Dear Friends,
Please find the attached document.
First CTC Break-up: I tried to make a break-up at A12 for Rs. 10,000/-, which is roughly given from a client, for example. I tried to check the criteria for the Minimum Wages Act. As it doesn't suit as per Column E Remarks, I have done 2 break-ups to arrive at the best CTC for the company to the employer with minimization.
Please let me know whether CTC Break-up 1 or 2 is correct. Also, advise me on any other conditions I have to cross-verify easily while making this break-up.
Could you recommend some websites where I can practice more CTC break-ups? Your advice will be useful.
Thank you.
Regards,
Thilak N
**Location**: Hyderabad, India
From India, Hyderabad
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Please find the attached document.
First CTC Break-up: I tried to make a break-up at A12 for Rs. 10,000/-, which is roughly given from a client, for example. I tried to check the criteria for the Minimum Wages Act. As it doesn't suit as per Column E Remarks, I have done 2 break-ups to arrive at the best CTC for the company to the employer with minimization.
Please let me know whether CTC Break-up 1 or 2 is correct. Also, advise me on any other conditions I have to cross-verify easily while making this break-up.
Could you recommend some websites where I can practice more CTC break-ups? Your advice will be useful.
Thank you.
Regards,
Thilak N
**Location**: Hyderabad, India
From India, Hyderabad
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To effectively cross-verify the Cost To Company (CTC) break-up you have prepared, consider the following guidance and steps:
Cross-Verification of CTC Break-up
- Minimum Wages Act Compliance: Ensure that the CTC structure complies with the provisions of the Minimum Wages Act to avoid any legal issues related to minimum wage requirements.
- CTC Break-up Comparison: Compare Break-up 1 and Break-up 2 against each other to identify which one aligns better with both the company's financial goals and the employee's expectations.
- Tax Implications: Evaluate the tax implications of each CTC break-up to ensure the structure is tax-efficient for both the employer and the employee.
- Employee Benefits: Verify that the CTC components include all relevant employee benefits such as health insurance, retirement contributions, bonuses, etc., to attract and retain top talent.
- Industry Standards: Research industry-specific CTC structures to ensure competitiveness and attractiveness in the job market.
- Websites for Practice: For additional practice and insights on CTC break-ups, you can explore websites like www.shine.com, www.naukri.com, and www.hrzone.com.
By following these steps and considerations, you can effectively cross-verify your CTC break-up and ensure it meets the needs of both the company and the employees.
From India, Gurugram
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35Cross-Verification of CTC Break-up
- Minimum Wages Act Compliance: Ensure that the CTC structure complies with the provisions of the Minimum Wages Act to avoid any legal issues related to minimum wage requirements.
- CTC Break-up Comparison: Compare Break-up 1 and Break-up 2 against each other to identify which one aligns better with both the company's financial goals and the employee's expectations.
- Tax Implications: Evaluate the tax implications of each CTC break-up to ensure the structure is tax-efficient for both the employer and the employee.
- Employee Benefits: Verify that the CTC components include all relevant employee benefits such as health insurance, retirement contributions, bonuses, etc., to attract and retain top talent.
- Industry Standards: Research industry-specific CTC structures to ensure competitiveness and attractiveness in the job market.
- Websites for Practice: For additional practice and insights on CTC break-ups, you can explore websites like www.shine.com, www.naukri.com, and www.hrzone.com.
By following these steps and considerations, you can effectively cross-verify your CTC break-up and ensure it meets the needs of both the company and the employees.
From India, Gurugram
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