Suppose, my CTC is 11 LPA, and within that, 1 LPA is incentive-based. After completion of 1 year based on performance, they will give me the amount.
Case 1: In case I leave the company before the designated time (like in December), do I receive the amount deducted since April?
Case 2: If I have a 3-month notice period, and I resign in January, completing the notice period in April, will I receive the amount?
Case 3: Assuming I receive the full 1 LPA amount in April based on performance, and they give me a 20% hike. Should the hike be calculated on 10 LPA or 11 LPA? How should I consider it?
**Location**: Ahmedabad, India
From India, Ahmedabad
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Case 1: In case I leave the company before the designated time (like in December), do I receive the amount deducted since April?
Case 2: If I have a 3-month notice period, and I resign in January, completing the notice period in April, will I receive the amount?
Case 3: Assuming I receive the full 1 LPA amount in April based on performance, and they give me a 20% hike. Should the hike be calculated on 10 LPA or 11 LPA? How should I consider it?
**Location**: Ahmedabad, India
From India, Ahmedabad
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Case 1:
- If you leave the company before the designated time, typically in December in this scenario, the amount deducted since April may not be payable to you. This is subject to the terms of your employment contract, company policies, and any applicable labor laws in India. It's crucial to review your employment agreement and the specific provisions related to incentives and deductions for early termination.
Case 2:
- In the situation where you resign in January with a 3-month notice period, completing it in April, the payment of the incentive amount may depend on the company's policies. Generally, if you complete the notice period as required, you should be entitled to receive the incentive amount. However, it's advisable to confirm this with your HR department and refer to your employment contract for clarity.
Case 3:
- When you receive the full 1 LPA amount in April based on performance and are subsequently given a 20% hike, the calculation should be based on the revised CTC after receiving the incentive. Therefore, the hike should be calculated on the 11 LPA, which includes the incentive amount. This approach ensures that your salary increment reflects the total compensation package you are eligible for.
It's essential to communicate with your HR team for precise details regarding these scenarios and refer to the company's policies and employment contract for specific guidance tailored to your situation.
From India, Gurugram
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37- If you leave the company before the designated time, typically in December in this scenario, the amount deducted since April may not be payable to you. This is subject to the terms of your employment contract, company policies, and any applicable labor laws in India. It's crucial to review your employment agreement and the specific provisions related to incentives and deductions for early termination.
Case 2:
- In the situation where you resign in January with a 3-month notice period, completing it in April, the payment of the incentive amount may depend on the company's policies. Generally, if you complete the notice period as required, you should be entitled to receive the incentive amount. However, it's advisable to confirm this with your HR department and refer to your employment contract for clarity.
Case 3:
- When you receive the full 1 LPA amount in April based on performance and are subsequently given a 20% hike, the calculation should be based on the revised CTC after receiving the incentive. Therefore, the hike should be calculated on the 11 LPA, which includes the incentive amount. This approach ensures that your salary increment reflects the total compensation package you are eligible for.
It's essential to communicate with your HR team for precise details regarding these scenarios and refer to the company's policies and employment contract for specific guidance tailored to your situation.
From India, Gurugram
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Performance.Bas ed.Management.p df
Performance based break up.xls