hello geehta
1. accepting increment letters are nor mandatary, but when a person accepts the salary, when the increased salary is given to him and acepted.this is implied acceptance.
2.in view of the increased salary, he may be subjected to tax and other deductions, that is why normally acceptance is taken,
3. so the onus is more on the employee
4. usually the increment is given after appraisal, as per the recommendations, etc so all the aspects have been taken care of
5. non-acceptance of increment letter s may be for the reasons like, not satisfied with the increment, comparision with the other collegues, not happy with the qunatum etc. all these matters have to be taken before giving the increments.
nagaraj
From India, Bangalore
11. accepting increment letters are nor mandatary, but when a person accepts the salary, when the increased salary is given to him and acepted.this is implied acceptance.
2.in view of the increased salary, he may be subjected to tax and other deductions, that is why normally acceptance is taken,
3. so the onus is more on the employee
4. usually the increment is given after appraisal, as per the recommendations, etc so all the aspects have been taken care of
5. non-acceptance of increment letter s may be for the reasons like, not satisfied with the increment, comparision with the other collegues, not happy with the qunatum etc. all these matters have to be taken before giving the increments.
nagaraj
From India, Bangalore
It is not mandatory to take signature that I have read, understood and agree to abide by the aforesaid terms and conditions of employment."
It is enough if you take signature for having delivered the Ietter. If employee has any greivance he has to take up it on his own.
If you insist for ACCEPTANCE, he willl refuse when he has greivance and management has to take so many administrative actions to make him to ACCEPT the new salary package. Moreover, the release of increment is depending on various factors such as Performance of Employee, Business etc. Management stands in higher footing of Ordering release and not negotiating. Employee had to take what is given and if has greivance he has come out with it and follow the prescribed procedure to settle it.
Bye
AG Desai
From India, Madras
It is enough if you take signature for having delivered the Ietter. If employee has any greivance he has to take up it on his own.
If you insist for ACCEPTANCE, he willl refuse when he has greivance and management has to take so many administrative actions to make him to ACCEPT the new salary package. Moreover, the release of increment is depending on various factors such as Performance of Employee, Business etc. Management stands in higher footing of Ordering release and not negotiating. Employee had to take what is given and if has greivance he has come out with it and follow the prescribed procedure to settle it.
Bye
AG Desai
From India, Madras
this format may be of use
Sample Performance and Increment Letter | AletterFormat.com
From India, Madras
Sample Performance and Increment Letter | AletterFormat.com
From India, Madras
I hope that company would be having POLICY like empoyees would be appraised periodically and suitably honored (remunerated). This itself for speaks and no separate acknowledgement necessary as the employee is governed by POLICY & PRACTISEs in the company. If he rejects unhappy, you can jus can inform the as per POLICY your compensation has been revised.
From India, Tiruchchirappalli
From India, Tiruchchirappalli
Accepting / Acknowledging Letters
HR Community is in habit of taking acknowledgement from employees on each and every letter / paper they issue to employees. Most of the time entire HR Department follows this practice blindly, without verifying the purpose or need of taking acknowledgements.
• Only communications having significant consequences needs to be acknowledged by the employees.
• I feel, only the certain kind of communication, if employee claims in future he never received and can possibly put employer in a difficult spot needs to be acknowledged.
• Some communications are very important and significant but there is no need to get them acknowledged every time. For example: A worker is promoted as a Supervisor and a letter is issued but acknowledgement by the concerned employee is not in records. In this case incase worker claims that he is not aware of the fact that, he is no more a worker and is promoted as a Supervisor, there are many other ways to prove it otherwise. Like change in the designation in HRMS; Payroll; Pay-Slip, Change in nature of his work, Change in reporting, Change in salary … etc.
• It also needs to be noted here that, in case an employee refuses to accept and acknowledge the communication by employer, he can be charged with indiscipline and insubordination.
• There is no need to get acknowledged Annual Increment Letters from thousands of employees every year. It is a sheer waste of time and resources.
Thanks & Regards
From India, Pune
HR Community is in habit of taking acknowledgement from employees on each and every letter / paper they issue to employees. Most of the time entire HR Department follows this practice blindly, without verifying the purpose or need of taking acknowledgements.
• Only communications having significant consequences needs to be acknowledged by the employees.
• I feel, only the certain kind of communication, if employee claims in future he never received and can possibly put employer in a difficult spot needs to be acknowledged.
• Some communications are very important and significant but there is no need to get them acknowledged every time. For example: A worker is promoted as a Supervisor and a letter is issued but acknowledgement by the concerned employee is not in records. In this case incase worker claims that he is not aware of the fact that, he is no more a worker and is promoted as a Supervisor, there are many other ways to prove it otherwise. Like change in the designation in HRMS; Payroll; Pay-Slip, Change in nature of his work, Change in reporting, Change in salary … etc.
• It also needs to be noted here that, in case an employee refuses to accept and acknowledge the communication by employer, he can be charged with indiscipline and insubordination.
• There is no need to get acknowledged Annual Increment Letters from thousands of employees every year. It is a sheer waste of time and resources.
Thanks & Regards
From India, Pune
Dear Geeta:
It is not statutory to get the increment letter acknowledged by the employee.
Incase the employee refuses to accept the letter, he/she should give in writing stating the reason for doing so.
Hence, just do not worry on this matter and be cool.
Regards,
Kalyani
From India, Hyderabad
It is not statutory to get the increment letter acknowledged by the employee.
Incase the employee refuses to accept the letter, he/she should give in writing stating the reason for doing so.
Hence, just do not worry on this matter and be cool.
Regards,
Kalyani
From India, Hyderabad
Hi,
As you all are aware that advance against salary is taxable, it will be treated as “Perquisite”.
Please find attached Loan Perquisite calculation sheet for your reference.
Regards,
Jagdish Pathak
# 9811488664
From India, Gurgaon
As you all are aware that advance against salary is taxable, it will be treated as “Perquisite”.
Please find attached Loan Perquisite calculation sheet for your reference.
Regards,
Jagdish Pathak
# 9811488664
From India, Gurgaon
Hello sir,
i am agree with you, But if an employee did not happy with his increment & he refuse to accept it, but Employer already transfer the Salary & Arear Amount in his Salary Account than what can he Do
Regards
Sandeep
[/QUOTE]
From India, New Delhi
i am agree with you, But if an employee did not happy with his increment & he refuse to accept it, but Employer already transfer the Salary & Arear Amount in his Salary Account than what can he Do
Regards
Sandeep
[/QUOTE]
From India, New Delhi
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INCREMENT LETTER.doc