Dear HR Professional Colleagues
I am Vijay, working as HR Executive in Munufacturing company. Our organisation was registered under Factories Act,1948. The payment of Gratutity act is also applicable to our organisation. One of our employee was completed 58 years age and ready to retirement. His Date of Joining is 01.02.1991 and he completed
19 years of service. during this 19 years of service one year he was not completed 240 days due to ESI leave. In that year his actual preseny days are 210 days and 65 days on ESI leave. In this regard my question is whether he is eligibale 18 years or 19 years for payment of Gratitity and i want some clarifications about on this topic.
1. what is meaning of Continuous service as per Payment of Gratutity act, 1972 ? which days are calculated and which days are not calculated ?
2. ESI leave considered as continuous service?
3. W.Off's and holidays are considered as continuous service?
4. LOP's and Absents are considered as continuous service?
5. suspension days are considered as continuous service?
I request to all pl provide the above information and share your knowledge to rectify my problem. I am very thankful if you code any supreme court judgements on this topic.
Thanking you
Vasireddy Vijay
My email id
From India, Hyderabad
I am Vijay, working as HR Executive in Munufacturing company. Our organisation was registered under Factories Act,1948. The payment of Gratutity act is also applicable to our organisation. One of our employee was completed 58 years age and ready to retirement. His Date of Joining is 01.02.1991 and he completed
19 years of service. during this 19 years of service one year he was not completed 240 days due to ESI leave. In that year his actual preseny days are 210 days and 65 days on ESI leave. In this regard my question is whether he is eligibale 18 years or 19 years for payment of Gratitity and i want some clarifications about on this topic.
1. what is meaning of Continuous service as per Payment of Gratutity act, 1972 ? which days are calculated and which days are not calculated ?
2. ESI leave considered as continuous service?
3. W.Off's and holidays are considered as continuous service?
4. LOP's and Absents are considered as continuous service?
5. suspension days are considered as continuous service?
I request to all pl provide the above information and share your knowledge to rectify my problem. I am very thankful if you code any supreme court judgements on this topic.
Thanking you
Vasireddy Vijay
My email id
From India, Hyderabad
Dear ,:-D
ESI leaves should be considered in continous service.in your
case it is 19 years (ie : consider ESI leaves also).
In case of ESI leaves Esi has paid him partial salary then why
it should not be taken into continous service ?it has too.
even W'offs and suspension is considered as continous service.
even Holidays are taken in consideration as they are paid holidays.
(if i am not mistaken)
Regards
Rajeev Dixit
(9901436213)
From India, Bangalore
111ESI leaves should be considered in continous service.in your
case it is 19 years (ie : consider ESI leaves also).
In case of ESI leaves Esi has paid him partial salary then why
it should not be taken into continous service ?it has too.
even W'offs and suspension is considered as continous service.
even Holidays are taken in consideration as they are paid holidays.
(if i am not mistaken)
Regards
Rajeev Dixit
(9901436213)
From India, Bangalore
Dear Vijay,
If he was on leave on ESI which is also countable,if a employee completed more than six months(or more than 120 working days) in a year,we will consider a complete one year.
In your case ,it should be 19 years.
Best Regards
Sajid
Ansari
From India, Delhi
If he was on leave on ESI which is also countable,if a employee completed more than six months(or more than 120 working days) in a year,we will consider a complete one year.
In your case ,it should be 19 years.
Best Regards
Sajid
Ansari
From India, Delhi
Hi Vijay, The Employee is entitled to Gratuity for 19 years. SL or LWP will be not be counted as break in service as per SEC-2A continuous service of Gratuity Act. Best Regards Govil
From India, Delhi
From India, Delhi
hello sir,
in gratuity act -5 yrs continuous service whoever completed he is liable to gratuity.
3500/- Rs. upto 3 Lakhs. continuous service includes sick leave or ESI leave,but
if any aacident cause it is not include because break down the service.
Regards
malsidha deshmukh
Student Trainee
Karve institute of social service,
Karvenagar, Pune.
MSW-LWPMIR/HRM.
From India, Pune
in gratuity act -5 yrs continuous service whoever completed he is liable to gratuity.
3500/- Rs. upto 3 Lakhs. continuous service includes sick leave or ESI leave,but
if any aacident cause it is not include because break down the service.
Regards
malsidha deshmukh
Student Trainee
Karve institute of social service,
Karvenagar, Pune.
MSW-LWPMIR/HRM.
From India, Pune
Guys, Pls note If you are marking someone attendance whether Present or Absent it clearly means he is on the rolls of company. Unless and until he has disassociated himself through Resignation or other means....As long as he is shown as part of the organisation you cannot count him as not a break in service...so it would be 19 full years and not 18 years
From United Kingdom
From United Kingdom
Hi Vijay
What i feel is depending on the duration of the leave, and the reason behind it is very important. If in this duration he was without any pay coming to Gratuity for the leave duration should not be considered. Gratuity is some thing eligible for those who have worked during the whole service period.
In the Labour Law i guess it says"
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 2[***] 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; "
From Qatar, Doha
What i feel is depending on the duration of the leave, and the reason behind it is very important. If in this duration he was without any pay coming to Gratuity for the leave duration should not be considered. Gratuity is some thing eligible for those who have worked during the whole service period.
In the Labour Law i guess it says"
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 2[***] 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; "
From Qatar, Doha
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Minimum Qualifying service for Gratuity under the Payment of Gratuity Act.docx