Thomas Paine in his passage‚ "That which we obtain too easily‚ we esteem too lightly. It is dearness only which gives everything its value‚" embeds the illusion of attachment. Paine explicates the meaning and the importance of a symbol or object by the possession it upholds internally. Humans tend to appreciate a gift when the gift obtains some kind of significance to the person who is receiving. In Paine’s first section of this passage he states‚ "That which we obtain too easily..." Which serves
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half of that day: Provided further that if he is not given any such employment even after so presenting himself‚ he shall not be deemed to have been laid- off for the second half of the shift for the day and shall be entitled to full basic wages and dearness allowance for that part of the day;] Rights and Obligations Resulting from lay-off Layoff is not a right conferred upon the employer but an obligation that the unemployment is temporary in nature and in a reasonable time the laid off worker will
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Employees Provident Funds Act‚ 1952 Introduction As per preface to the Act‚ the EPF Act is enacted to provide for the institution of provident funds‚ pension fund and deposit lined insurance fund for employees in factories and other establishments. The Employees’ Provident Funds and Miscellaneous Provisions Act is a social security legislation to provide for provident fund‚ family pension and insurance to employees. Employee has to pay contribution towards the fund. The employee gets a lump
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Analyze the case given below and answer the questions in your own words analytically: SAS Pvt. Ltd is probably the least-well known major software company in India. The company makes statistical analysis software (hence the acronym SAS). And the company is growing very rapidly from 1900 employees five years ago‚ it now has 5400 employees. But SAS is not your typical software company. It is not your typical ‘anything’ company. At its headquarters‚ just outside Bangalore‚ there is a 36‚000 square-foot
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[pic] CONTENTS 1. Executive Summary 1 2. History of coal India 3 3. About C.M.P.D.I 4 4. Services offered by C.M.P.D.I 7 5. Wages and salary administration 16 6. Definition 17 7. Factors affecting wages and salary structure 18 8. Criteria for fixation of wages and salary 19 9. National Coal Wage Agreement Preamble 21 10. Wages and salary structure for non executive employees 23 11. Wages and salary structure for executive employees
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BAHRU SEMESTER JANUARI 2011 TABLE OF CONTENT Content Page Azko Nobel 3 AkzoNobel Values Akzo Nobel Vision 4 Interviewer details 5 Components of compensation Basic wages/Salaries 6 Dearness allowance 7 Incentives Bonus 7 Non-monetary benefits Commissions 8 Mixed plans 8 Fringe benefits Approaches of compensation management Evaluation Conclusion 9 Recommendation
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Q. 1 Prepare a generalized worksheet to produce a Pay Roll Statement for the month of March‚ 2009 with headings – Sl. No.‚ Name of Employee‚ Basic Pay‚ D.A(Dearness Allowance)‚ HRA (House Rent Allowance)‚ Gross Salary‚ PF (Provident Fund)‚ I.Tax and Net Salary from the following information: i) There are five employees- Mohan‚ Sohan‚ Raksha‚ Suraksha and Gautam with Basic Pay of Rs.12000‚ Rs.28000‚ Rs.18000‚ Rs.24000 and Rs.15000 respectively. ii) An employee is entitled to Basic Pay‚ D.A.‚ and
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Revision of Pay Scales of Teachers and equivalent cadre in Degree/ Diploma Level Technical Education as per AICTE Scheme (6th Pay Commission) Dr.Babasaheb Ambedkar Technological University‚ Lonere‚ University Departments‚ All University Affiliated Government and Non Government Aided Colleges & MSBTE affiliated Government and Non Government Aided Polytechnics conducting Professional Degree/Diploma Courses such as Engineering‚ Pharmacy‚ Architecture‚ Management etc.‚ GOVERNMENT OF MAHARASHTRA Higher
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MINIMUM WAGES ACT‚ 1948 Background A tripartite Committee Viz.‚ "The Committee on Fair Wage" was set up in 1948 to provide guidelines for wage structures in the country. The report of this Committee was a major landmark in the history of formulation of wage policy in India. Its recommendations set out the key concepts of the ’living wage’‚ "minimum wages” and "fair wage" besides setting out guidelines for wage fixation. Article 39 states that the State shall‚ in particular‚ direct its policy
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COMPENSATION MANAGEMENT ABSTRACT Compensation management highlights that communication is used by employers to deliver information about pay systems to employees. Although communication about pay systems is important‚ its effect on individual’s performance is vague when feelings of procedural justice are present in organizations. INTRODUCTION Human Resource is the most vital resource for any organization. It is responsible for each and every decision taken‚ each and every work done and each
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