FUNDAMENTAL

PRINCIPLES OF CONTRACT
LAW
Adv. Anuroop Geetha Asokan
INDEX
01 BASIC CONCEPTS OF CONTRACT

02 CONTRACT LAW

NUESTROS PROFESORES
03 Puedes describir en qué consiste la sección aquí

PROCESO DE INSCRIPCIÓN
04 Puedes describir en qué consiste la sección aquí
 LAW ?
A Law is a set of rules established by a government or
other authority to govern behaviors in a community.

Laws are enforced through legal systems and aim to

promote justice, fairness, and social order.

They may be written or unwritten, and violation can

result in various consequences, such as fines or
imprisonments.

Laws may also be amended or repealed over time as

societies evolve and change.
 AGREEMENT ?
An agreement is a promise, or the set of promises given by one party to another
that form the consideration for each other.

Essentials of forming an Agreement:

• Parties - Two or more parties

• Offer or proposal
• Acceptance
• Consideration

Offer + Acceptance = Agreement

Agreements can be oral or written.

 CONTRACT ?
An agreement enforceable by law is called a Contract. A contract is an exchange of
promises between two or more parties to do, or refrain from doing, an act which is
enforceable in a court of law.

Contract = Agreement + Enforceability

Essentials of a valid Contract (Section 10 of the Indian Contract Act):

• Two or more parties
• Offer and acceptance
• Intention to create legal relationship
• Lawful consideration.
• Capacity of parties – Competency
• Free and genuine consent
• Lawful object
• Agreement not expressly declared void
• Certainty and possibility of performance
• Legal formalities
 What Is a Contract of Employment?
An employment contract or job contract, is a legally binding
document that establishes the terms of the employment relationship
between an employer and their employee.

It is an essential document that governs the rights and

responsibilities of both the employer and the employee. In India,
employment contracts are governed by various laws and regulations,
including the Indian Contract Act, 1872, the Industrial Disputes Act,
1947, and the Shops and Establishments Act of various states etc.

Employment contracts in India are primarily governed by the Indian

Contract Act 1872.

Employment contracts in India are generally considered to be

‘unlimited term’ contracts, (i.e. contracts that are valid until
termination or superannuation, unless specifically identified as a
‘fixed term’ contract).
 Contract of Employment

Some of the common provisions included in an employment contract are:

i) Location, description and title of the job;

ii) Date of commencement, duration (whether fixed term or unlimited
term) and type (whether part-time or full-time) of the job;
iii) Details of any probationary period;
iv) Leave entitlement;
v) Salary details and other benefits;
vi) terms governing termination of employment;
vii) Notice Period
viii) restrictive covenants – Confidentiality, Non-Compete, Non- Solicit,
Data Protection, Intellectual Property, Protection of Sexual Harassment,
Anti-Bribery, Health & Safety Regulations etc.
ix) Representation and warranties
x) Governing law and dispute resolution.
 CONFIDENTIALITY / NON-DISCLOSURE:
“Confidential & Proprietary Information” shall mean any information and data
including but not limited to business idea, project details, operating models, trade
secrets, cost plans, software source codes, firmware and software products,
marketing plans, customer/employee/vendor details, launch plans, know-how,
methodology or data in any form or medium, administrative and/or organizational
matters of a confidential, nature and products that have been and/or would be
developed, tangible or intangible, used in or relating to the assets, properties,
business activities, or operations shared with the employee as part of their
service.

Maintain strict confidence and shall not be distribute, disclose, or disseminate

confidential information in any way or form other than for the performance of your
duties.

Violation shall attract Section 381 (theft), Section 403 (dishonest misappropriation
of property) and Section 405 (criminal breach of trust) of Indian Penal Code, in
addition provisions such as Section 43A (compensation for failure to protect
 INTELLECTUAL PROPERTY RIGHTS
INTELLECTUAL PROPERTY (IP) refers to creations of the mind, such as
inventions; literary and artistic works; designs; and symbols, names and images
used in commerce.
Company may have its own IP - trademarked and copyrighted products/data.
Infringement of copyright (63 of the Copyright Act, 1957) - Imprisonment for a
term not less than 6 months which may extend up to 3 years and fine not less
than 50,000 rupees which may extend up to 2 lakh rupees.
Infringement of Trademark (Chapter XII of the Trademarks Act, 1999) - The
punishment can go as high as imprisonment up to 3 years with or without fine.
The fine ranges from 50,000 to 2 lakh rupees. Infringement of Design (Section
22(2)(a) of the Design Act, 2000)- The fine ranges form 25,000 for every
breach. Infringement of Patents (Chapter XX of the Indian Patents Act, 1970) –
Damages shall be claimed to the extend of infringement.
DATA PROTECTION – (GDPR COMPLIANCE):
The protection of personal data is of fundamental importance and data
protection compliance is at the core of our business practices. As part of our
business, we own control and process many sensitive data including personal
data.

We shall adhere to the following data protection principles :

process lawfully, fairly and in a transparent manner;
ensure all necessary controls are in place as per the applicable law
collected for specified, explicit and legitimate purposes and not further
processed in a manner that is incompatible with those purposes;
adequate, relevant and limited to what is necessary;
accurate and, where necessary, kept up to date;
not kept for longer than is necessary;
kept safe and secure; and
transferred in accordance with the law.

Non-compliance of GDPR - 4% of global turnover or € 20 million whichever

is higher.
 CONFLICT OF INTERET:
Non-Solicitation – during the term of the agreement and for a period of 3 year
thereafter you shall not hire or offer any employment or other form of services,
directly or indirectly, either alone or through its affiliates to any of the
employees, agents or consultants of the company.

Non-Complete - during the term of the agreement and for a period of 3 year
thereafter you shall not directly or indirectly:

• contact client/prospective customers of SBL, either directly or indirectly, for

any business purpose.
• help any companies/firms/individuals to become competitor to SBL.
• Start yourself or help others to start any business which is competing with
SBL.

Violation of Non-Solicitation and Non-Compete clause shall lead to breach

of contract and aggrieved party can recover damages for losses suffered
due to such breach.
 ANTI-BRIBERY, CORRUPTION AND FACILITATION
PAYMENTS
Company usually prohibit any and all form of bribery and corruption in all business
dealings. We have a zero-tolerance approach to bribery in any form.

During your course of employment, you must comply with all applicable anti-bribery
and corruption laws and regulations in all countries in which you operate. You
shall not offer, give, receive or request a bribe, whether directly or indirectly, and must
take reasonable steps to prevent others (who are acting on their behalf) from doing so.

Employees must not offer or give an incentive of any kind to any public official
which would cause them to improperly fulfil their function or would be viewed as corrupt
activity. Facilitation payments are small payments often described as ‘commissions’ or
‘fees’ to expedite or ‘facilitate’ a routine government process.

Violation of Prevention of Corruption Act, 1988 (Prevention of Corruption Act),

Indian Penal Code, 1860 - cover bribery and fraud, including offences relating to
criminal breach of trust and cheating, Foreign Contribution (Regulation) Act,
2010.
RESPECTING HUMAN RIGHTS AND TREATING PEOPLE
WITH RESPECT

The employee must demonstrate a commitment to respecting human rights and

protecting the dignity of customers, partners, vendors, co-employees, supporting
staff’s, consultants and all other parties associated during your tenure with us. .

The employee must never discriminate, at any stage of employment, against any
individual on the basis of age, gender, race, religion, national origin, sexual
orientation, disability, or any other classification protected by applicable law.

The protection offered by law include the prohibition of abuse of any kind, including
physical, verbal, sexual or emotional abuse, inhumane or degrading treatment,
corporal punishment, threats, intimidation or any other form of harassment or
offensive behaviors.
 SEXUAL HARASSMENT AT WORKPLACE

Company is committed to a work environment in which all individuals are treated with
respect and dignity. Each individual has the right to work in a professional atmosphere
that promotes equal employment opportunities and prohibits unlawful discriminatory
practices, including all types of harassments.

Sexual harassment includes such unwelcome sexually determined behavior

(whether directly or by implication) as:
a) Physical contact and advances;
b) A demand or request for sexual favors;
c) Sexually colored remarks;
d) Showing pornography;
e) Any other unwelcome physical verbal or non-verbal conduct of sexual nature.

Section 354 A IPC - Sexual harassment and punishment for sexual harassment - shall
be punished with rigorous imprisonment for a term which may extend to three
years, or with fine, or with both.
 Contract of Employment
Execution of an employment contract?

Signed in two identical copies, one for the employer and the other for
the employee. Better to get the contract stamped appropriately as per
the stamp act applicable to the jurisdiction. (INR 200 as per Kerala
Stamp Act).

Can an employment agreement be enforced in India?

The Indian Contracts Act makes no mention of an employment

agreement. Nonetheless, it is allowed in India as long as it does not
place any undue restrictions on the employee.

.
 What are laws that regulates employment?
1. The Shops and Establishments Act

The Shops and Establishments Act is enacted by every state in India. IT

and ITES companies in a particular State are covered within the definition
of ‘commercial establishments’ under the Shops & Establishments Act of
the State. These state enactments regulate the conditions of work in an
establishment and provide for statutory obligations of the employers
and rights of the employees in the unorganized sector of employment
and other establishments. In addition to maintaining certain records, the
enactments also provide for the following:

• Working hours per day and week.

• Guidelines for opening and closing hours, closed days, national and religious
holidays, overtime work, spread-over, rest interval.
• Rules for employment of women, children and young persons.
• Annual leave, casual leave, sickness leave, maternity leave, etc.
• Rules for employment and termination of the same.
• Maintenance of registers and records and display of notices.
• Duties of employers and employees .
What are laws that regulates employment?
2. The Employees’ Provident Fund & Miscellaneous Provisions
Act, 1952.

The Employees Provident Fund Act is enacted by Parliament in order to

provide financial security and stability to employees in an event that the
employee is temporarily or no longer fit to work or at retirement. Employee
Provident Fund (EPF) is implemented by the Employees Provident Fund
Organization (EPFO) of India. The Provident Fund Act applies to any
establishment employing twenty or more persons. 12% of the Basic, DA to
be contributed by the employer and employee each to the EPF account of the
employee.

Employees can file a complaint with the EPFO if the employer for non-deposit
of PF contributions. Employees can initiate a criminal case with the police or
approach the chief vigilance officer appointed by the labor ministry.

If found guilty can lead to imprisonment for up to three years, a fine, or

both. In severe cases, the offence may also fall under Section 409, which
carries a punishment of imprisonment for life or up to ten years, along with
a fine. The EPFO can impose interest for late deposit of EPF deductions
What are laws that regulates employment?
3. The Employees’ Compensation Act, 1923

The Workmen’s Compensation Act, 1923 has now been amended and called
the Employees’ Compensation Act which covers ‘employees’ in its sweep
as well. This Act provides for compensation to workmen and employees for
various injuries, even death, incurred during the course of their employment
“Esta es una cita. Son palabras llenas
de sabiduría que alguien importante
dijo y que pueden inspirar a todo el
mundo”.
—ALGUIEN FAMOSO
 01
MÉTODO DE
ENSEÑANZA
Describe en qué consiste esta sección si
lo necesitas
NUESTRO MÉTODO DE ENSEÑANZA

FEEDBACK
Júpiter es el planeta más grande de todos

EVALUACIÓN
Venus es el segundo planeta desde el Sol
MÉTODOS
OBJETIVOS
A pesar de ser rojo, Marte es muy frío

ACTIVIDADES
Mercurio es un planeta muy pequeño
LO QUE NOS DIFERENCIA

MERCURIO VENUS MARTE

Mercurio es el planeta más Venus tiene un nombre Aunque sea rojo, Marte es en
cercano al Sol y el más precioso y es el segundo realidad uno de los planetas
pequeño del sistema planeta más cercano más fríos
EL CURRÍCULUM INTRODUCCIÓN
La Tierra es el tercer planeta más cercano al
Sol y el único que alberga vida

20XX Venus es cálido

CARACTERÍSTICAS
VENUS 60%
20XX Marte es un lugar frío MART
80%
E
VENTAJAS
20XX Neptuno está muy lejos

25% 50% 75%

20XX Júpiter es el más grande

PLUTÓN CERES TIERRA
NUESTRAS ÁREAS ACADÉMICAS
MERCURIO JÚPITER
Es el planeta más cercano Es el planeta más grande
al Sol del sistema

VENUS SATURNO
Es el segundo planeta más Está compuesto por
cercano al Sol hidrógeno y helio

MARTE NEPTUNO
A pesar de ser rojo, Marte Es el planeta más lejano
es muy frío de todos al Sol
NUESTRA MISIÓN Y VISIÓN
MISIÓN
Venus tiene un nombre precioso y
es el segundo planeta más
cercano al Sol. Es un planeta
caluroso
VISIÓN
Mercurio es el planeta más
cercano al Sol y el más pequeño
de todos en el sistema solar
NUESTROS VALORES

MERCURIO MARTE
Mercurio es el planeta más Aunque sea rojo, Marte es en
cercano al Sol y el más realidad uno de los planetas
pequeño de todos más fríos

VENUS JÚPITER
Venus tiene un nombre Júpiter es un gigante gaseoso y
precioso y es el segundo el planeta más grande de todos
planeta desde el Sol
14 800
Un gran número puede ayudarte a captar la
atención del público
NUESTRO ÉXITO

50 % 70 % 90 %
MERCURIO VENUS MARTE
Mercurio es el planeta más Venus es el segundo planeta A pesar de ser rojo, Marte es
cercano al Sol desde el Sol muy frío
UNA IMAGEN VALE MÁS
QUE MIL PALABRAS
 ESTADÍSTICAS
VENUS
50 % Es el segundo planeta más
cercano al Sol

MERCURIO
20 % Mercurio es el planeta más
cercano al Sol

MARTE
30 % A pesar de ser rojo, Marte es
Sigue el enlace del gráfico para modificar sus datos
y luego pega el nuevo aquí.
en realidad un lugar frío Para más información, haz clic aquí
 NUESTROS PROFESORES

JOHN DOE JENNA SMITH

Aquí puedes hablar un poco sobre Aquí puedes hablar un poco sobre
esta persona esta persona
NUESTROS OBJETIVOS
MERCURIO
Mercurio es el planeta más cercano al Sol y el
más pequeño del sistema solar

VENUS
Venus tiene un nombre precioso y es el segundo
planeta más cercano al Sol

MARTE
A pesar de ser rojo, Marte es en realidad un lugar
frío. Está lleno de polvo de óxido
PROGRESO DEL ESTUDIANTE

PERIODO 1 PERIODO 2 PERIODO 3 PERIODO 4

Mercurio es el planeta más Mercurio es el planeta más La Tierra es el tercer planeta Marte es en realidad un lugar
cercano al Sol caliente de sistema solar más cercano al Sol frío

Mercurio es el planeta más Venus es el segundo más La Tierra es el único que Marte está lleno de polvo de
pequeño del sistema solar cercano al Sol alberga vida óxido de hierro

Saturno recibió su nombre de Venus es el segundo planeta La Tierra es el planeta donde Neptuno es el planeta más
un dios romano más brillante vivimos todos grande del sistema solar
 PROCESO DE INSCRIPCIÓN

MERCURIO VENUS
Es el planeta más Júpiter es el planeta
1 cercano al Sol 3 más grande

VENUS TIERRA
Venus tiene un 2 Es el tercer planeta 4
nombre precioso más cercano al Sol
 PALABRAS
ASOMBROSAS
NUESTRAS UBICACIONES
REINO
CANADA UNIDO
Júpiter es el planeta más Saturno es un gigante
grande gaseoso y tiene anillos

E.E.U.U. AUSTRALIA
Neptuno es el planeta Marte es en realidad un
más lejano del Sol lugar frío
 MOCKUP
Puedes reemplazar la imagen en
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derecho en ella y luego elige
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 RECORDATORIOS ESPECIALES
Es el segundo planeta más A pesar de ser rojo, Marte es
cercano al Sol en realidad un lugar frío

VENUS MARTE

14/10 12/12

07/09 10/11 13/02

MERCURIO SATURNO NEPTUNO

Mercurio es el planeta más Es un gigante gaseoso y tiene Neptuno es el planeta más
cercano al Sol varios anillos lejano del Sol
RECORDATORIOS ESPECIALES

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