+5 Others

Greetings to all,

I just have a very basic query but i am just confused in this. we get fixed salary. we make salary sheet on basis of 30 days either month have 31 days or its February. how we'll calculate the salary if there are few conditions please check it:

1. If one took 4 days leave in a month and he/she have leave balance also then salary would be paid of full month?

2. in same situation if one don't have leave balance then we will pay him 26 days salary or 27 days. because he took 4 days leave in a month and the month have 31 days. but we calculate salary on basis of 30 days.

3. If a person left the job in the middle or joined in the middle of month then suppose he have done work only 17 days then his salary will be paid for 17 days or have to deduct the non. working days out of 30? and what if again the month have 31 days.??

please keep in mind that we have to calculate salary on basis of 30 days structure. whats the process???

7th August 2014 From India, Gurgaon

I just have a very basic query but i am just confused in this. we get fixed salary. we make salary sheet on basis of 30 days either month have 31 days or its February. how we'll calculate the salary if there are few conditions please check it:

1. If one took 4 days leave in a month and he/she have leave balance also then salary would be paid of full month?

2. in same situation if one don't have leave balance then we will pay him 26 days salary or 27 days. because he took 4 days leave in a month and the month have 31 days. but we calculate salary on basis of 30 days.

3. If a person left the job in the middle or joined in the middle of month then suppose he have done work only 17 days then his salary will be paid for 17 days or have to deduct the non. working days out of 30? and what if again the month have 31 days.??

please keep in mind that we have to calculate salary on basis of 30 days structure. whats the process???

7th August 2014 From India, Gurgaon

Please revert it as soon possible. It’s urgent basis. I am online. if anybody is not cleared with the given points then please let me know i can clear him or her right now..

7th August 2014 From India, Gurgaon

7th August 2014 From India, Gurgaon

Dear Atul,

The salary is to be calculated as 30 days as an assumption is right. but practically we either divide by 31 or 30 or 29 or 28 as the case may be. The salary base remains the same. So don't be confused. Its the monthly salary for that month.

7th August 2014 From India, Mumbai

The salary is to be calculated as 30 days as an assumption is right. but practically we either divide by 31 or 30 or 29 or 28 as the case may be. The salary base remains the same. So don't be confused. Its the monthly salary for that month.

7th August 2014 From India, Mumbai

Suppose if we take 30 days assumptions. then on given 3-4 situations how you’ll calculate the salary. please give some light on that??

7th August 2014 From India, Gurgaon

7th August 2014 From India, Gurgaon

Dear Atul,

If you are getting fixed salary per month , then the salary sheet should be prepared as per the actual days containing in that perticular month insted of fixed 30 days structure & then you can calculate everybodys correct salary for the month.

Prakash

8th August 2014 From India, Pune

If you are getting fixed salary per month , then the salary sheet should be prepared as per the actual days containing in that perticular month insted of fixed 30 days structure & then you can calculate everybodys correct salary for the month.

Prakash

8th August 2014 From India, Pune

Dear Atul (mystery ?)

The assumption of salary is payable for minimum & maximum of 30 days is right, which is to be followed for arriving at avg.salary per day irrespective of whatever the calendar days-viz 31,30,29 or 28 days . After you arrive at the avg.p.d. salary use this fig. to calculate salary for the month based on the actual attendance after deducting for LWP days and days not worked from the effective 30 days.

A sample sheet is attached adopting your possible difficulties. You might improve upon this after clearly understanding the concept and removing any anomalies.

8th August 2014 From India, Bangalore

The assumption of salary is payable for minimum & maximum of 30 days is right, which is to be followed for arriving at avg.salary per day irrespective of whatever the calendar days-viz 31,30,29 or 28 days . After you arrive at the avg.p.d. salary use this fig. to calculate salary for the month based on the actual attendance after deducting for LWP days and days not worked from the effective 30 days.

A sample sheet is attached adopting your possible difficulties. You might improve upon this after clearly understanding the concept and removing any anomalies.

8th August 2014 From India, Bangalore

Dear Mr.Atul Mystrey,

Your assumption is not correct. You should not keep the base of 30 days standard per month which is against the law. Whatever may be the salary either fixed or brake up, divide the same by calendar month pertaining to the payment either 30 or 31. If you are keeping 30 days as standard, the Payment of Wages Act does not allow you to do so. The statuary laws says that you have to make the payment on actual number of days for the calendar month irrespective number of days. No Law says that keep 30 days per month basis as standard.

Adoni Suguresh

Sr.Executive (Pers, Admin & Ind.Rels) Rtd

Labour Laws Consultant

9th August 2014 From India, Bidar

Your assumption is not correct. You should not keep the base of 30 days standard per month which is against the law. Whatever may be the salary either fixed or brake up, divide the same by calendar month pertaining to the payment either 30 or 31. If you are keeping 30 days as standard, the Payment of Wages Act does not allow you to do so. The statuary laws says that you have to make the payment on actual number of days for the calendar month irrespective number of days. No Law says that keep 30 days per month basis as standard.

Adoni Suguresh

Sr.Executive (Pers, Admin & Ind.Rels) Rtd

Labour Laws Consultant

9th August 2014 From India, Bidar

Do a simple calculations as divide the monthly salary into the total days in the month whether it 28/30/31 days and multiply to actual payable days excluding LOP's.

Eg: August-31 days

Salary : 10000/-

If absent or loss of Pay( say 2days)

10000/31x29 days=9355/- (considering your leave/LOP policy)

So as apply this to FEB or April like months. No confusions will be there.

regards,

Puru

9th August 2014 From India, Bangalore

Eg: August-31 days

Salary : 10000/-

If absent or loss of Pay( say 2days)

10000/31x29 days=9355/- (considering your leave/LOP policy)

So as apply this to FEB or April like months. No confusions will be there.

regards,

Puru

9th August 2014 From India, Bangalore

Dear Mr.Ashuthosh Thakre,

Your suggestion is correct when the salary is payable in full. In case of any Leave without pay or unauthorized absence, etc in such case the formula should be changed and divide the same by number days for the month and multiply with number of days payable. Then there wont be any problem. Because in limited staff, this standard formula may work out as there wont be any much leave without pay and strength is more, this formula does not work as absenteeism or leave without pay may be more. In such case we have to take care of the standard formula.

Adonii Suguresh

Sr.Executive (Pers, Admin & Ind.Rels) Rtd

Labour Laws Consultant

9th August 2014 From India, Bidar

Your suggestion is correct when the salary is payable in full. In case of any Leave without pay or unauthorized absence, etc in such case the formula should be changed and divide the same by number days for the month and multiply with number of days payable. Then there wont be any problem. Because in limited staff, this standard formula may work out as there wont be any much leave without pay and strength is more, this formula does not work as absenteeism or leave without pay may be more. In such case we have to take care of the standard formula.

Adonii Suguresh

Sr.Executive (Pers, Admin & Ind.Rels) Rtd

Labour Laws Consultant

9th August 2014 From India, Bidar

Dear Atul, If you have still confusion, call on below no-09624643307

9th August 2014 From India, Mumbai

9th August 2014 From India, Mumbai

Dear friend

it is very simple. Monthly salary means wether that month is having 28 days or 29 days 0r 30 days or 31days.. Monthly means that is generally 30 days. Ok.

When it comes to calculate for one day salary for monthly salary drwing people the right calculation as per minimum wages act 1948... Is

monthly salary is to be devided by 26 days. It is standard calculation wether that month is having 4 sundays or five sundays or public holidays... Or any less working days.. Of the office. Don't bother . Ok

i think it is crystal clear for calculation of one day salary is monthly salary devided by 26 always. Ok

never mind too many cooks spoil the dish. Follow the constitution of india prescribed minimum wages act 1948. Ok

9th August 2014 From India, Nellore

it is very simple. Monthly salary means wether that month is having 28 days or 29 days 0r 30 days or 31days.. Monthly means that is generally 30 days. Ok.

When it comes to calculate for one day salary for monthly salary drwing people the right calculation as per minimum wages act 1948... Is

monthly salary is to be devided by 26 days. It is standard calculation wether that month is having 4 sundays or five sundays or public holidays... Or any less working days.. Of the office. Don't bother . Ok

i think it is crystal clear for calculation of one day salary is monthly salary devided by 26 always. Ok

never mind too many cooks spoil the dish. Follow the constitution of india prescribed minimum wages act 1948. Ok

9th August 2014 From India, Nellore

Dear Mr.Gannahope,

Your opinion needs some clarifications. You are referring the Minimum Wages ACT which is fixed on the per day basis either by Central or State. The salary is calculated on the basis of monthly, if monthly rated, per day basis if it is daily rated.. Your opinion the salary divide by 26 days is OK. This is in case of arriving the salary per day only in case of computation of Overtime WAGES Calculations and not for salary.

Even we agree that divide by 26 days month salary how about the Weekly day of Rest which is paid with wages. ? These are to excluded ? Normally all monthly rated employees they will be paid weekly day of rest with wages generally may be on SUNDAY. In such case how you arrive per day salary? Can you explain with example ?

Adoni Suguresh

Sr.Executive (Pers, Admin & Ind.Rels) Rtd

Labour Laws Consultant

13th August 2014 From India, Bidar

Your opinion needs some clarifications. You are referring the Minimum Wages ACT which is fixed on the per day basis either by Central or State. The salary is calculated on the basis of monthly, if monthly rated, per day basis if it is daily rated.. Your opinion the salary divide by 26 days is OK. This is in case of arriving the salary per day only in case of computation of Overtime WAGES Calculations and not for salary.

Even we agree that divide by 26 days month salary how about the Weekly day of Rest which is paid with wages. ? These are to excluded ? Normally all monthly rated employees they will be paid weekly day of rest with wages generally may be on SUNDAY. In such case how you arrive per day salary? Can you explain with example ?

Adoni Suguresh

Sr.Executive (Pers, Admin & Ind.Rels) Rtd

Labour Laws Consultant

13th August 2014 From India, Bidar

hello to all seniors. i am going to give my interview as a HR executive. may i know about salaries. from first to last step. please guide me. it is on urgent basis. please help me out.

14th August 2014 From India, New Delhi

14th August 2014 From India, New Delhi

Dear Sir,

In our company we give 1month basic as exgratia. and gradually every year when basic increases the exgratia increases. Now in one year for some employee management has increased his exgratia. So next year can determine basic on the exgratia amount. ie will exgartia will be equal to basic

4th June 2015 From India, Howrah

In our company we give 1month basic as exgratia. and gradually every year when basic increases the exgratia increases. Now in one year for some employee management has increased his exgratia. So next year can determine basic on the exgratia amount. ie will exgartia will be equal to basic

4th June 2015 From India, Howrah

Why this 14,15 days' salary came into picture for PF contribution ? Is't for persons joined in between the month, say on 16th or 17th or left like that without completing the full month ? The contribution for PF has to be calculated on gross salary ie. basic + DA whether it is paid for 14 days or 15 days, days are no matter. For e.g. 'A' draws 12000 Rs. for a full month and he is entitled only for 6000 Rs. say for Jan'16 then you have to deduct PF only on 6000 Rs. that's all. Don't think to deduct on 12000 Rs. for Jan'16 as his salary for Jan'16 was only 6000 Rs. What this other components you are talking about ? Indicate clearly so that you get clear clarifications.

22nd February 2016 From India, Bangalore

22nd February 2016 From India, Bangalore

Dear Seniors ,

I am looking for a job in HR .

My Profile

AFTER THE COMPLETION OF MY GRADUATION IN ECONOMICS . I JOINED GNIIT 3 YRS SOFT. COURSE IN NIIT, GURGAON, I HAVE WORKED AS A DOT NET TECHNOLOGY TRAINER IN NIIT CENTER AS WELL AS COORDINATOR . AFTER THAT I JOINED INTERNATIONAL HOUSE IN HR AS WELL AS BUSINESS DEVELOPMENT. I DID NOT UPGRADE MYSELF IN TECHNOLOGY BECAUSE I WHILE IN MGT. I REALIZED I AM DOING GOOD. SO, I HAVE DONE MBA IN HR WITH DISTANCE & TAKEN HR PRACTICAL TRAINING FROM Metier HR Service With cisco WebX , I PREPARING MYSELF TO GET INTO HR CORPORATE MY GOAL IS TO BECOME A SUCCESSFUL HR PROFESSIONAL.

19th May 2016 From India, Gurgaon

I am looking for a job in HR .

My Profile

AFTER THE COMPLETION OF MY GRADUATION IN ECONOMICS . I JOINED GNIIT 3 YRS SOFT. COURSE IN NIIT, GURGAON, I HAVE WORKED AS A DOT NET TECHNOLOGY TRAINER IN NIIT CENTER AS WELL AS COORDINATOR . AFTER THAT I JOINED INTERNATIONAL HOUSE IN HR AS WELL AS BUSINESS DEVELOPMENT. I DID NOT UPGRADE MYSELF IN TECHNOLOGY BECAUSE I WHILE IN MGT. I REALIZED I AM DOING GOOD. SO, I HAVE DONE MBA IN HR WITH DISTANCE & TAKEN HR PRACTICAL TRAINING FROM Metier HR Service With cisco WebX , I PREPARING MYSELF TO GET INTO HR CORPORATE MY GOAL IS TO BECOME A SUCCESSFUL HR PROFESSIONAL.

19th May 2016 From India, Gurgaon

Oh MY FRIEND.

IT IS AN AGEOLD DOUBT...U CAN GO THROUGH PREVIOUS POSTS..PLS.HOW EVER IAM TELLING ....AGAIN.

MONTHLY SALARY IS TO BE CALCULATED INCLUDING 4 HOLIDAYS(SUNDAYS)ADDED..

SUPPOSE 26000P.M.HIS DAILY SALARY IS 26000Ã·26 =1000 PER DAY.

EVERY EMPLOYEE HAS A RIGHT TO GET 12 DAYS LEAVES PER YEAR.

IF HE IS A REGULAR EMPLOYEE HE CAN GET TOTAL SALARY WITHOUT DIDUCTIONS THOUGH HE AVAILEF 4 DAYS LEAVE AT A TIME.MOREOVER THERE IS NO LEAVES IN HIS CREDIT ALSO..HE WILL GET FULL SALARY AS EVERY EMPLOYEE IS HAVING 12 DAYS OF SICK LEAVE.

U CAN ASK DETAILS 09963218536

OK

20th May 2016 From India, Nellore

IT IS AN AGEOLD DOUBT...U CAN GO THROUGH PREVIOUS POSTS..PLS.HOW EVER IAM TELLING ....AGAIN.

MONTHLY SALARY IS TO BE CALCULATED INCLUDING 4 HOLIDAYS(SUNDAYS)ADDED..

SUPPOSE 26000P.M.HIS DAILY SALARY IS 26000Ã·26 =1000 PER DAY.

EVERY EMPLOYEE HAS A RIGHT TO GET 12 DAYS LEAVES PER YEAR.

IF HE IS A REGULAR EMPLOYEE HE CAN GET TOTAL SALARY WITHOUT DIDUCTIONS THOUGH HE AVAILEF 4 DAYS LEAVE AT A TIME.MOREOVER THERE IS NO LEAVES IN HIS CREDIT ALSO..HE WILL GET FULL SALARY AS EVERY EMPLOYEE IS HAVING 12 DAYS OF SICK LEAVE.

U CAN ASK DETAILS 09963218536

OK

20th May 2016 From India, Nellore

Ok for calculating daily wage for overtime...

Every hour double the wage...it is stadandard procedure

Usually 8 hrs...a day salaryor wage..that is daily wage.devided vth 8 comes 1 hour salary..

Double the amount is overtime hour wage...

As per labour law...

31st May 2016 From India, Nellore

Every hour double the wage...it is stadandard procedure

Usually 8 hrs...a day salaryor wage..that is daily wage.devided vth 8 comes 1 hour salary..

Double the amount is overtime hour wage...

As per labour law...

31st May 2016 From India, Nellore

dear all,

actually I also have a doubt of 30 days and 31 days salary for the month. in our company calculated the salary only days wages.

for example: my salary 10080. and one overtime (is called one day extra working).

if i getting the salary of 30 days = 336

31 days = 325

Is it correct or not...

please clarify to me..

8th November 2016 From India, Chennai

actually I also have a doubt of 30 days and 31 days salary for the month. in our company calculated the salary only days wages.

for example: my salary 10080. and one overtime (is called one day extra working).

if i getting the salary of 30 days = 336

31 days = 325

Is it correct or not...

please clarify to me..

8th November 2016 From India, Chennai

Is this EPF & ESI employers contribution will add in CTC, i need calculation for 2.65 ctc Regards, Jyothi.M

10th June 2017 From India, Bengaluru

10th June 2017 From India, Bengaluru

#

Dear Eswaran Vijay **Anonymous**I told that for every one .

monthly salary decided by 26 is ur one day "s salary..

10080/26: is Rs.387/per day.

I f u want ur hour salary

one day salary by 8hrs.

387/8: Rs.48.37...

for over time calculations double the one hour wage....Rs48.37multiplied with 2 ;Rs.96.74...

ok

16th June 2017 From India, Nellore

Dear Jyoti,

There are various permutations & combinations in CTC. CTC is determined by the HR policy of the establishment. However a CTC divided into two basic group, one is take home (cash components) and the other is Non cash components. In other words CTC is divided into two segments ie.

A) Take Home components:(cash components):

1) Basic (Fixed till next increment/revision)

2) Dearness Allowance (variable if linked to CPI or WHPI or any other applicable formulae)

3) House Rent Allowance (stated @ %age on Basic or Gross salary)

4) Conveyance allowance (normally as a lump sum, subject to revision periodically)

5) Medical allowance (either paid monthly in lump sum or as reimbursement)

6) Other allowances-(Special allowances, Children Education allow, Uniform allowance etc. determined as per HR policy of an establishment)

7) Over Time allowance (non-recurring, payable if and when necessary)

8) Incentive Bonus (variable and payable if applicable as per determined formula)

Sum total of these elements is known as 'Gross Salary'

B)Deductions: Compulsory or voluntary)

1) EPF (@ applicable as per EPF act)

a) Employee's contribution

b) EMI towards PF loan (if availed)

2) ESI (@ applicable as per ESI act)

3) LIC premium (if opted)

4) Any other recoveries

DEDUCT TOTAL OF B (1,2,3,4) FROM THE TOTAL OF 'A'

C) NET TAKE HOME SALARY (A - B)

D) ADD: NON CASH items:

1) EPF (employer's contribution)

2) Contribution towards gratuity

3) Contribution towards Leave

4) Contribution towards Welfare fund

5) Any other item

Total of D is only accrue but not payable UNTIL DUE.

E) CTC = A + C + D.

Reg. CTC for 2.5 Lakhs, you may work out on above components based on %ages determined as per your HR Policy.

17th June 2017 From India, Bangalore

There are various permutations & combinations in CTC. CTC is determined by the HR policy of the establishment. However a CTC divided into two basic group, one is take home (cash components) and the other is Non cash components. In other words CTC is divided into two segments ie.

A) Take Home components:(cash components):

1) Basic (Fixed till next increment/revision)

2) Dearness Allowance (variable if linked to CPI or WHPI or any other applicable formulae)

3) House Rent Allowance (stated @ %age on Basic or Gross salary)

4) Conveyance allowance (normally as a lump sum, subject to revision periodically)

5) Medical allowance (either paid monthly in lump sum or as reimbursement)

6) Other allowances-(Special allowances, Children Education allow, Uniform allowance etc. determined as per HR policy of an establishment)

7) Over Time allowance (non-recurring, payable if and when necessary)

8) Incentive Bonus (variable and payable if applicable as per determined formula)

Sum total of these elements is known as 'Gross Salary'

B)Deductions: Compulsory or voluntary)

1) EPF (@ applicable as per EPF act)

a) Employee's contribution

b) EMI towards PF loan (if availed)

2) ESI (@ applicable as per ESI act)

3) LIC premium (if opted)

4) Any other recoveries

DEDUCT TOTAL OF B (1,2,3,4) FROM THE TOTAL OF 'A'

C) NET TAKE HOME SALARY (A - B)

D) ADD: NON CASH items:

1) EPF (employer's contribution)

2) Contribution towards gratuity

3) Contribution towards Leave

4) Contribution towards Welfare fund

5) Any other item

Total of D is only accrue but not payable UNTIL DUE.

E) CTC = A + C + D.

Reg. CTC for 2.5 Lakhs, you may work out on above components based on %ages determined as per your HR Policy.

17th June 2017 From India, Bangalore

Dear sirs

Again i am clarifying vth an authentication of existing labour laws of the land whether state or central.....

Monthly salary devided by 26 comes one day salary which is having weekly holiday's salary also...

so calculate it with over time hours ...comes time payment multiply with 2 then comes Actual over time payment to be paid by the management..

ok...suppose an employee gets 5200 p.m. devided by 26 comes one day salary 5200÷26=200.per day

if the worker works for 7 hrs over time.Rs 200÷8=25/-per hour.O.T=25×7= 175rs.double the wage=175×2=350Rs.

ok Rs 350 isfor 7hrs Overtime payment.ok

27th June 2017 From India, Nellore

Again i am clarifying vth an authentication of existing labour laws of the land whether state or central.....

Monthly salary devided by 26 comes one day salary which is having weekly holiday's salary also...

so calculate it with over time hours ...comes time payment multiply with 2 then comes Actual over time payment to be paid by the management..

ok...suppose an employee gets 5200 p.m. devided by 26 comes one day salary 5200÷26=200.per day

if the worker works for 7 hrs over time.Rs 200÷8=25/-per hour.O.T=25×7= 175rs.double the wage=175×2=350Rs.

ok Rs 350 isfor 7hrs Overtime payment.ok

27th June 2017 From India, Nellore

Section14 of m.w act 1948..

Over time wages..

*over time shall be double the normal wage.

*where a person has worked more than the normal working hours for any day the excess hours worked will be treated as over time.

*where the fixed normal working hours for any day is in excess of 8 hours .we have to go by the method of weekly worked hours. If the perdon has worked for more than 48 hours in a week then the excess hours worked will be treated as over time.

Ok sirs..

27th June 2017 From India, Nellore

Over time wages..

*over time shall be double the normal wage.

*where a person has worked more than the normal working hours for any day the excess hours worked will be treated as over time.

*where the fixed normal working hours for any day is in excess of 8 hours .we have to go by the method of weekly worked hours. If the perdon has worked for more than 48 hours in a week then the excess hours worked will be treated as over time.

Ok sirs..

27th June 2017 From India, Nellore

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