dear all, i am really clearly clarrified for CTC. the employee should be clarrified himself before joining with the organisation about his take home pay etc, with the HR at the time of receiving the order. tks to all. shankar
hi all, for ctc basic break up would be like (in most org)
12 % of PF(both employer & employee)
20 % of HRA in metros and 15% in other cities
4.75 to ESI
and gratuity is calculated as per norms in the org.
spl allowances does not ve any particular % mostly medicine domicilary, conveyance, LTA etc comes under tis.
Hope tis is clear enough.
Regards,
Pradeep
From India, Madras
12 % of PF(both employer & employee)
20 % of HRA in metros and 15% in other cities
4.75 to ESI
and gratuity is calculated as per norms in the org.
spl allowances does not ve any particular % mostly medicine domicilary, conveyance, LTA etc comes under tis.
Hope tis is clear enough.
Regards,
Pradeep
From India, Madras
the employee is concerned about take home salary(and other benefits) before joining,but he is nothing to do with what the organization will spend on his training or such other matters.Hence whenever company is hiring,ctc is working just to attract employees towards them.
From Saudi Arabia
From Saudi Arabia
Kindly let me know whether the CTC includes Employer's contribution and Employee's contribution of ESI amount. Because I have seen that some of the companies includes ESI amount (Both Parties contribution) in the CTC.
Leena
From India, Madras
Leena
From India, Madras
hello all...
I m also having a confusion...... is it necessary to fix an amount (% age ) of bonus to be given to employees.
As in my office there is no such HR dept. and whenever a new employee joins, he ask for the breakup of CTC but my account manager refused to provide the breakup as his plea is ... whats the need of breakup? just tell him the net take home salary and ask him that he will be provided the other benefits as per the rules... he said that we cant announce Bonus in advance and at the time of bonus if it should be less than we have to pay him and if it should be more than we cant deduct from employees salary( as bonus totally depend upon the decision of our MD)........ so is it right ??????/
Regards
Archana
From India, New Delhi
6I m also having a confusion...... is it necessary to fix an amount (% age ) of bonus to be given to employees.
As in my office there is no such HR dept. and whenever a new employee joins, he ask for the breakup of CTC but my account manager refused to provide the breakup as his plea is ... whats the need of breakup? just tell him the net take home salary and ask him that he will be provided the other benefits as per the rules... he said that we cant announce Bonus in advance and at the time of bonus if it should be less than we have to pay him and if it should be more than we cant deduct from employees salary( as bonus totally depend upon the decision of our MD)........ so is it right ??????/
Regards
Archana
From India, New Delhi
I fully agree with this. No company gives clarity on CTC and candidates are kept in dark which is higly unfair practice in HR. This is primarily responsibility of HR professionals. Staff is not interested in CTC formula or componant calculated by each co. which may vary from 5 to 10. What they are interested in knowing is how much they will get in hand after all deductions or net take home salary. Its like how a employer feels after they get TDS deducted cheque in hand.
I honestly appeal all HR professionals to give clear clarity on CTC and Gross salary. Can anyone guide me on
Thanks.
From India, Bangalore
I honestly appeal all HR professionals to give clear clarity on CTC and Gross salary. Can anyone guide me on
Thanks.
From India, Bangalore
can anyone guide me on this as this is unfair trade practice and what I understand is CTC is not acceptable to the law
From India, Bangalore
From India, Bangalore
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