Dear senior HR member.
I have a query on my gratuity payable by my last organization.
In my last organization I worked for 4 Years 11 Months and 23 Days (just 1 week less than 5 years), i have asked the employer to release my gratuity as per the govt. regulation.
As per I know gratuity is payable to any employee who is having continuous employment for more than 4 years and 240 Days.
My organization refused to release saying I am not eligible for the payment.
I request senior HR and IR member to please responde, If I am eligible for gratuity and if so, what is the steps / actions I should follow to inform my last organization to get my gratuity amount.
Thanks and Regards,
RP
From India, Vadodara
I have a query on my gratuity payable by my last organization.
In my last organization I worked for 4 Years 11 Months and 23 Days (just 1 week less than 5 years), i have asked the employer to release my gratuity as per the govt. regulation.
As per I know gratuity is payable to any employee who is having continuous employment for more than 4 years and 240 Days.
My organization refused to release saying I am not eligible for the payment.
I request senior HR and IR member to please responde, If I am eligible for gratuity and if so, what is the steps / actions I should follow to inform my last organization to get my gratuity amount.
Thanks and Regards,
RP
From India, Vadodara
Pls ask your HR to read dis post...
What is Gratuity - Understanding Taxes
You are very much eligible for your gratuity claim...
About the procedure to claim, seniors would the best to guide to further.
In my opinion, talk to your hr and ask why are you not eligible for gratuity
if hr says that you fall short of 1 week for 5years, you say that you're aware that 4.8 months are enough to be eligible.
If there are any other issues, check if those could be resolved.
From India, Mumbai
737What is Gratuity - Understanding Taxes
You are very much eligible for your gratuity claim...
About the procedure to claim, seniors would the best to guide to further.
In my opinion, talk to your hr and ask why are you not eligible for gratuity
if hr says that you fall short of 1 week for 5years, you say that you're aware that 4.8 months are enough to be eligible.
If there are any other issues, check if those could be resolved.
From India, Mumbai
Pls ask your HR to read dis post...
What is Gratuity - Understanding Taxes
You are very much eligible for your gratuity claim...
About the procedure to claim, seniors would the best to guide to further.
In my opinion, talk to your hr and ask why are you not eligible for gratuity
if hr says that you fall short of 1 week for 5years, you say that you're aware that 4.8 months are enough to be eligible.
If there are any other issues, check if those could be resolved.
From India, Mumbai
What is Gratuity - Understanding Taxes
You are very much eligible for your gratuity claim...
About the procedure to claim, seniors would the best to guide to further.
In my opinion, talk to your hr and ask why are you not eligible for gratuity
if hr says that you fall short of 1 week for 5years, you say that you're aware that 4.8 months are enough to be eligible.
If there are any other issues, check if those could be resolved.
From India, Mumbai
Thanks Ankita for your response,
However, I have already done this, also i have send them many high court case study on similiar issues also, send many legal documents mentioning the law. However, they are not agree to release the same,
I would like to know how I should go further with legel steps.
Thanks
Ronak
From India, Vadodara
However, I have already done this, also i have send them many high court case study on similiar issues also, send many legal documents mentioning the law. However, they are not agree to release the same,
I would like to know how I should go further with legel steps.
Thanks
Ronak
From India, Vadodara
I suggest you quote the high court judgement and send a letter to your organization before you go further on legal aid.
From India, Chennai
From India, Chennai
You can send a letter to company with the SC's guidelines.
You can lodge a complaint to ' The Competent Authority under Gratuity Act ' at the local Govt Labor Office and attach the copy of that letter to the letter to GLO.
From India, Pune
You can lodge a complaint to ' The Competent Authority under Gratuity Act ' at the local Govt Labor Office and attach the copy of that letter to the letter to GLO.
From India, Pune
Dear Ronak,
You should send a witten petition to the employer by speed post as you will get an acknowledgement wait for few days for their reply, but if there is no reply then file a complaint with the commissioner under the gratuity act - the regional labour commissioner/assistant commissioner would be the designated authority
Section: 9
Penalties for Non-Payment of Gratuity:
(1) Whoever, for the purpose of avoiding any payment to be made by himself under this Act or of enabling any other person to avoid such payment, knowingly makes or causes to be made any false statement or false representation shall be punishable with imprisonment for a term which may extend to six months, or with fine which may extend to ten thousand rupees or with both.
Regards
Anita
From India, Mumbai
You should send a witten petition to the employer by speed post as you will get an acknowledgement wait for few days for their reply, but if there is no reply then file a complaint with the commissioner under the gratuity act - the regional labour commissioner/assistant commissioner would be the designated authority
Section: 9
Penalties for Non-Payment of Gratuity:
(1) Whoever, for the purpose of avoiding any payment to be made by himself under this Act or of enabling any other person to avoid such payment, knowingly makes or causes to be made any false statement or false representation shall be punishable with imprisonment for a term which may extend to six months, or with fine which may extend to ten thousand rupees or with both.
Regards
Anita
From India, Mumbai
Dear Ronak,
As per my opinion first you need to send again Form I under graturity Act by speed post to the employer.
After that, employer refuses for the payment then you need to go to the Controlling authority i.e. Labour Court or to the labour commisioner/Inspector with proof of your acknowledgement copy of form I, which you have already sent to principal employer earlier.
Thanks & Regards,
Yogesh Rathor
#9990080078
From India, Chandigarh
As per my opinion first you need to send again Form I under graturity Act by speed post to the employer.
After that, employer refuses for the payment then you need to go to the Controlling authority i.e. Labour Court or to the labour commisioner/Inspector with proof of your acknowledgement copy of form I, which you have already sent to principal employer earlier.
Thanks & Regards,
Yogesh Rathor
#9990080078
From India, Chandigarh
Dear Mr. RP,
As discussed in the forum by some of our senior members, you may go ahead with the legal action. The following sections would benefit and strengthen your case further.
Section 8 of The Payment of Gratuity Act, 1972, talks about the recovery of gratuity from the employer wherein it states that "if the amount of gratuity payable under this Act is not paid by the employer, within the prescribed time, to the person entitled thereto, the controlling authority shall, on an application made to it in this behalf by the aggrieved person, issue a certificate for that amount to the Collector, who shall recover the same, together with compound interest thereon at such rate as the Central Government may, by notification, specify from the date of expiry of the prescribed time, as arrears of land revenue and pay the same to the person entitled thereto. Provided that the controlling authority shall, before issuing a certificate under this section, give the employer a reasonable opportunity of showing cause against the issue of such certificate: Provided further that the amount of interest payable under this section, shall, in no case, exceed the amount of gratuity payable under this Act".
Section 3 of the Act talks about controlling authority where in it states that "the appropriate Government may, by notification, appoint any officer to be a controlling authority, who shall be responsible for the administration of this Act and different controlling authorities may be appointed for different areas".
Sub-section (1) of Section 4 talks about the eligibility period of gratuity wherein it states that Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years, -
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease:
And Section 2A speaks about the "continuous service" wherein sub-section (1) states that an employee shall be said to be in continuous service for a period if he has, for that period, been in uninterrupted service, including service which may be interrupted on account of sickness, accident, leave, absence from duty without leave (not being absence in respect of which an order treating the absence as break in service has been passed in accordance with the standing orders, rules or regulations governing the employees of the establishment), lay-off, strike or a lock-out or cessation of work not due to any fault of the employee, whether such uninterrupted or interrupted service was rendered before or after the commencement of this Act;
Sub section (2) further clarifies as "Where an employee (not being an employee employed in a seasonal establishment) is not in continuous service within the meaning of clause (1), for any period of one year or six months, he shall be deemed to be in continuous service under the employer-
(a) For the said period of one year, if the employee during the period of twelve calendar months preceding the date with reference to which calculation is to be made, has actually worked under the employer for not less than-
(i) One hundred and ninety days, in the case of an employee employed below the ground in a mine or in an establishment which works for less than six days in a week; and
(ii) Two hundred and forty days, in any other case;
From India
As discussed in the forum by some of our senior members, you may go ahead with the legal action. The following sections would benefit and strengthen your case further.
Section 8 of The Payment of Gratuity Act, 1972, talks about the recovery of gratuity from the employer wherein it states that "if the amount of gratuity payable under this Act is not paid by the employer, within the prescribed time, to the person entitled thereto, the controlling authority shall, on an application made to it in this behalf by the aggrieved person, issue a certificate for that amount to the Collector, who shall recover the same, together with compound interest thereon at such rate as the Central Government may, by notification, specify from the date of expiry of the prescribed time, as arrears of land revenue and pay the same to the person entitled thereto. Provided that the controlling authority shall, before issuing a certificate under this section, give the employer a reasonable opportunity of showing cause against the issue of such certificate: Provided further that the amount of interest payable under this section, shall, in no case, exceed the amount of gratuity payable under this Act".
Section 3 of the Act talks about controlling authority where in it states that "the appropriate Government may, by notification, appoint any officer to be a controlling authority, who shall be responsible for the administration of this Act and different controlling authorities may be appointed for different areas".
Sub-section (1) of Section 4 talks about the eligibility period of gratuity wherein it states that Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years, -
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease:
And Section 2A speaks about the "continuous service" wherein sub-section (1) states that an employee shall be said to be in continuous service for a period if he has, for that period, been in uninterrupted service, including service which may be interrupted on account of sickness, accident, leave, absence from duty without leave (not being absence in respect of which an order treating the absence as break in service has been passed in accordance with the standing orders, rules or regulations governing the employees of the establishment), lay-off, strike or a lock-out or cessation of work not due to any fault of the employee, whether such uninterrupted or interrupted service was rendered before or after the commencement of this Act;
Sub section (2) further clarifies as "Where an employee (not being an employee employed in a seasonal establishment) is not in continuous service within the meaning of clause (1), for any period of one year or six months, he shall be deemed to be in continuous service under the employer-
(a) For the said period of one year, if the employee during the period of twelve calendar months preceding the date with reference to which calculation is to be made, has actually worked under the employer for not less than-
(i) One hundred and ninety days, in the case of an employee employed below the ground in a mine or in an establishment which works for less than six days in a week; and
(ii) Two hundred and forty days, in any other case;
From India
1 step. Send a requisition letter to concerned authority of the Organisation stating your date of Joining and leaving for the amount of Gratuity. 2 step Send a reminder letter after 15 days that it is a notice. 3 step Approach the Controlling Authority under the Payment of Gratuity Act, 1972 by submitting from and related details. step 4 appear before the Controlling Authority. There are enough case citations in favour.
From India, Pondicherry
From India, Pondicherry
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Payment of Gratuity Act, 1972 & The Rules.ppt
FORM - F (TN Payment of Gratuity Rules, 1973).xls
Surendra_Kumar_ Verma_Etc_vs_Th e_Central_Gover nment_on_23_Sep tember_1980 Gratuity payable 4 years.pdf