Partner - Risk Management
Sr.executive (per & Adm)
Sr. Executive Hr
Korgaonkar K A
There are legal provisions for that.
However, when you do that, you are definitely be kicked out by your job.
If that does not matter to you, then do everyone a good turn by forcing the company to give bonus.
Unless, of course, there is an Union that is going to support you when got the sack.
20th September 2014 From India, Mumbai
So you need to explain the Statutory Law to the management.
23rd September 2014 From India, Mumbai
You are working as a HR executive you must know the Provisions of payment of Bonus act and its applicability. You please go through the Act, study and get the knowledge and then seek your doubt. Dont expect any ready made answers for your query. It will be your duty to explain the applicability of payment of bonus to your establishment and try to enforce the laws. You please find out what is the reasons for refusal of payment of bonus. Whatever may be the reasons, your company is bound to give the bonus to all its employees subject to working for minimum 30 days in the financial year . Your ciompany make the provisions of payment of bonus in the company's balance sheet while filing the income tax. Accordingly your company should mai8ntain the Form A and Form B ie Set on and Set off and surplus amount. The payment of Bonus should be made inn Form C. The details of such payment should be furnished in Form D and to be submitted to the Labour Department.
In case your company refuse the payment of Bonus the matter to be referred to the Labour Department, if you have a registered Trade union which will be weightage. Approaching individual workers will lending into problems.
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
27th September 2014 From India, Bidar
Below given link may help you to understand the POB Act.
You being HR Asst., you are duty bound to advise your employer on prevailing labour laws, its' implementations and implications if not implemented. But you should have some knowledge on prevailing labour laws applicable to you.
29th September 2014 From India, Mumbai