-Report by GURPREET SINGH

FACTS

On 15.6.16, the prosecutrix, along with her niece around 9 P.M went to Narispur Sabzi Mandi to purchase vegetables. On reaching Buddha Jayanti Park, the accused obstructed her and forcefully took her to a secluded place in the park and raped her around 9.30-10 P.M . The Prosecuterix managed to run away from the clutches of the accused, got reunited with her niece, and narrated the incident to her. After the incident, they went straight to Shani Mandir, Dasratpur where they narrated the incident to the husband of the niece, who called the police, and the accused was apprehended as he was still following them. The Trial Court convicted the accused under section 354 D and 376 of the I.P.C. Aggrieved by the said order the accused approached the High Court in appeal.

CONTENTIONS

The learned counsel of the appellant contended that there was the consent of the prosecutrix in the act and the consent can be adduced by the fact that she did not raise an alarm on noticing the accused following her in the mandi. The counsel further contended that the appellant did not raise an alarm at the point of the time of the alleged rape incident as well. They further contended that the niece of the prosecutrix requested the appellant and prosecutrix to get ice cream for all of them and at that point in the time prosecutrix agreed to have sex with the appellant instead of money. They further contended that no external injuries were found on the prosecutrix and that contradicts their theory of rape.

DECISION OF THE COURT

The Court by pursuing the testimonies and other evidence on record concluded that the explanation of the prosecutrix in concluding that the accused might have been shopping in the mandi as others, on observing that he was following them. Further, on the point of prosecutrix not raising an alarm at the time of incidence, the court reasoned that the place of incidence was scheduled and there even if she had raised an alarm, it would have reached no one and the MSL report indicates injuries on the appellant that depicts resistance by the prosecutrix. The argument of the accused that he befriended the niece of the prosecutrix and when requested by her to get ice cream, he offered money to prosecutrix to have sex and she consented is an afterthought as he in his statement under section 313 C.R.PC stated that he refused to pay money to the prosecutrix after having sex with her on the premise that he did not possess an amount of Rs 300. This contradicts his statement. The Court further placed reliance on the State of Himachal Pradesh v Manga Singh, which held that the conviction can be based solely on the solitary evidence of the prosecutrix and no corroboration be required. The Court confirmed the conviction of the accused and directed the trial court to consider compensation to the victim in light of the Delhi Victim Compensation Scheme.

The Central Government through the Union Ministry of Electronics and Information Technology filed an affidavit before the Supreme Court, which said that they were looking forward to forming a Committee of Experts, to solve the Pegasus spyware scandal.

Further, the affidavit goes on denying all the allegations that were previously made by the petitioners. It says that all the petitions filed were merely based on conjectures and surmises or on other unsubstantiated media reports or incomplete or uncorroborated material.

The Centre further stated that its role in the Pegasus scandal was already cleared in the Parliament’s Monsoon Session by Minister of Railways, Communications and Electronics & Information Technology of India, Ashwini Vaishnaw.

A lot of petitions have been filed in Supreme Counter, seeking an investigation into the controversy.

Although the Supreme Court has not given any solution to the matter, it has observed that if the reports are true then there is no doubt that the allegations are serious. “Truth has to come out, that’s a different story. We don’t know whose names are there”, CJI NV Ramana said.

The petitions are due for hearing before the Bench of Chief Justice of India NV Ramana and Justices Vineet Saran and Surya Kant.

-Report by Jayseeka Virdi

What’s the role?

HERE is looking for an enthusiastic lawyer to join our team in Mumbai. As Legal Counsel, you will be a central point of contact for legal support for HERE’s business operations, focused on strategic, solution-oriented practical advice. You will be a member of the APAC Legal Team, reporting to the Senior Legal Counsel, and a member of the broader Global Legal Team, which is comprised of highly qualified and experienced lawyers located around the world.

Main Responsibilities

  • Draft, review and negotiate various types of inbound/outbound commercial technology contracts (including NDAs, evaluation agreements, licensing agreements, master services agreements, data acquisition agreements).
  • Work independently with internal clients, supporting end-to-end negotiations and execution of contracts.
  • Provide legal advice, risk assessment and counsel internal stakeholders within the company on commercial contracts in a fast-paced environment.
  • Work closely with and support colleagues in the APAC and Global Legal Teams on a variety of matters.
  • Conduct training on legal processes.
  • Excellent drafting and negotiation skills
  • Knowledge of intellectual property and contracting concepts.
  • A positive and solutions-orientated attitude with the ability to provide practical advice in a changing work environment.
  • Excellent organizational, communication and interpersonal skills, with proven ability to manage several simultaneous projects within required deadlines.Ability to work well independently as well as in a cross-functional team and build rapport and trust with internal clients and external suppliers and customers.
  • Willing to travel as and when required.
  • A keen interest in technology, mapping, and location services.
  • Some flexibility in work hours to accommodate time zones around the world.
  • Ability to work independently and pride at being a part of a well working team.
  • A positive outlook and good references from past work colleagues speaking to ability to work well with peers  

Who are you?

  • A minimum of 4+ years of relevant legal experience.
  • Qualified LLB or LLM with strong academic credentials from a top law school in India or abroad.

In-house technology company experience and fluency in a foreign language, a plus

HERE is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, age, gender identity, sexual orientation, marital status, parental status, religion, sex, national origin, disability, veteran status, and other legally protected characteristics.

Who are we?

HERE Technologies is a location data and technology platform company. We empower our customers to achieve better outcomes – from helping a city manage its infrastructure or a business optimize its assets to guiding drivers to their destination safely.

Link to Apply-

https://careershere.icims.com/jobs/58255/jobmobile=false&width=1367&height=500&bga=true&needsRedirect=false&jan1offset=330&jun1offset=330

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About the Company

JPMorgan Chase & Co., one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as any mental health or physical disability needs.

About the Team

Our professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we’re setting our businesses, clients, customers and employees up for success.
Everything we do as a firm hinges on our ability to hire, empower and retain the best people. Human Resources plays an integral role in designing, implementing and managing people strategies, using the latest in data analytics and technology to deliver industry-leading services. This includes Talent Acquisition, Training, Talent Development, Career Management, Diversity, Compensation & Benefits, Employee Relations, Technology, Finance and HR Service Delivery.

General Responsibility

Reporting to the ER Investigations Team Manager, the ER Partner will be a part of an experienced ER Professionals who conducts and facilitates complex, sensitive and time-critical ER Investigations.

S/He will also partner with HR colleagues and Business Managers to implement appropriate strategies, plans and interventions to develop and/or maintain a high performing work environment.

Key Responsibilities

  • Consults on complex ER matters, providing effective advice, resolution and remediation
  • Documents investigative path, recommendations, and resolution. Writes investigative summaries in a clear, concise and legally defensible manner
  • Conducts climate assessments by leveraging inclusive investigative skills to identify underlying issues.
  • When appropriate, engages control partners including but not limited to the Global Securities and Investigations, Legal, Compliance, and HR colleagues within the Global Employee Relations Team to assist in resolving serious work situations
  • Executes on a robust risk and controls agenda.
  • Provides ER Learning session and reporting to address emerging trends and issues
  • Performs other similar functions

Business & HR Acumen

  • Knowledgeable of HR practices, understanding of financial impact of HR decisions, knowledge of the financial services industry, and a global mindset to drive JPMorgan Chase & Co. business performance
  • Knowledgeable of Asia Pacific employment and labor laws
  • Knowledge of full range of ER practices; performance development & corrective action support, code of conduct investigations, workplace issues and conflicts including management practices concern, disputes and appeals, etc.
  • Expert knowledge of ER, arbitration & mediation, legal proceedings/due process, fair employment practices, Affirmative Action, etc.

Consulting & Advising

  • Consults and partners with stakeholders to accurately diagnose issues and provide advice and solutions that maximize business results
  • Strong investigation/consulting/problem resolution experience with demonstrated ability to influence all employee levels from front line to senior leaders
  • Able to quickly size up a complex people/business situation, sort through the facts, develop alternatives and make sound recommendations. Serves as an escalation point.
  • Provides insight to clients to assess issues/potential risks and recommends actions to reach balanced solutions. Challenges clients to question assumptions & think through problems
  • Adjusts readily to multiple demands, shifting priorities and rapid change

Problem Solving/Decision Making & Risk & Controls

  • Identifies issues using critical thinking, data analytics and judgment to make fact based decisions and recommendations
  • Demonstrates and promotes expected risk/controls behaviors by holding self and others accountable to operate within established procedures/parameters and to proactively prevent and/or address risk and control issues
  • Able to quickly review a highly sensitive situation, sort through fact and emotion. Can assemble the full story by pulling together facts, information and opinions from a variety of sources while maintaining relationships.
  • Utilizes critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause and mitigate further risk to the firm

Change/Project Management

  • Identifies the need for and serves as a facilitator of change and innovation by using influence, an operational mindset and effective project management skills to promote engagement and participation
  • Uses project management skills to drive change plans and other initiatives with a focus on progress and results
  • Leads complex organizational change by coaching stakeholders on the importance of consistent messages and behaviors

Education/Experience Requirements

Minimum Qualifications

  • Bachelor’s Degree in Business, Human Resources Management, Law or any related courses
  • 8+ years of HR experience in the financial services/ BPO industry which includes advising on employee relations matters

General Responsibility

Reporting to the ER Investigations Team Manager, the ER Partner will be a part of an experienced ER Professionals who conducts and facilitates complex, sensitive and time-critical ER Investigations.

S/He will also partner with HR colleagues and Business Managers to implement appropriate strategies, plans and interventions to develop and/or maintain a high performing work environment.

Education/Experience Requirements

  • Bachelor’s Degree in Business, Human Resources Management, Law or any related courses
  • 5+ years of HR experience in the financial services/ BPO industry which includes advising on employee relations matters

Link to Apply-

https://jpmc.fa.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1001/job/210146479/utm_medium=jobshare&src=LinkedIn_JPMC

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About the company

Institute Of Professional Excellence And Management (IPEM) is an “A” grade nationally recognized institute came into existence under the aegis of Laksh Education Society and has been rendering quality education in the field of management, information technology, and Education. The institute is located in education friendly atmosphere of Ghaziabad. Equipped with necessary facilities and amenities, IPEM educates students and have produced eminent personalities who have excelled in their respective fields. Since IPEM was established by committed academicians, the teaching and related academic activities are given the highest priority. Coupled with various personality development programmes and value education are also added to turn out successful. To achieve its vision it makes persistent efforts to provide and encourage new ideas and innovations in academics.

About the job

1. Report to HODs and Coordination with Department.

2. Developing and Executing the Placement strategy.

3. Placement Presentation at various companies.

4. Must have experience in LAW placement & internship.

5. Need to find an opportunity for B.Ed. Students (CTE).

6. To have close liaison with industry for placement of the students.

7. Conducting Recruiting Survey(s).

8. Interacting with the Past Recruiter, Potential Recruiters, and Recruiters of other E-Schools/Benchmarking.

9. To receive the personnel and provide necessary inputs about the college and to co-ordinate placement coordinator for smooth functioning at various locations (interview halls, written test halls, canteen, etc.)

10. To collect feedback from the companies coming for placement.

11. To produce 100% placement and internship opportunities for all courses.

12. To set a remuneration standard for all courses.

13. The T & P Cell will host at least one Career Fair per year to encourage all students to be prepared for scheduled interviews.

14. Arrange training programs for soft skills and for interview-facing skills for the students using institutional and external expertise.

15. T&P Cell will plan, schedule, and organize any activity like alumni guest lecture, expert speaking sessions at least 1-2 per semester.

16. Organize at least one industrial outdoor visit of the students per year.

17. Organize Entrepreneurship Development Programs, Technical Workshops, and Value-added courses at least once a year.

18. Organizing Resume Writing, GD, and Interview(s) skills development sessions.

19. Maintaining student Resume Bank.

20. Developing and maintaining a Corporate Database.

21. Just know the basics of excel and PPT.

Link to Apply-

https://www.linkedin.com/jobs/view/2680643367/alternateChannel=search&refId=ZPAs0ugXqvcIBVdMEvGICA%3D%3D&trackingId=MMbB8dqrVHxw7aClJdkYiQ%3D%3D

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At EY, you will have the chance to build a career as unique as you are, with the global scale, support, inclusive culture and technology to become the best version of you. And we are counting on your unique voice and perspective to help EY become even better too. Join us and build an exceptional experience for yourself, and a better working world for all.

Team Leader – Contract Drafting

The candidate will, subject to EY GDS’ contracting model with clients in global jurisdictions, serve as a senior resource acting as an extension of client in-house legal team providing contract review and negotiation assistance to clients and as an escalation point and source of expertise for the team regarding best practice in the negotiation of technology related procurement and sales contracts.

The opportunity

As a Team Leader Contract Drafting, you will be developing and setting up solutions for related managed services for new work or new clients. Also serve as a trainer and subject matter expert to assist and build on the CLM team’s framework and best practices for training and playbooks.

The Team Leader Contracting Attorney serves as a unique opportunity to scale up your contracting expertise and build, support and leverage a tested delivery model that enables globally integrated, cost-efficient teams to deliver high quality, sophisticated legal work to meet the needs of multinational corporations.

Your Key Responsibilities

  • Leads one large complex or two small-to-medium complexity projects effectively, without intensive oversight
  • Quality control the drafts reviewed by associates and sr. associates
  • Negotiates with client’s counterparty (lawyers/business) to help attain the contract with no or minimal deviations from client’s positions
  • Displays ability to lead projects in the absence of seniors
  • Primary responsibility for applying standard audits; does not simply rely on pre-existing audit lists; suggests additional audits (e.g. based on client escalation responses or other feedback)
  • Point person for the project team to spot/address/escalate all issues
  • Expected to innovate and improve upon current processes and techniques
  • Prepares reporting matrices as desired by the client
  • Strong subject matter expertise
  • Administrative responsibilities primarily centred on the employee appraisal process.

Skills And Attributes For Success

  • Strong subject matter expertise
  • Strong written and oral communication skills
  • Strong client- and external party-facing skills: main point of contact with external representatives in connection with projects. Able to effectively gauge client needs, even if not expressly stated
  • Highly responsive to the needs of both internal (including reporting managers, other project managers and team members) as well as external clients
  • Strong presentation and training skills; project-specific training is a core responsibility
  • Strong project management skills, including a firm grasp of Pangea3 processes, metrics, and productivity-implications of project workflow
  • General knowledge of processes and platforms that the clients use
  • Demonstrates an ability to perform Managers’ role in Manager’s absence .

To qualify for the role, you must have

  • Bachelors/Master’s degree and Law degree (LLB or LLM) from accredited, reputable institutions
  • Attorney with 4-6 years of relevant contract review, redlining and negotiation experience (preferably in a multinational corporation, in-house legal team or law firm handling similar work)
  • Strong subject matter expertise; deep knowledge of and experience with the review, redlining and negotiation of contracts especially technology related contracts on the procurement and sales side.
  • Strong Contract negotiation expertise (both legal and business issues). Specific experience in training is attractive but not essential.

Ideally, you’ll also have

Contract Lifecycle Management technology is attractive, but not essential.

What We Look For

We look for candidates with proven capabilities in driving multiple projects, with exception client management and project management experience

What We Offer


EY Global Delivery Services (GDS) is a dynamic and truly global delivery network. We work across six locations – Argentina, China, India, the Philippines, Poland and the UK – and with teams from all EY service lines, geographies and sectors, playing a vital role in the delivery of the EY growth strategy. From accountants to coders to advisory consultants, we offer a wide variety of fulfilling career opportunities that span all business disciplines. In GDS, you will collaborate with EY teams on exciting projects and work with well-known brands from across the globe. We’ll introduce you to an ever-expanding ecosystem of people, learning, skills and insights that will stay with you throughout your career.

  • Continuous learning: You’ll develop the mindset and skills to navigate whatever comes next.
  • Success, as defined by you: We’ll provide the tools and flexibility, so you can make a meaningful impact, your way.
  • Transformative leadership: We’ll give you the insights, coaching and confidence to be the leader the world needs.
  • Diverse and inclusive culture: You’ll be embraced for who you are and empowered to use your voice to help others find theirs.

EY | Building a better working world

EY exists to build a better working world, helping to create long-term value for clients, people, and society and build trust in the capital markets.

Enabled by data and technology, diverse EY teams in over 150 countries provide trust through assurance and help clients grow, transform, and operate.

Working across assurance, consulting, law, strategy, tax, and transactions, EY teams ask better questions to find new answers for the complex issues facing our world today.

Link to Apply-

https://careers.ey.com/ey/job/Bengaluru-Tax-Law-Services-Tax-Senior-KA-560037/702657601/?feedId=337401&utm_source=LinkedInJobPostings&utm_campaign=j2w_linkedin

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Equivalent citations:

1993 SCR (1) 58, 1993 SCC (1) 589

Bench:

AHMADI, A.M. (J)

BENCH:

AHMADI, A.M. (J)

PUNCHHI, M.M.

RAMASWAMY, K.

Date Of Judgment –

11/01/1993

Acts –

Arbitration Act, Registration Act, Indian Partnership Act

Facts:

A business was run in collaboration consisting of 6 brothers namely four appellants and respondents 1 and 2.in due time, conflicts arose among the 6 brothers regarding the business run by them. By addressing the disputes to three arbitrators, they entered into a negotiable agreement that would serve their purposes. After lending an attentive ear to the parties, they entered upon the reference and circulated a draft award. After contemplating the reaction of the squabblers, a final award was drafted by the arbitrators where each one of the 6 brothers got their fair proportion of the valuables and worldly riches. Some of the disputants filed a petition pleading for a direction to the arbitrators to lodge their award in court; a petition requesting the court to pass a decree in terms of the award was also submitted to the court. 

Two other squabblers filed a petition under section 30 of the arbitration act to set aside the award. All these matters were given an ear to by a single judge. It was contended before him that having regard to the allotment of partnership properties including immovable objects under the award. Registration of the award was obligatory under section 17(1) of the registration act and since it lacked registration the court had no jurisdiction to consider it as the rule of the court and grant a decree in terms thereof. 

Ratio Of The Court:

SC. Addanki Narayanappa V. Bhaskara Krishnappa –  

The members of the two joint families, the Addanki family, and the Bhaskara family had thrown themselves into a partnership for running a business of hulling rice. Each family was given half share in that venture. The capital required for the business consisted of certain lands possessed by the two families. In the course of business, the firm attained more lands. Differences arose and a suit for dissolution was filed by the members of the two families. All the members were made parties to the suit either as plaintiffs or as defendants. The Bhaskara family grappled within the boundaries of defense that the partnership was disintegrated back in 1936 and the matter was brought to an end between the two families under a karat executed in favor of Bhaskara Gurappa Setty, the head of the Bhaskara family, by 5 members of the Addanki family representing that family. The defendants argued that the plaintiffs had no cause of action and the suit for dissolution of partnership and accounts was not maintainable.

In Commissioner of Income – Tax, West Bengal, Calcutta v. JUggilal Kamlapat

This court pointed out that the deed by one in which one person releases his legal right to the property – the deed of relinquishment, was to serve the interest of the three brothers in the assets of the partnership firm in favor of the Trust and consequently did not require registration even though the assets of the partnership included immobile objects.

Madhya Pradesh v. Dawes Cine Corporation – 

After the dissolution, a pact was decided between the farmers that the theaters should be returned to their actual owners.

U.P. v. Bankey Lal Vaidya – 

This court pointed out that on the dissolution of the partnership, the assets of the firm are valued and the partner is paid a certain amount in lieu of the share of his assets. The transaction is not a sale, exchange, or transfer of the firm and the amount received by the partner cannot be considered as capital gains.

Malabar fisheries co. Calicut v CIT

No separate rights were given to the firm as such and the partners jointly own the assets of the partnership. The distribution, division, and allotment of the assets are a resulting factor of the mutual adjustments between the partners and there is no chance of the abolition of the firm’s rights in the partnership assets amounting to the transfer of assets within the meaning of s. 2(47) of the act.

Decision Of The Court: 

The Supreme Court held that the stock of property acquired by the firm in the course of business shall constitute the property of the firm unless the firm provides otherwise. It further held that since the partnership is not a legal entity and is only a succinct part,  where each partner has beneficial interest and he can never claim any earmarked portion. Therefore when he receives any property from the residue it cannot be evaluated that he had a definite limited interest in the property and there is the transfer of the remaining interest in his goodwill within the meaning of section 17 of the Registration Act.

The case analysis has been done by Shruti Bose, a student at Christ (Deemed to be University), Lavasa.

The case analysis has been edited by Shubham Yadav, a 4th-year law student at Banasthali Vidyapith,

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Introduction: 

Short for pro bono publico [Latin, For the public good]. The task given to the free legitimate work done by an attorney for devastated clients and severe, charitable, and other non-profit components. 

As people from a profession, lawful guides are restricted by their ethical guidelines to charge reasonable rates for their organizations and to serve the public premium by providing free legitimate help of destitute individuals or excessively severe, charitable, or other non-profit get-togethers. A lawyer’s free legitimate help of such clients is allotted as a pro bono organization. 

The American Bar Association (ABA) has become a public herald in the work to overhaul pro bono genuine organizations. The ABA Center for Pro Bono helps ABA people and the genuine neighborhood making and supporting effective pro bono legitimate organizations in like manner matters as a segment of the profession’s work to ensure permission to Legal Representation and the value structure. The center makes, plans, and completes pro bono programs. It upholds a yearly assembly for bar pioneers, pro bono program directors, legal help staff, and others drawn in with the transport of pro bono legal organizations to poor people. 

Meaning of Pro Bono Publico: 

Pro bono is short for the Latin expression pro bono publico, which signifies “for the public great.” The term for the most part alludes to administrations that are delivered by a professional free of charge or at a lower cost. Professionals in many fields offer pro bono administrations to non-profit associations. These associations incorporate clinics, colleges, public causes, holy places, and establishments. It is likewise conceivable to accomplish pro bono work for singular customers who can’t bear to pay.

Requirements of lawyers: 

Each attorney has a professional obligation to provide lawful administrations to the individuals who can’t pay. Under the American Bar Association (ABA) Model Rule 6.1, an attorney ought to seek to provide something like 50 hours of pro bono legitimate administrations each year. 

Some law offices and nearby bar affiliations may suggest less or more long stretches of pro bono administration. Numerous law offices and paralegal affiliations suggest that paralegals additionally play out a specific number of pro bono hours out of each year. 

Most state bars force their own requirements, yet the greater part of them allude to pro bono work subsequent to becoming authorized. New York is the solitary state in the U.S. that expects individuals to perform pro bono administrations to be conceded to the bar and become authorized to specialize in legal matters. In 2012, New York started requiring law understudies to finish 50 hours of pro bono lawful administrations to try and round out an application for bar affirmation. Different states have proposed such measures, yet none have passed them. 

Related cases: 

1. In all actuality, the Courts had even been treating a letter or wire sent off them as a public interest prosecution by loosening up the procedural laws especially the law relating to pleadings. We need not augment further seeing this matter as a Bench of this Court in Guruvayur Devaswom Managing Committee and Anr. Versus C.K. Rajan and Others [JT 2003 (7) SC 312] took note: 

“The Courts practicing their force of legal audit found to its disappointment that the most unfortunate of poor people, debased, the unskilled, the metropolitan and provincial disorderly work area, ladies, youngsters, incapacitated by ‘obliviousness, poverty and ignorance and other down trampled have either no admittance to equity or had been denied equity. Another part of proceedings known as ‘Social Interest Litigation’ or ‘Public Interest Litigation’ was developed so as to deliver total equity to the previously mentioned classes of people. It extended its wings in the process of working out. The Courts in pro bono publico conceded alleviation to the detainees of the penitentiaries, provided lawful guidance, coordinated rapid preliminary, upkeep of human respect, and covered a few different regions. 

2. Delegate activities, pro bono public, and test prosecutions were engaged in keeping with the current complement on equity to the everyday person and a fundamental disincentive to the individuals who wish to bypass the main problems on the benefits by suspect dependence on fringe procedural deficiencies. (See Mumbai Kamgar Sabha, Bombay Vs. M/s. Abdulbhai Faizullabhoy and Others (1976) 3 SCR 591). 

The Court in pro bono publico proceedings mediated when there had been insensitive disregard as an arrangement of State, an absence of probity in open life, maltreatment of force in charge also, the annihilation of climate. It additionally protected the detainees of jails and homes. It looked to control double-dealing of work rehearses. 

3. Moreover, even where a writ request has been held to not engage capable on the ground or in any case of absence of locus, the court in the bigger public interest has engaged a writ appeal. In an appropriate case, where the solicitor may have moved a Court to his greatest advantage and for redressal of the individual complaint, the Court in the encouragement of public interest might treat it as a need to inquire into the situation of the subject of the case in light of a legitimate concern for equity. Consequently, a private interest case can likewise be treated as an open interest case. (See Shivajirao Nilangekar Patil v. Mahesh Madhav Gosavi AIR 1987 SC 294) We, thusly, don’t concur with the entries of the learned guidance of the appellants that the respondent had no locus to keep up with the public premium suit or the writ request documented by him pro bono publico under the watchful eye of the High Court was not viable. 

4. Two or three months prior, the judgment of the Supreme Court in B. Sunitha v. Territory of Telangana made a significant ripple in the lawful circles just as among general society on the loose. This was set off by the media detailing that the Supreme Court (in the judgment) had communicated the need to “present authoritative changes for a successful administrative system to check infringement of professional morals by lawyers and furthermore guarantee admittance to lawful administrations by directing the galactic expenses charged by them”. Fascinatingly, a perusing of the judgment proposes a totally different story. In the closing passage of the judgment, the Supreme Court communicated: 

28. … trust that the specialists worried in the Government will take perception of the issue of presenting imperative authoritative changes for a viable administrative instrument to check infringement of professional morals and furthermore to guarantee admittance to lawful administrations which is a significant segment of admittance to equity ordered under Article 39-A of the Constitution.

Conclusion:

For an assortment of reasons, there is a rumor that state bar relationships in the future might require its individuals to play out a set number of long periods of pro bono administration every year. Despite the fact that lawyers may owe obligations to perform pro bono administration for penniless defendants which are truly, naturally;’ essentially, and morally based, just as need-based, ordering that such administration be made accessible to penniless common defendants might raise authentic concerns. This observational study uncovers some fascinating ramifications regarding the recent concerns encompassing pro bono. 

The study analyzed the relationship encompassing pro bono execution and three gatherings of factors: (1) firm execution; (2) hierarchical design; and (3) minority participation. Firm execution was contrarily, and as a rule, fundamentally identified with pro bono performance at the end of the day, the presentation of all the more pro bono administration has all the earmarks of being related with lower generally speaking firm execution. Firms with higher pro bono scores seem to procure not exactly those organizations with lower scores. Then again, pro bono execution was not identified with firm size; that is, in the number of inhabitants in huge firms, apparently pro bono administration is harsh toward size. Of the eight authoritative construction factors, just the quantity of unfamiliar branches, paralegals, and care staff was related with pro bono execution at a critical level, and these factors were adversely related. The finding in regards to paralegals and care staff is to some degree debilitating since firms with more paralegals and backing staff probably could provide preferred pro bono administration over firms with not so great. At last, pro bono execution unmistakably was contrarily identified with the portrayal of minorities in firms. The solid negative connection between for all intents and purposes each proportion of minority portrayal and pro bono execution is astounding. It is possible that Loyola University Chicago Law Journal even minority lawyers in huge firms are socially taken out from the customers served in pro bono endeavors.

The article has been written by Vrunda Parekh, a 2nd-year law student at United World School of Law, Karnavati University.

The article has been edited by Shubham Yadav, a 4th-year law student at Banasthali Vidyapith.

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The Maternity Benefit Act 1961 was enacted to maintain stability in the employment of women working in factories, mines, plantations, shops, and other areas. It provides 12 weeks of paid leave to women employees before or after childbirth. 

The 44th session of the Indian Labour Conference (ILC) put a recommendation to extend the period of maternity leave from 12 weeks to 24 weeks. Later During the 45th and 46th sessions of ILC, The purpose for enhancement of maternity leave was taken into consideration and acknowledged. 

It aims to regulate the employment of women employees in certain establishments for a particular period before or after the baby is born. 

The Maternity Benefit Act originally provided a Maternity Benefit of 12 weeks. In 2017, the law was amended to extend the period to 26 weeks. 

What Is Maternity Leave?

Maternity leave is a period of leave from her work when the woman’s employer is pregnant or in other words, Maternity leaves in India is a paid leave of absence from work that allows women employees to take care of their newly born baby, and gives benefits of retaining their jobs at the same time. Maternity leave is a right of every working woman and no woman should be deprived of it. 

As per The Maternity leave Benefit Act, 1961 women employees get paid leave of 12 weeks after delivery for taking care of a newborn baby. In 2017, The Maternity leave Benefit Act was amended which brought a lot of necessary amendments in the act. 

What Were The Amendments Brought Under This Act?

PAYMENT: Payment is calculated on the basis of the average daily wage for the period of absence.

EXTENSION OF PERIOD: The Maternity Amendment 2017 has extended the period from 12 weeks to 26 weeks. The pregnant woman can divide her leave as post and pre-delivery.

Period of leave for women who are expecting before having 2 Children [Sec 5(3)]: 26 weeks

Pre–Delivery Period: up to a maximum of 8 weeks

Post–Delivery Period: remaining period out of 26 weeks.

Period of leave for women who are expecting after having 2 Children [Sec5(3)]: 12 weeks 

Pre–Delivery Period: up to a maximum of 6 weeks

Post–Delivery Period: remaining period out of 12 weeks.

ADOPTIVE MOTHERS: The period of leave is 12 weeks. The large starts from the day of adoption and is only applicable for the baby below three months of age [Sec5(3)].

COMMISSIONING MOTHERS: Maternity leave is of 12 weeks leave for the biological mother who imparts her egg to create an embryo which is then planted in another woman [Sec5(4)].

TUBECTOMY DURING PREGNANCY: In case of tubectomy, a woman is allowed to take 2 weeks to leave, from the date of tubectomy operation. 

Maternity Benefits And Indian Constitution:

Article 15 – Right to social equality.

Article 15(3) – The main objective of this article is to keep in view the weak physical position of women – “Protective Discrimination”

Article 16 – Right to social equality in employment

Article 21 – Right to life and personal liberty, therefore women employees must get all the facilities and assistance that she requires during pregnancy.

Article 39(d) – Right to equal pay for equal work

Article 39(e) – Right that health and strength of workers should not be abused

Article 41 – Provision for securing the right to work and to education

Article 42 – State shall make provision for securing just and humane condition of work and for maternity relief

Article 46 – Right to improvement in employment opportunities and conditions of the working women

Importance Of Maternity Benefits Act:

The fundamental purpose for providing maternity benefits is to preserve self-respect, to protect the physical and mental health of women, and to complete the safety of the Child. The main objective of the Maternity benefit is to protect the dignity of “Motherhood” and provide complete health care to women and their children. It also benefits to safeguard working women. 

Norms Under The Maternity Leave: 

The employer should ensure the health and safety of her employee. She must not get long working hours or difficult tasks, ten weeks before the delivery. She should not be involved in any work for 6 weeks after the delivery or miscarriage. Employers cannot discharge or dismiss a woman employee during her maternity leave.

Compensation Rules And Benefits Under The Act : 

A medical bonus is entitled in addition to maternity leave if free medical health care is not provided. Mother can further get a benefit of Rs. 6000 under NATIONAL FOOD SECURITY ACT, 2013. An additional paid-up leave of 1 month after 26 weeks of Maternity leave if women show proof of being physically or mentally unfit to join . 2 nursing breaks are allowed in between the working hours until the baby turns 15 months old.

Disadvantages Of The Maternity Benefits Act:

The Maternity Benefit Act is not applicable in establishments with less than 10 employees or in the unorganized sector. The act does not create a provision for paternity leave. The act puts the burden of crèche facilities and maternity leave on employers.

Different Schemes Implemented By The Central Government For Maternity Benefits:

  • Indira Gandhi Matritva Sahyog Yojana (IGMSY)
  • Rajiv Gandhi National Crèche Scheme For Children of Working Mothers 

Conclusion: 

The Maternity Benefit Act is a boon for working women as they don’t have job insecurity during their maternity period. Also, it provides a satisfactory duration of time for taking care of women as well as their child’s health. It also supports women and makes them economically strong. There are some loopholes that need to be filled like clarification is still awaiting for crèche facility, work from home, and accessibility of this act in unorganized sectors.

The article has been written by Kiran Israni, 3rd Year Law Student of Baba Saheb Ambedkar College of Law, Nagpur.

The article has been edited by Shubham Yadav, a 4th-year law student at Banasthali Vidyapith.

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Role and responsibilities
• Responsible for overall data analysis, tools and technology implementation
• Capture data in excel 
• Perform basic as well as advanced level of data validation in excel
• Proactive communication with project manager, ensuring all client requirements are met and reports are 
submitted on time
• Implementation and use of tools and technology to build efficiency and consistency
• Resolve and escalate issues with tools and applications
• Ensuring all the key metrices are met including productivity, utilization, quality score, attendance, adherence to 
timelines
• Perform QC/QA checks for team members

Desired candidate profile

• 1 – 3 years of experience as a MIS/business/data/financial analyst
• Strong background with advanced MS Excel analytical capabilities such as
o PowerPivot
o DAX measures and relationships
o Power Query (SQL)
o Power BI Desktop
o Power View
o Data capture, cleaning, and transformation
• Knowledge of Python is an added advantage
• Ability to handle and analyze large volumes of data using Excel.
• Trouble shoot data issues.
• Presenting data/reports as needed
• Strong analytical skills with the ability to use technology to gather data and generate reports.
• High focus on business metrics – Productivity, Quality and other key deliverables
• Ability to priorities between multiple complex projects/timelines
• Excellent written and Verbal communication
• High level of positive attitude with good listening skills
• Good decision-making ability

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