A friend of mine has taken a salary advance of Rs. 20,000/- while her salary is Rs. 15,000/-. she had to take this advance as her 1.5years old daughter was to be operated in emergency.
She said that the HR to deduct the amount in parts in the next two months. Unfortunately the company has not paid her salary for the current month saying that it is been deducted for repayment of salary advance and next month she will be getting 10000/- only.
My question is if she has asked the company to deduct in part was it not possible forthe company to deduct 10,000/- and pay her 5,000/- in this month. As she is single parenting she needs funds to survive and post operative treatment of the baby. (the company very well knows her financial status and she is associated with the company for last 10 years)
Is there any Law stating that the salary advance should be deducted in full?
From India, Panaji
She said that the HR to deduct the amount in parts in the next two months. Unfortunately the company has not paid her salary for the current month saying that it is been deducted for repayment of salary advance and next month she will be getting 10000/- only.
My question is if she has asked the company to deduct in part was it not possible forthe company to deduct 10,000/- and pay her 5,000/- in this month. As she is single parenting she needs funds to survive and post operative treatment of the baby. (the company very well knows her financial status and she is associated with the company for last 10 years)
Is there any Law stating that the salary advance should be deducted in full?
From India, Panaji
As mentioned she is associated with the company for last 10 years, then she must know the MD or Founder of the company. Ask her to talk to them and show her dis-satisfaction. Owners never do this kind of things when she herself said to deduct salary in parts. .
Its the HR who has played this mischief. Suggest her to be prepared and look for new job and as soon as she get new job she should take her salary and without giving any notice leave from job.
there is no use in working in such organization where genuine problems are understood.
There is no Law which says that the salary advance should be deducted in full ( unless verbally or mutually it is been decided and agreed upon).
HR is useless , so dont expect any thing from him/her. I would suggest if some of you help her with Rs 5000/ for this month.
From India, Mumbai
37Its the HR who has played this mischief. Suggest her to be prepared and look for new job and as soon as she get new job she should take her salary and without giving any notice leave from job.
there is no use in working in such organization where genuine problems are understood.
There is no Law which says that the salary advance should be deducted in full ( unless verbally or mutually it is been decided and agreed upon).
HR is useless , so dont expect any thing from him/her. I would suggest if some of you help her with Rs 5000/ for this month.
From India, Mumbai
Dear job_connect_consultancy
I understand your agony on the above issue. But is not fair to blame HR person without knowing much on the back ground. In our organisation we used to give salary advance to the employees and deduct the same in 10 EMI.
We must understand the situation before blaming any person in this regard.
Hope you must agree with me,please take it in a positive manner.
Shiva
From India, Madras
I understand your agony on the above issue. But is not fair to blame HR person without knowing much on the back ground. In our organisation we used to give salary advance to the employees and deduct the same in 10 EMI.
We must understand the situation before blaming any person in this regard.
Hope you must agree with me,please take it in a positive manner.
Shiva
From India, Madras
Thanks for your valuable reply.
I am angry becoz the HR says that it is a law (and told her some section) - actually it is not a law but policy of the company. The company where in my friend works does not a set of policy in regards to salary advance (nothing in writing)
And i might as well agree with what Job connect consultancy says - that she should better move on by taking a new job but in a proper manner by giving the notice period.
I think we as HR need to draft policies which are betterment for both the company and the employee.
If we deduct the full salary only against advance how is the person suppose to survive for the full month without money. Salary advance is taken to meet certain emergencies.
thanks
Nayana
From India, Panaji
I am angry becoz the HR says that it is a law (and told her some section) - actually it is not a law but policy of the company. The company where in my friend works does not a set of policy in regards to salary advance (nothing in writing)
And i might as well agree with what Job connect consultancy says - that she should better move on by taking a new job but in a proper manner by giving the notice period.
I think we as HR need to draft policies which are betterment for both the company and the employee.
If we deduct the full salary only against advance how is the person suppose to survive for the full month without money. Salary advance is taken to meet certain emergencies.
thanks
Nayana
From India, Panaji
Dear Shiva,
I agree with you ; EMI option agreed from both the parties ,no HR will deduct directly in a single month .
I would like to ask you ;in our current company , there is no standard SOP.by taking this advantage few HODs are skip HR Department and directly approaching finance team and getting approvals from them.
I know it is not good practice ,i am in a process of Implementing SOP and need to convince our Management with the justification .
So, My question is here ,Why HR need to be in Loop in Salary advance ?
1. Is Based on Pay days .
2. Is Based on their Salary limit
Apart from the above point please add very valid points and ,need address all employees ,why they should come to HR before going finance team.
Please help in this.
Thanks & Regards
Satyaprasad.rayudu
From India, Hyderabad
I agree with you ; EMI option agreed from both the parties ,no HR will deduct directly in a single month .
I would like to ask you ;in our current company , there is no standard SOP.by taking this advantage few HODs are skip HR Department and directly approaching finance team and getting approvals from them.
I know it is not good practice ,i am in a process of Implementing SOP and need to convince our Management with the justification .
So, My question is here ,Why HR need to be in Loop in Salary advance ?
1. Is Based on Pay days .
2. Is Based on their Salary limit
Apart from the above point please add very valid points and ,need address all employees ,why they should come to HR before going finance team.
Please help in this.
Thanks & Regards
Satyaprasad.rayudu
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
PF Advance rule.doc
Advance salary format.xls