Hi
I am looking for advise on full n final settlement. my case is:
We have two part of salary , one is fixed other is reimbursement. as per appointment letter, an employee can give one month notice or salary in lieu of notice.
so while calculating the full n final of the employee, can we take both the salary in to account.?
or we can take only salary part since we have not mentioned reimbursement in appointment letter?
For Example:
A is getting salary of 25000 per month and 5000 Rs reimbursement, if he resigns and give notice of 15 days, we will calculate full n final on 25000 Rs salary or we will calculate on salary + reimbursement.
your inputs are highly appreciable.
Thanks
Mohit
From India, Ludhiana
3I am looking for advise on full n final settlement. my case is:
We have two part of salary , one is fixed other is reimbursement. as per appointment letter, an employee can give one month notice or salary in lieu of notice.
so while calculating the full n final of the employee, can we take both the salary in to account.?
or we can take only salary part since we have not mentioned reimbursement in appointment letter?
For Example:
A is getting salary of 25000 per month and 5000 Rs reimbursement, if he resigns and give notice of 15 days, we will calculate full n final on 25000 Rs salary or we will calculate on salary + reimbursement.
your inputs are highly appreciable.
Thanks
Mohit
From India, Ludhiana
Both you will calculate salary + reimbursement. Revocer 15 days notice perioud. Sanju Joshi
From India, Ahmadabad
From India, Ahmadabad
My $0.02
Reimbursements would be at actual / fixed limit , and will be RE-IMBURSED on demand/salary time.
As employee is to be made full & final , kindly demand all reinbursements that are to be claimed by him/her.
If not claimed , an additional token of reimbursement can be added on as token departing gift ( and to avoid future claims if any )
From India, Mumbai
Reimbursements would be at actual / fixed limit , and will be RE-IMBURSED on demand/salary time.
As employee is to be made full & final , kindly demand all reinbursements that are to be claimed by him/her.
If not claimed , an additional token of reimbursement can be added on as token departing gift ( and to avoid future claims if any )
From India, Mumbai
Full and final settlement
Payable:-Salary
BonusLeave encashment
Gratuity
Traveling expenses
Sunday working day
Medical expenses reimbursement
Motor car / scooter expenses
Receivable:- Advance against salary
Loan
Imprest ( Advance Money for eg for clothing, Accommodation, and company will
cut the money after 4 to 5 months from the salary)
Tour advance
Notice pay
Income tax
Interest on loan
Payable minus recivable= FF S
From India, Mumbai
Full and final settlement
Payable:-Salary
Bonus
Leave encashment
Gratuity
Traveling expenses
Sunday working day
Medical expenses reimbursement
Motor car / scooter expenses
Receivable:- Advance against salary
Loan
Imprest ( Advance Money for eg for clothing, Accommodation, and company will
cut the money after 4 to 5 months from the salary)
Tour advance
Notice pay
Income tax
Interest on loan
Payable minus recivable= FF S
please note the settelment process is diferent from company to company.
From India, Mumbai
Payable:-Salary
Bonus
Leave encashment
Gratuity
Traveling expenses
Sunday working day
Medical expenses reimbursement
Motor car / scooter expenses
Receivable:- Advance against salary
Loan
Imprest ( Advance Money for eg for clothing, Accommodation, and company will
cut the money after 4 to 5 months from the salary)
Tour advance
Notice pay
Income tax
Interest on loan
Payable minus recivable= FF S
please note the settelment process is diferent from company to company.
From India, Mumbai
Dear Mohit,
Upto my best knowlegde as per appointment letter only you have complete the full & final settlement.
Suppose company want to sack any employee & company "gives / pays" the said Rs. 5000 amount to sack employee then only you can take into consideration of that said Rs. 5000 amount. Otherwise employee may sue you for unethical practice.
Prashant
09850401160
From India, Pune
Upto my best knowlegde as per appointment letter only you have complete the full & final settlement.
Suppose company want to sack any employee & company "gives / pays" the said Rs. 5000 amount to sack employee then only you can take into consideration of that said Rs. 5000 amount. Otherwise employee may sue you for unethical practice.
Prashant
09850401160
From India, Pune
look what we use to do with our employee is that during full n final settelmente use to calculate his salary as per his attendance and also his earned eave which ever is due to him.
From India, Calcutta
From India, Calcutta
dear
i have gone through your query and idividual is entitle all reimbrushment till he is working with you.if he is working on notice period also ,than also he should be paid reimbrushment.
regard
j s malik
QUOTE=s_n_mohit;741396]Hi
I am looking for advise on full n final settlement. my case is:
We have two part of salary , one is fixed other is reimbursement. as per appointment letter, an employee can give one month notice or salary in lieu of notice.
so while calculating the full n final of the employee, can we take both the salary in to account.?
or we can take only salary part since we have not mentioned reimbursement in appointment letter?
For Example:
A is getting salary of 25000 per month and 5000 Rs reimbursement, if he resigns and give notice of 15 days, we will calculate full n final on 25000 Rs salary or we will calculate on salary + reimbursement.
your inputs are highly appreciable.
Thanks
Mohit[/QUOTE]
From India, Delhi
i have gone through your query and idividual is entitle all reimbrushment till he is working with you.if he is working on notice period also ,than also he should be paid reimbrushment.
regard
j s malik
QUOTE=s_n_mohit;741396]Hi
I am looking for advise on full n final settlement. my case is:
We have two part of salary , one is fixed other is reimbursement. as per appointment letter, an employee can give one month notice or salary in lieu of notice.
so while calculating the full n final of the employee, can we take both the salary in to account.?
or we can take only salary part since we have not mentioned reimbursement in appointment letter?
For Example:
A is getting salary of 25000 per month and 5000 Rs reimbursement, if he resigns and give notice of 15 days, we will calculate full n final on 25000 Rs salary or we will calculate on salary + reimbursement.
your inputs are highly appreciable.
Thanks
Mohit[/QUOTE]
From India, Delhi
My question is still un answered, i want to know if someone resign from the company, can company include salary + reimbursement while recovering the notice period.
i have gone through your query and idividual is entitle all reimbrushment till he is working with you.if he is working on notice period also ,than also he should be paid reimbrushment.
regard
j s malik
QUOTE=s_n_mohit;741396]Hi
I am looking for advise on full n final settlement. my case is:
We have two part of salary , one is fixed other is reimbursement. as per appointment letter, an employee can give one month notice or salary in lieu of notice.
so while calculating the full n final of the employee, can we take both the salary in to account.?
or we can take only salary part since we have not mentioned reimbursement in appointment letter?
For Example:
A is getting salary of 25000 per month and 5000 Rs reimbursement, if he resigns and give notice of 15 days, we will calculate full n final on 25000 Rs salary or we will calculate on salary + reimbursement.
your inputs are highly appreciable.
Thanks
Mohit[/QUOTE][/QUOTE]
From India, Ludhiana
i have gone through your query and idividual is entitle all reimbrushment till he is working with you.if he is working on notice period also ,than also he should be paid reimbrushment.
regard
j s malik
QUOTE=s_n_mohit;741396]Hi
I am looking for advise on full n final settlement. my case is:
We have two part of salary , one is fixed other is reimbursement. as per appointment letter, an employee can give one month notice or salary in lieu of notice.
so while calculating the full n final of the employee, can we take both the salary in to account.?
or we can take only salary part since we have not mentioned reimbursement in appointment letter?
For Example:
A is getting salary of 25000 per month and 5000 Rs reimbursement, if he resigns and give notice of 15 days, we will calculate full n final on 25000 Rs salary or we will calculate on salary + reimbursement.
your inputs are highly appreciable.
Thanks
Mohit[/QUOTE][/QUOTE]
From India, Ludhiana
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Full n final settlement.doc