PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
PRABHAT RANJAN MOHANTY
Hr & Ir
Ed Llarena, Jr.
Owner/ Managing Partner
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
PRABHAT RANJAN MOHANTYYou can deduct on late coming employee on head of attendance, provided you have the policy to which your employee are known. Similiarly, your employee may ask for over time if they are being put on work beyond 6.30pm.
From India, Mumbai
PONMURUGAPANDIYAN.PDear prabhat ranjan mohanty , thank you very much for your response and advise , we will keep it up as you said. many thanks Regards pandian
From India, Madurai
PONMURUGAPANDIYAN.PIn my company we have the following revised salary structure
Basic + DA = 45 %
HRA = 18 %
Washing = 10 %
Conveyance = 800/- month
Education allow = 200 /- month
other allowance = Remaining balance (to adjust)
now we are planning to deduct EPF only for Basic + DA, ( because we are cover all employee's to PF)
whether it is ok as per EPF act or any problem will arise.
Advise please dear seniors and experts.
From India, Madurai
bhagwan-tolaniDear Friend, Greetings! As far as legal purview, there is not any provision about the same. This is as per company’s individual HR policy. So, you can go on whatever you r doing. Rgds
From India, Delhi
Ed Llarena, Jr.Hi!
The principle of "NO WORK NO PAY" is the general norm in private business employment. It mandates that any UNWORKED TIME must be unpaid. This principle becomes the legal basis for deductions on "tardiness/ late" and "undertime" that employees may incur during a certain pay period. Unless the country's labor law specifically prohibits any deduction, then the company can create a policy relative to its enforcement. But the general rule worldwide is: YOU CAN ONLY DEDUCT the actual prorated value of the unworked time. The giving of "grace period" (e.g. one hour per pay period) is an act of generosity on the part of the company. For proper monitoring, the pay slip must reflect the total number of tardiness/ undertime and the equivalent hourly/ per minute prorated value of the employee (based on his current salary) to be able to clearly explain the reason behind the amount deducted from the expected monthly/ semi monthly pay. This methodology should be able to avoid questions or confusion on the matter.
From Philippines, Parañaque