Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Absolutely there is no legal impediment to have multiple components salary structure. The suggestions of EPO Inspectors only remain as suggestive and has no legal backing. In saying so I'm not advocating, by all means, there should be multiple components of salary structure. Mostly the differences would occur/may be necessary in allowances and nonrecurring components like incentives, project/daily/tour/special/conveyance/medical/HRA allowances, In a regime where CTC is the order of the day there is a need for multiple components without adhering to common/uniform structure. Common structure may/is possible in Govt./Quasi Govt. establishments where time scale is in vogue but not in private firms where the concept of 'time scale' seldom used/applied. Similarly even granting increments, usually once in a year, is not strictly the rule in pvt.firms as it is decided on 'performance appraisal' systems. Similarly HRA and other allowances are decided on the status and importance of the incumbent and hence uniform %age need not be followed.
From India, Bangalore
Anonymous
Dear all,
Please help me because i have for years exp. in hr deptt. but i cannot prepare salary sheet presently i am doing the job in vectus industries limited . when join any company hr deptt .
any boss not clear, as first of all income tax salary deduction and salary structure and how many percentage of deduction as a basic salary , hrd+da,conveyance,medical, all allow etc.

From India, Dehradun

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™