Dear members,
Attached is the CTC structure that forms part of the offer letters that we have rolled out. Our questions are:
1. Can we have an employee contribution of Rs. 1800 shown separately as a line item in the gross salary, or do we need to club it with a special allowance? Can we include the employee contribution of Rs. 1800 in the special allowance?
2. Can we have the employer contribution of Rs. 1950 removed from the gross salary and then from deductions as well? Will this have a nullifying effect?
3. Can we simply copy and paste the attached CTC structure into the payslips? Are there any legal roadblocks to doing so?
Your valuable responses are sought. Thank you so much!
Regards, PKAssociates
From India, Guwahati
Acknowledge(0)
Amend(0)
1Attached is the CTC structure that forms part of the offer letters that we have rolled out. Our questions are:
1. Can we have an employee contribution of Rs. 1800 shown separately as a line item in the gross salary, or do we need to club it with a special allowance? Can we include the employee contribution of Rs. 1800 in the special allowance?
2. Can we have the employer contribution of Rs. 1950 removed from the gross salary and then from deductions as well? Will this have a nullifying effect?
3. Can we simply copy and paste the attached CTC structure into the payslips? Are there any legal roadblocks to doing so?
Your valuable responses are sought. Thank you so much!
Regards, PKAssociates
From India, Guwahati
Acknowledge(0)Amend(0)
Your queries are answered below at seriatim.
1. The employee contribution of Rs. 1800 cannot be shown in the gross salary as it is a deduction made from the gross salary.
2. The employer contribution of Rs. 1950 can be shown in CTC but is not generally shown on pay slips.
3. It is not proper to copy-paste the attached CTC structure into the pay slips as it is misleading information. The pay slip has to reflect the actual monthly earnings of the employee and cannot be a notional entitlement shown as CTC. In the case of employees covered under the Payment of Wages Act 1936 or the Minimum Wages Act 1948, there are prescribed forms of wage slips by the respective State Government that have to be issued. The sample attached does not fall under those statutes.
From India, Mumbai
Acknowledge(0)Amend(0)
1. The employee contribution of Rs. 1800 cannot be shown in the gross salary as it is a deduction made from the gross salary.
2. The employer contribution of Rs. 1950 can be shown in CTC but is not generally shown on pay slips.
3. It is not proper to copy-paste the attached CTC structure into the pay slips as it is misleading information. The pay slip has to reflect the actual monthly earnings of the employee and cannot be a notional entitlement shown as CTC. In the case of employees covered under the Payment of Wages Act 1936 or the Minimum Wages Act 1948, there are prescribed forms of wage slips by the respective State Government that have to be issued. The sample attached does not fall under those statutes.
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you!
In continuation of your response, there is another question:
Can we add the employee contribution to the special allowance instead of keeping it separate in the offer letter?
Are we legally allowed to do this? I do understand that the net effect of this adjustment will be the same, but employees can always make it an issue.
From India, Guwahati
Acknowledge(0)Amend(0)
In continuation of your response, there is another question:
Can we add the employee contribution to the special allowance instead of keeping it separate in the offer letter?
Are we legally allowed to do this? I do understand that the net effect of this adjustment will be the same, but employees can always make it an issue.
From India, Guwahati
Acknowledge(0)Amend(0)
CTC means Cost to Company. It signifies the cost at which any employee will be hired. Initially, this concept was not very well-known in the industry, but with time and changing scenarios, it has become prevalent. There are three parts to the CTC:
01. Monthly Gross - This includes the salary portion, which is reflected in the payslip. The components of the Gross salary are:
(A) Basic (35% to 45% of CTC, depending on the company, but not less than the minimum wages).
(B) HRA (40% for non-metro cities and 50% for metro cities).
(C) Conveyance Allowance - fixed at 1600/- for tax exemption. The applicable sections for this exemption are Section 10(14)(ii) of the Income Tax Act and Rule 2BB of the Income Tax Rules. In the Union (interim) Budget 2019-20, the Finance Minister proposed a Rs. 50,000 Standard Deduction from salary income for all employees and pensioners. The Standard Deduction of Rs. 40,000 was introduced in Budget 2018, replacing the transport allowance of Rs. 19,200 and medical reimbursement of Rs. 15,000 per annum.
(D) Sp. All = Balance to match up CTC [(Monthly Gross + Employer Contribution) - CTC Amount].
(E) Adhoc Allowance - Basic - 15000/- for EPF as per the new rules of wages.
(F) Washing Allowance - 1500 to 2000, depending on the company, with the requirement that a uniform should be provided to the employee.
Total Monthly Gross = (A + B + C + D + E).
02. Employer Contribution -
(A) EPF Contribution - 12% (some companies take it as 13%), limited to 15000/-. If the salary exceeds 15000/-, Basic + Adhoc shall be considered for this calculation.
(B) ESIC - 3.25% of Monthly gross, except for washing allowance (if monthly gross is less than or equal to Rs. 21000/-).
Total employer Contribution = (A + B).
Total CTC = Monthly Salary + Employer Contribution.
Some other parts that may not be included in CTC:
Gratuity - While some companies include it as a part of CTC, it is not legally binding. Gratuity is a reward given to an employee for their service in any industry for working beyond five years. If it is mentioned as a part of CTC, then the amount must be paid upon separation.
Bonus - The bonus amount is dependent on the profit and loss of the company; therefore, deciding the amount before finalizing the balance sheet may be challenging.
From India, Rudarpur
Acknowledge(0)Amend(0)
01. Monthly Gross - This includes the salary portion, which is reflected in the payslip. The components of the Gross salary are:
(A) Basic (35% to 45% of CTC, depending on the company, but not less than the minimum wages).
(B) HRA (40% for non-metro cities and 50% for metro cities).
(C) Conveyance Allowance - fixed at 1600/- for tax exemption. The applicable sections for this exemption are Section 10(14)(ii) of the Income Tax Act and Rule 2BB of the Income Tax Rules. In the Union (interim) Budget 2019-20, the Finance Minister proposed a Rs. 50,000 Standard Deduction from salary income for all employees and pensioners. The Standard Deduction of Rs. 40,000 was introduced in Budget 2018, replacing the transport allowance of Rs. 19,200 and medical reimbursement of Rs. 15,000 per annum.
(D) Sp. All = Balance to match up CTC [(Monthly Gross + Employer Contribution) - CTC Amount].
(E) Adhoc Allowance - Basic - 15000/- for EPF as per the new rules of wages.
(F) Washing Allowance - 1500 to 2000, depending on the company, with the requirement that a uniform should be provided to the employee.
Total Monthly Gross = (A + B + C + D + E).
02. Employer Contribution -
(A) EPF Contribution - 12% (some companies take it as 13%), limited to 15000/-. If the salary exceeds 15000/-, Basic + Adhoc shall be considered for this calculation.
(B) ESIC - 3.25% of Monthly gross, except for washing allowance (if monthly gross is less than or equal to Rs. 21000/-).
Total employer Contribution = (A + B).
Total CTC = Monthly Salary + Employer Contribution.
Some other parts that may not be included in CTC:
Gratuity - While some companies include it as a part of CTC, it is not legally binding. Gratuity is a reward given to an employee for their service in any industry for working beyond five years. If it is mentioned as a part of CTC, then the amount must be paid upon separation.
Bonus - The bonus amount is dependent on the profit and loss of the company; therefore, deciding the amount before finalizing the balance sheet may be challenging.
From India, Rudarpur
Acknowledge(0)Amend(0)
@ O B Gautam
Requesting you to clarify the following:
1. You have mentioned HRA should be 40% of Basic for non-metro and 50% of Basic for Metro as per ITAX exemption (you have not mentioned % on what - I hope it is on basic). There are many organizations paying HRA 10 to 25% of Basic to lower-level employees. Moreover, there are states like Maharashtra, WB, etc., where as per State act, 5% HRA on Basic & DA is statutory.
2. You have mentioned Special allowance = (Monthly gross + Employer's contribution) - CTC. I think it will be reversed, that is CTC - (Monthly gross + Employer's contribution). CTC is always more than the other side.
3. You have mentioned Adhoc Allowance = Basic - 15,000/- to EPF new rules of wages. Requesting you to mention the particular Section/Circular of New rules of wages (Wage code/rules).
4. You have mentioned EPF contribution should be restricted up to 15,000/-. But many organizations, especially MNCs, Big Indian houses, are paying EPF contribution above 15,000/- for the employer and accordingly matching contribution by the employee.
5. You have mentioned Gratuity and Bonus should not be part of the CTC. There are organizations and even in new labor codes - Gratuity fund is insured. Then it is essential to deposit premium every year, which should be part of the CTC. Moreover, there will be Fixed-term employment when working for less than 5 years - gratuity will be eligible for gratuity.
If someone is covered under the Payment of Bonus Act, then the minimum bonus 8.33% should be part of CTC.
You have mentioned that Total CTC = Monthly SALARY + Employer's contribution (PF & ESIC). This is also not right. There are yearly components like LTA, Retaining Allowance (usually paid after 1 year or more), Furnishing Allowance, etc., which are also part of CTC.
CTC = Monthly gross * 12 + Yearly contribution of PF, Pension if any as 3rd benefit for higher-level employees + Yearly ESIC if applicable + Yearly component - LTA, Furnishing, etc. + CO's Car if any, Canteen subsidy, etc., as perks + Contribution to different insurance - Insurance in lieu of EDLI, Employee compensation insurance, Mediclaim, etc., as applicable in different organizations.
In the original post, it has been mentioned that the Employee portion of EPF contribution is part of CTC, which is not. CTC is the cost borne by the employer only.
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in [USD HR Solutions – To Strive towards excellence with effort and integrity](http://www.usdhrs.in)
From India, New Delhi
Acknowledge(0)Amend(0)
Requesting you to clarify the following:
1. You have mentioned HRA should be 40% of Basic for non-metro and 50% of Basic for Metro as per ITAX exemption (you have not mentioned % on what - I hope it is on basic). There are many organizations paying HRA 10 to 25% of Basic to lower-level employees. Moreover, there are states like Maharashtra, WB, etc., where as per State act, 5% HRA on Basic & DA is statutory.
2. You have mentioned Special allowance = (Monthly gross + Employer's contribution) - CTC. I think it will be reversed, that is CTC - (Monthly gross + Employer's contribution). CTC is always more than the other side.
3. You have mentioned Adhoc Allowance = Basic - 15,000/- to EPF new rules of wages. Requesting you to mention the particular Section/Circular of New rules of wages (Wage code/rules).
4. You have mentioned EPF contribution should be restricted up to 15,000/-. But many organizations, especially MNCs, Big Indian houses, are paying EPF contribution above 15,000/- for the employer and accordingly matching contribution by the employee.
5. You have mentioned Gratuity and Bonus should not be part of the CTC. There are organizations and even in new labor codes - Gratuity fund is insured. Then it is essential to deposit premium every year, which should be part of the CTC. Moreover, there will be Fixed-term employment when working for less than 5 years - gratuity will be eligible for gratuity.
If someone is covered under the Payment of Bonus Act, then the minimum bonus 8.33% should be part of CTC.
You have mentioned that Total CTC = Monthly SALARY + Employer's contribution (PF & ESIC). This is also not right. There are yearly components like LTA, Retaining Allowance (usually paid after 1 year or more), Furnishing Allowance, etc., which are also part of CTC.
CTC = Monthly gross * 12 + Yearly contribution of PF, Pension if any as 3rd benefit for higher-level employees + Yearly ESIC if applicable + Yearly component - LTA, Furnishing, etc. + CO's Car if any, Canteen subsidy, etc., as perks + Contribution to different insurance - Insurance in lieu of EDLI, Employee compensation insurance, Mediclaim, etc., as applicable in different organizations.
In the original post, it has been mentioned that the Employee portion of EPF contribution is part of CTC, which is not. CTC is the cost borne by the employer only.
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in [USD HR Solutions – To Strive towards excellence with effort and integrity](http://www.usdhrs.in)
From India, New Delhi
Acknowledge(0)Amend(0)
@ S K Bandyopadhyay Sir (WB, Howrah)
1. You have mentioned HRA should be 40% of Basic for non-metro and 50% of Basic for Metro as per ITAX exemption (you have not mentioned % on what - I hope it is on basic). There are many organizations that are paying HRA 10 to 25% of Basic to lower-level employees. Moreover, there are states like Maharashtra, WB, etc., where as per State act, 5% HRA on Basic & DA is statutory.
Dear Sir, please read; I had clearly mentioned HRA should be 40% of Basic for non-metro and 50% of Basic for Metro as per ITAX exemption. I shared it will be the basic percentage. Second, if someone is paying less than it, then we cannot do anything. In fact, we know that we have to pay minimum wages to our workers, but after that, some companies are paying less than MW.
2. You have mentioned Special allowance = (Monthly gross + Employer's contribution) - CTC. I think it will be reverse, that is CTC - (Monthly gross + Employer's contribution). CTC is always more than the other side.
Thanks, sir, you are right, but I hope it will also be understandable. My simple reply for understanding.
3. You have mentioned Adhoc Allowance = Basic - 15,000/- to EPF new rules of wages. Requesting you to mention a particular Section/Circular of New rules of wages (Wage code/rules).
Sir, new wages code is still pending for applicability, but as per the decision of the Supreme Court in the case of ‘Surya Roshni Ltd. & Others’ (Civil Appeal Numbers: 3965-3966 of 2013, 3969-3970 of 2013, 3967-3968 of 2013), which is a landmark judgment in the history of labor law. In what will have financial ramifications for many establishments, the Supreme Court has ruled that employers cannot segregate ‘special allowance’ from basic wages and must include it for the calculation of provident fund deductions from employees and their matching contribution. That's why I wrote it, and I think most companies are following the same practice.
4. You have mentioned EPF contribution should be restricted up to 15,000/-. But there are many organizations, especially MNCs, Big Indian houses, etc., that are paying contributions to EPF above 15,000/- for the employer and accordingly matching contributions by employees.
I know even we are also covered under Section 1(4) of the EPF Act. So it's not a big matter.
5. You have mentioned Gratuity and Bonus should not be part of the CTC. There are organizations, and even in new labor codes, Gratuity fund is insured. Then it is essential to deposit premium every year, which should be part of the CTC. Moreover, there will be Fixed-term employment when working for less than 5 years - gratuity will be eligible for gratuity.
Sir, what I wrote is as per the current scenario, as I told you NEW WAGES CODE is still pending, and for I don't think to count the Gratuity insurance premium amount as part of CTC.
If someone is covered under the Payment of Bonus Act, then a minimum bonus of 8.33% should be part of CTC.
Agreed, but how can you decide the % of the bonus at the beginning of the year? It may vary depending on the profit and loss of the company. How can you say that we will give only 8.33%, it may be 10, 15, or 20, whatever comes after the balance sheet finalization.
You have mentioned that Total CTC = Monthly SALARY + Employer's contribution (PF & ESIC). This is also not right. There are yearly components like LTA, Retaining Allowance (usually paid after 1 year or more), Furnishing Allowance, etc., which are also part of CTC.
Sir, for LTA tax exemption, the employee/taxpayer can claim exemption in respect of any 2 journeys in a block of 4 years. The Income Tax Department has created a block of 4 years each, and in each block, the exemption can be claimed twice. But normally, we have seen that employees claimed it every year, so I think we have to make it as a part of normal salary.
CTC = Monthly gross * 12 + Yearly contribution of PF, Pension if any as a 3rd benefit for higher-level employees + Yearly ESIC if applicable + Yearly component - LTA, Furnishing, etc. + CO's Car if any, Canteen subsidy, etc., as perks + Contribution to different insurance - Insurance in lieu of EDLI, Employee compensation insurance, Mediclaim, etc., as applicable in different organizations.
In the original post, it has been mentioned that the Employee portion of EPF contribution is part of CTC, which is not. CTC is the cost borne by the employer only.
From India, Rudarpur
Acknowledge(0)Amend(0)
1. You have mentioned HRA should be 40% of Basic for non-metro and 50% of Basic for Metro as per ITAX exemption (you have not mentioned % on what - I hope it is on basic). There are many organizations that are paying HRA 10 to 25% of Basic to lower-level employees. Moreover, there are states like Maharashtra, WB, etc., where as per State act, 5% HRA on Basic & DA is statutory.
Dear Sir, please read; I had clearly mentioned HRA should be 40% of Basic for non-metro and 50% of Basic for Metro as per ITAX exemption. I shared it will be the basic percentage. Second, if someone is paying less than it, then we cannot do anything. In fact, we know that we have to pay minimum wages to our workers, but after that, some companies are paying less than MW.
2. You have mentioned Special allowance = (Monthly gross + Employer's contribution) - CTC. I think it will be reverse, that is CTC - (Monthly gross + Employer's contribution). CTC is always more than the other side.
Thanks, sir, you are right, but I hope it will also be understandable. My simple reply for understanding.
3. You have mentioned Adhoc Allowance = Basic - 15,000/- to EPF new rules of wages. Requesting you to mention a particular Section/Circular of New rules of wages (Wage code/rules).
Sir, new wages code is still pending for applicability, but as per the decision of the Supreme Court in the case of ‘Surya Roshni Ltd. & Others’ (Civil Appeal Numbers: 3965-3966 of 2013, 3969-3970 of 2013, 3967-3968 of 2013), which is a landmark judgment in the history of labor law. In what will have financial ramifications for many establishments, the Supreme Court has ruled that employers cannot segregate ‘special allowance’ from basic wages and must include it for the calculation of provident fund deductions from employees and their matching contribution. That's why I wrote it, and I think most companies are following the same practice.
4. You have mentioned EPF contribution should be restricted up to 15,000/-. But there are many organizations, especially MNCs, Big Indian houses, etc., that are paying contributions to EPF above 15,000/- for the employer and accordingly matching contributions by employees.
I know even we are also covered under Section 1(4) of the EPF Act. So it's not a big matter.
5. You have mentioned Gratuity and Bonus should not be part of the CTC. There are organizations, and even in new labor codes, Gratuity fund is insured. Then it is essential to deposit premium every year, which should be part of the CTC. Moreover, there will be Fixed-term employment when working for less than 5 years - gratuity will be eligible for gratuity.
Sir, what I wrote is as per the current scenario, as I told you NEW WAGES CODE is still pending, and for I don't think to count the Gratuity insurance premium amount as part of CTC.
If someone is covered under the Payment of Bonus Act, then a minimum bonus of 8.33% should be part of CTC.
Agreed, but how can you decide the % of the bonus at the beginning of the year? It may vary depending on the profit and loss of the company. How can you say that we will give only 8.33%, it may be 10, 15, or 20, whatever comes after the balance sheet finalization.
You have mentioned that Total CTC = Monthly SALARY + Employer's contribution (PF & ESIC). This is also not right. There are yearly components like LTA, Retaining Allowance (usually paid after 1 year or more), Furnishing Allowance, etc., which are also part of CTC.
Sir, for LTA tax exemption, the employee/taxpayer can claim exemption in respect of any 2 journeys in a block of 4 years. The Income Tax Department has created a block of 4 years each, and in each block, the exemption can be claimed twice. But normally, we have seen that employees claimed it every year, so I think we have to make it as a part of normal salary.
CTC = Monthly gross * 12 + Yearly contribution of PF, Pension if any as a 3rd benefit for higher-level employees + Yearly ESIC if applicable + Yearly component - LTA, Furnishing, etc. + CO's Car if any, Canteen subsidy, etc., as perks + Contribution to different insurance - Insurance in lieu of EDLI, Employee compensation insurance, Mediclaim, etc., as applicable in different organizations.
In the original post, it has been mentioned that the Employee portion of EPF contribution is part of CTC, which is not. CTC is the cost borne by the employer only.
From India, Rudarpur
Acknowledge(0)Amend(0)
Dear O B Gautam,
Thank you for your clarification. I apologize for not noticing that you mentioned HRA as a percentage of Basic. My purpose in seeking clarification is to ensure that the young readers of Citehr posts are not confused. In my opinion, CTC is not an accurate calculation, as it changes with the situation, such as variable DA, Bonus, etc.
Regarding the comparison of HRA percentage with the payment of minimum wages, I could not find any relation. As of today, minimum wages consist of Basic, DA, and HRA. All states publish minimum wages as Basic and DA. There are three states that have the State House Rent Allowance Act, which mandates a minimum of 5% of Basic and DA for HRA. If an organization chooses to pay at least the minimum Basic and DA along with a certain percentage of HRA and other allowances as per the organization's policy, there should be no issue with compliance with minimum wages. The income tax rebate guideline of 40% or 50% for HRA is unrelated to minimum wage compliance. Organizations are free to pay a higher percentage of HRA if they wish.
After reviewing your clarification and the original post, it seems to me that you mentioned special allowance, ad hoc allowance, and the Apex Court verdict, which can be confusing. For any remuneration structure, it is not necessary for special allowance to be a component. Even if it is included, according to the Apex Court verdict, it should be considered part of PF gross, and contributions should be made on it, subject to a maximum of Rs. 15,000 per month or any upper limit set by the organization's policy.
Regarding Gratuity, there are still many organizations that have insured gratuity with an insurance company and pay premiums annually. There are differing opinions on whether gratuity should be included in CTC. I believe it should be included because all payments are conditional. For example, monthly salary may not be eligible if the employee has no leave balance and is on leave without pay. Bonus, at a minimum of 8.33%, should be part of CTC if the employee is eligible, though it may be higher in actuality, subject to a maximum of 20%. CTC is not an exact calculation but a management tool for decision-making.
You have consistently referred to ITAX exemption clauses (LTA, HRA, etc.), which are not directly related to structuring remuneration for organizations. When determining different components of a remuneration structure, it is advisable to consider tax benefits for taxable employees.
Remuneration structures vary randomly from organization to organization across India, especially in terms of the percentage of Basic and DA relative to monthly gross or total remuneration. That is why lawmakers have established a uniform definition of wages (Basic and DA) in all labor codes to prevent discrepancies nationwide.
Once again, thank you for your post and clarification. I have done my best to provide clarity based on my experience. In law, nothing is permanent, and interpretations can vary from person to person, influenced by different court verdicts.
Warm Regards,
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in USD HR Solutions – To Strive towards excellence with effort and integrity
From India, New Delhi
Acknowledge(0)Amend(0)
Thank you for your clarification. I apologize for not noticing that you mentioned HRA as a percentage of Basic. My purpose in seeking clarification is to ensure that the young readers of Citehr posts are not confused. In my opinion, CTC is not an accurate calculation, as it changes with the situation, such as variable DA, Bonus, etc.
Regarding the comparison of HRA percentage with the payment of minimum wages, I could not find any relation. As of today, minimum wages consist of Basic, DA, and HRA. All states publish minimum wages as Basic and DA. There are three states that have the State House Rent Allowance Act, which mandates a minimum of 5% of Basic and DA for HRA. If an organization chooses to pay at least the minimum Basic and DA along with a certain percentage of HRA and other allowances as per the organization's policy, there should be no issue with compliance with minimum wages. The income tax rebate guideline of 40% or 50% for HRA is unrelated to minimum wage compliance. Organizations are free to pay a higher percentage of HRA if they wish.
After reviewing your clarification and the original post, it seems to me that you mentioned special allowance, ad hoc allowance, and the Apex Court verdict, which can be confusing. For any remuneration structure, it is not necessary for special allowance to be a component. Even if it is included, according to the Apex Court verdict, it should be considered part of PF gross, and contributions should be made on it, subject to a maximum of Rs. 15,000 per month or any upper limit set by the organization's policy.
Regarding Gratuity, there are still many organizations that have insured gratuity with an insurance company and pay premiums annually. There are differing opinions on whether gratuity should be included in CTC. I believe it should be included because all payments are conditional. For example, monthly salary may not be eligible if the employee has no leave balance and is on leave without pay. Bonus, at a minimum of 8.33%, should be part of CTC if the employee is eligible, though it may be higher in actuality, subject to a maximum of 20%. CTC is not an exact calculation but a management tool for decision-making.
You have consistently referred to ITAX exemption clauses (LTA, HRA, etc.), which are not directly related to structuring remuneration for organizations. When determining different components of a remuneration structure, it is advisable to consider tax benefits for taxable employees.
Remuneration structures vary randomly from organization to organization across India, especially in terms of the percentage of Basic and DA relative to monthly gross or total remuneration. That is why lawmakers have established a uniform definition of wages (Basic and DA) in all labor codes to prevent discrepancies nationwide.
Once again, thank you for your post and clarification. I have done my best to provide clarity based on my experience. In law, nothing is permanent, and interpretations can vary from person to person, influenced by different court verdicts.
Warm Regards,
S K Bandyopadhyay (WB, Howrah) CEO-USD HR Solutions +91 98310 81531 skb@usdhrs.in USD HR Solutions – To Strive towards excellence with effort and integrity
From India, New Delhi
Acknowledge(0)Amend(0)
You can like 1. Basic, DA + others(specify) 2. Gross 3. Employer Share(Like PF + ESIC + Bonus etc What ever available as per your judication) 4. CTC
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear all,
My question is: we have separately shown employee contribution as a line item in the offer letter instead of clubbing it with special allowance. This was done to ensure better clarity with respect to contributions.
1. Can we now club the employee contribution with the special allowance in the salary slip? Or can an employee raise an issue on this?
We will club the employee contribution with the special allowance in the employment contract.
Requesting esteemed members to guide us.
From India, Guwahati
Acknowledge(0)Amend(0)
My question is: we have separately shown employee contribution as a line item in the offer letter instead of clubbing it with special allowance. This was done to ensure better clarity with respect to contributions.
1. Can we now club the employee contribution with the special allowance in the salary slip? Or can an employee raise an issue on this?
We will club the employee contribution with the special allowance in the employment contract.
Requesting esteemed members to guide us.
From India, Guwahati
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.