LIST OF CASES
John Richard Brady Vs. Chemical Process Equipments AIR 1987 Delhi 372
Diljeet Titus Advocates Vs. Alfred A. Adebare 1968 3 AUER 732
Market Investigation Vs. Ministry of Social Security1968 3 AUER 732
Cattle Remedies Vs. Licensing Authority 2007(2)AWC 1093
Escorts Construction Vs. Action Construction1999 PTC 36 (Del)
Michael Heath Vs. Subhash Chandra 1995 PTC 300
Puneet Industrial Control Vs. Classic Electronic (1997) Supp Arb.LR 195 Del 9
Burlington Home Vs. Rajneesh Chhibber 1995 PTC (15) 278
Farm Equipments Vs. Greenfield, Madras High Court 2006 (32) PTC 343 (Mad)
PepsiCo Inc. v. Redmond, 54 F.3d 1262, 1269 (7th Cir. 1995).
Whyte v. Schlage Lock Co., 125 Cal. Rptr. 2d 272 (Ct. App. 2002).
EarthWeb, Inc. v. Schlack, 71 F. Supp. 299, 310 (S.D.N.Y. 1999).
Hubbord v Vosper[1972]2 QB84
Seager vCopydex [1969]2 ALL ER 718
Hariprasad VBenibai 1970JLJ091
Faccnenda Chicken v Fowler [1986]1 ALL ER 617
Gujrat BottlingCo ltd v Coca Cola L(1995)5SCC 545
Zee telefilmsLtd and films and shot and Anr V Sundial Communications Pvt Ltd and Ors 2003[5]BomCR404
Proctor & Gamble Co. v. Stoneham 747 N.E.2d 768 (Ohio Ct. App. 2000).
Pepsi Foods Ltd. v. Bharat Coca-cola Holdings Pvt. Ltd MANU/DE/0740/1999: 81(1999)DLT122
INTRODUCTION:
In the present scenario, in the age of globalization and technological boom where the economy is getting high tech and day by day more competitive, knowledgeable and savvy employees are inevitable. Looking at the present market situation, employees are becoming less loyal towards their company in comparison with the past few decades. Frequency of employees changing companies have , sometimes they leave their jobs and work for competitors or for themselves. Hence in this changing climate, it has beco...
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...etriment to the employer, to which the employee had access in the course of service. The court referred to the judgment of Market Investigation Vs. Ministry of Social Security and held that four fold test of control, ownership of two, chance of profit and risk of loss determine whether the relationship was contract of services or contract for services. In the said judgment an associate attorney of a law firm walked away with data pertaining to the clients’ list and their address details. While issuing an interlocutory injunction, the court held that there was a case of breach of trust or confidence made out. The court further held that a court must step in to restrain a breach of confidence independent of any right under law. Such an intention need not be expressed but be implied as breach of such confidence is independent of any other right as stated above.
In Laduzinski v. Alvarez & Marsal Taxand LLC, plaintiff was looking for a job with defendant, Alvarez & Marsal Taxand LLC. Plaintiff, Laduzinski, claimed that he was lured away from his job under false pretenses since defendants hired him to get access to his contacts. Nine months later, after plaintiff had given all his contacts, the manager of the Alvarez companies fired him because there was no work for him. Laduzinski brought a claim to recover damages for fraud in the inducement.
It’s usually this type of employee that is treated unfairly and gets stuck in a job they do not like. I know I was one of those loyal employees. With the economic shift and government influences (Obama care!) Having a job that works for you and takes care of you is vital.
This restrains the capacity of individual clients – or assailants – to achieve documents or parts of the framework they shouldn't get to. For instance, SCADA framework administrators likely needn't bother with access to the charging division or certain authoritative documents. Consequently, characterize the consents in view of the level of access each activity work needs to play out its obligations, and work with HR to actualize standard working strategies to expel organize access of previous representatives and contractual
It is the finding of this court, that Ms. Varner has presented evidence, and shown adequate proof of National Super Markets Inc. via the inability their official to provide a safe workplace for an employee. The inability, and refusal to report the several incidents of attacks to upper management due to the fact that Ms. Varner spoke through her finance and not formally to him, is a mute case. Moreover, after the NSMI’s response upon being made aware showed and gave proof that Ms. Varner’s reporting the incident to the official would have received the same reaction.
-Court must be convinced that failure to comply with an agreement will lead to one of the parties to suffer prejudice. Court will protect innocent party, will provide remedy
At many organizations, the employees who have been there the longest are the organizations best assets because they already know how to do their jo...
The important phrase to draw from both the dictionary and legal definitions is ‘unauthorised access.’ This will be useful for helping t...
Companies should also consider how they could protect the company’s knowledge advantage. If the organisation is hiring a lot of outside workforce, the same workers might also work for direct competitors. The loyalty of temporary workforce is not necessarily the same as permanent employees, who have formed lasting relations inside the
Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.
The term “trade secret” is often bandied about without a true understanding of what it is and why it is important. Trade secrets are important because they serve to protect your valuable, and often confidential, information from getting into the wrong hands and being used inappropriately. Every entrepreneur can benefit from knowing these important details about trade secrets.
This essay explains the journey of Bollywood (Indian Film Industry) and how it has changed itself and its audience’s perspective on Hindi Cinema. Applying the key features from Dennis McQuail’s “Normative Theory”, the relationship between Bollywood and the audience, controlled by the censorship board will be explained; and how both, the Bollywood industry and Censor Board are responsible for bringing changes to each other in the terms of rules, regulations, audience’s attitudes and their demands, in every period of time. According to McQuail (2010), a normative theory is adopted to clear the confusion prevailing in the information industry, that has become self-centred in modern days; and also to examine if the information created is to serve own self or the government. There have been endless debates by the contrasting individual ideas on how the media should be controlled from displaying unethical contents, and normative theory helps in guiding the individuals (theorists, writers, society and general public) to produce suggestions and ideas that media should follow, for the benefit of society and media (McQuail, 2010). The Indian Film Industry was established in 1913 but began to be known in 1920 (Indian Ministry of Information and Broadcasting, 2010). Bollywood, since then, was and is still controlled by the censor board, however the censor board went through a few transformations, from being independently owned by police heads of every region, to Bombay Board of Film Censors, and finally to the Central Board of Film Censors in 1952 (Indian Ministry of Information and Broadcasting, 2010). Cinema rules were reedited in 1983 and the censor board was re-named to the Central board of Film Certification (Indian Ministr...
It is a well-established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge, they have to invest in human resources, and placing their employees on top priority. This notion has led to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance of employees, organisations must motivate their employees, and engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promote the environment that promotes the organizational commitments and organizational citizenship behavior.
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)