July 13th, 2009 at 02:54pm
Under Civil Rights Law
Information about various Indian laws and government policies. Features a lawyer search service, online legal help, and a 24 hour helpline for members.Online Legal solution (helplinelaw.com) is a special legal service with its emphasis on client and user friendly services rather than lawyer / advocate or technical data.Due to this we have thousands of visitors who have found a legal practitioner at a city / country of their choice with the least amount of fuss and effort.Our Legal services are available in 900 cities and 217 countries worldwide as a USA, UK, UAE, Canada, India, China, Japan, Italy etc.Most of the reference and replies are sent within 2 days and so the legal solutions are available very fast considering existing standards.A special Pro bono (free legal advice) segment is available for people who need legal support but either is financially incapable or cannot go out on their own for legal advice by Help Line Law.Help Line law during the current year would bring special focused services to its users:1) Real Estate: Helplinelaw: This service will offer approved and legal property purchase options in India. It will make it possible for members to locate project, which are legally safe and good to purchase.This service will initially be launched helplinelaw.com at New Delhi, Mumbai, Bangalore, Chennai, Kolkata, Goa, Ahmedabad, Agra, Ahmedabad, Bangalore, Baroda, Bhav Nagar, Bombay, Calcutta, Chandigarh, Chennai and National Capital Region (NCR). We accept the people to benefit immensely with this service.2) Specialized searches for Immigration, Corporate and Commercial work, Family matters, Intellectual Property Rights (IPR), Taxation matters, Divorce Laws, custody, Corporate Lawyers, Agreement, provident fund, Registered marriage, Court marriage Lawyers, Special/ Foreign marriage, Incorporation of company, Rent, eviction, tenancy, Lease Lawyers, Labour laws, Appeals, Supreme Court Lawyers, High Court Lawyers, Bail, medical, negligence, Insurance claims/ accidents Lawyer, Citizenship/ immigration Lawyers, Copyright Laws, Consumer, district Lawyer, State, national, Dowry, Wills & Probate, Trust & Estates Lawyers, Intellectual Property Lawyer, Bankrupt Lawyers, Banking & Finance, Corporate, Private Business Law, Recovery, Joint Venture & Mergers, Consumer, Civil Right Law, Medical Negligence, Medical Malpractice, legal notice, summons, Income Tax Lawyers, sales, Custom Law, Excise Law, Civil, Criminal Solicitor, Registration of property, Title search, mutation relationship, Conveyance, Transfer of Property Law, Property lawyer, deeds, drafts.It will be our endeavor to provide focused and specialized services to all our visitors and client and assist them in finding the most appropriate option for their searches and requests.
India Law offices wrote this article on behalf of real estate investment policy in
Indian Law. For more information on Indian real estate government policy for visiting
India law firms lawyer online directory and online legal services by helplinelaw.com.
By Law Article
July 13th, 2009 at 10:11am
Under Employment Law
As every media outlet in the UK and beyond has been repeatedly telling us for the past couple of months, we are already in a period of economic recession. As you will also be aware, this means a tough time for businesses small and large. A topic that might not immediately spring to mind when you think of this, however, is that of Employment Law and in particular the risks you are taking if you your employment procedures are not compliant. For both employees and employers alike, this is an area that needs to be closely inspected in case the recession reaches the low point that it is forecast to reach. Yet itâs not just the consequences of the credit crunch which might lead you to look at Employment Law a little more closely. Over the past 20 years there has been a steady rise in the amount of employees taking their employers to court over decisions that they felt, after seeking legal advice, were not in accordance with Employment Law. This has particularly been the case over the past five years since the introduction of a huge amount of protective employment law and regulations that companies now have to comply with. Although much if it is the codification of simple good practice, there are a number of areas where companies continue to trip up â indeed, it can be a minefield. It can be a traumatic experience for all parties involved, not to mention for those connected to parties involved, which is why knowledge in this field of law is especially useful. Good advice will reduce any stress and worry involved, so that you can rest assured that your procedures are watertight and potential claims are limited. There are various reasons as to why an employee might take legal action against his former (or sometimes current) employer. Three of the most frequent reasons include Harassment, Discrimination, and Unfair Dismissal. Discrimination is a common complaint, particularly since the instigation of the Human Right Acts, and it can take a number of forms. The grounds on which people are discriminated against comprise of anything including: 1. Sex 2. Race 3. Disability 4. Religious Belief 5. Age 6. Sexual OrientationInstances in which it is unlawful for an employer to discriminate against you on the grounds of these include: ⢠Refusing to employ or consider you for a job ⢠Offering you a job on less favourable terms than others ⢠Refusing to promote or transfer you to another job ⢠Giving you less favourable benefits than a colleague ⢠Shortening your working hours ⢠Dismissing you or making you redundantThere is a huge amount of legislation relating to the different types of discrimination and it is imperative that your company complies rather than facing the consequences of not doing so. If a disabled person was to take legal action against their employer then they would do so upon the basis of the Disability Discrimination Acts of 1995 and 2005, for example. Another illustration of this would be the 1976 Race Relations Act, which makes it unlawful for your employer to discriminate against you on the grounds of your colour, nationality, ethnic or national origins. Harassment on the grounds of sex, including sexual harassment, is considered to be direct discrimination and is strictly prohibited by law. In broad terms, harassment can occur where: Unwanted conduct on any of the areas covered by the discrimination laws is apparent; an intimidating, hostile, degrading or offensive atmosphere is created; or the person is the recipient of embarrassing jokes, offensive jokes, pranks, or unwelcome physical or sexual advances. In addition to Discrimination and Harassment, there is the matter of Unfair Dismissal. If you are an employee and feel your employer has dismissed you unfairly then you might be able to make an unfair dismissal claim to an Employment Tribunal. However, in most instances you will need to have been employed for at least a year to make a claim. The onus is on you as an employee to show you have been dismissed and your employer to show they have a valid reason for dismissing you and acted reasonably in the circumstances. An important thing to note here is that (again, in most instances) a claim must be made within 3 months of the effective date of termination. Nevertheless, this may be extended to 6 months in some situations. Ultimately, it can only be beneficial to stay abreast of Employment Law to make sure you are treated fairly and treat your employees fairly, and it is important to get professional legal advice on any matter that might lead to legal action. This knowledge, in turn, will reduce any stress on your part, which any employee or employer will admit is a welcome consideration regardless of the economic climate. This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 13th, 2009 at 04:12am
Under Employment Law
7 tips for large to small businesses that are looking to hire an Employment Law Solicitor or to simply check that you are getting a good service from your existing advisor.
Nobody needs to be reminded that due to the economic recession we are currently experiencing, times are hard for all businesses, whatever their size. Although it may not the first thing that comes to your mind if you are involved in running a business, clear, concise employment law advice should be strongly considered no matter what the economic climate, especially if you are looking to reduce the size of your workforce or review contractual terms and conditions. Consequently, here are seven tips on what to look for if you need employment law advice:
1. Ensure it is affordable
2. Risk Management Service
3. Regular Employment Meetings
4. Ask for a Risk Management Report
5. An Employment Manual
6. Insurance Cover
7. Online Consultant ServiceEnsure it is Affordable
It is obvious to most people that you want to ensure you get value for money from the advice you receive. However, there are inherent dangers in seeking the cheapest option. There is usually a reason you are given a low estimate of costs and it may be that the person concerned lacks the experience that you require. Many firms of solicitors with employment specialists now offer HR and employment protection schemes that were previously the territory of non legal firms. The advantage of selecting a firm of solicitors who operate such a scheme is not only their levels of expertise but that they will be fully insured with a well established complaints procedure if things go wrong. Unlike most of the non legal companies, you should also be able to find a solicitor’s employment law protection scheme that only lasts for one year, which allows you to evaluate the service over that period before you decide whether to renew the service or not.Risk Management Service
A good employment law advisor will first of all carry out a free risk management audit, which is basically a health check of your employment practices. A specialist employment solicitor will visit you to look at your personnel records, review procedures, uncover any weaknesses, and assess what needs to be done to improve any problem areas.Regular Employment Meetings
You should also ensure that the scheme offers regular employment meetings, where the company you have hired will meet and talk with you or your HR department, management team and other key members of your team. This will enable them to understand and review your terms and conditions of employment, disciplinary and grievance procedures, absenteeism, flexibility, equal opportunities and redundancy arrangements and to make appropriate amendments.A Risk Management Report
Following your health check, you should ask for a comprehensive risk management report. This will review your current policies, practices and compliance with legislation. It will also include an action plan for any improvements that could reduce the risk of disputes with your staff.An Employment Manual
If you have made the right choice in hiring an employment law advisor, they will also supply you with an employment manual – an invaluable source of reference for good employment practice. This includes information on fair procedures for recruitment and absenteeism, guidance on how to draft employment contracts, a selection of over 100 specimen letters and forms, and many other aspects of good HR practice.Insurance Cover
Insurance cover is also important. When you’re protected by insurance cover, you’ll no longer have to worry about the costs of defending an action brought against you by an employee as a high-quality policy will cover legal costs and expenses to defend employment disputes of up to £100,000 per claim. In certain circumstances, compensation awards that you’re ordered to pay by an employment tribunal and out of court settlements agreed by insurers will also be covered.Online Consultant Service
In this age of modern technology, it may seem like a given but some Employment Law Advisor do not necessarily offer online consultant services. By using an external consultant service you have control over exactly what HR services are delivered to you and how it is implemented.This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 12th, 2009 at 10:12pm
Under Employment Law
As every media outlet in the UK and beyond has been repeatedly telling us for the past couple of months, we are already in a period of economic recession. As you will also be aware, this means a tough time for businesses small and large. A topic that might not immediately spring to mind when you think of this, however, is that of Employment Law and in particular the risks you are taking if you your employment procedures are not compliant.
For both employees and employers alike, this is an area that needs to be closely inspected in case the recession reaches the low point that it is forecast to reach. Yet it’s not just the consequences of the credit crunch which might lead you to look at Employment Law a little more closely. Over the past 20 years there has been a steady rise in the amount of employees taking their employers to court over decisions that they felt, after seeking legal advice, were not in accordance with Employment Law. This has particularly been the case over the past five years since the introduction of a huge amount of protective employment law and regulations that companies now have to comply with. Although much if it is the codification of simple good practice, there are a number of areas where companies continue to trip up – indeed, it can be a minefield.
It can be a traumatic experience for all parties involved, not to mention for those connected to parties involved, which is why knowledge in this field of law is especially useful. Good advice will reduce any stress and worry involved, so that you can rest assured that your procedures are watertight and potential claims are limited.
There are various reasons as to why an employee might take legal action against his former (or sometimes current) employer. Three of the most frequent reasons include Harassment, Discrimination, and Unfair Dismissal.
Discrimination is a common complaint, particularly since the instigation of the Human Right Acts, and it can take a number of forms. The grounds on which people are discriminated against comprise of anything including:
1. Sex
2. Race
3. Disability
4. Religious Belief
5. Age
6. Sexual Orientation
Instances in which it is unlawful for an employer to discriminate against you on the grounds of these include:
Refusing to employ or consider you for a job
Offering you a job on less favourable terms than others
Refusing to promote or transfer you to another job
Giving you less favourable benefits than a colleague
Shortening your working hours
Dismissing you or making you redundant
There is a huge amount of legislation relating to the different types of discrimination and it is imperative that your company complies rather than facing the consequences of not doing so. If a disabled person was to take legal action against their employer then they would do so upon the basis of the Disability Discrimination Acts of 1995 and 2005, for example. Another illustration of this would be the 1976 Race Relations Act, which makes it unlawful for your employer to discriminate against you on the grounds of your colour, nationality, ethnic or national origins.
Harassment on the grounds of sex, including sexual harassment, is considered to be direct discrimination and is strictly prohibited by law. In broad terms, harassment can occur where: Unwanted conduct on any of the areas covered by the discrimination laws is apparent; an intimidating, hostile, degrading or offensive atmosphere is created; or the person is the recipient of embarrassing jokes, offensive jokes, pranks, or unwelcome physical or sexual advances.
In addition to Discrimination and Harassment, there is the matter of Unfair Dismissal. If you are an employee and feel your employer has dismissed you unfairly then you might be able to make an unfair dismissal claim to an Employment Tribunal. However, in most instances you will need to have been employed for at least a year to make a claim. The onus is on you as an employee to show you have been dismissed and your employer to show they have a valid reason for dismissing you and acted reasonably in the circumstances. An important thing to note here is that (again, in most instances) a claim must be made within 3 months of the effective date of termination. Nevertheless, this may be extended to 6 months in some situations.
Ultimately, it can only be beneficial to stay abreast of Employment Law to make sure you are treated fairly and treat your employees fairly, and it is important to get professional legal advice on any matter that might lead to legal action. This knowledge, in turn, will reduce any stress on your part, which any employee or employer will admit is a welcome consideration regardless of the economic climate.This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 12th, 2009 at 04:10am
Under Employment Law
Seeking the advice of an employment law professional is a good idea if you are an employer in the UK. Employment law solicitors and advisors can help you to understand the ever changing laws in the UK, which could, in turn, help keep you out of costly lawsuits and other legal trouble that may arise.
Employers are legally responsible for their employee’s welfare and must abide by the sometimes complex employment laws of the UK. Invariably these laws change throughout the course of the year and keeping up to date should be a priority. Employment Law specialists can help to interpret the laws for you and apply them to your particular business. They can also provide regular training if you have a department within your company responsible for your employees.
There are many different laws governing personal leave, vacations, minimum wages, sick time, benefits, the grievance process, discrimination, harassment, and other workplace concerns that you need to be familiar with and of course abide by. It can be difficult for busy employers to keep track of all the regulations and requirements as well as run their business.
You could find your business in trouble if you do not abide by all of these laws, even if the infraction is unintentional. Such an occurrence can ruin the reputation of your business as well as cost large sums in legal fees, fines, and settlements. This is where UK employment law advice from an employment solicitor is particularly indispensable; to keep your business protected by keeping you up to date and in compliance with the law.
With over one hundred employment laws introduced every year for the last four years in the UK, keeping track of all your responsibilities as an employer can be challenging. More than 100,000 people took their employer to court last year alone over various violations of these laws. With one third of employment disputes resulting in dismissal and compensation limits currently over £60,000, businesses stand to loose a substantial amount from these disputes. Added to the fact that 98% of employers who win their cases are unable to recover their legal fees, being incompliant with employment laws can be costly and even devastating to a business.
UK employment law solicitors can help you to stay abreast of revisions to employment laws and new ones that will affect your business. They can help you to compile your employment handbooks, training materials, and workplace policies and ensure that they follow the laws. If you want to protect yourself as an employer and your business, consider a specialist employment law solicitor to help you make sense of it all.
This article is free to republish provided the authors resource box below remains intact.
By Law Article
July 9th, 2009 at 08:51pm
Under Aviation Law
Introduction
Hotel Industry in India is witnessing tremendous boom in recent years and going through an interesting phase. One of the major reasons for the increase in demand for hotel rooms in the country is the boom in the overall Economy and high growth in sectors like information technology, telecom, retail and real estate. Rising stock market and new business opportunities are also attracting hordes of foreign investors and international corporate travelers to look for business opportunities in the country particularly growth in tourism sector. As hotel industry is inextricably linked to the tourism industry and the growth in the Indian tourism industry has fuelled the growth of Indian hotel industry.
Explosive economic growth in India ignites unquenchable demand for hotel rooms. With huge investments flowing into India for the development of infrastructure such as roads, highways, airports and convention centers, interest in hotel developments is hitting new highs as tourism, business and travel are on the rise.
The booming tourism industry has had a cascading effect on the hospitality sector with an increase in the occupancy ratios and average room rates. And with the continuing surge in demand, many global hospitality majors have evinced a keen interest in the Indian hospitality sector. It is estimated that India is likely to have around 40 international hotel brands by 2011.
Opportunities
The spurt in India’s tourism industry growth has had a ripple effect on its hospitality sector. Rising income levels and spending power combined with the governments open sky policy have provided a major thrust. The industry is growing at a very rapid pace and there is a demand for more rooms both in metros and smaller towns. It is estimated that India is likely to have around 40 international hotel brands by 2011.
India’s booming hospitality industry has transformed into a veritable basket of the choicest of rooms, food and beverage, health and business facilities, travel packages and everything that you can think of. New global entrants are vying with existing local players to provide world-class services at prices suited to every pocket.
An estimated 4.4 million tourists are expected to visit India with an annual average growth rate of 12% in the next few years. The domestic tourist market is also flourishing. The commonwealth games in 2010 will add to the demand for quality accommodation.The Government of India’s Incredible India destination campaign and the Atithi Devo Bhavah campaign have also helped the growth of domestic and international tourism and consequently the hotel industry.
The opening up of the aviation industry in India has exciting opportunities for hotel industry as it relies on airlines to transport 80% of international arrivals. The government’s decision to substantially upgrade 28 regional airports in smaller towns and privatization & expansion of Delhi and Mumbai airport will improve the business prospects of hotel industry in India. And the upgrading of national highways connecting various parts of India has opened new avenues for the development of budget hotels in India. Taking advantage of this opportunity Tata group and another hotel chain called ‘Homotel’ have entered this business segment.
If you want to read article go to second part of this – Information of hotel industry laws in india – part2.
India Law offices wrote this article on behalf of hotel industry information and Applicable
India Law policy. For more information on indian hotel industry opportunities and hospitality industry in india for visit
law firms lawyer directory helplinelaw.com.
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