Hi, I have been working for organizations for more than 3 years now. I need some help with the Salary Restructuring.
In 2012, I received the offer letter which included components such as Basic, HRA, Special Allowance, Transport Allowance, Medical Allowance, Night Shift Allowance, Gratuity, VIP (Variable Incentives Pay), Mediclaim, PF, and Gratuity.
The corresponding deductions were Mediclaim and PF, which reflected in the salary slip. However, the deduction for Gratuity is not shown in the salary slip.
After 6 months of joining the organization, I opted out of Mediclaim. They adjusted the Mediclaim in Special Allowance, and this reflected in the salary slip. However, I never received the revised offer letter for the same. My salary in hand remained the same, and everything seemed fine.
In October 2013, I was moved to another project in the organization. In October 2014, the company changed the salary structure without any prior notifications. I found that the company stopped paying the Night Shift Allowance from the October 2014 salary slip. When I checked with HR, I was informed that the project does not pay Night shift allowance (Rs 1500) even though I am working night shifts. HR explained that they added the Night Shift Allowance to the other components in the salary structure. HR informed that they do not need to seek consent from the employee as this is a company policy.
I noticed changes made to Basic, HRA, PF, Gratuity, VIP as well. I requested HR to adjust the Night Shift Allowance to Special Allowance instead of distributing it to Basic, HRA, PF, Gratuity, and VIP to ensure no changes were made to the in-hand salary. I also observed that the package increased from 4,05,000 to 4,23,000, yet the in-hand salary is less.
The company has not apologized for neglecting to inform me before making changes to the salary slip. It has been over 5 months, and I am still awaiting the revised appraisal letter for FY 2014.
The company has not paid the VIP for over a year. Please advise if there are any legal actions that can be taken against the company as an individual.
I am unsure if this is the right place to discuss, but I hope to address this with a positive instinct.
I appreciate any help you may provide.
Thank you.
From India, undefined
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In 2012, I received the offer letter which included components such as Basic, HRA, Special Allowance, Transport Allowance, Medical Allowance, Night Shift Allowance, Gratuity, VIP (Variable Incentives Pay), Mediclaim, PF, and Gratuity.
The corresponding deductions were Mediclaim and PF, which reflected in the salary slip. However, the deduction for Gratuity is not shown in the salary slip.
After 6 months of joining the organization, I opted out of Mediclaim. They adjusted the Mediclaim in Special Allowance, and this reflected in the salary slip. However, I never received the revised offer letter for the same. My salary in hand remained the same, and everything seemed fine.
In October 2013, I was moved to another project in the organization. In October 2014, the company changed the salary structure without any prior notifications. I found that the company stopped paying the Night Shift Allowance from the October 2014 salary slip. When I checked with HR, I was informed that the project does not pay Night shift allowance (Rs 1500) even though I am working night shifts. HR explained that they added the Night Shift Allowance to the other components in the salary structure. HR informed that they do not need to seek consent from the employee as this is a company policy.
I noticed changes made to Basic, HRA, PF, Gratuity, VIP as well. I requested HR to adjust the Night Shift Allowance to Special Allowance instead of distributing it to Basic, HRA, PF, Gratuity, and VIP to ensure no changes were made to the in-hand salary. I also observed that the package increased from 4,05,000 to 4,23,000, yet the in-hand salary is less.
The company has not apologized for neglecting to inform me before making changes to the salary slip. It has been over 5 months, and I am still awaiting the revised appraisal letter for FY 2014.
The company has not paid the VIP for over a year. Please advise if there are any legal actions that can be taken against the company as an individual.
I am unsure if this is the right place to discuss, but I hope to address this with a positive instinct.
I appreciate any help you may provide.
Thank you.
From India, undefined
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Termination of employment by the employee shall be with a three-month notice in writing, and one month's notice shall be given by the employer or upon the completion of assigned project(s) with customer and manager sign off, whichever is later.
Does this mean that if my notice period is 90 days and my project ends in 45 days, the company can let me go? Do I get any compensation for the remaining days?
From India, Delhi
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Does this mean that if my notice period is 90 days and my project ends in 45 days, the company can let me go? Do I get any compensation for the remaining days?
From India, Delhi
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Hi,
The matters of compensation for employees are sensitive. The company should have informed you about changes in your salary structure. However, it is also important to note the terms of the service agreement under which you accepted employment with the company. Your appointment letter will clearly outline such terms. Furthermore, the company reserves the right to make decisions on various policy matters, and employees can address their grievances through the proper channels to seek remedies for their problems. It is essential to understand the procedures for addressing grievances carefully.
I suggest doing thorough research on your concerns and attempting to resolve them amicably. There is always a solution available.
Best regards,
From India, Vadodara
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382The matters of compensation for employees are sensitive. The company should have informed you about changes in your salary structure. However, it is also important to note the terms of the service agreement under which you accepted employment with the company. Your appointment letter will clearly outline such terms. Furthermore, the company reserves the right to make decisions on various policy matters, and employees can address their grievances through the proper channels to seek remedies for their problems. It is essential to understand the procedures for addressing grievances carefully.
I suggest doing thorough research on your concerns and attempting to resolve them amicably. There is always a solution available.
Best regards,
From India, Vadodara
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Salary & Compensation Guidelines.zip