Svsrana
Hr Head With Pmi
[email protected]
Hr Consultant
RSUDHAKAR
Sr Manager - Hr
Vikas Vasisht
Sr. Executive Hr
Rashmiramanath
Secretary-ir

hello namaskaram, employee being dismissed, is there any fixed period to settle his gratuity and total arears? can you pls. clarify regards rashmi
From India, Bangalore
Dear Friend, There is no fixed period as such, depends upon the policy of company to company. Regards, Vikas
From India, New Delhi
Dear Rashmi, First and foremost whether he has completed 5years of his service? Secondly, you can forfeit his gratuity on Dismissal ground. If he was dismissed on serious miscondut.
From India
shukla sir, the employee has completed ten years of service he was on long leave with request letters for extension of leave regards rashmi
From India, Bangalore
Hi,
Gratuity is payable within 30 days of cessation of service. If the amount is not paid the employee can claim it along with interest, by approaching the controlling officer.
As regards forgeiture of gratuity, there is an eloborate procedure to be followed, like giving a show cause and then deciding the amount to be forfeited on the merits of the case. In my view 'absenteeism' cannot be the ground for forfeiting ones claim for gratuity.
The link given by shri Peer Mohd Sardar will answer all your querries on the subject.
Cyril

From India, Nagpur
Hi
Kindly go through your company policies, and find out is there is any restrictions on number of leave days can be taken in a stretch
Also find out what is tbe basic requriement of his / her leave, accident or ill health or normal long absence
If it is ill helath , you can make them for medical checkup and terminate
or if it is long leave without valid reason, then reject his leave letter with comments from departments head and send it through register post and specify a date with short peroid of notice and asking the employee to repot to duty , if the employee does not report to duty then you begin the process of show cause notice, and further steps
Ensure what is the company policy on leave and ensure no other employee has been given such a long leave before.
If you show partiallity among employess and terminate them, they will approach Legal formalities, it will be head ache
You can terminate long absent employee, check company policy and precedences (if any)
Regards
R.Sudhakar

From India
does the employee have a good track record:
i think he ought to have a good record otherwise why would he be working there for the last 10 yrs.
leaves ?
if an employee has a genuine reason, then grant him leave..
it is easy to conjure up false evidence and fire anybody for that matter firing a manager is the easiest, however the first casualty would be lack of trust in mgmt amongst employees.
a personnel manager at a client site of mine once made a grave mistake: he issued a termination letter to an employee who had blackouts twice during the last few months.
the question is why did he have blackouts in the first place ?
ans: occupational hazard
surya

From India, Delhi
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