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Digital Repository of all Central and State Acts
Dec 10, 2020
Digital Repository of all Central and State Acts

  INDIACODE: Click Here   This is the best place to find all Enforced Central and State Acts linked with Subordinate Data like Rules, Regulations, Notifications,Orders, Circulars, Ordinances, Statutes. The site allows you to go through a list of items in some specified order. One can browse by Community and Collection, Short title, Act number, Act year, Ministry etc UserGuide to help navigate site and use the search engine: https://www.indiacode.nic.in/help/userGuide.pdf

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GDPR Notes for Lawyers Part III: Compliance
Dec 07, 2020
GDPR Notes for Lawyers Part III: Compliance

For Part I, click here. For Part II, click here.   Now that you are familiar with the main purpose of GDPR and the core of GDPR, everything that your organisation or you do while processing personal data must be in consonance and in furtherance of the core (principles and individual rights).   Difference in responsibilities of controller and processor A data controller has more compliance responsibilities as compared to the data processor since controllers are the strong decision-makers of processing activities.   A few main responsibilities of a controller include:   Compliance with the data protection principles and ensuring that the concerned individuals can exercise their rights listed in the GDPR. Implementing appropriate technical and organisational security measures to ensure the security of personal data. Choosing an appropriate processor that provides sufficient guarantees that they will implement appropriate technical and organisational measures to ensure their processing meets GDPR requirements. The controller should consider the nature of the processing and the risks to the data subjects. Entering into a binding processor contracts or other legal act with processors, which must contain a number of compulsory provisions as specified in Article 28(3) of GDPR. Notifying personal data breaches to the supervisory authorities in the EU, unless the breach is unlikely to result in a risk to the rights and freedoms of individuals. Controllers should also notify affected individuals (if the breach is likely to result in a high risk to their rights and freedoms). complying with the GDPR accountability obligations, such as maintaining records, carrying out data protection impact assessments and appointing a data protection officer. Complying with the GDPR’s restrictions on transfers of personal data outside the EU. Appointing a representative within the European Union: If the controller is based outside the EU but offers services to or monitor individuals inside the EU, the controller may need to appoint a representative in the EU, one of the biggest single markets in the world. Co-operation with supervisory authorities: you must cooperate with supervisory authorities (such as the ICO) and help them perform their duties. There may also be an obligation on the part of the data controller to pay data protection fees to the supervising authority in the respective EU nation.   A few main responsibilities of a controller include:   Processing the personal data only on instructions from a controller (unless otherwise required by law). Entering into a binding processing contract with the controller. Sub-processors: The processor must not engage another processor (i.e., a sub-processor) without the controller’s prior specific or general written authorisation. If authorisation is given, the processor must put in place a contract with the sub-processor with terms that offer an equivalent level of protection for the personal data as those in the contract between the processor and the controller. Implementing appropriate technical and organisational security measures to ensure the security of personal data. Notifying personal data breaches to the relevant controller without undue delay. Many Best controllers will expect to be notified immediately, and may contractually require this, as they only have a limited time in which to notify the supervisory authority. Complying with certain GDPR accountability obligations, such as maintaining records and appointing a data protection officer. Complying with the GDPR’s restrictions on transfers of personal data outside the EU. Processors must ensure that any transfer outside the EU is authorised by the controller and complies with the GDPR’s transfer provisions. Appointing a representative within the European Union: If the processor is based outside the EU but offers services to or monitor individuals inside the EU, the controller may need to appoint a representative in the EU.   Compliance Compliance with and awareness of GDPR must be ensured at the following levels: Board level - Data Protection Officer must report to the highest level of management within the business; directors may be made personally liable for failure to comply. Business level - HR, Sales, Marketing, etc. through staff training and internal policies. IT level - to make effective changes to websites, digital record keeping etc.   Steps for Compliance Below are a few steps in which compliance can be achieved:   Step 1: Registration Register with the Supervising Authority of the concerned nation where required.   Step 2: Discovery and Data Inventory Collate data, prepare Information life cycle (data flow mapping, information asset register (IAR)). Classify data and identify personal data. Identify purpose of collecting personal data and eliminate unnecessary personal data (need-want-drop). Determine if you are the controller or the processor for different personal data operations depending on degree of control. Identify who else has/will have copies of the personal data outside your organisation. Identify if personal data is being shared with any third countries. Collate existing data sharing agreements.   Step 3: Evaluation of Existing Processes Look into agreements with joint controllers/processors and see what needs to be changed. Check if existing personal data has been lawfully processed (consent/ necessity, etc). Check if all the principles of GDPR are being followed and all the data subject rights have been made available to the concerned individuals. Check if the existing consent mechanism includes privacy policy, opt-ins, etc. and consent recording. Check if you are dealing with any controller/processer established outside the EU and check if all the GDPR requirements in relation to international transfers of personal data are being followed. Bring the existing compliance recording system up-to-date so that Accountability is demonstrated. Evaluate existing IT security system and make improvements where required (encryption, back-up, security testing, data separation, firewalls, encryption, pseudonymisation, Data Loss Prevention System, access points, etc). Evaluate existing physical factors and make improvements where required (rooms, locks, ID cards, cameras, security) Evaluate existing risk management system. The official website of EU GDPR itself provides a very useful checklist that can help you with this step. https://gdpr.eu/checklist/   Step 4: Risk Management GDPR encourages risk-based approach. Examples of risks include data loss, data theft, etc. Solutions include securing data location with locks, securing IT systems with firewalls, etc. There are different tools/ spread sheets that can be used for risk management.   Step 5: Training and Awareness Train anyone who deals with personal data. Provide specific training for different levels (board, business and IT). Training in IT security, security policies and procedures, subject access procedures, breach notification protocol. Create and implement internal policies. Conduct regular awareness campaigns and demos.   Step 6: Implementation and Improvisation Once you have evaluated the existing system and done a risk assessment, you will be in a position to know your/ your organisation’s shortcomings. Now you can bridge the gap by implementing and improvising, for example, improving the record keeping system, drafting and enforcing internal and external privacy policies, editing/ replacing data sharing agreements with joint controllers/ processors, appointing a Data Protection Officer where required, etc.   GDPR is most certainly one of the greatest achievements of the EU in recent years. Even if you are not involved in EU transactions, it is still a good idea to know and understand GDPR, since many countries in the world, such as Brazil, Chile, Thailand, etc. have already followed suit and many are seriously considering implementing stricter laws in relation to data protection and privacy rights of citizens on the lines of GDPR.   Sources: https://gdpr-info.eu  https://gdpr.eu https://ico.org.uk   - Dhatri S About the author: Dhatri is a tech entrpreneur and solicitor (England and Wales) specialising in Data Protection and Employment Law.     

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GDPR Notes for Lawyers Part II: Principles and Individual Rights
Dec 06, 2020
GDPR Notes for Lawyers Part II: Principles and Individual Rights

For Part I of the notes, click here.     7 Key Principles of GDPR   All the compliance around GDPR revolve around 7 main principles[1]. Understanding these principles is essential to determine whether or not you have thoroughly complied with GDPR. These principles are: 1. Lawfulness, fairness and transparency: Personal data must be processed only on a ‘lawful basis’ as defined under GDPR. If no lawful basis applies and no exception to lawful basis applies, then your processing will be unlawful and in breach of this principle. There are 6 heads under ‘lawful basis’, which are briefly: the data subject has given consent to the processing of his or her personal data for one or more specific purposes; processing is necessary for the performance of a contract to which the data subject is party or in order to take steps at the request of the data subject prior to entering into a contract; processing is necessary for compliance with a legal obligation to which the controller is subject; processing is necessary in order to protect the vital interests of the data subject or of another natural person; processing is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the controller; processing is necessary for the purposes of the legitimate interests pursued by the controller or by a third party, except where such interests are overridden by the interests or fundamental rights and freedoms of the data subject which require protection of personal data, in particular where the data subject is a child. Click here, for guidance on lawful basis. ‘Fairness’ means you must not process the data in a way that is unduly detrimental or misleading to the individuals concerned, nor should you process it unreasonably. You must first think whether or not the processing is even required and consider if it affects the concerned individuals unfairly. For example, automated profiling of individuals using their personal data, that could be unfair to some or all individuals ‘Transparency’ means you must be clear, open and honest from the start about how you will use the personal data of the data subjects. This requirement ensures that the individuals are making informed decisions when it comes to giving consent to process their data. Providing clear and complete Privacy Policy in a website and making it easily visible to concerned individuals is an example of implementation of transparency. 2. Purpose limitation:  This means that that you must be clear about your purpose for processing the personal data and not further process it in a manner that is incompatible with that purpose. 3. Data minimisation: This means only personal data should be adequate, relevant and limited to what is necessary for the purpose for which they are processed. No other unnecessary additional data should be processed. 4. Accuracy: Personal data must be accurate and, where necessary, kept up to date; every reasonable step must be taken to ensure that personal data that are inaccurate, having regard to the purposes for which they are processed, are erased or rectified without delay. 5. Storage limitation: Personal data must not be kept for longer than it is needed. Data must be periodically reviewed and erased or anonymised if it is no longer needed. Individuals have a right to erasure if the data is no longer needed. 6. Integrity and confidentiality (security): Personal Data must be processed in a manner that ensures appropriate security of the data, including protection against unauthorised or unlawful processing and against accidental loss, destruction or damage, using appropriate technical or organisational measures. 7. Accountability: The accountability principle requires you to take responsibility for what you do with personal data and for complying with the above principles. It is not sufficient to simply comply, but you must also be able to demonstrate compliance by way of appropriate measures and records.   Rights of Data Subjects   It is pertinent to understand the rights of data subjects, as enlisted under GDPR. These most important rights are: The right to be informed: Individuals have the right to be informed about the collection and use of their personal data. This is a key transparency requirement under the GDPR. The right of access: Individuals have the right to access and receive a copy of their personal data, and other supplementary information. This is commonly referred to as a subject access request or ‘SAR’. Individuals can make SARs verbally or in writing, including via social media. They must be given access/ copy of their personal data without delay and within one month of receiving the request. The right to rectification: The GDPR includes a right for individuals to have inaccurate personal data rectified, or completed if it is incomplete. This right is closely linked to the Accuracy Principle of GDPR. The right to erasure: The GDPR introduces a right for individuals to have personal data erased. The right to erasure is also known as ‘the right to be forgotten’. The right to restrict processing: Individuals have the right to request the restriction or suppression of processing of their personal data. This is not an absolute right and only applies in certain circumstances. When processing is restricted, you are permitted to store the personal data, but not use it. The right to data portability: The right to data portability allows individuals to obtain and reuse their personal data for their own purposes across different services. It allows them to move, copy or transfer personal data easily from one IT environment to another in a safe and secure way, without affecting its usability. The right to object: The GDPR gives individuals the right to object to the processing of their personal data in certain circumstances. Individuals have an absolute right to stop their data being used for direct marketing. In other cases where the right to object applies you may be able to continue processing if you can show that you have a compelling reason for doing so. Rights in relation to automated decision making and profiling: Data subjects have the right not to be subject to a decision, which may include a measure, evaluating personal aspects relating to him or her which is based solely on automated processing and which produces legal effects concerning him or her or similarly significantly affects him or her. For example, automatic refusal of an online credit application because of being automatically profiled into a certain category, without human intervention.   For Part III of the notes, click here.   [1] Article 5, GDPR   - Dhatri S About the author: Dhatri is a tech entrpreneur and solicitor (England and Wales) specialising in Data Protection and Employment Law.   

  • Superadmin Superadmin
GDPR Notes for Lawyers Part I: Introduction, Personal Data, Processing
Dec 06, 2020
GDPR Notes for Lawyers Part I: Introduction, Personal Data, Processing

Data protection and privacy laws are increasingly gaining importance, much of the credit for which goes to the EU, a unique economic and political union for pioneering the consolidation and framing of regulations in this direction, to cater to the times we live in. There is no escaping GDPR if you are a top lawyer, anywhere in the world, involved in transactions affecting EU Residents. Here’s a super quick guide that will bring you up to speed with EU GDPR and help you understand compliance requirements under the Regulation.   A brief history of GDPR The European Union (EU) already had the European Data Protection Directive in place in 1995 (the Directive came into effect on 13 December 1995), which the member states were to implement in their national laws by 1998. But in the wake of modern technologies, it became imperative to update this Directive and widen the scope of regulations pertaining to data protection. For several years since 2000’s, the EU kept discussions around this topic active through conferences, papers, surveys, etc. In 2016, the EU adopted the General Data Protection Regulation (GDPR), the toughest privacy and security law in the world. This Regulation replaced the 1995 Data Protection Directive. By 25 May, 2018, all the EU top developed and developing countries had to implement provisions of the GDPR that were mandatory, into their national legislations.   What kind of data does GDPR protect? A good starting point to identify whether or not you are required to be GDPR-compliant in a certain situation, is: to identify whose information you are processing,  in what capacity, for what purpose, and what kind of information you are processing. “1. This Regulation lays down rules relating to the protection of natural persons with regard to the processing of personal data and rules relating to the free movement of personal data.  2. This Regulation protects fundamental rights and freedoms of natural persons and in particular their right to the protection of personal data.”[1] In brief, the above means GDPR protects the ‘personal data’ of ‘natural persons’ residing in the EU.   > Natural Person ‘Natural person’ is anyone who can be identified by reference to an identifier such as a name, an identification number, location data, an online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity.[2] GDPR also does not cover processing of personal data by a natural person in the course of a purely personal or household activity. GDPR does not mandate the protection of a deceased’s personal data, however, some developed countries in the EU (e.g, Denmark) have made provisions to protect deceased’ personal data to a certain extent.   > Personal Data ‘Personal data’ means any information relating to an identified or identifiable natural person. What identifies an individual could be as simple as a name or a number or could include other identifiers such as an IP address or a cookie identifier, or other factors. If it is possible to identify an individual directly from the information you are processing, then that information may be personal data.[3] Information that identifies an individual, even without a name attached to it, may be personal data if you are processing it to learn something about that individual or if your processing of this information will have an impact on that individual. Records that contain information that is clearly about a specific individual are considered to be “related to” that individual, such as their medical history or criminal records. Records that have information that describes an individual’s activities may also qualify, such as a bank statement. Any data that relate to an identifiable individual is personal data.[4]   > Processing ‘Processing’ means any operation performed on personal data by automated or non-automated means, such as collection, recording, organisation, structuring, storage, adaptation or alteration, retrieval, consultation, use, disclosure by transmission, dissemination or otherwise making available, alignment or combination, restriction, erasure or destruction.[5] An exception to GDPR is also processing of personal data for the purpose of crime prevention, investigation, prosecution or execution, by competent authorities.   Controller and Processor Once you have concluded that you (or your organisation) are in fact processing personal data of EU residents and are covered by GDPR, the next step is to identify whether you are processing it in the capacity of a ‘Controller’ or a ‘Processor’. The GDPR draws a distinction between a ‘controller’ and a ‘processor’ in order to recognise that not all organisations involved in the processing of personal data have the same degree of responsibility. ‘Controller’ means the natural or legal person, public authority, agency or other body which, alone or jointly with others, determines the purposes and means of the processing of personal data; where the purposes and means of such processing are determined by Union or Member State law, the controller or the specific criteria for its nomination may be provided for by Union or Member State law. ‘Processor’ means a natural or legal person, public authority, agency or other body which processes personal data on behalf of the controller. For example, company A uses a software belonging to another company B to perform payroll related functions. Here, company A is the Controller of the personal data of its employees since it determines the reason for processing the personal data (generating payroll) and means of processing personal data. Company B is the data processor as it processes data on behalf of company A.   For Part II, click here. For Part III, click here.   [1] Article 1, GDPR [2] Article 4, GDPR [3] https://ico.org.uk/for-organisations/guide-to-data-protection/guide-to-the-general-data-protection-regulation-gdpr/key-definitions/what-is-personal-data/ - visit for more guidance on ‘personal data’. [4] https://gdpr.eu/eu-gdpr-personal-data/ [5] Article 4, GDPR   - Dhatri S About the author: Dhatri is a tech entrpreneur and solicitor (England and Wales) specialising in Data Protection and Employment Law. 

  • Superadmin Superadmin
AIFF Regulations: Promoting the Inclusion of Women in Indian Football: A step in the right direction
Dec 04, 2020
AIFF Regulations: Promoting the Inclusion of Women in Indian Football: A step in the right direction

The All India Football Federation (‘AIFF’) is the National Sports Federation for football in our country, which prescribes rules and regulations for the governance of the sport. One such set of regulations is the AIFF Indian Club Licensing Regulations. These Regulations provide for certain procedures and standards to be maintained by the best club in football in order for them to retain their License, which is necessary to participate in national level competitions as well as those hosted by the Asian Football Confederation (AFC), one of the six confederations within FIFA. These regulations have been in the news, with reports that the AIFF has made it mandatory for licensed clubs, which field a men’s team, to also field a women’s team. On 18th July, 2020, Mr. Kushal Das, the general secretary of AIFF, has stated that having a women’s team is a newly inserted criterion in the AIFF’s licensing criteria for football clubs. “In our licensing criteria, we have put in a criteria for the clubs that they must have a women’s team. Although it’s not in the A or B level, at least it’s a beginning,” Das said in an AIFF release, as reported here. However, while most news outlets are reporting this as a mandatory criterion, it is pertinent to note that as stated by Mr Das, the said criteria does not fall under category A or B of the AIFF’s criteria gradation. As per AIFF’s criteria gradation (Article 7) under the said Regulations the following are the 3 possible categories that a criterion may be assigned:-  (A) “A”- criteria – “MANDATORY”: If the Licence Applicant does not fulfill any A-criteria, then it shall not be granted a Licence to enter the National and AFC club competitions. Indian Club Licensing Regulations 11 Provided that on an application by a Licence Applicant that has undergone licensing process but failed, can seek an Exemption, to participate in National Club competitions, within 7 working days from the date the decision was communicated to the Licence Applicant. The Club Licensing Committee – First Instance Body may at its discretion grant Exemption, to participate in National Club competitions with sanctions as provided in Article 9 of the ICLR, to the Licence Applicant. (B) “B” – criteria – “MANDATORY”: If the Licence Applicant does not fulfil any B-criteria, then it shall be sanctioned as specified by the Licensor but may still receive a Licence to enter the National and AFC Club Competitions. (C) “C”- criteria – “BEST PRACTICE”: C-criteria are best practice recommendations. Non-fulfilment of any C-criteria does not lead to any sanction or to the refusal of the Licence. Certain C-criteria may become “MANDATORY” criteria at a later stage.   As per Article 14 (Sporting Criteria) of the Guidelines, the criteria for having a women’s team will fall under “C” Criteria – best practice recommendations- and thus cannot be labeled as a mandatory requirement, as has been widely reported. The clause pertaining to ‘Women’s Team’ is as follows: S.09 CRITERIA DESCRIPTION AFC CRITERIA NATIONAL CRITERIA WOMEN’S TEAM N/A C The Licence Applicant / Licensee / Exemption holder must have a Women’s team participating in AIFF or AIFF Member Association organised leagues/competitions DOCUMENTS TO BE SUBMITTED 1. List of Women’s team players for the upcoming season with AIFF CRS ID 2. List of competitions participated (alongwith proof of participation)   It is quite clear, as per the Regulations, that having a Women’s team is only a best practice recommendation – the non-fulfilment of which will not lead to any sanction. However, it is commendable that AIFF, one of the founding members of the South Asian Football Federation (SAFF) has decided to take this step despite it not being mandated by the AFC. This is a significant step forward for the women’s game in our country, especially in light of the fact that India will be hosting the FIFA U-17 Women’s World Cup in 2021 and the Women’s Asian Cup, 2022. The hope is that the licensed clubs begin to take more interest in the development of the women’s game in our country which in turn can lead to a system similar to that existing in Europe, where a few leading football clubs have women’s teams that are equally, if not more, successful than their male counterparts. - GAURAV SAXENA   About the Author: Gaurav is an advocate practicing civil and commercial litigation in Mumbai. Ever since his childhood, he has been an avid sports player and viewer. He aims at developing and establishing ideas for the codification of sports law in India, along with discussing means for social development through a more organised sporting sector in the country. He also want to highlight issues that have been plaguing India in the field of sports while trying to provide legal solutions to the same.

  • Superadmin Superadmin
How Builders can rapidly get compensated for Opportunity Costs
Nov 23, 2020
How Builders can rapidly get compensated for Opportunity Costs

This article discusses drafting solutions that top-rated lawyers can adopt when drafting joint development agreements for real estate in India to ensure that their clients can be quickly compensated for opportunity costs if the other party fails to fulfill its obligations.   Keywords: Breach of Contract, Reciprocal Promises, Real Estate Development   Reference: Indian Contract Act, Section 54, Illustration a   Indian Contract Act, Section 54 Section 54 of the Indian Contract Act deals with agreements that contain reciprocal promises. The Section provides that where the reciprocal promises are of such a nature that one cannot be performed, or its performance claimed, till the other promise is performed, then the party that fails to perform the first promise cannot enforce performance of the reciprocal promise. Section 54 further states that the party that has failed to perform its promise is also liable to pay compensation to the other party.   Section 54, Illustration a "A contracts with B to execute certain builder's work for a fixed price, B supplying the scaffolding and timber necessary for the work. B refuses to furnish any scaffolding or timber, and the work cannot be executed. A need not execute the work, and B is bound to make compensation to A for any loss caused to him by the non-performance of the contract." In the above illustration, it would be reasonably easy for a judge or arbitrator to come to a finding that B is in breach of the contract. However, determining the amount of compensation B would be entitled to recover from A would require substantial oral and documentary evidence to be led.   Modern-day Illustration A and B agreed to construct a residential building on a plot of land that A owned. Per the agreement, A was to finance the project and get the requisite permissions, and B was to carry out the actual construction. B mobilized the necessary labor and machinery. However, A was unable to get the necessary permissions and therefore refused to provide the necessary finance. B terminated the agreement and sued A for compensation for the cost incurred in mobilizing the resources for the project and compensation towards loss of profit.   Analysis As was the case with the illustration to section 54, it would be fairly straightforward for a judge or arbitrator to arrive at a finding that A has breached the agreement. However, B would need to lead substantial evidence to provide its compensation claims, especially its claims for opportunity costs. It is pertinent to note that, when it comes to construction (not just real estate) contracts, the courts have adopted various methods to compute the loss of profit. Three methods of calculation have received wider acceptance than others. They are the Hudson Formula, the Eichleay Formula, and the Emden Formula. Each formula has its pros and cons. The Supreme Court of India expressed its approval for the Emden Formula in McDermott International Ltd v. Burn Standard Co. Ltd [(2006) 11 SCC 181]. However, it clarified that the appropriate formula for a particular case would depend on the case's facts. Unfortunately, in most cases, even to apply any of the above formulae, the injured party has to lead substantial evidence to prove its computation of the formulae's components. However, this can be avoided if the agreement itself quantifies the expenses likely to be incurred and profit likely to be earned.   The Drafting Solutions Solution 1 – Makes It Easy To Quantify Compensation To make a real estate development agreement like the one in the example rapid resolution friendly, the agreement must contain clauses that make it easy for the arbitrator to determine the compensation and damages to which a party would be entitled. This would include compensation towards expenses incurred by the parties and the party's share in the profits that it would have received if the project had been completed. This can be done by incorporating into the contract: Expert estimation of the project's cost in the contract, including a breakup of the expenses that each party would likely incur. This estimate of expenses should also include the cost of maintaining machinery and labour on the site. In the event of a delay, the party responsible for labour and machinery can claim compensation for the delay period. An estimation of the expected profit that the project would earn. A formula for calculating the loss of profit or opportunity costs. If the project costs, break up of expenses that each party would incur, and expected profit, is included in the contract, it would enable an arbitrator to compute the compensation payable to the injured party quickly   Solution 2 - Accelerates The Dispute Resolution Process The agreement gives the claimant the right to ask for the arbitrator's appointment by a named institution or ODR platform; and for such appointment to be made within 35 days of receipt of the defendant receiving notice. In these cases, it will better serve the parties if the institution or ODR platform promises a process that binds the arbitrator to rapid resolution. Platforms often do this by minimizing oral hearings, not accepting documentation delays, and not allowing adjournments unless in emergencies.   Conclusion Disputes arising from contracts for development or redevelopment of real estate need not be lengthy or expensive to resolve. Incorporating a few additional clauses to remove ambiguities will ensure that parties do not need to lead substantial evidence, so they can even be resolved using Online Dispute Resolution   Simple Explainer for the Layman Kumar Properties, top builders in pune and Anand Builders, a reputed Real Estate firm agreed to construct a residential building on a plot of land that Kumar Properties owned. Per the agreement, Kumar Properties was to finance the project and get the requisite permissions, and Anand Builders was to carry out the actual construction. Anand Builders mobilised the necessary labour and machinery. However, Kumar Properties was unable to get the necessary permissions and therefore refused to provide the project's finance. The profits from the project were to be sole 70/30 in favour of Kumar Properties. Anand Builders terminated the agreement and sued Kumar Properties for compensation for the cost incurred in mobilising the project's resources and compensation towards loss of profit that it would have earned had the project been completed. Unfortunately, while it was reasonably easy for the arbitrator to find that Kumar Properties breached the contract, Anand Builders had to lead substantial evidence to prove its compensation claims. This also could have easily been done if the contract incorporated: Expert estimation of the project's cost in the contract, including a breakup of the expenses that each party would likely incur. This estimate of expenses should also include the cost of maintaining machinery and labour on the site so that in the event of a delay caused by the other party, the party responsible for labour and machinery can claim compensation for the delay period. An estimation of the expected profit that the project would earn. A formula for calculating the loss of profit or opportunity costs. If the contract had incorporated the above, a judge or arbitrator would have quickly arrived at a finding on the damages payable to Anand Builders. Anand Builders would not have had to lead substantial evidence to prove its claims.   About the article Rapid Contract Enforcement is an essential requirement for the growth and prosperity of India. It will enable more investment, entrepreneurship, and trust for all stakeholders in business and commerce. The community of lawyers in India does not have access to a practical and scholarly manual that gives them a path to deliver rapid contract enforcement to their clients. Such a manual will also help lawyers to draft contracts that enable timely enforcement. Rapid enforcement requires the effective use of the Arbitration Act, the institutional framework, and technology-enabled dispute resolution infrastructure. This article belongs to a series where the author analyses each of the Illustrations available in the Contract Act and recommends practical approaches to rapid enforcement. - DUSHYANT KRISHNAN   About the Author Dushyant Krishnan is a Mumbai based lawyer and the co-founder of House Court, an online dispute resolution platform that delivers an end-to-end service delivering a legally enforceable decision in as little as two months, and for a reasonable capped fee. House Court brings affordable, result oriented professional legal assistance, along with a rapid and effective arbitration process for people in towns and villages anywhere in India. 

  • Dushyant Krishnan Dushyant Krishnan
Labour Code Bills 2020
Sep 28, 2020
Labour Code Bills 2020

Three new Labour Code Bills were recently passed in the Rajya Sabha on 23 September, 2020 even amidst boycott by the Opposition. These Bills are: 1. Industrial Relations (IR) Code Bill, 2020 2. Code on Social Security Bill, 2020 3. Occupational Safety, Health and Working Conditions Code Bill 2020 These Bills have expectedly created a lot of ripples from different quarters, though they have been hailed by some as a major step in the direction of much-needed labour reforms. These reforms will have profound implications on various sectors in India like manufacturing, construction and services in the coming years. These three Codes, along with the Code on Wages (already passed) have been drafted to replace 29 labour law acts. From a legislative perspective, to have labour laws condensed and simplified in this manner, is certainly a welcome move. Below is a brief explanation of some of the changes that the Codes have introduced.   A. Industrial Relations (IR) Code Bill 2020 1. Standing Oder Requirement: As per the Industrial Employment (Standing Orders) Act 1946, it was obligatory for employers of an industrial establishment where 100 or more workers are employed, to clearly define the conditions of employment and rules of conduct for workmen, by way of standing orders and to make them known to the workmen employed in the establishment. Standing orders relate to matters including manner of informing workers about work hours, holidays, paydays, and wage rates, termination of employment and grievance redressal mechanisms for workers.  The IR Code Bill has now raised the threshold for standing order requirement to 300 workers, which means that industrial establishments with up to 300 workers will not be required by law to issue standing orders. While industries have welcomed this change, the concern from the working class is that it will dilute the labour rights of the workers in such smaller establishments. There is concern that this will give smaller establishments the power to hire and fire workers more easily and solely to their convenience, resulting in the further dilution of employment security.   2. Notice period for strikes: Another change that has been introduced through this Code pertains to the conditions for carrying out a strike. As per the Code, no person employed in any industrial establishment shall go on strike without a 60-day notice. Strikes cannot be held during the pendency of proceedings before a Tribunal or a National Industry Tribunal and 60 days after the conclusion of such proceedings. Evidently this change is in favour of industries and might help in reducing disruption in productivity. On the flip side, it makes it extremely difficult for workers and unions to voice themselves through strikes and could be seen as weakening them.   B. Code on Social Security Bill, 2020 This Code is intended to provide social security to even the unorganised sector which includes gig and platform workers.   1. Social Security fund: There is a provision for the establishment of a Social Security Fund for the welfare or unorganised workers.   2. Aggregators’ contribution to social security: Aggregators employing gig workers will have to contribute 1-2% of their annual turnover for social security. The total contribution should not be more than 5% of the amount payable to the gig workers. One of the factors that has led to this provision is the advancement and spreading of digitalization-based activities, such as phone ‘app’ based taxi services, food deliveries, and many other services which are currently unorganised.   3. Fixed term contract: The Code makes provision for fixed term employment. Fixed term contract is an employment contract between employer and worker where the term of employment is fixed to last for a certain period of time. The contract can be renewed even after the expiry of this fixed term. The provisions allow employers to engage workers directly on fixed term basis, reducing the role of middlemen such as agencies and contractors. This may be a big game changer for skilled labour workers like masons, carpenters, fitters, welders etc who can be employed by principal employers directly, instead of through labour contractors who usually take away 20 to 30 percent for their services. As the skilled labourers can be directly employed, this eliminates the need for labour contractors who have flourished at the expense of labourers who are paid minimum wages only, and incentivises the labour instead. The Code entitles fixed term employees the same benefits, such as pension and medical insurance, and same conditions of work as are available to permanent employees. While on one hand this is expected to allow flexibility to employers to hire best-suited workers for work that is temporary in nature, for example, workers required to complete a certain project, on the other hand, the bargaining power lies with the employer alone to decide whether or not the contract must be renewed, which may create job insecurity for employees.     C. Occupational Safety, Health and Working Conditions Code Bill 2020 1. Inter-state migrant workers: This Code defines ‘inter-state migrant worker’ as a person who has been recruited by an employer or contractor for working in another state, and draws wages within the maximum amount notified by the central government. Any person who moves from his own state to another state and obtains employment there will also be considered an inter-state migrant worker. The Bill further specifies that only persons earning a maximum of Rs.18000 per month or such higher amount as the central government may notify, will be considered as inter-state workers. The Code provides for some benefits to inter-state migrant workers such as insurance and provident fund benefits available to other workers in the same establishment.   2. Single licence: Through this Code, top staffing firms will now be required to obtain a single licence to hire workers on contract across different locations, as opposed to the earlier requirement of multiple licences. Prima facie, the Codes seem like a way of modernising Indian labour laws, by increasing flexibility for industries and thereby improving the ease of doing business. Hopefully, this will result in a boost in the investments in best labour-intensive industries in India. Modernisation of labour laws is also seen in the making of provisions for the security of workers in industries of recent origin such as gig economies. However, the Codes have given rise to panic and confusion among workers and unions as many aspects have either been left undefined or are ambiguous, for example, no specification has been provided regarding the minimum and maximum tenure of fixed term employees. Furthermore, some provisions that were previously included in the Labour Bills, that could have benefitted workers, such as displacement allowance to inter-state migrant workers, have been removed now. While ostensibly the intention of these labour reforms is to strike a balance between industrial growth and protecting worker’s rights, much will depend on implementation and redressal mechanism. - K SUNDARESHA

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