I agree with you totally. Very nicely put. Raj has explained the issue at hand so beautifully and in good detail. Sad our friend could not appreciate it in the desired perspective. Vasant Nair
From India, Mumbai
90From India, Mumbai
Dear Mr. Raj ,
Thanks a lot for the information. In our company we give a fixed amount (say - 1500 / month) which he can utilise both for his family purpose and official purpose by using his own no., incse if he uses a company Sim then whatever bill comes beyond 1500 that gets deducted from his salary and if if bill comes below 1500 the same gets credited in his salary.
I hope its proper and legal, kindly advice.
From India, New Delhi
Thanks a lot for the information. In our company we give a fixed amount (say - 1500 / month) which he can utilise both for his family purpose and official purpose by using his own no., incse if he uses a company Sim then whatever bill comes beyond 1500 that gets deducted from his salary and if if bill comes below 1500 the same gets credited in his salary.
I hope its proper and legal, kindly advice.
From India, New Delhi
My dear Robindt1
My efforts are primarily directed towards creating an awareness and understanding of the various issues in HRM. I understand the problem and constraints that is faced by an HR. It is good that you have raised this issue and it helps in clarifying matters. Having the "knowledge and expertise" is one thing and being empowered to "apply" it is another. But it is always better to be 'informed' even while making a 'forced decision'.
We already know how companies try to BUNDLE everything they can, to make for a MORE ATTRACTIVE CTC.
Now, we have also discussed, what constitutes a 'benefit' or a 're-imbursible official/business expense'.
It would definitely be a benefit extended and a part of CTC, if companies give mobile expenses for personal use.
However, we are aware that companies do so primarily for official use. It is incidental that some employees also use it "by design/wilfully" or "out of nescessity" for personal use.
Hence, ideally such telephone/mobile expenses should be out of the purview of CTC. But by bundling personal use, a "grey area" is created.
Since the amount is not too atrocious, and considering far more outrageous things are included in CTC; you can make your own decision to the extent you are empowered to. Now that you fully understand the nature of the issue and its implications, you can make an informed choice.
(As far as legalities are concerned, on this issue; there are no specific guidelines or directions).
Warm regards.
From India, Delhi
My efforts are primarily directed towards creating an awareness and understanding of the various issues in HRM. I understand the problem and constraints that is faced by an HR. It is good that you have raised this issue and it helps in clarifying matters. Having the "knowledge and expertise" is one thing and being empowered to "apply" it is another. But it is always better to be 'informed' even while making a 'forced decision'.
We already know how companies try to BUNDLE everything they can, to make for a MORE ATTRACTIVE CTC.
Now, we have also discussed, what constitutes a 'benefit' or a 're-imbursible official/business expense'.
It would definitely be a benefit extended and a part of CTC, if companies give mobile expenses for personal use.
However, we are aware that companies do so primarily for official use. It is incidental that some employees also use it "by design/wilfully" or "out of nescessity" for personal use.
Hence, ideally such telephone/mobile expenses should be out of the purview of CTC. But by bundling personal use, a "grey area" is created.
Since the amount is not too atrocious, and considering far more outrageous things are included in CTC; you can make your own decision to the extent you are empowered to. Now that you fully understand the nature of the issue and its implications, you can make an informed choice.
(As far as legalities are concerned, on this issue; there are no specific guidelines or directions).
Warm regards.
From India, Delhi
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