Hello Everyone,
Our new company in HYD will be somewhat similar to a BPO but with a technical focus. We will basically have chemists. Please review the salary split options below and advise if there are any errors.
Option 1
Basic - 50%
HRA - 20%
Conveyance - 20% (Are there any rules regarding this?)
Others - 10% (Do we have to specify what these "others" will be?)
Option 2
Basic - 40%
HRA - 20%
Conveyance - 25% (Are there any rules regarding this?)
Others - 15% (Do we have to specify what these "others" will be?)
Thank you very much. I have been following CiteHR for a few months now, and the amount of information here is amazing. Thanks to everyone for sharing and contributing!!!!
Pradeep
From United States, Kelso
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Our new company in HYD will be somewhat similar to a BPO but with a technical focus. We will basically have chemists. Please review the salary split options below and advise if there are any errors.
Option 1
Basic - 50%
HRA - 20%
Conveyance - 20% (Are there any rules regarding this?)
Others - 10% (Do we have to specify what these "others" will be?)
Option 2
Basic - 40%
HRA - 20%
Conveyance - 25% (Are there any rules regarding this?)
Others - 15% (Do we have to specify what these "others" will be?)
Thank you very much. I have been following CiteHR for a few months now, and the amount of information here is amazing. Thanks to everyone for sharing and contributing!!!!
Pradeep
From United States, Kelso
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In my opinion, the breakdown of salary components is as follows:
- Basic: 35% (max)
- HRA: Up to 50%
- Conveyance: Max 800 per month
- Medical reimbursement: Max 1250 per month
- Other (specifically - special allowance): Remaining of the salary
If your organization is willing to provide food coupons or gift coupons as a fringe benefit, the maximum amount for tax exemption is 36,000 per annum (3,000 per month).
From India, Madras
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16- Basic: 35% (max)
- HRA: Up to 50%
- Conveyance: Max 800 per month
- Medical reimbursement: Max 1250 per month
- Other (specifically - special allowance): Remaining of the salary
If your organization is willing to provide food coupons or gift coupons as a fringe benefit, the maximum amount for tax exemption is 36,000 per annum (3,000 per month).
From India, Madras
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Hello Manthra,
Thanks for the reply. I have a few follow-up questions. Is the INR 800 standard? I thought it would be different if the employee has a two-wheeler or a four-wheeler. Also, the company will bear all the health insurance costs, so will that change anything?
From United States, Kelso
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Thanks for the reply. I have a few follow-up questions. Is the INR 800 standard? I thought it would be different if the employee has a two-wheeler or a four-wheeler. Also, the company will bear all the health insurance costs, so will that change anything?
From United States, Kelso
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Also, i was told that "Fringe Benefit Tax" has been abolished in 2009. So did something else replace this?
From United States, Kelso
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From United States, Kelso
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The conveyance of INR 800 is the maximum allowable amount which will be exempted in IT. Other allowances such as petrol bill, driver salary, vehicle maintenance, and LTA will go for reimbursement and can also be a part of CTC but will be given on submission of original bills so that these expenses can be exempted as non-taxable income.
Also, note that the Sodexo or food coupons on fringe benefits have been availed up to a maximum of 3000/month.
From India, Madras
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Also, note that the Sodexo or food coupons on fringe benefits have been availed up to a maximum of 3000/month.
From India, Madras
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If the employee claims for fuel & maintenance charges for availing tax exemption, then he can't claim Rs.800/- per month towards conveyance allowance.
Food coupons are restricted up to Rs. 2700 per month as tax-exempt in this FY 2011-12.
Gift vouchers up to Rs. 5000 per year are tax-exempt.
From India, Lucknow
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Food coupons are restricted up to Rs. 2700 per month as tax-exempt in this FY 2011-12.
Gift vouchers up to Rs. 5000 per year are tax-exempt.
From India, Lucknow
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SALARY CAN BE SPLIT INTO COMPONENTS BUT NOT LESS THAN THE MINIMUM WAGES.docx