Hello Everyone,
Our company is also having a salary cut and we are being cut 20% on basic and the cut is treated as Leave Without Pay. Our HR Head and Accounts Head is new and I just want to know one thing- Should the cut be treated as LWP or as Loss of Pay? When an employee leaves, the salary slip shows LWP, which might tell the prospective employer that this particular employee is irregular. How do we treat this situation?
Rgds
Amla
From India, Hyderabad
1Our company is also having a salary cut and we are being cut 20% on basic and the cut is treated as Leave Without Pay. Our HR Head and Accounts Head is new and I just want to know one thing- Should the cut be treated as LWP or as Loss of Pay? When an employee leaves, the salary slip shows LWP, which might tell the prospective employer that this particular employee is irregular. How do we treat this situation?
Rgds
Amla
From India, Hyderabad
hi all
Salary structure can be done as per 0 to 1 year experience
1 to 3
3 to 5
5 to 7
salaries can be fixed depending upon the skill ,education ,experience ( no of yrs)
starting from gROSS 3800 + CTC to 50000
From India, Hyderabad
Salary structure can be done as per 0 to 1 year experience
1 to 3
3 to 5
5 to 7
salaries can be fixed depending upon the skill ,education ,experience ( no of yrs)
starting from gROSS 3800 + CTC to 50000
From India, Hyderabad
Dear All,
Nice thought in @ right time.
Probably this time is very important for us as HR professionals. In my opinion, one way we have to get the cost to compny as minimum as possible at the same time we have to look into employee perspective where in this current scenario they are not goining to get big hikes but at least expect a tax friendly structure.
So if we remove the reimbursement components, they will have most of the income as taxable and the effective hike on thier paycheques are ineffective.
Your thoughts on the same are welcome.
Regards,
Anshul Saxena
From India, Delhi
Nice thought in @ right time.
Probably this time is very important for us as HR professionals. In my opinion, one way we have to get the cost to compny as minimum as possible at the same time we have to look into employee perspective where in this current scenario they are not goining to get big hikes but at least expect a tax friendly structure.
So if we remove the reimbursement components, they will have most of the income as taxable and the effective hike on thier paycheques are ineffective.
Your thoughts on the same are welcome.
Regards,
Anshul Saxena
From India, Delhi
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Salary-Note.doc
SALARY SHEET CALCULATION.xls