As the tussle with the spread of COVID-19 is prevalent, the Maharashtra Chief Minister, Mr. Uddhav Thackeray recently announced a new set of guidelines/ restrictions called the “Break The Chain Order” dated 13th April 2021 to curb the further spread of COVID-19 in the State of Maharashtra. These additional restrictions are a result of the... Continue Reading →
A recent Article authored on "Dispute Management Strategy For Large Corporates: Forecast 2021" by Archana Balasubramanian, Founding Partner has been published by "LegitEye" on 6th April 2021 as the "Column of the Week". The Article throws light on how in recent years commercial disputes have become even more volatile given the increasing complexities in the business ecosystems and how non-Indian... Continue Reading →
The rising number of cases in the State can only be controlled by imposing stricter restrictions to break the chain and reduce the rate of transmission, hence, the Government of Maharashtra has issued a new set of “break the chain of transmission” directions on 13th April 2021 which will come into effect from 8.00 PM on 14th April 2021 till 7.00 AM on 1st May 2021. We will be covering these directions in detail in our next post.
In order to relieve small industries from excessive compliances, the State of Madhya Pradesh and Puducherry have passed amendments to their respective Factories Rules. Further, the State of Odisha has also introduced amendments to laws governing inter-state migrant labourers. In this post, we will decode the amendments passed by the respective State Governments. Madhya Pradesh... Continue Reading →
The issue whether entries/ disclosures made in financial statements could be construed as an “acknowledgment” under Section 18 of the Limitation Act, came up for consideration before NCLAT. While this issue had been previously considered by various courts and tribunals, there was some ambiguity...
High value employment contracts are unique to the nature of employment and skills each such senior employee brings to the organisation based on their expertise and thus, there is no such standardised version of a Key Employee contract. In light of the expertise of such employees including the comprehensive nature of responsibilities expected from such employees it is without an iota of doubt, absolutely essential to put in place a written contract detailing the understanding with such employees.