The document discusses key provisions of the Payment of Gratuity Act 1972 in India. The Act provides for compulsory payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees who have worked continuously for at least 5 years. Gratuity is calculated at 15 days wages for each completed year of service. If employment is terminated due to death or disability, gratuity is payable regardless of length of service. The employer must determine gratuity payable and notify eligible employees. Disputes are resolved by the controlling authority through inquiry and allowing both parties a hearing.
The document is the Payment of Gratuity Act of 1972. It provides a scheme for payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees. Some key points:
- Gratuity is payable to employees with 5+ years of continuous service on superannuation, retirement, resignation, death or disablement.
- The maximum gratuity payable is Rs. 10 lakhs as per the latest amendment.
- Employers must obtain insurance from LIC or other insurers to cover their gratuity liability.
- Controlling authorities are appointed to administer the Act.
The Payment of Gratuity Act, 1972 provides a scheme for gratuity payments to employees in India. It applies to factories, mines, oilfields, plantations, ports, railway companies and shops with 10 or more employees. Gratuity is payable to employees with at least 5 years of continuous service at termination due to retirement, resignation, death or disablement. The amount of gratuity payable is 15 days wages for each completed year of service, subject to a maximum of Rs. 3.5 lakhs. Disputes are resolved by controlling authorities who can enforce attendance, discovery and appeals. Nomination provisions and forfeiture rules are also included.
The Payment of Gratuity Act of 1972 provides that an employee is entitled to a gratuity payment upon completion of at least 5 years of continuous service with an employer. Gratuity is calculated as 15 days salary (based on last drawn monthly salary) for each completed year of service, subject to a maximum of Rs. 10 lakhs. The Act mandates compulsory insurance for companies with over 100 employees and requires nomination of beneficiaries. It also specifies a 30 day timeline for payment of gratuity and penalties for non-compliance, including interest charges and revenue recovery processes. Disputes regarding gratuity amounts or eligibility can be referred to controlling authorities.
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
This document provides a summary of key labour laws in India for entrepreneurs, including the Payment of Bonus Act, Employees' Provident Funds and Miscellaneous Provisions Act, Workmen's Compensation Act, Minimum Wages Act, and an overview of how minimum wages are determined. Key points covered include requirements around paying bonuses, managing provident funds, reporting workplace accidents, minimum compensation amounts, and fixing minimum wages through committees or government notifications. The document aims to educate entrepreneurs on their essential responsibilities under major Indian labour laws.
All about End of services Gratuity in Kuwait.pdfFiyona Nourin
our payroll experts in Kuwait take you through a set of questions and answers that will help in clearing all your doubts related to end of service gratuity in Kuwait.
The document provides an overview and analysis of the Code on Wages Act, 2019 in India. Some key points:
- The Act aims to consolidate and simplify existing labor laws related to wages, bonuses, and equal remuneration. It subsumes four existing labor laws.
- Key definitions include expanded definitions of "wages" and new definitions of "employee" and "worker." Minimum wages will be revised every five years maximum.
- Provisions address payment of wages, bonuses, and equal remuneration without discrimination. Timelines are provided for wage payments.
- The Code emphasizes compliance over penalties and introduces an Inspector-cum-Facilitator role to advise employers.
- Draft
The document is the Payment of Gratuity Act of 1972. It provides a scheme for payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees. Some key points:
- Gratuity is payable to employees with 5+ years of continuous service on superannuation, retirement, resignation, death or disablement.
- The maximum gratuity payable is Rs. 10 lakhs as per the latest amendment.
- Employers must obtain insurance from LIC or other insurers to cover their gratuity liability.
- Controlling authorities are appointed to administer the Act.
The Payment of Gratuity Act, 1972 provides a scheme for gratuity payments to employees in India. It applies to factories, mines, oilfields, plantations, ports, railway companies and shops with 10 or more employees. Gratuity is payable to employees with at least 5 years of continuous service at termination due to retirement, resignation, death or disablement. The amount of gratuity payable is 15 days wages for each completed year of service, subject to a maximum of Rs. 3.5 lakhs. Disputes are resolved by controlling authorities who can enforce attendance, discovery and appeals. Nomination provisions and forfeiture rules are also included.
The Payment of Gratuity Act of 1972 provides that an employee is entitled to a gratuity payment upon completion of at least 5 years of continuous service with an employer. Gratuity is calculated as 15 days salary (based on last drawn monthly salary) for each completed year of service, subject to a maximum of Rs. 10 lakhs. The Act mandates compulsory insurance for companies with over 100 employees and requires nomination of beneficiaries. It also specifies a 30 day timeline for payment of gratuity and penalties for non-compliance, including interest charges and revenue recovery processes. Disputes regarding gratuity amounts or eligibility can be referred to controlling authorities.
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
This document provides a summary of key labour laws in India for entrepreneurs, including the Payment of Bonus Act, Employees' Provident Funds and Miscellaneous Provisions Act, Workmen's Compensation Act, Minimum Wages Act, and an overview of how minimum wages are determined. Key points covered include requirements around paying bonuses, managing provident funds, reporting workplace accidents, minimum compensation amounts, and fixing minimum wages through committees or government notifications. The document aims to educate entrepreneurs on their essential responsibilities under major Indian labour laws.
All about End of services Gratuity in Kuwait.pdfFiyona Nourin
our payroll experts in Kuwait take you through a set of questions and answers that will help in clearing all your doubts related to end of service gratuity in Kuwait.
The document provides an overview and analysis of the Code on Wages Act, 2019 in India. Some key points:
- The Act aims to consolidate and simplify existing labor laws related to wages, bonuses, and equal remuneration. It subsumes four existing labor laws.
- Key definitions include expanded definitions of "wages" and new definitions of "employee" and "worker." Minimum wages will be revised every five years maximum.
- Provisions address payment of wages, bonuses, and equal remuneration without discrimination. Timelines are provided for wage payments.
- The Code emphasizes compliance over penalties and introduces an Inspector-cum-Facilitator role to advise employers.
- Draft
The Payment of Gratuity Act of 1972 provides a scheme for payment of gratuity to employees in factories, mines, oilfields, plantations, ports, railways, shops or other establishments with 10 or more employees. It requires employers to pay gratuity to eligible employees at the rate of 15 days wages for each completed year of service. The gratuity is payable to employees on superannuation, retirement, resignation or death/disability after 5 years of continuous service. If an employer fails to make payment within 30 days, interest is payable for delayed payment. Disputes over gratuity amounts are resolved by controlling authorities through inquiry and appeals.
The document summarizes key aspects of the Code on Social Security 2020 in India. It consolidates 9 social security laws into a single code to extend benefits to organized and unorganized sector workers. Key benefits include provident fund, health insurance, maternity benefits, compensation for work-related injuries, and unemployment benefits. The code aims to provide social security to new categories of workers like gig and platform workers. Employers failing to pay required contributions can face fines and imprisonment.
Labour legislation refers to laws enacted by governments to provide social and economic security to workers. The key objectives of labour legislation are to: protect workers from exploitation; promote good industrial relations between employers and employees; and preserve worker health, safety and welfare. Some of the major labour laws in India include the Factories Act, Employees' State Insurance Act (ESI), Employees' Provident Funds and Miscellaneous Provisions Act and Workmen's Compensation Act. These laws provide benefits like health insurance, pension plans, gratuity payments and compensation for employment injuries. Labour disputes are typically resolved through collective bargaining, conciliation or compulsory adjudication if needed.
act and law in human resource managementAkash Gupta
The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
This document discusses various statutory compliance requirements for human resources (HR) in India. It covers compliance with laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and wage payments. Adhering to these various labor laws helps safeguard employees and the enterprise by managing risks related to benefits, taxation, and other regulations. Non-compliance can result in penalties like fines or imprisonment. Maintaining statutory compliance is important for organizations to avoid legal issues.
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
The document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
Statutory compliance refers to organizations adhering to relevant laws and regulations. The document discusses several key Indian labor laws that companies must comply with, including the Provident Fund, Employee State Insurance Act, Professional Tax, Gratuity, Minimum Wages Act, Maternity Benefit Act, Payment of Bonus Act, and Payment of Wages Act. These laws require organizations to provide benefits like provident fund contributions, health insurance, maternity leave, minimum wages, and annual bonuses to their employees as mandated. Non-compliance can result in penalties like fines or imprisonment.
1. The document discusses the eligibility criteria for payment of gratuity under the Payment of Gratuity Act. To be eligible, an employee must have 5 years of continuous service and work in a covered establishment.
2. It outlines the calculation of gratuity which is based on 15 days of last drawn salary for each completed year of service, with a maximum limit of Rs. 10 lakhs.
3. The key obligations of employers are to determine gratuity payable, issue notice to employees, maintain nominations, and pay gratuity within 30 days of becoming eligible. Non-payment can attract penalty, interest and legal action.
This document provides information on various statutory compliance requirements for human resources in organizations. It discusses laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages that organizations must adhere to. Maintaining statutory compliance is important to safeguard employees and the organization from risks and penalties for not following applicable regulations.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure worker safety, cannot discriminate, and must comply with regulations regarding hiring, leave, termination, trade unions, and more. Recruiting foreign employees also has visa and approval requirements.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure workplace safety and are prohibited from discrimination. The document also covers obligations regarding foreign employees, termination, trade unions, pensions, leave, and redundancy.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
The Employees State Insurance Act, 1948 provides for certain benefits to employees in case of sickness, maternity and injury during employment. The act applies to all factories and shops employing 20 or more persons. It does not apply to seasonal factories, mines, railways or government establishments. The act authorizes the Employees State Insurance Corporation to promote health and welfare of insured employees. It provides various benefits like sickness benefit, maternity benefit, disablement benefit, dependents benefit and medical benefit to insured employees. Employers are required to pay contributions towards these benefits at specified rates.
The Employees State Insurance Act, 1948 provides certain benefits to employees in case of sickness, maternity and employment injury. It applies to factories and establishments employing 20 or more people. The act provides for sickness benefit, maternity benefit, dependents' benefit and medical benefit funded by contributions from employers and employees. Employers must register with the ESI Corporation and pay contributions within 21 days of the wages falling due.
Under the guidance of Dr. Anshu Yadav, Karunesh diwedi, Gaurav gupta, and Sandeep singh pal submitted a document defining "wages" according to the Payment of Wages Act 1936. Wages includes salary and allowances, as well as overtime pay, bonuses, and termination sums as defined in the Act. The document then discusses objectives of wage policy, obstacles to wage policy in developing countries, and provisions for minimum wages. It also outlines the timelines for wage payments as defined in the Act.
Legal framework on Compensation Structure Mark Anders
The document summarizes several key Indian labour laws:
- The Employee's Provident Fund Act establishes a compulsory retirement fund contributed by employers and employees.
- The Employee State Insurance Act provides health insurance and benefits to employees of organizations with 20+ workers.
- Other laws discussed include the Equal Remuneration Act, Factories Act, Industrial Disputes Act, Minimum Wages Act, Payment of Bonus Act, and Payment of Gratuity Act which aim to protect workers' rights and welfare.
The Payment of Gratuity Act of 1972 provides a scheme for payment of gratuity to employees in factories, mines, oilfields, plantations, ports, railways, shops or other establishments with 10 or more employees. It requires employers to pay gratuity to eligible employees at the rate of 15 days wages for each completed year of service. The gratuity is payable to employees on superannuation, retirement, resignation or death/disability after 5 years of continuous service. If an employer fails to make payment within 30 days, interest is payable for delayed payment. Disputes over gratuity amounts are resolved by controlling authorities through inquiry and appeals.
The document summarizes key aspects of the Code on Social Security 2020 in India. It consolidates 9 social security laws into a single code to extend benefits to organized and unorganized sector workers. Key benefits include provident fund, health insurance, maternity benefits, compensation for work-related injuries, and unemployment benefits. The code aims to provide social security to new categories of workers like gig and platform workers. Employers failing to pay required contributions can face fines and imprisonment.
Labour legislation refers to laws enacted by governments to provide social and economic security to workers. The key objectives of labour legislation are to: protect workers from exploitation; promote good industrial relations between employers and employees; and preserve worker health, safety and welfare. Some of the major labour laws in India include the Factories Act, Employees' State Insurance Act (ESI), Employees' Provident Funds and Miscellaneous Provisions Act and Workmen's Compensation Act. These laws provide benefits like health insurance, pension plans, gratuity payments and compensation for employment injuries. Labour disputes are typically resolved through collective bargaining, conciliation or compulsory adjudication if needed.
act and law in human resource managementAkash Gupta
The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
This document discusses various statutory compliance requirements for human resources (HR) in India. It covers compliance with laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and wage payments. Adhering to these various labor laws helps safeguard employees and the enterprise by managing risks related to benefits, taxation, and other regulations. Non-compliance can result in penalties like fines or imprisonment. Maintaining statutory compliance is important for organizations to avoid legal issues.
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
The document summarizes key changes between old and new labor legislation in India. It discusses 3 new labor codes that consolidate previous acts: the Industrial Relations Code, Occupational Safety, Health and Working Conditions Code, and Social Security Code. Some major changes include expanding the definition of "worker", allowing fixed-term contracts without retrenchment benefits but with other statutory benefits, increasing the threshold for lay-off and closure approvals, introducing a universal social security system for gig and platform workers, and establishing a single registration and inspection system to reduce compliance burden for businesses.
Statutory compliance refers to organizations adhering to relevant laws and regulations. The document discusses several key Indian labor laws that companies must comply with, including the Provident Fund, Employee State Insurance Act, Professional Tax, Gratuity, Minimum Wages Act, Maternity Benefit Act, Payment of Bonus Act, and Payment of Wages Act. These laws require organizations to provide benefits like provident fund contributions, health insurance, maternity leave, minimum wages, and annual bonuses to their employees as mandated. Non-compliance can result in penalties like fines or imprisonment.
1. The document discusses the eligibility criteria for payment of gratuity under the Payment of Gratuity Act. To be eligible, an employee must have 5 years of continuous service and work in a covered establishment.
2. It outlines the calculation of gratuity which is based on 15 days of last drawn salary for each completed year of service, with a maximum limit of Rs. 10 lakhs.
3. The key obligations of employers are to determine gratuity payable, issue notice to employees, maintain nominations, and pay gratuity within 30 days of becoming eligible. Non-payment can attract penalty, interest and legal action.
This document provides information on various statutory compliance requirements for human resources in organizations. It discusses laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages that organizations must adhere to. Maintaining statutory compliance is important to safeguard employees and the organization from risks and penalties for not following applicable regulations.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure worker safety, cannot discriminate, and must comply with regulations regarding hiring, leave, termination, trade unions, and more. Recruiting foreign employees also has visa and approval requirements.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure workplace safety and are prohibited from discrimination. The document also covers obligations regarding foreign employees, termination, trade unions, pensions, leave, and redundancy.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
The Employees State Insurance Act, 1948 provides for certain benefits to employees in case of sickness, maternity and injury during employment. The act applies to all factories and shops employing 20 or more persons. It does not apply to seasonal factories, mines, railways or government establishments. The act authorizes the Employees State Insurance Corporation to promote health and welfare of insured employees. It provides various benefits like sickness benefit, maternity benefit, disablement benefit, dependents benefit and medical benefit to insured employees. Employers are required to pay contributions towards these benefits at specified rates.
The Employees State Insurance Act, 1948 provides certain benefits to employees in case of sickness, maternity and employment injury. It applies to factories and establishments employing 20 or more people. The act provides for sickness benefit, maternity benefit, dependents' benefit and medical benefit funded by contributions from employers and employees. Employers must register with the ESI Corporation and pay contributions within 21 days of the wages falling due.
Under the guidance of Dr. Anshu Yadav, Karunesh diwedi, Gaurav gupta, and Sandeep singh pal submitted a document defining "wages" according to the Payment of Wages Act 1936. Wages includes salary and allowances, as well as overtime pay, bonuses, and termination sums as defined in the Act. The document then discusses objectives of wage policy, obstacles to wage policy in developing countries, and provisions for minimum wages. It also outlines the timelines for wage payments as defined in the Act.
Legal framework on Compensation Structure Mark Anders
The document summarizes several key Indian labour laws:
- The Employee's Provident Fund Act establishes a compulsory retirement fund contributed by employers and employees.
- The Employee State Insurance Act provides health insurance and benefits to employees of organizations with 20+ workers.
- Other laws discussed include the Equal Remuneration Act, Factories Act, Industrial Disputes Act, Minimum Wages Act, Payment of Bonus Act, and Payment of Gratuity Act which aim to protect workers' rights and welfare.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Assessment and Planning in Educational technology.pptxKavitha Krishnan
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Digital Artefact 1 - Tiny Home Environmental Design
Labour Law II Project Hrithik.pdf
1. 1
DHARMASHASTRA NATIONAL LAW UNIVERSITY, JABALPUR
ACADEMIC SESSION (2021-2022)
LABOUR LAW - II
PROJECT WORK
TOPIC – PAYMENT OF GRATUITY IN INDIA
SUBMITTED TO:
Ms. AREENA PARVEEN ANSARI
(ASSISTANT PROFESSOR OF LAW)
SUBMITTED BY:
HRITHIK JATWA
BAL/037/18
B.A. LLB. (HONS).
VIII SEMESTER
2. 2
ACKNOWLEDGEMENT
The success and outcome of this project required a lot of guidance and assistance from many
people and I am extremely privileged to have got this all along the completion of my project.
All that I have done is only due to such supervision and assistance and I would not forget to
thank them. I am greatly indebted to DHARMASHASTRA NATIONAL LAW
UNIVERSITY for providing me necessary requirements to successfully carry out this project
work. I would like to thank our Honourable Vice-Chancellor Prof. (Dr.) V. Nagaraj and our
Head of Department Dr. Manwendra Kumar Tiwari for giving me this golden opportunity.
I respect and thank Ms. Areena Parveen Ansari (Assistant Professor of Law) for
providing me an opportunity to do this project and giving me support and guidance which made
me complete the project duly. I am extremely thankful to him for providing such a nice support
and guidance. I extend my gratitude thanking my parents and my friends for giving me the
support and strength to complete this wonderful project.
WITH REGARDS
HRITHIK JATWA
3. 3
CONTENTS
ACKNOWLEDGEMENT.......................................................................................................2
INTRODUCTION....................................................................................................................4
OBJECTIVES OF THE ACT.................................................................................................5
APPLICABILITY OF THE ACT ..........................................................................................5
PROVISIONS OF THE ACT .................................................................................................6
AMENDMENT ......................................................................................................................11
CASE LAWS..........................................................................................................................12
CONCLUSION ......................................................................................................................15
BIBLIOGRAPHY..................................................................................................................16
4. 4
INTRODUCTION
The Payment of Gratuity Act 1972 is a social security enactment. An Act to provide for a
scheme for the payment of gratuity to employees engaged in factories, mines, oilfields,
plantations, ports, Railway companies, shops or other establishments. The significance of this
legislation lies in the acceptance of the principle of gratuity as a compulsory statutory retiral
benefit. The Act accepts, in principle, compulsory payment of gratuity as a social security
measure to the wage-earning population in industries, factories and establishments. Thus, the
main purpose and concept of gratuity are to help the workman after retirement, whether
retirement is a result of the rules of superannuation or physical disablement or impairment of
vital part of the body.
Thus, it is a sort of financial assistance to tide over post retiral hardships and inconveniences.
It is derived from the word ‘gratuitous’, which means ‘gift’ or ‘present’. However, having being
enacted as a social security form, it ceases to retain the concept of a gift but it has to be seen as
a social obligation by an employer towards his employee. 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 (five-year service not required) due to accident or disease
In the case of death of the employee, gratuity payable to him shall be paid to his nominee or, if
no nomination has been made, to his heirs, and where any such nominees or heirs is a minor,
the share of such minor shall be deposited with the controlling authority (i.e. government
officer) who shall invest the same for the benefit of such minor in such bank or other financial
institution, as may be prescribed, until such minor attains majority. In computing the gratuity
payable to an employee who is re-employed, after his disablement, on reduced wages, his
wages for the period preceding his disablement, shall be taken to be the wages received by him
during that period, and his wages for the period subsequent to his disablement shall be taken to
be the wages as so reduced.1
1
E.M.Rao (Ed.) O.P. Malhotra, “The Law Of Industrial Disputes”, 6th Ed., 2004, Lexis Nexis Butterworths,
New Delhi. At P. 198
5. 5
OBJECTIVES OF THE ACT
• To provide social security to the employees after retirement
• To act as a social security legislation to the wage-earning population in industries or
establishments.
• Envisioned as a reward for those workers who have served for a long period of time as
faithful employees.
• To impose a statutory liability upon employer to provide payment to employees when
they suffer from any physical disability or death due to any disease or accident arising
out of work.
APPLICABILITY OF THE ACT
The Payment of Gratuity Act 1972 applies to the whole of India. It applies to:
(a) every factory, mine, oilfield, plantation, port and railway company.
(b) Every shop or establishment within the meaning of any law for the time being in force in
relation to shops and establishment in a State, in which 10 or more persons are or were
employed on any day in the preceding 12 months.
(c) Such other establishments or class of establishment, in which 10 or more employees are or
were employed on any day in the preceding 12 months, as the Central Government may notify
in this behalf.
Any shop or establishment shall continue to be governed by the Act even if the no. of its
employees comes below 10 persons at any time in the future. Public charitable and religious
trusts are also covered by this Act, provided that they are shops or establishments within the
meaning of the Shops and Establishment Act applicable to their area of operation and that 10
or persons have been employed by them on any day in the preceding 12 months.2
2
Supra Note 1.
6. 6
PROVISIONS OF THE ACT
Gratuity is a reward for good, efficient and faithful service rendered for a considerable period.
A workman becomes experienced during the tenure of his employment. This enables him to
move out for better job avenues. Other employers can throw temptations to him. To lose him
may be a loss to the employer. But if he stays on, that is his loyalty to the employer. Section
4 of Payment of Gratuity Act, 1972 provides 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.3
➢ Amount Of Gratuity
For every completed year of service or part thereof in excess of six months, the employer shall
pay gratuity to an employee at the rate of fifteen days’ wages based on the rate of wages last
drawn by the employee concerned In the case of a piece-rated employee, daily wages shall be
computed on the average of the total wages received by him for a period of three months
immediately preceding the termination of his employment, and, for this purpose, the wages
paid for any overtime work shall not be taken into account (in a piece rated system there may
not be the concept of basic, DA, HRA, CCA etc.
In the case of an employee who is employed in a seasonal establishment and who is not so
employed throughout the year, the employer shall pay the gratuity at the rate of seven days’
wages for each season. In the case of a monthly rated employee, the fifteen days’ wages shall
be calculated by dividing the monthly rate of wages last drawn by him by twenty-six and
multiplying the quotient by fifteen. The amount of gratuity payable to an employee shall not
exceed Rs. 3,50,000. If there is an award, agreement or contract for a higher amount of gratuity
It is allowed.
➢ Employer To Initiate Calculation and Notice of Payment
Any person eligible to receive gratuity shall make an application to the employer for payment
of the same within the prescribed time. Whether an application is made or not the employer
shall determine the amount payable and give notice to the eligible person/s. The controlling
authority shall perform the following functions.
(i) Specifying the amount of gratuity determined.
3
Gyanendra Saran, Law On Industrial Dispute (Ed. 4th
, Lexis Nexis Butterworths Wadhwa, Nagpur, 2010). P.
56
7. 7
(ii) Prescribe the time limit for payment of gratuity.
(iii) The employer shall arrange to pay the amount of gratuity within thirty days from the date
it becomes payable.
(iv) If not paid within the period stipulated above employer is liable to pay interest for the
delayed payment.
(v) Interest is not payable if the delay was caused due to the fault of the employee and the
employer has obtained permission in writing from the controlling authority for the delayed
payment on this ground.
(vi) If there is any dispute as to the amount payable or the persons eligible to receive it the
employer shall deposit amount as per his calculation with the controlling authority.4
➢ Procedure for resolving the disputes
Where there is a dispute, the aggrieved party shall make an application to the controlling
authority for deciding the dispute. controlling authority shall, after due inquiry and after giving
the parties to the dispute a reasonable opportunity of being heard, determine the matter and
pass appropriate orders.
➢ Powers of controlling authority
The controlling authority shall have the powers in respect of the following matters, namely (a)
enforcing the attendance of any person(b) requiring the discovery and production of
documents;(c) receiving evidence on affidavits; (d) issuing commissions for the examination
of witnesses. Appeal if any shall be made within 60 days from the date of the order. Appeal by
employer will not be admitted unless the disputed amount is deposited appellate authority, after
giving the parties to the appeal a reasonable opportunity of being heard, confirm, modify or
reverse the decision of the controlling authority.
4 Prachi Aggarwal, “Payment of Gratuity Act, 1972: A Critical Analysis" assessed on 06/04/2018 at 4:46pm,
https://www.lawctopus.com/academike/payment-gratuity/
8. 8
➢ Forfeiture of Gratuity
An employee, whose services have been terminated for any act, willful omission or negligence
causing any damage or loss to, or destruction of, property belonging to the employer, shall be
forfeited to the extent of the damage or loss so caused.
➢ Recovery of gratuity
If the amount of gratuity payable under this Act is not paid by the employer, within the
prescribed time, 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 as arrears of land revenue and pay the same to
the person entitled.
➢ Registration of Establishments
Every employer shall get his establishment registered with the controlling authority in the
prescribed manner and no employer shall be registered under the provisions of this section
unless he has taken an insurance or has established an approved gratuity fund.
➢ Retirement And Superannuation
Retirement means termination of the service of an employee otherwise than on superannuation;
superannuation in relation to an employee, means the attainment by the employee of such age
as is fixed in the contract or conditions of service as the age on the attainment of which the
employee shall vacate the employment. Wages are all emoluments which are earned by an
employee while on duty or on leave, in accordance with the terms and conditions of his
employment and which are paid or are payable to him in cash and includes dearness allowance
but does not include any bonus, commission, house rent allowance, overtime wages and any
other allowance.
➢ Payment Of Gratuity
Gratuity shall be paid to an employee on the termination of his employment after s/he has
rendered continuous service of not less than 5 years i.e. on superannuation, retirement,
resignation, death or disablement due to accident or disease 5
.The period of 5 years is not
5
Section 4A Payment of Gratuity Act, 1972 (39 of 1972).
9. 9
necessary if the termination of the employee is because of death or disablement. In the case of
death the amount is paid to the legal heirs “Continuous Service” means uninterrupted service
which may be interrupted on account of sickness, accident, leave, absence from duty without
(not being treated as break in service), lay-off, strike, lock-out or cessation of work not due to
the fault of the employee.6
➢ Calculation of Gratuity
Gratuity is calculated at 15 days wages last drawn by the employee for each completed year of
service. The monthly wage is divided by 26 and multiplied by 15. In computing a completed
year of service the period in excess of six months shall be taken as a full year. Gratuity =
Monthly salary x 15 days x No. of years of service. The maximum amount of gratuity payable
under the Act is Rs. 3,50,000.00.
➢ Compulsory Insurance
The Payment of Gratuity (Amendment) Act, 1987 has prescribed provisions for compulsory
insurance for employer’s liability for payment towards the gratuity under the Act from the Life
Insurance Corporation of India established under the Life Insurance Corporation of India
Act,1956 or any other prescribed Insurer. However, employer of an establishment belonging
to or under the control of the Central Government or the State Government are exempted from
operations of these provisions.7
➢ Nomination
Each employee who has completed one year of service is required to make a nomination for
the purposes of gratuity in case of his death.8
There can be more than one nominee. (Form F).
Nominees may be changed at any time by the employee, by giving a written notice to the
employer. (Form H). If no nomination has been made, it shall be paid to the legal heirs of the
deceased employee or if the heirs are minor, the share of such minor shall be deposited by the
controlling authority with a bank till he attains majority.
6 Dhruv Dikshit, “All You Need to Know About Payment of Gratuity Act 1972”assessed on 06/04/2018 at 3:36
pm, http://www.standardmedia.co.ke/article/1143998587/you-can-either-get-gratuity-or-service-pay
7
Section 4A Payment of Gratuity Act, 1972 (39 of 1972).
8
Section -6 Payment of Gratuity Act, 1972 (39 of 1972).
10. 10
➢ 13.Protection of Gratuity
No gratuity payable under the Act shall be liable to attachment in execution of any decree or
order of any civil, revenue or criminal court. However if the employee had agreed to a
deduction from the amount due as gratuity then that amount can be recovered.9
➢ 14.Notice of Opening, change, closing of Establishment (Rule 3)
Once the Payment of Gratuity Act becomes applicable to the establishment, a notice in Form
‘A’ has to be given by the employer to the controlling authority within 30 days. Notice in Form
‘B’ is to be given to the controlling authority within 30 days of any change in name, address,
employer or nature of business. Where an employer proposes to close down the business he
shall submit a notice in Form ‘C’ to the Controlling Authority at least 60 days before the
intended closure.
➢ Penalties
Failure to comply with the Payment of Gratuity Act 1972 entails certain penalties 10
, which are
the following:
(i) For avoiding any payment knowingly makes any false statement or representation shall
be punishable with imprisonment upto 6 months or fine upto Rs. 10,000.00 or both.
(ii) Failure to comply with any provision of the Act or Rules Shall be punishable with
imprisonment upto 1 year but will not be less than 3 months or with fine, which will not be less
than Rs. 10,000.00 but may extend upto Rs. 20,000.00 or with both.
(iii)Any offense relating to non-payment of gratuity under the Act Employer shall be
punishable with imprisonment for a term which shall not be less than 6 months but may extend
to 2 years, unless the court for reasons recorded decides for a lesser term of imprisonment or
fine.11
9
Section - 13 Payment of Gratuity Act, 1972 (39 of 1972).
10
Section -9 Payment of Gratuity Act, 1972 (39 of 1972).
11 The Applicability and Calculation of Gratuity in India;http://www.india-briefing.com/news/applicability-
calculation-gratuity-india-6435.html/#sthash.L3zuyTTW.dpuf
11. 11
AMENDMENT
The Act is recently amended in march, 2018 by Payment of gratuity Amendment Act, 2018.
The Act came into force on 29th march 2018 and lays down the following amendments. The
present upper ceiling on gratuity amount under the Act is Rs. 10 Lakh. The provisions for
Central Government employees under Central Civil Services (Pension) Rules, 1972 with regard
to gratuity are also similar. Before implementation of 7th Central Pay Commission, the ceiling
under CCS (Pension) Rules, 1972 was Rs. 10 Lakh. However, with implementation of 7th
Central Pay Commission, in case of Government servants, the ceiling has been raised toRs. 20
Lakhs. Therefore, considering the inflation and wage increase even in case of employees
engaged in private sector, this Government decided that the entitlement of gratuity should also
be revised in respect of employees who are covered under the Payment of Gratuity Act, 1972.
Accordingly, the Government initiated the process for amendment to Payment of Gratuity Act,
1972 to increase the maximum limit of gratuity to such amount as may be notified by the
Central Government from time to time. Now, the Government has issued the notification
specifying the maximum limit to Rs. 20 Lakh. In addition, the Bill also envisages to amend
the provisions relating to calculation of continuous service for the purpose of gratuity in case
of female employees who are on maternity leave from ‘twelve weeks’ to ‘such period as may
be notified by the Central Government from time to time’. This period has also been notified
as twenty six weeks.12
12
“Payment of Gratuity (Amendment) Act, 2018 brought in force on 29th March, 2018”PIB. 29. Mar,
2018assessed on 09-04-2018 at 2:02pm
12. 12
CASE LAWS
1.In Bakshish Singh v. Darshan Engineering Works13, it was held that provision of a period of
years service as qualifying period in section 4(1)(b) is one of minimum service conditions
made available to employees notwithstanding financial capacity of employer to bear its burden
and it is reasonable restriction on the right of the employer to carry on business within the
meaning of Article 19 of the Constitution and section 4(1)(b) of the Act is legal and valid. Even
assuming that the presumption that a longer period of service for entitlement to gratuity on
voluntary retirement or resignation is necessary to prevent labour from changing employment
frequently, that consideration has no bearing on the question whether a short period of
qualifying service is violative of Article 19(1)(g) of the Constitution. That Article comes into
picture only if, among others-
(a) It is shown that the short qualifying period of service throws on any particular employer
such financial burden as would force him to close his establishment and
(b) The provision is not one of the minimum service conditions, which must be made
available to the employees.
Hence the provision for a short qualifying period per se is not invalid and cannot be struck
down generally as being violative of Article 19(1)(g) of the Constitution. The provisions of the
Act were meant for laying down gratuity as one of the minimum service conditions available
to all employees covered by the Act. There is no provision in the Act for exempting any factory,
shop etc. from the purview of the Act covered by it except those where, the employees are in
receipt of gratuity or pensionary benefits which are no less favourable than the benefit
conferred under the Act. The payment of gratuity under the Act is thus obligatory being one of
the minimum conditions of service. The establishments which have no capacity to give to their
workmen the minimum conditions of service prescribed by the statute have no right to exist.
2.An employee is entitled for the payment of gratuity if he/she has rendered five years of
continuous service on his superannuation, retirement, resignation, death, disablement.
However, the five years of continuous service is not mandatory in the case where the
termination is due to death or disablement. A retired person is also entitled to gratuity amount
along with his pension. This was held in the case of Allahabad Bank and others v. All India
13
(1994) 1 LLJ 197 (Sc)
13. 13
Allahabad Bank Retired Employees Association14
, where the honorable court held that
pensionary benefits may include both pension amount and gratuity amount but gratuity amount
is a must to be paid to the employees.
3.In a landmark case of Y.K. Singla v. Punjab National Bank15
, the highest court of India, the
Supreme Court had to decide whether an employee whose gratuity has been withheld under
Regulation 46 of the Punjab National Bank (Employees) Pension Regulations is entitled to get
interests because of the delay after the completion of the proceeding? The court held that even
though the provisions of the 1995 Regulations, are silent on the issue of payment of interest,
the appellant would be entitled to interest, on account of delayed payment under the Payment
of Gratuity Act for the benefit of the employee.
4.The Payment of Gratuity Act is complete in itself, therefore, this Act has an overriding effect
on all provisions, regulations and statutes relating to gratuity. The landmark case for this
provision is University Of Delhi vs Ram Prakash And Ors.16
which states that any provision
which is more beneficial for the employees should be considered to be having overriding effect.
5.Definition of employee is substituted in 2009, the Act defines employee as:
An employee is any person (other than an apprentice) employed on wages, in any
establishment, factory, mine, oilfield, plantation, port, railway company or shop, to do any
skilled, semi-skilled, or unskilled, manual, supervisory, technical or clerical work, whether the
terms of such employment are expressed or implied and whether or not such person is
employed in a managerial or administrative capacity, but does not include any such person who
holds a post under the Central Government or a State Government and is governed by any other
Act or by any rules providing for payment of gratuity.17
In Sushil JaIn (Ms.) and ors. Vs. Bhel Shiksha Mandal, madras high court held that a teacher
14
Civil Appeal No. 1478 Of 2004
15
CIVIL APPEAL NO.9087 OF 2012
16
W.P.(C) 2690/2015
17
Section 2(e) of the payment of gratuity act,1972
14. 14
cannot be treated to be an employee under section 2(e) of the payment of gratuity act, hence,
is not entitled for gratuity under the payment of gratuity act, 1972.18
In case of female employees, family includes female employee, herself, her husband, her
children, whether married or unmarried, her dependent parents and the dependent parents of
her husband and the widow and children of her predeceased son, if any. Where the personal
law of an employee permits the adoption by him of a child, any child lawfully adopted by him
shall be deemed to be included in his family, and where a child of an employee has been
adopted by another person and such adoption is under the personal law of the person making
such adoption, lawful, such child shall be deemed to be excluded from the family of the
employee.
Supreme court in Chamaraju M.C. v Hind Nippor Industrial (P) Ltd.19
, held that work done at
the various units under the same employer are to be counted for the calculation of continuing
period of five years, such employee is eligible for gratuity under the Act. The Apex court
further held that while interpreting the provisions of beneficial legislature, such as payment of
gratuity Act courts should take a liberal view.
6.In Maniben Maganbhai Bhaniya v. District Development Officer,20
workers and aanganwadi
home workers appointed in aanganwadi sector setup under the Integrated Child Development
Scheme are entitled to gratuity under the payment of gratuity act ,1972
18
III L.L.J. 1092 (2004) (M.P.)
19
III L.L.J. 787 (2007) (S.C.)
20
CIVIL APPEAL NO(S). 3153 OF 2022
15. 15
CONCLUSION
The Payment of Gratuity Act, 1927, is a welfare statute provided for the welfare of the
employees who are the backbone of any organisation, company or startups. The gratuity
amount encourages the employee to work efficiently and improve productivity. Recently, by
the Payment of Gratuity (Amendment) Act, 2018, the central government has tried to promote
social welfare by providing leverage to the female employees who are on maternity leave from
‘twelve weeks’ to ‘twenty six weeks’.
However, the scope of this Act is limited to large scale companies or organisations and is not
applicable to organisations where the number of employees is less than 10. Yet, the Act in its
entirety is complete and therefore it overrides other Acts and statues in relation to gratuity. The
only need of the hour is to change or modify the implementation of the Act as this Act is still
not followed by many companies or corporations.
16. 16
BIBLIOGRAPHY
Articles –
➢ The Applicability and Calculation of Gratuity in India;http://www.india-
briefing.com/news/applicability-calculation-gratuity-india-
6435.html/#sthash.L3zuyTTW.dpuf
➢ Dhruv Dikshit, “All You Need to Know About Payment of Gratuity Act 1972”
06/04/2018 ,3:36 pm, http://www.standardmedia.co.ke/article/1143998587/you-can-
either-get-gratuity-or-service-pay
➢ Prachi Aggarwal, “Payment of Gratuity Act, 1972: A Critical Analysis" assessed on
06/04/2018 at 4:46pm, https://www.lawctopus.com/academike/payment-gratuity/
Books –
• Gyanendra Saran, Law On Industrial Dispute (Ed. 4th
, Lexis Nexis Butterworths
Wadhwa, Nagpur, 2010). P. 56
Websites –
o “Payment of Gratuity (Amendment) Act, 2018 brought in force on 29th March,
2018”PIB. 29. Mar, 2018assessed on 09-04-2018 at 2:02pm