we are a pvt company in chennai moving towards closure thr\'o 12(3),in respect of this i like to know abt, 1.RETRENCHMENT COMPENSATION,2.CLOSER COMPENSATION, PLEASE DO THE NEEDFUL.
From India, Chennai
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1From India, Chennai
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The definition of retrenchment as interpreted by Courts is quite broad. It is so broad that every termination, for any reason whatsoever, except those expressly excluded under Section 2(oo) of the Industrial Disputes Act, 1947, is considered a retrenchment.
However, there are provisions under Indian employment law covering retrenchments. Chapters V-A and V-B of the Industrial Disputes Act have provisions relating to retrenchment under certain situations. Section 25F provides for conditions precedent to the retrenchment of workers, and Section 25F(b) provides for payment of retrenchment compensation, which shall be equivalent to 15 days' average pay for every completed year of continuous service or any part thereof in excess of 6 months.
As per employment law in India, the payment of retrenchment compensation is a condition precedent, and failure to pay will vitiate the retrenchment. Therefore, the calculation of retrenchment compensation is very important. While calculating retrenchment compensation, unlike Gratuity, the component of wages includes Basic, Dearness Allowance, and all allowances. Since the payment of retrenchment compensation is a condition precedent, one will have to consider the definition of Wages as provided in Section 2(rr) of the Industrial Disputes Act. As per labor laws in India, while calculating retrenchment compensation, Basic Wages, Dearness Allowance, and all allowances such as attendance allowance, House Rent Allowance, Conveyance Allowance, etc., shall have to be considered. The value of housing provided as well as the value of amenities provided along with housing will also have to be considered.
The period of 6 months or excess thereof will be considered a full year. If the period of employment is less than 6 months, it will not be considered a full year. The following illustration will help explain the calculation of retrenchment compensation:
Mr. ABC has worked in an organization for 24 years and 5 months, and his last drawn package is as under:
- Basic Wages – Rs 5,000
- Dearness Allowance – Rs 3,000
- Conveyance Allowance – Rs 1,500
- Washing Allowance – Rs 1,000
- House Rent Allowance – Rs 1,000
- Canteen facility worth Rs 1,000
- Dress Allowance – Rs 1,000
The total amount to be considered for retrenchment compensation is Rs 13,500.
13,500 / 26 days = 519.23 (1 Day's salary)
519.23 X 24 years X 15 days = Rs 1,86,922.80/-
Therefore, the amount of retrenchment compensation to be payable to Mr. ABC is Rs 1,86,922.80/-
From India, Chandigarh
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However, there are provisions under Indian employment law covering retrenchments. Chapters V-A and V-B of the Industrial Disputes Act have provisions relating to retrenchment under certain situations. Section 25F provides for conditions precedent to the retrenchment of workers, and Section 25F(b) provides for payment of retrenchment compensation, which shall be equivalent to 15 days' average pay for every completed year of continuous service or any part thereof in excess of 6 months.
As per employment law in India, the payment of retrenchment compensation is a condition precedent, and failure to pay will vitiate the retrenchment. Therefore, the calculation of retrenchment compensation is very important. While calculating retrenchment compensation, unlike Gratuity, the component of wages includes Basic, Dearness Allowance, and all allowances. Since the payment of retrenchment compensation is a condition precedent, one will have to consider the definition of Wages as provided in Section 2(rr) of the Industrial Disputes Act. As per labor laws in India, while calculating retrenchment compensation, Basic Wages, Dearness Allowance, and all allowances such as attendance allowance, House Rent Allowance, Conveyance Allowance, etc., shall have to be considered. The value of housing provided as well as the value of amenities provided along with housing will also have to be considered.
The period of 6 months or excess thereof will be considered a full year. If the period of employment is less than 6 months, it will not be considered a full year. The following illustration will help explain the calculation of retrenchment compensation:
Mr. ABC has worked in an organization for 24 years and 5 months, and his last drawn package is as under:
- Basic Wages – Rs 5,000
- Dearness Allowance – Rs 3,000
- Conveyance Allowance – Rs 1,500
- Washing Allowance – Rs 1,000
- House Rent Allowance – Rs 1,000
- Canteen facility worth Rs 1,000
- Dress Allowance – Rs 1,000
The total amount to be considered for retrenchment compensation is Rs 13,500.
13,500 / 26 days = 519.23 (1 Day's salary)
519.23 X 24 years X 15 days = Rs 1,86,922.80/-
Therefore, the amount of retrenchment compensation to be payable to Mr. ABC is Rs 1,86,922.80/-
From India, Chandigarh
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Definition of Wages and Pay
Sec 2(rr) of the ID Act defines wages, not pay. The word 'pay' is not defined in the Act. Retrenchment compensation is calculated at 15 days' average 'pay' per year, not 15 days' wages. Usually, basic + DA is considered as pay.
Compensation in Case of Closure
In closure, workmen are to be paid compensation at the above rate as if they are retrenched. However, if the closure is due to circumstances beyond the control of the employer (as mentioned in the explanation in Sec 25FF), the compensation is limited to three months' pay.
Notice Requirement for Closure
If the company has more than 50 workmen, 60 days' notice of closure must be given to the Government.
Regards,
Varghese Mathew
From India, Thiruvananthapuram
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Sec 2(rr) of the ID Act defines wages, not pay. The word 'pay' is not defined in the Act. Retrenchment compensation is calculated at 15 days' average 'pay' per year, not 15 days' wages. Usually, basic + DA is considered as pay.
Compensation in Case of Closure
In closure, workmen are to be paid compensation at the above rate as if they are retrenched. However, if the closure is due to circumstances beyond the control of the employer (as mentioned in the explanation in Sec 25FF), the compensation is limited to three months' pay.
Notice Requirement for Closure
If the company has more than 50 workmen, 60 days' notice of closure must be given to the Government.
Regards,
Varghese Mathew
From India, Thiruvananthapuram
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