Dear Friend,
Here the problem is not with mode of termination of an employee who completes 14yrs of service. The issue is with regard to payment of additional amount of Gratuity at 60days per year by way of retrenchment compensation.
On what basis the terminated employee is asking for this amount is not clear. The services of permanent employee can be terminated by following the regular procedure of issuing charge sheet, holding an inquiry, issuing final show cause notice and dismissal order as per the principals of natural justice. but in the instant case it appears that the management did not follow this rule.
under the given circumstance, the employee is free to challenge the decision of management in LC / Conciliation officer etc or to settle the case by having dialog with management. But, he cannot ask the management to pay him the gratuity / retrenchment etc at 60days per year which is against for the provisions of gratuity act or ID act. the retrenchment compensation shall be paid at 15 days average pay for every completion of year of service for 14 yrs in the given case which might be equivalent to gratuity payable, but not more than that.
Therefore, I suggest the management to pay retrenchment compensation to terminated employee at 15days average pay for 14 years of service as they already paid gratuity to him. If the employee agrees for this proposal they can pay the same or else the employee is having the remedy to invoke the jurisdiction of labor court to get an appropriate relief.
Regards
NVRao
Naidupeta