I've recently joined a new company. My previous employer has settled all the dues except a retention bonus which is due for payment in the month I resigned and before the date I resigned. As per the employment offer letter, the retention bonus will be released after the completion of every year. I've served the organization for a total year and resigned later. However, my employer is refusing to pay the retention as I've submitted my resignation. Please let me know whether I will get the retention bonus or if my employer is correct.
From India, Varanasi
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From India, Varanasi
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We do not know in what context your previous employer was paying a retention bonus. If it substitutes for a bonus, then you can file a complaint against your employer before the labor officer in your area.
From India, New Delhi
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450From India, New Delhi
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Dear mvsk,
In this case:
1. Your employer (past) should be governed by POB Act;
2. You should be eligible for a bonus as per the POB Act. Your Basic/DA component should not be more than Rs. 10,000/- per month.
3. Bonus is payable to you on or before 30.11.2015.
4. It is advised that you should make an application for a bonus as per the provisions of the POB Act.
5. As per the provisions of the POB Act, the minimum bonus will be Rs. 3500/- and the maximum Rs. 8400/- assuming you worked for the entire year.
6. You should not be discriminated against other employees with your past employers on the criteria that you have left the service.
From India, Mumbai
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In this case:
1. Your employer (past) should be governed by POB Act;
2. You should be eligible for a bonus as per the POB Act. Your Basic/DA component should not be more than Rs. 10,000/- per month.
3. Bonus is payable to you on or before 30.11.2015.
4. It is advised that you should make an application for a bonus as per the provisions of the POB Act.
5. As per the provisions of the POB Act, the minimum bonus will be Rs. 3500/- and the maximum Rs. 8400/- assuming you worked for the entire year.
6. You should not be discriminated against other employees with your past employers on the criteria that you have left the service.
From India, Mumbai
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Dear Jagat Kumar ji,
I feel the query is not addressing the bonus under the Payment of Bonus (POB) Act. Bonus under the POB Act cannot be termed as a "Retention Bonus." It seems the retention bonus is paid by the employer as per the terms of his appointment for retaining his employment, and the payment of this retention bonus is released after the completion of every year.
From India, Mumbai
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I feel the query is not addressing the bonus under the Payment of Bonus (POB) Act. Bonus under the POB Act cannot be termed as a "Retention Bonus." It seems the retention bonus is paid by the employer as per the terms of his appointment for retaining his employment, and the payment of this retention bonus is released after the completion of every year.
From India, Mumbai
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"You should not be discriminated against by your current or past employers based on the fact that you have left their service."
You have clearly stated the legal position. However, things are not always smooth, which is why we receive such queries. Employers are aware that an employee may not pursue legal action for issues like a bonus, whether it's Rs 5000 or a similar amount. The slow judicial system is fully exploited by employers who have more resources than any individual employee.
From India, Pune
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You have clearly stated the legal position. However, things are not always smooth, which is why we receive such queries. Employers are aware that an employee may not pursue legal action for issues like a bonus, whether it's Rs 5000 or a similar amount. The slow judicial system is fully exploited by employers who have more resources than any individual employee.
From India, Pune
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Why trade unions have come up.
I do not intend going into depth and history.
Exploitative practices of employers lead to the formation of trade unions.
Once an employee gets organized, his attitude changes and becomes rather aggressive.
Look at many PSUs, trade unions are so powerful that management buys peace by keeping silent to poor work output, recruitment of people under trade union pressure, merit being a casualty, etc.
A few months ago, I read of loaders earning Rs 4L per month in FCI. This is an example of trade unions becoming dominant.
Of course, management is hardly bothered as it is taxpayer money anyway.
Look at Air India. It runs at a loss, but employee privileges of free tickets, allowances are untrammelled.
Loss or no loss, the taxpayer has to bear the expenses.
If one goes by news articles, it is shocking as to how AI is run.
Some links to news items:
- [Air India doles out free air tickets to its employees despite impending loss - The Times of India](http://timesofindia.indiatimes.com/india/Air-India-doles-out-free-air-tickets-to-its-employees-despite-impending-loss/articleshow/29059938.cms)
- [Perks of PSU jobs: Generous allowances, soft loans, job security and more - timesofindia-economictimes](http://articles.economictimes.indiatimes.com/2012-10-20/news/34606627_1_petrol-prices-job-security-soft-loans)
On one side, in some private sector companies, employees are treated poorly, and on the other side, employees are king, and management can do nothing to make them work.
Many union members do no work in the office other than loitering in corridors and finding out issues.
This is the inequity that is clearly visible in our corporate environment.
Changing all this can only make India go to greater heights.
So the payment of retention bonus-refusal is a symptom of the environment.
From India, Pune
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I do not intend going into depth and history.
Exploitative practices of employers lead to the formation of trade unions.
Once an employee gets organized, his attitude changes and becomes rather aggressive.
Look at many PSUs, trade unions are so powerful that management buys peace by keeping silent to poor work output, recruitment of people under trade union pressure, merit being a casualty, etc.
A few months ago, I read of loaders earning Rs 4L per month in FCI. This is an example of trade unions becoming dominant.
Of course, management is hardly bothered as it is taxpayer money anyway.
Look at Air India. It runs at a loss, but employee privileges of free tickets, allowances are untrammelled.
Loss or no loss, the taxpayer has to bear the expenses.
If one goes by news articles, it is shocking as to how AI is run.
Some links to news items:
- [Air India doles out free air tickets to its employees despite impending loss - The Times of India](http://timesofindia.indiatimes.com/india/Air-India-doles-out-free-air-tickets-to-its-employees-despite-impending-loss/articleshow/29059938.cms)
- [Perks of PSU jobs: Generous allowances, soft loans, job security and more - timesofindia-economictimes](http://articles.economictimes.indiatimes.com/2012-10-20/news/34606627_1_petrol-prices-job-security-soft-loans)
On one side, in some private sector companies, employees are treated poorly, and on the other side, employees are king, and management can do nothing to make them work.
Many union members do no work in the office other than loitering in corridors and finding out issues.
This is the inequity that is clearly visible in our corporate environment.
Changing all this can only make India go to greater heights.
So the payment of retention bonus-refusal is a symptom of the environment.
From India, Pune
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Hello MVSK,
I am not sure I agree with the other members who responded.
While I can't vouch for this [I am not a legal eagle], I DON'T think Retention Bonus falls under the ambit of the POB Act.
In fact, I don't think anything like this is covered under any specific Act/Law in India--this concept is still new to the Indian work culture.
Here's the definition of Retention Bonus, as per Wikipedia:
"DEFINITION of 'Retention Bonus': A payment or reward outside of an employee's regular salary that is offered as an incentive to keep a key employee on the job during a particularly crucial business cycle, like a merger or acquisition, or during a crucial production period."
The bonus that one normally associates with the POB Act is related to PAST work done & the Company's appreciation thereof. Retention Bonus is essentially paid to 'retain' the employee for beyond a particular period--in your case for more than 1 year.
Hence, I don't think the Company has erred in not paying the Retention Bonus.
This situation of yours has a similarity to threads posted in CiteHR about resigning BEFORE the Service/Bond Agreement has completed BUT the individual completing the FULL term of the period...albeit some of it during the Notice Period...and the situation/interpretation thereof.
In a similar category would also fall likes of Joining Bonus, etc.
Rgds,
TS
From India, Hyderabad
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I am not sure I agree with the other members who responded.
While I can't vouch for this [I am not a legal eagle], I DON'T think Retention Bonus falls under the ambit of the POB Act.
In fact, I don't think anything like this is covered under any specific Act/Law in India--this concept is still new to the Indian work culture.
Here's the definition of Retention Bonus, as per Wikipedia:
"DEFINITION of 'Retention Bonus': A payment or reward outside of an employee's regular salary that is offered as an incentive to keep a key employee on the job during a particularly crucial business cycle, like a merger or acquisition, or during a crucial production period."
The bonus that one normally associates with the POB Act is related to PAST work done & the Company's appreciation thereof. Retention Bonus is essentially paid to 'retain' the employee for beyond a particular period--in your case for more than 1 year.
Hence, I don't think the Company has erred in not paying the Retention Bonus.
This situation of yours has a similarity to threads posted in CiteHR about resigning BEFORE the Service/Bond Agreement has completed BUT the individual completing the FULL term of the period...albeit some of it during the Notice Period...and the situation/interpretation thereof.
In a similar category would also fall likes of Joining Bonus, etc.
Rgds,
TS
From India, Hyderabad
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