AUDITING – It is the tool to identify and ascertain the potential risk areas and apply techniques to fix them. The simplest way to have a check and balances over the actions of an organisation is to get an audit done by a team of professionals, and taking corrective measures in a time-bound manner to avoid any legal implications in the long term. It is a verification activity on site by examining and inspecting all the books of records and documents to ensure compliance with the statutory requirements. Our firm undertakes auditing, precisely in HR and Industrial Relations, and examine the documents available on record, so that if any practices, detrimental to the health of an organisation, can be expunged and suggestions are also made so that practices of maintaining records are established in such a way so that they conform with the established bye-laws and standing orders, issued by the government from time to time. The basic idea of auditing is to put every stakeholder’s trust in order so that they can always be completely assured in the manner the organisation is working. It is the best tool to rectify the instances of non-compliances.

STATUTORY COMPLIANCES – Tool Which Strengthens The Backbone Of An Organisation. We believe that one can reduce the chances of litigation by ensuring statutory compliance which eventually helps the employer in mitigating future conflicts which gives rise to scores of litigation. Through the process of statutory compliance, an organisation gets a robust system in place, which strengthens the core of a company. We can term this process as building blocks of an organisation, which are essential for the overall growth of an organisation. The most important aspect of compliance for an employer is that it helps in accelerating the positive rating of the company, which always helps in building in its reputation building.

LITIGATION & MEDIATION SERVICES From Tribunals to Appellate Courts, we provide all types of litigation services by defending our client interests after evaluating and assessing each aspect of every case by applying a legal lens. We stand by the principle, that in labour law litigation, an attorney must find a way to keep the sanctity of the employer and an employee relationship maintained. Starting from labour offices to Labour Courts, from filing appeals to Writs in Constitutional Courts, we provide all sorts of litigation services. Particularly in Industrial matters, we believe that Mediation plays a very important role in settling the past scores, arising out of legal issues. Our firm begs the record number of Settlement Awards, through the process of Mediation, to arrive at an amicable solution. Our attorneys are not just excellent legal practitioners but are wonderful mediators, equipped with all the mediation techniques for persuading the parties to reach a consensus.

CONSULTATION - Consultation is the key to maximum employment, minimize litigation. Consultation is the process by which an organisation can accomplish greater tasks and yield better outputs, coupled with maximum results. There could be multiple occasions where an employer faces unprecedented and unforeseen circumstances, which if not dealt with properly, can give rise to complex issues and can hamper the sustainable growth of an organisation. Our Founder Sh. Manoj Kumar Dwivedi has been on the rolls of various reputed Managements for providing consultation services and has always been a great guide to them. It is the cumulative experience of more than 32 years, that he has been able to accomplish such an art of excellency in consultation, which has paved the way for various organisations in achieving their milestones.

ARBITRATION (GOVERNED BY ARBITRATION AND CONCILIATION ACT, 2021) The technique was resolving disputes beyond the courtroom beginning at an early stage. The ancient Aryans believed that conflicts could be settled via intelligence, logic and moderation. This was the foundation for mediation and is still in practice today. Following the discovery of mediation’s cost-effective and time-saving procedures in the 1980s, private organisations began settling their problems via arbitration. Moreover, the Industrial Disputes Act established conciliation as a legal avenue in India. Arbitration became legal in 1879. It was also included in Section 89 of the Civil Procedure Code. Subsequently, the Legal Services Authority Act of 1987 was passed establishing a National Legal Service Authority tasked with encouraging resolution via Arbitration, Conciliation, Mediation and other means. The Arbitration and Conciliation Act was passed in 1996. ADR strategies have been increasingly popular over the years as a result of their significant advantages compared to traditional lawsuits. These elements make it possible to avoid a lawsuit in India, specifically in commercial disputes that can be handled by other procedures like mediation, which is controlled by the Arbitration and Conciliation Act, 2021.