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Terms & Conditions
Please read these Terms and Conditions ("Terms", "Terms and Conditions") carefully before using our webstore operated by our company/entity. ("us", "we", or "our"), or the services provided therein (the “Service”).  These Terms apply to all visitors, users and others who access or use the Service. 
Your access to and use of the Service is conditional upon on your acceptance of and compliance with these Terms.  By accessing or using the Service you agree to be bound by these Terms. If you disagree with any part of the terms, do not access or use the Service. 
We reserve the right to revise these Terms from time to time. Please check these Terms from time to time for any amendments. Your continued use of the Service after these Terms have been amended will be deemed to constitute your acceptance of the amended Terms.


Placing an Order
To place an order through our webstore, click on the product that you wish to purchase and follow the onscreen instructions. Your purchase of the product shall be subject to the terms and conditions contained in our webstore in relation to the product.    
You should take care to ensure that all the information you provide to us is correct. Please check your Order before submitting it to us. If you are placing an Order for a product which is digital content, you must check that the specifications of your computer or device meet the hardware and software requirements.
After you have placed an Order, we will send an email to you acknowledging that we have received your Order. This acknowledgement does not, however, mean that your Order has been accepted by us.
We are not obliged to accept your Order and may at our discretion decline to accept any Order. In the event we decline to accept an Order, we may send an email to you notifying you that we do not accept your Order. This is typically for the following reasons:
a.	the product is not available;
b.	we cannot authorise your payment;
c.	you are not allowed to purchase the Product from us under the applicable law;
d.	we are not allowed to sell the Product to you under the applicable law; or
e.	there has been an error in the pricing or description of the product.


When we accept your Order, we will confirm such acceptance by sending an email to you confirming that we have received your Order and will be preparing to ship the product to your address or, in the case of Products which are digital content, providing you with instructions on how the digital content can be downloaded (“Confirmation Email”). A binding contract in respect of the product ordered will be formed between you and us when the Confirmation Email is sent to you.


Cancellation & Refund
If you change your mind, or the product you received is not what you expected or are otherwise not satisfied with our product, please contact us before returning the item. 
You have [fourteen days] to return an order after receiving it.
If the product or packaging is used or damaged, we reserve the right to deduct any depreciation in value when refunding the product. 
Unless otherwise agreed upon, the refund will be processed through the same payment method you used to make your original purchase.


Shipping & Delivery
Products in stock are normally delivered within the number of working days shown on our website.
We will deliver the Products to the address given in your Order. If no one is at the address at the time of delivery, we will inform you of an alternative time for the delivery or a location where you can collect the Products.
Unless arrangements are made with us, you must cover the cost of the return. We reserve the right to not allow for returns or exchanges to our products. 
Please note that exceptions may apply for the return of certain custom-made, hygienic and other products
You are responsible for any damage incurred by items during the return shipment. We therefore strongly recommend that you send the products well packaged, in good condition and in their original box and/or packaging.
If possible, please provide us with a tracking number for the return shipment.
If a returned item is shipped internationally, mark as “RETURNED GOODS” to avoid any Customs charges. We are not responsible for any charges imposed on packages returned by Customs.
If you have any questions, please contact us.


Disclaimer
The information contained on our webstore is for general information purposes only. We assume no responsibility for errors or omissions in the contents of our webstore or in the course of providing the Service. In no event shall our company be liable for any special, direct, indirect, consequential, or incidental damages or any damages whatsoever, whether in an action of contract, negligence or other tort, arising out of or in connection with the use of our products, our webstore or the Service. 
We reserve the right to make additions, deletions, or modification to the contents on the webstore at any time without prior notice. We do not warrant that the webstore is free of viruses or other harmful components. 
You agree that we do not make any representations or warranties of any kind (implied, express or statutory) including warranties as to merchantability, satisfactory quality or fitness for a particular purpose, in respect of our products and/or the Service.  In addition, we do not make any representations or warranties that any digital content which we supply to you is (i) compatible with any third party software or equipment; or (ii) free of errors or bugs.


Privacy
The security of your Personal Information is important to us, but remember that no method of transmission over the Internet, or method of electronic storage, is 100% secure. While we strive to use commercially acceptable means to protect your Personal Information, we cannot guarantee its absolute security. 
We may use your Personal Information to contact you with newsletters, marketing or promotional materials.


Governing Law and Jurisdiction
These Terms shall be governed by and construed in accordance with the laws of the country which we have our primary place of business in. All disputes arising out of or in connection with these Terms shall be submitted to the exclusive jurisdiction of the Courts of the said country.


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The Industrial Employment (Standing Orders) Act, 1946, provides a framework for employers to define and communicate terms of employment and work-related rules to their employees. These standing orders cover various aspects of employment, such as working hours, holidays, leaves, disciplinary procedures, and more.

Applicability: The Act applies to industrial establishments employing 100 or more workers & for State of Haryana this act implies on all establishments employing more then 50 employees.
however any State governments can modify this threshold according to local conditions any time with due procedures. 

Preparation of Standing Orders:
Employers are required to draft standing orders in writing, which lay down terms and conditions of employment.
These orders should cover matters such as classification of workmen, shifts, working hours, attendance, holidays, leave rules, disciplinary actions, termination, and other employment-related aspects.

Certification: Once the standing orders are prepared, they need to be submitted to the Certifying Officer (usually a labor department officer) for certification. The Certifying Officer ensures that the orders are in accordance with the law and do not violate employees' rights.

Notice and Objections:
Before certifying the standing orders, the Certifying Officer typically invites objections from employees.
If objections are raised, a hearing may be conducted, and modifications to the standing orders might be made based on the feedback.

Certification and Display:
After considering objections, if any, the Certifying Officer certifies the standing orders. 

Once certified, the standing orders become legally binding and applicable to the establishment.
A copy of the certified standing orders must be prominently displayed within the establishment for employees to access.

Modification and Revision:
Standing orders can be modified or revised, but any modifications need to be submitted to the Certifying Officer for approval.
The Certifying Officer can approve the modifications after following a similar Objection process.

Disciplinary Actions:
Standing orders generally outline the disciplinary procedures that should be followed for various instances of misconduct or indiscipline by employees.
The process often includes warnings, suspension, and termination, following due process and principles of natural justice.

Standing Order Compliances as per Industrial Employment Act 1946

the "Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013," which is an Indian legislation aimed at preventing and addressing sexual harassment against women in the workplace. However, please note that information may have changed since then, so I recommend checking with official sources or legal experts for the most up-to-date information.

Here are some key points related to the compliance requirements under the POSH Act as of 2021:

Internal Committee (IC): Organizations with 10 or more employees are required to constitute an Internal Committee (IC) to address complaints of sexual harassment. The committee should include members from various roles and departments.

Complaint Mechanism: The Act mandates the establishment of a mechanism for receiving and redressing complaints of sexual harassment. This should provide a safe and confidential platform for employees to report incidents.

Policy: Organizations are required to formulate and publish a policy against sexual harassment. This policy should define what constitutes sexual harassment and detail the procedure for filing complaints, the investigation process, and the penalties for offenders.

Awareness and Training: Regular awareness programs and training sessions should be conducted for employees to educate them about their rights, the complaint process, and the consequences of sexual harassment.

Filing Complaints: The Act ensures that victims of sexual harassment have the right to file complaints without fear of retaliation. The Act also safeguards the confidentiality of the complainant and witnesses.

Investigation Process: The IC is responsible for conducting an unbiased investigation into the complaints. The inquiry process should be fair, just, and time-bound.

Report Submission: Once an inquiry is complete, the IC should submit a report with recommendations to the employer. Based on this report, the employer should take appropriate actions.

Penalties: The Act lays down provisions for penalties and punishments for offenders. These can range from warnings to termination of employment, as well as potential legal actions.

We Provide Industrial Tested Soltuions to meet all the dimensions of POSH Act Complaxities 

Posh Act Compliance Management

Posh Act Registration Compliances

Drafting HR policies is a crucial task for any organization to ensure clarity, consistency, and compliance in its human resources practices. Here's a general guideline on how to approach drafting HR policies:

Understand Your Organization:

Before you begin drafting policies, understand your organization's culture, values, and specific needs. Different organizations might require different policies based on their industry, size, and workforce.

Identify the Policies Needed:
Make a list of HR policies that are relevant to your organization. Common policies include Equal Opportunity, Code of Conduct, Anti-Harassment, Compensation and Benefits, Leave and Time Off, Performance Management, Health and Safety, etc.

Research and Legal Compliance:
Research local, regional, and national laws and regulations that pertain to the policies you're drafting. Ensure that your policies comply with legal requirements to prevent potential legal issues.

Policy Structure:
Start each policy with a clear title and purpose statement that explains the policy's objective. Follow this with sections outlining policy statements, responsibilities of employees and management, procedures for implementation, and any consequences for non-compliance.

Language and Tone:
Use clear, concise, and simple language that is easy to understand for all employees. Maintain a professional tone while avoiding unnecessary jargon.

Consistency:
Ensure consistency in language, formatting, and terminology across all policies. This helps maintain a unified approach to policy communication.

Inclusion and Diversity:
Make sure policies are inclusive and considerate of diverse backgrounds, genders, and abilities. Avoid any discriminatory language or practices.

Customization:
Tailor policies to your organization's specific needs and circumstances. While there might be standard guidelines, make sure policies align with your unique work environment.

Consult Stakeholders:
Involve relevant stakeholders, such as legal advisors, senior management, and department heads, in the review and approval process. This helps ensure the policies are well-rounded and comprehensive.

Feedback and Revision:
Seek feedback from employees and managers before finalizing policies. This can help identify potential issues and ensure buy-in from all levels of the organization.

Communication:
Once policies are finalized, communicate them effectively to all employees. This can be done through employee handbooks, training sessions, intranet portals, or other suitable methods.

Regular Review:
HR policies should not be static. Regularly review and update them to reflect changes in laws, regulations, and organizational needs.

Remember, the process of drafting HR policies requires careful consideration, collaboration, and attention to detail. Each policy we create should contribute to a positive work environment, legal compliance, and the overall well-being of your employees and the organization. If you're uncertain about any legal aspects, consider consulting with legal professionals to ensure your policies are accurate and compliant.

Drafting & Implimenting HR Policies 