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SHOPS & ESTABLISHMENTS ACT The Shop and Establishment Act is to regulate the employment condition of workers in shops and establishments. This includes work hours, rest intervals, overtime, holidays, termination of service, etc. Registration needs to be done within 30 days from the date of commencement of business. Even if there is no employee, the entity must get registered under this act. An application must be submitted along with the fee and the scanned documents online. Within 15 days of successful document submission, the department approves the registration. The registration certificate can be downloaded from the portal. A registration certificate is valid for 5 years and should be renewed after that. In case of a change in address, status, partner intimation must be given to the department within 30 days of change through an online application.The registration fee depends on the number of employees hired by the entity. The additional fee must be paid through filing an online application when there is an increase in headcount, pay, etc. The annual return should be filed online in Form U on or before 31st January of the subsequent year. A business plan is not the only thing you need to work on if you want to do business. This is to say that besides the business plan, you also need to work on other things like the: product or the service model financing options and compulsory regulations for business Now, GST compliance, licensing requirements, etc are few of the important regulations you need to comply with. In addition, the Shops and Establishments Act is another important regulation your business needs to take care of. Hence, every state in India has enacted the Shops and Establishments Act.  This Act is executed in order to: regulate the conditions of work, provide for statutory obligations of the employers and administer the rights of employees in the unorganized sector and other establishments in their jurisdiction. The rules under this act vary as per the states. You must consult the Shops and Establishments Act with the Administrative Office/Municipal Corporation in your city. Moreover, you need to fully adhere to the legal requirements to ensure continuity as well as the smooth running of your business. Thus, the Shops and Establishments Act includes amendments and laws relating to: the regulation of working hours, payment of wages, leave or holiday the terms of services and any other conditions of work for people working in various establishments. These rules apply to people employed in: shops commercial establishments establishments for public entertainment or amusement and other establishments. What is an Establishment? According to the Shops and Establishments Act, the term establishment means a shop or a commercial establishment. These establishments include commercial spaces, residential hotels, restaurants, theatres or other places of public amusement or entertainment. In addition to this, the state government also declares establishments for the purpose of this Act. Such establishments are also covered under this Act.  Furthermore, the concerned state government declares such establishments through a notification in the Official Gazette. What is a Commercial Establishment? According to the act, a commercial establishment means a premise where any trade, business, profession or any work-related with it is undertaken. Accordingly, a commercial Establishment could include: a society registered under the Societies Registration Act, 1860 registered or unregistered charitable or another trust journalistic and printing establishments contractors and auditors’ establishments quarries and mines not governed by the Mines Act, 1952 educational or other institutes run for private gain any premises where the business of banking, insurance, stocks and shares, brokerage or produce exchange is undertaken. This does not include a factory registered under the factories act, 1948theatres and cinemas. restaurants and eating houses residential hotels, clubs other places of public amusement or entertainment What is a Shop? Shop means any premises where: goods are sold, either by retail, wholesale, or services are rendered to customers. This could include an office a storeroom, godown, warehouse or workplace, whether in the same premises or otherwise, used in connection with such trade/ business. A shop, however, does not include a factory or a commercial establishment. Regulations Under the Act The Shop and Establishments act lays down the rules with regards to: working hours per day and week. guidelines for spread-over, rest interval, opening and closing hours, closed days, national and religious holidays, overtime work employment of children, young persons and women annual leave, maternity leave, sickness and casual leave, etc. employment and termination of service maintenance of registers and records and display of notices obligations of employers as well as employees Regulations Under the Act The Shop and Establishments act lays down the rules with regards to: working hours per day and week. guidelines for spread-over, rest interval, opening and closing hours, closed days, national and religious holidays, overtime work employment of children, young persons, and women annual leave, maternity leave, sickness, and casual leave, etc. employment and termination of service maintenance of registers and records and display of notices obligations of employers as well as employees Download PDF Document In English. 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LABOUR WELFARE FUND ACT, 1965 Labour Welfare Fund focuses on the welfare of the workers and provides services and facilities to the labourers by the employer to improve their standard of living, working conditions and give social security. These facilities are offered by the contribution from the employers and the employee. The contribution rate differs from state to state. The Labour Welfare Fund Act extends to housing, family care & worker's health service by providing medical examination, A clinic for general treatment, infant welfare, women’s general education, workers activity facilities, marriage, education, funeral. etc. State-specific Labour Welfare Funds are funded by contributions from the employer, employee and in few states, the government also. This act has been implemented in only 15 states. The act is applicable only to a selected category of employees, and it depends on the wages earned and the employee designation. And this also depends on each state. This Welfare Fund contribution can be made monthly, half-yearly or annually. The frequency depends upon each State.The employer needs to make the deduction from the salary of the employee and submit the same to the Labour Welfare Fund board in the prescribed form before the due date. What is Labour Welfare Fund? Labour welfare is an aid in the form of money or necessities for those in need. It provides facilities to labourers in order to improve their working conditions, provide social security, and raise their standard of living. To justify the above statement, various state legislatures have enacted an Act exclusively focusing on the welfare of the workers, known as the Labour Welfare Fund Act. The Labour Welfare Fund Act incorporates various services, benefits, and facilities offered to the employee by the employer. Such facilities are offered by the means of contribution from the employer and the employee. However, the rate of contribution may differ from one state to another. Scope of Labour Welfare Fund Act The scope of this Act is extended to housing, family care & worker's health service by providing medical examination, a clinic for general treatment, infant welfare, women’s general education, workers activity facilities, marriage, education, funeral, etc. State-specific Labour Welfare Funds are funded by contributions from the employer, employee and in few states, the government also. Applicability of the Act In order to provide social security to workers, the government has introduced the Labour Welfare Fund Act. This act has been implemented only in 15 states out of 34 states including union territories. The below table depicts the states in which the Act has been implemented and not implemented: Andhra Pradesh Chandigarh Chhattisgarh Delhi  Goa Gujarat Haryana Karnataka Kerala Madhya Pradesh Maharashtra Odisha  Punjab  Tamil Nadu Telangana West Bengal  Not Applicable States Central Andaman and Nicobar Islands Arunachal Pradesh Assam Bihar Dadra and Nagar Haveli Daman and Diu Himachal Pradesh Jammu and Kashmir Jharkhand Lakshadweep Manipur Meghalaya Mizoram Nagaland Pondicherry Rajasthan Sikkim Tripura Uttar Pradesh Uttarakhand The Labour Welfare Fund Act is not applicable to all categories of employees working in the establishment. It depends upon the wages earned and designation of the employee. Also, one needs to check the total number of employees working before extending this Act to their establishment. The applicability of the Act based on the number of employees may differ depending upon the state-specific Act. How Does the Process Work? The contribution in the Labour Welfare Fund may be made annually, half-yearly or monthly. The frequency may differ depending upon the state-specific Act. Further, if the frequency is half-yearly the period of deduction shall be divided into two consecutive periods as per the date mentioned in the state-specific Act. The employer needs to make the deduction from the salary of the employee and submit the same to the Labour Welfare Fund board in the prescribed form before the due date. Labour Welfare Fund Expenditure In general, the money in the Fund may be utilized by the Board to defray expenditure on the following: Educational facilities for the children of the workers. Medical facilities for both private and public-sector employers to facilitate medical facilities for their workers and their families. Transport facilities to the workers for commuting to work. Recreational facilities in the form of music, dance, drama, games, sports, paintings, etc. are usually offered to the employees to build a wholesome working environment. Housing facilities under this scheme offer loans to industrial workers for constructing houses at concessional rates. Excursions, tours and holiday homes. Home industries and subsidiary occupations for women and unemployed persons. Reading rooms and libraries. Vocational training. Nutritious food to children of employees. Download PDF Document In English. (Rs.60/-)

EQUAL REMUNERATION ACT, 1976 The Equal Remuneration Act, 1976 provides for the payment of equal remuneration to men and women workers for the same work and prevents discrimination, on the ground of sex, against women in the matter of employment, recruitment and for matters connected in addition to the that or incidental to it. This Act applies to virtually every kind of establishment. Duties of Employer Under the Equal Remuneration Act, employers are required to ensure the following with respect to workmen: No employer shall pay to any worker, employed by him in an establishment or employment, remuneration, whether payable in cash or in-kind, at rates less favourable than those at which remuneration is paid by him to the workers of the opposite sex in such establishment or employment for performing the same work or work of a similar nature. No employer for the purpose of complying with the Equal Remuneration Act can reduce the rate or salary of any worker. In India, the Vedic period gave equal status to men and women, but this ideology had a tectonic shift over a period. The men have overshadowed the position of women in society. At the time of Independence, the inequality was apparent, and the constitutional framers had to address this as it chose a democratic republic as a form of governance. Systems must be put in place for the operation of the democratic forces to ensure equality.  The constitutional provisions and various legislations have been enacted which became a bedrock towards ensuring equal opportunities to men and women. When equal opportunities are put in place, the next line of action needed is equal remuneration for the same work done without reference to the gender. To make this legislation a success, the onus is on the employer for effective implementation. The employment of women has been increasing gradually over the years. Moreover, the works which were considered gender-specific underwent a sea of change. Women were usually seen as less productive than their male counterparts. The general perspective of women was that they weren’t as serious as men in their work as family and home are their main priority. Economic dependency is the major cause for women to have weak bargaining power. This usually makes the employer take them for granted, and the wage rate would be unequal. In modern times, women are no longer restricted to minimal jobs or traditional works. They are employed at par with men and to protect their interests and ensure they get a fair chance, statutory recognition is given through different legislations, enacted both at center and state levels. The Workmen Compensation Act, Payment of Wages Act, Factories Act, Minimum Wages Act, The Equal Remuneration Act, Maternity Benefits Act, ESI Act, etc. are some of the legislation aimed at ensuring equal wages without gender bias. In addition, no employer while making recruitment for the same work or work of a similar nature can make any discrimination against women except where the employment of women in such work is prohibited or restricted by a law in force. Maintenance of Register All employers are required to maintain a register and other documents in relation to the workers employed as per the prescribed rules. Rule 6 of the Equal Remunerations Rules provides that every employer maintains a register in relation to the workers employed by him in Form D. The penalty under Equal Remuneration Act The penalty provided under the Equal Remuneration Act can be divided into two categories as follows: Minor Infraction If an employer commits any of the following offenses under the Equal Remuneration Act, a penalty of Rs.1000 can be levied. Omits or fails to maintain any register or document in relation to workers employed. Omits or fails to produce any register, muster-roll or other document pertaining to the employment of workers. Omits or refuses to give any evidence or prevents his agent, servant or any other person in charge of the establishment, or any worker, from giving evidence. Major Infraction If an employer commits any of the following offenses under the Equal Remuneration Act, a penalty of Rs.5000 can be levied. Discriminates in recruitment in contravention to the Equal Remuneration Act. Makes a payment of remuneration at unequal rates to men and women workers, for the same work or work of a similar nature. Makes any discrimination between men and women workers in contravention of the Equal Remuneration Act. Omits or fails to carry out any direction made by the Government. In case any of the offenses are committed by a Company, every person who, at the time of the offence committed was in charge of and was responsible to the company, for the conduct of the business will be deemed to be guilty of the offence and will be liable to be proceeded and punished accordingly. Constitutional validity Gender Justice is an important ingredient of every civilized society. It’s no longer the popular mindset that the female is a weaker sex. To imbibe this principle in society, various steps were taken at the international level: The International Labour Organization held in 1951 a Convention concerning Equal Remuneration for Men and Women Workers for the Work of Equal Value. The Universal Declaration of Human Rights, under Article 23 ensures that everyone without any discrimination has the right to equal pay for equal work. The Convention on Elimination of all forms of Discrimination, 1979 has it’s the main objective to prevent discrimination especially in the case of women. At the national level, certain legislations were enacted by British India. But it’s the national leaders, freedom fighters and intellectuals and the democratic movements sweeping the world over brought about positive changes in the position of women and in achieving equality. The Preamble of the Constitution provides for Justice and Equality to all. Article 14 equality before the law Article 15 guarantees a right against discrimination Article 15(3) recognizes ‘protective discrimination’ to bring women at par with men in all possible respects. Article 16 provides the right to equal opportunity regarding public employment irrespective of the sex of the person. Article 39(a) states that the citizens, men, and women, equally, have the right to an adequate means of livelihood. Article 39(d) “that there is equal pay for equal work for both men and women”. Article  42 requires the state to make provision for securing humane conditions of work and maternity relief. The Doctrine of ‘equal pay for equal work’ is not a fundamental right but a Constitutional right. Equal remuneration for men and women is the right of an employee without any qualification. The Act of Equal Remuneration, 1976 was enacted to comply with the provisions of the Directive Principle of State Policy (DPDP) under Article 39. The Act, being a beneficial legislation, ensures adequate payment or remuneration to be made irrespective of the physical strength of employees and removing the scope of social and economic injustice merely on the ground of sex, thereby working to establish a just society in the country. Download PDF Document In English. (Rs.50/-)

THE PAYMENT OF GRATUITY ACT, 1972 The Payment of Gratuity Act  applies to every shop or establishment in which 10 or more persons are employed or were employed on any day of the preceding 12 months. There is no percentage set by the act for the gratuity amount an employee is entitled. An employer can use the formula-based approach or even pay higher than that. Gratuity depends on 2 factors: Last drawn salary Years of service To calculate how much gratuity is payable, the Payment of Gratuity Act, 1972 has divided non-government employees into two categories: Employees covered under the Act Employees not covered under the Act Calculation of gratuity 1. For employees covered under the Act The amount of gratuity payable is calculated using the below formula. The formula is based on the 15 days of last drawn salary for each completed year of service or part of thereof for more than six months. The Formula: (15 X Last Drawn Salary X Tenure of Working) divided by 26 Last Drawn Salary= Basic Salary, Dearness Allowance, and Commissions Received on Sales 2. For employees not covered under the Act There is no law restricting an employer from paying gratuity to his employees even if the organization is not covered under the Act. The amount of gratuity payable to the employee can be calculated based on half a month's salary for each completed year. The Formula: (15 X Last Drawn Salary X Tenure of Working) divided by 30 Last Drawn Salary= Basic Salary, Dearness Allowance, and Commissions Received on Sales As per the government pensioners' portal, retirement gratuity is calculated like this: one-fourth of a month's basic pay plus dearness allowance is drawn before retirement for each completed six monthly periods of qualifying service. In case of the death of an employee, the gratuity is paid based on the length of service, where the maximum benefit is restricted to Rs 20 lakh. The Payment of Gratuity Act 1972:-  Gratuity is a voluntary payment made by the employer to the employee in recognition of continuous, meritorious services and sincere efforts by the employee towards the organization. It is governed under the Payment of Gratuity Act 1972.It  is an Act to provide for a scheme for the payment of gratuity to employees engaged in factories,  mines, Oilfields, plantations, ports, railway companies, and shops or other establishments. Applicability:- As per the Gratuity Act, the scheme for the payment of gratuity is available to: Employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments and for matters connected therewith or incidental with. Every shop or establishment within the meaning of any law for the time being in force in relation to shops and establishments in a State, in which ten or more persons are employed, or were employed, on any day of the preceding twelve months; Such other establishments or class of establishments, in which ten or more employees are employed, or were employed, on any day of the preceding twelve months, as the Central Government may, by notification, specify in this behalf. Employee :- The term “employee” is defined in Section 2(e) of the Act as any person (other than an apprentice) who is employed for wages, whether the terms of such employment are express or implied, in any kind of work, manual or otherwise, in or in connection with the work of a factory, mine, oilfield, plantation, port, railway company, shop or other establishment to which this Act applies, but does not include any such person who holds a post under the Central Government or a State Government and is governed by any other Act or by any rules providing for payment of gratuity;’. Gratuity Entitlement: - Gratuity is payable to an employee (nominee – in case of death of employee) who has rendered continuous service of five years or more on his termination of employment, superannuation, retirement or resignation. Completion of a continuous service of five years is not necessary where the termination of employment is due to death or disablement due to accident or disease. Exceptions: - Forfeiture of gratuity amount wholly or partially or to the extent of Damage /loss in case of an employee whose service has been terminated for: Any act, willful omission or negligence causing any damage or loss to, or destruction of, property belonging to the employer; or Act of riotous or disorderly conduct or any other act of violence on part of the employee; or Any act which constitutes an offence involving moral turpitude, in the course of his employment. Nomination:- In case of death, the gratuity is payable to any of the following persons: Nominee Heirs (in absence of nomination) In case nominee/ heir is a minor, such amount will be deposited with the controlling authority who shall invest the same for the benefit of such minor in such bank or other financial institution, as may be prescribed, until such minor attains majority. The Gratuity limit has been raised from 3.5 lakhs to 10 lakhs :-There has been amendment in the Payment of Gratuity  Act  1972,    following the proposal of Labor and Employment  Ministry,  demands from trade unions and others to remove the ceiling or increase the maximum payable amount,  which was fixed in 1997. It shall come into force on 24 May 2010 as per the Notification in the Official Gazette. Maximum Limit: - The Gratuity limit as per Section 4(3) has been raised from 3.5 lakhs to 10 lakhs.  This will give advantages to both private and public sector employees. According to this new amendment, the maximum gratuity exemption as per IT Act also increases to Rs. 10,00,000. Determination of Gratuity Amount For every completed year of service or part thereof in excess of six months, the employer shall pay gratuity to an employee at the rate of fifteen days’ wages based on the rate of wages last drawn by the employee concerned. The Gratuity calculation is done as per the last average remuneration is drawn and time in years served by an employee. The amount of gratuity payable to an employee shall not exceed Rs. 10,00,000 (increased from Rs. 3,50,000). In order to compute the gratuity payable in case of employees employed in seasonal establishments, daily wages, or piece rated employees. Computation will be as per the provision of the Act. It can be formulated as follows:  Basic + DA (Wages Last drawn)* 15days 126  *  number of years of continuous service (six months or less to be ignored and more than six months to be counted as full year) TIME LIMIT  /  FORMS FOR APPLICATION TO BE MADE TO EMPLOYER Sr. Particulars Form Timeline Compliance by 1. Nomination F 30 days after completing 1 year service Employee 2. Application for Gratuity on gratuity be- coming payable to the  employee I 30 days from the date of gratuity becoming pay-able Employee on gratuity be- coming payable to the  nominee J 30 days from the date of gratuity becoming pay-able Nominee on gratuity be- coming payable to heir K 1 year from the date of gratuity becoming pay-able Legal Heir Download PDF Document In English. (Rs.60/-)

Application for the Extension of the Stay Order IN THE HIGH COURT OF JUDICATURE AT ………….. Criminal Misc.  Application No………..….. In Criminal Misc.  Application No………….. of 20……… (Under Section 483 of Cr. P.C.) District…………… ………………. Applicant Versus State of …….. and others                               Opposite Parties To The Hon'ble Chief justice and his other companion Judges of the aforesaid Court. The humble applicant most humbly showeth as under : 1. That in the aforesaid case the Hon'ble Court was pleased to grant the ad interim stay order staying the further proceedings of the complaint case pending before the trial Court till …………… vide its order dated …………… 2. That the stay is expiring today, though the application of the applicant under Section 382 still awaits disposal. 3. That it is, therefore, just and necessary in the interest of justice that the Hon'ble Court may be pleased to extend the stay order dated …………… till further orders. PRAYER It is, therefore, most respectfully prayed that the Hon'ble Court may be pleased to extend the stay order dated ……………. till further orders or may fix up a date for the disposal of the case. Date ………………….. Advocate for the Applicant Download Word Document In English. (Rs.15/-) Download PDF Document In Hindi. (Rs.15/-)

EMPLOYEES’ PROVIDENT FUND (EPF) What is EPF The  Employees’ Provident Fund (EPF)  is a savings scheme introduced under Employees’ Provident Fund and Miscellaneous Act, 1952. It is administered and managed by the Central Board of Trustees that consists of representatives from three parties, namely, the government, the employers and the employees.  The Employees’ Provident Fund Organization ( EPFO ) assists this board in its activities. EPFO works under the direct jurisdiction of the government and is managed through the Ministry of Labour and Employment. scheme basically aims at promoting savings to be used post-retirement by various employees all over the country. Employees’ Provident Fund or EPF is a collection of funds contributed by the employer and his employee regularly on a monthly basis. The employer and employee contribute 12% each of the employee’s salary (basic + dearness allowance) to the EPF. These contributions earn a fixed level of interest set by the EPFO. The amount of interest to be received on the deposit along with the total accumulated amount is totally tax-free, i.e. the employee may withdraw the entire fund without worrying about paying any kind of tax on it. The accrued amount may also be withdrawn by the nominee or the legal heir of the employee post his death or can be withdrawn by the employee himself post-resignation. Interest Rate on EPF The interest rate for the financial year 2019 – 2020 is  8.50%.  The accumulated fund in the PF account attracts certain interest which is 100% tax exempted. The interest earned is directly transferred to the Employees’ Provident Fund account and is calculated depending upon the rate which is pre-decided by the GOI along with the Central Board of Trustees (CBT). The CBT administers the Act. The year in which the new interest rates are announced stays valid for the next financial year i.e. from the year starting on 1st April of one year to the year ending on 31st March of the next year. Let’s understand this with the help of an example: The rate of interest i.e. 8.50% is valid and will be applicable only on EPF deposits made between the financial years of April 2019 to March 2020. The interest even though calculated on a monthly basis, is transferred to the Employees’ Provident Fund account only on a yearly basis on 31st March of the applicable financial year. The transferred interest is summed up with the next month i.e. April’s balance and is then again used for calculation of the interest. If the contribution is not made into an EPF account for thirty-six months continuously, the account becomes dormant or inoperative. Interest is offered on inoperative accounts of employees who have not attained the retirement age. Interest is not provided on the amount deposited in inoperative accounts of retired employees. The interest earned on inoperative accounts is taxable as per the member’s slab rate. For contributions made towards the Employees’ Pension Scheme by the employer, the employee shall not receive any interest. However, a pension is paid out of this amount after the age of 58. Employees’ Provident Fund (EPF) Schemes Employees’ Provident Fund Scheme, 1952 Employees’ Pension Scheme, 1995 Employees’ Deposit Linked Insurance Scheme, 1976 The scheme caters to the needs of more than 5 crore members and is governed by three Acts. Eligibility Criteria Employees need to become an active member of the scheme in order to avail benefits under this scheme Employees of an organization are directly eligible for availing Provident Fund, insurance benefits as well as pension benefits since the day they join the organization. Any organization employing a minimum of 20 workers is liable to give EPF benefits to the workers. This scheme does not cater to the needs of people residing in Jammu and Kashmir. How to Register for EPF? Visit the government website  Employee Provident Fund Organisation (EPFO) Go to the section of ‘Establishment Registration’ that opens up a new page with ‘Instruction Manual’. It will explain the process of Employer Registration, followed by registration of DSC [Digital Signature Certificate] of the Employer which is a prerequisite for fresh application submission Accept ‘I have read the instruction manual’ tickbox to proceed and fill in the details to register An email e-link is sent which is to be activated and mobile PIN is also sent. You need to upload certain documents to register Those who are already registered can log in using their Universal Account Number (UAN) How to Login to EPF? You need to visit the member website of EPF i.e.  EPF e-SEWA/EPF Members Portal  and on the right side you have the option to login using UAN. However, UAN must have been activated earlier.   EPF KYC Update Visit EPF Members Portal and login using UAN & Password As the new page opens up, under the section of ‘Manage’, click on KYC from the dropdown menu Update the details like name and number of PAN, Aadhar, Bank documents, etc. Save it and it will show as Pending KYC as long as it is verified from the other end EPF UAN Activation You need to visit the member website of EPF i.e.  EPF e-SEWA/EPF Members Portal On the right corner below, you will find the option of ‘Activate UAN’ and click on it As the new dashboard opens up, enter either UAN, PAN or Aadhar and other details as Name, Birth date, etc according to EPFO records Enter the ‘captcha’ code and get authorization PIN on your registered mobile with EPFO Use the One Time Password (OTP) to validate and activate the UAN online Another message will be sent to confirm activation of UAN Once UAN is activated, you can login using it to check the status of Provident Fund EPF Contribution The Employees’ Provident Fund is a fund where both the employer as well as the employee contributes a part of the salary. These contributions are made regularly on a monthly basis. The interest rate fixed depends upon the employee’s basic pay along with the dearness allowance in his salary. Here is a breakup of the  EPF Contributions : Contribution By Monthly Percentage Contributed (%) Employee 12/10* Employer 12** Total 24% *10% EPF share is valid for the organisations – where there are 20 or less than 20 employees /organisations with losses incurred more than or equal to the net worth (at the end of financial year) /organisations declared sick by the Board for Industrial and Financial Reconstruction ** 12% Employer’s contribution includes 3.67% EPF and 8.33% EPS For Example: If the monthly salary of a person is Rs.30,000. The contributions calculated are as follows- 12% of Rs.30,000 (Employee share)= Rs.3,600 3.67% (in EPF) of Rs.30,000 (Employer’s share)= Rs.1,101 8.33% (in EPS) of Rs.30,000 (Employer’s share)= Rs.2,499 Total= Rs.7200/- A) Employee’s Contribution towards EPF In general, the contribution rate for the employee is fixed at 12%. However, the rate is fixed at 10% for the below-mentioned organizations: Organizations or firms employing a maximum of 19 workers. Industries declared as sick industries by the BIFR Organizations suffering annual loss much more as compared to their net value. Coir, guar gum, beedi, brick and jute industries. Organizations operating under wage limit of ₹ 6,500. B) Employer’s Contribution towards EPF The minimum amount of contribution to be made by the employer is set at a rate of 12% of ₹ 15,000 (although they can voluntarily contribute more). This amount equals to ₹ 1800 per month. It means that both the employer as well as the employee has to contribute ₹ 1800 each per month towards this scheme. Initially, this amount was set at 12% of ₹ 6,500 which would equal to ₹ 780 to be contributed both by the employer and the employee. The contribution from both the parties is deposited into the EPFO (Employees Provident Fund Organisation) This is a long-term investment fund for the contributors which helps them continue an independent life after retirement EPF also provides its contributors the loan facility in need Important Points Related to EPF Contributions The contribution made by the employee goes totally towards the provident fund of the employee. The contribution made by the employer is divided into different parts. Total contribution made by the employer is distributed as 8.33% towards Employees’ Pension Scheme and 3.67% towards Employees’ Provident Fund. Apart from the above-made contributions, an additional 0.5% towards EDLI has to be paid by the employer. Certain administration costs towards EDLI and EPF standing at the rate of 1.1% and 0.01% respectively also have to be incurred by the employer. This means that the employer has to contribute a total of 13.61% of the salary towards this scheme. Calculation of Interest Rate on EPF The interest rate is announced on a yearly basis, whereas, the interest is calculated on a monthly basis. The interest rate is calculated by dividing the per annum rate by 12. This is done in order to arrive at the amount of interest to be given to the employee for a particular month. For example : If the interest rate per annum is set at 12% then the rate of interest for any particular month in the given year will be calculated as 12/12= 1% per month. Let’s suppose that an employee started his contributions from the month of November 2018. The applicable rate of interest for him will stand at  8.50% . In this case, the rate of interest per month will be 8.50/12=0.7083%. The employee directs 12% of ₹ 15,000 which is equivalent to  ₹ 1,800  per month towards his EPF account. This amount is transferred to the employee’s EPF account at the end of every working month and is reflected as a component of the total salary. The employer makes a contribution of ₹ 1,800 which is equivalent to the contribution made by the employee. 3.67%  of the employer’s contribution is made towards EPF account and 8.33%  of the contribution is made towards the employee’s EPS account The employer’s contribution to the employee’s account stands at 3.67% of ₹ 15,000 which is equal to  ₹ 550. The monthly contributions made by the employer and the employee towards this account amounts to  ₹ 1800+ ₹ 550 , which is equal to  ₹ 2350. The balance calculation for the next month  (December) will be done in the given manner: Balance carried forward from November 2019= ₹ 2,350. Interest earned for the month of December 2019 = ₹ 16.75 Balance at the end of December 2019 = ₹ 2,350 + ₹ 2,350 = ₹ 4,700 Note: Although interest has been earned in December 2019, it is only credited at the end of the financial year on 31st March. EPF Forms An EPF form is mandatory for all activities that employees wish to undertake in their accounts; the activities include registration, withdrawal, transfer of PF, availing loans from an existing EPF account or for any other reason. Mentioned below are the various types of forms available : Forms for EPF Claims EPF Form Use of the EPF Form Form 31 EPF Withdrawal Form 14 Buying LIC Policy Form 10D For claiming monthly pension Form 10C For claiming withdrawal benefits/scheme certificate of EPS Form 11 EPF Account Transfer Form 19 Final Employees’ Provident Fund Settlement Form 20 EPF Final settlement in case of death of the employee Form 2 Declaration and nomination form for EPF & EPS Form 5 IF Claim as per EDLI scheme Form 15G To save TDS on the interest income on EPF Form 5 New employees registering for EPF and EPS Form 11 Auto transfer of EPF EPF Payment Given below are the steps to be followed to process the payments: Login to  EPFO Portal  using the Electronic Challan cum Returns (ECR) credentials Click on ‘Payments’ and go to ‘ECR upload’ Select Wage Month, Salary Disbursal Date, Rate of Contribution Proceed to upload ECR text File. You will see a pop-up saying ‘File Validation Successful’ in case the uploaded file is validated for predefined conditions. However, if the file is not validated, ‘Error’ appears on the screen The TRRN will be displayed on the screen, Click on ‘Verify’ Click on ‘Prepare Challan’ to obtain summary sheet for ECR Go to Admin/Inspection Charges and select ‘Generate Challan’ Click on ‘ Finalize ’ and proceed to pay Choose ‘Online’ as the payment mode and choose any bank account Once you select your respective bank account, you will be redirected to the online banking website of the same bank Make payment using Net Banking Once the payment is successfully made, a confirmation will be generated with Transaction-id and e-Receipt. The transaction will further be uploaded on the EPFO Portal and confirmation via TRRN number provided accordingly. EPF Passbook All contributions made by a member and his employer are mentioned in the EPF passbook. The passbook also contains other important details such as establishment ID and name, member ID and name, office name, employee’s share, employer’s share, EPS contribution, etc. The member can download the EPF passbook online by visiting the EPF website. Checking EPF Balance A member can check the EPF balance accumulated in the account online by following these simple steps: Visit EPF’s website at  www.epfindia.gov.in    Go to “ For Members ” in the “ Our Services ” section Click on the “ Member Passbook ” option Now enter your “ UAN ”, password and captcha code and login to your EPF account Select the “ Member ID ” to view your passbook Your passbook will be displayed with complete details in the document. The member can also check his EPF balance by sending an  SMS  to  7738299899  in the format  EPFOHO  < UAN >  ENG . EPF balance can also be checked through a missed call on the number-  011-22901406 . How to Transfer EPF Online? Log in to the  EPFO members’ portal  using your UAN and password Go to the ‘Online Services’ tab on the main menu of the home page and select ‘Transfer Request’ to generate an online transfer request A new dashboard displaying all your personal details will be shown. Verify all of that like DOB, EPF and date of joining, etc. soa s to claim the process Once you verify, go to Step 1, select the option of previous or present employer and then provide the details of the previous employer through which you want to claim Submit the details, an OTP will be sent to your registered mobile number. You need to authenticate your identity by entering the OTP, then only the request will be submitted and an online filled-in form will be generated. You need to sign the form and send it to your present or previous employer The employer will also get an online notification about the EPF transfer request. EPFO Office will process the claim only after employer digitally forwards the claim to the EPFO  after verifying your employment details Post submission of the request, you can check the status of your EPF transfer claim under the ‘Track Claim Status’ menu, which is under the ‘Online Services’ menu How to Activate Inoperative Accounts? Inoperative or dormant accounts are those which have not seen a contribution in over 36 months. Generally, it happens when a member has not transferred the old account to his new employer and tends to forget about the previous contributions. One can either transfer them to the current EPF account as per the above mentioned steps or withdraw them using UAN number. Lodging EPF Grievances The EPFO also provides for a grievance system which enables members to register their complaints. The members may lodge their complaints by clicking on the ‘ Register Grievance’  tab at EPFiGMS.gov.in . Members have to fill in all the relevant details pertaining to their account along with the description of the grievance that they have been facing. Relevant files related to the grievance being faced can be uploaded on the site. The member may also track the status of the grievance by clicking on the ‘ View Status ’ tab. EPF on Umang App Mobile users can avail services provided by the EPF through the  Umang app . The portal has five separate sections: EPF Services on Umang App Employee Centric Services General Services Employer Centric Services Pensioner Services eKYC Services Employee Centric Services Employee Centric Services View Passbook Raise Claims Track Claims General Services EPF General Services Search Establishment Search EPFO Office Know Your Claim Status Account Details on SMS Account Details on Missed Call Employer Centric Services Employer Centric Services Get Remittance Details by Establishment ID Get TRRN Status Pensioner Services Pensioner Services View Passbook Update Jeevan Pramaan eKYC Services Aadhaar seeding can be done directly through the Umang app. Benefits Of EPF Scheme EPF scheme is among one of the largest and biggest saving schemes available to Indian employees. The key benefits of the scheme are mentioned below: Tax-Free Savings:  EPF Scheme provides certain interest on the deposits at a specific rate which is pre-decided by the organisation. Both the amount of interest received on the deposits and the actual deposited amount is deemed to be tax-free by the Indian Government. Any kind of withdrawal made at maturity or post completion of 5 years of having availed the scheme is 100% tax exempted. However, if the amount is being withdrawn prematurely (within 5 years) it is not free of tax. This feature helps an employee receive special benefits in the form of added income to his savings in the form of interest. Long-Term Financial Security : Funds deposited in this account cannot be withdrawn easily and hence, helps in ensuring savings. Retirement Period:  The accumulated fund under this scheme may be used at the time of retirement of the employee. This provides relief to the retired employee in the form of monetary security. Unseen circumstances : The accumulated fund can be used by the employee in case of any kind of emergency. The employee may choose to withdraw his/her fund prematurely. The scheme provides for such pre-term withdrawals in certain special cases. Unemployment/Income Loss : In case, where the employee loses his/her current job owing to any reason, then these funds may be used to meet expenses. Resignation/Quitting of Job : The employee post-resignation is free to withdraw his/her 75% of the EPF fund after one month of the date of having quit the job and remaining 25% after 2 months of unemployment. Death:  In case of death of the employee, the collected amount along with the interest is given to the employee’s nominee thus helping the family tide through difficult times. Disability of the employee : If the employee is no longer in the position to work then he/she may use these funds to help him/her get over the difficult time. Lay-off : In cases of sudden layoffs or retrenchment from the job, this fund may be used by the employee until the time he/she gets another suitable job. Long run savings : A safe and full proof saving scheme for individuals wishing to have long run investments. Liquidity of funds:  This scheme acts as a sound source of income for an individual at the hour of financial crisis. The funds so obtained may be used to meet unavoidable expenses like medication needs or education needs. Pension Scheme:  The employer not only contributes towards the PF fund but also makes the necessary contributions towards the employee’s pension which can be later used by the employee post-retirement. Insurance Scheme : The act also provides for certain provisions whereby, the employer is required to make certain contributions towards an employee’s  life insurance  where group insurance cover is not present. This scheme ensures that the employees are properly insured. Accessible All Over : With the help of the  Universal Account Number (UAN) , employees can easily get access to their PF account via the EPF member portal. They can transfer their accounts whenever they make a shift in their current jobs. EPF Customer Care number In case of any doubts or discrepancies, please contact the customer care line of EPFO: Helpdesk-  1800118005 (Toll Free) Head Office: Bhavishya Nidhi Bhawan, 14, Bhikaji Cama Place, New Delhi- 110066 FAQs 1. I have withdrawn a part of my EPF corpus. Will I continue getting interest on the withdrawn amount as well? Ans:  No, You will not get interest on the withdrawn amount. However, the amount remaining in the EPF account will continue earning interest. 2. How is UAN assigned? Ans.  When you join a company having more than 20 employees, you become entitled to EPF benefits. EPFO allots a unique 12-digit permanent number known as Universal Account Number (UAN) to the member. All PF accounts of a member are linked with his UAN. In case you want to avail online services through the EPF portal, you have to link your UAN with Aadhaar and PAN. 3. Will I have to activate my UAN for transferring PF online? Ans.  You have to activate UAN by registering at the EPF member portal before you can process claims or withdraw funds online. You can do it easily by visiting the  EPF member portal . 4. I have switched my job. Should I get a new UAN? Ans.  No, the UAN allotted to a member remains the same throughout the service period. A new PF account will be opened by the new employer which will be linked to the UAN of the member. 5. I have switched my company. Should I withdraw EPF corpus or transfer my fund? Ans.  It is recommended that you transfer your fund from the old PF account to a new one. If you withdraw the amount before 5 years of service, the withdrawn amount is taxable and should be mentioned under income from other sources while filing ITR. 6. I am currently unemployed and need funds. Can I withdraw my EPF corpus? Ans.  Yes, you can withdraw 75% of your EPF corpus after one month of unemployment. In case you remain unemployed for 2 consecutive months, you can withdraw the remaining 25% of the fund. 7.   Is it still mandatory for members to link Aadhaar with EPF to avail online services? If not, is there a way to delink Aadhaar with UAN? Ans.  As per the recent  circular  released by the EPFO, UIADI has clarified that EPFO can continue to avail Aadhaar based authentication services for EPF schemes. So, in a way, you can not avail your EPF online services in case you delink your Aadhaar with UAN, as for now. The circular also goes on to say that if a member visits the EPFO office for an offline claim using Aadhaar KYC, the PRO will facilitate Aadhaar seeding facility on the spot in order to make the EPF claim online. Further, employees with their Aadhaar seeded with the UAN may not be allowed to raise offline claims from now on. 8. Are both the employee’s and employer’s contributions to my EPF account tax-exempt? Ans.  Contributions made to the EPF are tax exempt, however, the tax calculations are different. The employer’s contribution to the EPF account is not considered as part of your taxable income. So the employer’s contribution is tax-exempt at its source. Whereas, the employee’s contribution is counted as part of his/her taxable income. However, the employee’s contribution is tax deductible under section 80C upto a maximum of Rs. 1.5 lakh per annum. So an employee’s contribution towards the EPF account is eligible to for tax-exemption but only under section 80C. Also, in case you withdraw your EPF fund before 5 years of contributions, then both employee’s, as well as employer’s share, become taxable. 9. How much percentage is EPF deduction from salary? Ans.  12% of the employee’s salary goes towards contribution to Provident Fund. Also, Employee State Insurance Corporation(ESIC) is deducted on gross salary which is 1.75% from the employee contribution & 4.75% from the employer contribution. 10. How much EPF amount can be withdrawn? Ans.  EPF can be withdrawn only at the time of retirement or in case of unemployment and certain emergencies. Full withdrawal can be done after retirement or unemployment for two months. As per the new rule, EPFO allows withdrawal of 75% of the EPF corpus after 1 month of unemployment. The remaining 25% can be transferred to a new EPF account after gaining new employment. 11. What If someone dies a natural death or due to health related issues. Will any of his/her family member get the EPF amount? Ans.  In case, if the EPF subscriber expires, the nominee or the legal heir or the guardian in case of a minor can get the EPF amount. For that he needs to go claim the EPF money by submitting all required documents like Death Certificate and EPF Composite Form. Guardian Certificate is also required if it is claimed by a guardian of a minor other than natural guardian. 12. How to withdraw Employee Provident Fund? Ans.  You need to have an activated UAN and registered mobile number for withdrawal. Assuming that you have these prerequisites, go to EPF Member’s Portal and login using UAN. Do check if your documents are verified as KYC in the ‘Manage’ section. Go to ‘Online Services’ and click on ‘Claim’ from the drop down menu which displays all your personal details. Then, click on ‘Proceed for Online Claim’ to claim your withdrawal and select the claim you want to make under ‘I want to apply for’ like EPF Settlement or EPF Partial Withdrawal. 13. How to claim Employee Provident Fund? Ans.  As explained above, one needs to go to EPF Member’s Portal or e-SEWA Portal to login using UAN and go to ‘Online Services’ to claim and withdraw the fund. Latest News  : Revised EPF Interest Rate for 2019-20: Lowered by 0.15% The Union Labour Minister Santosh Gangwar announced the new interest rates for EPF on 3rd March 2020. The interest rate for the scheme has been revised and lowered by 0.15% for the current financial year. For 2019-20, the interest rate is 8.50% which is reduced from the earlier 8.65 per cent. “The EPFO has decided to provide 8.5 per cent interest rate on EPF deposits for 2019-20 in the Central Board of Trustees (CBT) meeting held today”, states Gangwar. In contrast to the constant demands from workers about hike in EPF interest rates, the directors released the new percentage which will give lower interest on the fund deposits by salaried employees. The economic slowdown and its negative impact on debt market instruments including government securities and FDs can be a major reason for the drop in EPF interest rates for the financial year 2019-20. The retirement body of India invests 15% in equity and 85% in debt instruments implying that the fall in debt investments would have hampered its income in 2019-20. Earlier in the year of 2016-17 and 2018-19, the EPFO has given 8.65% rate of interest to the subscribers. And, it was 8.8% in 2015-16. Rs. 54,000 Cr to be Distributed as Interest to 6 Cr EPF Accounts Labour Ministry notified the interest rate on Employees Provident Fund (EPF) to be 8.65% for the year 2018-19. Corresponding to this, the interest for the year will be credited to the accounts of around 6 Crore subscribers for EPFO. The total amount to be credited to these subscribers will be equal to Rs.54,000 Crore. The withdrawal claims of EPF for the given year will not be settled at the interest rate of 8.55%; but rather at the higher rate of 8.65%. The revised interest rates have been effective from February 22, 2019. Subscribers can check their PF status online via the following mediums- EPFO website ( www.epfindia.gov.in ) Umang Application (Download the application from App store/Play store) Missed Call (Number- 011-22901406) SMS Service (SMS EPFOHO to 7738299899) However, it must be noted that only the users who have registered on UAN member portal and have activated their UAN number can check their balance through the online platforms. Aadhaar Card Necessary for EPF Account Nominees According to the new rules released by the Employees’ Provident Fund Organisation (EPFO), submitted the  Aadhaar card number of the nominee is mandatory for e-nomination of your provident fund account . The newly established e-nomination function on EPFO which not just requires the subscribes to link their Aadhaar card with the account but also mandates the submission of Aadhaar card number of the nominee. Apart from the Aadhaar card number, scanned images, Date of Birth and mobile number are some of the important details of the nominee/s which requires to be provided duly. However, the submission of bank details of the nominee remains optional. Employees Provident Fund Act Latest Amendments 2019 The government is planning to make amendments in EPF as it has prepared a draft bill that allows employees to switch money from EPF (Employee Provident Fund) to NPS (National Pension Scheme). Another proposal is to replace the existing definition of ‘wage’ (in the EPF Act) with a new one as mentioned in the Code of Wages, 2019. The new definition of wages is likely to impact the EPF contribution of those employees whose basic salary is currently less than Rs 15,000. Download PDF Document In English. (Rs.80/-)

PAYMENT OF WAGES ACT, 1936 The Payment of Wages Act, 1936 regulates the payment of wages to direct and indirect employees. The act warrants payments of wages on time and without any deductions except those authorized under the Act. According to this act, the payment should be made before 7th of every month where the no. of workers is less than 1000 and on the 10th day if greater than 1000. The Payment of Wages Act, 1936 regulates the payment of wages to employees (direct and indirect). The Payment of Wages Act regulates the payment of wages to certain classes of persons employed in industry, and its importance cannot be underestimated. The Act guarantees payment of wages on time and without any deductions except those authorized under the Act. The wage period shall not exceed 1 month. The Payment of Wages Act does not apply to employees whose wage is Rs. 10000 or more per month. The Act also provides to the effect that a worker cannot contract out of any right conferred upon him under the Act. Under the act, the payment must be made in cash. Cheque payment or crediting wages to a bank account is allowed with the consent of employees in writing. The deduction made by the employer should be made by this act only. Under the act, payment must be made in currency notes or coins. Cheque payment or crediting to a bank account is allowed with the consent in writing by the employee. (Section 6) This Act includes fines for (Section 8), absence from duty (Section 9), Damages or loss (Section 10), deduction for services (amenities) given by employer (Section 11) recovery of advances and loans (Section 12, 13) and payment to cooperative society and insurance (Section 13). Purpose of the Act The main objective of the Act is to avoid unnecessary delay in the payment of wages and to prevent unauthorized deductions from the wages. Every person employed in any factory, upon any railway or through sub-contractor in a railway and a person employed in an industrial or another establishment.The State Government may by notification extend the provisions to any class of persons employed in any establishment or class of establishment. The benefit of the Act prescribes for the regular and timely payment of wages (on or before 7th day or 10th day of after wage period is greater than 1000 workers) and Preventing unauthorized deductions being made from wages and arbitrary fines. Salary statics Wages are averaging less than Rs. 6500.00 per month only are covered or protected by the Act by the amendment in 2005 by {Section 1(6)}. Wages means contractual wages and no overtime wages. They are not to be taken into account for deciding the applicability of the Act in the context of section 1(6) of the Act. Wages must be paid in current coin or currency notes or in both and not in kind. It is, however, permissible for an employer to pay wages by cheque of by crediting them in the bank account if so authorized in writing by an employed person. Summary of the provisions of the Act The provisions of the Act regarding the imposition of fines on the employed person are as follows such as, The employer must exhibit on his premises a list of acts or omissions for which fines can be imposed, Before imposing a fine on an employed person he must be given an opportunity of showing cause against the fine, The amount of fine must not exceed 3 percent of the wages, A fine cannot be imposed on an employed person who is under the age of 15 years, A fine cannot be recovered by installments or after 90 days from the day of the act or omission for which it is imposed, The money realized from fines must be applied to purposes beneficial to employed persons. Subsection 8(3), 10(1-A) & Rule 15} deals with Any person desiring to impose a fine on an employed person or to make a deduction for damage or loss shall explain personally or in writing to the said person the act or omission, or damage or loss in respect of which the fine or deduction is proposed to be imposed, and the amount of fine or deduction, which it is proposed to impose, and shall hear his explanation in the presence of at least one other person, or obtain it in writing. The procedure and Competent authority which deals with employment matters The procedure to employ a person has to follow for claiming deducted or delayed wages. If contrary to the provisions of the Act any deduction has been made from the wages of an employed person or any payment of wages has been delayed, he has to make an application for claiming the same to the Authority appointed under the Act. Such an application can be made by the employed person himself or a legal practitioner or an official of a registered trade union. Such application has to be made within a period of 12 months from the date on which the date on which the deduction from the wages was made or from the date on which the payment of the wages was due to be made. There is a competent authority to entertain and decide an application for payment of subsistence allowance. The subsistence allowance payable to an employee placed under suspension pending Departmental Enquiry is covered within the definition of wages given under Section 2(6) of the Act and, therefore, the Authority is competent to entertain and decide an application for payment of subsistence allowance. The Authority under the Payment of Wages Act is a Court of summary jurisdiction having powers to deal with the simple matter of delay in payment of wages or deduction from wages. It is not within the competence of the Authority to decide the question of the status of an employed person. The matter is a complicated question of law as also of fact. There is an agreement between an employer and his employees authorizing the deduction of union subscription from the salaries of the employer null and void under Section 23 of the Act, such agreement being beneficial and advantageous to the employees is not null and void under Section 23 of the Act. Employer's duty Employer's required to display the abstracts of the Act in his factory or establishment. Every employer must display in his factory or establishment a notice containing the abstracts of the Act and the Rules made thereunder in English and in the language understood by the majority of the persons. Conclusion The Payment wages act is a regulation drawn up to protect the employee’s rights from being infringed by the employer. The employee should be paid on time and should not be harassed against anything during employment. It has however given a lot of protections to employees and will continue to do so in the future as well. Download PDF Document In English. (Rs.50/-)

12 Stress Interview Questions: How do you feel this interview is going? How would you handle undeserved criticism from a superior? How many other jobs are you applying for? What would you do if you saw a colleague stealing supplies or equipment? What did you do when you had a boss you didn’t get along with? What would you do if a colleague took credit for your idea, and got a promotion? Was the stress of your previous job too much for you? What would you do if a colleague admitted to lying on their resume to get the job? What would you do if a customer verbally insulted you in front of co-workers? What would you change about the design of a baseball hat? Why were you fired from your previous job? How successful do you think you've been so far? Download PDF Document In English. (Rs.15/-)

12 Common Interview Questions for Managers: How do you handle co-workers who oppose or disagree with your ideas? Have you ever been able to mentor someone? What were the results? How do you prepare for speaking in front of a group of people? Do you have any experience leading meetings and facilitating discussions? What do you find most difficult when you are managing a project? Are you able to delegate, or do you prefer to be involved in every task? Have you been a manager before? How many people did you manage? How would you describe your management style? How do you reward people for their hard work? What would you do when an employee makes a mistake? How do you evaluate the success of a team? What leader(s) do you look up to and try to model yourself after? Download PDF Document In English. (Rs.15/-)

FORM NO. 28 BOND AND BAIL-BOND ON A PRELIMINARY INQUIRY BEFORE A POLICE OFFICER ( See  Section 169) I, ( name ), of………………….being charged with the offence of……..and after inquiry required to appear before the Magistrate of ………………. O r ….. and after inquiry called upon to enter into my own recognizance to appear when required, do hereby bind myself to appear at…………….in the  Court of…………………………on the…………………….day of…………….next ( or  on such day as I may hereafter be required to attend) to answer further to the said charge, and in case of my making default herein, I bind myself to forfeit to Government, the sum of rupees. Dated, this ............................. day of ..................., 20... ( Signature ) I hereby declare myself ( or  we jointly and severally declare ourselves and each of us) surety ( or  sureties) for the above said ( name ) that he shall attend at…………, in the Court of………………………on the………………….day of…………….. next ( or  on such day as he may hereafter be required to attend), further to answer to the charge pending against him, and, in case of his making default therein, I hereby bind myself ( or  we hereby bind ourselves) to forfeit to Government the sum of rupees. Dated, this ............................. day of ..................., 20... ( Signature ) Download Word Document In English. (Rs.15/-) Download PDF Document In Hindi. (Rs.15/-)

Common Brain Teaser Interview Questions: How many street lights are there in Mumbai? How many gas stations are there in the Delhi? How many golf balls can fit in a school bus? How much should you charge to wash all the windows in Seattle? Why are manhole covers round? How many times a day does a clock's hands overlap? How would you test a calculator? Describe the internet to someone who just woke up from a 30-year coma. How much does the Starbucks in Times Square bring in, in annual revenue? You are shrunk to the height of a nickel and thrown into a blender. Your mass is reduced so that your density is the same as usual. The blades start moving in 60 seconds. What do you do? What is the airspeed velocity of an unladen swallow? How many golf balls are there in Florida? Download PDF Document In English. (Rs.15/-)

Behavioral Interview Questions: How have you dealt with an angry or upset customer? Have you ever gone above and beyond to help a customer? What did you do? Tell me about a time when you had to fight for an idea at work. Talk about a time where you had to make an important decision quickly. What did you decide? What were the results? Have you ever been in a business situation that was ethically questionable? What did you do? Have you ever had a project that had to change drastically while it was in progress? Why? How did you do it? Talk about a time when a co-worker was not doing their share on a project. How did you handle it? Tell me about a major setback you’ve had. How did you deal with it? What have you done when colleagues have been stressed out by a project? Talk about a difficult problem you’ve had to solve. How did you solve it? Have you ever had to defend a customer’s point of view? What did you do? Why? Talk about a time when you’ve had to sell an idea to your colleagues. Tell me about a problem you solved in a creative way. Download PDF Document In English. (Rs.15/-)