Notice Pay - F&f Settlement

Dear Friends,
Last month we had terminated one of worker in our company for reducing manpower.we have to make them F&F settlement.
I have one query,we have to give notice pay for one month salary,these notice pay calculated on the basis of gross salary or basic +DA.
pls give easy example for the same.
Thanks in advance
Regards,
Venkatesh J

The notice pay shall be on the basis of gross salary i.e Basic+DA+HRA+ Conveyance allowance + any other allowance = toatal unless the contract itself defines notice pay as otherwise.
B.saikumar
HR & Labour Law advvsior
Mumbai

It depends upon the terms of your appointment letter to be read with the service rules of your Company.

If no appointment letter is issued by an employer and suddenly his appointment is terminated by informing him verbally ,then whether management can pay him notice-pay only on his basic pay ffrom the date of verbal notice?Is there any relevant leading case law on identical matter?

There is no fix rule followed by people. it depends on
1. what is your current practise.
2. what are term & conditions defined in appointment letter.
- few companies pay on gross salary.
- some companies pay basic+DA+HRA
- some compaies pay basic+DA only.

Dear HR Freinds
,
One employee has recently joined in our Hotel. He worked for 20 days and left the organization without intimation and for your information he was not issued any apointment letter.
Please reply ,
Its very urgent.
Regards
Shaikh Mohammed

Dear HR Freinds,
He is now claiming his 20 days salary . Should we pay or not.
Please advice.

As a practise first six months are considered as a temporary period (unless otherwise specified). in this perios employer can terminate the person without notice or employee can leave the job without notice. but in both the cases salary can not be hold.

Dear Hemant
Thanks for the answer, I have one more question:
If an employee has been terminated on the ground of misconduct, then we have to issue him Exp certficate or not or it his right right to received the exp.

when you are terminating somebody on the ground of misconduct, then as it is you are following some procedures and out come is 'termination'. it is right of the employee to get the experiance certificate. any unfair practise affects moral of your existing employees also.