Maternity Payment Comparison
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The document compares the current and new systems of maternity benefit in Bangladesh. Under the current system, employees receive 4 months of basic salary as benefit, with 50% paid in advance and 50% paid after returning from leave. Under the new system, there are 3 payment options and benefits are calculated based on average weekly wages over the past 3 months, resulting in higher total benefits than the current system. The document provides examples where two employees received significantly more under the new system compared to the current system.
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This document outlines instructions and guidelines for National Service (NS) personnel in Singapore to submit claims for make-up pay to compensate for loss of civilian income during NS training periods. It explains that NSmen can choose between three options to calculate average monthly income for the purpose of determining make-up pay amounts: based on income tax assessments, average of the past six months of self-employment income, or replacement costs incurred. The document also provides details on eligible and ineligible income components as well as certification requirements for employers of NSmen.
Lecture 10 Income from Salary.pptx third year law
This document discusses principles of taxation related to income from salary in India. It covers:
1) Key sections of the Income Tax Act (15-17) that deal with salary income and its chargeability. Salary includes payments from employer as well as some perquisites.
2) Common components of salary like basic pay, dearness allowance, bonuses, pensions, leave encashment and their tax treatment.
3) Exemptions available on leave encashment for government vs non-government employees.
4) Taxability of various allowances like HRA, entertainment allowance, academic allowance and conveyance allowance.
Pf act, 1952
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
Gratuity Act 1972
The Payment of Gratuity Act of 1972 provides that an employee is entitled to a gratuity payment upon completion of at least 5 years of continuous service with an employer. Gratuity is calculated as 15 days salary (based on last drawn monthly salary) for each completed year of service, subject to a maximum of Rs. 10 lakhs. The Act mandates compulsory insurance for companies with over 100 employees and requires nomination of beneficiaries. It also specifies a 30 day timeline for payment of gratuity and penalties for non-compliance, including interest charges and revenue recovery processes. Disputes regarding gratuity amounts or eligibility can be referred to controlling authorities.
Payroll Concepts
This document provides an overview of key payroll concepts including salary components, organizational structures, acts influencing payroll processing, provident fund and pension schemes, employee state insurance, income tax, bonus, gratuity, attendance tracking, types of leave, and important payroll records that must be maintained by employers. It discusses elements like basic salary, deductions, allowances, statutory contributions, forms and returns, eligibility criteria. The last section provides contact information for a payroll software demonstration.
Income from salary
Dr. P. Ravichandran has listed his academic and professional qualifications. He provides information on the different heads of income under the Income Tax Act, including salary, house property, business/profession, capital gains, and other sources. He notes that income is first computed under these heads and then adjustments are made for set-off losses before determining total income. The document then focuses on income from salary, providing details on what constitutes salary and allowable deductions. It discusses various forms of retirement benefits like leave encashment, gratuity, pension, and their tax treatment.
Compensation Practices in DPDC
- DPDC is a public electric distribution company in Bangladesh that provides electricity to Dhaka city and parts of Narayanganj. It has over 5,700 employees.
- The compensation package at DPDC includes basic salary, allowances for housing, medical, bonuses, and reimbursements. Employees also receive benefits like provident fund, gratuity, insurance coverage for major diseases and accidents.
- Salary structure has 16 grades with basic pay ranging from Tk 9,000 to Tk 175,000 depending on the designation. Basic pay saw increases between 66-76% in the recent revision.
- The compensation policy details payments made in cases of normal death, accidental death, suicide, and permanent disabilities due
BA 580 chap003 pension
This document discusses accounting for pensions and postretirement benefits. It covers:
1) Defined benefit and defined contribution pension plans, and how a company determines annual costs for each.
2) How a company determines the annual cost of a defined benefit pension plan using a three step process involving actuaries to calculate future benefits, present value, and period to spread costs.
3) Factors that impact pension expenses such as changes in discount rates, expected returns on assets, compensation growth rates, additional benefits granted, and changes to life expectancies or employee turnover assumptions.
Simplified payroll in myob
The document provides configuration steps for setting up payroll in MYOB accounting software. It outlines how to set up a new company file, fiscal year settings, payroll categories including wages, superannuation, entitlements, deductions, expenses and taxes. It also describes how to create an employee master record for an example employee, process two payroll runs making payments, and a third payroll run where the employee takes sick leave. The goal is to demonstrate the full payroll configuration and processing in MYOB.
Atal bimit yojna
The ESIC has launched the Atal Beemit Vyakti Kalyan Yojana (ABVKY) scheme to provide cash compensation of up to 90 days' worth of wages at 25% of the average daily earning rate to insured persons covered under the ESI Act who become unemployed, as long as they have contributed for at least 78 days in each of the past 4 periods and have 2 years of insured employment.
Gratuity Act,1972
The document discusses the Payment of Gratuity Act of 1972 in India. It defines gratuity as a lump sum reward paid by an employer to employees at the end of their employment after 5 continuous years of service. It outlines who is eligible for gratuity, how the amount is calculated at 15 days wages for each completed year of service up to Rs. 10 lakhs, exceptions for disability or death, obligations of employers to determine and pay gratuity within 30 days, and income tax exemptions on gratuity amounts. Recent amendments increased the maximum tax-free gratuity to Rs. 20 lakhs for government and private employees.
RA 9507
- The document provides account details for 141,402 accounts with accumulated arrears of at least 3 months as of a specified date.
- It outlines the terms and conditions for penalty condonation and updating of past due accounts under RA9507, including full payment, installment plans, and lump sum payment options.
- An example application for penalty condonation and updating is provided for a specific account, showing computations, payment monitoring tables, and interest/principal breakdowns.
Minimum wages act
The document discusses various Indian labor laws regarding minimum wages, bonus payments, provident funds, gratuity, and leave policies. It provides details on:
1) Minimum wage rates that were set in India in 1996, 1998, and 1999 based on recommendations to ensure a basic subsistence level.
2) Eligibility and calculation methods for bonus payments under the Bonus Act, such as a minimum bonus of 8.33% of wages for those earning up to Rs. 3,500 per month.
3) Employee and employer contribution rates and caps for provident funds under the Employees' Provident Fund Act.
4) Contribution rates of 1.75% of basic wages for the Employees'
Contract of employment
This document outlines the terms of a contract of employment between a company and an employee. It details the employee's job title and duties, commencement date, probationary period, hours of work, place of work, pay and benefits, expenses, holiday entitlement, sick leave policy, confidentiality, property ownership, restrictions on other employment, grievance procedures, company rules, disciplinary procedures, and termination notice requirements.
Taxation
The document discusses methods for computing different types of employee compensation under Philippine law, including:
1. Withholding tax computation using tax tables or cumulative/annualized methods.
2. 13th month pay computation as one month of the employee's basic salary prorated based on months worked in a calendar year.
3. Overtime pay computation by multiplying overtime hours worked beyond 8 hours by the overtime rate.
4. Separation pay computation based on factors like last salary, length of service, and reason for separation, with a minimum of one month's salary.
All about End of services Gratuity in Qatar.pdf
Gratuity is a mandatory payment by employers in Qatar to employees at the end of their service if they have worked for over one year. It is calculated as three weeks of the employee's basic salary for each year of service. The basic salary at the time of termination is used to calculate gratuity. Employees are eligible for gratuity as long as their service was not terminated for reasons specified in law such as gross misconduct. Unpaid leave periods do not count towards years of service for gratuity calculation. If an employee dies in service, gratuity must be paid to their court-appointed beneficiary.
Payment-of-wages-1936
The Payment of Wages Act regulates the payment of wages to certain classes of employees in industries. It aims to ensure regular and timely payment of wages in a particular form without any unauthorized deductions. The Act applies to employees earning less than Rs. 6,500 per month in factories, railways and other establishments notified by the State Government. It mandates that wages be paid within a certain time period and specifies the limited deductions that can be made from wages. Non-compliance can result in penalties and employees can raise claims regarding unauthorized deductions or delayed wages to the appointed authority.
Similar to Maternity Payment Comparison (20)
A CASE STUDY ON EPF INCENTIVE REFUND SCHEME - CONDUCTED BY NABARUN CHAKRABORT...
A CASE STUDY ON EPF INCENTIVE REFUND SCHEME - CONDUCTED BY NABARUN CHAKRABORT...
Maternity Payment Comparison
- 1. COMPARISON BETWEEN NEW SYSTEM AND OLD SYSTEM OF MATERNITY BENEFIT Prepared By: Tanbir Ahmed Asst. Manager – HRD Kenpark Bangladesh (Pvt.) Limited.
- 3. Net Paid as benefit = 10299 Name: A Card No.: 1111 Advance Payment Balance Payment Gross - 4194 (2009 salary) Basic – 2516 Gross - 4614 (2010 salary) Basic – 2768 Benefit = (2516/30)*120 = 10066 Benefit = (2516/30)*92 = 7716/- (2768/30)*28 = 2583/- Total = 10299/- 50% = (10066/2) = 5032/- Balance = (10299– 5032) = 5267/-
- 4. Net Paid as benefit = 7920/- Name: B Card No.: 2222 Advance Payment Balance Payment Gross - 3300 Basic – 1980 Gross - 3300 Basic – 1980 Benefit = (1980/30)*120 = 7920 Benefit = (1980/30)*120 = 7920 50% = (7920/2) = 3960/- Balance = (7920 – 3960) = 3960/-
- 6. As per sections 48 of the new labour code there is a provision of the payment in terms of daily, weekly or monthly, as and where applicable, average wages. The section also provides the formulae for the calculation of the aforesaid average wages as follows: DAW* or WAW** or MAW*** = The total amount received by the worker during the immediate preceding three months / Total actual working days during that period.
- 7. Net Paid as benefit = 24,208 Name: A Card No.: 1111 Went For Maternity Leave – 18/09/2009 Gross Salary – 4194/- Advance Payment Balance Payment June Net Paid – 6985/- July Net Paid – 6670/- Aug Net Paid – 6235/- Total = 19,890/- Total Working Day – (31+30+31) = 92 Per Week Average = (19890/92)*7 = 1513/- Benefit = 1513*8 weeks = 12,104 Balance Benefit = 1513*8 weeks = 12,104
- 8. Net Paid as benefit = 17,008 Name: B Card No.: 2222 Went For Maternity Leave – 26/07/2009 Gross Salary – 3300/- Advance Payment Balance Payment May Net Paid – 4810/- June Net Paid – 5050/- July Net Paid – 3965/- Total = 13825/- Total Working Day – (30+31+30) = 91 Per Week Average = (13825/91)*7 = 1063/- Benefit = 1063*8 weeks = 8504 Balance Benefit = 1063*8 weeks = 8504
- 9. Comparison Card No Current System New System Difference 1111 10,299/- 24,208/- 13909/- 2222 7920/- 17,008/- 9,088/-