About the Company

Decathlon Sports was founded in 1976 in France. We aim to make the pleasure and benefit of sports accessible to everyone across the globe and we do that by providing world-class products both for enthusiastic beginners as well as passionate professionals at extremely affordable prices.

In India, it is our aim to do our best to help Indians play more by paying less for their sports equipment. It is our commitment to attract and nurture talent to create growth opportunities in-sync with our progress in India.

Decathlon Sports has been present in India for more than 10 years and our first cash and rry flagship store was set up in May 2009 at Sarjapur in Bangalore. As of September 26th 2018, we are at 65 stores spread across India with further expansion plans.

Job Description

Role: Legal Internship

Location: Delhi

Decathlon is a French sports company, engaged in production and retail sale of sports goods and accessories. Decathlon Sports India is expanding throughout India and has a well-established legal team. We are seeking support of an intern on various legal topics support the in-house legal counsel based across India. The location for this role will be Delhi (remote work) but would include travel to different cities based on the requirements.

You could enjoy being our teammate if you are:

  • dynamic,
  • sporty,
  • a team-player, – keen learner,
  • Law Student in the 5th year (five-year course) / Fresh

Graduate

Term: Minimum 3 Months – starting from August 2021

The internship we offer includes:

  • assisting zone lawyers for perusal of real estate, construction and procurement related contracts and

templates – supporting zone lawyers for updating and upgrading its

contract management tools and data systems, assisting zone lawyers for co-ordination on licenses procurement, researching on the processes and applicability of permits and licenses for each new

location, – researching and drafting various contracts under the supervision of the zone lawyer – travelling to multiple cities for negotiation, execution and registration of contracts

We also give you the opportunity to develop your skills and attitude by giving you the opportunity to participate in our numerous development projects during your internship.

Requirements:

• Previous 3 years’ academic evaluation report • NOC from University/College (if applicable)

Contact:

Kalyani Kulkarni: kalyani.kulkarni@decathlon.com

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About the Lawfirm

Sharma & Sharma, Advocates & Legal Consultant is a full service law firm. It was established in 2006 with offices in Kolkata, New Delhi and Bombay, having associate lawyers, chartered accountants, company secretaries in most major cities of India, with substantial representations in employment (Labour law & Service Law), transactional, Real estate, insolvency matters particularly related to Insolvency & Bankruptcy Code, 2016, Company matters and numerous litigation and arbitration matters. This network of alliances gives the benefit to the clients of a single window service provider, to deal with all kind of matters across the country under one umbrella. The Head Office of the Firm is in Kolkata conveniently located near to the Calcutta High Court.

The firm is led by Mr. Sidharttha Sharma, a reputed law practitioner with vast experience of 17 years in the areas of civil, commercial and corporate laws. The members of the Firm are professionals with years of experience behind them. They bring the highest level of professional service to clients along with the traditions of the profession, integrity and sound ethical practices. Members of the Firm are in tune with the work-culture of international law firms as well as the expectations of large corporate clients.

The firm specializes in various practice areas such as corporate restructuring & insolvency, banking & finance, capital markets and securities, corporate advisory, cross border transactions, dispute resolution and arbitration, employment, environment, FDI, governance risk & compliance, intellectual property rights, joint ventures, M & A and private equity.

Job Description

Brief Profile of the Firm –

• Sharma & Sharma (Advocates and Legal Consultants) is a full-service law firm. The firm specialises in a variety of areas, and is proficient in providing effective, prompt and practical solutions, which makes the firm a favoured choice by domestic as well as international clients.

• The firm has its offices in Kolkata and New Delhi with the Head Office in Kolkata which is conveniently located near to the Calcutta High Court.

• The firm specialises in various practice areas such as corporate restructuring & insolvency, banking & finance, capital markets and securities, corporate advisory, cross-border transactions, dispute resolution and arbitration, employment, environment, FDI, governance risk & compliance, intellectual property rights, joint ventures, M&A and private equity.

For further details, please log in to our website: www.sharmaandsharmalegal.com.

Job description –

Eligibility – Above 5 years of work experience in a law firm.

Location – Kolkata, West Bengal

Areas of practice – Commercial Litigation, Arbitration, Contractual disputes, Civil Laws and Constitution Laws/Labour Laws/Knowledge about documentation work

Scope of work– Legal research, drafting, attending conference with seniors, briefing counsel, appearing in Court, filing of applications, follow ups with concerned department after filing of matters and all other works related to litigation/documentation.

• Conferences may be scheduled any time depending on the convenience of the Senior engaged and urgency of the matter, including on Sundays and post working hours on weekdays and same may be physically or virtually attended.

Timing (Presently) –

Monday to Friday 09.30 am till 7.30 pm Saturday – 9.30 am till 4.30 pm

Probation Period & Confirmation –

• 6 months’ probation period.

• CTC for probation period – Rs. 1,80,000/- for 6 months, i.e., Rs 30,000/- per month.

• Performance shall be evaluated during such period. Termination if any during such period shall not come with any prior notice or any justification. Termination or confirmation shall solely depend of evaluation of performance during such period.

• If evaluation is found satisfactory, then confirmation letter shall be given after 6 months along with confirmation of appointment letter which will be on contractual basis.

• CTC post confirmation – Rs. 6,00,000/, i.e., Rs. 50,000/

per month.

• Performance shall be evaluated during such period. Termination if any during such period shall not come with any prior notice or any justification. Termination or confirmation shall solely depend of evaluation of performance during such period.

• If evaluation is found satisfactory, then confirmation letter shall be given after 6 months along with confirmation of appointment letter which will be on contractual basis.

• CTC post confirmation – Rs. 6,00,000/, i.e., Rs. 50,000/ per month.

How to Apply?

Kindly email your Resume along with cover letter and credentials at contact@sharmaandsharmalegal.com. Write in the subject of the email ‘Application for the post of Principal Associate, Kolkata Office’.

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About the Company

Our team of 160,000 professionals in 70 countries draws together the worlds of food, agriculture, nutrition and risk management. For more than 150 years, we have helped farmers grow more, connecting them to broader markets. We are continuously developing products that give consumers just what they’re seeking, advancing nutrition, food safety and sustainability. And we help all of our partners innovate and manage risk, so they can nourish the world again tomorrow. We combine 153 years of experience with new technologies and insights to serve as a trusted partner for food, agriculture, financial and industrial customers in more than 125 countries. Side-by-side, we are building a stronger, sustainable future for agriculture.

Job Description

Job Purpose and Impact

The Senior Lawyer will independently manage the commercial legal affairs in the fastest growing economies in Asia including Myanmar, Bangladesh, Pakistan etc. developing strategic legal solutions for complex business issues by partnering with Cargill APAC Development Markets team (primary support) and also provide support to the Cargill Trade and Capitals Market team.

In this role, you will provide legal advice and recommend action to executives and management on critical company issues including growth opportunities in the region; to grow and expand Cargill businesses, assets, and operations.

Key Accountabilities

• Research, analyze and interpret proposed and existing laws, statutes and regulations in Development Markets in close cooperation with Cargill cross functional teams across geographies

i.e. Tax, Treasury, HR, Finance and Cargill law team. Identify, evaluate and address complex and strategic issues of legal and commercial risk in frontier markets and developing countries with evolving laws and regulatory frameworks.

• Independently structure, draft, negotiate and approve legal agreements, written communications, policies and other documents related to a variety of strategic trade, commercial, financial and operational matters, such as import/export regulations, FX regulations, bank guarantees and mitigate trade-related risks for companies doing business in emerging and developed markets.

• Gather relevant facts and information from multiple

sources using probing questions and methods and apply the results to legal research and analysis to drive positive outcomes. • Provide strategic commercial solutions and advice to

business and function leaders.

Engagement, oversight and cost management of outside counsel.

• Provide expert consultative guidance for initiating strategic long-range goals and objectives. You may provide direction to supporting team members and be a strategic contributor • Other duties as assigned

Qualifications

MINIMUM QUALIFICATIONS

Bachelor’s degree in a related field or equivalent

experience

• Juris doctor or LLM Exceptional communication, advocacy, writing and drafting skills

• Consistent and confirmed ability to drive commercial

outcomes using a creative, resilient and agile approach Ability to build deep trusting and collaborative

relationships and proactively address conflict

• Minimum of eight years of related work experience; Other minimum qualifications may apply

PREFERRED QUALIFICATIONS

• Lawyer from a reputable National University of Law in India, preferably with a LLM or a master’s degree from a University abroad, with qualifications to practice law in India. Additional qualifications as a Company Secretary, Chartered Accountant or MBA (Finance) would be an advantage.

• Ten years+ Professional Qualified Experience as:

(i) a senior legal in-house lawyer in multinational corporation or a large business corporation in India, or (ii) a Senior Associate or Partner with a leading international law firm abroad or a leading law firm in India; or (ii) a combination of the foregoing.

• Foreign investment via equity & debt, including related laws, regulations & compliances, downstream investment, & transaction experience in drafting, negotiating & reviewing related documentation. • Mergers & Acquisitions with experience of due diligence, drafting of MOU, LOI, SPA, SHA & local

regulatory filings for foreign investment, purchase of

shares, anti-trust filings and competition law issues. • Knowledge & application of laws & regulations with respect to banking, corporate finance, trade finance, including foreign portfolio investments, debt restructuring, & FX and trade regulations.

• Setting up new entities i.e. branch office, private limited company; coordinating regulatory applications & approvals with external consultants; Supervision/ follow up of regular & event based compliances by local entities & filings under local law i.e. Companies Act, exchange control laws etc., with local regulators, central bank, payment of stamp duty etc.

• Implementing Joint Venture and Shareholders Agreements & integration of newly acquired business units

How to Apply?

https://www.linkedin.com/jobs/view/2659573730

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About the Companyjo

Korn Ferry is a global organizational consulting firm. We work with clients to design their organizational structures, roles and responsibilities. We help them hire the right people and advise them on how to reward, develop and motivate their workforce. And, we help professionals navigate and advance their careers.

Our 8,600 colleagues serve clients in more than 50 countries. We offer five core solutions:

  • Organizational Strategy
  • Assessment and Succession
  • Talent Acquisition
  • Leadership Development
  • Rewards and Benefits

Job Description

This position is for our client,HPE based in Bangalore.

We are looking for a highly motivated, team player to be a part of an exciting team of attorneys passionate about the intersection of open source, IP, and future technologies. You will be part of the Open Source Program Office (OSPO) team and work with key stakeholders to help manage significant and complex open source licensing matters and advise various business units globally on open source/IP legal risk to ensure compliance. The position will cover a wide range of areas in open source, including but not limited to open source licensing approvals, reviewing Bill of Materials (BoMs), conducting M&A open source due diligence, counseling BU teams on open source legal matters, and assisting the broader team in open source strategy and governance.

Responsibilities:

  • Review open source downstream and upstream proposals, working closely with Engineering and Legal teams
  • Advise BU teams on technology-specific open source licensing legal matters
  • Support and conduct Mergers and Acquisition open source due diligence
  • Provide advice and negotiate open source terms in technology and commercial transactions
  • Promote awareness by conducting internal training on open source software-related concepts
  • Collaborate and associate with engineers and project managers on open source questions
  • Assist the broader team in open source policy-linked documentation
  • Help adapt the review process to meet dynamic changes in the industry

Experience Required

  • Advanced university degree in law (e.g. JD or LLB).
  • Meets local legal license requirements.
  • Typically 3-7 years of IP/open source legal experience at a law firm or in-house. Well-developed level of business experience supporting clients or advising on legal matters.
  • Working knowledge of open source licensing and intellectual property concepts.
  • General breadth of practical legal and business knowledge, as well as in-depth knowledge in one or more practice areas.
  • Good knowledge of IP laws, regulations, policies, and procedures
  • Demonstrated understanding of legal negotiation or counseling.
  • Effective legal communication skills (written, verbal, active listening).
  • English language skills to business standard
  • preferred.
  • Background in Computer Science, Engineering, or another related technical field (this experience is a plus)

How to Apply-

If this sounds interesting and you have the required skills, send in your resume to siva.varadarajan@hpe.com.

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About KalonGens

KalonGens is a global provider of HR services. With a legacy of over 10 years in the market, KalonGens is today one of the leading players in the recruitment ecosystem. We believe in combining our passion for people with smart investments in intelligent technology to help organizations and talent realise their true potential. Employing specialist recruiters in our organizations, KalonGens provides a full range of solutions including temporary and permanent staffing, outsourcing and other workforce solutions in the areas of engineering, finance and accounting, human resources, IT, manufacturing and logistics, and sales and marketing.

Job Description

Hiring Freshers Responsibilities

  • Review contracts
  • Extract the metadata terms from contracts
  • Process contracts via CLM system
  • Ensure quality of work as per required parameters Responsible for doing First level review of Contract
    documents and QC
  • Assess own performance and take accountability for own actions
  • Communicate effectively with other team members
    Skills For Success
  • Proven ability to work in a client-centric, deadline driven environment
  • Have excellent customer service skills with a keen eye for detail and commitment to quality Ability to effectively communicate
  • Ability to analyze and organize work for maximum
    efficiency
  • Excellent interpersonal skills, focused on supporting your client’s needs
  • Ability to present well on the phone and in virtual conference calls
  • Understand how to make processes more efficient

Qualifications

LL.B.

How to Apply-

Interested candidates kindly share their resumes to career@kalongens.com

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Citation

(2003) 6 SCC 265

Decided On

9th May 2003

Case Number

Civil Appeal No. 13337 of 1995

Bench

Bench: Shivraj V. Patil & K.G. Balakrishnan J.J.

Relevant Section

Section 32(2), 32(3) & 72 of Indian Partnership Act, 1932

Facts

The plaintiff filed two suits against the respondent. Respondent number 1 in both the suits is a partnership firm engaged in engineering works. Respondent numbers 2 to 4 are its partners. The first suit was filed to recover the amount of Rs. 59, 775.95/- with interest. The plaintiff alleged that a loan of Rs. 40,000/- was sanctioned in favor of the respondent on 5th December 1974, for expansion of industry of the respondent. The loan was to be repaid after 9 months in installments. The respondent had also executed the requisite documents in favor of the plaintiff bank. Respondent number 2 & 3 in their written statement admitted that the respondent had borrowed Rs. 40,000/- from the appellant. The two respondents subsequently retired without giving any notice of this development to the appellant bank. The respondent defaulted on the payment of the loan. Trial Court held that respondents number 2 & 3 would not be liable for the suit claim & High Court upheld the decision of the Trial Court.

Another suit filed by the appellant against the respondents in Karnataka High Court alleged that the respondents were given an overdraft facility by the appellant bank; the respondent availed the facility & committed default in paying the same. Respondents raised similar contention as in the previous suit that the partnership was dissolved & respondent number 4 took entire liability. The contention was accepted by the Trial Court against respondents number 1 & 3 was passed. The plea was rejected by the High Court in which the appellant prayed that Decree shall be passed against all the respondents as all have joint & several liabilities. Hence, the plaintiff moved an appeal to the Hon’ble Supreme Court for the same.

Issue before the Court

  1. Whether the retiring partner would be liable to pay for the liability incurred during partnership?
  1. Whether respondents giving notice to the appellant bank regarding dissolution of the firm would absolve the retiring partner from dues?

Judgment

The appellant contended that all the respondents should be held jointly liable as they executed various documents to the said & had admitted its execution, the dissolution of the partnership firm will not affect their liability to discharge of the suit claim & inter se arrangements between the partners of the firm will not be binding on the appellant bank & as per clause 3 of Section 32 of the Act respondent number 2 & 3 cannot escape from the liability concerning the suit claim made by the appellant. In response, the respondent said as a prior notice was sent to the appellant bank about the dissolution of the firm & they did not raise any objection therefore, respondents numbers 2 & 3 are not liable for any under the suit as per clause 2 of Section 32 of the Act.

Hon’ble Supreme Court held that the appellant had every right to proceed against all the defendants present in the suit, Court also said that no public notice was given about the retirement of respondents number 2 & 3 from the partnership firm as envisaged under Section 32(3) of the Act. Court pointed out at one of the contentions made that the “dissolution of firm will not affect the respondents from liability retiring partners” by the appellant. Like the fact the appellant was aware of the dissolution of the partnership firm, as per section 32(2) of the Act, the liability of the retiring partner as against a third party would be discharged only if there was an agreement made by the retiring partners, the bank being the third party in this case & partners of the reconstituted firm, this was absent from the case expressly or impliedly.

Conclusion

Perhaps it is self-evident from the case that the creditor’s right normally will not be prejudiced by an agreement transferring an acquired liability from one partner to another in a partnership firm unless the creditor is made a party to the agreement. Otherwise, the agreement (regarding him) will be strictly res inter alias acta (transacted between other parties).

The case analysis has been done by Ajay Kataria, from Dr. B.R. Ambedkar National Law University, Sonepat, Haryana.

The case analysis has been edited by Shubham Yadav, from Banasthali Vidyapith, Jaipur.

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INTRODUCTION

Transgender people are people who don’t fit into traditional gender roles, which only accept male and female genders. As a result of society’s refusal to acknowledge their gender identity, they have endured misogyny, social injustice, and physical abuse. Hijras, jogappas, Sakhi, Aradhis, and other transgender socio-cultural groups exist, as well as persons who do not belong to any of the groups yet are considered transgender. Transgender individuals in India are legally protected and have the right to be recognised as a third gender.

The Indian constitution ensures transgender people’s rights in the same manner as it guarantees justice and equality to all Indian citizens. The government has passed the Transgender Person (Protection of Rights) Act of 2019, which forbids discrimination against transgender persons in jobs, education, and health care. Welfare programmes have also been established to protect the rights of transgender persons.

Recognition as Third Gender

People in the transgender community have been discriminated against for as long as they can remember. Their identity has always been illegal, repressed by law or culture, and they have been forced to write male or female against their gender. However, India’s Supreme Court recognised transgender individuals as the third gender in order to end prejudice and defend transgender people’s rights. 

According to court the transgender community should be treated as socially and economically backward classes and allow them to get admission in the educational institution and the employment should be provided on the basis of their third gender category.

In its final verdict, the Supreme Court decided that transgender people, in addition to binary gender, shall be considered as “third gender” for the purposes of protecting their rights under Part III of the Indian Constitution and laws enacted by the Parliament and state legislatures.

Transgender Person (Protection of Right) Act, 2019

The government has passed the Transgender Person (Protection of Rights) Act of 2019, which forbids discrimination against transgender persons in work, education, and health care. Transgender people’s rights have also been protected by welfare programmes. An act to protect the rights and welfare of transgender individuals, as well as matters related to and incidental to that.

The Indian Parliament enacted the Transgender Persons (Protection of Rights) Act, 2019, with the purpose of protecting transgender people’s rights, welfare, and other relevant problems. In light of the expiry of the Transgender Persons (Protection of Rights) Bill, 2018, the act was introduced in the Lok Sabha, the lower house of the Parliament, on July 19, 2019 by Thawar Chand Gehlot, Minister of Social Justice and Empowerment. On December 5, 2019, the president signed it, and the act was published in the Indian Gazette. It has been in force since the 10th of January 2020, following publication in the Gazette on the same day.

The bill defines a transgender person as someone whose gender does not match the gender assigned at birth and forbids discrimination against transgender people in employment, education, housing, healthcare, and other areas. It also provides for certification after surgery to change a person’s gender. For a revised certificate, give the DM the application and a certificate from a medical superintendent or top medical officer of the medical institution where the surgery was performed.

Violation of Human Rights

In contravention of the constitutional rights of equality before the law and equal protection under the law, they are denied social and cultural engagement, resulting in limited access to education, health care, and public areas.

According to Section 377 of the Indian Penal Code, “voluntary carnal intercourse against the order of nature with any man, woman, or animal shall be punished with life imprisonment or 10 years imprisonment with a fine.” Infringes on people’s right to privacy, equality, freedom of expression, and protection from discrimination.

Transgender people have been subjected to workplace discrimination and job discrimination. They are coerced into sex labour, putting them at the highest risk of catching HIV because they agree to unprotected sexual intercourse out of fear of rejection or to affirm their gender through sex.

Marriage Rights of Transgender Community

Transgender people have the right to marry, according to Article 21. Under the Constitution and international law, people of the same sex have fundamental rights, according to the Court. State governments have also been told to set up procedures to enforce “third-party” rights and the rights of transit individuals.

In India’s constitution, the freedom to marriage is not explicitly guaranteed. On the other hand, Article 21 of the Indian constitution is frequently considered to cover a wide range of rights linked to the right to life. 

The Supreme Court recognised Article 21’s freedom to marry in Lata Singh v. State of Uttar Pradesh, declaring that a person who has achieved the age of majority is free to marry whoever he or she wishes.

In the decision of Obergefell v. Hodges, the Supreme Court of the United States gave same-sex couples the fundamental right to marry in 2015. In Justice K. Puttaswamy v Union of India, the Supreme Court of India ruled that the right to privacy included “the option to enter the relationship that is the foundation of the family in our society.”

Madras High Court held Transgender Persons Right to Marry

In Arun Kumar and Others v. Inspector General of Registration and Ors., the Madras High Court declared transgender marriage permissible under the Hindu Marriage Act, 1956.

The decision came in a case when Arun Kumar and Srija, a Tuticorin couple, wanted to register their marriage with the state. The couple married in Hindu tradition and attempted to register their marriage, but state officials refused to recognise their union. The refusal was predicated on the basis that a transwoman (Srija) does not qualify as a “bride” under the Hindu Marriage Act, hence the marriage could not be registered. 

“Transgender persons who are neither male nor female fit within the definition of ‘person,’ and hence are entitled to the same legal protection as any other citizen of this country in all sectors of governmental activity,” the court noted.

By recognising and interpreting a transgender person’s right to marry under Article 21 of the constitution, this judgement created a precedent. Transgender people’s rights and lives will take a positive new turn with the inclusion of transgender persons who identify as women in a liberal understanding of the term “bride.”

The article is written by Kiran Israni, 2nd Year Law Student of Baba Saheb Ambedkar College of Law, Nagpur.

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INTRODUCTION

Every person has the right to reproduce, it can also be considered a basic Human Right of the people. But infertility is the factor that haunts most people who want to have a child. It is not  that it is prevalent only at the present; it is something that has been there for a long time. But these couples, in India, usually adopt another child, mostly a child within their extended family. Now along with the development of science and technology, we have also witnessed other solutions for infertility, like IVF procedures, and surrogacy. Among these two, surrogacy is a little bit more complicated as it involves a completely new person, other than the intending couple, in the process. To date, there are no legislations that look into the surrogacy procedures but there was a bill in 2019 which tried to cover the issues in surrogacy. The Supreme Court, at a time, said that commercial surrogacy should be regulated by law but this bill went one step further to make commercial surrogacy come to an end.

In this article, we will look into the provisions of this bill along with the Constitution, to determine its constitutional validity.

Commercial Surrogacy

India is one of the few countries, where commercial surrogacy was legal. Most countries made commercial surrogacy illegal and only altruistic surrogacy was legal and few countries banned the practice of surrogacy completely. This and the fact that in India the usual fees for commercial surrogacy is around $25,000 to $30,000, which around 1/3rd of the fees in countries like the USA and the UK, made India a hub for commercial surrogacy. India was also known as the world capital of surrogacy. Hence the 228th Law Commission Report of India suggested an act to overlook the commercial surrogacy process in India.

The need for the regulation of commercial surrogacy was also felt in few cases. One of the important cases, which caught the eye of the media is the case of Baby Manaji Yamanda v. Union of India. In this case, a Japanese couple contracted with an Indian woman to be the surrogate mother for their child. A few months before the child’s birth, the couple divorced and neither the wife nor the surrogate mother wanted to take care of the child. The father of the child wanted to take custody of the child, but he faced a lot of issue as the Indian legal system did not recognize adoption by a single man. The father filed a suit in the Supreme Court and under exceptional circumstances, a certificate of identity was issued by the passport authority to the baby. After a huge uproar by the Japanese citizens in Japan, the Japanese government issued one year visa to the baby on humanitarian ground and the baby’s grandmother had custody of the baby temporarily. This case resulted in an increasing debate about commercial surrogacy in India, regarding the exploitation of the surrogate mother, due to the lack of a legal contract. This is issue was highlighted very much because these women who act as a surrogate mother mostly agree to this as a last resort to earn money and they are also mostly illiterate and has little to no knowledge about contracts and so these contracts often do not have clear provisions about the position of the surrogate mothers.

Another case of equal importance is that case of Jan Balaz v. Anand Municipality. In this case a pair of twins were born through a surrogate mother to a German Couple. Here, the Gujarat High Court said that commercial surrogacy was legal in India as there are no provisions against surrogacy agreements. The judgements of these two cases said that there is a need for a statute which looks into surrogacy.

Provisions of the Bill

The bill was introduced in the Lok Sabha on July 15, 2019. The bill defines, surrogacy and altruistic surrogacy and commercial surrogacy is prohibited and the practise of the same would be punished with imprisonment and fine up to ten years and Rs. Ten lakhs respectively. According to this bill, surrogacy is permitted only in the following circumstances.

  1. To begin with, all the intending couples should get a certificate of infertility from the appropriate authority. 
  2. In addition, it should be an altruistic surrogacy and never commercial surrogacy. 
  3. Furthermore, children of the surrogacy should not be intended for any illegal exploitation. 
  4. Finally, the Board can also specify any conditions required.

The word ‘appropriate authority’ used in this bill is the authority that is to be established by the State and Central Government within 90 days of passing this bill. In case of abortion of the child, the surrogate mother should give her written consent and it should be authorized by the appropriate authority in accordance with the Medical Termination of Pregnancy Act, 1971.  The surrogate mother at any time, before the embryo is implanted in her womb, has the option to withdraw herself from the procedures.

  • Eligibility of the intending couple:

The intending couple has to get a certificate of essentiality and a certificate of eligibility from the appropriate authority. To get a certificate of essentiality, the couple should provide the appropriate authority with the following:

  1. A certificate from the District Medical Board proving the infertility of one or both of the couple, 
  2. An order by the Magistrate’s court for the parentage and custody of the child, and
  3. Insurance coverage for the surrogate covering the postpartum delivery for 16 months. 

Then, to get the certificate of eligibility, the couple should prove the following conditions:

  1. The couple should be citizens of India and should be married for at least five years, 
  2. Among the couple the wife should be 23 to 50 years old, whereas the husband should be 26 to 55 years old,
  3. Further, the couple should not have any surviving child, this includes biological, adopted or any other surrogate child, but this does not include any child who is suffering from any life-threatening disorder or mentally or physically challenged, and
  4. Finally, the Board can also specify any conditions required.
  • Eligibility of a surrogate:

To be eligible for being a surrogate mother, she has to get a certificate of eligibility from the appropriate authority, and to get this certificate, the surrogate mother has to fulfill the following conditions:

  1. First, she has to be a ‘close relative’ of the intending couple,
  2. Further, she has to be 25 to 35 years old, and a married woman who has a child of her own, 
  3. Furthermore, she should possess a certificate of medical and psychological fitness for being a surrogate mother, 
  4. In addition, she cannot give her gametes for the procedure, and 
  5. Finally, a woman can be a surrogate only once in her life.

The Bill and the Constitution

Now, we will look into the few provisions of the 2019 Surrogacy Bill along with the few Articles of the Constitution.

  • Article 14:

Article 14 of the Indian Constitution ensures equality before the law and it says that no person should be discriminated against based on religion, race, caste, sex, or place of birth. This article says that all people are subjected to the same laws and equal protection of laws. According to the 2019 Surrogacy Bill, only infertile, heterosexual, a married couple has the option of surrogacy. Even in an infertile, heterosexual, married couple, they have to be married for 5 years, only then they can proceed with the procedures for surrogacy, and again if they have a child, they cannot proceed with the procedures. But the issue here is that they did not even mention transgenders, a homosexual couple, a live-in couple, and a widow or widower. These people are completely neglected by the lawmakers in this Bill. These people did not get a proper representation. As per this bill, they do not have the equal opportunity to become parents. As mentioned earlier, the Right to Reproduce can be considered a basic human right. This bill, in a way, takes away their basic rights. 

The transgenders, homosexual couple, live-in couple, widow or widower, and a divorcee should also have the option to use the surrogacy procedure to have their children. By this, we can say that even though homosexuality has been decriminalized, the Legislation is not yet developed to provide minority groups like transgenders and homosexual couples, with enough support to go on with their lives. 

  • Article 19 (1) (g):

Article 19 (1) (g) gives the citizens the right to practice any profession, but many argue that carrying on a commercial surgery is barred under Article 19 (6) for resaonable restrictions. In the case of Modern dental College c. State of MP, the Supreme Court said a restriction under Article 19 (6) cannot be said to be resaonable if there is an alternative, which would be less infraction of a person’s right under Article 19 (1) (g). The 228th Law Commission Report said that Indian women for their role as surrogate mothers, are paid only one-third of the amount paid in other countries, like the UK and US and there might also be instances, where these women are exploited by non-payment of the money. If this is the reason why the government thinks commercial surrogacy should be banned, then there is an alternative suggestion, that they could make statutes regarding this. For example, the statute could give the minimum wages that are to be given to the surrogate mothers and penalties for the couple, in case of non-payment. This alternative is much more convenient than just saying commercial surrogacy is completely banned. 

  • Right to privacy:

As per the Supreme Court judgment in the case of KS Puttuswamy v. Union of India, the Right to Privacy was included as a Fundamental Right under Article 21 of the Indian Constitution. This can be divided into two: the dignity of the individual and the right to privacy in health issues.

First, the dignity of the individual. In the case of Navtej Singh Johar v.Union of India, the Supreme Court held that matters related to sex, sexuality, and procreation are not just private choices, but are questions of dignity. This bill infringes the dignity of the individual as it takes away a person’s personal choice regarding procreation, and sex. In addition to this, the qualification for surrogacy is very narrow, as it involves only infertility, it does not involve, situations like the health issue, which may lead to inability to have a child, as it will be dangerous to both the child and the mother, like anemia, diabetes, and ovarian cysts. 

Second, is the privacy of the individuals in health issues. This bill says that the intending couple should disclose their infertility to the District Medical Board, nowhere in this bill, has it been explained about how this information will be processed and how this information will be stored. Details regarding health are supposed to be personal and private, this is also evident as the State has classified health data as sensitive personal data under the Personal Data Protection Bill, 2019. The Supreme Court has also that individuals have the right to protect the privacy of their families, regarding procreation, in the case of R Rajagopal v. State of Tamil Nadu, forcing the couple to disclose their matters, just so they could have a child is an outright infringement of their fundamental rights and the lawmakers should also note that infertility is not the only reason for someone to turn to surrogacy, each person has different difficulties and it is not the same for everyone, this should be acknowledged. This provision of the bill should be changed.

CONCLUSION

The Surrogacy Bill of 2019 does not have a complete understanding of the concept of surrogacy. This bill was introduced to protect the surrogate mother from exploitation by banning commercial surrogacy. Instead, they could have included other provisions regarding the employment of such women. The concept of surrogacy has emotional, physical, and economical factors that need to be fulfilled, with a balance between them. This bill did not look into all three factors completely. A completely ban on commercial surrogacy would only result in the increase in commercial surrogacy illegally, with the involvement of middlemen. That is much worse. The legislative should have looked into all these factors before framing the bill.

This article is written by Santhiya V, pursuing BBA LLB (Hons.) at Alliance University.

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Zetwerk is a global manufacturing network that maximizes efficiency, quality and value. Its manufacturing capabilities help customers reduce costs of existing and new production parts, minimize the number of suppliers and execute production faster. Founded in December 2017, Zetwerk helps take digital designs into physical manifestations, from simple items like pipes to complex products like aircraft engine parts at its captive and partner facilities. With a virtually unlimited range of production capacities and capabilities, Zetwerk makes anything possible: any specification, scale, category or geography. Zetwerk ensures the right match for specifications at competitive costs and lead times. It offers quality monitoring through indigenously developed technology that provides end-to-end transparency from purchase orders to delivery, eliminating uncertainties around quality, visibility, reliability, and under-utilized capacities.
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The Senior Legal Counsel will assist the Head Legal and provide legal support to all aspects of Zetwerk businesses in India and its group companies in different locations across India and abroad – ranging from commercial, manufacturing, compliance, operations, procurement, finance and corporate activities. He / She will be responsible for legal drafting al kinds of commercial contracts, corporate advisory, compliance, litigation and M&A.

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