Hi All,
I am attaching herewith a document regarding employee benefits.
Please try and adapt as many as possible for your employees.
This might help control the aiteraion rate as well.
Thanks & Regards,
AJ
From India, Thana
97I am attaching herewith a document regarding employee benefits.
Please try and adapt as many as possible for your employees.
This might help control the aiteraion rate as well.
Thanks & Regards,
AJ
From India, Thana
Hi Brinda,
The law stipulates that a woman can go on maternity leave without getting her salary deducted.
Also the maximum period for which a woman can get maternity benefit is 12 weeks. Of this, 6 weeks must be taken prior to the date of delivery of the child and 6 weeks immediately following the date. To be entitled to maternity leave however, a woman must have actually worked for not less than 80 days in the 12 months immediately preceding the day of her expected delivery. Only working days are to be taken into account while calculating these 80 days. Weekly holidays and all leave-paid or unpaid be deemed as working days.
Hence you will have to give the gross salary to a woman on pregnancy leave also considering the ethical point of view the same is beneficial.
Regards,
AJ
From India, Thana
The law stipulates that a woman can go on maternity leave without getting her salary deducted.
Also the maximum period for which a woman can get maternity benefit is 12 weeks. Of this, 6 weeks must be taken prior to the date of delivery of the child and 6 weeks immediately following the date. To be entitled to maternity leave however, a woman must have actually worked for not less than 80 days in the 12 months immediately preceding the day of her expected delivery. Only working days are to be taken into account while calculating these 80 days. Weekly holidays and all leave-paid or unpaid be deemed as working days.
Hence you will have to give the gross salary to a woman on pregnancy leave also considering the ethical point of view the same is beneficial.
Regards,
AJ
From India, Thana
Hi,
The law clearly states no deduction in the salary.
Please note that deductions like transportation are deducted from salary in some cases. Cause travelling expenses doesnt have to be paid in case she is not coming to office anymore. But this happens only in some cases. Where the employee agrees to the same. But the employee decides to have no deductions there is no other option for the company.
Regards,
AJ
From India, Thana
The law clearly states no deduction in the salary.
Please note that deductions like transportation are deducted from salary in some cases. Cause travelling expenses doesnt have to be paid in case she is not coming to office anymore. But this happens only in some cases. Where the employee agrees to the same. But the employee decides to have no deductions there is no other option for the company.
Regards,
AJ
From India, Thana
Hi, AJ is very right but the Women presently under ESI then no right of employee (Women). The employers only pay in case of salary more then Rs. 10,000/pm. T&R MK
From India, Delhi
From India, Delhi
27.5.2008,
Hi,
I want to terminate one lady from our organisation.
Well case is that she has undergone a miscarriage 4 days back. From last 2 years we are observing her work but no improvement and her behaviour towards her Seniors and Juniors are worst . She is a marketing coordinator . Many verbal and written communication is a proof to the said issue.After final appraisal we had decided to terminate her services but she got pregnant.So, we decided not to terminate her services.
Well, guide me as to whether we can terminate her services or no under the current situation of her miscarriage.
Regards,
From India, Mumbai
Hi,
I want to terminate one lady from our organisation.
Well case is that she has undergone a miscarriage 4 days back. From last 2 years we are observing her work but no improvement and her behaviour towards her Seniors and Juniors are worst . She is a marketing coordinator . Many verbal and written communication is a proof to the said issue.After final appraisal we had decided to terminate her services but she got pregnant.So, we decided not to terminate her services.
Well, guide me as to whether we can terminate her services or no under the current situation of her miscarriage.
Regards,
From India, Mumbai
Hi,
I would suggest you not to terminate the employee right now, you can do so after two months she joins work.
If you do terminate right now she can file a suit against your company citing discrimination and any logic of you not firing her before will not be heard in the civil court.
As well ethically speaking its just not right as well you wont be setting a good example in your company, however hated she is after this incident she will have a sympathy wave and this decision might be a bit harsh on her.
Hope you take a wise decision.
Regards,
AJ
From India, Thana
I would suggest you not to terminate the employee right now, you can do so after two months she joins work.
If you do terminate right now she can file a suit against your company citing discrimination and any logic of you not firing her before will not be heard in the civil court.
As well ethically speaking its just not right as well you wont be setting a good example in your company, however hated she is after this incident she will have a sympathy wave and this decision might be a bit harsh on her.
Hope you take a wise decision.
Regards,
AJ
From India, Thana
Hi All,
I Just Wana Know Which Types Of Fringe Benefits We Can Give To Employee If His Package Is More Than Six Lakhs N He Wants Some Part Of His Salary As Benefits So That He Can Save Tax. Can We Give Benefits To Him If He Is Very Important For The Company. Actually He Is Seniour Software Eng. Pls Help Me ..............tel Me Which Typeof Benefits Iwe Can Give To Him So That We Have To Pay Less Salary To Him N There Should Be No Loss To Him ..........if We Decrease His Salary N Give Him Benefits ....................
From India, Delhi
I Just Wana Know Which Types Of Fringe Benefits We Can Give To Employee If His Package Is More Than Six Lakhs N He Wants Some Part Of His Salary As Benefits So That He Can Save Tax. Can We Give Benefits To Him If He Is Very Important For The Company. Actually He Is Seniour Software Eng. Pls Help Me ..............tel Me Which Typeof Benefits Iwe Can Give To Him So That We Have To Pay Less Salary To Him N There Should Be No Loss To Him ..........if We Decrease His Salary N Give Him Benefits ....................
From India, Delhi
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Employee Benefits.doc
Creating Best-in-Class Employee Benefits Guide.pdf