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Dear Sir,
You may please approach any chartered accountant or auditor as your question involves tax benefits etc. Normally, financial experts are in a better position to answer your question more appropriately and legally as per existing circulars.

Dear Client,
Section 3 of the Employees' Compensation Act, 1923 deals with the Employer's liability for compensation payable to an injured employee in case the injury is caused in the course of and arises out of employment. As per Sub-Sec.1(b) of Sec.3 of the Act, if personal injury is caused to an employee by accident arising out of and in the course of his employment, his employer shall be liable to pay compensation following the provisions of this Act, Provided that the employer shall not be

Dear Client,
From the contents of the query, it appears that the company adopted unfair labour practices as defined under Section 2(ra) of the Industrial Disputes Act, 1947. Regardless of the reasons, on cessation of employment either by resignation or retirement, or termination, an employee is entitled to an experience certificate, relieving letter, and F & F settlement dues from his employer within 30 days of the last working day (LWD). Further, a termination or retrenchment other than a disc

Dear Client,
An organization/establishment with a workforce of 10 individuals and above is liable to pay gratuity under the Payment of Gratuity Act 1972. Under Section 4(1) of the Act, the gratuity must be paid to an employee upon cessation of employment if he or she has rendered continuous service for five years or more., According to section 2A of the Act, an employee is said to be in continuous service for a period if he has for that period been in uninterrupted service including service wh

Dear Client,
Usually, almost all offer/appointment letters contain a common clause for serving a notice period that ranges between 30 to 90 days or pay in lieu of notice period post-resignation by the employee. Some organisations introduce a provision of a buyback policy in respect of a notice period post-resignation, extending the scope to an outgoing employee to cope with urgency. So, go through the terms and conditions of your appointment letter that governs and regulates the relationship bet

Dear Client,
The Maharashtra government in January 2021 notified that all elected members of the managing committee (MC) of cooperative housing societies established and registered under the Maharashtra Co-operative Societies Act, 1960, have to execute a bond holding them ‘jointly and severally’ responsible for all the decisions the committee takes. Under the MCS (Amendment) Rules, 2002, a new form, M-20 Bond, has been inserted, whereby elected members of the managing committee have to decl

Dear client,

The phrase "one-time cash payment" does not necessarily mean that the amount must be paid in physical cash. In corporate and contractual language, "cash payment" generally means a liquid payment made directly to the employee, typically via bank transfer or payroll processing. Since you received it as part of your salary, it is unlikely that you can challenge this clause on the grounds of it not being paid in physical cash.


The offer letter explicitly states that the bonus is to

Dear Client,
A dispute related to employment is resolved under labour laws applicable to a specific establishment or organization. In the given scenario, you can escalate your grievance before the concerned Labour Commissioner or the Chief Inspection, Shops & Establishment for the redressal of your grievance provided you are a workman as defined under Section 2(s) of the Industrial Disputes Act. Further, SAMADHAN Portal was launched by the Ministry of Labour and Employment to facilitate the fili

Dear Client,
Post verbal assurance to pay damages, if the concerned member of the Society denied that insurance, then serving a legal notice you can escalate the grievance before the EC of the Society showing the CCTV footage failing which you may raise your grievance before the Registrar or Dy. Registrar of the Cooperative Societies, Cooperative Court for a resolution. You can also file a Civilo suit seeking compensation/damages from the concerned person whose verbal assurance turns vague when

Dear Client,
The Payment of Gratuity Act 1972 defines gratuity as a reward that is paid to employees. It is a monetary award given by an employer to an employee in appreciation of his or her contributions to the company. In contrast to the provident fund, the gratuity is provided entirely by the employer, with no contribution from the employee. As per Section 4(1) of the Payment of Gratuity Act of 1972, gratuity is payable to an employee upon cessation of employment if he or she has rendered con