Ex1 Documents: Fill & Download for Free

Yes if you have the relevant work experience documents (salary slips,joining and relieving letter) it will be counted as WORK EX1

This is as provocative a question as “Should Hindi(Urdu) be the national language of India”?And the answer is NoWhy not? Because Hindi/Urdu is the native language (mother-tongue) of a very narrow part of the Indian-Subcontinent. See it for yourself (Hindi/Urdu is the native language of the Gangetic-plain+Rajasthan+Madhya Pradesh only!Here too there are many dialects of Hindi/Urdu amongst them, Braj, Khadi Boli, Bundeli, Bagheli, Bhopali, Khandeshi, Awadhi, Bhohpuri etc etc(The major languages UP and minor-minor languages BELOW) — We are the people of South Asia.Unfortunately none of the current-Pakistan’s regions (including erstwhile Bangladesh) have any native Hindi/Urdu speakers at all at the first place.Similarly most parts of India doesn’t speaks Hindi/Urdu but many other (more literary rich) languages like Tamil, Telugu, Kannada, Malayalam, Marathi, Gujrati, Punjabi and Bengali and many more.So it doesn’t makes any ethical sense for a native Hindi/Urdu speaker to force it on a non-Hindi/Urdu-native speakers.Language-skills are not easy to grasp. Its like a herculean task. Ask the Arabic students amongst the Muslims and the Sanskrit students amongst the Hindus, they could only learn some bits-and-pieces of some sura or shloka, that’s it — anything more would be like Latin or Greek for them :DBesides like any other foreign language — Hindi/Urdu is not an easy language to pick up. It has its unique challenges of gender-based-verbs and gender-based-pronouns which are absent from most other languages like English or Bengali or Pasthun. The non-speakers face a lot of ridicule and are mocked upon by the Hindi-speakers on their peculiar Hindi pronunciation and mistakes.Besides, it’s English which owing to it being the language of the Micky-Mouse, Microsoft and Mac-Donald’s America, that it has it’s status as the current world language for literature, education, technology and Hollywood.So everyone in the whole world wants to learn English. Less than 10% of the Subcontinent’s people can speak/read/write English but almost all of them would prefer to learn it.One thing for sure, Urdu/Hindi is a 100% made-in-India language and it has got historically very little to do with the current regions of Pakistan.But it’s one of those many twists of irony that the first book on grammar ever written was done on current Pakistani soil, around Peshawar by Pāṇini - Wikipedia in Sanskrit — a language which the Pakistanis have disowned!(Note1 : I used Hindi and Urdu as mutually interchangeably, and don’t differentiate between them unless explicitly stated. They are both the exact same language - only written differently in different scripts Devanagari in India and Nastalik script in Pakistan and increasingly in Roman Script by the young Millennial generation- Urdu with more Persian/Arabic word register and Hindi with more Sanskrit word register- still both 100% mutually intelligible to each other)(Note2: Example of some standard Hindi/Urdu phrases to demonstrate they are one an the same language. ex1: We will wait for you is “Hum aapka Intzaar karenge”(Urdu) is “Hum aapki pratiksha karenge” (Hindi) ex2: Don’t make me feel guilty is “Mujhe ehsase-jurm na karaye” (Urdu) is “Mujhe apraad bodh na karaye” (Hindi) ex3: I am sorry I made a mistake is “Mujhe maaf kar de, mujhse galti ho gayi”(Urdu) is “Mujhe kshama kar de, mujhse galti ho gayi” (Hindi)(Note3: Why we all need to study English? In 1855, Sir Syed Ahmed Khan finished his scholarly, well researched and illustrated edition of Abul Fazl’s Ai’e-e-Akbari in Persian. Having finished the work to his satisfaction, and believing that Mirza Asadullah Khan Ghalib was a person who would appreciate his labors, Syed Ahmad approached the great Ghalib to write a taqriz (in the convention of the times, a laudatory foreword) for it. Ghalib obliged, but what he produced was a short Persian poem castigating the Ai’n-e Akbari and, by implication, the imperial, sumptuous, literate and learned Mughal culture of which it was a product. The least that could be said against it was that the book had little value even as an antique document. Ghalib practically reprimanded Syed Ahmad Khan for wasting his talents and time on dead things. Worse, he highly praised the "sahibs of England" who at that time held all the keys to all the a’ins in this world. This poem is often referred to but had never been translated into English. Shamsur Rahman Faruqi wrote an English translation. The translation is accurate if lacking the felicity of the original: Read his poem: Ghalib - Wikipedia)

Thanks for the A2A.First off, except for executive hires, Google doesn't actually "negotiate" compensation packages with candidates.*Here's how candidates' offers are determined:1. Recruiter gathers current and competing offer info from candidate (note: Google's Comp Analysts will sometimes ask for documentation if the numbers a candidate provides aren't inline with what they have seen in the past from other candidates with same companies).2. Comp Analyst puts together standard offer package for candidate based on established bands/ranges for role, location, and level. Standard offer packages include 3 components: base, bonus, and RSUs, and are what Google has determined to be the appropriate market rate for that role, location, and level.[Note: Google focuses on *overall* compensation, not just base salary. If you don't share the same values, well, tough -- it's not going to change anything. :-) Until ~2008, pretty much everyone who received an offer from Google took a cut in base pay, because the company recognized that the overall value of their offer packages was so much higher than candidates were typically receiving elsewhere.]3. If overall value of the standard offer is in excess of candidate's current and competing comp, standard offer is approved (note: if candidate's current comp is way below the standard offer, it is still extended anyway -- Google doesn't make offers below their established ranges).4. If overall value of the standard offer is below a candidate's current/competing compensation, Comp Analyst will work (within their authority or escalate to Compensation Committee) to provide a competitive offer. How competitive depends on how badly they want you (which is determined by the "grade" the Hiring Committee has given you which is somewhat linked to your interview scores). If this competitive offer is well above the standard offer, approval by the business unit's SVP (who approved the candidate for hire in the final Executive Review stage) will be required.* Once an offer is extended, Google doesn't "negotiate" (i.e. Google won't change their offer based on anything resembling: "that's not good enough, I want more", "Glassdoor and my friend who works at Google both say I should be getting xxx at Google", "market rate is xxx and I should be earning more", "I'd like more Base Salary in exchange for a reduced bonus/equity", "my friend received a better offer", "my current company has a ESPP and you don't", "MTV has a 30% higher cost of living than Austin and so I want a 30% increase on my current package", or "I will only change jobs for a xx% increase in base"). All of those things are completely irrelevant to Google's compensation philosophy, and won't be considered at all.Google will, however, reassess and consider revising their existing offer if-and-only-if new data is provided (ex: a new competing offer or new info on current comp that hadn't previously been provided).----As an aside -- I've often seen people on Quora give the advice "never disclose your current/competing offers until after a company makes an offer first", the premise being that you have more power and may receive a better offer up front if you don't provide it. Without comment on whether that's good advice *in general* or not -- there's absolutely no scenario with Google under which that would actually be to your benefit. Without any current/competing offer info to consider, the Comp Analyst will simply make the standard offer, which, invariably, will be the same or lower than what they would have offered you had you provided the information they requested.Further, once a standard offer has been approved and extended, it's actually substantially more difficult for Google's Recruiters to get a revised/better offer approved for you than it would have been for them to get that better offer approved from the outset. It often may take up to a week to turn around a revision (if it needs to be escalated to a SVP to approve), and sometimes the SVPs get grumpy that we didn't make the right offer the first time through (and in my personal experience, such grumpiness results in them approving lower offers, not higher).----Re: specific offer components:1) Base: there are established bands for each level, role, and location. There is a specific place within each band that is the target for all new hires (standard offer), and positioning above that is only done if necessary to provide an offer that is competitive with current/competing compensation.Most candidates want their new hire offer at the top of the band. fwiw, this isn't typically to a candidate's advantage, as it leaves one with less trajectory for growth and managers will invariably expect more of higher-paid team members than lesser-paid team members at the same level (to maintain internal equity). Expect that the caliber of your co-workers will be much higher at Google than people you've worked with in the past; such higher expectations against such folks can produce a *lot* of pressure and don't set up new hires to succeed). Google's merit increase and equity refresh structures are actually *really* good at rewarding strong performance, so even if one does start off "underpaid" there (by whatever standard), one can quickly catch up.2) Bonus: Bonus targets are determined by level and are not at all variable on an individual basis. Historically, people meeting or exceeding expectations have always had their bonuses paid out at target or above (until ~2010 the actual payouts of most everyone in the company was 2x+ of target). Bonuses are paid out annually in January, and are based on the performance ratings each employee has received during each review period during the year (note: I'm not at all familiar with the Sales org's bonus plan/structure, so this may differ).3) RSUs (called GSUs at Google): standard amounts are established by level, role, and location. Those standard amounts are typically only exceeded if necessary to match/beat a candidate's current unvested equity or competing offer equity (i.e. Google typically doesn't offer more equity to offset a shortfall in cash compensation, or vise-versa). New hire grants vest over a 4 year period with a 1-year cliff. All employees are eligible for an annual stock refresh which takes place in ~July (and all employees meeting/exceeding expectations generally receive them).4) Sign-on bonuses: Except for *some* new grad roles, Google doesn't offer sign-on bonuses to candidates *unless* there is a short term cash shortfall they are trying to offset. Ex1: in joining Google today candidate would be walking away from a performance bonus payout their current employer would be paying in 2 months. Google *might* offer a sign-on bonus to keep the candidate's cash whole. Ex2: Google's offer is for a lower base than candidate's current salary (overall package is still better though due to Google's performance bonus). Google *might* offer a sign-on bonus to help keep the candidate whole recognizing that they'd be cash-short untl Google pays out its bonuses the following January.