Dear All,
In my organization, employees are taking too much salary advance by stating reasons like marriage at home, kids' admission, etc. We are receiving advance salary requests every third or fourth day as if the salary advance is their right. Consequently, the finance department is burdened and facing difficulties.
We have been asked to control this issue, so please suggest some measures to overcome this situation.
From India, Delhi
Acknowledge(0)
Amend(0)
2In my organization, employees are taking too much salary advance by stating reasons like marriage at home, kids' admission, etc. We are receiving advance salary requests every third or fourth day as if the salary advance is their right. Consequently, the finance department is burdened and facing difficulties.
We have been asked to control this issue, so please suggest some measures to overcome this situation.
From India, Delhi
Acknowledge(0)Amend(0)
Hi Tarun,
You need to change the salary advance policy. Make salary advance available only twice a year. Assuming you must deduct the entire advance against the salary for the month, if not completed before, the first advance cannot be given a second time.
Also, the amount of the advance can be decided based on the grade or salary amounts. Implementing restrictions on the number of times an advance can be given and the amount of the advance will reduce your difficulties.
Regards,
Harshad
From India, Mumbai
Acknowledge(0)Amend(0)
You need to change the salary advance policy. Make salary advance available only twice a year. Assuming you must deduct the entire advance against the salary for the month, if not completed before, the first advance cannot be given a second time.
Also, the amount of the advance can be decided based on the grade or salary amounts. Implementing restrictions on the number of times an advance can be given and the amount of the advance will reduce your difficulties.
Regards,
Harshad
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you, Harshad, for your valuable replies. As per my current policy, an employee is entitled to avail a salary advance up to a maximum of 3 times his monthly net salary, subject to a maximum limit of 75K. Please suggest what modifications can be done.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hi Tarun,
If the ceiling limit of a salary advance is kept equivalent to the current salary or 75% of the salary, maybe it can be controlled. Because a salary advance is not a loan; it's just the salary given in advance, so why should it be three times more than the salary.
From India, Calicut
Acknowledge(0)Amend(0)
If the ceiling limit of a salary advance is kept equivalent to the current salary or 75% of the salary, maybe it can be controlled. Because a salary advance is not a loan; it's just the salary given in advance, so why should it be three times more than the salary.
From India, Calicut
Acknowledge(0)Amend(0)
Dear Tarun,
Advance against salary is not a big issue, but the concern lies in the amount that employees can request as an advance. I suggest proposing to the management that they offer up to 50% of the salary as an advance, with a cap at 70% if necessary. Any advances given should be deducted from the subsequent salary payment. It is important to consider that if an employee leaves for another organization (job change) or absconds, the employer will have nothing to recover except losses.
Regards,
Pankaj Chandan
From India, New delhi
Acknowledge(0)Amend(0)
Advance against salary is not a big issue, but the concern lies in the amount that employees can request as an advance. I suggest proposing to the management that they offer up to 50% of the salary as an advance, with a cap at 70% if necessary. Any advances given should be deducted from the subsequent salary payment. It is important to consider that if an employee leaves for another organization (job change) or absconds, the employer will have nothing to recover except losses.
Regards,
Pankaj Chandan
From India, New delhi
Acknowledge(0)Amend(0)
Hi Tarun,
Salary advance should be given against the salary due for that particular month. The same can be recovered when the actual salary is paid or credited for that month. The limit you have mentioned is too high, considering it is the salary advance, and you may not be recovering the same in the same month.
Modifications can be the number of times a salary advance can be taken and the amount of advance, which should not exceed half a month's salary for any level of employee.
Regards,
Harshad
From India, Mumbai
Acknowledge(0)Amend(0)
Salary advance should be given against the salary due for that particular month. The same can be recovered when the actual salary is paid or credited for that month. The limit you have mentioned is too high, considering it is the salary advance, and you may not be recovering the same in the same month.
Modifications can be the number of times a salary advance can be taken and the amount of advance, which should not exceed half a month's salary for any level of employee.
Regards,
Harshad
From India, Mumbai
Acknowledge(0)Amend(0)
Tarun,
Suggest the following in your salary advance policy:
1. Restriction on the amount: 2 months of basic or net salary, up to a maximum of 50,000/-
2. Repayment: to be repaid in 5 or 6 months or earlier.
3. At the time of availing such facility, there should not be any outstanding loans or advances taken.
4. Purpose of advance: Employees need to state the purpose and validate the same by producing relevant documents. For example, if it is for construction, invoices or payment records need to be produced.
5. Last, but not least, the Management reserves the right to approve or disapprove such requests. Please consider only genuine requests.
Hope these suggestions help you.
From India, Bangalore
Acknowledge(0)Amend(0)
Suggest the following in your salary advance policy:
1. Restriction on the amount: 2 months of basic or net salary, up to a maximum of 50,000/-
2. Repayment: to be repaid in 5 or 6 months or earlier.
3. At the time of availing such facility, there should not be any outstanding loans or advances taken.
4. Purpose of advance: Employees need to state the purpose and validate the same by producing relevant documents. For example, if it is for construction, invoices or payment records need to be produced.
5. Last, but not least, the Management reserves the right to approve or disapprove such requests. Please consider only genuine requests.
Hope these suggestions help you.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Tarun,
Please find below the proposed Salary Advance Policy:
Salary Advance shall be allowed only three times in one calendar year or financial year. The advance amount shall not exceed 50% of the salary earned in the month of application.
Implementing this policy will help in reducing the frequency of salary advances.
Regards,
Badlu
From Saudi Arabia
Acknowledge(0)Amend(0)
Please find below the proposed Salary Advance Policy:
Salary Advance shall be allowed only three times in one calendar year or financial year. The advance amount shall not exceed 50% of the salary earned in the month of application.
Implementing this policy will help in reducing the frequency of salary advances.
Regards,
Badlu
From Saudi Arabia
Acknowledge(0)Amend(0)
Hi Tarun,
Based on my experience, I believe there should not be a policy for salary advances. If a policy is established, employees may come to view it as an entitlement. Instead, it is advisable to have a policy in place at the backend that is accessible only to HR and top management.
Some features that the policy can include are as follows:
- The maximum salary advance that can be provided is up to one month's net salary.
- The advance is to be repaid immediately from the following month's salary.
- Salary advances are only granted in specific cases, such as medical emergencies, with approval from the respective functional head.
I trust that the above suggestions are helpful. Please feel free to reach out for any further clarification.
Regards,
Punit
From India, Mumbai
Acknowledge(0)Amend(0)
Based on my experience, I believe there should not be a policy for salary advances. If a policy is established, employees may come to view it as an entitlement. Instead, it is advisable to have a policy in place at the backend that is accessible only to HR and top management.
Some features that the policy can include are as follows:
- The maximum salary advance that can be provided is up to one month's net salary.
- The advance is to be repaid immediately from the following month's salary.
- Salary advances are only granted in specific cases, such as medical emergencies, with approval from the respective functional head.
I trust that the above suggestions are helpful. Please feel free to reach out for any further clarification.
Regards,
Punit
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
Salary advance can be given to the employee only after calculating his/her working days for that particular month. The advance amount must not exceed his/her earned days for that month.
For example, if x's salary is Rs. 10,000 per month, and x is looking for an advance on the 15th day, it means he is eligible to receive an advance of Rs. 5,000. If x is absent for 4 days, then x is eligible to receive an advance of Rs. 3,500. Likewise, we have to calculate the advance.
If the employee leaves the organization, then also no problems.
Regards
From India, Hyderabad
Acknowledge(0)Amend(0)
Salary advance can be given to the employee only after calculating his/her working days for that particular month. The advance amount must not exceed his/her earned days for that month.
For example, if x's salary is Rs. 10,000 per month, and x is looking for an advance on the 15th day, it means he is eligible to receive an advance of Rs. 5,000. If x is absent for 4 days, then x is eligible to receive an advance of Rs. 3,500. Likewise, we have to calculate the advance.
If the employee leaves the organization, then also no problems.
Regards
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Tarun,
It seems that your management is quite concerned for the employees' welfare. My friends have provided you with many suggestions from which you can choose the most suitable for your organization. However, solving the employees' problems will require more than this. You need to provide options such as:
1) Allowing them to withdraw their PF amount as a non-refundable loan.
2) Establishing an internal cooperative society.
3) Setting up a separate account in a bank where all employees can voluntarily deposit money, which can later be used by them as interest-free loans.
Currently, the existing advance policy is very harmful.
Regards,
Sandeep Kulkarni
From India, Vadodara
Acknowledge(0)Amend(0)
It seems that your management is quite concerned for the employees' welfare. My friends have provided you with many suggestions from which you can choose the most suitable for your organization. However, solving the employees' problems will require more than this. You need to provide options such as:
1) Allowing them to withdraw their PF amount as a non-refundable loan.
2) Establishing an internal cooperative society.
3) Setting up a separate account in a bank where all employees can voluntarily deposit money, which can later be used by them as interest-free loans.
Currently, the existing advance policy is very harmful.
Regards,
Sandeep Kulkarni
From India, Vadodara
Acknowledge(0)Amend(0)
In our organization, the advance salary is given only for a few grades and that too for staff and workers. We give advance loans only when the previous advance is completely settled and after one year from the date of the advance given.
In a similar way, speak to your management and ask which grade employees are eligible, set a lower limit, and establish a time period for recovery (justified). If an urgent situation arises and the management genuinely feels the need, an extension can be granted as a special case.
You can also start charging interest if the amount is within a certain specified bracket. This may reduce the demand or requirements. Although initially, it may cause some problems or unrest, once things are settled, there should not be any further issues. After all, the policy should be considered final.
From India, Delhi
Acknowledge(0)Amend(0)
In a similar way, speak to your management and ask which grade employees are eligible, set a lower limit, and establish a time period for recovery (justified). If an urgent situation arises and the management genuinely feels the need, an extension can be granted as a special case.
You can also start charging interest if the amount is within a certain specified bracket. This may reduce the demand or requirements. Although initially, it may cause some problems or unrest, once things are settled, there should not be any further issues. After all, the policy should be considered final.
From India, Delhi
Acknowledge(0)Amend(0)
Bipin has right point.. and you have have to revise your advance salary policy.. but this reactive strategy could offend your employees.. so make changes transparently by making slow steps...
From India, Coimbatore
Acknowledge(0)Amend(0)
From India, Coimbatore
Acknowledge(0)Amend(0)
Dear All,
I am already planning to revise my current advance salary policy. However, as rightly pointed out by Mr. Jawahar, a sudden change could evoke a negative response among the employees. Additionally, our policy lacks the provision of producing documents. For example, if an employee requests an advance for marriage, they should be required to provide the marriage card. This is a detail that I am now considering incorporating into the policy.
Once again, I extend my gratitude to all seniors and friends for their valuable insights.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
I am already planning to revise my current advance salary policy. However, as rightly pointed out by Mr. Jawahar, a sudden change could evoke a negative response among the employees. Additionally, our policy lacks the provision of producing documents. For example, if an employee requests an advance for marriage, they should be required to provide the marriage card. This is a detail that I am now considering incorporating into the policy.
Once again, I extend my gratitude to all seniors and friends for their valuable insights.
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
If the salary is 10000/=, the following conditions apply:
1. Salary advance will be given after the 10th of every month.
2. You can draw a salary advance two times, but it should be less than 70% (below 7000).
3. When you reimburse the salary, only the remaining amount will be given, for example, 3000.
From Pakistan, Karachi
Acknowledge(0)Amend(0)
1. Salary advance will be given after the 10th of every month.
2. You can draw a salary advance two times, but it should be less than 70% (below 7000).
3. When you reimburse the salary, only the remaining amount will be given, for example, 3000.
From Pakistan, Karachi
Acknowledge(0)Amend(0)
Actually you can make the policy that any employee can take only 2 or 3 time salary advance in any year. that can reduce the repeatation of employees.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Hi,
You can also put controls like:
1. Only for permanent full-time employees.
2. Min. association time with the organization - 6 months.
3. Approval mechanism - HR, Supervisor, and Function Head.
4. Eligibility Criteria - e.g., Medical reasons, Own Marriage, etc.
Hope it will help serve the purpose.
Acknowledge(0)Amend(0)
You can also put controls like:
1. Only for permanent full-time employees.
2. Min. association time with the organization - 6 months.
3. Approval mechanism - HR, Supervisor, and Function Head.
4. Eligibility Criteria - e.g., Medical reasons, Own Marriage, etc.
Hope it will help serve the purpose.
Acknowledge(0)Amend(0)
Dear Tarun,
Don't restrict the salary advance policy, but make some additions. For instance, salary advance can be taken up to the net salary, rounding it off to the lower value. The advance should then be deducted from the subsequent salary. Additionally, consider implementing an emergency loan policy. Under this policy, an employee can take a short-term loan, with a maximum limit of three times their salary. The repayment can be done in five equal installments, and this loan facility can be availed once a year. By implementing these changes, employees will not feel demotivated, and the burden of providing large advance amounts will be reduced.
Thanks
Acknowledge(0)Amend(0)
Don't restrict the salary advance policy, but make some additions. For instance, salary advance can be taken up to the net salary, rounding it off to the lower value. The advance should then be deducted from the subsequent salary. Additionally, consider implementing an emergency loan policy. Under this policy, an employee can take a short-term loan, with a maximum limit of three times their salary. The repayment can be done in five equal installments, and this loan facility can be availed once a year. By implementing these changes, employees will not feel demotivated, and the burden of providing large advance amounts will be reduced.
Thanks
Acknowledge(0)Amend(0)
Hi Tarun,
You can add some points to your policy:
Salary advance would be available to those employees only who have completed 6 months (or 1 year, depending on the attrition rate of the organization) of tenure. The amount would not exceed the due salary amount for the month as of the date of application.
For the help of employees, you can create a fund by deducting an amount from their salary that would be paid after completing a tenure of 3/6/9/12 months.
You can organize some training on money management, investment, savings, etc.
Try to find out the root cause that motivates them to take an advance and then go for the appropriate solution.
Regards,
VK
From India, Indore
Acknowledge(0)Amend(0)
You can add some points to your policy:
Salary advance would be available to those employees only who have completed 6 months (or 1 year, depending on the attrition rate of the organization) of tenure. The amount would not exceed the due salary amount for the month as of the date of application.
For the help of employees, you can create a fund by deducting an amount from their salary that would be paid after completing a tenure of 3/6/9/12 months.
You can organize some training on money management, investment, savings, etc.
Try to find out the root cause that motivates them to take an advance and then go for the appropriate solution.
Regards,
VK
From India, Indore
Acknowledge(0)Amend(0)
Hey Tarun,
I suggest you create a new policy named "Employee Welfare Fund." You need to deduct a fixed amount, such as Rs. 500, from each employee's salary. Once the amount is collected, it should be kept in a new account named "Employee Welfare A/c" so that you can earn interest simultaneously.
This will allow you to manage the funds easily without charging any interest in the form of a loan or advance salary. Keep in mind that the amount limit and duration of refund should be fixed, along with determining how many times an employee can take a loan in a year, such as twice or thrice.
Ensure to update this in the Appointment Letter and Salary Slips.
Cheers,
Richuka 🌀
From India, New Delhi
Acknowledge(0)Amend(0)
I suggest you create a new policy named "Employee Welfare Fund." You need to deduct a fixed amount, such as Rs. 500, from each employee's salary. Once the amount is collected, it should be kept in a new account named "Employee Welfare A/c" so that you can earn interest simultaneously.
This will allow you to manage the funds easily without charging any interest in the form of a loan or advance salary. Keep in mind that the amount limit and duration of refund should be fixed, along with determining how many times an employee can take a loan in a year, such as twice or thrice.
Ensure to update this in the Appointment Letter and Salary Slips.
Cheers,
Richuka 🌀
From India, New Delhi
Acknowledge(0)Amend(0)
Hi Richuka,
Thank you for this suggestion as well, as I need to present this in front of my management. Requests for salary advances, even genuine ones, are still coming in after the revision of my policy.
I would like to request you to please elaborate more on this. How should I proceed, as I might face the challenge of deducting money from my employees? How will the deductions happen – yearly, monthly, etc.?
Best Regards,
Tarun
From India, Delhi
Acknowledge(0)Amend(0)
Thank you for this suggestion as well, as I need to present this in front of my management. Requests for salary advances, even genuine ones, are still coming in after the revision of my policy.
I would like to request you to please elaborate more on this. How should I proceed, as I might face the challenge of deducting money from my employees? How will the deductions happen – yearly, monthly, etc.?
Best Regards,
Tarun
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
I don't agree with Punit. It's better to make a policy and keep it transparent. One of the roles of HR is to create systems and processes, ensure fairness and transparency, and communicate the same to employees. Hence, you prepare a policy and inform employees about it. Few points can be inbuilt in it:
1. Max 3/4 times in a year
2. Not more than 1 time in a quarter
3. Not more than 50% of salary
4. One important point: Ensure to recover all the amount from next month's salary. What if an employee leaves? Why have hassles? Especially in today's scenario, why increase the financial burden on the company? Hence, it should not be more than the salary being credited to the employee.
Even if an employee takes it as a right, he works within guidelines which smoothen the entire process. Hope that helps.
Regards
---
Hi Tarun,
As per my experience, there should not be any policy for salary advance because if you put down the policy, then employees start treating it as their right. So have a policy as a backend which is available only to HR and top management.
The policy can have features like:
- Max salary advance can be given up to one month net salary.
- To be recovered immediately in the next month's salary.
- Given only in special cases such as medical emergencies with the functional head approval.
I hope the above suggestion is helpful. Please revert for any further clarification.
Regards,
Punit
From India, Gurgaon
Acknowledge(0)Amend(0)
I don't agree with Punit. It's better to make a policy and keep it transparent. One of the roles of HR is to create systems and processes, ensure fairness and transparency, and communicate the same to employees. Hence, you prepare a policy and inform employees about it. Few points can be inbuilt in it:
1. Max 3/4 times in a year
2. Not more than 1 time in a quarter
3. Not more than 50% of salary
4. One important point: Ensure to recover all the amount from next month's salary. What if an employee leaves? Why have hassles? Especially in today's scenario, why increase the financial burden on the company? Hence, it should not be more than the salary being credited to the employee.
Even if an employee takes it as a right, he works within guidelines which smoothen the entire process. Hope that helps.
Regards
---
Hi Tarun,
As per my experience, there should not be any policy for salary advance because if you put down the policy, then employees start treating it as their right. So have a policy as a backend which is available only to HR and top management.
The policy can have features like:
- Max salary advance can be given up to one month net salary.
- To be recovered immediately in the next month's salary.
- Given only in special cases such as medical emergencies with the functional head approval.
I hope the above suggestion is helpful. Please revert for any further clarification.
Regards,
Punit
From India, Gurgaon
Acknowledge(0)Amend(0)
Hi Tarun,
Before my reply, can I get to know whether the advance issue has cropped up suddenly or is there any problem with the frequency of the salary disbursal?
Generally, the HR Policy should incorporate the procedure for applying for a salary advance. Let me guide you through certain important points in this regard:
1. Try to link the ceiling limits of the advance to 2 or 3 times of the basic salary.
2. Give advances to employees who have served the company for at least 1 year.
3. Always make provisions in the policy to recover the advances (in part or full) against earnings other than normal salary, e.g., incentives, EL encashments, performance pay, etc.
4. No provision for a second advance unless and until the first one is cleared.
5. Always investigate the genuineness of the application. Advances should not be sanctioned at will. The associate/employees have to provide legitimate reasons for the advances, and only the section head has to give consent before the final approval from the HR and Finance Department.
6. The recovery period should be done in full or in installments. Furthermore, the recovery period should not extend beyond 6 months.
7. Try to maintain a gap between two consecutive advances (at least a year) since there will be some employees who will always try to keep their advance accounts running for their advantage.
Rest the approval's judgment.
Acknowledge(0)Amend(0)
Before my reply, can I get to know whether the advance issue has cropped up suddenly or is there any problem with the frequency of the salary disbursal?
Generally, the HR Policy should incorporate the procedure for applying for a salary advance. Let me guide you through certain important points in this regard:
1. Try to link the ceiling limits of the advance to 2 or 3 times of the basic salary.
2. Give advances to employees who have served the company for at least 1 year.
3. Always make provisions in the policy to recover the advances (in part or full) against earnings other than normal salary, e.g., incentives, EL encashments, performance pay, etc.
4. No provision for a second advance unless and until the first one is cleared.
5. Always investigate the genuineness of the application. Advances should not be sanctioned at will. The associate/employees have to provide legitimate reasons for the advances, and only the section head has to give consent before the final approval from the HR and Finance Department.
6. The recovery period should be done in full or in installments. Furthermore, the recovery period should not extend beyond 6 months.
7. Try to maintain a gap between two consecutive advances (at least a year) since there will be some employees who will always try to keep their advance accounts running for their advantage.
Rest the approval's judgment.
Acknowledge(0)Amend(0)
Dear,
I do respect all the above-mentioned comments and would suggest you ask for testimonials before issuing the advance salary loan. There should not be any dues on employees before applying, and they can be given up to double their monthly gross salary. It should be paid back in equal installments, and one needs to understand that the employer is just adding another benefit to the employee's pocket. It is not a financial institution or bank.
Regards,
Vipin8)
From India, New Delhi
Acknowledge(0)Amend(0)
I do respect all the above-mentioned comments and would suggest you ask for testimonials before issuing the advance salary loan. There should not be any dues on employees before applying, and they can be given up to double their monthly gross salary. It should be paid back in equal installments, and one needs to understand that the employer is just adding another benefit to the employee's pocket. It is not a financial institution or bank.
Regards,
Vipin8)
From India, New Delhi
Acknowledge(0)Amend(0)
There has to be some responsibility on employees and line managers. I believe this is one motivational incentive given to employees. Employees should request through a formal application, which needs to get first approval from the manager, so he/she is also aware.
You have received lots of suggestions on periodicity and process.
Lastly, you need to look into finance department problems as well. Discuss with them and draft a policy accordingly. Suggest having a cap on how much amount can be given out as advances in a month. They need to manage company finances effectively.
From India, Delhi
Acknowledge(0)Amend(0)
You have received lots of suggestions on periodicity and process.
Lastly, you need to look into finance department problems as well. Discuss with them and draft a policy accordingly. Suggest having a cap on how much amount can be given out as advances in a month. They need to manage company finances effectively.
From India, Delhi
Acknowledge(0)Amend(0)
Tarun,
As you want to know about the deduction procedure, you can do the deduction on a monthly basis. For the same, you need to calculate the amount that should be loaned and how much should be deducted.
1) You need to continue the deduction until the loaned amount is fully repaid.
2) Employees are not allowed to leave the job until they have repaid the loan. If they have genuine issues and need to leave early, they must repay the amount in full at once. Until then, do not provide any documents or dues. This will benefit your company by ensuring employee stability.
Regarding the new policy you mentioned, it should be a voluntary process (informal process). This means that whoever wishes to join can participate in the society. It could be in the form of a lucky draw system and should be rotated, with one person unable to be selected until their loan is repaid, while others can continue. You should discuss this with your seniors and all employees during any event to gauge their interest. Forcibly deducting the salary for this practice is not advisable.
For any further queries, you can send an email or contact me via my Gmail.
Cheers!
Richuka
From India, New Delhi
Acknowledge(0)Amend(0)
As you want to know about the deduction procedure, you can do the deduction on a monthly basis. For the same, you need to calculate the amount that should be loaned and how much should be deducted.
1) You need to continue the deduction until the loaned amount is fully repaid.
2) Employees are not allowed to leave the job until they have repaid the loan. If they have genuine issues and need to leave early, they must repay the amount in full at once. Until then, do not provide any documents or dues. This will benefit your company by ensuring employee stability.
Regarding the new policy you mentioned, it should be a voluntary process (informal process). This means that whoever wishes to join can participate in the society. It could be in the form of a lucky draw system and should be rotated, with one person unable to be selected until their loan is repaid, while others can continue. You should discuss this with your seniors and all employees during any event to gauge their interest. Forcibly deducting the salary for this practice is not advisable.
For any further queries, you can send an email or contact me via my Gmail.
Cheers!
Richuka
From India, New Delhi
Acknowledge(0)Amend(0)
Hi, Can any one suggest me if an employees doesn’t receive the payment for almost three month what preventive action can be taken against the management
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
paise paise paise money money money money,,, what to do :sad::sad::sad::sad: this piece of paper got so much value :sad::sad::sad:
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
It appears we are mixing two issues. One is salary advance, and the other is a loan. We are discussing salary advance.
1- Salary advance means: an employee is entitled to his monthly remuneration at the end of each month (for the month he worked). Now, due to some urgent need, he intends to take that salary in advance.
2- A loan is an entirely different issue, and the company can grant him a loan based on his circumstances, which has nothing to do with the current salary. It is to be determined how he will repay it by installment or otherwise.
SALARY ADVANCE ISSUE: must be given after the 10th of every month so that the previous month's account may be closed. This salary advance should not exceed the monthly salary.
From Pakistan, Karachi
Acknowledge(0)Amend(0)
1- Salary advance means: an employee is entitled to his monthly remuneration at the end of each month (for the month he worked). Now, due to some urgent need, he intends to take that salary in advance.
2- A loan is an entirely different issue, and the company can grant him a loan based on his circumstances, which has nothing to do with the current salary. It is to be determined how he will repay it by installment or otherwise.
SALARY ADVANCE ISSUE: must be given after the 10th of every month so that the previous month's account may be closed. This salary advance should not exceed the monthly salary.
From Pakistan, Karachi
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
SALARY CERTIFICATE- MINISTRY OF FINANCE's Notification on formats.docx
Employee Salary file - India 2016 AB.xls