hello Mani Kumar,
The best thing to do is to check the credibality of the person for the organisation and then worry about other things, if the person is really a resourceful person then dont worry about increasing his salary, if he is not resourceful person then try to prove that the offer letter is a fake one otherwise follow the instructions of your seniors.

In our company the employers contribution was shown on our pay slip, it is included in CTC.
But many of them took objection, since then it was removed. But when we get our net pay, we get after two deductions of PF. one employee and second employer contribution.

Hi, they are few companies who show employer contribution in CTC, I have worked in one such company. "The CTC mentioned in that offer had elements of employee PF contribution and PT also along with employer pf" my previous company used to do that and it was ranked 8th biggest company in NASSCOM. I am not a HR, I am an I.T Professional. It is surely tricking the employee, it gives an illusion of big pay packet, but take home will be less. I am not mentioning the company name here, since world is too small. Manikumar you are a cool professional, you did not jump to the conclusion that letter is fake, instead you wanted to clarify. Good work. :)
From India, Bangalore
Dear Mani,

An Offer Letter will never- never have a break up of ‘Employee’ Contribution towards PF & PTax.

And Indeed I tell you that this Offer Letter is a Fake and is intended to take a Profit / Raise. (I will go with Ms. Asha)

Now, make a Comparison statement in Excel, comparing your Salary Break up with the offer break up and arrive at the advantage he will get in the ‘Net Take Home’ and the percentage rise corresponding to its CTC based on your Break up. (Work Back wards).

Keep your workings in front of your MD and make him known about the future complications that will arise if other employees in your company also dictate with the same terms and conditions. (I hope if your seriously emphasis this, he will take a look upon the matter)

Put the Ball in your MD’s Court whether to maintain Transparency, Integrity & Work Place Ethics or damaging the reputation of his work place. (I think he will get it clear)

Simultaneously check his performance rating in the previous assessment period and if I Believe he is rated good then no harm in going along with the suggestions as given by Mr. Rashid, provided if he has not been compensated properly.

But before that sit with your MD and make him aware of the realistic scenario keeping the larger HR picture. Plant out a win-win situation with your MD. If everything is in favour of your approach give him a increment but not to the tune of his demand. Say him that we will fulfill his balance due in the next appraisal season (or after Six months as per your policy). This will create a homogeneous balance in the give & Take. Take feedbacks from his Reporting person during the next appraisal and if he a performer then only he will be given the balance raise. Otherwise communicate his performance and if he is a genuine he will remain with you and work upon his performance or else he will really walk out this time.

With regards,

Jayesh Yohannan

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