Hi,
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Salahkaar Consultants' Client Development Team
From India, Pune
4If anyone here is at all looking for a govt. supported certification in Compensation & Benefits by way of online or class room training, do get in touch with us.
Trainer is Global Comp & Ben head of world's top company.
Contact us here: Salahkaar Consultants - Human Resource Services
Or check certification details here: https://sites.google.com/a/salahkaar...-hr-training/t
Salahkaar Consultants' Client Development Team
From India, Pune
I have the similar question also. company does not pay to the employee for 3/4 months. moreover the company's payment structure is regularly irregular. sometimes one month salary after 2 months, sometimes one month salary after 3 months and so on and so forth. Being harassed by the salary procedure, employee quits the job mentioning the said reason to the employer. Now if the employer does not do F&F, then what next?
i want a structured answer please.
From India, Delhi
i want a structured answer please.
From India, Delhi
Dear All
Please explain me the following points
1. Can we hold the salary of any employee in lieu of Notice Period? Is it legal under payment of wages act?
2. Suppose any employee has only salary which is Rs. 5000 for any month to credit and his actual salary is rs. 7000. The said employee leaves the company without serving a month notice. In this case can we hold his 5000 in lieu of notice. Now the total monthly salary of the organisation which was entered in balance sheet Rs. 30 Lacs including the Rs. 5000 amount of that employee. Then, should we have to reverse the Rs. 5000 from the balance sheet? if we do not do so then this amount will come under unclaimed wages and we have to deposit it in labour welfare fund. Please explain me the whole process.
3. Thirdly, if have any unclaimed wages like salary of any employee for a month can we deduct this salary in lieu of notice and save us from the liabilities of unclaimed wages, In this case labour welfafe department will not have any objection. Is this right way.
Regards
Dinesh Kumar
From India, New Delhi
Please explain me the following points
1. Can we hold the salary of any employee in lieu of Notice Period? Is it legal under payment of wages act?
2. Suppose any employee has only salary which is Rs. 5000 for any month to credit and his actual salary is rs. 7000. The said employee leaves the company without serving a month notice. In this case can we hold his 5000 in lieu of notice. Now the total monthly salary of the organisation which was entered in balance sheet Rs. 30 Lacs including the Rs. 5000 amount of that employee. Then, should we have to reverse the Rs. 5000 from the balance sheet? if we do not do so then this amount will come under unclaimed wages and we have to deposit it in labour welfare fund. Please explain me the whole process.
3. Thirdly, if have any unclaimed wages like salary of any employee for a month can we deduct this salary in lieu of notice and save us from the liabilities of unclaimed wages, In this case labour welfafe department will not have any objection. Is this right way.
Regards
Dinesh Kumar
From India, New Delhi
Dear All,
I have been employed with a new start up Brand for an year starting from 28th April 2014 and as per my joining letter I was on probation period of six months and had to be confirmed in written after that period. In case, if the written document or a mail has not been sent to employee, the employee shall remain on probation period. Salary on time was always a concern and every month the payment was don by mid of commencing month only. For example salary for October month would get cleared after 15th November only. After 6 months I was not given any confirmation letter and late payment of wages being a major concern, I had resigned from my services on completion of 1 year on 30th April 2015 mentioning my relieving date on 7th May 2015 which was extended to 16th May 2015.
I had recently got married on 21st April 2015 and had some personal & professional reasons as the working culture had not been very professional and I did not find a growth in my learning career. As I had not been confirmed my notice period being 30 days and in case of short notice, deduction of 14 days basic salary was supposed to happen which I had agreed on. But on the last day the Employer unable to find a replacement for designation threats me to cut 2 months notice as per confirmed employee but I had not been given any letter of confirmation during my stay in the company. After too much of arguement both the parties agreed upon deduction of 1 month basic salary as short notice and HR has confirmed same via email.
Since I had not been paid salary of April month & May month I agreed so that I could get my wages as soon as possible. For that reason I agreed upon working for few extra days without being on payroll for the company as a favor for 4 days i.e till 20th May 2015 and handed over the Lap top to the company on 21st May. After regularly checking with HR he confirmed deduction of 30 days basic salary which I agreed as I was in need of money at that time which they promised to pay soon. After waiting for 45 days i receive a call from HR that there is an audit in office and I need to come to office to help in same assuring me the payment of my full and final settlement after this audit. I went to office premises and cleared the same on 27th June 2015 and asked them to clear my payment which they promised to pay withing a week. After 5 days when I had called the HR person on 2nd July 2015, he informs me that now Managing Director wants to have a word with me and thus holding my payment till the time I do not meet him. I tried calling my MD on his number and could speak once when he said was busy and will cal back soon. After that he left for Europe trip for 15 days. Now when I checked with the HR, he comes up with the point that he has been instructed by MD o cut 2 months basic salary and release the payment. After wasting for more than 60 days the Employer is not ready to pay me 1 month salary out of my 1.5 month unpaid salary. What is the legal action I can take against my employer and what is the minimum time of clearing full and final settlement???
From India, Bangalore
I have been employed with a new start up Brand for an year starting from 28th April 2014 and as per my joining letter I was on probation period of six months and had to be confirmed in written after that period. In case, if the written document or a mail has not been sent to employee, the employee shall remain on probation period. Salary on time was always a concern and every month the payment was don by mid of commencing month only. For example salary for October month would get cleared after 15th November only. After 6 months I was not given any confirmation letter and late payment of wages being a major concern, I had resigned from my services on completion of 1 year on 30th April 2015 mentioning my relieving date on 7th May 2015 which was extended to 16th May 2015.
I had recently got married on 21st April 2015 and had some personal & professional reasons as the working culture had not been very professional and I did not find a growth in my learning career. As I had not been confirmed my notice period being 30 days and in case of short notice, deduction of 14 days basic salary was supposed to happen which I had agreed on. But on the last day the Employer unable to find a replacement for designation threats me to cut 2 months notice as per confirmed employee but I had not been given any letter of confirmation during my stay in the company. After too much of arguement both the parties agreed upon deduction of 1 month basic salary as short notice and HR has confirmed same via email.
Since I had not been paid salary of April month & May month I agreed so that I could get my wages as soon as possible. For that reason I agreed upon working for few extra days without being on payroll for the company as a favor for 4 days i.e till 20th May 2015 and handed over the Lap top to the company on 21st May. After regularly checking with HR he confirmed deduction of 30 days basic salary which I agreed as I was in need of money at that time which they promised to pay soon. After waiting for 45 days i receive a call from HR that there is an audit in office and I need to come to office to help in same assuring me the payment of my full and final settlement after this audit. I went to office premises and cleared the same on 27th June 2015 and asked them to clear my payment which they promised to pay withing a week. After 5 days when I had called the HR person on 2nd July 2015, he informs me that now Managing Director wants to have a word with me and thus holding my payment till the time I do not meet him. I tried calling my MD on his number and could speak once when he said was busy and will cal back soon. After that he left for Europe trip for 15 days. Now when I checked with the HR, he comes up with the point that he has been instructed by MD o cut 2 months basic salary and release the payment. After wasting for more than 60 days the Employer is not ready to pay me 1 month salary out of my 1.5 month unpaid salary. What is the legal action I can take against my employer and what is the minimum time of clearing full and final settlement???
From India, Bangalore
Hi,
I am working in ESSAR STEEL LTD. in contract (Arti Enterprise) 07/07/2009 to 10/10/2015.Last few month company's condition is bad so company has terminate some contract workers (our including). after 2 and half month company didn't paid my full and final & PF.
Help me.
From India, Jalalpur
I am working in ESSAR STEEL LTD. in contract (Arti Enterprise) 07/07/2009 to 10/10/2015.Last few month company's condition is bad so company has terminate some contract workers (our including). after 2 and half month company didn't paid my full and final & PF.
Help me.
From India, Jalalpur
I served my notice period now company not paying full amount of full and final and my bonus part is also hold which is fix component of my ctc. What will I do
From India, Delhi
From India, Delhi
Take opinion with Lawyer and file a Civil Suit for Specific Performance of Contract. Only by this , you can get / claim your balance payment.
From India
From India
Dear Sir/Madam,
I wanted clarification regarding EL settlement as i have worked earlier company their we use to calculate On Present Basic salary , present company my senior person is saying me to calculate last year EL on Last Basic & present Year EL on Present Basic so i am unable to make her understanding pls help me with this issue. How solve the issue.
From India
I wanted clarification regarding EL settlement as i have worked earlier company their we use to calculate On Present Basic salary , present company my senior person is saying me to calculate last year EL on Last Basic & present Year EL on Present Basic so i am unable to make her understanding pls help me with this issue. How solve the issue.
From India
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Dispciplinary Action.doc
CTC_SALARY_SLIP _FORM_(legal)(1 ).xls