Firm keeps following documents of employees after salary disbursal every month:
1) appointment letters
2) signed Wage slips
3) signed Salary sheet made in Excel with revenue stamp
4) pays in cash, hence signed cash payment vouchers with revenue stamp
5) resignation letter and FNF letter when an employee left service.
6) attendance register without any sign
Does the firm require anything else, and are these documents valid, or should any changes be suggested?
Also, in the salary sheet, the firm says gross wage = (basic wage with DA) + (HRA), wherein it keeps HRA = 0. Hence basic and gross wage is the same and calculates salary based on 26 days for every month, including FEB. Is this right, or are any changes required?
From India, Hyderabad
1) appointment letters
2) signed Wage slips
3) signed Salary sheet made in Excel with revenue stamp
4) pays in cash, hence signed cash payment vouchers with revenue stamp
5) resignation letter and FNF letter when an employee left service.
6) attendance register without any sign
Does the firm require anything else, and are these documents valid, or should any changes be suggested?
Also, in the salary sheet, the firm says gross wage = (basic wage with DA) + (HRA), wherein it keeps HRA = 0. Hence basic and gross wage is the same and calculates salary based on 26 days for every month, including FEB. Is this right, or are any changes required?
From India, Hyderabad
18
Sir, my questions are:
1) are the documents maintained by the firm enough or is the firm missing any documents which should be informed to them so that they can start maintaining them in the future.
2) is the wage calculation structure correct?
3) is HRA = 0 correct, though the basic wage = gross wage is far above the minimum wage.
From India, Hyderabad
1) are the documents maintained by the firm enough or is the firm missing any documents which should be informed to them so that they can start maintaining them in the future.
2) is the wage calculation structure correct?
3) is HRA = 0 correct, though the basic wage = gross wage is far above the minimum wage.
From India, Hyderabad
Hi RamGoswami ,
It seems like your firm is maintaining several key documents related to employee records and payroll. However, the effectiveness and compliance of these documents can depend on the specific laws and regulations.
Here are some general considerations and suggestions:
Documents Checklist:
Appointment Letters:
Ensure that these letters include all relevant terms and conditions of employment, such as job title, responsibilities, salary, benefits, working hours, etc.
Signed Wage Slips:
These are crucial for transparency. Ensure that they contain detailed information about the components of the salary, including deductions.
Salary Sheet
Check the legal requirements for salary sheets.
Cash Payment Vouchers:
Make sure these vouchers comply with any tax or labor regulations related to cash payments. It's recommended to encourage non-cash transactions for better transparency.
Resignation and FNF Letters:
Ensure that these letters clearly state the reason for resignation and details regarding the final settlement. Include information on any pending dues, notice period served, etc.
Attendance Register:
Ideally, attendance records should be signed by both employees and supervisors to validate the accuracy of the data.
Salary Calculation:
Basic vs. Gross Wage:
If your firm's policy is to keep HRA at zero, it's important to clearly communicate this to employees. Additionally, ensure that the total compensation package is competitive in the market.
Days in Salary Calculation:
The standard practice is to base salary calculations on the actual number of working days in a month. If your firm is using 26 days consistently, including February, ensure that this aligns with legal norms and is clearly communicated to employees.
Additional Considerations:
Tax Compliance: Ensure that all salary-related documents and practices comply with local tax regulations.
Employee Privacy: Safeguard employee information to comply with data protection laws.
Labour Law Compliance:
Periodically review and update your documentation practices to align with any changes in labour laws.
HR Policies: Have clear and comprehensive HR policies in place to guide employment practices.
Thanks
From India, Bangalore
It seems like your firm is maintaining several key documents related to employee records and payroll. However, the effectiveness and compliance of these documents can depend on the specific laws and regulations.
Here are some general considerations and suggestions:
Documents Checklist:
Appointment Letters:
Ensure that these letters include all relevant terms and conditions of employment, such as job title, responsibilities, salary, benefits, working hours, etc.
Signed Wage Slips:
These are crucial for transparency. Ensure that they contain detailed information about the components of the salary, including deductions.
Salary Sheet
Check the legal requirements for salary sheets.
Cash Payment Vouchers:
Make sure these vouchers comply with any tax or labor regulations related to cash payments. It's recommended to encourage non-cash transactions for better transparency.
Resignation and FNF Letters:
Ensure that these letters clearly state the reason for resignation and details regarding the final settlement. Include information on any pending dues, notice period served, etc.
Attendance Register:
Ideally, attendance records should be signed by both employees and supervisors to validate the accuracy of the data.
Salary Calculation:
Basic vs. Gross Wage:
If your firm's policy is to keep HRA at zero, it's important to clearly communicate this to employees. Additionally, ensure that the total compensation package is competitive in the market.
Days in Salary Calculation:
The standard practice is to base salary calculations on the actual number of working days in a month. If your firm is using 26 days consistently, including February, ensure that this aligns with legal norms and is clearly communicated to employees.
Additional Considerations:
Tax Compliance: Ensure that all salary-related documents and practices comply with local tax regulations.
Employee Privacy: Safeguard employee information to comply with data protection laws.
Labour Law Compliance:
Periodically review and update your documentation practices to align with any changes in labour laws.
HR Policies: Have clear and comprehensive HR policies in place to guide employment practices.
Thanks
From India, Bangalore
Thank you Raghunath Sir for your response. All my doubts seem cleared. Though, what do you mean by legal requirements for salary sheets. Can you please explain in detail. the firms salary sheet contains basically basic wage = gross wage, Net salary, payment date and sign. Are any changes to made here sir. Firm has 2 employee, pays in cash. there are no deductions of any sort. Telangana based firm. Since employees get their salaries properly, there don't seem to be any issue from their side regarding communication. Firm wants to keep its compliances clear and concise.
From India, Hyderabad
From India, Hyderabad
Hi
Ram Goswami,
Salary sheets, often referred to as payroll records or pay stubs, are subject to various legal requirements that vary by jurisdiction. It's important to note that employment and labor laws can differ significantly between countries, and sometimes even within different regions of a country. Therefore, the following information provides a general overview, and you should consult with a local employment law expert or government agency for specific requirements in your jurisdiction.
Employee Information:
Full name of the employee.
Employee identification or payroll number.
Social Security Number or equivalent unique identifier.
Employee's address.
Employer Information:
Company name and address.
Employer identification number (EIN) or equivalent.
Earnings Information:
Gross wages or salary.
Overtime hours and pay (if applicable).
Any bonuses or incentives.
Deductions for taxes, social security, and other statutory deductions.
Net pay (take-home pay after deductions).
Time Period Covered:
Specify the time period for which the payment is made (weekly, bi-weekly, monthly, etc.).
Deductions:
Breakdown of all deductions, such as taxes, health insurance, and retirement contributions.
Clear indication of both employee and employer contributions to benefits, if applicable.
Benefits Information:
Details of any benefits provided, such as health insurance, retirement contributions, or other fringe benefits.
Leave Balances:
If applicable, include information on accrued vacation days, sick leave, or other types of leave balances.
Compliance Statements:
Statements indicating compliance with local labor laws and regulations.
Information on how to contact the relevant labor department or regulatory body in case of disputes.
Pay Frequency:
Clearly state the frequency of pay (weekly, bi-weekly, monthly).
Signature:
Signature of the employer or authorized representative.
Additional Information:
Some areas may have specific requirements for additional information, such as hours worked, hourly rates, or specific wording related to labour laws.
Ensure that salary sheets are distributed to employees on a regular basis, either physically or electronically, as per local regulations. Additionally, maintain accurate records for a specified period as required by law.
It's crucial to stay updated on any changes in labour laws in your jurisdiction, as non-compliance can lead to legal issues and penalties. Consult with legal professionals or your local labour department to ensure your payroll practices are in accordance with the applicable labour laws.
Thanks
From India, Bangalore
Ram Goswami,
Salary sheets, often referred to as payroll records or pay stubs, are subject to various legal requirements that vary by jurisdiction. It's important to note that employment and labor laws can differ significantly between countries, and sometimes even within different regions of a country. Therefore, the following information provides a general overview, and you should consult with a local employment law expert or government agency for specific requirements in your jurisdiction.
Employee Information:
Full name of the employee.
Employee identification or payroll number.
Social Security Number or equivalent unique identifier.
Employee's address.
Employer Information:
Company name and address.
Employer identification number (EIN) or equivalent.
Earnings Information:
Gross wages or salary.
Overtime hours and pay (if applicable).
Any bonuses or incentives.
Deductions for taxes, social security, and other statutory deductions.
Net pay (take-home pay after deductions).
Time Period Covered:
Specify the time period for which the payment is made (weekly, bi-weekly, monthly, etc.).
Deductions:
Breakdown of all deductions, such as taxes, health insurance, and retirement contributions.
Clear indication of both employee and employer contributions to benefits, if applicable.
Benefits Information:
Details of any benefits provided, such as health insurance, retirement contributions, or other fringe benefits.
Leave Balances:
If applicable, include information on accrued vacation days, sick leave, or other types of leave balances.
Compliance Statements:
Statements indicating compliance with local labor laws and regulations.
Information on how to contact the relevant labor department or regulatory body in case of disputes.
Pay Frequency:
Clearly state the frequency of pay (weekly, bi-weekly, monthly).
Signature:
Signature of the employer or authorized representative.
Additional Information:
Some areas may have specific requirements for additional information, such as hours worked, hourly rates, or specific wording related to labour laws.
Ensure that salary sheets are distributed to employees on a regular basis, either physically or electronically, as per local regulations. Additionally, maintain accurate records for a specified period as required by law.
It's crucial to stay updated on any changes in labour laws in your jurisdiction, as non-compliance can lead to legal issues and penalties. Consult with legal professionals or your local labour department to ensure your payroll practices are in accordance with the applicable labour laws.
Thanks
From India, Bangalore
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