As per my opinion, it is not advisable to have a fack salary slip. We should negotiate our salary as per our capability. Krishna
From India, Vadodara
1From India, Vadodara
Any Top IT Company has Background Check Process and you would lose your New Job. Your step is not Legal nor Ethical. Please desist from this.
From India, Delhi
From India, Delhi
The question is not of fake Pay Slip alone. It reflects the general character of the incumbent. Most of the reputed employers would prefer summary dismissal of such an employee as the character of the individual, especially at higher position, counts more than even the knowledge and skill component.
From India, Calcutta
From India, Calcutta
To Vasant Nair
Thank you for your appreciation.
To sridharafep
When an organization does not have a scaling system (in C&B, we call this Grade and Salary Structure. This is achieved by conducting a Job Evaluation and using Market Salary Data to formulate). When such a system is not in place, the 20%-30% onto previous drawn salary becomes a good rule of thumb when hiring job of similar scope and accountability as the additional % is to recognize the “hardship” in starting with a new company, new culture, new system and new colleagues. This is a valid and common salary administration practice.
When an organization does have a proper grade and salary structure, it is imperative for HR to hire, retain, promote, and transfer within system guidelines in order to maintain internal & external equities. HR cannot offer as they pleased.
Another valid and common practice is to hire just below the minimum of the salary range. But this practice has to go hand in hand with your probation policy. So you are hired below the minimum of the salary range, given a 6 months probation, once your performance meets expectations, you will get your confirmation with a salary adjustment which moves you to the minimum range. If you remain in the same organization performing the same scope of job, you will progress through this range in the form of annual increment.
The speed in which you progress through this range (minimum to maximum) depends very much on your performance. However, the value to this range is not constant throughout your career because of market forces, etc. HR needs to update these ranges every year in order to remain competitive by accessing market salary survey.
To Tariq
Quote “I have seen guys getting much much more then what they deserve compared to what they should get.”
Other then a proper grade and salary structure, for an organization to decide what to pay also depends very much on its Pay Philosophy (where it wants to be in the market place); which industry is the company in (Financial vs Manufacturing i.e. a IT job will be paid more in the Financial sector vs the same IT job in the Manufacturing section); demand and supply of job and skill sets (high demand with scarce supply would usually mean company has to pay a premium to get candidates) and which phase is the organization in the business cycle (for a new startup, organization may have to pay a premium for key jobs to kick start the business or a life example - the dot.com era where low pay and huge stock option is provided ).
If an organization has decided to be leading the market by paying at market Q3, the salary ranges will be formulated based on Q3 of the market data. So, if some guys who is doing the same scope of work and yet getting much more, it could be because of the above circumstances.
I do agree with your suggestion of “Anyways, from where I see, what you can do is keep your current job and take the offer letter to your HR and see if you can negotiate with them. They might not give you the same hike but you might get a decent raise.” This is especially important if this is a key job or a star performer. This should possibly be the 1st option. However, this should not be repeated too often as it becomes a threat to the organization and your loyalty is questioned, even if you are a star performer. The organization may decide to let you go one day.
To B. Dakshina Murty & mdateeq
I totally agree with your comments that such posts should totally disappear from this cite as I was pretty shock myself to read it when it was first posted. But I decided to put in my 2 cents worth of advice because I guessed once in a while a little nudge goes a long way.
Regards
Autumn Jane
From Singapore, Singapore
Thank you for your appreciation.
To sridharafep
When an organization does not have a scaling system (in C&B, we call this Grade and Salary Structure. This is achieved by conducting a Job Evaluation and using Market Salary Data to formulate). When such a system is not in place, the 20%-30% onto previous drawn salary becomes a good rule of thumb when hiring job of similar scope and accountability as the additional % is to recognize the “hardship” in starting with a new company, new culture, new system and new colleagues. This is a valid and common salary administration practice.
When an organization does have a proper grade and salary structure, it is imperative for HR to hire, retain, promote, and transfer within system guidelines in order to maintain internal & external equities. HR cannot offer as they pleased.
Another valid and common practice is to hire just below the minimum of the salary range. But this practice has to go hand in hand with your probation policy. So you are hired below the minimum of the salary range, given a 6 months probation, once your performance meets expectations, you will get your confirmation with a salary adjustment which moves you to the minimum range. If you remain in the same organization performing the same scope of job, you will progress through this range in the form of annual increment.
The speed in which you progress through this range (minimum to maximum) depends very much on your performance. However, the value to this range is not constant throughout your career because of market forces, etc. HR needs to update these ranges every year in order to remain competitive by accessing market salary survey.
To Tariq
Quote “I have seen guys getting much much more then what they deserve compared to what they should get.”
Other then a proper grade and salary structure, for an organization to decide what to pay also depends very much on its Pay Philosophy (where it wants to be in the market place); which industry is the company in (Financial vs Manufacturing i.e. a IT job will be paid more in the Financial sector vs the same IT job in the Manufacturing section); demand and supply of job and skill sets (high demand with scarce supply would usually mean company has to pay a premium to get candidates) and which phase is the organization in the business cycle (for a new startup, organization may have to pay a premium for key jobs to kick start the business or a life example - the dot.com era where low pay and huge stock option is provided ).
If an organization has decided to be leading the market by paying at market Q3, the salary ranges will be formulated based on Q3 of the market data. So, if some guys who is doing the same scope of work and yet getting much more, it could be because of the above circumstances.
I do agree with your suggestion of “Anyways, from where I see, what you can do is keep your current job and take the offer letter to your HR and see if you can negotiate with them. They might not give you the same hike but you might get a decent raise.” This is especially important if this is a key job or a star performer. This should possibly be the 1st option. However, this should not be repeated too often as it becomes a threat to the organization and your loyalty is questioned, even if you are a star performer. The organization may decide to let you go one day.
To B. Dakshina Murty & mdateeq
I totally agree with your comments that such posts should totally disappear from this cite as I was pretty shock myself to read it when it was first posted. But I decided to put in my 2 cents worth of advice because I guessed once in a while a little nudge goes a long way.
Regards
Autumn Jane
From Singapore, Singapore
Hello Rajon
You have done things. One is, you have done a wrong thing submitting fake payslip. Number 2 is you are trying to overcome from this pain. What I understand, first you try to manage your present HR Boss. So that when new company HR asks for confirmation they say it as correct. Or, directly go to new employer and confess your wrong doing. They may consider it as honesty. because, we all run behind money. For more money most people tell a lie. Before joining the new company confession may be good instance.
Your salary may be decreased but you can sleep in the night without any ...........
From Bangladesh, Dhaka
You have done things. One is, you have done a wrong thing submitting fake payslip. Number 2 is you are trying to overcome from this pain. What I understand, first you try to manage your present HR Boss. So that when new company HR asks for confirmation they say it as correct. Or, directly go to new employer and confess your wrong doing. They may consider it as honesty. because, we all run behind money. For more money most people tell a lie. Before joining the new company confession may be good instance.
Your salary may be decreased but you can sleep in the night without any ...........
From Bangladesh, Dhaka
Dear, Such type of providing fake payslip is moraly corrected. if employer is found your are provied fake slip. its reson employer can sack from employment Thanks sachin
From India, Pune
From India, Pune
Hi.
I feel it is the guilty conscience that prompted you to send a mail like this. You should have never made a fake payslip. Having done that, the best thing would have been to keep mum. Sending a mail like this would do more harm than good. Now pray and be prepared for anything and try to forget whatever happened. Only make sure that you will never do such things in future. May time give you peace of mind. Good luck.
Pavithran.
From India, Thanjavur
I feel it is the guilty conscience that prompted you to send a mail like this. You should have never made a fake payslip. Having done that, the best thing would have been to keep mum. Sending a mail like this would do more harm than good. Now pray and be prepared for anything and try to forget whatever happened. Only make sure that you will never do such things in future. May time give you peace of mind. Good luck.
Pavithran.
From India, Thanjavur
U ask yourself what is right and what is wrong. Is the management a fool to offer u pay pack like this? I think they are if they are working on whims.
From India, Udaipur
From India, Udaipur
Rajan , New organization will ask you Form 16 which clearly indicate your earning. So .... Be honest ...... Don’t Use Fake Pay Slip. -Abhay Kulkarni From HR
From India, Mumbai
From India, Mumbai
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Payslip.xls
Payslip Format.docx