SANDEEP.GORRE Started The Discussion:
CAN ANY ONE TELL ME WHAT IS THE SALARY BREAK UP ,WHAT IS THE MAX & min % OF BASIC ON GROSS, WHAT % HRA MAX & MIN ON BASIC WILL GIVE IN SALARY BREAK UP .PLZ HELP ME OUT IN THIS.
WHY I AM ASKING IS ,BASED ON BASIC PF DEDUCTION WILL CALCULATE & HRA WILL CALCULATE ON BASIC.
I AM LOOKING FORWARD FOR YOUR HELP .
THANKS & REGARDS,
An example :
In CTC, Salary Distribution can be
(A) Basic Salary + HRA + DA
(B) Conveyance + Medical + Other / Special Allowance if any
(C) Employers Contribution for PF (12% of Basic)
Employers Contribution for ESIC (4.75% of Gross)
(D) Employees Contribution for PF (12% of Basic)
Employees Contribution for ESIC (1.75% of Gross)
Gross Salary = (A) + (B)
CTC = (A) + (B) + (C)
Net in Hand = (A) + (B) - (D) ...
Salary break up as:
You can change the elements and values according to your company policies.
And to know more about salary Break up please click here:
Thanks and Regards
The contents of the salary break up is as below, you can prepare it at the suitability of your own. HRA would be 40 to 60% of basic.
Mobile Reimbursement / Month
Gross Per Month = Sum of all the above.
Gross Per Annum= 12*Gross/Month
PF Contribution= 12% of Basic/Annum
ESI Contribution = 4.75% of Gross/Annum
Medical = The mediclaim facility provided to an employee who are not covered under ESI as the maximum ceiling for ESI is 10000/Month.
Getting more than this will be covered under Mediclaim or it depends on company policy
EX-Gratia/Bonus = A fixed amount as Bonus
Annual Fixed Gross Cost= Gross/Annum+ Ex-gratia
Annual Total Cost = AFGC + PF+ESIC
Annual total cost is also called as CTC.
Hope it would help you to prepare the same at your end..
Just I want to know what the rules I have to follow for making pay slip for my orz bcz some are saying Basic must 60% on gross & HRA will be 40 to 50 % on basic .
Just I want Which act (Book) I have to follow .
I am looking foreword for your replay.
Thanks to everybody how ever supporting in this
Thanks & regards,
These is no any Act that basic must be 60% of Gross.. it varies and starting level is 30%...
Moreover its the Basic which is a major constituent of Fix part of salary.. and moreover its taxable even.. these days most companies give more concern towards the flexible part of salary.. moreover employee opt it according to their options.. to save taxes...
Thanks for the information your so knowledgeble and helpful.
Can you advice me on the following.
The employees who completes 6 months in an organisation,it is compulsory to serve one month notice if they want to resigned.
In my organisation if an employee resign the organization,the employee need to serve one month notice period and they can adjust their 10 days unavail leave to serve the notice period.
When we disbursed their last salary we give them 20 days salary not total 30 days salary,this is a standard practice in my company.
Last month one of our employee resigned,we gave her 20 days salary and ask her to sign full n final settlement letter.
She denied to sign the letter. and written a mail stating that,
Since I had furnished you with resignation well in advance I entitle to get the full salary for the notice period including notice days as per the LABOUR POLICY. I was informed by your HR itself that, they shall relieve me 10 days before as I have that many P.L' balance.
I shall not sign the FNF settlement papers till I get reply on this mail.
Please advice me on the same and help me out.
Thank you such a wonderful appreciation... :oops:
See... it is in the practice that one may adjust his/her available leave with the Notice period but that must be approved by his senior..
But we can't force anyone to avail those leaves instead of serving complete notice period, even if he is ready to serve.. This is against the system, you may ask the employee that you have these number of leaves in your account.. so if you want to avail those, may avail to complete your notice period..
So, if it is not mentioned in your HR policy, then better ask her to complete her notice period and encash her leaves at the time of Full & Final settlement...
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