Author: LEXPEEPS editor

Amity Law School, Noida is organizing AUUP SRIJAN: A Genesis of Indian Politics from 11TH & 12th October’ 2022 (Wednesday & Thursday).

ABOUT

An Model Parliament or Youth Parliament, a first of its kind, is a stimulation of the Parliamentary Proceedings of a legislature or other deliberatively assembly and mingling it with the technological advancement today which helps people work at the comfort of their homes. Youth Parliaments are usually held as an educational tool to promote understanding of the working of government of a particular state or the world organizations. Amity Law School, Noida is organizing a one-day Youth Parliament named Srijan: A Genesis of Indian Politics. The objective of this Interdisciplinary event on various topics of Indian politics and World Peace is to draw out India’s & the world’s response over various changes in the society and to trace the possible methods so as to bring about a considerable acceptance of modern needs of updating the societal laws, underlining the negative impacts of such updating of laws within the society. Through this event we will try to address the intricacies of current time, to identify the indigenous traits of such laws, to landmark the intellectual developments of the societal laws and to make a better academic understanding of the same among politicians, students and the masses during this time of pandemic and crisis around the world due to COVID-19 and the resultant lockdown throughout which has brought the lives of people to a standstill.

STRUCTURE OF THE EVENT

The event would cover current national & international issues for which the participants would be allocated with one of the committees:

• World Health Organization
  • We are including the present health crisis the world has been going through
  • The emergence of new diseases
  • Preventing the use of biological weapons with special emphasis on clinical trials.’
• UNITED NATIONS SECURITY COUNCIL
  • one of the main points as Russia Ukraine war
  • And any kind of war happening right now
  • Recent changes in the world politics escalating danger of World War 3
• ALL INDIA POLITICAL [PARTIES MEET (AIPPM)
• Lok Sabha 2024
  • Hate speech sedition in electoral politics
• NCW (NATIONAL COMMISIION FOR WOMEN)
  • The reservation system in the light of recent outrage in overall political and judiciary for women
• Media committee

WORLD HEALTH ORGANISATION

Agenda – We are including the present health crisis the world has been facing at the behest of district global health crisis breakout.

General Information

2020 was a devastating year for global health. A previously unknown virus raced around the world, rapidly emerging as one of its top killers, laying bare the inadequacies of health systems. Today, health services in all regions are struggling to both tackle COVID-19 and provide people with vital care.

In another blow, the pandemic threatens to set back hard-won global health progress achieved over the past two decades – in fighting infectious diseases, for example, and improving maternal and child health. So, in 2021, countries around the world will need to continue battle COVID19 (albeit with the knowledge that effective tools are evolving).

They will need to move swiftly to repair and reinforce their health systems so they can deliver these tools, and to address the key societal and environmental issues that result in some sections of the population suffering so much more than others.

WHO and its partners will be at their side? We will work to help countries strengthen preparedness for pandemics and other emergencies. We will remind them of the importance of bringing countries together and of involving the whole government, not just the health sector. And we will support them in building strong health systems and healthy populations.

UNITED NATIONS SECURITY COUNCIL

Agenda: one of the primary issue as Russia Ukraine crisis, Other geopolitical crisis in the global scenario in terms of War, Recent changes in the global politics escalating danger of imminent World War 3.

General Information

The attack on Ukraine by Russia is potentially the onset of war in Europe on top of Russia’s behest for an end to NATO’s eastward expansion. The launch of the major invasion by Russia on Ukraine, that started with air and missile assaults on Ukrainian military targets before sending troops and tanks across the country’s northern, eastern, and southern borders. On many fronts, the Ukrainian military fought back. In a video speech delivered early Friday, February 25, President Volodymyr Zelenskyy announced that 137 people had been killed, including troops and civilians, and that hundreds more had been injured.

We are now closer to World War III than we were last year, Shifrinson says, but are still “several steps away from a conflict akin to World Wars I and II.” “Economic sanctions are a really poor tool for coercing other countries,” he says. The United States had tried to deter Russia with the threat of sanctions, but Putin still decided the stakes were worth invading Ukraine. “I think calls for a no-fly zone are an understandable response to the humanitarian tragedy unfolding [in Ukraine],” says Shifrinson, “but at the same time, I think people have not fully thought through the dangers involved.”

ALL INDIA POLITICAL [PARTIES MEET (AIPPM)

Agenda: A solution to stop the division of Country in the name of religion and places of worship.

Debate on: Who holds the claim on “GYANVAPI”

Contested Place of Worship: History and context of the Gyanvapi Mosque. In an India that boasts of secular ethos, there stands a mosque bearing a Sanskritised name. Gyanvapi (meaning ‘well of knowledge) is a mosque in Varanasi, Uttar Pradesh, yanked into limelight for a dispute over its prevailing religious status, notwithstanding its established history.

LOK SABHA 2024 COMMITTEE

AGENDA: Usage of Hate Speeches and connecting it with political regime. Is it a termite eating Indians secular nature?

Debate on: Hate Speech and Sedition in Electoral politics

Post-colonial India has earmarked in the Preamble of its Constitution that the nation is Sovereign, Socialist, Secular, Democratic, Republic, Justice, Liberty and Equality. The term democracy has grown to the extent that for running a government, to win the elections, the proposed representative of the people of India contesting for election took free license to discriminate any group, defame any set of people and even to the extent to express hatred towards a particular group in open without hesitation.

Once this desert was in thirst of freedom; now it is spilling back to ocean. While there are ordinary criminal laws prohibiting hate speech in India, Section 123(3A) of the Representation of the People Act, 1951 (‘RP Act’) deals specifically with hate speech in the context of electoral campaigns, classifying it as ‘corrupt practice’. Additionally, the Election Commission of India’s Model Code of Conduct forbids political parties or candidates from engaging in activities that promote hatred between communities.

The Supreme Court has engaged extensively with the question of whether caste and communal appeals can be made by candidates during elections. In the context of hate speech in election campaigns, the Court has delivered two prominent decisions—collectively known as the ‘Hindutva’ judgments, that appear to narrowly construe the factors leading to disqualification under Section 123(3A) of the RP Act.

NCW (NATIONAL COMMISIION FOR WOMEN)

AGENDA – The reservation system in the light of recent outrage in overall politics and judiciary for women

On January 28, the Supreme Court delivered an important judgment clarifying how reservations in promotions for members of the Scheduled Castes and Scheduled Tribes in government jobs should be carried out. Though reservations in promotions have been in existence for a long time, in 2006 the Supreme Court had introduced extensive conditions relating to data collection that the government had to fulfil relating to backwardness and inadequacy in representation. This made it difficult to implement reservation policies.

 The Central government as well as various state governments wanted the court to reconsider this decision since it created a hindrance to implementing reservations in promotions. In 2018, though the Supreme Court refused to reconsider its 2006 decision, it tweaked the conditions. Even then, however, there was uncertainty on how this should be implemented. As a result, several state governments wanted the court to further clarify how reservations in promotions should be carried out. This judicial debate becomes important since the confusion about data collection has often meant the de facto denial of reservations in promotions.

MEDIA COMMITTEE

Capture the nuances of the event via various means of media ,reporting, photography, caricature etc.

AGENDA- PRIZE DISTRIBUTION

Date: 11th & 12th October 2022
Time: 9:00 am onwards
Venue: I-2 Moot Court
Valedictory: Valedictory function will be organized where renowned political luminary(ies) will announce the result of the event.

Disclaimer: All information posted by us on Lexpeeps is true to our knowledge. But still, it is suggested that you check and confirm things on your level.

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About the Organization

Hashed is a cryptocurrency company with offices in San Francisco and South Korea. More importantly, Hashed takes pleasure in having fostered an environment conducive to the expansion of the sector. Hashed, which is run by engineers and serial entrepreneurs, has sped up the adoption of blockchain technology by the world through smart investment and community development. Hashed serves as the primary investor and accelerator for several projects, including Terra, a price-stable cryptocurrency, LINE Corporation’s blockchain project LINK, and Klaytn, a worldwide public blockchain project from Kakao.

About the Responsibilities  

A law intern is needed by the legal department at Hashed, a South Korean venture capital firm that focuses on web3 and the decentralised economy, for at least three months.

Eligibility

• The applicant should be in their final or penultimate year of law school and have a passion for web3 and blockchain technology.

How to Apply?

Interested candidates may apply from here: – CVs with a cover letter and writing sample to medha@hashed.com.

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About the Advocate

Advocate with years of experience who has a track record of working in the legal field. UPRERA, infrastructure and environmental laws, policy analysis, arbitration, family law, dispute resolution, and legal research are among their areas of expertise.

About the Responsibilities  

An Associate is needed immediately; immediate joining is essential.

As an associate you are required to: –

• Civil, and Commercial litigation and Arbitrations.
• Supreme Court,Delhi High Court,NCDRC,NCLT,DRT,UPRERA and District Courts, Tribunals, Consumer Fora and Arbitrations.

Location

BLOCK A East of Kailash , New Delhi- 110065

Openings

1

Eligibility

• PQE 0-2 years only.

How to Apply?

Interested candidates may apply from here: – shashankmsd@gmail.com

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About the Organization

A boutique law firm, LPJ & Partners LLP, specialises in such fields as debt recovery, litigation and dispute resolution, mergers and acquisitions, contract management, employment law, intellectual property rights, policy and regulatory advice, due diligence, deal management, consumer protection, labour law incorporations, certifications, and compliances, among other things.

About the Responsibilities  

LPJ & PARTNERS LLP is seeking interns interested in pursuing litigation as a career after graduation.

Location

Defence Colony, New Delhi

Stipend

Long-term internships with stipends will be granted to promising interns.

How to Apply?

Interested candidates may apply from here: – office@lpjpartners.com

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Background

For an empowered, affluent, and Aatmanirbhar India, workers must have more influence. Even after 73 years of independence, 90% of employees are still employed in the unorganized sector, where they are not eligible for all social security benefits. Over 50 crores of people are employed in both the formal and unorganized sectors combined. For the first time, a government is taking care of employees and their families in both the organized and unorganized sectors. India, a country where employment is not at will, has seen its fair share of job-related lawsuits, many of which involved allegations of unfair labour practices and wrongful termination. Although mainly restricted to the industrial sectors, labour unions have continued to be active throughout the nation. The new labour laws in India have not yet gone into force. 29 federal labour statutes are replaced by the four labour codes. Once put into effect, it will significantly alter our labour law system.

Defining Labour Laws in India

Labour law, often known as employment law, is the set of laws, administrative judgements, and precedents that address the legal rights and constraints of workers and their organizations. As a result, it mediates a number of relationship-related issues between trade unions, both employers and workers. In other words, labour law outlines the duties and responsibilities of employees, union members, and employers. In general, labour law addresses:

• Industrial relations include union certification, labour-management interactions, collective bargaining, and unfair labour practices.
• Occupational health and safety;
• Employment requirements, such as severance compensation, minimum salary, layoff processes, general holidays, yearly leave, and working hours.

In the past, the Indian government at the federal and state levels strove to guarantee that employees had a high level of protection, but in reality, this has changed because of the structure of government and since labour is a topic on the concurrent list of the Indian Constitution. The Minimum Wages Act of 1948 mandates that businesses pay the government-set minimum wage and cap workweeks at 40 hours (9 hours a day including an hour of break). Since the reward for overtime is 100% of the overall salary, it is strongly discouraged. The Payment of Wages Act of 1936 requires that wages be paid promptly by bank transfer or postal service on the last working day of each month.

The Payment of Wages Act of 1936 requires that wages be paid promptly by bank transfer or postal service on the last working day of each month. Each employee is required to take 15 working days of fully paid vacation time each year, in addition to an extra 7 completely paid sick days, under the Factories Act of 1948 and the Shops and Establishments Act of 1960. Every company’s female employees are now entitled to 6 months of fully compensated maternity leave thanks to the Maternity Benefit (Amendment) Act of 2017. Additionally, it offers 6 weeks of paid time off in the event of a miscarriage or medical termination of pregnancy.

Workers can access the essential social security for retirement benefits, medical care, and unemployment benefits through the Employees’ Provident Fund Organization and the Employees’ State Insurance, all of which are controlled by statutes. Employees who qualify for Employees’ State Insurance coverage (those making less than Rs. 21000/month) are also eligible for 90 days of paid medical leave. It is always possible to include more rights in an employment contract than the bare minimum required by law. Four labour regulations were adopted by the Indian parliament in the 2019 and 2020 sessions. The Industrial Relations Code 2020, The Code on Social Security 2020, The Occupational Safety, Health and Working Conditions Code 2020, and The Code on Wages 2019 will combine 44 current labour laws.

History of Labour laws

The need for improved working conditions, the right to organize, and employer demands to limit employee rights in numerous groups and keep labour costs down led to the development of labour law. Therefore, the situation of labour legislation at any one moment is both a result of and an element of conflicts between various interests in society.

One of the earliest organizations to address labour concerns was the International Labour Organization (ILO). Following the signing of the Treaty of Versailles, which brought an end to World War I, the League of Nations formed the ILO as an agency. During and soon after the war, several countries focused on post-war rebuilding and the preservation of labour unions. Workers who wanted improved working conditions, as well as trade unions that objected by going on strike, were routinely and violently suppressed. Following the achievement of independence in 1947, a number of fundamental labour rights—including the ability to join and participate in unions, the idea of workplace equality, and the desire to establish a living wage and respectable working conditions—were incorporated into the Indian Constitution of 1950.

Constitutional Provisions under Labour laws

Articles 14–16, 19(1)(c), 23–24, 38, and 41–43A of the 1950 Indian Constitution specifically address labour rights. Everyone shall be treated equally under the law, according to article 14, and discrimination against citizens is prohibited under article 15. Article 16 also grants the right to “equality of opportunity” for employment or other state-related appointments. Everyone has the special right “to organize groups or unions,” according to Article 19(1)(c). Articles 23 and 24 forbid child labour under the age of 14 in factories, mines, or “any other dangerous occupation,” respectively. Article 23 also outlaws all forms of trafficking and forced labour. According to the Indian Constitution, labour is a concurrent topic, meaning that both the Union and the state governments have the authority to enact and enforce labour laws. The majority of significant pieces of legislation have been passed by the Parliament.

The following categories apply to the laws:

1) Central Government-enacted labour legislation, whose exclusive enforcement rests with the Central Government.

2) Central government-enacted labour rules that are upheld by both the federal and state governments.

3) State governments implement federal labour rules that the federal government enacts.

4) The different State Governments have passed and are enforcing labour regulations that are applicable to their respective States.

Indian Labour Policy

India’s labour strategy has evolved in response to the country’s unique circumstances in order to meet the demands of social justice and planned economic growth. Its dual goals are to preserve industrial peace and advance worker welfare.

Workplace reforms implemented since 2014

The use of IT-enabled systems for inspection has been made required for openness and accountability.

• The maximum allowable gratuity has risen as of March 29, 2018, from Rs. 10 Lakhs to Rs. 20 Lakhs.
• On 16.02.2017, the Payment of Wages Act became effective. Salary distribution to workers by check or giving it to their bank account for credit.
• The 2017 Maternity Benefit Amendment Act went into effect on April 1, 2017, and raised the 12 to 26 weeks of paid maternity leave weeks.

The 4 Labour Codes of India

2019 Code of Wages

The Code on Wages aims to control salary and bonus payments in all work situations involving any type of manufacture, trade, or industry. It combines four pieces of legislation: the Equal Remuneration Act, the Payment of Bonus Act of 1965, the Minimum Wage Act, and the Payment of Wages Act.

The Code’s primary characteristics are:

1. The State or Central Government may not revise the minimum wage more frequently than every five years.
2. Any person who directly or indirectly employs one or more people at an institution is considered an employer for purposes of this term.
3. The Payment of Salaries Act only applies to workers making less than Rs. 24,000 per month in wages. The Code on Wages has now eliminated this upper restriction. Therefore, regardless of monthly earnings, the Code should be applicable to all employees.
4. In contrast to the many definitions provided in the Payment of Wages Act, 1936, the Minimum Wages Act, 1948 (Minimum Wages Act, 1948), and the Payment of Bonus Act, 1965, the Code offers a uniform definition of the term “Wages.”
5. Employers are required to provide salaries equal to at least 50% of total compensation under the conditions outlined in the Code. Basic pay, dearness allowance, and retention allowance are included in the calculation of earnings; home rent allowance, conveyance, statutory bonus, overtime allowance, and commissions are not. Basic wage and dearness allowance must make up at least 50% of the cost to the company.
6. Employers are not allowed to pay employees less than the minimum wage. The Central or State Governments, depending on the situation, are obligated to notify minimum salaries based on I the time or quantity produced, (ii) the employees’ skill, and (iii) the complexity of the task.
7. According to the requirements of the Code, the Central and State Governments should establish Advisory Boards. Members of the Central Advisory Board must represent both businesses and employees, as well as five state government representatives and independents. The State Advisory Board must include an independent member as well as representatives from companies and employees.
8. State Advisory Boards will be made up of independent individuals, employers, and workers. Additionally, women will make up one-third of the total members of the central and state boards. The Boards will provide guidance to the national governments on a variety of topics, such as setting minimum salaries and (ii) expanding possibilities for women in the workforce.

2020 Social Security Code

The Code on Social Security aims to update and codify the social security laws to cover all employees and workers, whether they are employed in the organized, unorganized, or any other sector.

Employees’ Compensation Act of 1923, Employees’ State Insurance Act of 1948, Employees’ Provident Funds and Miscellaneous Provisions Act of 1952, Employment Exchanges (Compulsory Notice of Vacancies) Act of 1959, Maternity Benefit Act of 1961, Payment of Gratuity Act of 1972, Cine Workers Welfare Fund Act of 1981, Building and Other Construction Workers Welfare Cess Act of 1996, and Unorganized Workers’ Social Security Act of 2008.

The Code’s primary characteristics are:

1. Fixed-term employment, home-based workers, independent contractors, platform workers, and gig workers have all been defined.
2. The term “employee” was added and is now used consistently across the whole Code.
3. According to Section 3 of the Code, if an industry establishment is already registered under another Central labour regulation, registration is not required.
4. The enforceability of social security organizations and their bylaws is provided in Section 4 of the Code. It is necessary for the administration of funds for various personnel.
5. A fixed limitation period of 5 years will be established under Section 125 of the Code, including actions and enquiries to determine an employee’s financial obligations.
6. Aggregators are described in the Code as a digital middleman or marketplace that connects a service’s user or buyer with its supplier or provider. The list of aggregators must pay between 1% and 2% of their yearly revenue to the social security fund, as stated in Schedule 7 of the Code.
7. Employers are required to pay gratuities to fixed-term employees on a pro-rata basis. For working journalists, the gratuity term has been lowered from five years to three.

2020 Industrial Relation Code

The Code on Industrial Relations aims to make compliance easier to achieve and encourages convenience for customers and employees. The Industrial Disputes Act of 1947, the Industrial Employment (Standing Orders) Act of 1946, and the Trade Unions Act of 1926 are all included in this law.

The appropriate government may require the employer of an industrial business where 100 or more workers are engaged or have been employed on any day over the previous 12 months to form a works committee.

Industrial establishments with 20 or more employees must have a grievance redressal committee or committees to handle individual grievance problems.

Any trade union with seven or more members may register online or in another manner under the Code.

Every industrial enterprise where 300 or more employees are engaged or were employed on any day during the previous year is subject to the Standing Orders.

The Code’s primary characteristics are:

1. Defines “employee” and “fixed-term employment” in the introduction.
2. In the Code, the phrase “workmen” has been changed to “worker.”
3. Today, more than 50% of employees define a “strike” as “mass casual leave” on any given day.
4. Any grievance must now be filed with the grievance redressal committee in accordance with the Code, and an inquiry and its investigation must be finished within 90 days. The time frame begins on the day the employee was suspended.
5. According to the Industrial Establishment Standing Order Act of 1946, standing orders were only applicable to workplaces with 100 or more employees. Standing order requirements have now been raised from 100 to 300 employees.
6. In establishments with several trade unions, the Code has established a “single negotiating union.” According to Section 14 of the Code, this only negotiating union must have 51% or more workers as members. Terms with the employer may only be discussed by one negotiating union. In the absence of a qualifying exclusive bargaining union, a bargaining council made up of at least 20% of the workforce shall be established.
7. After being laid off, people might find employment thanks to provisions in the Code. An initial fund made up of payments from the employer and the appropriate government must be established.
8. The Central Government shall establish a national industrial tribunal and one or more industrial tribunals as the framework for resolving labour disputes.

Occupational Safety, Health, and Working Conditions Code of 2020

The Code on Occupational Safety, Health, and Working Conditions aim to control workplace health and safety conditions for employees in all mines and docks as well as companies with 10 or more employees.

It incorporates thirteen pieces of legislation, including the Factories Act of 1948, the Mines Act of 1952, the Dock Workers Act of 1986, the Contract Labor Act of 1970, the Inter-State Migrant Workers Act of 1979, the Plantations Labor Act of 1951, the Working Journalist and Other News Paper Employees (Conditions of Service and Miscellaneous Provision) Act of 1955, the Working Journalist (Fixation of Rates of Wages) Act of 1958, the Motor Transport Workers Act of 1961, The Sales Promotion Employees (Conditions of Service) Act, 1976 and The Beedi and Cigar Workers (Conditions of Employment) Act, 1966.

The Code’s primary characteristics are:

1. For those working in transportation, media, and sales, specific clauses outline leave policies and working hours.
2. Section 32 of the Code lays forth the rules for leave encashment at the moment of discharge/dismissal, death, or superannuation while employed. At the conclusion of the calendar year, provisions pertaining to leave encashment are available. Most importantly, the Code allows for leave carryover in the event that a worker does not use all of the leave that is granted to him in a given calendar year. However, the maximum number of days of unpaid leave that may be carried forward is 30, and any unpaid leave that has been denied can be carried forward indefinitely.
3. All businesses are required to provide bathrooms, showers, and locker rooms for employees who identify as male, female, or transgender.
4. There is now a clause that allows the employee to provide permission for the employer to work overtime. It will also be applicable to small businesses with up to 10 employees. The workers will also be paid twice as much for any overtime they put in.
5. Employers are expected to arrange for the employee’s yearly health exams at their own expense.

Conclusion

The Minimum Wages Act of 1948 mandates that businesses pay the government-set minimum wage and cap workweeks at 40 hours (9 hours a day including an hour of break). Since the reward for overtime is 100% of the overall salary, it is strongly discouraged. Each employee is required to take 15 working days of fully paid vacation time each year, in addition to an extra 7 completely paid sick days. Every company’s female employees are now entitled to 6 months of fully compensated maternity leave. Four labour regulations were adopted by the Indian parliament in the 2019 and 2020 sessions.

The need for improved working conditions, the right to organize, and employer demands to limit employee rights led to the development of labour law. Following the achievement of independence in 1947, a number of fundamental labour rights were incorporated into the Indian Constitution. India’s labour strategy has evolved to meet the demands of social justice and planned economic growth. The use of IT-enabled systems for inspection has been made required for openness and accountability. The Code on Wages aims to control salary and bonus payments in all work situations involving any type of manufacture, trade, or industry.

---

References

1. New Labour Code for India
2. Minimum Wages Act, 1948
3. The Payment of Wages Act, 1936
4. The Factories Act, 1948)

This article is written by Puneet Kaur, a second-year student.

VIT School of Law in association with the National Commission for Women is organizing a National Seminar on “Role of Fast track Special courts in delivering justice to Women”.

ABOUT

The event aims at identifying the real issues that hamper the realization of the objectives visualized while setting the Fast track courts in India, the level of support state machinery extends in the setting and functioning of Fast track courts, the level of awareness among the stake holders and to suggest measures to make the Scheme work successfully.

OBJECTIVES

• To create and assess the level of awareness among the participants about the objective and utility of Fast track special courts.
• To promote exchange of ideas on the problems encountered by the state machinery in establishing Fast track special courts as special platforms for speedy disposal of criminal cases against women and children.
• To provide a forum for critical examination of the functioning of Fast Track Courts in the State of Tamil Nadu.
• To share the views of the legal luminaries in identifying the issues that hamper the realization of objectives by setting up of Fast track courts.
• To collaborate for discussion towards suggesting measures to make the Fast track special courts improve its efficiency and make the scheme function successful.

THEME

Role of Fast track Special courts in delivering justice to Women

ELIGIBILITY

All legal luminaries including Students of law and humanities, Academicians, Research Scholars, NGOs, members of the Bar and Bench, Investigating wing of the Police and the general public.

SUBMISSION GUIDELINES

• The Submissions are to be made in MS Word format only and are to be submitted through this link.
• Font– “Times New Roman”, Font size –“12pt”, Line space-“1.5”
• Reference should be in the 20th edition Harvard Bluebook.
• Maximum of 2 authors permitted per submission.
• Plagiarism in any form is strictly forbidden.

DETAILS

• Interested candidates may register for the seminar through the link provided at the end of this post.
• Participation will be confirmed upon fulfilling submission requirements.
• Participants’ kits and certificates will be provided to all participants.
• Lunch and refreshments will be arranged for all participants

DEADLINE

September 30, 2022

https://docs.google.com/forms/d/e/1FAIpQLSfNKOe8Paph_8RExhO1rn3fvuDWwzi0kCUX4ra8i3lqeWMHzg/viewform

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HNLU’s Journal of Law and Social Sciences invites submissions for its forthcoming Volume IX of 2023, by December 31.

ABOUT

Hidayatullah National Law University, Raipur invites submissions for its forthcoming Volume VIII of HNLU JLSS. The journal welcomes and intends to promote authors from various backgrounds having a strong interface with law.

ELIGIBILITY

Legal academia, practising lawyers, students, research scholars and domain experts.

SUBMISSION GUIDELINES

• Articles (5000 to 10000 words, inclusive of footnotes) – Papers comprehensively analyzing a theme.
• Essays (3000 to 5000 words, inclusive of footnotes) – Papers concisely analyzing specific contemporary issues.
• Case notes and/or Legislative Commentaries (2000 to 7000 words, inclusive of footnotes).
• Book Reviews: Between 2,000 to 3,000 words.
• Co-authorship of papers (maximum two) between individuals from the same or different institutions is allowed.
• Abstract: Each manuscript must contain an abstract of not more than 250 words. This is inclusive of the above-mentioned word limit prescribed for each submission category.
• Citations must conform to the standards laid down in The Bluebook: A Uniform System of Citation (20th edition).
• Submissions must use only footnotes as a form of citation.
• The name of the file must contain the Name of the Author(s) + the Title of the Submission.
• The font Type and Size of the main text must be Times New Roman, 12.
• Font Type and Size of footnotes must be Times New Roman, 10.
• Line Spacing of the main text and footnotes must be 1.5 and 1 respectively.
• The use of headings and Sub-Headings is encouraged. Headings and Sub-Headings should be numbered, should be of the same font type and size as the main text, and should be in bold.
• Page borders and ‘All caps’ in the titles and sub-titles must be avoided.

LINKS

SPECIMENS

SUBMISSIONS

DEADLINE

December 31, 2022

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Shankarrao Chavan Law College, Pune is organizing the International Conference on Rights of Child, in association with Lex Aquila Mauritius.

ABOUT

Under the patronage of Marathwada Mitra Mandal, Shankarrao Chavan Law College was established in 2003 to nurture future legal professionals and researchers with the ideals and values required for playing a constructive role in creating a better world. The College is affiliated with Savitribai Phule Pune University, approved by the Bar Council of India

ELIGIBILITY

Students, research scholars, academicians and professionals.

THEME

Rights Of Child vis-a-vis Law, Policy and Access to Justice

DETAILS

• Interested candidates shall register through the link provided at the end of this post.
• The interested researcher should send an abstract of not exceeding 300 words with a full paper accompanied by a brief profile of the author/s including Name, Designation, Institutional Affiliation, Contact details, and email ID.
• Paper Presentation / Participation(with Certificate) – ₹ 500
• Paper Presentation/Participation – Students of Marathwada Mitra Mandal & from the Institutions having MoU with MM – ₹ 200
• Participation is open to all (without Certificate) – FREE

SUBMISSION GUIDELINES

• Font – Times New Roman
• Font Size – 12 (for Footnotes – 10)
• Word Limit – 3000 – 5000 words (including footnotes)
• Line Spacing – 1.5 (for Footnotes 1.0)
• Citation Method – The Bluebook Style of Citation, 20th Ed.
• Language – English only
• Authorship may be extended maximum of up to two authors
• In accordance with the double-blind process of review, the name of the author/s and their institutional affiliation must not be mentioned or indicated anywhere in the main body of the manuscript.

PERKS

• The selected papers will get published in an edited (bearing ISBN) book to be published in India and Mauritius.
• Top 10 Papers will be paid an honorarium of ₹ 2000 per paper.
• 4 Best Research Paper Awards (2 from Academicians/ Professionals /Research Scholars Category and 2 from the Students (UG/PG) Category) – Certificate and Award.

IMPORTANT DATES

• Last Date for Submission of Full Paper with an Abstract – November 18, 2022
• Notification of Selection of Paper – 5 working days after the submission of Paper
• Last Date for Registration – November 30, 2022

https://docs.google.com/forms/d/e/1FAIpQLSfn48PbZ3g9CqYgj9nPPb5aMD1ZIYY_QyvuUMNAAEvQe5ZjMw/viewform

The Tech Law Forum, NALSAR, University of Law, is calling for submission in the form of Call for Blogs on a rolling basis.

ABOUT

The TLF Blog having previously been cited by eminent institutions has been garnering increasing visibility year on year. Its most recent work includes the publication of comments on the draft Personal Data Protection Bill, 2018 sent to the MeitY, a letter sent to MeitY regarding the banning of Chinese apps under Section 69A of the Information Technology Act, 2000, and articles by eminent activists like former Information Commissioner Mr. Shailesh Gandhi.

THEME

• Future of Digitisation of Payments in India
• Encryption in Applications and effects on the Rights to Privacy and Transparency
• Intermediary Liability
• Digital Literacy
• Regulation of Cryptocurrencies
• Freedom of Speech and Expression on the Internet
• AI and Personhood: Question of Liability
• “Killer Acquisitions” in the Digital Market
• Rights of Content Creators on social media
• Unique Identification Techniques in India and implications for the Right to Privacy
• Suggestions for a Data Protection Act for India
• Blockchain and NFTs
• Algorithmic decision making

Other broad themes that focus on the intersection of Technology and Cyber Law with Competition Law and Intellectual Property Law. Please note that these are mere suggestions, and authors need not restrict themselves to these themes as long as their topic is within the aforementioned scope of the TLF blog. Authors are encouraged to write to us in case of questions pertaining to whether a proposed topic is within the scope of the blog’s themes.

SUBMISSION GUIDELINES

• The topic should be within the scope of the blog, i.e. related to technology and law. For reference, please check out the blog. A topic recently in the news is preferred. As mentioned before, if you’re unsure about your topic, do write to us seeking clarification regarding the same.
• The post should preferably make an argument or assertion substantiated by facts. Language need not be strictly academic (in the manner of a research paper), but it should be formal.
• There is no strict word limit, however, we prefer posts of around 1200-1500 words. We strongly recommend that longer posts be split into multiple parts, for better readability.
• Usage of hyperlinks as compared to citations is encouraged.
• There is no limit to the number of posts that can be submitted.
• Please email your posts to techlawforum@nalsar.ac.in with the subject: “Submission for TLF Blog”. The submissions will be subjected to an editorial review usually spanning a period of 14 days, subsequent to which a decision on publication will be made and conveyed to the authors.

https://techlawforum.nalsar.ac.in/

Disclaimer: All information posted by us on Lexpeeps is true to our knowledge. But still, it is suggested that you check and confirm things on your level.

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About the Organization

A multidisciplinary law firm with a focus on litigation, arbitration, and corporate matters is Prout Solicitors LLP. Prout attorneys LLP was established with the intention of offering customers a solution-oriented approach while utilising the extensive legal experience of two generations.

About the Responsibilities  

Prout Solicitors LLP is seeking law students to work on a variety of corporate, civil, and criminal law cases. Candidates should have excellent research and drafting abilities as well as in-depth legal knowledge.

As an intern you are required to: –

• efficiently supporting experienced attorneys during different phases of litigation
• Conducting legal research and drafting for a variety of petitions, pleadings, writs, affidavits, counter-affidavits, appeals, various applications, and civil or criminal complaints
• composing legal notifications and answers.
• IPR, tax, arbitration, and other corporate cases handled
• helping businesses with a range of transactions and discussions
• helping businesses manage compliance and other legal tasks
• evaluating and identifying the fundamental issues and their ramifications; doing case analysis, reporting, and presenting
• aiding top lawyers in formulating strategies and action plans for the successful resolution of legal matters by briefing them at conferences and meetings and by attending myself.
• coordinating with law enforcement, enforcement agencies, and different government representatives to resolve matters during the pre-litigation and/or post-litigation phases
• demonstrating thorough knowledge and comprehension of business, civil, and criminal law, dispute resolution, arbitration, the Negotiable Instruments Act, contract laws, insolvency and bankruptcy laws, insurance laws, consumer protection laws, the Motor Vehicles Act, technology laws, and constitutional law

Location

Hybrid, Candidates must indicate in their email or cover letter whether they are willing to work from home and complete their internship online.

Time Period

1-3 Months

Eligibility

• The candidates ought to be LL.B. students.
• The candidates must to be knowledgeable about legal research methods. The candidates must be proficient in Microsoft Word. Both strong communication and critical thinking skills are required of the candidates. The candidates should be well-versed in Indian litigation practise and procedure and should be eager to learn about and pursue new opportunities.
• The candidate should be extremely proficient in both Hindi and English.

How to Apply?

Interested candidates may apply from here: – cover letter with their resume and drafting samples(if any) to proutsolicitorsllp@gmail.com. Kindly update the subject of your application email as ‘Application for Legal Intern’.

Disclaimer: All information posted by us on Lexpeeps is true to our knowledge. But still, it is suggested that you check and confirm things on your level.

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