable. I do think it is inevitable – just a matter of when. However, it is extremely unlikely that any substantive changes will ever be instituted. Those that are ultimately empowered to reverse course are too far removed from the realities of staff retention. There is the pervasive “just make your numbers” mantra that cascades down to practice directors/ “partners”. For the most part, the latter are too driven by concerns over their own job retention to push back.

      Behind this, you have the bean-counting and HR juggernauts whose plans and policies are driven by static numerical analysis and a theoretical “market-based” compensation strategy. The former gives us short-sighted cost-side decisions and accounting gimmicks (travel/expense policy restrictions & rebates, etc), and the latter makes incremental compensation decisions that totally disregard the impact on staff. It is too easy to rig the assumptions and staff profile analyses to make it appear as though we are overpaid. Also, it is one thing to assemble a target compensation strategy if you are starting without a baseline, or any employees, but when you add the human factor, you have to consider the incremental impact on staff of reducing compensation below historical levels, below informal commitments, and below expectations. Market conditions change, so basing yearly decisions on current conditions is tantamount to the tail wagging the dog. Staff don’t base job decisions or motivation on how their compensation relates to a theoretical market level, they base it on what they get for what they give. Staff perceptions of inequity (across the board 7% cuts and minimal differentiation in bonuses) quickly compound after multiple cycles. Ultimately compensation policy will fail in its primary mission – to incentivize and retain staff. But in the short term, profits increase – it’s like cheap drugs, easy to get, makes you feel great, but poison in the long run.

      None of the above characters will ever be willing to admit they made a mistake, and the current planning philosophy is too deeply ingrained. As long as the stock price goes up every time Sam comments on revenue growth prospects, expect more of the same. However, it is only a matter of time before this too becomes unsustainable. Just as inertia allows staff to accept unfavorable policy decisions without mass desertion, once the sleeping giant of "I'm outta here" is awakened, there is little to do to stem the tide. Management credibility is nil, and lip service has no more value. There may be a few very isolated actions to keep "highly valued" employees retained. However the amount of corrective action required to compensate for the pillaging of the last four years, is far more than they can ever offer. They have been closing the profit gap with short term compensation reductions with no consideration of the long term impact on staff. If you permit me the analogy, they mortgaged the future at 98% loan to value ratio with a variable rate, and now rates are rising.

    • "Awareness w/o Understanding" by "ancientblueconsultant". Full excerpt: The upper management of IBM is aware of the problem but they don't understand it or know how to cope with it. That's because their immediate staffs have been coerced by the HR and finance staffs into telling their master/mentors that solving interim and tactical financial pressures is more important than doing the right things for the business in the longer term. One of the most serious problems is the corporate image of an organization led by greedy, immoral and indecent executives. They are really worried about that. In one site this week, an HR VP was told in a meeting that "IBM has lost its moral compass blinded by its greed". Big concern was that the person who said it was one of the most senior BCS non-partner staff and influential individual in that site. ITS is no better off, but a series of cuts planned there for early June has slowed the exodus while people wait to see if they get laid off. By July-August we will see a much smaller, talent starved IGS unable to do much other than barely respond to RFP's and jut be a project manager type of integrator. Watch for the sale of entire industry units in BCS or technology groups in ITS to be sold off to partners. The SMB services model margin conundrum has begun. That's why brother Joyce has arrived, my fellow colleagues.

  • New York Times: United Methodist Church Bucks the Trend on Employee Pensions. Excerpt: ore than 17,000 employers in the United States have discontinued their traditional pension plans in the last 10 years. Countless others have scaled them back. Such pensions, with their promise of guaranteed, gold watch-to-grave income, are considered by many companies to be too costly and cumbersome, and it is only a matter of time before they disappear completely. Now, though, one big employer is resisting the tide. Earlier this month, the United Methodist Church voted at its quadrennial meeting to start an old-fashioned, defined-benefit pension plan for its 25,000 American pastors and lay employees - the very type of plan that so many companies have scuttled. The United Methodist Church appears to be the first sizable employer to create such a pension plan in many years. The church has about $12 billion in other types of retirement plans, putting it on a par with big pension-plan sponsors like Bank of America and Dow Chemical. The Methodists' new plan will cover about as many people as the one that R. J. Reynolds runs for its employees in the United States. ... He said he told skeptics that the only way to offer long-term financial security to pastors was to create a pension plan. "Otherwise you're putting all the risk on the participant," he said. "They've got everything to gain, but they're also at the risk of losing."

  • Center for American Progress: The $47 Million Retiree Sellout. How White House/GOP donors bought a Medicare bill that lets them cut health benefits. Excerpt: On Oct. 29, 2003, President Bush reassured seniors that "corporations have no intention to what they call dump retirees" from their existing drug coverage after the Medicare bill passed. But according to the Wall Street Journal, the White House and its allies in Congress added "a little-noticed provision" to the law which rewards companies with a tax subsidy even if they reduce retirees' existing drug coverage. In effect, the provision creates a financial incentive to reduce retiree benefits. The Wall Street Journal notes that the provision was pushed primarily by a group called the "Employers' Coalition on Medicare" – an organization made up of corporations that have given President Bush and the RNC more than $47 million since 2000. These same corporations stand to profit from the provision. And it appears at least 10 of them (representing tens of thousands of workers) are have either tried in the past or are trying to slash retiree benefits. These 10 companies, which include 3M, AT&T, Bank of America, DaimlerChrysler, GM, IBM, and Verizon, have alone given more than $17 million.

  • Washington Post: Shifting Drug Prices Muddy Medicare Card Choice. Excerpt: As the June 1 launch date for the Medicare discount drug card program nears, millions of elderly and disabled Americans are grappling with a bewildering array of choices. Enrollees can select only one card and can switch cards only once. So participants are scrambling to find the one card that offers the best prices for the drugs they take. But the card sponsors and drug manufacturers have made that task nearly impossible as prices are changing even before the program has begun, say patient advocacy groups.

  • Catholic Agency for Overseas Development (CAFOD): CAFOD report: dire working conditions in computer production. Excerpt: CAFOD has proof that electronic workers in Mexico, Thailand and China suffer harassment, discrimination and intolerable working conditions. The workers produce parts that end up in the computers of companies such as Hewlett Packard, Dell and IBM. ... CAFOD saw interview lists used by recruitment agencies supplying workers for an IBM production line. Reasons for rejection included: “Homosexual, more than two tattoos, father is a lawyer, has brought labour claims, worked for a union, pregnancy, does not agree with IBM policies.” ... Once employed, workers face long shifts on low pay in illegal short-term contracts that lack holidays, health, pension, and employment benefits. One worker at an IBM factory said she was even refused time off when her father died. One of the main problems is that workers face blacklisting if they complain. Days after three Guadalajara workers spoke to CAFOD about their treatment, they were fired.

  • Catholic Agency for Overseas Development (CAFOD): Poll shows lack of knowledge on electronics working conditions. Excerpt: “Clean Up Your Computer”, a new CAFOD report, exposes the dire working conditions in computer production in the developing world. It shows electronic workers in countries like Mexico, Thailand and China suffering harassment, discrimination and intolerable working conditions. They were producing parts that end up in computers of companies such as Hewlett Packard, Dell and IBM. The CAFOD report reveals how these high-tech goods are often made in unsafe factories, with compulsory overtime, wages below the legal minimum, and degrading treatment. ... CAFOD’s Head of Campaigns, Alison Marshall, said, “Many people believe computers are produced in some Silicon Valley Utopia. But CAFOD’s report shows that it is often people working in appalling conditions in developing countries who make brand name computers. ... “CAFOD believes brand leaders Hewlett Packard, Dell, and IBM have a responsibility to adopt and to implement effectively codes of conduct based on internationally recognised standards.”

  • Catholic Agency for Overseas Development (CAFOD): Campaigners celebrate as IBM unveil code of conduct. Excerpt: IBM has adopted a code of conduct for their suppliers following CAFOD’s campaign on dire working conditions in computer factories in the developing world. Katherine Astill, CAFOD's policy analyst welcomed the announcement by IBM but said "All three market leaders [in the electronics industry] must still improve their codes." ... CAFOD Policy Analyst Katherine Astill said, "This is a great achievement for CAFOD’s campaigners who have sent thousands of messages to IBM. The IBM code is roughly as good as the codes of other industry leaders Dell and Hewlett Packard. It is definitely a move in the right direction." On certain issues, such as putting in place limits of 60 hours per week for workers and guaranteeing employees a day off per week, IBM now leads the field. ... But CAFOD regrets the failings of the IBM code. There is an absence of any provision on the right to join unions, there is a limitation on wage commitments to local law, and an ‘exceptional circumstance’ caveat on the 60 hours per week commitment. CAFOD is hopeful for greater levels of dialogue with IBM. CAFOD partners, who have knowledge and experience on issues affecting workers in IBM’s supply chain in Mexico and China, could play a vital part as the codes are rolled out. ... What can you do now? We now need to ensure that IBM’s pledge is properly implemented so that conditions for workers in factories in Mexico, China really do improve. Write to IBM to keep up the pressure! Please send an e-card to IBM asking them to monitor and implement their code of conduct.

Coverage on H1-B and L1 Visa and Off-Shoring Issues Cartoon on outsourcing
  • Hindustan Times: Bush campaign ran from Noida call centre. Excerpt: The political split in the US over outsourcing notwithstanding, till very recently the fund-raising and vote-seeking campaign for the Republican Party was done partly out of India. And this was handled by two call centres located in our own friendly neighbourhood in Noida and Gurgaon. For 14 months between May 16, 2002 and July 22, 2003, HCL BPO Services — the 100 per cent-owned subsidiary of Shiv Nadar-promoted HCL Technologies — had some 125 agents working in seven teams soliciting financial contributions for the Republican Party. US presidential elections are slated for November 2004. The mandate for the teams was to mobilise support for President George W. Bush and solicit political contributions ranging between $5 and $3,000 from lakhs of registered Republican voters. The voters’ database was provided by the Republican National Committee (RNC), the party’s premier political organisation. ... But the million-dollar question is why was the contract called off? Insiders say the growing resentment in the US audiences against outsourcing to India and strong reactions from Democratic Presidential candidate John Kerry were at the root of capping the contract. The anti-outsourcing lobby within the Republicans also had a hand in ending the contract, insiders divulged. But according to HCL sources one consideration was non-viability in the last few months after having covered most voters from the RNC database.

  • Computerworld: Forrester adjusts outsourcing numbers upward. Research firm expects 830,000 jobs to be sent overseas through 2005; number will rise to 3.4 million by 2015. Excerpt: Forrester Research Inc. says the number of jobs moving offshore is accelerating in the short term, and it now expects that 830,000 jobs will move offshore by the end of 2005. That's a 40% increase from a previous estimate made by the Cambridge, Mass.-based research firm. ... One of the reasons for this short-term surge is the political backlash over offshore work. In a twist of the public relations adage that any publicity is good publicity, the political furor has "increased the awareness of offshore outsourcing, and increased the awareness of the value of offshore outsourcing," said Forrester analyst Stephanie Moore. Other factors contributing to the short-term acceleration are the expanding range of offshore options to other tasks beyond application development and maintenance, such as infrastructure support, and growing use of business-process outsourcing. Moreover, U.S.-based companies such as IBM and Accenture are rapidly expanding offshore operations.

  • Washington Post: Outsourcing: Come Sail Away With IT. Excerpt: Meanwhile, Indian outsourcing firms Satyam, Wipro, and Infosys are offering more IT services to U.S.-based companies, including cybersecurity tasks that give them a bigger piece of the funding pie, the study indicated. And more reasons why outsourcing isn't going away, according to Forrester. "Customer and competitive pressure have caused services and technology vendors like IBM and Accenture to expand operations in India, China, and the Philippines. These two companies alone plan to add close to 9,000 jobs in India by the end of 2005," the study found. The study also noted that India will have new outsourcing competitors, including Vietnam and North Africa (Forrester lists China too, though it seems China is already well entrenched on the outsourcing bandwagon). Forrester has planned a morning press conference on its outsourcing findings.

  • Computerworld: Lieberman calls for new outsourcing ideas. He called offshore outsourcing 'the tip of an economic iceberg'. Excerpt: Lieberman, who made a run for the presidency this year, called offshore outsourcing "the tip of an economic iceberg" that could spell trouble for the U.S. if not addressed. In his white paper, he tried to carve out a compromise between the "do-nothing" politicians who argue that offshore outsourcing is good for the economy and the "do-everything" politicians trying to put up trade barriers. A summary of the white paper is available online. Under the "do-nothing" approach, high-paying jobs will continue to move overseas, Lieberman said. The average annual salary for a U.S. software programmer is about $64,000, whereas programmers in India, China, Poland and some other countries make under $10,000 a year, he said. Meanwhile, U.S. corporate spending on R&D outside the U.S. rose from $4.6 billion in 1986 to $17.5 billion in 2000. Lieberman called the offshore outsourcing of R&D "stunning." ...

  • ZDNet: Does election fallout bode ill for India tech? Excerpt: A change of governments in India rattled financial markets there, but analysts said it will do little to stem the tide of technology jobs being outsourced to the populous nation. "The trend toward offshoring in (information technology) is so powerful and has such momentum that I don't think there is going to be any immediate impact," said Marc Hebert, executive vice president at Sierra Atlantic, a company that helps large businesses manage enterprise applications from software makers such as PeopleSoft and SAP. ... Despite the prominent role of IT in India's economy, some say the ousted leaders gave technology too much attention. Political commentators have attributed Naidu's rout to his singular attention to the tech industry at the expense of the development of rural areas. While the software industry is definitely seen as a plus, its benefits may not have been broad enough to affect a significant number of the 300 million or more Indians who voted in last week's elections, said Sridar Iyengar, president of the Silicon Valley chapter of TIE (formerly The Indus Entrepreneurs but now called Talent, Ideas and Enterprise), a nonprofit entrepreneurship organization started a decade ago by local tech workers of Indian origin. "I think the election has more to do with the distribution of the riches generated by the tech industry...rather than any effort to curtail the tech sector itself," Iyengar said.

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