Dear Sir/Madam, I have not received the 2015-16 year bonus so i have mailed to the hr to release my bonus but they are saying that you are the left employee so you cant get the bonus there after i said that you have to give the bonus to left employees as per bonus act, then they are saying that you have signed on the receipt of full and final settlement which is stating that all dues are clear so please suggest.
6th October 2017 From India, Mumbai

Labour Law & Hr Consultant
Srinath Sai Ram
Hr Manager
+1 Other

Bonus is a deferred statutory payment due to an employee based on his eligibility in terms of his salary and attendance during the Accounting Year for which bonus is to be declared and disbursed after the close of the year. Therefore, firstly, those employees leaving the organisation by normal termination of employment before the declaration and payment of bonus for the year during which they worked are also entitled to bonus on par with others remaining in service. It is immaterial whether they are in service or not when bonus is actually declared and paid. Secondly, the full-quit receipt tendered by the employee earlier at the time of full and final settlement can not include a statutory payment like bonus to be paid later subject to conditions laid down in a statute. Try to convince your HR and if it is futile make a complaint u/s 21 of the Payment of Bonus Act,1965 to the Appropriate Govt. for recovery of the amount of bonus due to you.
6th October 2017 From India, Salem
Dear Nilesh, Please reply to your HR Stating that Your F&F does not include Bonus under The payment of Bonus Act.Mere signing of "No Dues Certificate" will not bar an Employee from receiving Bonus to which Employee is entitled. As suggested by Umakanthan Sir, please initiate action immediately by taking up the matter with Labour Officer concerned
7th October 2017 From India, New Delhi
Thanks for suggestion, I have word with Hr but he is saying for some standing order and because of that bonus is payable as per company policy.
Yesterday From India, Mumbai
I think that the HR you mentioned seems to be addicted to the Corporate Mantra " the boss is always right'. That's why he refuses to distinguish between " Company Policy " and the "statutory right of an employee of that Company" and a provision of the Standing Orders of the Company and a provision of a Statute applicable to the Company and the particular employee covered by it. Better, follow my suggestion.
Today From India, Salem
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