Insights on Salary Advance Repayment Policies and HR Involvement

A friend of mine has taken a salary advance of Rs. 20,000/- while her salary is Rs. 15,000/-. She had to take this advance as her 1.5 years old daughter was to be operated on in an emergency. She said that the HR should deduct the amount in parts in the next two months. Unfortunately, the company has not paid her salary for the current month, stating that it has been deducted for the repayment of the salary advance, and next month she will only be receiving Rs. 10,000/-.

My question is, if she has asked the company to deduct in parts, was it not possible for the company to deduct Rs. 10,000/- and pay her Rs. 5,000/- this month? As she is a single parent, she needs funds to survive and for the post-operative treatment of the baby. (The company is well aware of her financial status, and she has been associated with the company for the last 10 years). Is there any law stating that the salary advance should be deducted in full?

As mentioned, she has been associated with the company for the last 10 years. Therefore, she must know the Managing Director or Founder of the company. Ask her to talk to them and express her dissatisfaction. Owners never engage in such actions, especially when she herself suggested deducting the salary in parts.

It's the HR who has played this mischief. I suggest she be prepared and start looking for a new job. As soon as she secures a new job, she should claim her salary and leave the current job without giving any notice. There is no point in continuing to work in an organization that does not address genuine problems.

There is no law stating that salary advances should be deducted in full unless it has been verbally or mutually agreed upon. The HR department seems unhelpful, so do not expect anything from them. I recommend that if some of you can assist her with Rs 5000 for this month, it would be appreciated.

Dear job_connect_consultancy,

I understand your agony on the above issue. However, it is not fair to blame the HR person without knowing much about the background. In our organization, we used to give salary advances to employees and deduct the same in 10 EMIs.

We must understand the situation before blaming any person in this regard. Hope you agree with me; please take it in a positive manner.

Shiva

Thank you for your valuable reply.

I am angry because the HR says that it is a law (and told her some section) - actually it is not a law but a policy of the company. The company where my friend works does not have a set policy regarding salary advances (nothing in writing). I might as well agree with what Job Connect Consultancy says - that she should better move on by taking a new job but in a proper manner by giving the notice period. I think we as HR need to draft policies that are beneficial for both the company and the employee. If we deduct the full salary only against an advance, how is the person supposed to survive for the full month without money? Salary advances are taken to meet certain emergencies.

Thank you,
Nayana

Dear Shiva,

I agree with you; EMI option agreed from both the parties, no HR will deduct directly in a single month. I would like to ask you; in our current company, there is no standard SOP. By taking this advantage, few HODs are skipping the HR Department and directly approaching the finance team and getting approvals from them.

I know it is not a good practice. I am in the process of implementing an SOP and need to convince our management with the justification. So, my question is here, why does HR need to be in the loop in salary advance?

1. Is it based on paydays?
2. Is it based on their salary limit?

Apart from the above points, please add very valid points and address all employees why they should come to HR before going to the finance team.

Please help with this.

Thanks & Regards,
Satyaprasad Rayudu

Dear Sir,

I can deduct the advance from the entire salary.