Author: LEXPEEPS editor

CNLU Students Open Front Against Administration Over Fee Tussle

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The CNLU students open front against Administration over Fee Tussle as they are facing various problems due to arbitrary decisions taken by their administration. For this academic year (2021-22), their administration has increased their fees by Rs.12,000 as compared to the last online academic year. For the last 2 years, the students have been charged Rs.16,000 as “Facilities Fees” in which the facilities include Hostel Gym Fees, Hostel Wi-Fi & Internet Fees water-cooler fees and other facilities used by the students in physical classes. It is pertinent to note that in the wake of the COVID-19 pandemic since March 2020, the students have not used any of these facilities as their curriculum is being conducted online.

Thus, it is abundantly clear that the students have no access to these facilities as the entire curriculum is being conducted online from home. Hostel Gym, Hostel Wi-Fi Internet, Hostel Water cooler and other facilities used in the physical classes were not being used by the students in their Online semesters. But still, the students are being charged Rs.16,000 without any reasonable justification for past academic years.

This time the administration has also increased Rs.12,000 under these 3 heads:

  • Infrastructure development Fees.
  • Student welfare Fees.
  • Development Fees.

That, their fees in absence of any guidance from the State, has been arbitrarily increased from Rs. 1,27,500 to Rs. 1,39,500 this year.

When the students approached the Vice-Chancellor to request and convey to the appropriate authority the problems being faced by the students due to the arbitrary inclusion of Facilities Fees which the students are not even using, the Vice-Chancellor Justice Mridula Mishra (Retd.) infuriated by the demands of the students dismissed the request on the vague justification that the students have no say in demanding relaxation in fees. In order to resolve any further conflict, the students also requested the Vice-Chancellor to form a body of students and faculty to communicate directly. However, the students were dismissed without any justification or reply.

In view of the request to waive off facilities fees, Hon’ble Kerala High Court in WP(C). No.17494 OF 2020(J) directed the NUALS, Kochi to re-consider the fee structure being implemented for the academic year 2020-21. Justice Amit Rawal in the order expressed his opinion that, “Be that as it may, it is a matter of record that since the physical classes have not yet opened. The University has not granted a 100% reduction under the Sports and Games fee, and Medical/ Gym / Fitness fee whereby reduction of 30% and 25% have been granted. In peculiar facts and circumstances of the case, I am of the view that 100% reduction on these two heads should have been given. Accordingly, I direct the Executive Council to re-consider the issue regarding considering the 100% waiver on these two heads.”

The students in view of the said judgement approached the Vice-Chancellor but to no avail. The voice of the students was neglected and out rightly rejected on the account that in absence of any order from the State, the University has no obligation to give any relaxation in the Fees.

The University had previously also witnessed such abuse of power by the Administration in 2018. After weeks of strong protest, the appropriate authority appointed Ret. Justice Mridula Mishra as an interim Vice-Chancellor and Ret. District Judge, Manoranjan Prasad Srivastava as an interim Registrar. Since 2018, there has been no notification for appointing permanent Vice-Chancellor and Registrar.

As of now, the students are facing grave emergency since only 5 days are left before the deadline of payment of fees, i.e., 20th August, after which till 31st August, a late fine of Rs. 500 will be charged for late payment of fees.

In such a scenario, many students might pay the fees in fear of being their results withheld. There will be another burden of Rs. 500 more, but this does not change the fact that the administration is arbitrarily charging the fees for the facilities the students are not using. So, with little time in their favour, the concerned students of Chanakya National Law University, kindly request their administration to reduce their “Facilities fees” being charged arbitrarily.

The students have also requested the students of other National Law Universities to come forward to support them – out of which they have received statement of solidarity from NLSIU Bangalore, DNLU Jabalpur and NLU Odisha.

Report By – Lexpeeps Anonymous Reporters

Delhi High Court Confirms Conviction of Rape Accused

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-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.

Centre to Form Committee of Experts to Look into Pegasus Scandal

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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

S.V. Chandra Pandian And Ors vs S.V. Sivalinga Nadar And Ors on 11 January 1993

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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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“Pro Bono Publico”

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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

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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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Job Opportunity at UnitedLex

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About Us

UnitedLex is a technology and legal services company committed to delivering full-scale Digital Transformation. The world’s most forward-thinking law departments rely on the company’s expertise in over 25 global jurisdictions. Founded in 2006, the team includes 3,000 legal, engineering, and technology professionals with major operations in 18 countries.
We create solutions that uniquely solve challenges, ranging from basic to bet-the-company. We fuse legal pedigree with business pragmatism and an overriding focus on our clients. We think holistically: We guide, design, implement, and financially commit to the innovative strategies and solutions we provide.
As a fast-growing company, we are committed to hiring talented individuals, providing a great workplace culture, continuously developing our employees, and providing interesting, challenging, and innovative work. Our global platform is the perfect place for hard-working, forward-thinking professionals from all walks of life to nurture and grow careers.
UnitedLex is committed to preserving the confidentiality, integrity and availability of all the physical and electronic information assets throughout the organization. Consistent with the UnitedLex ISMS policy and the ISO 27001 standard, every employee is responsible for complying with UnitedLex information security policies and reporting all security concerns, weaknesses and breaches.

Job Description

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

Link to Apply-

https://ekkk.fa.us6.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX/job/30000587?utm_medium=jobshare

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Elements Global Services is looking for Legal Assistant

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Elements Global Services is an award-winning HR Technology and Services Company revolutionizing the way employers expand and manage employees internationally. Our mission is simple. To simplify global expansion through a revolutionary technology that removes the barriers of globalization to give our customers the speed to market to EXPAND their business, ONBOARD employees, MANAGE compliance, and PAY worldwide! Global expansion is becoming more and more a part of the modern workplace, and with that comes things like remote work and spread-out teams. As Elements is a truly global company, we take care of our client’s employees worldwide. From Chicago to Manila, from Johannesburg to Delhi and Hong Kong, we provide top-class benefits to all the employees we serve every day. With offices all around the world and teams spread out between multiple time zones, you too can benefit from the “Glocal” team strategy, giving our employees the flexibility, they need to do their very best work the best way they can.

Position Overview

A revolution cannot be done alone, and we need the best and brightest talent to continue our growth into the new modern workplace. We are looking to expand our team by hiring a new Legal Assistant, a team player who is ready to make the role their own and bring their own ideas and innovations to the table. Reporting to the Regional Employment Law Manager, you will be supporting our Employment Law team in all employment law aspects related to the onboarding, lifecycle changes and exits of employees in the region.

Key Responsibilities

  • Reviewing, updating and/or drafting contracts of employment, employment related documentation.
  • Supporting the Regional Employment Law Manager with drafting, advice, research and/or reviews of employment termination documents, processes and/or advices.
  • Working with internal stakeholders on employment law related matters.
  • Reviewing, updating, and/or drafting policies for the workplace.
  • Responding to legal information requests related to employment law in the region.
  • Supporting with any administrative or process-driven tasks related to the employment law department.
  • Keeping internal stakeholders apprised of developments in the employment and employment related laws from time to time in the region.

About You

  • A lawyer licensed within the region.
  • Minimum of 3 years’ experience practising as an employment lawyer.
  • Strong command of employment laws, regulations, and best practices.
  • Excellent written and verbal communications.

What we value

  • You are creative, proactive, enthusiastic, flexible, self-directed with a strong work ethic.
  • You have strong verbal and written communication skills.
  • You have the ability to exercise sound judgment to identify risks and convey advice.
  • You have the ability to interact confidently and respectfully with peers as well as more junior or senior team members.
  • You have Maturity, integrity, humility, and ability to maintain confidences and be discreet.

What We Offer:

  • Opportunity to work in a company that is revolutionizing the market and is experiencing exponential growth.
  • Allow your inspirational ideas to come to life in a highly creative and executional environment.
  • Ability to work in an organization with over 40 nationalities all over the world, which embraces diversity, inclusion, and belonging at its core.
  • The opportunity to challenge in a high performing organization and leave each day knowing you have made an impact.

This position description may not describe all duties, responsibilities, and skills associated with this position. It is intended to portray the major aspects of the job. Other duties or skills may be required.

Elements Global Services is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: Elements is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Elements is based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. Elements will not tolerate discrimination or harassment based on any of these characteristics. Elements encourages applicants of all ages.

This role may be subject to a background check after an employment offer has been made and final employment will be subjective to a positive result, in addition, reference may be requested at the final stage of the process.

For more details, visit-

https://elementsgs.com/job-detail/?gh_jid=5470022002&gh_src=aac7452d2us

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Job Post: Senior Legal Associate at Epiq

Posted on

About Epiq

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request.  Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.

Job Description

JOB TITLE

  • Senior Legal Associate, Document Review Services, Epiq Global Hyderabad, India

JOB RESPONSIBILITIES

  • Review documents for relevancy, privilege and other issues as directed by our clients.
  • Assist with research on technical and industry-specific issues;
  • Participate in QC review and prepare draft questions for escalations to clients;
  • Create, run, and validate complex searches.

KEY SKILLS AND COMPETENCIES REQUIRED:

  • Sound knowledge of the document review and e-discovery/litigation industry
  • Knowledge of litigation management software: Relativity, Xerox, and/or DocuMatrix
  • Industry specific subject matter knowledge/understanding
  • Proficiency with Microsoft Office tools (MS Word, MS Excel, MS PPT);
  • Familiar with the U.S. judicial system, understanding of legal fundamentals, methods, and procedures from the U.S. perspective
  • Good communication skills, both written and oral, strong English reading comprehension
  • Professional demeanor
  • Proficiency with Microsoft Office tools (MS Word, MS Excel, MS PPT);
  • Familiar with the U.S. judicial system, understanding of legal fundamentals, methods, and procedures from the U.S. perspective;
  • Analytical Skills: Independently solves complex problems;
  • Decision making: Exercises good judgment and assumes responsibility
  • Maintain quality standards as per service level commitments
  • Should be a Team Player, open to feedback, and contribute to building positive team spirit;
  • Ethics: Treats people with respect, keeps commitments, and works with integrity.

QUALIFICATION AND EXPERIENCE

  • LLB (three- or five-year program);
  • LLM (optional) India or abroad;
  • Work Experience: 3+ years of relevant experience.

If you like wild growth and working with happy, enthusiastic over-achievers, you’ll enjoy your career with us!

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request.  Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.

Link to Apply-

https://epiqsystems.wd5.myworkdayjobs.com/en-US/Epiq_Careers/job/IND-Hyderabad-Sohini-Tech-Park-3rd-Floor-Financial-District/Senior-Legal-Associate_R0016972/apply?source=LinkedIn

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Work opportunity at UnitedLex: Associate

Posted on

About UnitedLex

UnitedLex is a technology and legal services company committed to delivering full-scale Digital Transformation. The world’s most forward-thinking law departments rely on the company’s expertise in over 25 global jurisdictions. Founded in 2006, the team includes 3,000 legal, engineering, and technology professionals with major operations in 18 countries.
We create solutions that uniquely solve challenges, ranging from basic to bet-the-company. We fuse legal pedigree with business pragmatism and an overriding focus on our clients. We think holistically: We guide, design, implement, and financially commit to the innovative strategies and solutions we provide.
As a fast-growing company, we are committed to hiring talented individuals, providing a great workplace culture, continuously developing our employees, and providing interesting, challenging, and innovative work. Our global platform is the perfect place for hard-working, forward-thinking professionals from all walks of life to nurture and grow careers.

UnitedLex is committed to preserving the confidentiality, integrity and availability of all the physical and electronic information assets throughout the organization. Consistent with the UnitedLex ISMS policy and the ISO 27001 standard, every employee is responsible for complying with UnitedLex information security policies and reporting all security concerns, weaknesses and breaches.

Roles & Responsibilities

–    Work as a subject matter expert on Data Breach Analysis (DBA), review and management for US, UK and other jurisdiction clients for India Delivery centers
•    Identify/capture personal information within electronically stored documents. Examples include:
o    Personal Identifiable Information (PII)
o    Personal Health Information (PHI)
o    Payment Card Information (PCI)
•    Ensure quality standards are achieved
•    Work on client system through remote access
•    Maintains confidentiality of all organization and client information

Desired candidate profile

•    Any graduate/Postgraduate with 3+ yrs of experience in backend operations with LPO/BPO/KPO/ITES/Finance sector
•    Proven ability to build strong working relationships with colleagues and partner organizations
•    Ability to priorities between multiple complex projects/timelines
•    Good in written and Verbal communication
•    High level of positive attitude
•    Responsible to ensure accurate time tracking
•    Good decision-making ability
•    Ability to adapt to any process changes
•    Knowledge in Excel will be an added advantage
•    Strong attention to detail and the ability to conduct root cause analysis
•    Candidates with demonstrated experience in Data Breach Response, or Incident Response will be preferred
•    Knowledge and hands-on experience in breach notification and privacy laws around data breach scenarios is desirable but not must.

UnitedLex is committed to preserving the confidentiality, integrity, and availability of all the physical and electronic information assets throughout the organization. Consistent with the UnitedLex ISMS policy and the ISO 27001 standard, every employee is responsible for complying with UnitedLex information security policies and reporting all security concerns, weaknesses, and breaches.

Link to Apply-

https://ekkk.fa.us6.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX/job/30000568?utm_medium=jobshare

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