This document outlines the compensation breakdown for an employee named Mr. X. It shows Mr. X's total compensation package (CTC) is Rs. 420,000, including a basic salary of Rs. 168,000. The remaining amount includes allowances for HRA, living, transport, leave travel, medical reimbursement, telephone, internet, professional development, and food coupons. The document also provides calculations for Mr. X's gross salary and net pay under different reimbursement and allowance scenarios.
This document outlines the compensation breakdown for an employee named Mr. X. It shows Mr. X's total compensation package (CTC) is Rs. 420,000, including a basic salary of Rs. 168,000. The remaining amount includes allowances for HRA, living, transport, leave travel, medical reimbursement, telephone, internet, professional development, and food coupons. The document also provides calculations for Mr. X's gross salary and net pay under different reimbursement and allowance scenarios.
Original Description:
Salary Breakup Pattern 1.
One kind of Compensation and Benefit Breakup.
This document outlines the compensation breakdown for an employee named Mr. X. It shows Mr. X's total compensation package (CTC) is Rs. 420,000, including a basic salary of Rs. 168,000. The remaining amount includes allowances for HRA, living, transport, leave travel, medical reimbursement, telephone, internet, professional development, and food coupons. The document also provides calculations for Mr. X's gross salary and net pay under different reimbursement and allowance scenarios.
This document outlines the compensation breakdown for an employee named Mr. X. It shows Mr. X's total compensation package (CTC) is Rs. 420,000, including a basic salary of Rs. 168,000. The remaining amount includes allowances for HRA, living, transport, leave travel, medical reimbursement, telephone, internet, professional development, and food coupons. The document also provides calculations for Mr. X's gross salary and net pay under different reimbursement and allowance scenarios.
