Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Hemalatha
Vp - Operational Excellence
Soms23
Hr Manager
~MAVERICK~
Consultant - Hr Services
Narendra
Service
DonB
Hr Professional
Anila_ms@yahoo.com
Hr Business Partner
Deeptimohan
Hr Management Trainee
Ksrinivasu
Hr Manager

Thread Started by #narendra

Please let me know what all should be the ideal components of the pay package in view of the introduction of the FBT ?
3rd May 2005 From India, Agartala
Hi,
My Finance team says Gift Voucher and Food Coupons are to be taxed 30%!
Can someone clarify this please?
If it is 30% tax is your employer observing the tax or the employee needs to bear the tax?
Sonali
4th May 2005
of what i have understood from my finance division, the company will have to bear the tax for the sodexo as we are giving it as a benefit for the employees.
The only thing that has been left out is medical reimbursement. So guess we will have to start working on our old style of straight package which had not flexi benefits.
If any one else does come across any other means around this FBT please do share this information with all of us here.
Regards,
kavi
4th May 2005 From India, Bangalore
hey how has the Fringe Benefit Tax finally affected HR policies of cos regarding Pay packages? Does the cash in hand for the employee increase? How are HR depts going about this?
24th May 2005 From India, New Delhi
to the best of my knowledge SodexHo Passes are cleared by the Finance ministry and will not be considered frienge as it is considered as a food pass given in lieu or canteen facilities.
Off the record, a known person workin for sodexho has informed me that it cost SodexHo approx 5 Crores to clear themselves from FBT as it had ruined their business totally. Chidambaram is a richer man by a few couple crores for sure ;)
Cheers,
~MAVERICK~
6th June 2005 From India, Pune
Hey Freinds:
The best thing I would suggest on part of flexi pack that is included in fringe benefits is to deduct the tax on it before paying. ;-) I know it sounds funny but why should the company offer its employees the so called benefits and also pay tax on it?
Shradha
6th June 2005
The major impact of FBT is quite clear....
1. If the company keeps of giving benefits (computer rent, company owned chauffer / car etc) the company will have to pay another 30% over and above the actual cost as Tax..
2. If the company merges the same with the salary figures (stops giving benefits and increases the salary) the employee has to pay Income Tax on the same...
Result : Government is richer / while we are poorer.....
The Fact is most of the companies are now cutting of Fringe Benefits and are passing on cash to the employees in terms of higher salary.... (Our company has stopped giving computer rental and has merged the amount with salary)
So employees beware, you will have to pay additional Income Tax...
Ajmal Mirza

6th June 2005 From India, Ahmadabad
I think what you have said seems to be the best practise, i.e to cut the tax before paying, which seems to working out best for both of us (employee and employer). We are also currently following the same system :!: would like to hear from fraternity members what their take is on this whole issue.
cheers
Kavi
6th June 2005 From India, Bangalore
Hi All,
On the FBT.
Sodexho Meal voucher is out of FBT
Sodexho Gift voucher is still remains under FBT.
I have been talking to my friends in IT companies and the the conclusion is most of the companies are doing away with flexibile components.
But, I have question - can we increase the Sodexho meal voucher limit ?
Regards
Anu
7th June 2005 From India, Bangalore
Hey, I just came across this file on Fringe Benefits from one of the group members, Rajiv Garg of , a HR group in yahoo. Hope this was of some use to you all. Regards, Soumya Shankar
29th June 2005 From India, Bangalore

Attached Files
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Hi all,

Have just finished salary structuring post FBT exercise after consulting quite a few firms including the audit firm which is one of the top three in India.

The suggested changes are as follows-

Payroll:-

Basic

HRA – 50 % for 4 cities & 40 % for other towns, the exemption is available under IT act under three rules viz

HRA rules

Actual rent reciepts 15000

HRA as per the salary 12,415

Actual rent reciepts less ten pcet over Basic 12,517

Least of the three would be applicable for exemption for Tax under section 10 ( in the above case Rs 12,415)

Conveyance – Rs 800 / pm , this is to be excluded if the employee has been provided a company owned car or a leased car. In the case of latter the employee would be taxed for the perquisite.

Child Education allowance – Rs 100 /pm per child max upto 2 child viz Rs 200 per month.

If the employee has a child staying in a hostel then Rs 350/pm

If the company is promoter of educational institutional where the children of employees get the preference or admission then Rs 1000/ pm per child upto 2 children is exempted from tax.

Sodexho meal vouchers : Rs 1500 per month

Annuals

Medical Reimbursement : - Rs 15,000 p.a

Leave Travel allowance : not taxable if rules are followed under IT Act and also FBT has been not very clear on this issue.

PF Contribution: 12 % of the company’s contr

Additional Comments:

Many companies provide special allowance – which is fully taxable like basic but no exemption is available like basic whose 12% contribution provides the tax shield under section 88 which is maximum upto Rs 1 Lac only.

Cheerio

Rajat
14th August 2005 From India, Pune
Hi,

You can have the following components :

Basic - fully taxable

HRA - Partially taxable (subject to exemptions as Rajat mentioned)

Conveyance - Rs.800/- p.m. or actual conveyance received whichever is least. Please note that you can claim conveyance only for the work days.

Medical - Unlike conveyance, you are eligible for Rs15000/- per annum against medical reimbursements.

LTA - can claim twice in a block of two years

Sodexho - Please note that there is no ceiling on this. Finance Act has conveniently forgotten about this and reading between the lines, the employee can be paid any amount of food coupons. But, considering the utility employees settle down to their own convenience.

Company Leased accomodation - Now this is 20% of non-perq salary and not sensible to accept for this facility.

The balance amount can be paid as special allowance.

Still the employee benefits, because instead of paying 33.66% he will be paying only 6.732%.

FBT is a welcoming trend for Organisations to stream line their books of accounts. Let us see how our people are to manage this.

Regarding chapter VIA exemptions, employers are now reluctant to consider for section 192, following the stringent regulations from CBDT.

thanks

Hema
14th August 2005 From India,
It may not be exactly ideal but helps in reduction of tax burden
Basic
DA
HRA 40% of the Basic + DA (Can be claimed exemption in case of Rental)
Edn Allowance 200 per month
Transport Allowance 800 per month
SPecial Allowance (Taxable)
Medical Reimbursement 15000 per annum
Food Coupons (Food Vouchers) 15600 per annum (1300 per month)
Annual Gift Voucer Rs 5000 per annum
LTA (taxable once in two years)
regards
Srinivasu
23rd August 2005 From India, Hyderabad
Hi i am a student..want to know bout the basics of FBT. Will FBT be applicable to all the benefits that are provided to an employee or THERE IS SOME CLAUSE.. CHEERS!
24th August 2005 From India, Mumbai
FBT doesnt affect the salary as such. But the fringe benefits like club membership, telephone, tours, lunch coupons etc would be taxed. The tax would be payable by the employer.
It is aimed at taxing the indirect benefits extended by the employer to the employee which were so far out of the tax net
Niranjan
31st August 2005 From India, Madras
Hi All, Please clarify, Is Medical Reimbursement also included in FBT. Is it also taxed? :?: Regads, Gunjan
2nd September 2005 From India, New Delhi
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