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The CAM Corporate Team can be reached at cam.mumbai@cyrilshroff.com

AGRI-SPACE AS A KEY INVESTMENT DESTINATION

1. Background

  • India is an agrarian economy. It has the second highest population in the world, as well as the second highest arable land area in the world. With rising demand and natural resources under pressure, agriculture as a sector is drawing sharp attention from a necessity as well as interest perspective.
  • It must be noted that the agri-sector has wide reach, as it covers within its ambit not just the core cultivation sector, but also allied sectors that are just as critical. In recent times and, more specifically in 2020, the Indian government has also made special efforts to support this wider sector.
  • Hereunder, we will share a brief overview of the recent reforms in the sector and the viability of the sector from an investors’ point of view.


Continue Reading Agri-Space as a Key Investment Destination : Some Thoughts

NEP 2020 AND FOREIGN UNIVERSITIES - WHAT TO EXPECT IN THE REGULATORY DOMAIN

Background

The National Education Policy, 2020 (“NEP”), is only a few days old and has been garnering a lot of attention. Indeed, this is only natural, given the impact it can have on the large student community of India. In addition, given that it is the first education policy in 34 years, both in subject matter and approach, it has demonstrated significant shifts. In some ways, it is substantially different from last year’s draft National Education Policy, 2019 (“Draft Policy”).

One of the areas in our country’s education policy that has always garnered attention and curiosity is the role that foreign educational institutions can play in India and their direct entry into the country. Hereinbelow, we will check what the NEP says in this regard, and what could be expected in the regulatory landscape as a result.
Continue Reading NEP 2020 AND FOREIGN UNIVERSITIES: WHAT TO EXPECT IN THE REGULATORY DOMAIN?

The disruption that Covid-19 has brought about is for everyone to see. Businesses across all sectors have been severely impacted due to the several versions on lockdown orders issued by the central and state governments from time to time.

Given that all enterprises continue to scamper to preserve cash and reduce costs, one of the major payouts that all businesses are actively trying to avoid or minimize exposure to is rental payouts. Two of the most obvious questions in this regard have been:


Continue Reading The Doctrine of Suspension of Rent – A Silver Lining for Tenants?

The Maternity Leave Incentive Scheme, 2018 for working women in India

The Maternity Benefit Act, 1961 (MB Act) was amended in 2017 (Amendment), to enhance/ increase the maternity leave period to 26 weeks from the previous 12, for a woman employee, for the first two children. This blog follows on from our previous posts wherein we discussed the obligations under the Amendment that were solely applicable to an employer. Read our previous post here.

Since the Amendment was aimed to ensure the health of women employees pursuant to giving birth, and to also ensure safety of the new born child, it appeared to be a positive development for women employees in the private sector. However, the implementation of the Amendment has been inadequate and ineffective.
Continue Reading The Maternity Leave Incentive Scheme, 2018: Blessing in the Pipeline for Working Women in India

Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome (Protection and Control) Act, 2017

The Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome (Protection and Control) Act, 2017 (the Act) was enacted on September 10, 2018.

The Act was introduced since India is a signatory to the United Nations’ Declaration of Commitment on Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome, 2001.

The Act provides for the prevention, control and protection of human rights of persons affected by the human immunodeficiency virus (HIV) and acquired immune deficiency syndrome (AIDS).
Continue Reading Introduction to the Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome (Protection and Control) Act, 2017

Transgenders employment in private companies in India

Discrimination is not unknown in India when it comes to inclusion of transgender people in society, especially in terms of employment opportunities. Consistent efforts by activists over the past several years, has resulted in the passing of the landmark order by the Hon’ble Supreme Court, in 2014 in case of National Legal Services Authority vs. Union of India. The Court emphasised that discrimination and ill-treatment of the transgender community is common in India, particularly in sectors such as education and employment. Consequently, the Court recognised the rights of the third gender to life with dignity, which is enshrined under Article 21[1] of the Constitution. In an attempt to provide legislative backing to the recommendations enunciated by the National Legal Services Authority of India , the Transgender Persons (Protection of Rights) Bill, 2016 (the Bill) has been drafted, and currently awaits Parliamentary approval to become law.

This article seeks to highlight the key provisions of the Bill and its legal impact with respect to a transgender person’s right to life with dignity including employment opportunities.
Continue Reading Will Indian Workplace Ever Be ‘Inclusive’ Towards ‘Transgenders’?

Indian Industrial Law - Wages

In its judgment dated September 20, 2018, the Supreme Court of India (SC), in the matter of Rajasthan State Road Transport Corporation, Jaipur vs. Shri Phool Chand[1] (Phool Chand) has ruled on a worker’s (workmen as per Industrial Disputes Act, 1947) entitlement to back-wages, if he/she his reinstated.

Under Indian labour and industrial laws, the provisions pertaining to a worker’s entitlement to back-wages is covered under the legal regime of Industrial Disputes Act, 1947 (ID Act).

In this regard, the ID Act stipulates that a worker[2] will be entitled to back-wages during pendency of proceedings.
Continue Reading Back Wages Upon Reinstatement: An Entitlement Which Has To Be Determined!!

Second in our series of Employment Law blogs on the Maternity Benefit Act. The earlier piece was published here.

The Maternity Benefit Act, 1961 (MB Act) was amended by the Maternity Benefit (Amendment) Act, 2016 (MB Amendment Act) which became effective on April 1st, 2017 (except for the provision that required a crèche facility to be provided by the employer, which came into effect on July 1st, 2017). Questions have now been raised about whether the provisions of the MB Amendment Act apply to employees covered under the Employees’ State Insurance Act, 1948 (ESI Act).

The purpose of this note is to provide an insight into the applicability of the MB Act and the ESI Act and benefits available therein, especially provided under the MB Amendment Act, to a woman employee, etc.


Continue Reading What is Relevant to Know about the Maternity Benefits Act and the Employees’ State Insurance Act

The foundation of every state is the education of its youth,” said Diogenes, the ancient Greek philosopher.

Herein lies the crux of why education remains vital for any government across the world, often as a charitable and social responsibility.

This piece intends to provide an overview of the education sector in India; to highlight some of the key legislations and regulatory regimes that govern education in the country; shed light on some of the recent government initiatives in the sector; and, in conclusion, make a case for increased private participation in Indian education.


Continue Reading Regulatory Hot Broth: Why Private Participation Would Add to the Flavour of the Indian Education Sector

First in our series of Employment Law blogs on the Maternity Benefit Act.

The Maternity Benefit (Amendment) Act, 2016 (“Amendment Act”), which was passed by Parliament on March 9th, 2017, introduced certain significant changes to the Maternity Benefit Act, 1961 (“MB Act”). The Amendment Act received Presidential assent on March 27th, 2017 and came into effect from April 1st, 2017 except for the provisions, that require an employer to provide a creche facility. These are scheduled to become effective from July 1st, 2017.

Subsequent to the introduction of the Amendment Act and clarifications issued by the Ministry of Labour and Employment on April 12th, 2017 (“Clarification”), several questions have been raised by companies with respect to their obligations as employers under certain aspects of the Amendment Act.


Continue Reading Analysis of Certain Aspects of the Maternity Benefit (Amendment) Act, 2016