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10 Second Interview Questions: 1. What do you think your biggest contributions will be in this role? Now that they know more about your company they should be able to tell you more about how they expect to contribute. 2. What do you see yourself accomplishing in your first 30, 60, and 90 days? This will help you get a sense of what their goals are from the beginning. 3. We talked about salary previously. Does that still work for you? Try to touch on salary expectations in each interview. If they are actively interviewing their salary expectations may be changing. You should know if competitors are attracting them with a higher wage. 4. Are there any questions from the first interview you’d like to answer again? Sometimes a great candidate isn’t great at answering questions on the spot. They may have recalled some important details since the last interview that will help you make a better decision. 5. What are your career goals? The answer to this question will help you to get a sense of how the candidate will fit into your company and contribute over the long term. 6. Do you have any questions about your first interview? Give the candidate an opportunity to ask follow up questions based on the first conversation that you had. This could help them to clarify details that they may have not understood. 7. What would you like to change about this company? Asking someone what they would like to change will give you insight into their skills and help you to see ways that they might benefit your business with their creativity. 8. Can you tell us more about your current job? You probably asked the candidate lots of questions about their current job in the first interview, but if you want to know more, this is a chance to dig a little deeper. 9. What challenges are you lacking in your current role? Find out if there are any projects that the candidate would like to be involved. New challenges can be exciting for a motivated individual. 10. Are you able to multitask at work? Most workplaces have several projects on the go at the same time, and priorities can change with deadlines. You should find out if your candidate has the skills to juggle multiple tasks/projects at the same time when necessary. Selling the Role in the Second Interview: If you think this candidate is a great fit during the second interview, it's time to start selling them on the position. It's likely you're not the only person they're interviewing with, and if they're a top candidate there's likely to be a bit of a tug-of-war over them in the current competitive hiring market. Tips for Getting Top Candidates to Accept Your Offer: Talk about the team they'll be working with, and why they'll enjoy being part of it. Tell them what makes your location great. Tell them why they'll love your workspace. Find out why they're leaving their current job, and use that to sell your company. If it's an A+ candidate, set up a meeting with the highest ranking member of your organization. Download PDF Document In English. (Rs.20/-)

Common Communication Skills Interview Questions: How do you prefer to build rapport with others? How would you go about simplifying a complex issue in order to explain it to a client or colleague? How would you go about persuading someone to see things your way at work? How would you go about explaining a complex idea/problem to a client who was already frustrated? What would you do if you there was a breakdown in communication at work? Talk about a successful presentation you gave and why you think it did well. How would you explain a complicated technical problem to a colleague with less technical understanding? Do you prefer written or verbal communication? Describe a time when you had to be careful talking about sensitive information. How did you do it? What would you do if you misunderstood an important communication on the job? Talk about a time when you made a point that you knew your colleagues would be resistant to. Is it more important to be a good listener or a good communicator? Tell me about a time you had to relay bad news to a client or colleague. Rate your communication skills on a scale of 1 to 10. Give examples of experiences that demonstrate the rating is accurate. How have you handled working under someone you felt was not good at communicating? Describe your communication skills. Download PDF Document In English. (Rs.15/-)

11 Tested Emotional Intelligence Questions: If you started a company today, what would its top values be? Who inspires you? Why? How could you create more balance in your life? What makes you angry? How do you have fun? How good are you at asking for help? How did you deal with a bad day? What's something you're really proud of? Why? Tell me about a time when your mood altered your performance (positively or negatively). Has there ever been a time when you felt you needed to change your behavior at work? How did you do it? Did you create friendships that lasted while working at a previous job? Download PDF Document In English. (Rs.15/-)

Situational Interview Questions: What would you do if you made a strong recommendation in a meeting, but your colleagues decided against it? How would you handle it if your team resisted a new idea or policy you introduced? How would you handle it if the priorities for a project you were working on were suddenly changed? What would you do if the work of an employee you managed didn't meet expectations? What would you do if an important task was not up to standard, but the deadline to complete it had passed? What steps would you take to make an important decision on the job? How would you handle a colleague you were unable to form a positive relationship with? What would you do if you disagreed with the way a manager wanted you to handle a problem? What would you do if you were assigned to work with a difficult client? What would you do if you worked hard on a solution to a problem, and your solution was criticized by your team? How would you handle working closely with a colleague who was very different from you? You're working on a key project that you can't complete because you're waiting on work from a colleague. What do you do? You realize that an early mistake in a project is going to put you behind deadline. What do you do? Download PDF Document In English. (Rs.15/-)

15 Common Leadership Interview Questions: Can you tell me about a time when you demonstrated leadership skills? How do you monitor the performance of the people that you have to lead? Are you able to delegate responsibilities efficiently? How would you describe your leadership style? What can you do to motivate a team? What values are most important to you as a leader? Are you able to collaborate with others and accept new ideas? How do you handle disagreements with co-workers? Who is your favorite leader? Why? Are you more comfortable with verbal or written communication? How do you respond to criticism? Can you tell me about a time when you solved a problem for your employees/employer? How do you measure your own performance at work? What strengths would you bring to this particular job? How well do you know our organization? What changes would you seek to make if you worked here? Download PDF Document In English. (Rs.15/-)

Phone Interview Questions Top 5 Best Phone Screening Questions: Below we've included detailed information behind these phone interview questions to ask candidates. 1. What is your current and expected salary? It's a quick filter, in two ways. If an applicant is making well above what we offer, I know that we shouldn't move forward with them. People almost never go backward on salary, and when they do, they rarely work out in the long term. It tells me how senior they are. For example, a software developer making $100k and one making $150k are fundamentally different candidates. It tells me how I should interview them. A candidate at $100k would fail the $150k candidate interview, and the $100k candidate interview would be too easy for the $150k candidate. I get some important data. If, after interviewing several candidates for a position, I find that all of them are making more than what we're offering, I know we need to rethink our offer. If you decide to ask the salary question, make it the first one out of the gate - they'll be more likely to give a good answer. Tip:  If they won't give an expected salary at first, come back to it. It's a crucial piece of information, because if there is no way to get a financial fit for the candidate, it will be hard to get them to accept the job, and you'll end up wasting a lot of time. 2. Why are you leaving your current role? Understanding their motivation for leaving is key, because if it's due to an issue that is also common in your company, then they are probably not a great fit. 3. Detail the most successful idea you have you taken from concept to launch. This is highly dependent on the role but can be asked for every position in a slightly different way. The goal is for the candidate to answer with the most successful piece of work they completed. It will give you an overall idea of their skills, and what level projects they're able to manage. 4. What are the typical mistakes other candidates make in this role? If they cannot answer this one well and provide examples of when other people do their own job wrong, then they won't realize when they themselves are getting it wrong. A good answer should identify common mistakes made in the job, and maybe even delve into less common ones. 5. Tell me about a great product or service you've encountered recently. Why do you like it? In a way, this goes hand-in-hand with the previous question. The idea is to have candidates come up with an example of work in their field that shows they are keeping an eye on the industry and trends. Should you do a phone screening interview? A preliminary phone interview is a great tool that will help you  streamline your hiring process . This is simply because they require a lot less time on everyone's part. There's no commuting and no scrambling to find a quiet space for the conversation. In 15 minutes you can check to see that the applicant understands the job, meets the  basic job description , and has reasonable salary expectations. You can also do a quick probe of any resume gaps and roles that didn't last long. If you're trying to keep your job interviews to a reasonable length - say 15 minutes - you'll need to pare it down to some essential job interview questions that give you the most useful answers. Remember, you'll probably spend a little over two minutes with introductions, and the same winding down. So realistically you've got about 10 minutes for questions. With that in mind, you've got no time for  common interview questions  about their greatest strength and weakness. Most of the sample phone interview questions we see are so broad they rarely give you any valuable insight into the candidates fit for the role. You need the tough questions that get right down to business and provide useful answers to your telephone interview questions. Below we detail all the best questions to ask during a phone interview and provide phone interview questions and answers. Red Flags to Watch for in Phone Interviews: What are some clear signs that a candidate isn't going to work out? I often see hiring managers asking this question. No one likes to miss a signal that a candidate wasn't the right fit. 1. They talk about money too much. You generally shouldn't hire people motivated only by money. 2. LinkedIn profile and resume don't match. The skills listed on their resume aren't on LinkedIn, or vice-versa, there are jobs or gaps that are different between them, and the applicant gives poor explanations for discrepancies. 3. Low energy. Most companies want self-motivated, driven candidates. It's hard to imagine someone who is low energy during a phone interview having these qualities. 4. Unsure what role they want. If I can tell that a candidate isn't decided on taking the role I'm hiring for and that they're possibly looking into other roles, I usually decline. Applicants like this don't stay in their roles long. 5. Finally, always listen to your instincts. If something doesn't feel right about a candidate then hire someone else, even if you can't work out why it feels off. Basic Phone Interview Tips to Improve Your Process: Here are a few tips for making the phone interview process easier and less time-consuming for interviewers and applicants. Knowing how to prepare for a phone interview will help you quickly switch into interview mode and identify the best candidate possible. 1. Fact check. When a candidate mentions a specific figure, write that down and ask about it again later in the interview. If they answer with the same number, you know it's most likely accurate and not embellished. Candidates rarely remember the exact embellished number they throw out. 2. Speak less, listen more. The candidate should be doing the majority of the talking - you'll want to talk too, of course, they want to learn about you - but it's mostly about them. 3. Schedule smart. Use a service like  Calendly  so candidates can see your availability and book a time that works for both of you. 4. Schedule 15-minute calls, but allow 60 on your calendar. This way if you discover a great candidate you can delve deeper. For less impressive candidates, you can end the call at 15 minutes. 5. Offer phone interview times outside normal business hours. Great candidates may need to be at their current job during working hours. 6. Avoid burn out. Don’t do more than 4 total hours of phone interviews per day, or you'll get interview fatigue. Candidates pick up on this and it comes across as disinterest on your part. 7. Take detailed notes. Seems like an obvious phone interview tip, but worth mentioning. If you've got several candidates, it'll help you keep things straight, and remember their interview answers. If you decide to do an in-person interview, give the notes to all interviewers. 8. Stay organized. Use an  applicant tracking system  so candidates don't fall through the cracks. Should You Do Freestyle or Scripted Interviews? Lots of people wonder this - should you go into your phone interview with a script of questions that you're ready to ask, or should you freestyle it and see where your chemistry with the applicant naturally takes you? Generally, we think it's best to ask the same questions of every candidate during this phase of the interview process. It does two things: gives you a good way to compare the candidates, and gives them all a level playing field. It also means that you're going into every one of your phone interviews prepared, at least where questions are concerned. Of course, the interviews will still take their own shape. A particular answer may prompt you to delve deeper, but it's best to try to come around to asking a particular set of questions during each interview. Phone Interview FAQs: Are there any illegal phone screen interview questions I should be looking out for? Potentially. Obviously anything discriminatory is out. Phone screening questions should not touch on a candidate's race, age, nationality, sex, or other potential areas for discrimination. Check out our article about  illegal interview questions  for info that will cover phone screen questions and other interview situations. What are some good phone interview questions for checking skills? Sometimes just asking them to describe their skill level is best. People might exaggerate on a resume, but they're less likely to deceive someone they're talking to directly. Beyond that, it's usually possible to come up with a few questions that anyone with this skills should always know, and that anyone without them wouldn't. What phone screening interview questions do you recommend for unskilled jobs? Even unskilled jobs require skills. For example, retail customer service often requires someone who can stay calm and not take things personally when people are upset. You can ask them to talk briefly about a time they had to handle someone who was upset, and what they did. I've got too many potential candidates. Do you have any pre phone screening tips to help me get through them? Try sending everyone an email first that asks them to answer 5 questions. The questions should require some thought and about 20 minutes to answer. Send the same questions to everyone. Unmotivated candidates won't bother responding and you'll be able to quickly compare responses and see who you should prioritize for interviews. Download PDF Document In English. (Rs.50/-)

Illegal Job Interview Questions Illegal job interview questions solicit information from job candidates that could be used to discriminate against them. Asking questions about a candidate's race, religion, or gender could open a company up to a discrimination lawsuit. Subject Permitted Not Permitted Notes Address How long have you been at your current address? What is your current address? What was your previous address and how long did you live there? Do you own your own home or rent? Who do you live with? How are you related to the people you live with? Age For some roles age is a legal requirement (working in a bar) so it is acceptable to ask a candidate their age directly and ask for proof. What year were you born? When did you graduate high school? Arrest Record Usually only law enforcement agencies can ask and exclude based on their arrest record. For other businesses it is OK to ask if the arrest is directly related to the role they applied for and relatively recent, but you are walking a very thin line. Avoid any questions relating to arrests if it is not directly related to the job or in states where it is illegal to ask. (i.e., they have not been convicted yet so could be innocent). See convictions below for arrests that have lead to convictions. Also, rejecting applicants based on arrest record has been shown to impact some racial groups. Availability What days and shifts can you work? Are there shifts you cannot work? Are there any responsibilities you have that could make it difficult for you to travel for work? Do you have a reliable way of getting to work? Directly asking about weekend work could be seen as a proxy question for religious observance. Also, questions about evening work or childcare arrangements can impact females who have childcare responsibilities. Asking if they own a car could be seen as racially discriminatory unless it is a requirement of the job. Ask all candidates the same questions on this subject. Asking only women about evening work can be discriminatory as it ties into questions about family status. Citizenship or National Origin Are you legally eligible to work in the United States? Can you show proof of citizenship/visa/alien registration if we decide to hire you? Are you known by any other names? Can you speak, read, and write English? Are you a US citizen? Can you provide a birth certificate? What country are your parents from? What is your background? Where were you born? How did you learn Portuguese? Asking about other languages is fine if it is a job requirement such as a translator or Spanish speaking phone operator. Convictions If the role the candidate applied for is security sensitive then it should be fine to ask questions about convictions. Candidates dealing with large sums of money (cashier, treasurer, money transfer agent) or aligned roles where the candidate is working unsupervised such as janitor, custodian, or truck driver could all be considered security sensitive. Don't ask questions about convictions for roles that are not security sensitive or ask about convictions that have no connection to the role. For example asking a receptionist about speeding convictions. Rejecting candidates purely on conviction record has been shown to disproportionately impact some racial groups. If this question is important then best to ask it later in the interview process so candidates can be excluded for legal reasons first. Credit Inquiries In general do not ask questions about this unless you are sure it is permitted under the Fair Credit Reporting Act of 1970 and the Consumer Credit Reporting Reform Act of 1996. Do you have a bank account? Do you own a home or rent? Have your wages ever been garnished? Were you ever declared bankrupt? Disabilities Accurately describe the job then ask the candidate if they can perform all of the functions. Do you have a disability? Have you ever filed a workers compensation claim? Have you ever suffered a workplace injury? Education Do you have a high school diploma or equivalent? What university or college degrees do you have? What year did you graduate high school? Emergency Contact Name Only after employment is confirmed. Do not ask this as part of any pre-employment interview questions as this could be seen as a question about national original or sexual orientation. Employment How long did you stay at your last role? What was start and finish titles? What is your current and expected salary? When did you first start working? (age discrimination) Some states prohibit questions about current salary. Family Status Do you have any commitments that might prevent you from working the assigned shifts? Are you married? Are you single? Do you have any children? Ask all candidates about outside commitments, not just women, or it will be seen as discriminatory. Financial Status Do you own a car? (only if a requirement of the job) Do you own your own home? Do you own a car? Due to the relationship between poverty and some minorities, questions on this subject can be very sensitive. Height or Weight Accurately describe the job then ask the candidate if they can perform all of the functions. What is your height? How much do you weigh? If you can definitively prove a specific height and/or weight is required for the job, then it is fine to ask, but this is usually unlikely. Marital Status None Are you married? Are you single? Do you have any children? Military Service What experience and training did you receive while serving that would be beneficial to this job? Direct questions about discharge or non-U.S. military service. Organizations Are you a member of a professional organization? Are you a member of the local country club? What sorority did you join? Avoid all questions about non-professional organizations that could be seen as a proxy question about race, age, sex, etc. Personal Information Have you ever worked for us before under any other name? What are the names of your personal references? Did you ever change your name through marriage or court application? What is your maiden name? Pregnancy How long do you plan on staying with us? Do you have any leave planned? Are you pregnant? Are you trying to have a family? Even if a candidate is obviously pregnant, it is not acceptable to ask any questions about this subject. You can still describe the job and then ask if they can perform all functions. Race or Color Almost always not acceptable unless it is a bona fide occupational qualification. All questions about color and race. This is a hot topic question and best to get legal advice on if you are unsure. Relatives Do any of your relatives currently work for us or our competitors? Can you provide the names of your relatives who work for us? What is the name of your relatives who work for our competitors? This does become discriminatory if your company has issues hiring minorities as it could look like you have a preference against hiring them. Religion or Creed None What denomination are you? Who is your pastor? Sex, Orientation, or Gender Identity None None Download PDF Document In English. (Rs.40/-)

SUIT AGAINST CARRIER – COMPENSATION – NON-DELIVERY/ DELAY IN DELIVERING GOODS Nature of grievance: Suit against a carrier for compensation for non-delivery of or delay in delivering goods:  Where the Carrier of the goods causes delay in delivering goods or causes non-delivery of goods consigned – A Suit may be filed for compensation, within 3 years from the date, when the goods should have been delivered, under Article 11 of the Indian Limitation Act, 1963. Reliefs prayed: (As may be appropriate and applicable to the facts of one’s case) a)     That the Defendant be ordered and decreed to pay Rs.________, as per particulars of claim, annexed to the Plaint at  Exhibit “____” ; b)     That the Defendant be further ordered and decreed to pay interest on the Suit amount, @12% from the date of filing of Suit, till date of judgment; and further interest @6% from the date of judgment till payment. c)     The Hon’ble Court be pleased to declare that ___________  (declaration, in the absence of which the rights of the Plaintiff is frustrated); d)     The Defendants be permanently injuncted from acting (permanently restrained from doing of certain acts), such acts which would otherwise frustrate the rights of the Plaintiffs, or such acts, which would otherwise run contrary to the rights of the plaintiff. e)     The Defendants be ordered and decreed by way of Mandatory Injunction to __________ “perform certain acts”; Interim and Ad-Interim Reliefs: Pending the hearing and final disposal of the Suit, the Hon’ble Court so as to prevent the ends of justice from being defeated, be pleased – f)      That pending the hearing and final disposal of the above suit, the Hon’ble Court, in the dues exercise of powers u/s 75 and O.26 of CPC, 1908, be pleased to appoint Court Commissioner, to hold a scientific, technical, or expert investigation; or to conduct sale of property which is subject to speedy and natural decay and which is in the custody of the Court pending the determination of the suit; or to perform any other ministerial act; g)     Interim/ad-interim reliefs in terms of prayer clauses _____ as aforesaid. h)     Such further and other reliefs as this Hon’ble Court may deem fit and proper in the circumstances of the case as may be necessary. Material facts of the case: The Plaintiffs, most respectfully submit that, having regard to the nature of reliefs prayed for in this Suit, the following facts become germane to the controversy herein; And, the reasonable satisfaction of the existence or the non existence, as the case may be, of these facts, may entitle the Plaintiffs the judgment in their favour. The chronology / chain of events, which has led to the present situation, and has constrained the Plaintiffs to seek certain Reliefs from this Hon’ble Court.  [In the chronology / chain of events, the following facts should be set out in clear terms, at appropriate juncture.] 1.      The facts showing that the services of Defendant were availed of, for transporting of certain goods; 2.      The value of the goods, weight and measurement of the goods, marks if any on the goods, which were transported; 3.      The date of loading of goods upon the Carrier: 4.      The place of destination / delivery of goods: 5.      The time within which the goods ordinarily reach the destination: 6.      The date on which the Suit goods reached the destination: 7.      The date/dates on which the Plaintiffs or his Agent was refused delivery of the goods: 8.      The facts showing that loss or injury occasioned to the Plaintiff due to aforesaid delay or non-delivery of goods consigned: [To claim any relief in the nature of declaration ] The facts showing that the Plaintiff is entitled to some legal position, or to some property, or to some right of any nature whatsoever; and the facts and circumstances showing that the Defendant is doing some act by which the Defendant deny such rights of the Plaintiffs; [To claim any relief in the nature of permanent injunction]  The facts showing that the Plaintiff is entitled to some legal position, or to some property, or to some right of any nature whatsoever; and the facts and circumstances showing that the Defendant is doing some act by which the Defendant interferes with such rights of the Plaintiffs; [To claim any relief in the nature of mandatory injunction ] The facts showing that the Defendant is under obligation under the law or under the contract, to perform certain acts, which he is neglecting to do, and the Courts can compel performance of such acts, and the performance of such acts are essential pending the final disposal of the Suit, and the failure of performance of such acts may render the Suit infructuous. Any other factual averments, having regard to the nature of Reliefs claimed. Download Word Document In English. (Rs.30/-) Download PDF Document In Marathi. (Rs.30/-)

APPLICATION UNDER ORDER XXXIX R 2-A READ WITH SECTION 151 OF THE  CODE OF CIVIL PROCEDURE , 1908 ON BEHALF OF THE PLAINTIFF IN THE COURT OF SH.______SENIOR CIVIL JUDGE  (DISTRICT ___________), DELHI IA NO.____________OF 20.. IN SUIT NO.___________OF 20.. IN THE MATTER OF: ABC Versus XYZ …DEFENDANT/RESPONDENT ..PLAINTIFF/APPLICANT APPLICATION UNDER ORDER XXXIX R 2-A READ WITH SECTION 151 OF THE     CODE OF CIVIL PROCEDURE , 1908 ON BEHALF OF THE PLAINTIFF MOST RESPECTFULLY SHOWETH: 1. That the above noted suit for injunction is pending before this Hon‟ble Court and the contents of the plaint be read as part of this application. The plaintiff/applicant is tenant in suit premises bearing House No………………, Uttam Nagar, New Delhi and the defendant is landlord of the same. That on an application U/O 39, R 1 & 2 for interim stay against interference in peaceful possession of the plaintiff/applicant as well as dispossession from the said premises, without due process of law was filed by the plaintiff/applicant against the defendant/respondent alongwith the plaint. That on dt. …………..this Hon‟ble Court was pleased to grant interim injunction in favour of the plaintiff/applicant and against the defendant/respondent for not to interfere in the peaceful possession of the plaintiff/applicant and not to dispossess him without due process of law from the suit property. That on dt. …………..the defendant/respondent inspite of the service and knowledge of the above interim injunction orders dt …………., took forcible possession of the suit premises with the help of anti social elements in utter disregard of the orders of this Hon‟ble Court and the applicant/plaintiff‟s household goods were thrown on the roadside. That the defendant/respondent has thus knowingly and willfully disobeyed and violated the injunction orders issued by this Hon‟ble Court on dt. ………… and rendered himself liable to be detained in civil imprisonment and attachment of his property. List of properties is attached. PRAYER: It is, therefore most respectfully prayed that this Hon‟ble Court may be pleased to: a) take appropriate action U/O 39 R 2-A of the Code of Civil Procedure and other provisions of law may be taken against the defendant/respondent and his property may be directed to be attached and he may be directed to be kept in civil imprisonment for the maximum term. b) direct restoration of the possession of the suit property to the plaintiff/applicant. c) any other appropriate orders/directions may also be passed as may be deemed fit in the facts and circumstances of the case in favour of plaintiff/applicant. Plaintiff/Applicant Delhi. Dated: Through Advocate (Note: An affidavit, duly attested by oath commissioner, in support of this application is to be attached with to this application) Download Word Document In English. (Rs.30/-) Download PDF Document In Marathi. (Rs.30/-)

Format of Civil Appeal In the Court of Shri ______________________ ___________ Vs. ___________ CIVIL APPEAL Report of the Local ________ Sir, The Local ___________- submits the following report :- That I was appointed as a Local ____________ by this Hon’ble court vide order dated _________ with the directions to visit the spot and to submit the report about the existing position of the suit property alongwith rough site plan after issuing Notice to the parties.As per the directions of this Hon’ble court, I served notices upon the counsels for the parties intimating them to come present on the spot on __________ at about _________. I reached the spot on ________ at __________ and firstly I prepared the memo of appearance of the parties. Both the counsels of the parties were present at the spot. I prepared a rough site plan at the spot which is enclosed herewith this report. I visited the spot and prepared the following report: –1- That I entered into the property in dispute from _________ and I found that there is _____ portion just adjacent to the ________. The property is facing towards the _________side. On the main gate I found ________ and the wall with the main gate. The wall was ___. and the same was newly constructed. I found that there were _____ rooms and _____. There were total pillars on which the _____ is entangled. There were ____ pillars in the middle of the _____ and these rooms were old constructed rooms probably constructed about years ago. I found there was kitchen foundation and wall adjacent to the same was ______ Ft. in height. I found lying dust with the _____ wall of the said property. On the western side I found ____, which were also newly constructed. The _____ wall is the joint wall of Shri ______ and _________. In the _________ side there is _______ land in which ________ is standing. I also found the ____ _______ outside the gate and ______ inside the property and property is bounded as under:-East – _____________West – _____________North – ______________South – ______________ It is, therefore, prayed the Local ____________ report may kindly be accepted in the interest of justice. Dated Local _________. Download Word Document In English. (Rs.20/-) Download PDF Document In Marathi. (Rs.20/-)

On an Agreement of Indemnity In the Court of .......................... KK………………………………………………… resi…………….. ...................... Plaintiff  against GM………………………………………………… resi………….. .................... Defendant KK………………………………………………, the above-named plaintiff, states as follows:- 1. On the ……………….... day of…………........ /……………... , the plaintiff and defendant, being partners in trade under the style of…. KK……………..….., and GM……………………...., dissolved the ……………….….., and mutually agreed that the defendant should take and keep all the ………….………………, pay all debts of the firm and indemnify the plaintiff against all claims that might be made upon him on account of any indebtedness of the firm. 2. The plaintiff duly performed all the conditions of the agreement on his part. 3. On the ……………..... day of………....... /……………... , [a judgment was recovered against the plaintiff and defendant by………..…. KM………..……..., in the High Court of Judicature at …………...... , upon a debt due from the firm to KM….. and on the day of ……………./…………………... ,] the plaintiff paid............ rupees [in satisfaction of the same]. 4. The defendant has not paid the same to the plaintiff. [i. Facts showing when the cause of action arose and that the Court has jurisdiction. ] ii. The value of the subject-matter of the suit for the purpose of jurisdiction is ................rupees and for the purpose of court-fees is ................rupees., and Relief claimed.] Dated : Plaintiff Through, Advocate  Verification: I, _________________________, do hereby verify that the contents from paras 1 to ______ are correct and true to the best of my knowledge and personal belief and no part of it is false and nothing material has been concealed therein.  Affirmed at …………………………. this ____________________.  Plaintiff  Download Word Document In English. (Rs.20/-) Download PDF Document In Marathi. (Rs.20/-)

Caveator Application IN THE COURT OF HON’BLE CIVIL JUDGE, _________ R/o ____………….CAVEATORSVERSUS 1- ____ son of _____ R/o ____2- ____ son of _____ R/o ____………….RESPONDENTSCAVEAT UNDER SECTION ___ OF CPC Sir, The caveator most respectfully submits as under:-1- That the caveator are residing at present at the above mentioned address. 2- That the respondent No.1 filed a Suit for Permanent Injunction titled as ____ VERSUS ____ etc.” in the court of _____, Civil Judge, ____ against the caveators. The summons of that case were duly received by the caveator and appeared before the Hon’ble court. 3- That on ____ the respondent No.1 withdraw the said civil suit from the court of _____ with the permission to file a Suit for Specific Performance of the contract against the caveator. 4- That now the caveator have apprehension that the respondents may file any the suit for specific performance against them appeal before the Hon’ble Civil Judge, ____ and can obtain any stay against the caveators. If the respondents files the said suit against the caveator in that event the caveator and/or their counsel _____ Advocate be intimated before passing any order against the caveators.PRAYER It is, therefore, prayed that the caveat of the caveator may kindly be accepted and if the respondents files the suit for Specific permanent & Permanent Injunction or any other civil suit against the caveator in that event the caveator and/or counsel ___ Advocate be intimated before passing any order against the caveator against the caveator in the interest of justice. Dated CAVEATOR  ____ R/o ____  THROUGH COUNSEL  _____, Advocate, _____ Download Word Document In English. (Rs.20/-) Download PDF Document In Marathi. (Rs.20/-)