Hi,

I have some queries on the Employee Welfare component in Salary, It is under reimbursement category and mentioned that i can claim for Car operating/Conveyance/Telephone Bill/Entertainment/Attire for self.

Now my queries are,
1) Do we need to submit bills for the claim?
2) What all things can be considered for Entertainment? Will it be Internet/Cable? Please list them all.
3) Will only the office attire considered under employee welfare? (I dont know yet if there is any dress code in the new company)
4) Is it taxable component?

Kindly let me know as to how i can claim maximum of the Employee Welfare component.

Thanks in advance for your replies/help.

Regards,
Nachiz Navin

Dear All,
A friend of mine who works for a private limited company in Cochin,has been issued a termination letter by the company in which he works.The reason given was"Non performance".The letter was sent on the last day of his probation period.
Even though the letter was being signed by the Director,my friend strongly feels that the director had taken this extreme step,not because of the reason given but its mainly because of internal politics within the company.He still has very high regard for his Director and says that this is because of the pressure given by certain anti social elements within the company.The termination was issued without any prior notice and there is no documentary evidence or reports that can support the reason mentioned.As there was no notice given,my friend is now totally stranded and jobless.
I would like to know the termination clause (as per the labour law),by which my friend can claim compensation.
Regards,
Nair.

HELLO,

Anybody interested in MBA Marketing internship or projects in PUNE can send me ur CV along with your project title,

I will send the further details.

Regards,
RAJU KUMAR

Hi,
I worked in a MNC bank for 1.5 years as a confirmed employee.
My performance was good and also received bonus during the global recession as per my performance and also got confirmed after 1 year of service.
After 1.5 years of service end of Dec I was asked to resign stating that your position is not funded by US and hence you have to resign or we shall terminate your employement.
I choose to resign and company asked my to resign with back dated letter which was 2.5 months back from the date of resignation.
I agreed to have to co-operate with them being confident of getting another job.
On the exit date, it was a smooth exit and I was given copy of exit letter signed by HR.
One mistake they did with my resignation acceptance letter was that they mentioend current date ( actual date on which I resigned) instead of 2.5 months back date.
After they releasied their mistake started calling me to return the letter bcos they were saving on my 2 months notice salary and year end bonus amount.
Later they started giving wrong feedback to my reference check calls and as such I remained unemployeed for 6 months.
They have not given my releiving letter, Form-16, full and final settlement account copy how ever they transfered some amount to my account (not sure how calculation was made).
I followed up with them to give my Form16 atleast but they are adament that till I return them the Resignation acceptance letter they will not give my Form 16 and releiving letter.
I was unable to file my ITR for AY 2010-2011 this year. I rasised the complaint with Income Tax Department about this and following up with RTI to get them procecuted.
PLease advice:
1. Since they have not issued my releiving letter and as such not releived me from my duties I’m assumed to be their employee and as such liable to get the full salary till I’m not released ?
2. I should get 2 month notice salary from actual date of resignation + year end bonus amount ?
3. Since they pressurised me to resigned from back date and date on resignation letter was forces to changed from Dec to Oct are they liable to be procecuted in any criminal IPC ? If yes what ? 406 IPC ?
4. WHat is the process of recovery of my 6 months salary + notice salary + harassment ?
Please advice.

thanks,
chetan

helloo frens,
im deepthi…i have cmpltd mba (hr& mktg) in 2004.. and i have 1 yr of banking service n 1 year of hr recruiter exp…im free from past 3 years..now i want to do SAP HR course..Is it a right thought?? how will be the opportunities after doing this.are there any good institutions in VIShakapatnam for this…plzzz suggest me on this..

I don’t Know How to fill of pf Challan in A/c1 wages amount, A/c 10 Wage amount and A/c 21 of Amount in pf challan

so kindly Help me,

thanks

Rakesh Ranjan
+919351222775

Dear Sir,

We are a PSU & implementing the "Rajeev Gandhi Grameen Vidhuti Karan yojna" (RGGVY) in a district of MP on behalft of MPSEB (Principal Employer) through an hyderabad based Agency on turnkey contract basis.

We have awarded two contracts for the work. One is Supply contract (74 Cr) & Erection contract (14 Cr). My question is that Welfare Cess is to be paid in 1% of which value?

1. Erection (Works) contract value (i.e. 14 lacs) or
2. Total Amount of Contract value. i.e. (88 Lacs)?

Both contract are entirely seperate but contributes to the same project/ work.

Kindly advise.

Regards

Dipak Rathod
Dy. Manager (Projects),
NESCL.

hi,
i want to complite LLB through dintance learning and practice in court.can
any one suggest the name of institute for this purpose?my coalification is "10+2".

I have blogged earlier about Daniel Pink’s thoughts on what motivates us – as well as the view by an expert that performance reviews should be scrapped. Now Australian software firm Atlassian, inspired by @danielpink is taking a public step to doing something about it. Check the announcement below:

Atlassian’s Big Experiment with Performance Reviews

For years, Atlassian’s performance review model was in line with ‘HR Best Practice’. Twice a year, people would review themselves and their peers via 360-degree reviews. Managers would review their team members and determine their final performance rating on a simple 5-point scale that determined their bonus. I believe it’s a similar model to that of many other tech companies like Google and Salesforce.

So, what was the problem? In short, twice a year the model did exactly the opposite to what we wanted to accomplish. Instead of an inspiring discussion about how to enhance people’s performance, the reviews caused disruptions, anxiety and de-motivated team members and managers. Also, even though our model was extremely lean and simple, the time investment was significant.
The Trial
For 12 months, we will trial a new review methodology. We’ll make iterative improvements along the way. What’s more, we’ll blog everything ? here

Here are the outlines of the trial:

We’ll replace the traditional performance review structure with a more lightweight, continuous model.

We’ll incorporate the constructive aspects of reviews in the existing one-on-one meetings. Atlassian managers already have weekly one-on-ones with their team members. Now, every month, one of these meetings is dedicated to a discussion on how the person can enhance their own performance and play to their strengths.

We’ll provide managers with a conversation guide to help them structure these one-on-ones.

We’ll remove the distribution curve.

We’ll stop paying individual performance bonuses. Instead, we’ll give everyone a salary bump (similar to Netflix’s approach, paying top market salaries rather than bonuses).

Every six months, managers and team members use a one-on-one catch up to discuss their performance and how often they have challenged themselves in the last six months. Unlike in traditional performance reviews, there will be no requirements to write lengthy written assessments in preparation for the catch up

At the beginning of each six month period, we’d like everyone to focus on some personal areas where they can challenge themselves either by capitalising on activities they already love or by improving a weakness.

The Impact

This will mean that employees will have more regular chats with their managers about how they’d like to work, not just about everyday tasks. Also, managers won’t have to spend hours on thinking back and recording people’s past performance during lengthy performance review cycles.

You can follow the process here. They will share their journey publicly.

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Hi,

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