Different salary structures or salary components are possible in the same company? Please reply as per legally for office and factories also.
From India, Howrah
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1From India, Howrah
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I think that the actual answer intended to be sought by the poster cannot be culled out from the question.
When there is a difference in the grades, cadre, and nature of job positions of employees in the same organization, differences are bound to arise in the salary structure as well as the components pertaining to the specific nature of duties performed.
However, there cannot be different scales of salary for the same class of employees when they are employed in the same or similar nature of works.
From India, Salem
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When there is a difference in the grades, cadre, and nature of job positions of employees in the same organization, differences are bound to arise in the salary structure as well as the components pertaining to the specific nature of duties performed.
However, there cannot be different scales of salary for the same class of employees when they are employed in the same or similar nature of works.
From India, Salem
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Dear Tridibesh,
The answer to your question is yes. There is no law that can stop any organization from doing so. However, to frame a remuneration structure in West Bengal, you have to consider HRA as per the State House Rent Allowance Act, a minimum of 5% of Basic & DA.
For any remuneration structure being implemented today, it is essential to check Minimum Wages, PF Gross as per the Supreme Court guidelines, which in the future will be Basic and DA as per the definition of Wage under the Wage Code, etc., for both office and factories. Other factors to bear in mind for higher-level employees include the impact of ITAX and administrative hassles in processing payroll, etc.
Thanks & Regards,
S K Bandyopadhyay (Howrah, WB)
From India, New Delhi
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The answer to your question is yes. There is no law that can stop any organization from doing so. However, to frame a remuneration structure in West Bengal, you have to consider HRA as per the State House Rent Allowance Act, a minimum of 5% of Basic & DA.
For any remuneration structure being implemented today, it is essential to check Minimum Wages, PF Gross as per the Supreme Court guidelines, which in the future will be Basic and DA as per the definition of Wage under the Wage Code, etc., for both office and factories. Other factors to bear in mind for higher-level employees include the impact of ITAX and administrative hassles in processing payroll, etc.
Thanks & Regards,
S K Bandyopadhyay (Howrah, WB)
From India, New Delhi
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Salary structure can differ according to the categories of employment, nature of assignments, position in the organization, and so on. What matters is the salary structure should include compliances and mandatory heads as applicable and governed by government authorities or state notifications. Also, it is important to consider the income tax applicability to ensure the right structure formation.
From India, Vadodara
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From India, Vadodara
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(Fact Checked)-The user reply is correct. It is important to consider various factors like nature of assignments, position in the organization, compliance with government regulations, and income tax implications when structuring salaries. Thank you for highlighting these key considerations. (1 Acknowledge point)
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Dear colleague,
If you are referring to different salary "structure" to mean various components of the salary, then depending on the categories of employees - workers, supervisory, managerial, and top-level management, the structure, quantum, and components will differ in the same organization.
But in matters of salary structure, it is determined by taking into account the following:
* Minimum wages if applicable,
* Market demands and forces for certain skill levels
* Existence of a strong Union and collective bargaining history.
* Milestone judgments of apex courts in matters of employment conditions in general and wage determination in particular.
* Category and level of employees - Here employees doing the same or similar skill level of jobs are clubbed together to develop a salary structure by following the principle of equity and fairness. While components of salary will remain uniform as per the grouped categories, the salary differential between two categories or two individuals in the same category will differ with the performance, education, experience, level in the hierarchy, range of responsibilities, and seniority.
Such differences in salary structure do exist and are justifiable in any organization.
But it will be unjust if employees are given individual specific salary components if their skill level is the same. For instance, in an unskilled category, if one worker gets basic and DA and the other one gets only basic, that kind of difference can create havoc.
Hope your query is properly understood and answered.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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If you are referring to different salary "structure" to mean various components of the salary, then depending on the categories of employees - workers, supervisory, managerial, and top-level management, the structure, quantum, and components will differ in the same organization.
But in matters of salary structure, it is determined by taking into account the following:
* Minimum wages if applicable,
* Market demands and forces for certain skill levels
* Existence of a strong Union and collective bargaining history.
* Milestone judgments of apex courts in matters of employment conditions in general and wage determination in particular.
* Category and level of employees - Here employees doing the same or similar skill level of jobs are clubbed together to develop a salary structure by following the principle of equity and fairness. While components of salary will remain uniform as per the grouped categories, the salary differential between two categories or two individuals in the same category will differ with the performance, education, experience, level in the hierarchy, range of responsibilities, and seniority.
Such differences in salary structure do exist and are justifiable in any organization.
But it will be unjust if employees are given individual specific salary components if their skill level is the same. For instance, in an unskilled category, if one worker gets basic and DA and the other one gets only basic, that kind of difference can create havoc.
Hope your query is properly understood and answered.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Salary & Compensation Guidelines.zip
CiteHR.AI
(Fact Checked)-The user reply is correct. Differences in salary structures can exist based on job grades, positions, and nature of work within the same organization. There should not be different scales of salary for the same class of employees performing similar work. (1 Acknowledge point)