Dear friend,
"CTC" is, as far as the employer is concerned, a cost-based projection of the overall expenses incurred by the employer per employee per annum. Therefore, as it stands, it has no legal status other than being an accounting tool.
However, when it is formally and officially used in salary negotiation for prospective appointees, there is a possibility of it being misunderstood as part of the offer. This may lead to disputed claims later in case of premature termination of contracts of employment. Therefore, great caution and care are required in drafting.
The components of monthly gross salary admissible to the post/job should be clearly mentioned first in the CTC. Following that, the participatory contribution part to the Statutory funds like EPFO, ESIC, etc., should be detailed. The percentage of the employee's contribution and the actual amount of deduction on this basis should be indicated.
If there is TDS for I.T, it should also be shown. The proportionate value of the monthly contribution to any gratuity fund should be mentioned with a rider that the claim for gratuity and the liability to pay would be strictly as per the Payment of Gratuity Act, 1972 only.
The statutory bonus or performance incentive admissible to the respective incumbent would be subject to the conditions mentioned in the respective Act or Rules applicable only. Other benefits like LTC, Medical reimbursement, etc., should be clearly mentioned with reference to the terms and conditions of such schemes.