Hello people, I want to know about the salary slip of an employee who worked for 10 days and left the organization as he has completed his notice period.
From India, Pune
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From India, Pune
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Salary Slip Issuance for Short-Term Employees
The salary slip should be issued for the number of days the employee has worked. Ensure to deduct the Provident Fund (PF) if the employee is entitled to it or if it is a company policy. Additionally, deduct Tax Deducted at Source (TDS) at 10% for regular employees and 1% for contracted employees. If applicable, make deductions based on the taxation information provided for savings, etc., by the employee. However, this might be unlikely since the person barely worked with you for a few days.
From India, Mumbai
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The salary slip should be issued for the number of days the employee has worked. Ensure to deduct the Provident Fund (PF) if the employee is entitled to it or if it is a company policy. Additionally, deduct Tax Deducted at Source (TDS) at 10% for regular employees and 1% for contracted employees. If applicable, make deductions based on the taxation information provided for savings, etc., by the employee. However, this might be unlikely since the person barely worked with you for a few days.
From India, Mumbai
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To the best of my knowledge, the last 10 days of work should be included in the FNF (Full and Final) Settlement statement. No payslips are issued for the last month of work in the organization. However, please wait for others to share their opinions as well.
From India, Ahmadabad
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747From India, Ahmadabad
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Monthly Salary Calculation
Monthly salary/26*10.
Final Settlement
Issue the Full and Final (FnF) statement and payment to close the matter.
Notice Period Considerations
The notice period shall be NIL if the establishment is covered by the Shops and Commercial Establishment Act, and the employee is covered. If standing orders are applicable and the employee was in the probation period.
From India, Chandigarh
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Monthly salary/26*10.
Final Settlement
Issue the Full and Final (FnF) statement and payment to close the matter.
Notice Period Considerations
The notice period shall be NIL if the establishment is covered by the Shops and Commercial Establishment Act, and the employee is covered. If standing orders are applicable and the employee was in the probation period.
From India, Chandigarh
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For a while, don't take these views as a legal opinion, rather a logical conclusion based on the circumstances you explained.
First of all, he is a deserter:
- i) an absconder
- ii) has been on probation
- iii) no information about his whereabouts
- iv) there is no prior/advance notice to quit
- v) he has not qualified for any FnF settlement
- vi) no idea about the properties of your company which were in his possession and he didn't return to you, and so on.
Therefore, just calculate his 10 days' salary, adjust/forfeit it against his above liabilities (you can keep a working sheet showing the sum of these dues attached to his salary slip), and send a claim for the balance by issuing him a notice of termination to his last known address, after following the necessary procedures, and close the matter. Not worth pondering over any more.
From India, Bangalore
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First of all, he is a deserter:
- i) an absconder
- ii) has been on probation
- iii) no information about his whereabouts
- iv) there is no prior/advance notice to quit
- v) he has not qualified for any FnF settlement
- vi) no idea about the properties of your company which were in his possession and he didn't return to you, and so on.
Therefore, just calculate his 10 days' salary, adjust/forfeit it against his above liabilities (you can keep a working sheet showing the sum of these dues attached to his salary slip), and send a claim for the balance by issuing him a notice of termination to his last known address, after following the necessary procedures, and close the matter. Not worth pondering over any more.
From India, Bangalore
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Salary slip final.xls
Full n final settlement.doc