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Dear Sir,
As an employee, including a Company Secretary, you cannot be forced to continue in service against your will. Your resignation becomes effective as per the terms of your employment contract or appointment letter, and in the absence of any specific clause, after serving a reasonable notice period. If the company is refusing to “accept” your resignation, it does not invalidate your decision—what matters is that you have formally submitted it (preferably via email and regis

Dear Client,

If Wipro has continued your employment on record and credited salary till May 2022, your relieving date will reflect accordingly, which is why PF overlap has occurred. Changing the relieving date retrospectively is generally within the employer’s discretion, and they may refuse if their records show you were on payroll.

However, since you had already resigned and handed over the laptop, you may formally write to Wipro requesting correction of the relieving date and offering to r

Dear Client,
A minor overlap in EPFO records due to incorrect last working date is a common issue and does not automatically imply dual employment, especially since you have proof of resignation, no salary post 1.10.2020, and payment of notice period. You should provide resignation acceptance, notice buyout proof, and bank statements to explain the discrepancy during BGC, and may also submit a joint declaration to EPFO for correction.
If the first employer refuses to correct the date, you may is

Dear Sir,

Since the foreign investor is one of the directors, the company legally requires his involvement unless he is removed.

You can remove him in two ways
Option 1 – Director resignation (best option)

If he cooperates, he can file DIR-11 and the company files DIR-12.

But you mentioned he is untraceable, so this may not work.

Dear client,

Under Section 9 of the POSH Act:

A complaint must be filed within 3 months from the date of the incident.
If there are multiple incidents, within 3 months from the last incident.
The Internal Committee (IC) may extend this by another 3 months, if sufficient cause for delay is shown.
So effectively, the maximum ordinary window is 6 months from the last incident (with valid reason for delay).

The Act defines an employee very broadly. It includes regular, temporary, ad-hoc, daily wa

Dear client,

Under the Sexual Harassment of Women at Workplace Act, 2013, training is a non-delegable statutory duty for any organization with 10 or more employees.

The criteria for effective POSH training are categorized into three distinct levels: General Employees, Managers/Leadership, and the Internal Committee (IC).

1. Mandatory Training Criteria
To be legally valid and effective, training must meet these foundational standards:

Annual Frequency: Awareness sessions must be conducted at

Dear Client,

For obtaining the experience certificate, you may send a formal legal notice request to the previous employer clearly stating that they must issue the experience and relieving certificates and correct the EPF exit date within 15 days, failing which you will be constrained to approach the Labour Court/appropriate labour authorities.

Meanwhile, for job applications and background verification, you can rely on alternate proofs such as your offer/appointment letter, EPF/UAN slips sho

Dear client,

In general, using different versions of the same address (full vs partial) by two related businesses operating from the same premises is not illegal by itself, but it can become problematic or even fraudulent depending on the intent and the regulatory context.

Why businesses do this (legitimate possibilities)

Some common, non-fraudulent reasons include:

Clerical or formatting differences (floor/room omitted, landmark missing).

Different registrations done at different times on

If your company released you on 20/02/2023 for which if you have any mail or message then you can take this up with ex company through a lawyer. A legal notice can be sent to them to correct the last day with the EPF portal.

Dear Client,

A housing society can charge reasonable fees for use of common facilities like a clubhouse or lift, but such charges must be approved in the society’s bye-laws or by a general body resolution and must be applied uniformly without discrimination.

Charging a clubhouse fee per function from owners is generally legal if it is part of the approved tariff. However, charging separate lift charges only from tenants or rented occupants for shifting household goods may be questionable i