I have one query. I searched the entire Google but did not find a single answer for that.
This might help lakhs of our IT employees group as this is a very unique and crucial query.
In Indian IT companies which follow Fixed + Variable pay, the structure is OK.
But the problem arises when the companies state that the Variable pay will be paid only if the employee is on the company's roll on the "Date of payment of the variable pay"... Most of the companies pay it annually.
Due to this, companies save crores of rupees, and employees lose the same every year.
Employees work so hard all the time and lose a significant amount of variable pay as an indirect compensation for their resignation from the company. For example, if in a financial year an employee is relieved say a month or a week before the variable payout date at the end of the year, then he/she is not even paid for the 11 months... even if the ratings of that employee are good... even if the last working day of the employee is 1-2 days before the payment of variable pay, then also he/she is not paid that.
So, is this logically and legally correct? Is hard work worth nothing? Can a company make rules that only benefit the company? The company says that the offer letter mentioned the rule, and the employee signed the offer...
This is wrong. The employee should get the Proportionate variable pay whether he/she is on the roll or not on the variable payment date.
Does signing an offer which states this make it legal? I don't think that just signing an offer makes everything written in the offer legally viable and true. If this were the case, then there would be no court cases at all.
I wanted to know what can be the stand as per Indian laws like the Industrial Dispute Act, wages, etc., and if there are any cases filed or decided in any court of India?
Please give your opinion and reference to any section of any relevant laws of India which apply to this.
From India, Mumbai
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This might help lakhs of our IT employees group as this is a very unique and crucial query.
In Indian IT companies which follow Fixed + Variable pay, the structure is OK.
But the problem arises when the companies state that the Variable pay will be paid only if the employee is on the company's roll on the "Date of payment of the variable pay"... Most of the companies pay it annually.
Due to this, companies save crores of rupees, and employees lose the same every year.
Employees work so hard all the time and lose a significant amount of variable pay as an indirect compensation for their resignation from the company. For example, if in a financial year an employee is relieved say a month or a week before the variable payout date at the end of the year, then he/she is not even paid for the 11 months... even if the ratings of that employee are good... even if the last working day of the employee is 1-2 days before the payment of variable pay, then also he/she is not paid that.
So, is this logically and legally correct? Is hard work worth nothing? Can a company make rules that only benefit the company? The company says that the offer letter mentioned the rule, and the employee signed the offer...
This is wrong. The employee should get the Proportionate variable pay whether he/she is on the roll or not on the variable payment date.
Does signing an offer which states this make it legal? I don't think that just signing an offer makes everything written in the offer legally viable and true. If this were the case, then there would be no court cases at all.
I wanted to know what can be the stand as per Indian laws like the Industrial Dispute Act, wages, etc., and if there are any cases filed or decided in any court of India?
Please give your opinion and reference to any section of any relevant laws of India which apply to this.
From India, Mumbai
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Many companies use variable pay not only to incentivize employees for good performance but also as a retention tool. If employees resign and go, then it defeats the purpose/intention of the company which offers variable pay. To that extent, not paying for employees who quit before the relevant date is understandable as long as it has been disclosed upfront and the employee has accepted the same. Alternatively, if it is part of the official HR policy which is disclosed and accepted by the employee, then it is also acceptable. One way by which an employee can avoid this situation is to be there until the payment date.
From India, Mumbai
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From India, Mumbai
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Dear Dilip,
Thanks for your prompt reply. I know why companies do it. But my query is it is legally not stand able. And one thing specially I want to mention is that just being a company policy or rule and being on offer which is signed by employee Doesn't make all things legal. Even in both parties signed offers and even if it is company’s policy cannot make 'One sided Benefit' or other void things legal.
For example many companies have "Salary Freezing" company policy & rule and also mentioned in offer letter which is signed by employee and even notified by companies by corporate mails before freezing - all these don’t makes freezing salary legal in India. All these things are overridden by the Industrial dispute Act, Wages act and other relevant acts of India... same way if company policy says that they don’t give service certificate if employee absconds or goes away on bad note and even same is mentioned in both parties signed offer letter, then also as per higher acts and rules of Government of India - which overrides and make mandatory for the company to provide the service certificate in any case to the employee whether absconded or relieved properly doesn’t makes difference.
So my question is not Why companies have variable pay.. I know... I am asking legal it can be challenged or not. I think it is legally void as it gives benefit only to company and logically also it is unfit policy.
From India, Mumbai
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Thanks for your prompt reply. I know why companies do it. But my query is it is legally not stand able. And one thing specially I want to mention is that just being a company policy or rule and being on offer which is signed by employee Doesn't make all things legal. Even in both parties signed offers and even if it is company’s policy cannot make 'One sided Benefit' or other void things legal.
For example many companies have "Salary Freezing" company policy & rule and also mentioned in offer letter which is signed by employee and even notified by companies by corporate mails before freezing - all these don’t makes freezing salary legal in India. All these things are overridden by the Industrial dispute Act, Wages act and other relevant acts of India... same way if company policy says that they don’t give service certificate if employee absconds or goes away on bad note and even same is mentioned in both parties signed offer letter, then also as per higher acts and rules of Government of India - which overrides and make mandatory for the company to provide the service certificate in any case to the employee whether absconded or relieved properly doesn’t makes difference.
So my question is not Why companies have variable pay.. I know... I am asking legal it can be challenged or not. I think it is legally void as it gives benefit only to company and logically also it is unfit policy.
From India, Mumbai
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I agree with Dilip. My dear friend, in your query, you keep saying legal system in India and also mention the Industrial Disputes Act and Wages Act. There is nothing known as the Wages Act in India, and when you specify law, kindly mention the name and provisions correctly.
I keep mentioning in many posts in cite HR that employment terms in any organization are guided by:
1. Contract/Individual contract
2. Legislations.
You have raised two questions:
1. Variable Pay - Can this be paid only to employees on the rolls as of the date of payment?
2. Freezing of salary
Variable Pay:
If there is a mention in the offer letter and any subsequent policy declaration that such payments shall be made only to those employees who are on the rolls of the company, it is absolutely legal to enforce, and an employee who has left cannot make any claim. No one has tested in court whether software engineers and other hardware engineers are workmen under the Industrial Disputes Act. Even assuming that they fall under the definition of workmen under the ID Act, they may not be eligible for Bonus under the Payment of Bonus Act as the salary limit under the Payment of Bonus Act is Rs 10,000. Even assuming some employees get less than Rs 10,000, then they are eligible for a Bonus calculated at Rs 3,500 for the previous year. Other payments are guided by settlements in individual contracts. I have signed many settlements under the ID Act for the Payment of ex-gratia only for employees who are on the rolls of the company as of the date of payment. And such settlements were signed before the conciliation officer under sec 12(3) hence absolutely legal.
Hence, such practices on Variable Pay are absolutely within the legal framework in India.
Freezing of Salary:
I do not understand where you get the idea that the Indian legal system does not allow freezing of Salaries.
When you talk about freezing, I presume that you are mentioning a NO INCREMENT situation.
If there is a mention in your appointment letter about the scale of pay, then you are entitled to increments as mentioned in your letter. Legally you are not eligible for anything more. It is only based on market conditions; organizations effect salary revisions. Even in the case of workmen under the ID Act, Management can give Notice under Section 9 for freezing salaries. Of course, one needs to discuss the issue before the Conciliation Officer before doing the same. But in respect of others who are not workmen, there is no law that says that organizations need to revise salaries every year.
It is definitely not one-sided. As for variable pay, the employee has to fulfill the condition of staying with the company on the date of payment, and the employer has to fulfill the condition of making the payment. There is nothing one-sided in this contract as both conditions can be complied with.
I hope I have shed some light on the question raised.
T. Sivasankaran
From India, Chennai
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379I keep mentioning in many posts in cite HR that employment terms in any organization are guided by:
1. Contract/Individual contract
2. Legislations.
You have raised two questions:
1. Variable Pay - Can this be paid only to employees on the rolls as of the date of payment?
2. Freezing of salary
Variable Pay:
If there is a mention in the offer letter and any subsequent policy declaration that such payments shall be made only to those employees who are on the rolls of the company, it is absolutely legal to enforce, and an employee who has left cannot make any claim. No one has tested in court whether software engineers and other hardware engineers are workmen under the Industrial Disputes Act. Even assuming that they fall under the definition of workmen under the ID Act, they may not be eligible for Bonus under the Payment of Bonus Act as the salary limit under the Payment of Bonus Act is Rs 10,000. Even assuming some employees get less than Rs 10,000, then they are eligible for a Bonus calculated at Rs 3,500 for the previous year. Other payments are guided by settlements in individual contracts. I have signed many settlements under the ID Act for the Payment of ex-gratia only for employees who are on the rolls of the company as of the date of payment. And such settlements were signed before the conciliation officer under sec 12(3) hence absolutely legal.
Hence, such practices on Variable Pay are absolutely within the legal framework in India.
Freezing of Salary:
I do not understand where you get the idea that the Indian legal system does not allow freezing of Salaries.
When you talk about freezing, I presume that you are mentioning a NO INCREMENT situation.
If there is a mention in your appointment letter about the scale of pay, then you are entitled to increments as mentioned in your letter. Legally you are not eligible for anything more. It is only based on market conditions; organizations effect salary revisions. Even in the case of workmen under the ID Act, Management can give Notice under Section 9 for freezing salaries. Of course, one needs to discuss the issue before the Conciliation Officer before doing the same. But in respect of others who are not workmen, there is no law that says that organizations need to revise salaries every year.
It is definitely not one-sided. As for variable pay, the employee has to fulfill the condition of staying with the company on the date of payment, and the employer has to fulfill the condition of making the payment. There is nothing one-sided in this contract as both conditions can be complied with.
I hope I have shed some light on the question raised.
T. Sivasankaran
From India, Chennai
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Hi,
I am also a victim of this fraud. This fraud has been committed by a very big corporate house that presents itself as having the best HR policies. It is neither mentioned anywhere nor communicated to employees that "To receive the variable, one has to be on active payroll on the day of variable declaration." HR keeps on assuring all employees that they will receive their variable along with others. However, upon my inquiry, they informed me that the company has decided not to pay the variable, which is performance-linked as per the appointment letter, to former employees. They are also withholding the variable for the year 2008-2009.
I am planning to file a case in civil court for breach of contract and fraud against this group, ESSAR (Essar Information Technology Limited).
Regards
From India, Mumbai
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I am also a victim of this fraud. This fraud has been committed by a very big corporate house that presents itself as having the best HR policies. It is neither mentioned anywhere nor communicated to employees that "To receive the variable, one has to be on active payroll on the day of variable declaration." HR keeps on assuring all employees that they will receive their variable along with others. However, upon my inquiry, they informed me that the company has decided not to pay the variable, which is performance-linked as per the appointment letter, to former employees. They are also withholding the variable for the year 2008-2009.
I am planning to file a case in civil court for breach of contract and fraud against this group, ESSAR (Essar Information Technology Limited).
Regards
From India, Mumbai
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Hi all,
I have an issue regarding the same. I worked for an organization where the variable pay period is every six months. I completed that six-month period, and they announced the variable pay for Jan-June. However, they are saying we considered the Jul-Sep quarter and are giving variable pay for Jan-June. I spoke to them, and they said they won't give variable pay for Jan-June as they are considering the Jul-Sep quarter. My last working day was in August.
So, can anyone clarify if I am eligible for variable pay or not?
From India, Hyderabad
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I have an issue regarding the same. I worked for an organization where the variable pay period is every six months. I completed that six-month period, and they announced the variable pay for Jan-June. However, they are saying we considered the Jul-Sep quarter and are giving variable pay for Jan-June. I spoke to them, and they said they won't give variable pay for Jan-June as they are considering the Jul-Sep quarter. My last working day was in August.
So, can anyone clarify if I am eligible for variable pay or not?
From India, Hyderabad
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Dear,
In India, the classification is twofold: Workman and Supervisory or Managerial Staff. This "Variable pay forfeit" takes place for Supervisory or Managerial Staff as for the workman Payment of Wages Act will apply. Such non-payment can be construed as a deduction in Pay.
In the IT Industry, everything is in the inception stage without any organized group monitoring all your allegations. Until the Govt interferes and sets up a Redressal Mechanism for the IT Industry, all such infractions will continue.
In case you can prove that you are a workman not doing any Supervisory or Managerial work, you can still file a complaint with the Payment of Wages Authority. Fearing a fallout, the Management may pay up. But you can also expect them to put up a big fight. Going to a Civil Court will be necessary if you do not come within the definition of workmen. Consult a Local Lawyer.
With Regards,
Advocates & Notaries
E-mail: rajanassociates@eth.net
-9025792684-9025792634
From India, Bangalore
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In India, the classification is twofold: Workman and Supervisory or Managerial Staff. This "Variable pay forfeit" takes place for Supervisory or Managerial Staff as for the workman Payment of Wages Act will apply. Such non-payment can be construed as a deduction in Pay.
In the IT Industry, everything is in the inception stage without any organized group monitoring all your allegations. Until the Govt interferes and sets up a Redressal Mechanism for the IT Industry, all such infractions will continue.
In case you can prove that you are a workman not doing any Supervisory or Managerial work, you can still file a complaint with the Payment of Wages Authority. Fearing a fallout, the Management may pay up. But you can also expect them to put up a big fight. Going to a Civil Court will be necessary if you do not come within the definition of workmen. Consult a Local Lawyer.
With Regards,
Advocates & Notaries
E-mail: rajanassociates@eth.net
-9025792684-9025792634
From India, Bangalore
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Hi,
All these details look okay, but my situation is a little different. In my office, the Variable Pay period is from April to March, i.e., April 2013 to March 2014. I am still in the office, but the HR (Company Management) is delaying the VP announcement. I may be relieved by May 31, 2014. If there are delays, how can I proceed in my situation? Please let me know if I can do anything here or how to proceed regarding VP.
Warm Regards,
Sreedhar
From India, Bangalore
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All these details look okay, but my situation is a little different. In my office, the Variable Pay period is from April to March, i.e., April 2013 to March 2014. I am still in the office, but the HR (Company Management) is delaying the VP announcement. I may be relieved by May 31, 2014. If there are delays, how can I proceed in my situation? Please let me know if I can do anything here or how to proceed regarding VP.
Warm Regards,
Sreedhar
From India, Bangalore
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Hello everyone,
I am in the same situation as Kailashrathi was a few years back. I just need to know if someone has ever tried it legally. I work for a firm where variable pay is paid annually for Jan-Dec (2014) with the next year's February (2015) salary. However, my last working day is Jan 27th, 2015. Is there any way that I can get the variable pay? Has anyone contested this situation legally?
Thanks,
Gaurav
From India, Hyderabad
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I am in the same situation as Kailashrathi was a few years back. I just need to know if someone has ever tried it legally. I work for a firm where variable pay is paid annually for Jan-Dec (2014) with the next year's February (2015) salary. However, my last working day is Jan 27th, 2015. Is there any way that I can get the variable pay? Has anyone contested this situation legally?
Thanks,
Gaurav
From India, Hyderabad
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One more thing, why should these firms benefit from the employees' money (not paying variable pay) and mark it as revenue? Doesn't it look like some kind of fraud? Does signing the offer letter mean everything is legal? When firms can decide their payout cycles, payout percentages, and payout dates, how are these things regulated? Which laws govern this kind of fraud? Don't you think the firms are making a lot of money by withholding these variable pays from every departing employee? Why shouldn't this money be considered fraudulent? If an employee works for 11 months, they should be paid the variable for those 11 months. This is the ethical standard. Please share if you have a different reason other than the obligation of signing the offer letter or the argument of retaining the employee. If an employee needs to be retained, offer them the best working environment; don't withhold money they are owed. Variable payout is the right of the employee; it's part of the CTC. Employees should not feel obligated regarding the payout; it's their money.
From India, Hyderabad
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From India, Hyderabad
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