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Salary Not Received or Full and Final Settlement Not Done from Company

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Salary not received to Employee from Company after S/he resigned or Laid off or Terminated or Retired or you get separated from Organization for any reason. There are the following questions arise. What are the components of Salary or Legal dues you are eligible for? What to do?  Whom to connect with? How will you get it? How much compensation company is liable for? If Company says you will get your salary in 45 days or 60 days or whatever, is it justified? What are all conditions you are not eligible for the dues? 1. W hat are the components of Salary or Legal dues you are eligible for? Following are the components you are eligible for- Unpaid Salary - Monthly Unpaid Salary you worked for. Expenses or Allowance or Reimbursement -  Any expenses or allowance or reimbursement incurred during your employment. Such as Laptop Allowance, Travel Reimbursement, Mobile Allowance, Internet Allowance, etc. The amount will be actual or calculated on a Pro-Rata basis . Bonus -If your company is
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Impact of PF Contribution's Relief to Employers and Employees

In May'2020. Government has announced to reduce PF contribution's from 12% to 10% for both the Employees and Employers. It will be applicable only for 3 months. Employer contribution will be paid by Government. Whereas Employee contribution will be paid by Employee themselves.  Now, how it will increase your inhand salary.  Eg. 1st case- If your old PF Contribution was 1800(12% of 15000). Now it will be 1500(10% of 15000). So in hand salary will increase by 300.  [Note-If in the Appointment Letter or Offer Letter mention about Gross Salary. And there is nothing mentioned about Employer Contribution or the Salary break up is not in the form of CTC.] 2nd Case-If in the Appointment Letter or Offer Letter mention about CTC. And there is mentioned about Employer Contribution also. Then taking the same above example your in hand salary will increase by 600. To calculate the same as per government announcement. Goto PF Deduction Column of Salary Slip.  《{(Old PF amount / 12)*100}*10%》
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Government Support for Employees Regarding Salary Not been Paid for March'20 & April'20

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During this COVID-19 many Employees are not been paid salary for the month of March & April,2020. Government has provided the following mail id & phone number. Employees can directly connect with them and resolve their issue regarding salary if not paid or there is irrelevant deduction. For March'20 every employee should be paid 31 Days. Whether there was lock down from 23rd March,2020. For Reference click on this link- Lock Down Complaint Centre Details [Note-If your city is not mentioned kindly connect with capital of your state or nearby city.] Kindly give your feedback/suggestions/query in Comment Section below.   
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Full & Final Settlement of Employees - As per Various Labour Laws

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During this Covid-19 Many Employees are asked to resign and said that You will receive your FnF(Full and Final) as per company Norms. Now there are 3 things. What is the Company Norms and How it is defined?  When will I receive my payment? What all components includes in the FnF? There is no such Company Norms as per Labour Acts. As per Code of Wages Act, 2019. If employee is separated by any means such as Lay-off, Resignation, Termination, Death, etc. In that case Employer should pay the FnF within 2 working days.  So if the employee is separated by any reasons. The payment should be released within 2 working days. Or Maximum by 7th of Next month as per Payment of Wages Act.  Components which includes in Full and Final are as follows.  Salary till date. Marketing or Administrative Expense as per the Offer Letter. Such as Travel reimbursement, mobile allowance, etc as per usage or actual bill. Overtime Allowance -If Applicable  Statutory Bonus -If employee had wo
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Leave Policy for Sales Employees-As per Sales Promotion Employee Act, 1976

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LEAVE POLICY FOR SALES EMPLOY EE Definition:- Leave- The Permission obtained by an Employee from his/her Employer relieving him from duty. Applicablity All over Pan India                                                                                                                Industries comes under Sales Promotion Employees- Cosmetics, Soaps, Household Cleaners & Disinfectants. Readymade garments Soft Drink Manufacturing Industries Biscuit & Confectioneries Ayurvedic, Unani & Homeopathic Medicines Automobiles Surgical Instruments, Artificial Prosthesis & Diagnostics Electronics, Computer including accesories & Spares Electrical Appliances Paints & Varnishes Types of Leave  Casual Leave (CL) Sick Leave (SL) Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)  Maternity Leave Casual Leave (CL)- Minimum No. of Leaves provided in the beginning of Calendar year by an Establishment/Employer is 15.  Sick Leave (SL
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Maternity Leave Policy-As per Maternity Benefit Act,1961

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MATERNITY LEAVE POLICY Following are the Key Points of MATERNITY LEAVE POLICY Applicable to Pan India. Every establishment or organisation is eligible Every Woman Employee is applicable. To get Eligible for the Maternity Leave, Woman employee should work at least 160 Days with the organisation. Employee can take leave before 8 weeks of Expected Delivery. Employee has to give in writing an application regarding the Maternity Leave with Medical Certificates. Employee is eligible for 26 weeks of Maternity Leave. Employer can ask an Employee to work from Home. If it is feasible. During the Maternity Leave, Employee is eligible to get  Gross salary every month during the Leave Period. Maternity Leave is applicable till 2 Child Birth. References. https://labour.gov.in/sites/default/files/TheMaternityBenefitAct1961.pdf https://labour.gov.in/sites/default/files/Maternity%20Benefit%20Amendment%20Act%2C2017%20.pdf
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Leave Policy in Gujarat-State- As Per Gujarat Shop & Establishment Act-2019

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LEAVE POLICY IN GUJARAT Definition:- Leave- The Permission obtained by an Employee from his/her Employer relieving him from duty. Year- It means Calendar Year i.e January to December. Types of Leave  Casual Leave (CL) Sick Leave (SL) Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)  Maternity Leave Casual Leave (CL)- Minimum No. of Leaves provided in the beginning of Calendar year by an Establishment/Employer is 7.  Sick Leave (SL)- Minimum No. of Leaves provided in the beginning of Calendar year by an Establishment/Employer is 7. [Note-To avail more than 3 SL, Employee has to submit Medical Certificate] Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)- Minimum No. of Leaves provided in a year by an Establishment/Employer is calculated as for every 20 days of Employment, Employee is eligible for  1 Day Leave.  To get entitled Employee has to complete Continuous Employment of 240 Days in a year. PL shall be allowed in subsequent Calendar Year. Maternity Leave- M
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TDS - TAX DEDUCTED AT SOURCE By Employer- 2019-2020

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TDS Calculation 2019-2020 In Salary Slip, there is a deduction of TDS. But when asked about it from HR or Finance team. They replied, "It's the Tax which goes with Government."  Questions which most of the Employees' have are as follows- Income Tax should deduct in March. Then, why it is deducted monthly? We are not in Taxable Income. Then, why there is a deduction?  How should we claim the tax? To answer all above queries. We need to know following points- How Taxable Income is calculated? How much tax should be deducted every month and annually? How to reduce Tax deduction? Taxable Income- To calculate Taxable Income. We need to first know Gross Earning. Gross Earning includes Every Amount which is credited in your account in the form of Salary, Bonus, Incentive, etc. But not limited to reimbursement such as Travel-Reimbursement, Mobile Reimbursement, etc. Taxable Income = Gross Earning - Deduction/ Exemption. Deduction of Tax- T
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Leave Policy in Haryana State-As Per Haryana Shop & Establishment Act-1958

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LEAVE POLICY IN HARYANA Definition:- Leave- The Permission obtained by an Employee from his/her Employer relieving him from duty. Year- Means commencing on 1st day of April. Types of Leave  Casual Leave (CL) Sick Leave (SL) Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)  Maternity Leave Casual Leave (CL)- Minimum No. of Leaves provided in a year by an Establishment/Employer is 7.  Sick Leave (SL)- Minimum No. of Leaves provided in a year by an Establishment/Employer is 7. [Note-To avail more than 3 SL, Employee has to submit Medical Certificate] Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)- Minimum No. of Leaves provided in a year by an Establishment/Employer is calculated. For every 20 days of Employment, Employee is eligible for  1 Day Leave. [ Note-In calculating, Fraction of Half Day or more shall be treated as One Day's Leave and Fraction of less than half a day shall be ignored . ]   Maternity Leave- Minimum No. of Leaves provided in a year
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Leave Policy in Delhi-State- As Per Delhi Shop & Establishment Act-1954

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LEAVE POLICY IN DELHI Definition:- Leave- The Permission obtained by an Employee from his/her Employer relieving him from duty. Year- It means Calendar Year i.e January to December. Types of Leave  Casual Leave/ Sick Leave (CL/SL) Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)  Maternity Leave Casual Leave/ Sick Leave (CL/SL)- Minimum No. of Leaves provided in a year by an Establishment/Employer is 12. To get entitled of 1 Leave in a month  Employee has to complete Continuous Employment of 1 Month. [Note-To avail more than 3 SL, Employee has to submit Medical Certificate] Privilege Leave/ Paid Leave/ Earned Leave (PL/EL)- Minimum No. of Leaves provided in a year by an Establishment/Employer is 15. To get entitled of  5 Leaves in 4 months , Employee has to complete Continuous Employment of 4 Months. Maternity Leave- Minimum No. of Leaves provided in a year by an Establishment/Employer is 26 Weeks. To get entitled Female Employee has to complete Continuous E
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Self Update -Date of Exit in UAN Portal

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On 1 st Jan, 2020-New Update by EPFO regarding Date of Exit in UAN Portal. Employees can now SELF-UPDATE their DATE of Exit on UAN Portal. Benefits of SELF-UPDATE Employees don’t have to follow Employer or HR for Update the same. Employees can easily Withdraw or Merge the PF. Following are the steps to SELF-UPDATE your DATE of Exit on UAN Portal. LOG-IN your UAN Portal. Go-to MANAGE-Tab Under MANAGE-TAB select Mark Exit. (New Window will open). Go-to select Employment Select your Employer Select Date of Exit Re-select Date of Exit Select reason of Exit Enter AADHAR based OTP Select the “I have read the below points carefully.” Click on SUBMIT-Button. For feedback or query. Kindly comment below.
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New PF Contribution rules Impact on CTC and Net Salary

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After 1st Apr, 2019. Many Employee had received lesser Take Home Salary. When you asked with your HR they replied New PF Rules. Which is somewhere true. Some facts of New PF Rules. 1. Employees whose previous PF deduction was less than 1800 only those employees will be impacted. 2. Your Gross salary or Gross Earning can't be reduced. That you can compare from your Salary slip of March, 19 & April, 19. 3. Due to new rules your CTC will increase. Reason why this information shared now. Because many employers has not increased the CTC whereas they have reduced your Gross salary to match the rules. Your Gross salary can't be reduced in financial year. Due to lack of knowledge many employees are getting less salary approx ₹200 to ₹500. Hope this post may help you to get justified salary. 
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Glimpses of Code of Wages Act-2019-Chapter-IV BONUS-When and How Much you will receive?

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Key Features of Code of Wages Act are as follows. 1.        Eligibility to all Establishments having 20 or more persons are employed or were employed on any day during an accounting year. [Chapter- IV, Section41(2)] 2.        Establishments/ Employees excluded from the codes are a.        LIC of India b.       Seamen as defined in Merchant Shipping Act c.        Employees employed by Central or State Government or a Local Authority. d.       Employees employed by Universities or Educational Institutions. e.        Employees employed by Indian Red Cross Society. f.         Employees employed by Hospitals, Chamber of Commerce and social welfare. g.        Employees employed by Institution established not for purposes of profit. h.       Employees employed by Reserve Bank of India. [Chapter- IV, Section41(1)] 3.        Employee should be working at least 30 days to be eligible for Bonus. [Chapter- IV, Section26(1)] 4.        Establishment is exclu
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Glimpses of Code of Wages Act-2019-Chapter-II & III

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Glimpses of code of wages act-2019 Key Features of Code of Wages Act are as follows- 1.        No employer shall pay to any employee wages less than the minimum rate of wages notified by the appropriate Government. [Chapter- II , Section5] 2.        The appropriate Government shall review or revise minimum rates of wages ordinarily at an interval not exceeding five years. [Chapter- II , Section8(4)] 3.        The Central Government shall fix Floor Wage taking into account minimum living. [Chapter- II , Section9(1)] 4.        The employer shall pay or cause to be paid wages to the employees, engaged on— (i)              daily basis, at the end of the shift; (ii)             weekly basis, on the last working day of the week, that is to say, before the weekly holiday; (iii)           fortnightly basis, before the end of the second day after the end of the fortnight; (iv)            monthly basis, before the expiry of the seventh day of the succeeding mo
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Glimpses of Code of Wages Act-2019-Chapter-1

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Glimpses of code of wages act-2019 Four Act which were subsumed are as follows. 1.        Payment of Wages Act, 1936 2.        Minimum Wages Act, 1948 3.        Payment of Bonus Act,1965 4.        Equal Remuneration Act, 1976 Key Features of Code of Wages Act are as follows. 1.        Definition of Employee- "employee" means, any person (other than an apprentice engaged under the Apprentices Act, 1961), employed on wages by an establishment to do any skilled, semi-skilled or unskilled, manual, operational, supervisory, managerial, administrative, technical or clerical work for hire or reward , whether the terms of employment be express or implied, and also includes a person declared to be an employee by the appropriate Government, but does not include any member of the Armed Forces of the Union [Chapter-1, Section2(k)]. {Note- So Manager & Supervisor are also an employee according to new definition}   2.       Definition of Wages- "wages&q
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