Hi All,
Thanks for all your help and support in advance. I am working with an organization incorporated under the Bombay Shops and Establishment Act - Subsection Commercial - 2, with an employee base of 25-30. There are several issues with the company policy, and I would appreciate your help in understanding my rights as an employee.
Initially, during my interview, it was informed to me that my CTC would be 27k, and that they did not have PF initially but would start it in the near future. Therefore, the PF would be deducted from the CTC. After 3 months, it was communicated to me that the PF amount would be deducted from both sides, meaning both sides' contributions would be deducted from my CTC.
When I disputed this, they showed me the appointment letter signed by me, where it was mentioned at the bottom of the salary breakdown that both sides' PF would be deducted from my CTC. Please share your thoughts on this and advise if there is any action I can take to assert my rights.
Additionally, my probation term in the appointment letter is six months, which includes 24 leaves, including CL and SL, but excludes any public holidays. I started on the 1st of May and when I inquired about the benefits for working on a mandatory leave day, such as extra wages and compensatory offs, I was informed that the 24 leaves allocated to me already include the 4 mandatory leaves.
I have been researching but could not find concrete figures regarding the leaves entitled to me throughout the year under any act or as my right. Please also advise if I can avail my leaves since I have completed 90 workdays with the company, even though I have been denied leave stating that I am under probation for six months and not eligible for any leave during this period.
Any assistance will be appreciated. Please support your recommendations with the acts prescribed by the government. The company is located in Mumbai.
From India, Vasai
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Thanks for all your help and support in advance. I am working with an organization incorporated under the Bombay Shops and Establishment Act - Subsection Commercial - 2, with an employee base of 25-30. There are several issues with the company policy, and I would appreciate your help in understanding my rights as an employee.
Initially, during my interview, it was informed to me that my CTC would be 27k, and that they did not have PF initially but would start it in the near future. Therefore, the PF would be deducted from the CTC. After 3 months, it was communicated to me that the PF amount would be deducted from both sides, meaning both sides' contributions would be deducted from my CTC.
When I disputed this, they showed me the appointment letter signed by me, where it was mentioned at the bottom of the salary breakdown that both sides' PF would be deducted from my CTC. Please share your thoughts on this and advise if there is any action I can take to assert my rights.
Additionally, my probation term in the appointment letter is six months, which includes 24 leaves, including CL and SL, but excludes any public holidays. I started on the 1st of May and when I inquired about the benefits for working on a mandatory leave day, such as extra wages and compensatory offs, I was informed that the 24 leaves allocated to me already include the 4 mandatory leaves.
I have been researching but could not find concrete figures regarding the leaves entitled to me throughout the year under any act or as my right. Please also advise if I can avail my leaves since I have completed 90 workdays with the company, even though I have been denied leave stating that I am under probation for six months and not eligible for any leave during this period.
Any assistance will be appreciated. Please support your recommendations with the acts prescribed by the government. The company is located in Mumbai.
From India, Vasai
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[QUOTE=arvindatwork;2054332]
Hi All,
Initially, at the time of my interview, it has been informed to me that my CTC will be 27k wherein as they do not have a P.F initially, and they would be getting it started in the near future. So the P.F will be deducted from CTC. After 3 months, it has been informed to me that the P.F amount deducted from my CTC, and that would be from both sides which means both side contributions will be deducted from my CTC.
When I disputed the same, they showed me the appointment letter signed by me where in at the bottom of the salary breakup, it was mentioned that Both the sides PF will be deducted from my CTC. Do let me know your thoughts on the same and if I can do something to enforce my rights.
Yes, CTC means Cost to Company wherein the Employee and Employer contribution towards PF is included in CTC, and as such, you have agreed by signing the Appointment Letter Annexure showing the Breakup; nothing more can be done than to accept it.
Also, my probation term on the appointment letter is six months, wherein it includes 24 leaves including CL and SL, and it does not include any public holidays. I was functional on the 1st of May, and when I asked for the benefits for working on the mandatory leave day, which is an extra wage and comp off, it was informed to me that the 24 leaves allotted to me include the 4 mandatory leaves.
Leaves and Holidays are two different things altogether. So they cannot be clubbed; it is advisable to get the Employee Handbook from the employer to have a clear-cut idea about your leaves.
Please also let me know if I can avail my leaves as I have completed my 90 workdays with the company, and I have been denied any leave as I am under probation for six months and won't be eligible for any leave in the probation period.
You can avail the SL/CL during the probation period, but in many companies EL/PL are not granted during the probation period. You can avail after confirmation.
From India, Ahmadabad
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747Hi All,
Initially, at the time of my interview, it has been informed to me that my CTC will be 27k wherein as they do not have a P.F initially, and they would be getting it started in the near future. So the P.F will be deducted from CTC. After 3 months, it has been informed to me that the P.F amount deducted from my CTC, and that would be from both sides which means both side contributions will be deducted from my CTC.
When I disputed the same, they showed me the appointment letter signed by me where in at the bottom of the salary breakup, it was mentioned that Both the sides PF will be deducted from my CTC. Do let me know your thoughts on the same and if I can do something to enforce my rights.
Yes, CTC means Cost to Company wherein the Employee and Employer contribution towards PF is included in CTC, and as such, you have agreed by signing the Appointment Letter Annexure showing the Breakup; nothing more can be done than to accept it.
Also, my probation term on the appointment letter is six months, wherein it includes 24 leaves including CL and SL, and it does not include any public holidays. I was functional on the 1st of May, and when I asked for the benefits for working on the mandatory leave day, which is an extra wage and comp off, it was informed to me that the 24 leaves allotted to me include the 4 mandatory leaves.
Leaves and Holidays are two different things altogether. So they cannot be clubbed; it is advisable to get the Employee Handbook from the employer to have a clear-cut idea about your leaves.
Please also let me know if I can avail my leaves as I have completed my 90 workdays with the company, and I have been denied any leave as I am under probation for six months and won't be eligible for any leave in the probation period.
You can avail the SL/CL during the probation period, but in many companies EL/PL are not granted during the probation period. You can avail after confirmation.
From India, Ahmadabad
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Hi Aravind,
Most companies would appreciate tight discipline being enforced during the probation period. This is the time when the company truly assesses whether you align with its culture, policies, and procedures. Therefore, it's advisable to familiarize yourself with the HR policy docket upon joining and ensure strict adherence to the stated policies.
Regarding the benefits of working on a mandatory holiday - the term 'mandatory' implies that it is a compulsory day off. Therefore, seeking benefits for working on such a day may not be viable.
I hope this clears up any doubts.
Thank you.
From India, Bangalore
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Most companies would appreciate tight discipline being enforced during the probation period. This is the time when the company truly assesses whether you align with its culture, policies, and procedures. Therefore, it's advisable to familiarize yourself with the HR policy docket upon joining and ensure strict adherence to the stated policies.
Regarding the benefits of working on a mandatory holiday - the term 'mandatory' implies that it is a compulsory day off. Therefore, seeking benefits for working on such a day may not be viable.
I hope this clears up any doubts.
Thank you.
From India, Bangalore
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