I have been working in the said Ltd company at a senior management level for over 10 years. I left the company due to superannuation-retirement. While the company has confirmed the amount payable to me via email, as shown in the company's books, they regret their inability to pay due to financial difficulties and are requesting me to bear with them for some time - which has now exceeded four years. They confirmed the settlement amount, as per their calculations, in an email to me as recently as five months ago. In response to their email, I have requested once again for the expedited release of payment. However, discussions with the company have not yielded any positive results.
What recourse do I have to compel them to pay?
From India, Chennai
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What recourse do I have to compel them to pay?
From India, Chennai
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Dear friend,
As you have served the organization for about 10 years in a senior management position and your departure was due to reaching the age of superannuation, your terminal benefits would typically include statutory gratuity and any unused earned leave that may be remaining in your account. There might be additional benefits specified in your employment contract that we are not aware of. If there are any unpaid gratuities, you have the option to pursue legal action by submitting a claim under Section 7 of the Payment of Gratuity Act, 1972 to the relevant authority overseeing the area where you were last employed. For any other outstanding terminal benefits outlined in your employment agreement, your recourse would be through civil action.
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I have corrected the spelling, grammar, and punctuation errors in the text provided by the user. I have also ensured proper paragraph formatting with a single line break between paragraphs.
From India, Salem
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6185As you have served the organization for about 10 years in a senior management position and your departure was due to reaching the age of superannuation, your terminal benefits would typically include statutory gratuity and any unused earned leave that may be remaining in your account. There might be additional benefits specified in your employment contract that we are not aware of. If there are any unpaid gratuities, you have the option to pursue legal action by submitting a claim under Section 7 of the Payment of Gratuity Act, 1972 to the relevant authority overseeing the area where you were last employed. For any other outstanding terminal benefits outlined in your employment agreement, your recourse would be through civil action.
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I have corrected the spelling, grammar, and punctuation errors in the text provided by the user. I have also ensured proper paragraph formatting with a single line break between paragraphs.
From India, Salem
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Hi,
We are a Higher Educational Institute, i.e., deemed to be a University as per the UGC Act. We are registered as the principal employer under CLRA by the State Government.
1. Who is the appropriate authority for Labor Registration for Higher Education Institutions, i.e., State or Central?
2. Do we need to register under the Shops & Establishment Act too?
3. Who is the appropriate authority under the Payment of Gratuity Act as we have received a general notice/letter from the Regional Labor Commission (Central) on compliance with the P.G. Act?
Regards,
Sreekanth
From India, Hyderabad
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We are a Higher Educational Institute, i.e., deemed to be a University as per the UGC Act. We are registered as the principal employer under CLRA by the State Government.
1. Who is the appropriate authority for Labor Registration for Higher Education Institutions, i.e., State or Central?
2. Do we need to register under the Shops & Establishment Act too?
3. Who is the appropriate authority under the Payment of Gratuity Act as we have received a general notice/letter from the Regional Labor Commission (Central) on compliance with the P.G. Act?
Regards,
Sreekanth
From India, Hyderabad
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