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Apple formally launched two of its India stores this week in Delhi and Mumbai after a long wait, but that’s not all. There are indications that the company may double the number of people working at its contract manufacturing facilities in the nation, to over 200,000. Apple’s CEO, Tim Cook, has asked the government for assistance so that Apple can increase the number of Indian component suppliers it works with. Cook has also urged the Indian government for help in preparing the workforce there to meet Apple’s needs. Apple’s primary focus in India is on contract manufacturers’ iPhone assembly lines. The company, though, wants to expand its offerings to include iPads and AirPods as well. Currently, Apple’s three Indian suppliers—Foxconn, Pegatron, and Wistron—are in charge of assembling its iPhones. According to a report cited by PTI, Apple has created 100,000 employment in India. It’s interesting to note that women in blue-collar jobs account for the majority of roles, roughly 72%. The report also emphasizes that many of the women workers are first-time job seekers and that the majority of these employment have only been available for 20 months. According to reports, there is a lot of room for expansion, investments, job creation, and export opportunities in the relationship between Apple and India. As part of its efforts to lessen its dependence on China, Apple has been seeking to increase the size of its production facilities in India. Currently, Foxconn and Wistron Corp., two Taiwanese electronics manufacturers, are in charge of assembling Apple products like iPhones in India.

A new pay structure for its pilots and cabin crew, effective from April 1st, was recently announced by Air India, a Tata group-owned airline. Depending on the category of pilot and the number of flying hours, the new salary structure gives a minimum salary of Rs. 50,000 per month for a pilot and a maximum salary of Rs. 8.5 lakh per month. Meanwhile, the minimum wage for cabin crew is Rs. 25,000 per month, with a maximum salary of Rs. 78,000 per month based on the employee’s level. In terms of pilot levels, a junior first officer in training who is a trainee pilot will be paid Rs. 50,000 per month. After line release and up to one year of experience, junior first officers will receive a monthly salary of Rs. 2.35 lakh. A first officer of Air India earns Rs. 3.45 lakh per month, whereas an ATPL captain (SFO) earns Rs. 4.75 lakh per month. A commander with a P1 rating on the company’s aircraft type who has been internally promoted from a captain or SFO will be paid Rs. 7.50 lakh per month. Senior commanders would make Rs. 8.50 lakh per month if they have more than four years of P1 rating on a company aircraft type. Depending on their level of expertise and the number of hours they have flown, pilots are also eligible for a variety of allowances, including flying allowances, wide body allowances, domestic layover allowances, and international layover allowances.  The level of the employee and the amount of flying hours also affect the salary structure for cabin crews. A senior cabin crew member can make up to Rs. 64,000 per month, while an executive cabin crew member can make up to Rs. 78,000 per month. A trainee cabin crew member would receive Rs. 25,000 per month. Flight allowances, airport standby allowances, check crew allowances, and international and domestic layover allowances are also available to cabin crews. It’s vital to remember that the pay structure assumes that both pilots and cabin crews fly 70 hours per month. Movements between levels will also be subject to the company’s safety and disciplinary policies. According to Air India, the goal of this new pay structure is to attract and retain talent in the aviation industry.

PwC India announced on Monday that, through the use of its new “People Experience Framework,” it is committed to investing more than Rs 600 crore over the following three years in the overall growth, development, and welfare of its workforce. The framework gives workers access to individualised opportunities that let them live their lives as they see fit, including taking care of their families’ needs and finding work that aligns with their values and purpose. This fosters an environment in which they can develop the skills they’ll need in the future. According to Sanjeev Krishan, Chairperson of PwC in India, “Our new People Experience Framework will bring in increased emphasis on growth and development, customised rewards, benefits and well-being that are stitched into our daily experiences, and where we have the flexibility to support our people as their lives and needs shift over time.” For regular full-time employees up to the Director level, PwC India has announced a non-residential executive MBA programme. The company would cover 75% of the employees’ course fees (up to Rs 10 lakh per person). Also, the sponsorship of self-initiated learning certifications has increased from the previous Rs 30,000 to up to Rs 1 lakh. The company has increased medical coverage for each employee, their spouse, and their two children to (Rs. 20 lakh) (up from an average of Rs 5 lakh). In addition, a “Recharge and Rejuvenate” policy has been implemented, giving each employee a minimum of 10 days of annual downtime. The company added that paternity leaves had been increased to 30 days. “Just as we are relentlessly client focused, we will continue to invest in our people. The most meaningful workplace experiences are those that are created with people’s interests top of mind,” said Padmaja Alaganandan, Chief People Officer, PwC India.