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MAGratuity Calculation| #jobs #gratuity #labourlaw #career
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SAYou’re not stuck… you’re strategically waiting.
If you’re close to 5 years, calculate before you resign.
Gratuity + retention + ESOPs = serious money 💰
Comment “5” and I’ll share what to check before quitting.
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@sanjanaoncareer
1.5M
DRWhat would you do? (Actually, what DO you do?)
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@drewtalbert
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LADon’t miss the end
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@lawwithvikram
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SAGratuity calculator India 💪☺️💲🥳
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@sabkuchtech
5.3K
THGratuity Kab Cancel Ho Sakti Hai? (Law Explained)
Many employees are told by HR that their gratuity has been cancelled or forfeited after leaving the company.
But under the Payment of Gratuity Act, 1972, gratuity cannot be cancelled in every situation.
The law allows forfeiture of gratuity only in limited circumstances such as proven misconduct, financial loss caused to the employer, or offences involving moral turpitude committed during employment.
In most normal situations like resignation, performance issues, or notice period disputes, gratuity cannot simply be denied.
In this short video, we explain when gratuity can legally be forfeited and when employees still have the right to claim it.
Understanding these rules helps employees protect their statutory benefits.
Follow The LexSphere for practical legal awareness about workplace rights, labour law, and employee protections.
#Gratuity #EmployeeRights #LabourLaw #WorkplaceRights #EmploymentLaw
@thelexsphere
459.4K
IA#Masteryourmoneywithneha
Are you eligible for gratuity?
So India there are mainly two types of jobs where gratuity is mandatory and those where it is optional.
So all salaried employees who perform services for tips are eligible for gratuity.
This includes waiters, bartenders, waitresses, busboys, cab drivers, bellhops, and other similar positions.
But employees have to give the service of at least five years of service to an organization.
The gratuity of government employees and companies that are covered under the Payment of Gratuity are calculated based on the last drawn salary and the number of years of service.
The gratuity amount is calculated as follows: Last drawn salary (basic pay + dearness allowance) x 15/26 x number of years of service.
The gratuity received by government employees is tax-free up to a certain limit as per the Income Tax Act, of 1961. The limit is currently Rs 20 Lakhs.
Companies that are covered under the Payment of Gratuity Act, 1972 are factories, mines, oilfields, ports, railways, shops, and establishments with 10 or more employees.
And if the company is not covered under the Payment of Gratuity Act 1972 then the calculator for the gratuity will change to 5 x your last drawn salary x number of years of service/30.
Generally, an employee is eligible for gratuity after completing a certain period of service, typically five years but this varies depending on the company, the type of employment, and the laws that apply to the specific situation.
Let me know if you are eligible for gratuity?
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@iamnehanagar
2.8K
CGShould gratuity be a choice at a restaurant? How do you know that the service is going to be good after having six people or more in your party? #restaurants
@cgambino1
2.0M
HEThe Payment of Gratuity is a statutory benefit paid to the employees who have rendered continuous service for at least five years. It is a lump sum amount paid to an employee based on the duration of his total service. The benefit gratuity is payable to an employee on cessation of employment (either by resignation, death, retirement or termination, etc) by taking the last drawn salary as the basis for the calculation. It is governed by the Payment of Gratuity Act, 1972.
Gratuity = n*b*15 / 26
n = Tenure of service completed in the company,
b = Last drawn basic salary + dearness allowance
The maximum amount of gratuity payable under the Act is Rs.20 Lacs.
The employer must pay the amount of gratuity within 30 days from the date it becomes payable to the person to whom the gratuity is payable.
The gratuity received up to the limit of Rs.20 Lacs is liable to be exempted from taxation under the Income Tax Act. The exemption is, however, not available for payment of gratuity when the employee is still in service.
As per the judgment of the Supreme Court an employee is eligible for gratuity if he has completed 4 years of continuous service and 240 days continuous working in 5th year. On the day when he completes his 240 days in the 5th year he will be eligible for gratuity.
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)], it is enough that an employee has a service of 240 days in the preceding 12 months and it is not necessary that he should have completed one whole year’s service.
Also there is judgment of Hon'ble Madras HC in Salem textile case (2011) in which it was ordered that an employee would be eligible for gratuity even if he has completed 4 years 240 days.
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@hellomonktv
1.9K
TH5 saal job ke baad bhi gratuity nahi mili? 🤯
Gratuity = tumhara legal right hai, bonus nahi! 💰
#gratuity #corporatelife #jobtips #salaryhacks #workingprofessionals labourlaw employeebenefits 9to5life financialawareness
@thesocialhimanshu
9.9M
CN5 साल की नौकरी पर मिलेंगे इतने पैसे !
Gratuity Act 1972 के मुताबिक ग्रेच्युटी में नोटिस पीरियड भी शामिल होता है। इसका मतलब है कि अगर किसी कर्मचारी ने 4 साल 10 महीने जॉब किया है और 2 महीने का नोटिस पीरियड सर्व किया है तो उसे भी ग्रेच्युटी का लाभ मिलेगा।
#noticeperiod #GratuityCalculator #GratuityAct1972 #Gratuity #job #pension #epfo #NPS @ishipra06
@cnbcawaaz
3.9M
UN📍 India | Labour Rights Debate
A video shared by Pawan Sharma has sparked discussion on labour rights for sales executives in India, after he claimed he worked around 17 years with Airtel but did not receive PF or gratuity benefits after losing his job.
The case has raised questions about employment protections, PF and gratuity eligibility, and job security for sales and field executives, especially those working through third-party contracts or incentive-based roles.
The incident has triggered debate online, with many asking whether labour laws adequately protect private-sector sales employees and calling for clearer employment safeguards.
VC 🎥: Pawan Sharma
DISCLAIMER: No copyright infringement intended. For informational purposes only. Credit to respective owner.
[ sales executive labour rights India, PF gratuity dispute private job India, Airtel sales executive benefits controversy, labour law protection India private employees ]
#LabourRights #PrivateJobs #PF #Gratuity #IndiaNews JobSecurity
@unfiltered_uttarpradesh_
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