Having a robust employment policy and employment terms which are well-balanced to employee and management interests is critical to sustained growth and Pre-empt employee attrition. New age companies wish to adopt policies which stretch boundaries and dispense with customary norms such as limited leaves, work timings, work location etc.
We assist and guide companies across a wide spectrum of such issues and help devise employment policies and terms which are tailored to their needs while ensuring they are also in alignment with prevailing regulatory norms.
Our employment practice would typically include advice on:
- Employment agreements and policies, employee severance, structuring of compensation and benefits, consulting and secondment arrangements;
- Modalities and legal framework for termination of employment arrangement/contracts;
- Drafting/review of confidentiality, non-compete, IP assignment arrangements;
- Advice on employment related contentious issues – dispute resolution through mediation, arbitration or court litigation;
- Addressing and resolving contentions raised by employees/workers, including situation where support of Labour Union has been enlisted by the workers/employees;
- Carrying out legal due diligence with assistance from external experts specialising in labour related filings, audit and liaising with labour department authorities to check for on employment related compliance and filings required under labour legislations and advising on manner to resolve any non-compliances;
- Preparing necessary documentation and providing advice on employee transfers in the course of business transfers;
- Drafting of necessary policy/framework document required under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, advising on compliances required thereunder, including enlisting an expert qualified to act as external member of the internal complaints committee of an organisation.