Hi,
I have recently joined a new employer based on the offer I received from them. After joining, I realized that the compensation details present for me in their intranet system are not as per my offer letter. They are less. I also received my first salary as per their system - i.e., less than what's mentioned in the offer letter.
At the time of HR discussion during the recruitment drive, HR had proposed a certain value as the compensation, but later I received the letter with the compensation value a bit more than that (a difference of around 60k per annum). I accepted the offer by referring to the value in the offer letter because that's the only written communication I had. After joining, when I raised this concern, HR had a counterargument that they had not proposed this higher value during recruitment.
I want to know if there is any third party like an Ombudsman or something who can help me resolve the dispute and also what can be the consequences of this to my current employment.
From India, Indore
Acknowledge(0)
Amend(0)
I have recently joined a new employer based on the offer I received from them. After joining, I realized that the compensation details present for me in their intranet system are not as per my offer letter. They are less. I also received my first salary as per their system - i.e., less than what's mentioned in the offer letter.
At the time of HR discussion during the recruitment drive, HR had proposed a certain value as the compensation, but later I received the letter with the compensation value a bit more than that (a difference of around 60k per annum). I accepted the offer by referring to the value in the offer letter because that's the only written communication I had. After joining, when I raised this concern, HR had a counterargument that they had not proposed this higher value during recruitment.
I want to know if there is any third party like an Ombudsman or something who can help me resolve the dispute and also what can be the consequences of this to my current employment.
From India, Indore
Acknowledge(0)Amend(0)
Might be that the extra amount is referred to as Gratuity contribution, which is payable only after 5 years. Please check if the CTC communicated to you matches the CTC you are currently receiving. For better clarification, speak to the company HR.
All the best!
From India, Mohali
Acknowledge(0)Amend(0)
104All the best!
From India, Mohali
Acknowledge(0)Amend(0)
Gratuity payable to an employee cannot be deducted from the employee, unlike ESI and PF. Gratuity becomes payable only after completion of 5 years of service or more, and it is paid by the employer only, not from any fund collected from the employee.
Coming back to the topic of differences in CTC, your offer letter is vital in order to establish the quantum of CTC. The denial by HR that they had not proposed any higher salary is hard to prove. However, if you have any other documents stating you will be offered a particular amount which you are actually not getting, then definitely you can claim the difference amount.
Check www.labourlawhub.com for more information.
From India, Kolkata
Acknowledge(0)Amend(0)
Coming back to the topic of differences in CTC, your offer letter is vital in order to establish the quantum of CTC. The denial by HR that they had not proposed any higher salary is hard to prove. However, if you have any other documents stating you will be offered a particular amount which you are actually not getting, then definitely you can claim the difference amount.
Check www.labourlawhub.com for more information.
From India, Kolkata
Acknowledge(0)Amend(0)
Thanks. The offer letter states the higher amount and does not mention anything about gratuity, so it's definitely not gratuity.
The only document that I have is the offer letter. Less salary being paid can be proved by showing the salary slip and offer letter only. Will that be sufficient? And is there any possibility the company can make a point about the HR discussion (verbal) to prove it valid, although they did not send anything in writing about it? All I received was the offer letter with a higher amount.
From India, Indore
Acknowledge(0)Amend(0)
The only document that I have is the offer letter. Less salary being paid can be proved by showing the salary slip and offer letter only. Will that be sufficient? And is there any possibility the company can make a point about the HR discussion (verbal) to prove it valid, although they did not send anything in writing about it? All I received was the offer letter with a higher amount.
From India, Indore
Acknowledge(0)Amend(0)
Kindly escalate it to higher-ups and, as a last resort, to the CEO. Attach the offer letter and the payslip in the letter to them. Explain the case. If nothing materializes, look for another job and move on. They don't deserve you. You might win the case if you go legal after quitting. But the cost and time do not merit a legal case.
From United+States, San+Francisco
Acknowledge(0)Amend(0)
From United+States, San+Francisco
Acknowledge(0)Amend(0)
If there is any difference in salary between what is stated in the offer/appointment letter and what you have actually been paid, then it is an offense, and you are entitled to receive the outstanding amount.
Now, whether to fight and win a legal battle or just move on is a personal choice.
Check my blog www.labourlawhub.com for more information.
From India, Kolkata
Acknowledge(0)Amend(0)
Now, whether to fight and win a legal battle or just move on is a personal choice.
Check my blog www.labourlawhub.com for more information.
From India, Kolkata
Acknowledge(0)Amend(0)
Escalate to the highest level. Wait for 1 month and then start looking for the next job.
Disclaimer: This network and the advice provided in good faith by our members only serve as a guide towards the necessary actions. The advice should be verified through consultation with a certified professional. The network or the members offering advice cannot be held accountable for any consequences, under any circumstances.
From India, Bangalore
Acknowledge(0)Amend(0)
Disclaimer: This network and the advice provided in good faith by our members only serve as a guide towards the necessary actions. The advice should be verified through consultation with a certified professional. The network or the members offering advice cannot be held accountable for any consequences, under any circumstances.
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Paying-barber-i n-instalments_1 17.jpg
Employer-PF-res trict to wages of Rs 6500.pdf