I hope Kumar has given the clarifications. I am afraid if there is any HR fraternity who does not know Mettur Bearsell's case on Gratuity but you are quoting it as if it is a new input. As said by Kumar, the case in reference is all about interpreting continuous service and to decide whether an employee who has not completed 5 years but has worked for 240 days in the fifth year would be eligible for gratuity. It has nothing to do with " treatment of fraction of service over 6 months"
From India, Kannur
4249From India, Kannur
Gratuity not Required Complete 5 years as a Continuous Service
By virtue of the judgment of Supreme Court rendered under the provisions of the Industrial Dispute Act in Surendra Kumar Verma vs. Central Govt. Industrial Tribunal,[(1980) (4) S.C.C.433)] -
https://boardhr.blogspot.com/2019/09...e-5-years.html
From India, Kolkata
By virtue of the judgment of Supreme Court rendered under the provisions of the Industrial Dispute Act in Surendra Kumar Verma vs. Central Govt. Industrial Tribunal,[(1980) (4) S.C.C.433)] -
https://boardhr.blogspot.com/2019/09...e-5-years.html
From India, Kolkata
Dear All, I have a query in calculation of Gratuity.
If an employee has joined the company on 12.04.2018 and his last working day is 11.10.2024.
Will we consider his tenure as 6 years or 7 years as he has completed 6 years & 5 months and 29 days. Pls let me know.
From India, Mumbai
If an employee has joined the company on 12.04.2018 and his last working day is 11.10.2024.
Will we consider his tenure as 6 years or 7 years as he has completed 6 years & 5 months and 29 days. Pls let me know.
From India, Mumbai
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.
FORM-F-NOMINATI ON OF GRATUITY.pdf
Gratuity Form I.doc