Our People

Some indicative assignments in the aforementioned areas handled by Minu are as follows:

• An American multinational company having three subsidiaries in India with operations in Hyderabad, Chennai, and Kochi: Conducted a detailed independent internal investigation into, amongst others, claims of suspected misconduct, kickbacks, anti-company activities, breach of fiduciary and statutory duties, financial impropriety, corporate processes involving the finance, administration, HR, and IT functions and vendor selection/ management process whereby violations of legal provisions, as well as internal controls, corporate policies, code of conduct, abuse of authority, anti-bribery and anti-corruption provisions and conflict of interest issues were identified. As a sub-set of the above investigation, Minu handled a post-term sexual harassment complaint anonymously made by a former employee against the key witness in the investigation as well as other retaliatory and ancillary complaints received during the investigation period, drafted all required documentation/communications and assisted in implementation of the recommended actions including resolution of the issues that arose during the implementation process without compromising the integrity of the overall investigation process.
• The Indian subsidiary of a California-based software production and consulting company having operations in Chennai and Bengaluru: Provided crucial guidance and sensitized the company’s management in India and the US on handling of a sexual harassment complaint against a senior employee by working closely with the internal committee to compliantly manage and complete the redressal process in a cost-effective and time-bound manner, assisted in creating a safe working environment for female employees, sensitively handling and managing the parties to the sexual harassment complaint, the company’s stakeholders, and the function heads both in India and the US and advised on issues of cyberstalking and cyber harassment anonymously perpetrated by the accused against the victim, de-escalation of the ramifications arising therefrom, and guided the company in the implementation of more robust processes and policies on sexual harassment, the necessity of having an anti-fraternization policy and related reporting of consensual relationships at the workplace.
• A global pharmaceutical company having manufacturing operations in India: Investigated and submitted findings on a senior employee cum director’s business profile, political connections and associations, criminal records, financial probity, reputation, perceived integrity, social media presence, and the potential exposure therefrom to the global pharmaceutical company, reviewed the company’s contractual arrangement with the global staffing and recruitment firm that had sourced and placed such employee as the head of India operations, advised on actions to be initiated against the employee and other measures to be undertaken in parallel at the management, functional, and operational levels, the company’s rights and remedies against the global staffing and recruitment firm and recommended employment actions to amicably separate with the senior employee without disruption of the business operations in India and handled the employee’s exit from directorship, subsequent appointment of an additional director on the board of directors and other corporate compliances.
• An Indian company delivering digital transformation services to global brands using digital technologies: Assisted the company’s internal committee and management in handling multiple sexual harassment complaints raised by its female employees against their manager and team leader, who was its key client’s employee deputed at the company’s premises. These complaints arose shortly before the renewal of the company’s contract with the client and after the manager had informally pointed out performance concerns to the victims. Minu assisted the company in navigating its delicate relationship with its client counterpart, reviewed the business risks involved, and worked with the company on client management aspects without compromising the statutory requirements of the sexual harassment laws and by ensuring that the company’s interest was adequately safeguarded against any counter-complaints by the victims, witnesses, clients, and/or the client’s employee. As an external member, Minu advised on the legality of having a joint internal committee composed of representatives of both the company and the client and facilitated the internal committee in handling, managing, and ensuring full redressal of the complaints in a legally compliant manner.
• Optum Global Solutions, a UnitedHealth Group entity: Advisory services on social security compliance for domestic and international workers, considerations for eligibility and calculation of statutory bonus, work hours optimization and minimizing overtime utilization across 6 States in India, Grievance Redressal Committee requirements, contract labour management for core and non-core functions, reduction in force and employee transfer in an M&A context.
• Alliant Group, Giesecke & Devrient, Bechtel India, Cerner Corporation, Wolters Kluwer United States Inc.: Advised on Employer’s obligations related to Death Claims in cases of an employee’s intestate demise, nominations, and related issues.
• Nokia Solutions and Networks India Private Limited: Reviewed operating model and existing Health and Safety officer coverage and advised on appointment, qualifications, and other statutory requirements of resources from an occupational health and safety perspective for Research and Development, network implementation, and manufacturing activities under the existing Building and Other Construction Worker laws and the proposed Occupational Safety, Health and Working Conditions Code, 2020.
• India-based Delivery Centers of Global network of Consulting Firms: Assisted with employment and labour compliances, employee onboarding and engagement, workplace policies and training, procurement of operational licenses and registrations, social security compliance, retention strategies, remote/ hybrid work arrangements, handling new hire performance issues, opening of physical workplace, applicable health and safety protocols and measures, compliance requirements under the new Labour Codes, restructuring of wages, overtime obligations, enforceability of longer notice periods, corporate vaccination drives, setting-up of crowd sourcing sites and isolation centers including related waivers, COVID-19 lockdowns/leaves/relaxations/financial support, nomination requirements for death benefits, handling employee redundancies/retrenchments/separations/ exits/abandonment/dual employment, recruitment process outsourcing, and contract labour management.
• The Guwahati (Assam) factory of a private manufacturing company: Reviewed prevailing industrial relations and drafted a Voluntary Retirement Scheme after undertaking a benchmarking study of ex-gratia benefits provided by other private Indian manufacturing companies and advised on the introduction and implementation of a Voluntary Retirement Scheme.
• Broken Hill Proprietary (USA) Inc.: Advised on the visa regime in India, issuance of employment visas to foreign nationals coming to India for execution of projects/contracts, liability, if any attached to issuance of invitation letter by an Indian company, security clearance, immigration formalities and other Indian tax and labour / employment law compliance requirements for expatriates contracted to undertake offshore exploration activities outside Indian territorial waters but within the exclusive economic zone of India.
• A Japanese global med-tech company which is a leading manufacturer of optical products: Conducted an independent anti-bribery and anti-corruption investigation of the operations of its Indian subsidiary.
• The Indian Subsidiary of a Japanese auto component manufacturing company: Advised on various ongoing industrial disputes initiated by the workers against the Indian subsidiary including advice on the proposed litigation strategy to protect the interests of the Indian subsidiary and bring a closure to all the pending court cases.
• A Japanese E-commerce Company: Reviewed an employee’s current employment status with the Indian subsidiary of the client pursuant to transfer of his employment from Japan to India and advised the client on
  • the employee’s statutory and contractual rights against the client and its Indian subsidiary;
  • the obligations of the client and its Indian subsidiary toward the employee; and
  • the recommended process to be followed for termination of the employee’s employment with the Indian subsidiary of the client amicably and to safeguard against the matter becoming contentious.
• A Singapore-based law firm: Advised on the criminal charges, penal consequences, possible exposure to the Indian subsidiary and its officers, statutory reporting obligations, and related issues concerning certain illegal transactions undertaken and corrupt practices adopted by the Chief Financial Officer (CFO) and Administration & Finance Department Head of an Indian subsidiary of a Japanese company engaged in the manufacture of electronic devices.
• A UK Software Company: Conducted an independent anti-bribery and anti-corruption investigation of an Indian subsidiary of a UK company engaged in providing software and services to the insurance sector including an extensive audit of all the IT procurements undertaken in India during a specified period, review of arrangements with IT vendors, suspension and subsequent termination of employees and contractual relationships.
• A Private Distribution Utility: Advised in framing and implementing policies on Practices for Good Corporate Governance which included anti-corruption practices, open door policy, whistleblower protection, money laundering, and conflict of interest related issues.
• A Multinational Company: Undertook an on-site disciplinary investigation into the allegations of various HR, administrative, managerial, and inter-personal issues being faced by the employees of the Indian subsidiary providing information technology-enabled services by conducting interviews, providing a summary of findings, related recommendations and preparing all the documentation related to employee departures.
• A Multinational Service & Hospitality Company: Conducted an HR investigation into the consumption of drugs and alcohol at the workplace and alleged violation of the ‘Alcohol and Drug-Free Workplace Policy’ of the Indian Subsidiary and provided a preliminary investigation report.
• Independent Directors of an independent professional investment information and credit rating agency: Advised on governance issues pursuant to investigation initiated by the Serious Fraud Investigation Office (SFIO) and whistle-blower complaints to the Securities and Exchange Board of India (SEBI).