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Dear Client,
Your query suffers from a lack of transparency and information to address it properly. It seems Sindutva refers to a concept or ideology that emphasizes the cultural and historical identity of the Indus River Valley civilization and its legacy, often used in the context of Hindu nationalism in India. Sindhutva process likely refers to the process of obtaining a caste certificate, specifically for those claiming Sindhutva (a term related to the Sindhi community) in Karnataka, which c

Dear Client,
Regardless of the class of employee either contractual or permanent, a trainee or probationer in the course of training or probation is not treated as an employee in the permanent role of the Company, so standing rules or regulations do not apply to the trainee/probationer unless it is specifically mentioned in the offer letter specifying that even on resignation during the probation, an employee has to serve a notice period or pay in lieu of notice period. A service/employment bon

Dear Client,
So far, the G.O No. 213/09/co-op dt.09/12/2009 is concerned, the stand taken by the Pension Board appears to be justified. The pension amount as calculated by you ( 29943 x 347/720=14431) is not in line with the calculation of pension stated in the notification which states that the employees who drawn average salary above 20000/-, pension shall be 1.75 % of the remittance towards pension fund subject to a maximum of Rs.15000/-. Here, the threshold limit of average salary is 20000/-

Dear Client,
In the given scenario, you can escalate your grievance before the regulatory authority of all universities, including private universities, i.e, the University Grant Commission(UGC). To streamline the stakeholders' grievance redressal mechanisms, UGC has merged its existing portals/ helplines except for Anti Ragging Helpline and developed a new portal "UGC e-samadhan: A step forward: Service to Stake Holders" which would be a single Window system for all the stakeholders for regist

Dear Client,

To recover the amount you can send a legal notice. The context of the legal notice can be Details of the services provided. Period of non-payment
amount due and any additional assurances given. Demand for payment and also mention that failure to comply will result in initiating legal proceedings. For sending a legal notice consult a Advocate so that you can follow the legal procedures.

Dear Client,
A prenuptial agreement, often referred to as a “prenup”, is a legally binding contract entered into by a couple before they get married. This agreement in general outlines the financial and property-related terms and conditions that will apply in the event of a divorce, separation, or death. In India, there are no specific legal provisions that govern prenup agreements. Marriages under the Indian personal laws are regarded as sacraments, and historically, any agreement that seem

Dear Client,
The Contract Act does not make the stamping of agreements compulsory, nor does it deem an unstamped agreement/contract invalid and unenforceable. An unregistered deed of agreement or contract signed by parties voluntarily and counter-signed by witnesses even in plain paper can still be used as evidence for collateral purposes as per the proviso mentioned under Section 49 of the Registration Act of 1908. In the given scenario, serving a strong legal notice to the Builder, you can fi

Dear Client,
A service/employment bond itself does not create any relationship between an employer and an employee unless and until it is followed by the essential steps required to make the Bond valid and enforceable under the law. The validity of Employment bonds can be challenged based on Section 27 of the Indian Contract Act,1872, which prohibits any agreement in restraint of trade and profession. The law states that an agreement (employment bond) will be illegal only if it restrains someone

Dear client,

Legally, your case involves potential pregnancy discrimination and unfair termination under Indian labor laws.

Maternity Benefit Act, 1961
You may be eligible for maternity benefits if you have worked for at least 80 days in the past 12 months.
Even contractual employees are covered if they meet this requirement.
Employers cannot terminate an employee for pregnancy-related reasons, as it is illegal under Section 12 of the Act.

Unfair Labor Practice (Industrial Disputes Act, 1947)

Dear Sir,
Your contention is correct. Let them file any suit for recovery of such bonus amount. Your advocate may save you from the problem. In the meanwhile you should not give any reply without consulting any expert advocate.