I want to get help of all senior’s about the allowances which can be shown in pay slip and are effected by the deduction of esi & pf. please help me on this matter.
From India, Ludhiana
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From India, Ludhiana
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As far as EPF is concerned, it should be deducted on Basic+DA/VDA+Food Conc., if any. As far as ESIC is concerned, it will be deducted on gross salary (inclusive of all allowances). The ceiling for ESIC should be Rs. 15,000 per month, inclusive of all allowances. As far as EPF is concerned, up to Rs. 6500, the deduction of EPF is compulsory.
Thanks & Regards,
Sumit Kumar Saxena
9899669071
From India, Ghaziabad
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280Thanks & Regards,
Sumit Kumar Saxena
9899669071
From India, Ghaziabad
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Hai Sumit, Can we add mobile allowance in gross components of appointment letter. And how we can we deduct in salary process. guide me in this regard.
From India, Bangalore
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From India, Bangalore
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Hi Sumit,
In a new company, they have prepared an appointment letter. However, the new benefit being provided by the management is a mobile SIM card. Currently, the management is informing us that we have negotiated a salary of Rs. 10,000/- per month with an employee. Now, we are required to include the amount of the SIM card benefit in the gross salary of Rs. 15,000.
Is there any issue if we include the mobile amount, which the company is paying to the employee, Rs. 250/- per month, in the salary structure? Will this pose any problems with ESI as the gross salary increases by adding the mobile bill of Rs. 250/- per month? Can you please provide your suggestions?
Thank you.
From India, Bangalore
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In a new company, they have prepared an appointment letter. However, the new benefit being provided by the management is a mobile SIM card. Currently, the management is informing us that we have negotiated a salary of Rs. 10,000/- per month with an employee. Now, we are required to include the amount of the SIM card benefit in the gross salary of Rs. 15,000.
Is there any issue if we include the mobile amount, which the company is paying to the employee, Rs. 250/- per month, in the salary structure? Will this pose any problems with ESI as the gross salary increases by adding the mobile bill of Rs. 250/- per month? Can you please provide your suggestions?
Thank you.
From India, Bangalore
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Hi Sumit,
In a new company, they have prepared an appointment letter. The new benefit provided by the management is a mobile SIM card. However, the management now states that they have negotiated a salary of Rs. 10,000/- per month with an employee and need to include the SIM card benefit amount in the gross salary of 10K.
Is there a problem if we include the mobile amount, which the company is paying to the employee, of Rs. 250/- per month in the gross salary? Will this pose any issues with ESI as the gross salary increases by adding the mobile bill of Rs. 250/- per month? Can you please advise me?
Attribution: https://www.citehr.com/400729-allowa...#ixzz2Ny7SityR
From India, Bangalore
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In a new company, they have prepared an appointment letter. The new benefit provided by the management is a mobile SIM card. However, the management now states that they have negotiated a salary of Rs. 10,000/- per month with an employee and need to include the SIM card benefit amount in the gross salary of 10K.
Is there a problem if we include the mobile amount, which the company is paying to the employee, of Rs. 250/- per month in the gross salary? Will this pose any issues with ESI as the gross salary increases by adding the mobile bill of Rs. 250/- per month? Can you please advise me?
Attribution: https://www.citehr.com/400729-allowa...#ixzz2Ny7SityR
From India, Bangalore
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Sumit,
Our management is not accepting any CTC. They are saying that when we discuss the employee's salary, it should only include the Gross amount. Within the Gross amount, we have to account for the mobile allowance/SIM card benefit provided by our company. However, I am concerned about whether including the mobile reimbursement in the Gross Salary could pose a problem. Mobile allowance is not technically a part of the salary that we intend to reflect in the Gross Salary.
My question is: Can we categorize the mobile allowance under Gross salary? During my conversation with management, they mentioned that the mobile allowance is considered a benefit included in the Gross salary and therefore a part of the total salary. Sir, please advise me on this matter. Is it acceptable to proceed in this manner? Are there any statutory issues, such as ESI implications, associated with this approach?
Thank you.
From India, Bangalore
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Our management is not accepting any CTC. They are saying that when we discuss the employee's salary, it should only include the Gross amount. Within the Gross amount, we have to account for the mobile allowance/SIM card benefit provided by our company. However, I am concerned about whether including the mobile reimbursement in the Gross Salary could pose a problem. Mobile allowance is not technically a part of the salary that we intend to reflect in the Gross Salary.
My question is: Can we categorize the mobile allowance under Gross salary? During my conversation with management, they mentioned that the mobile allowance is considered a benefit included in the Gross salary and therefore a part of the total salary. Sir, please advise me on this matter. Is it acceptable to proceed in this manner? Are there any statutory issues, such as ESI implications, associated with this approach?
Thank you.
From India, Bangalore
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Sorry, it is not mobile reimbursement; it is a mobile allowance that we are including in other allowances. This amount will be fixed during the salary generation period and will not be deducted from the employee's salary. However, can we show the mobile allowance as part of other allowances? Is there any statutory problem with this?
From India, Bangalore
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From India, Bangalore
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