To

Sub: Purchase order for engine oil

Sir,
To, Date:-28/04/2010
Manager
State Bank of India
Kalamboli
Navi Mumbai

Sub : Issue New Cheque Book

Dear Sir,

We inform to you our account no-30914201811 in the name of M/s Credence Logistics Ltd.
kindly issue new cheque book of 100 pages as soon as possible.

Regards
A Basic Guide to Payroll Processing
This article covers some of the basic steps involved in payroll processing. The
different pay types, calculations and situations that affect payroll are explained. Payroll
processing is a very detailed task; one that can take years of practicing to master.
Anyone with the desire to learn about payroll must first learn how to process payroll.

Payroll Processing Date

Determine the payroll processing date. For example, if the payroll is weekly, process
the payroll at least two days before the actual pay date. This allows adequate time for
direct deposit transactions and check printing.

Payroll Processing--Hourly Employees

Calculate hours stated on timesheets. Hourly employees are often required to

complete a timesheet, which the employee and her manager/supervisor must sign. If
not, it is invalid, and should be returned to the appropriate parties for signatures.

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Pay all regular, vacation and sick/personal time at regular pay. For example, an
employee’s pay rate is $10/hour. If she has 32 regular hours and 8 vacation hours for
the week, calculate as follows:

32 regular x $10 = $320

8 vacation x $10 = $80

Total gross pay = $400

Read on

• Changing Payroll Service and Options

• Payroll Job Duties
• Adding Hours on Payroll

Payroll Processing--Salaried Employees

Upon each payroll processing, a salaried employee’s pay will typically remain the
same. Salaried employees are usually executives, managers/supervisors and other
professionals. They are entitled to a full day’s pay even if they work a half a day.
However, if the salaried employee has used up all her sick days, the employer can
dock her pay for excess days taken. The salaried employee’s pay should only reflect a
change if she has had a pay adjustment.

Payroll Processing--New Hires

Pay hourly new hires for hours worked depending on the start date and pay
frequency. For example, the employee started two weeks before the payroll cut-off
date; however, the company pays biweekly (every two weeks). Most likely, the hourly
employee’s first check will reflect one week’s pay, or he will have to wait three weeks
to receive his first full check.

Pay salaried employees according to the start date. If the salaried employee started
during the pay cycle, prorate his pay. He should be paid from his start date through to
the payroll cut off date.

Payroll Processing--Terminations

Pay hourly employees for all hours worked either immediately or during the next
payroll processing.

Pay salaried employees for days worked during the payroll cycle. Depending on his
termination date, his pay may be prorated. For example, if he terminates on Tuesday
but the pay cycle ends on the upcoming Friday, pay him from the start of the pay cycle
through Tuesday. Therefore, his check would be short by three days.

Payroll Processing Tips

Double-check all wages to be paid before closing the payroll. When utilizing a
computerized payroll processing system, run reports to ensure that all taxes and other
deductions are properly calculated.

Try to fix errors on the next payroll run. However, in emergency situations, such as
employee replacement checks, make manual adjustments immediately if necessary.

Read more at Suite101: How to Process Payroll: A Basic Guide to Payroll Processing
http://www.suite101.com/content/how-to-process-payroll-a145896#ixzz0zaU0PChG

An explanation of how to include hours when processing payroll.

Payroll involves paying employees for hours worked within a specific pay period.
Generally, employees are paid weekly, biweekly or semi-monthly. Salaried employees
are usually paid a set wage each pay date but hourly employees are paid based on
hours worked. Sometimes, while processing the current payroll, the employer may
have to add hours from a prior pay period. Depending on the circumstance, it is
possible to add hours on the payroll.
Adding Hours on Payroll–Prior Pay Period

Add hours so it falls in a prior pay period. For instance, say the employee was shorted
some hours on her last paycheck, which happens to fall in the prior quarter or year.
Make the adjustment in the actual pay period that the addition relates to. This way it
will show in the employee’s earnings history for the appropriate quarter or year. Note
that most states require quarterly wage reporting. To ensure accurate wage reporting,
make the addition in the correct quarter.

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If the employer has already done his annual reporting to the government, he will
have to amend them to reflect the addition. For example, say the addition is for 10
hours and results in an increase of $150 to the employee’s pay for the entire year.
This additional $150 needs to be included in the employee’s earnings and in the
employer’s tax reporting for that year.

Adding Hours on Payroll–Present Pay Period

Include the hours in the current pay period. Use this method if the addition does not
affect the employee’s taxes or the employer’s wage reporting. While processing the
present payroll, simply add the hours to the employee’s current hours. For instance,
say the addition is for hours due from a prior pay period, which happens to be in the
same quarter as the present pay period. Making the addition in the current pay period
will not affect the employee’s taxes since both pay periods are in the same quarter.

Read on

• How to Figure Taxes Withheld

• How to Process Payroll
• How to Calculate Taxes Withheld from a Paycheck

If the addition is for hours relating to the present pay period, simply add the hours to
the current pay period. For instance, say the payroll person has already entered the
hours to be paid but then realizes that he entered fewer hours than the employee’s
time card indicates. All he has to do is go to the employee’s record and add the hours.
As long as the payroll for the current pay period is still open, he may add hours
relating to the present pay period.

Tip for Adding Hours on Payroll

After making additions for a prior year in the appropriate pay period, issue the
employee a corrected W2 (W2-C) to reflect the addition. File the W2-C with the Social
Security Administration. If the employee has already filed his taxes, he needs to use
the W2-C to file an amended tax return.

Read more at Suite101: Adding Hours on Payroll

http://www.suite101.com/content/adding-hours-on-payroll-a234242#ixzz0zaUy42ph

How to Figure Taxes Withheld

Determining Federal, State and FICA Withholding
Along with paying employees accurately and in a timely fashion, an employer is
required by law to withhold payroll taxes from their paychecks. The employee’s
income is subject to federal income tax, state income tax, (if applicable), and Social
Security and Medicare (FICA) taxes. The employee’s pay stub should state the type
and the current and year-to-date amount of taxes withheld. If he is unfamiliar with how
taxes are withheld, he can become confused when computing them.

Figuring Federal Income Taxes Withheld

The employee’s federal income tax withheld is based on his W-4 information (filing
status and allowances) and the IRS withholding tax tables. His federal income tax
amount also depends on his income bracket and his pay frequency such as weekly,
biweekly or semimonthly.

For example, say his filing status is single, he has two withholding allowances and his
weekly pay is $500. Based on the IRS Withholding Tables for 2010, one withholding
allowance for a weekly employee is $70.19. Since he is claiming two withholding
allowances, multiply 70.19 by 2, which equals 140.38. Subtract $140.38 from $500 to
arrive at the amount subject to withholding: $359.62. The amount of tax to withhold is
$32.34 (amount in excess of $200 is $159.62 x 15 percent = $23.94 + 8.40–see pg.
39 of 2010 IRS Withholding Tables–= $32.34).

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Figuring State Taxes Withheld

The employee can check with his state’s Department of Revenue to determine if he
should be charged an income tax. A few states such as Florida and South Dakota do
not charge income tax. He should ensure it is not being deducted from his paycheck if
this is the case.
State income tax rates vary by state. The employee’s state income tax withheld is
based on his number of allowances, filing status, taxable income and the state
withholding tax table. There is no one rule governing the tax withholding for all states.

Figuring Social Security Taxes Withheld

Social Security taxes withheld are based on 6.2% of the employee’s wages earned up
to the maximum yearly limit: $106,800 for 2009 and 2010. For instance, if his biweekly
paycheck is $900, calculate as follows to determine the amount deducted for that
specific pay period:

Read on

• Employee Paycheck Withholding

• How to Calculate 2009 Withholding Taxes
• How to Calculate Ohio's Tax Withholding

$900 x 6.2% = $55.80 (social security tax amount). Once he has earned the limit for
the year, the deduction ceases until the next year.

Figuring Medicare Taxes Withheld

Medicare taxes withheld are based on 1.45% of the employee’s income. There is no
wage limit for Medicare taxes. The withholding continues throughout each year
regardless of how much he has earned. Using the details from the example in Step 3,
calculate as follows:

$900 x 1.45% = $13.05 (Medicare tax amount).

Consulting with Payroll on Taxes Withheld

The employee can check with his payroll department if he can't calculate the taxes
withheld on his own. They can access an abundance of payroll information, including
his state income tax rate, and show him how they arrived at their computations.

Read more at Suite101: How to Figure Taxes Withheld: Determining Federal, State
and FICA Withholding http://www.suite101.com/content/how-to-figure-taxes-withheld-
a184480#ixzz0zaVD7VNa

Payroll 101

As an employer, you have specific payroll responsibilities that are required by government agencies.
These agencies can be federal, state or local. Some of these responsibilities include, but are not limited
to, withholding amounts from your employees' compensation to cover income tax, social security,
Medicare, and other payments. This section is designed to help familiarize you with the basic concepts
of payroll management and introduce options to help make the process easier. Consult with a tax
professional or accountant to address all of your business' specific needs.

What is Payroll?

Payroll is the total amount of money paid by a business to its employees over a set amount of time.

What Are Payroll Taxes?

Any tax levied by a government agency on employees' wages, tips, and other compensation. The
amounts withheld by employers from employees' pay for federal income, social security, and Medicare
taxes are considered as trust fund taxes. They are referred to as trust fund taxes because the money is
held in a special trust fund for the U.S. government. Amounts withheld for state and local income taxes
are held in trust for the state or local government.

Your Responsibilities

Reporting and depositing payroll taxes to the appropriate agency in an accurate and timely manner is
vital to your business. Late or inaccurate deposits may result in penalties and interest charges. These
complex payroll tax requirements may seem intimidating but by learning a few simple concepts, you will
be able to understand your payroll responsibilities and choose the best method for meeting them.

Payroll Management Overview

Payroll Management generally includes activities in two major areas, Payroll Accounting and Payroll
Administration.

• Payroll Accounting consists of: 1) calculating the earnings of employees and the related
withholding for taxes and other deductions, 2) recording the results of payroll activities, and 3)
preparing required tax returns. The definition includes the task of reporting the results of payroll
activities to the federal, state and local tax agencies.
• Payroll Administration deals with the managerial aspects of maintaining a payroll, many of
which are distinct from the accounting aspect of payroll. Payroll administration includes:
o Managing employee personnel and payroll information
o Compliance with federal, state and local employment laws

Understanding Payroll Management

There are several basic principles to good payroll management.

Generally Accepted Accounting Principles

Generally Accepted Accounting Principles represent the accounting standards that a payroll accountant
must follow. These standards play a major role in how the payroll professional accounts for business
and payroll transactions.

Internal Revenue Service (IRS) Requirements and Penalties

Employers must comply with a number of employment tax rules and procedures contained in the
Internal Revenue Code (IRC). The IRC addresses the following issues:

• Determining whether the federal tax coverage rules apply.

• Computing an employee's taxable wages.
• Calculating the amount of employment taxes to be withheld and paid by the employer.
• Depositing the correct amount of employment taxes with the government.
• Filing employment tax returns.

Your Responsibilities

Reporting and depositing payroll taxes to the appropriate agency in an accurate and timely manner is
vital to your business. Late or inaccurate deposits may result in penalties and interest charges. These
complex payroll tax requirements may seem intimidating but by learning a few simple concepts, you will
be able to understand your payroll responsibilities and choose the best method for meeting them.

• Payroll Management Overview

• Payroll Management Options
• Hiring Your First Employee
• Employers who fail to comply with these requirements may be subject to civil and/or criminal
tax penalties.

State and Local Requirements

Most of the 50 states require that state income taxes be withheld on employee earnings in the state in
which they work. States which do not have state income tax are:

• Alaska
• Florida
• Nevada
• New Hampshire
• South Dakota
• Tennessee
• Texas
• Washington
• Wyoming

Calculating and reporting tax withholding amounts requires familiarity with the laws of the state(s) in
which your company operates. Check with your state for exact withholding requirements.

Some local entities (city, county, parrish or school district) also have withholding and reporting
requirements. Like the states, most local entities that require reporting and withholding have patterned
their laws after federal tax codes.

Avoiding Common Pitfalls

Whether you calculate your payroll yourself, have it done by an accountant, or use an outside service,
federal and state laws dictate that reporting and payment of all payroll taxes are the employer's
responsibility. Timeliness and accuracy are of utmost importance, so the method you choose for doing
payroll is a vital business decision. Reliable software will help you make accurate calculations, but you
still have to ensure that deposits are made on time. A reputable payroll service will generally make
deposits for you and will share your liability for penalties if errors occur

Hiring your first employee:

Step-by-Step Guide

As your small business becomes successful, you may need to consider hiring one or more employees,
and taking on the responsibilities of payroll tax withholding and reporting.
Hiring an employee is fairly straightforward. However, if you're unfamiliar with the process and
applicable laws, you may find yourself subject to significant monetary penalties.

Below are the steps to follow when hiring your first employee:

Determining the Cost of Your Employee

Every hiring decision balances the benefits to your company in terms of increased capabilities, with the
costs of salary, benefits and payroll taxes for each employee. If you're ready to hire an employee, you
have already identified the benefits, but to make a practical business decision, you need to know
exactly how much it will cost to pay the employee's wages and benefits, as well as associated payroll
taxes. Depending on your state and local laws, payroll taxes can add for 20% or more to the total cost
of hiring an employee.

Filing Paperwork

As soon as you have reached an agreement on pay and hired a new employee, there are several forms
that need to be filed with the federal and, in many cases, state governments. Each new employee must
complete a W-4 form. The information on the W-4 form is the basis for calculating the amount of
withholding for that employee. Employers do not need to send a copy of the W-4 to the IRS. However,
employers may be directed (in a written notice or in future published guidance) to send certain Forms
W-4 to the IRS. The IRS also will be reviewing employee withholding compliance and you may be
required to withhold income tax at a higher rate if notified to do so by the IRS.

Required Deposits

It is the employer's responsibility to remit trust fund taxes to the appropriate taxing agencies. Two key
components of this responsibility are accuracy in the dollar amounts of the deposits and timeliness in
making these deposits.

Money withheld from employees' paychecks should be deposited in an account separate from the
account(s) that the business uses for day-to-day operations.

Tax deposits must be made according to the IRS timetable. If an employer does not follow this
timetable, the employer may be subject to penalties and interest for making late payroll tax deposits.
The IRS does not treat the matter of late payroll tax deposits lightly, given that the employer is a trustee
of these employee taxes.

The deposit schedule for federal payroll taxes is either semi-weekly or monthly depending on the size of
the employer's total tax liability. The size of an employer's payroll tax liability is based on the total
amount of payroll taxes paid during the lookback period.

If you are a Form 941 filer, your deposit schedule for a calendar year is determined from the total taxes
(that is, not reduced by any advance EIC payments) reported on line 8 of your Forms 941 in a four-
quarter lookback period. The lookback period begins July 1 of the second preceding year and ends
June 30 of the previous year. If you reported $50,000 or less of taxes for the lookback period, you are a
monthly schedule depositor; if you reported more than $50,000, you are a semiweekly schedule
depositor.

If you are a Form 944 filer, your deposit schedule for a calendar year is determined from the total taxes
(that is, not reduced by any advance EIC payments) reported on line 8 of your Form 941 for all four
quarters of the second preceding calendar year.

If you are a Form 945 filer, your deposit schedule for a calendar year is determined from the total taxes
reported on line 4 of your Form 945 for the second preceding calendar year.
The following worksheet can be used to calculate deposit requirements for the year 2001. Please note
that each year the lookback period changes for determining a company's deposit schedule.

Monthly Depositor:
 If the total tax liability is $50,000 or less for the lookback period
 New Employer whose tax liability for any quarter in the lookback period before starting or acquiring
the business is considered zero.

Semiweekly Depositor:
 If the total tax liability is greater than $50,000 for the lookback period
 You have processed a payroll that incurred an accumulated tax liability of $100,000 on any day.
Other situations may impact the frequency in which employers must file their payroll taxes. For
example, whenever an employer has accumulated withholding of $100,000 or more on any one day
during a deposit period, the full amount must be deposited by the close of business on the next banking
day. This requirement applies whether you are a monthly or semiweekly depositor. The employer is
also then required to follow a semiweekly deposit schedule for the remainder of the year and for the
following calendar year. For more information about special deposit requirements, consult the IRS Pub
15.

Record Keeping

Federal and some state laws require that employers keep certain records for specified periods of time.
With regard to payroll, the W-4 form (on which employees indicate their tax withholding status) must be
kept on file for all active employees and for four years after an employee is terminated.

Filing and Reporting Requirements

In addition to depositing money withheld from employees' pay and transmitting it to federal, state and
local governments, payroll tax amounts must be reported to the appropriate agencies. The employer
must report the earnings and withholding of each employee, payments made to contract workers, total
withholding amounts and other information. As with payments and deposits, there are penalties for late
or incorrect reporting

:
 • Payroll Administration Includes
• Maintaining master data base of all employees.
• Entering attendance data, Leaves, Overtime, Monthly Reimbursements,
and changes in salary if any.
• Maintaining Masters towards recovery of Loans as deduction from monthly
salary.
• Calculations and deductions of Correct Tax Deducted at Source from the
salaries of Employees.
• Processing of HR and Pay particulars for new joinees from offer letter.
• Preparation and Processing of payroll.
• Salary output and variance statement to be verified and authorized.
• Disbursements of salary to employees via power pay accounts.
• Distribution of Pay slips to employees.
• Downloading the payroll data to Finance for making necessary entries in books of accounts.
• Submission of PF, ESI, TDS, Professional Tax advice to Finance Department to make necessary
cheque for deposit of the same to the credit of central Government, and other relevant details in
case of PF for complying with PF monthly formalities.
• Preparation of full and final settlement of employees and settlement of the same based on the
company policies.

Quaterly Activities

Quarterly filling of TDS Returns in Form 24 Q for the group.

Half Yearly Activities

Conduct half yearly audit of complete payroll process to ensure correct data processing and compliance of
company’s policies and procedures by a team of chartered accountants and other qualified staff not
involved in the day-to-day processing of salary.

Annual Activities
 • Updation of annual compensations and benefits review of the all the employees.
• Forwarding of Declarations and incorporating the same in calculating TDS on salaries.
• Verifications of proof of investments in tax saving schemes as declared by the employees in the
declaration forms and incorporating the same in the master files of employees.
• Preparation of Form 16 and Dispatch the same to the concern employees

Output Generated

We generate the following outputs :

• Payroll Summary
• Monthly Variance Reports
• Pay Slips
• Statement of Tax Deducted
• Statement of Advances Deducted
• Other Deduction
• TDS Challan on a Monthly Basis
• FORM 16

octavious
Senior Member
Super Moderator
Complete Details on Payroll, Salary & Compensation
Hello,

I am sharing Complete Details on Payroll, Salary & Compensation that I have

collected through various sources

This result is efforts of many people who have used their expertise, time & hard work
to explain the concept of compensation as simple as possible

Thank You
Octavious

For various links to my posts, kindly visit the links provide herein below

Major HR Links

Payroll Management

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 and every result.
Employees should be managed properly and motivated by providing best
remuneration and compensation as per the industry standards. The lucrative
compensation will also serve the need for attracting and retaining the best
employees.

Compensation is the remuneration received by an employee in return for his/her

contribution to the organization. It is an organized practice that involves balancing
the work-employee relation by providing monetary and non-monetary benefits to
employees. Compensation is an integral part of human resource management which
helps in motivating the employees and improving organizational effectiveness.

Components of Compensation System

Compensation systems are designed keeping in minds the strategic goals and
business objectives. Compensation system is designed on the basis of certain factors
after analyzing the job work and responsibilities. Components of a compensation
system are as follows:

Types of Compensation

Compensation provided to employees can direct in the form of monetary benefits

and/or indirect in the form of non-monetary benefits known as perks, time off, etc.
Compensation does not include only salary but it is the sum total of all rewards and
allowances provided to the employees in return for their services. If the compensation
offered is effectively managed, it contributes to high organizational productivity.

Direct Compensation
Direct compensation refers to monetary benefits offered and provided to
employees in return of the services they provide to the organization. The
monetary benefits include basic salary, house rent allowance, conveyance,
leave travel allowance, medical reimbursements, special allowances, bonus,
Pf/Gratuity, etc. They are given at a regular interval at a definite time.

Indirect Compensation
Indirect compensation refers to non-monetary benefits offered and provided
to employees in lieu of the services provided by them to the organization.
They include Leave Policy, Overtime Policy, Car policy, Hospitalization,
Insurance, Leave travel Assistance Limits, Retirement Benefits, Holiday
Homes.
 Need of Compensation Management

• A good compensation package is important to motivate the employees to

increase the organizational productivity.
• Unless compensation is provided no one will come and work for the
organization. Thus, compensation helps in running an organization effectively
and accomplishing its goals.
• Salary is just a part of the compensation system, the employees have other
psychological and self-actualization needs to fulfill. Thus, compensation serves
the purpose.
• The most competitive compensation will help the organization to attract and
sustain the best talent. The compensation package should be as per industry
standards.

Strategic Compensation

Strategic compensation is determining and providing the compensation packages to

the employees that are aligned with the business goals and objectives. In today’s
competitive scenario organizations have to take special measures regarding
compensation of the employees so that the organizations retain the valuable
employees. The compensation systems have changed from traditional ones to
strategic compensation systems.

Evolution Of Compensation

Today’s compensation systems have come from a long way. With the changing
organizational structures workers’ need and compensation systems have also been
changing. From the bureaucratic organizations to the participative organizations,
employees have started asking for their rights and appropriate compensations. The
higher education standards and higher skills required for the jobs have made the
organizations provide competitive compensations to their employees.

Compensation strategy is derived from the business strategy. The business goals and
objectives are aligned with the HR strategies. Then the compensation committee or
the concerned authority formulates the compensation strategy. It depends on both
internal and external factors as well as the life cycle of an organization.

Evolution of Strategic Compensation

Traditional Compensation Systems

In the traditional organizational structures, employees were expected to work hard

and obey the bosses’ orders. In return they were provided with job security, salary
increments and promotions annually. The salary was determined on the basis of the
job work and the years of experience the employee is holding. Some of the
organizations provided for retirement benefits such as, pension plans, for the
employees. It was assumed that humans work for money, there was no space for
other psychological and social needs of workers.

Change in Compensation Systems

With the behavioral science theories and evolution of labour and trade unions,
employees started asking for their rights. Maslow brought in the need hierarchy for
the rights of the employees. He stated that employees do not work only for money
but there are other needs too which they want to satisfy from there job, i.e. social
needs, psychological needs, safety needs, self-actualization, etc. Now the employees
were being treated as human resource.

Their performance was being measured and appraised based on the organizational
and individual performance. Competition among employees existed. Employees were
expected to work hard to have the job security. The compensation system was
designed on the basis of job work and related proficiency of the employee.

Today’s Modern Compensation Systems

Today the compensation systems are designed aligned to the business goals and
strategies. The employees are expected to work and take their own decisions.
Authority is being delegated. Employees feel secured and valued in the organization.
Organizations offer monetary and non-monetary benefits to attract and retain the
best talents in the competitive environment. Some of the benefits are special
allowances like mobile, company’s vehicle; House rent allowances; statutory leaves,
etc.
Payroll Management Process

Calculation of gross salaries and deductible amounts is a tedious task which involves
risk. Some of the organizations use the traditional manual method of payroll
processing and some go for the advanced payroll processing software. An
organization opts for any of the following payroll processing methods available

Manual System

Manual payroll system is the traditional payroll system which involves pen and ink,
adding machine, spreadsheet, etc instead of computers, software and other
computerized aids. The process was very popular when there were no computerized
means for payroll processing.

Now-a-days it is only few small scale organizations in the remote areas that use the
manual payroll. Sometimes the construction industry and manufacturing industry also
use the manual payroll systems for the contractual labour, as theses contracts are on
daily/weekly basis.
There is full control in the hands of owner. But the process is tedious, time consuming
and risky as it is more prone to errors.

Accountant
Accountant is a professional having a degree/diploma course in finance/accountancy.
He/she is responsible for all the activities related to payroll accounting. He/she has
the sound knowledge of accounting principles and globally accepted standards.
The process adds costs to the organization. It involves paying someone who is
responsible for calculating the salaries of others. The financial control regarding salary
goes in the hand of accountant.

Payroll Software

In today’s computerized environment, payroll system has also developed itself into
automated software that performs every action needed by the payroll process. It
helps in calculating the payable amounts and deductions very easily. It also helps in
generating the pay slips in lesser time. Automated calculations result in no errors.
Data is validated automatically by the software.
It needs professionals to make use of the software for its efficient working.

Payroll Outsourcing

Payroll outsourcing involves a third party (an outsourcing company) in the

calculations of salaries and deductions. The outsourcing organization is responsible
for all the activities of the payroll accounting. It saves time and cost for the
organization. If there is more number of employees (say more than 900-1000) in the
organization, payroll outsourcing would be very much beneficial.

The data is provided to the consultants/outsourcing firms. The various payroll

functions undertaken by the outsourcing organizations are as follows:

Date 16-09-2010
v

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Mr. MAJU JOSEPH is working as a Staff Nurse in ENDOSCOPY
Department from 15th January to till date., Continuing.
During that period he was found sincere and honesty towards his profession with very good
conduct and character.
We wish him the bright future.

Sr. RAJI JIJU

Incharge of the department