Hi All,
I am attaching herewith a document regarding employee benefits. Please try to adapt as many as possible for your employees. This might help control the attrition rate as well.
Thanks & Regards,
AJ
From India, Thana
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98I am attaching herewith a document regarding employee benefits. Please try to adapt as many as possible for your employees. This might help control the attrition rate as well.
Thanks & Regards,
AJ
From India, Thana
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Dear All, Can you please tell me whether the company should pay the gross salary or the basic salary in case a women is on maternity leave for 3 months.
From India, Coimbatore
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From India, Coimbatore
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Hi Brinda,
The law stipulates that a woman can go on maternity leave without having her salary deducted. The maximum period for which a woman can receive maternity benefits is 12 weeks. Out of this period, 6 weeks must be taken before the child's delivery date, and the remaining 6 weeks immediately following the delivery date. To qualify for maternity leave, a woman must have worked for at least 80 days in the 12 months leading up to her expected delivery date. Only working days are counted in these 80 days, including weekly holidays and any paid or unpaid leave days.
Therefore, it is necessary to provide the full salary to a woman on maternity leave, considering the ethical perspective of the situation.
Regards,
AJ
From India, Thana
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The law stipulates that a woman can go on maternity leave without having her salary deducted. The maximum period for which a woman can receive maternity benefits is 12 weeks. Out of this period, 6 weeks must be taken before the child's delivery date, and the remaining 6 weeks immediately following the delivery date. To qualify for maternity leave, a woman must have worked for at least 80 days in the 12 months leading up to her expected delivery date. Only working days are counted in these 80 days, including weekly holidays and any paid or unpaid leave days.
Therefore, it is necessary to provide the full salary to a woman on maternity leave, considering the ethical perspective of the situation.
Regards,
AJ
From India, Thana
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Dear sir, Is that as per the LAW that we have to pay them gross salary or only from the ethical point of view.:blink:
From India, Coimbatore
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From India, Coimbatore
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Hi,
The law clearly states no deduction in the salary. Please note that deductions, like transportation, are deducted from the salary in some cases. This is because traveling expenses don't have to be paid if the individual is no longer coming to the office. However, this scenario occurs only in some cases where the employee agrees to it. If the employee chooses to have no deductions, the company has no other option.
Regards,
AJ
From India, Thana
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The law clearly states no deduction in the salary. Please note that deductions, like transportation, are deducted from the salary in some cases. This is because traveling expenses don't have to be paid if the individual is no longer coming to the office. However, this scenario occurs only in some cases where the employee agrees to it. If the employee chooses to have no deductions, the company has no other option.
Regards,
AJ
From India, Thana
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Pleasure Brinda. Appreciate your gesture. There is a thanks button on the post you can click that, it will help you to save time on writing a post. :-) Regards, AJ
From India, Thana
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From India, Thana
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Hi, AJ is very right but the Women presently under ESI then no right of employee (Women). The employers only pay in case of salary more then Rs. 10,000/pm. T&R MK
From India, Delhi
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From India, Delhi
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27th May 2008
Hi,
I want to terminate a lady from our organization. The situation is that she underwent a miscarriage four days ago. Over the past two years, we have observed her work, but there has been no improvement, and her behavior towards her seniors and juniors is the worst. She is a marketing coordinator. Numerous verbal and written communications serve as proof of the aforementioned issue. After the final appraisal, we had decided to terminate her services, but she became pregnant. Therefore, we chose not to terminate her services.
Can you guide me on whether we can terminate her services under the current circumstances of her miscarriage?
Regards,
From India, Mumbai
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Hi,
I want to terminate a lady from our organization. The situation is that she underwent a miscarriage four days ago. Over the past two years, we have observed her work, but there has been no improvement, and her behavior towards her seniors and juniors is the worst. She is a marketing coordinator. Numerous verbal and written communications serve as proof of the aforementioned issue. After the final appraisal, we had decided to terminate her services, but she became pregnant. Therefore, we chose not to terminate her services.
Can you guide me on whether we can terminate her services under the current circumstances of her miscarriage?
Regards,
From India, Mumbai
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Hi,
I would suggest not terminating the employee right now; you can do so after two months once she joins work. If you terminate her right now, she can file a lawsuit against your company citing discrimination, and any argument of not firing her earlier will not be considered in civil court.
Ethically speaking, it's not the right course of action, and it won't set a good example in your company. No matter how disliked she is currently, after this incident, there might be a wave of sympathy towards her, and this decision could be seen as too harsh. I hope you make a wise decision.
Regards, AJ
From India, Thana
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I would suggest not terminating the employee right now; you can do so after two months once she joins work. If you terminate her right now, she can file a lawsuit against your company citing discrimination, and any argument of not firing her earlier will not be considered in civil court.
Ethically speaking, it's not the right course of action, and it won't set a good example in your company. No matter how disliked she is currently, after this incident, there might be a wave of sympathy towards her, and this decision could be seen as too harsh. I hope you make a wise decision.
Regards, AJ
From India, Thana
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Hi All,
I just want to know which types of fringe benefits we can give to an employee if his package is more than six lakhs and he wants some part of his salary as benefits to save tax. Can we provide benefits to him if he is very important for the company? He is a senior software engineer. Please help me. Could you tell me which types of benefits we can offer to him so that we pay less salary, and there is no loss to him if we decrease his salary and provide benefits?
From India, Delhi
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I just want to know which types of fringe benefits we can give to an employee if his package is more than six lakhs and he wants some part of his salary as benefits to save tax. Can we provide benefits to him if he is very important for the company? He is a senior software engineer. Please help me. Could you tell me which types of benefits we can offer to him so that we pay less salary, and there is no loss to him if we decrease his salary and provide benefits?
From India, Delhi
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Dear All,
Please let me know the following for the following act as under:-
1. Due date of filing return
2. What type of return like half yearly, yearly, monthly or quarterly
3. What is the format of they act?
ACT IS AS UNDER:-
1. Water cess Act 1977 ?
2. Air Prevention & Control Act, 1981 ?
3. Water Prevention & Control Act, 1974
4. Boilers Act, 1923
5. Explosive Act, 1984
6. Collection & Storage of Hazardous Waste (Environment Protection Act 1986)
7. Prevention of Food and Adulteration Act, 1954
8. Indian Electricity Act, 1910
9. Inspection of DG Set and Trf VCB’s under Act 1956 Rule-46
10.Indian Electricity Act, 2003
11.Peak Load Exemption of 1000 KW
all are requested to please give the answer on the above act towards return etc.
Manoj Kumar
From India, Delhi
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Please let me know the following for the following act as under:-
1. Due date of filing return
2. What type of return like half yearly, yearly, monthly or quarterly
3. What is the format of they act?
ACT IS AS UNDER:-
1. Water cess Act 1977 ?
2. Air Prevention & Control Act, 1981 ?
3. Water Prevention & Control Act, 1974
4. Boilers Act, 1923
5. Explosive Act, 1984
6. Collection & Storage of Hazardous Waste (Environment Protection Act 1986)
7. Prevention of Food and Adulteration Act, 1954
8. Indian Electricity Act, 1910
9. Inspection of DG Set and Trf VCB’s under Act 1956 Rule-46
10.Indian Electricity Act, 2003
11.Peak Load Exemption of 1000 KW
all are requested to please give the answer on the above act towards return etc.
Manoj Kumar
From India, Delhi
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Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf
Employee Benefits.doc
Employee Benefits.zip