Enslavement, Plunder & Deceit of #Bitcoin Scam


Bitcoin is a scam made by the asuras to drain humanity’s resources. It’s no different than how they make people to slave and dig the earth for worthless shiny stones like diamonds. Diamonds have no intrinsic value, they are a worthless stone commonly available in the earth. But by creating a false value for them in society they keep humanity’s energies enslaved mining that which is worthless. They do this repeatedly in many, many fields of human endeavor.


A recent news headline states, “One Bitcoin Transaction Now Uses as Much Energy as Your House in a Week”.

Any energy humanity has they want to divert it to meaningless endeavour so it can not be directed towards God conciousness or even human betterment. There is no intrinsic value in a made up mathematical number. People will spend all of their energies trying to “solve” made up problems, when they could be using that energy to solve the real problems of humanity.

The electricity used to “mine” Bitcoin requires the burning of actual fuel. Humanity is burning the world’s limited fuel to solve imaginary mathematical equations that have no purpose or value in society. Not to mention that the computational power of millions of the world’s computers are being diverted to basically run in circles, providing no improvement to humanity, no research or analysis of anything meaningful.

Another recent article states, “Mining Bitcoin now consumes more than 30 terawatt-hours of power globally, which is higher than the individual energy usage of 159 countries.”

Elsewhere we see, “The computer process that generates each coin is said to be on pace to require more electricity than the United States consumes in a year.”

The asura’s theme is to create artificial scarcity in human society so that they can enslave the population. Once they create electricity scarcity, then they will start to charge us higher rates for what is actually cheap electricity. Electricity prices will go up, right when electric vehicles are taking off. “Oh, we can’t give the poor electricity, we are too busy mining imaginary Bitcoin equations that are intrinsically worthless.”

If you can create a higher value for electricity usage, you can then charge people more for what was essentially very cheap. You create a fake value system so that you can boost the price of something that is not actually rare.

This is the real purpose of the Bitcoin, and it is given to us by the same asuras who run the world governments and the banking system. Anything the media promotes, which is owned by them, is obviously in their interest and from them.

The divine God given system for humanity is simplicity and freedom from bondage by being self sufficient in our food and necessities. All of these falsely created complexities are introduced by the asuras to make us dependent on their system for existence, to enslave us and make human life a struggle for existence.

The asuras who control this earth treat humanity as farm animals, and they aim to milk out all varieties of energies produced by mankind – physical labor, mental energy, human resources like energy, etc. They have coralled us into a system where we are nothing but farm animals struggling for our survival, and they are harvesting us and our byproducts. They have created the entire system of society, taxation, labor, medicine, banking, etc., so that it keeps humanity as a resource that they can farm.

What about those who have profited form investing in Bitcoin?

The world bankers encourage gambling by rewarding some few so that others can be lured into the system, before they pull out the plug and cash out on the hard earned money of the sheep. Its no different than the stock market where they can control the prices due to their immense purchasing and selling power. They choose which direction anything moves. They profit when it goes up and they profit when it goes down. But to do that they need to lure in the sheepish hard working members of society. Anyone who profits, does so on someone else’s money. The money you get when you sell out came from a real person. Someone worked and slaved to earn that, and he gives it to you in hopes that his gamble will pay off and he can take someone else’s money.

Sexual Harassment of Women at Workplace & Legislative Changes

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Introduction:

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (‘The Act’) has adopted the definition as envisaged by the SC in the Vishaka Judgment[1] and any unwanted act which is sexual in nature constitutes to be an act of sexual harassment at work place. It includes any act, conduct or behavior which is unwelcoming such as physical intimacy[2]or advances[3], requesting or demanding sexual favors[4], watching or showing pornography or any other physical, verbal or non verbal act of sexual nature. Physical behavior of a sexually oriented nature includes all undesirable physical contact. It also includes verbal conduct such as unwelcome innuendoes, recommendations and hints, sexual gestures, remarks with sexual hints, questionable or offensive sex-related jokes or affronts or unwelcome graphic remarks on the recipient’s body made in their presence or targeting them. Sexual harassment which is non-verbal in nature includes unwelcome conduct[5], foul subjection and undesirable exhibition of sexual contents, objects and pictures through any media.

In Apparel Export Promotion Council V. A.K. Chopra[6], the SC depended upon on the definition envisaged in Vishakha’s Judgment and held that “the act of the respondent was unbecoming of good conduct and behavior expected from a superior officer and undoubtedly amounted to sexual harassment…” It held the superior officer liable for sexual harassment for molesting his junior woman employee at the workplace.

Sexual harassment refers to an undesirable or unwelcoming conduct which is personally offending, enfeebles the morale and thereby, interferes with the ethics and values of the workplace. It is understood as a completely subjective experience.[7]

The term ‘unwelcomed’ stands as a bottleneck into the definition of sexual harassment as it is subjective and contingent to the perspective of a prudent man. Interpretation of a reasonable man comes into picture here making it more difficult to contemplate on a definite meaning. Further, inserting words such as textual, graphic or electronic activities could have made the definition well equipped to deal with the technological development. Subsequently, the definition should be more advanced, in order to ascertain a broader measure and standard for determining cases of sexual harassment.

Procedure for filling a complaint:
The Act prescribes a period of three months from the date of last incident within which a written complaint can be filed by an aggrieved woman. Usually, any intimation made to the immediate supervisor or employer would suffice to begin the inquiry procedure. However, a written complaint for sexual harassment at working place can be filed before any of the following committees and institutions:
  • Internal Complaints Committee (ICC)[8]: ICC is a grievance redressal forum having powers to investigate the complaints made before it, guide an aggrieved woman to file a complaint and to make the needful recommendations to the employer in relation to the investigation. An aggrieved woman can make an official complaint before this committee.
  • Local Complaints Committee (LCC): LCC is set up where ICC has not been constituted and a complaint can be made before it. Also, when the allegations are against the employer himself and to avoid the case from being compromised, a complaint can be lodged before LCC.
In situations where LCC may not be readily and easily accessible, the Act authorizes District officer to designate a nodal officer in very block, tehsil, taluka in rural/ tribal area or municipality in urban areas who can forward the complaints made before it to LCC within 7 days.
  • Local police station: The Act has prudently left it to the choice of the aggrieved party to file a police complaint or not. Where provisions of Indian Penal Code or any other law for the time being in force are applicable, an aggrieved woman and even ICC or LCC can file a complaint at the police station[9]. The Act states that every employer must assist the aggrieved woman in filing a complaint with the police regarding the sexual harassment either by the employee of the workplace[10] or a third party to the workplace[11]. Another implied duty of the employer underlying this is to inform the complainant about her right to file a police complaint and other relevant information pertaining to it. Where an aggrieved woman cannot make a written complaint, the Presiding officer, Chairperson or any member of internal committee or local committee shall assist her throughout the inquiry procedure.[12]
Powers of ICC and LCC:

Both these redressal committees have wide powers to investigate into the matter complained before them and can guide the aggrieved in seeking remedy against the sexual harassment faced by her. With respect to making an inquiry, they shall have the same power as conferred upon civil court under CPC, 1908 which includes summon and order the attendance of any person, to examine the summoned person on oath, discover or require any document to be produced before the Court or any other power as may be prescribed.[13]The jurisdiction of LCC is elongated to those areas of district where it is set up.[14]

Neither the Act nor the Rules under it provide for suo motto action to be taken by ICC. Parliamentary Standing Committee[15] in one of its discussions opined that the Act takes into consideration contingencies like physical or mental incapability or death, which authorizes the legal heir or any other person legally authorized person to file a complaint. But as seen and observed, there may be instances when the legal heir or such an authorized person may not file a complaint or the aggrieved woman herself refrains herself from complaining about the sexual harassment faced by her and in such cases, where a very serious offence has been done which is covered under this Act, ICC may be authorized to take suo motto action to initiate inquiry. But this proposal has not yet been approved.

Eligibility criteria and role of an external member in the process of inquiry by the ICC:

The Act prescribes the external person to be familiar with the issues relating to sexual harassment as the only eligibility criteria for appointment. In one case, it was pleaded that since the allegations were made against the senior most officers by the petitioners, an independent agency must be directed to inquire in the complained matter. The court[16] ordered that allegations have to be examined by a legally constituted complaints committee as per Visakha guidelines. Also, including an external member in the ICC is confirming to the guidelines issued in the Visakha’s case.

The role of an external member in the ICC Committee is indispensible. The supervisor or a member of the ICC may sometimes be accused of committing harassment against the complainant and in such a situation, employer must ensure that at least one person within the composition of ICC is an external member to the company. This is to secure impartiality in dealing with the complaint. A third party must be involved to arrest the possibility of any undue pressure or influence from top level management. As emphasized in various cases[17], the Complaint Committee must involve an external member or body which is conversant with the issues which arise in matters of sexual harassment and if the management is in breach of its obligation, the complaint of the aggrieved is to be re-examined after constituting a proper committee. However, the Act does not permit the employer to outsource handling of complaints to external bodies.

Liability for sexual harassment at workplace on an ex-employee:

Any person who sexually harasses another person at a workplace within the scope of this Act is liable for his conduct. The Act states that an action against the respondent can be taken by the employer in accordance with the service rules of the organization. Service rules of an organization ceases to apply on an ex-employee on the account that he does not render any service to them. Ordinarily, after termination of employment or retirement from service, it is reasonable to deduce that an employer cannot initiate an action against an ex-employee. However, it may be inferred that an ex-employee can be made liable from the practice of making deductions from any dues payable by the organization to such an ex-employee. This widens the scope of obligation on employers. Since the Act does not expressly states anything about ex-employees, the position regarding the same remains ambiguous.

Inquiry after the settlement:

The Act provides to resort to settlement between parties upon the request of the aggrieved or if the ICC or LCC deems fit to do so. No specific procedure for settlement before an inquiry is incorporated in the Act. Therefore, ICC has the flexibility to conduct the settlement proceedings between the parties in any fashion as per its choice but monetary settlement cannot be the basis of conciliation between the parties in any case.[18] Where parties have reached to a mutual settlement, the ICC or LCC shall record the settlement and forward the same to the employer or manager or the District officer to proceed with the determinations made in the suggestions.[19]The copies of the settlement must be provided to both the parties by the ICC or LCC. [20] Ordinarily, no further inquiry shall be made by the ICC or LCC after settlement is complete.[21] However, the ICC or the LCC can continue to make an investigation into the complained matter or forward the grievance to the police if the aggrieved woman intimates them about breach of any terms or conditions of the settlement.[22]

Continuance of investigation during pendency of criminal case:

The Act fails to answer the question whether ICC or the Department can continue to investigate the matter during the pendency of criminal case against the accused or a stay be put on all its inquiry proceedings then. Following cases can help to draw a possible solution to this query.

The SC in 1988 was of the opinion that since criminal and disciplinary proceedings were stranded on the same facts, the disciplinary action should have been stayed.[23] Where the case involved a question of law or facts or is of serious and grave nature, it was advised to the employer to await the Judgment of the court.[24] However, Orissa High Court in 1989[25] held that the scope and field of both the proceedings were independent and distinct and the internal inquiry could continue even after a decision of the court in a criminal case.

The SC has held in its 1999 Judgment that the criminal case proceedings and the departmental proceedings runs in different jurisdictional areas.[26]The question whether internal inquiry should be continued or not after the criminal case is filed was posed before the SC.[27] The plea of continuance of internal inquiry resulting to contempt of court during the pendency of a criminal case was rejected by the court. The court observed that the issue to be determined remains the same in both the internal and criminal proceedings. But the pendency of the case before the court cannot bar the taking of any action by the internal or disciplinary committee. Disciplinary authority can take any action to assist the aggrieved woman and initiating or continuing internal proceedings with sincere intentions cannot be understood as an interference with the justice delivery system. An employee can obtain an order to stay the internal proceedings. In the absence of such a stay order, the internal authorities can freely exercise their power to inquire.

It can be concluded from analyzing these cases that both the proceedings can be initiated or continued at the same time as each one is independent and distinct from one another. Where the matter complained of is grave in nature, decision of the criminal court must be awaited before proceeding with any action. Also, if the criminal proceeding is being unduly delayed, the internal proceedings can be initiated or continued.

Compliances to be adhered by the employer at the workplace:

The Act places various duties on employers to ensure that there is an atmosphere of mutual respect to prevent sexual harassment at the workplace. Primary responsibility of an employer is to provide a safe working environment to both the employees and other people who visit the workplace.[28] To ensure a safe working environment and to make the work place free from exploitation, discrimination and sexual harassment in all of its forms, the Act prescribe to constitute the ICC where the employees are more than 10 in number.[29] The penal consequences to be faced on violation of any work place rules and regulations must be clearly displayed.[30] Also, the names of and contact information of the members of ICC must be declared and shared with all. Every employer must undertake to organize orientation and awareness programmes for members of ICC and employees respectively, at equal intervals to sensitize the issues and its consequences.[31] Other obligations include providing assistance to ICC or LCC in dealing with the complaint and in conducting the inquiry and also to the aggrieved woman if she chooses to file a police complaint under IPC or any other law for time being in force.[32]Also, the employer is duty bound to include the information regarding sexual harassment in annual report[33] and to monitor the timely submission of reports by the ICC.[34]

When the employer fails to adhere to the compliances with the provisions of Act, penalty for non compliance is imposed which may extend to fifty thousand rupees. Further, it provides a punishment to either pay an amount which is twice the punishment or to cancel his license to carry on business if the employer is convicted for the same offence twice. [35]

Basis for determining the amount of compensation:

If the allegations against the respondent are proved, the ICC or LCC can recommend the employer or District Officer to deduce such an amount from the salary or wages of the respondent which is to be awarded as compensation to the aggrieved party or her legal heirs. If such deductions cannot be made, respondent must pay such an amount to the aggrieved woman as directed.

The basis for ascertaining the amount to be awarded as compensation to the aggrieved woman is provided under the Act.[36] It can be with respect to the mental trauma, pain, suffering and emotional distress caused to the aggrieved party or on the loss in the career opportunity or income due to such an incident or medical expenses to cover the cost of treatment and keeping in mind the economical status of the opposite party. In a recent 2013 case, the Court held that the Appellant is entitled to a compensation of Rs 5 Lacs by the Railway department.[37] The Court directed to pay 2.5 lacs to each of the three petitioners and 1 lakh to the fourth petitioner in a complaint filed for sexual harassment.[38]

The purpose of monetary compensation to the victim is to compensate for the physical, mental and psychological harm suffered by her. Consideration for compensation can be deduced from various indicators provided in the Act. The inclusive parameters for ascertaining the amount of compensation can be interpreted to include within its ambit other factors such as depression, injury to feeling, bodily harm, nervous shock, intensity of the crime, incidental damages, psychological and reputational damages or any other ill effect of the act on the aggrieved party.

Conclusion:

A civil suit can also be filed for damages under tort laws. The basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment. The harasser’s actions may be a crime, depending on the state in which they occurred. If the sexual harassment consisted of a physical attack, criminal sexual conduct, stalking, threats or another crime, the harasser may face criminal penalties.

Generally, employers are accountable to the misconduct and misbehavior of their workers or agents during the course of employment. Unless they prove that just and reasonable measures were taken to ensure security to women and to prevent sexual harassment at the workplace, employers remain liable for such an act. The scope of the Act is broad enough to protect woman from being harassed by anyone at the workplace.


[1] Vishakha & Ors. Vs. State of Rajasthan & Ors (Jt. 1997(7) SC 384)
[2] Samridhi Devi V. Union of India and Ors 125 (2005) DLT 284
[3] Pushkala vs High Court Of Judicature (2007) 4 MLJ 692
[4] Reshma M.G. V. Union of India and Ors. , 2016 (Original Application No. 180/00722 of 2014)
[5] D.S. Grewal vs Vimi Joshi & Ors on 17 December (2009)2SCC210
[6] AIR1999 SC625
[7] Dr. Punita K. Sodhi v. Union of India & Ors. W.P. (C) 367/2009 & CMS 828, 11426/2009
[8] Section 4
[9] Section 11(1)
[10] Section 19(g)
[11] Section 19 (h)
[12] Section 9(1)
[13] Section 11(3)
[14] Section 6(3)
[15] Clause 6.5 of the Report of the ‘Parliamentary Standing Committees on Human Resource Development”
[16] Bharati Ray V. Director, Xavier Institute of Management and Ors (2001) 20 OCR 269
[17] Arati Durgaram Gavandi V. Managing Director, Tata Metaliks Limited and Ors (1997) 6 SCC 24
[18] Section 10(1)
[19] Section 10(2)
[20] Section 10(3)
[21] Section 10(4)
[22] Section 11(1)
[23] Kusheshwar Dubey V. Bharat Coking Coal Ltd. (1988) 4 SCC 319: AIR 1988 SC 2118, Para 6
[24] Shri Bimal Kanta Mukherjee V. Newsman’s Printing Works 1956 Lab IC 188
[25] Jayaram Panda V. D.V. Raiyani and Ors AIR 1989 Orissa 109
[26] M. Paul Anthony V. Bharat Gold Mines Ltd. and Anr (1999) I LLJ 1094 SC
[27] Jang Bahadur Singh v. Bail Nath Tiwari (1969) I SCR 134: AIR 1969 SC 30
[28] Supra, Note 2
[29] Section 4
[30] Section 4(1)
[31] Rule 13
[32] Section 19(g) & (h)
[33] Section 22
[34] Section 19(j)
[35] Section 26
[36] Section 13(3) ii
[37] Manisha Sharma V. UOI and Ors 2013 XAD (Delhi) 557: 196 (2013) DLT 741
[38] U.S. Verma, Principal and Delhi Public School Society V. National Commission for Women and Ors 163 (2009) DLT 557

Resolution on 7th Central Pay Commission & List of Allowances


MINISTRY OF FINANCE

(Department of Expenditure)

RESOLUTION

New Delhi, the 6th July, 2017

No. 11-1/2016-IC.—The Seventh Central Pay Commission (the Commission) was set up by the Government of India vide Resolution No. 1/1/2013-E.III (A), dated the 28th February, 2014. The period for submission of report by the Commission was extended upto 31st December, 2015 vide Resolution No. 1/1/2013-E.III (A), dated the 8th September, 2015. The Commission, on 19th November, 2015, submitted its Report on the matters covered in its Terms of Reference as specified in the aforesaid Resolution dated the 28th February, 2014.

2. The Government, vide Para 7 of the Resolution No. 1-2/2016- IC, dated 25th July, 2016, decided to refer the allowances (except Dearness Allowance) to the Committee on Allowances (the Committee). It was also decided that till a final decision on allowances is taken based on the recommendations of the Committee, all allowances will continue to be paid at existing rates in existing pay structure, as if the pay had not been revised with effect from 1st day of January, 2016.

3. The said Committee submitted its Report on 27th April, 2017. The Government, after consideration, has decided to accept the recommendations of the Commission on allowances with 34 modifications as specified in Appendix I. The Statement showing the recommendations of the Commission on allowances and the Government’s decision thereon is annexed at Appendix II.

4. Some of the allowances paid to the Indian Navy which are also paid to the Indian Coast Guard at present have not been mentioned in the Report of the Commission. The Government has decided that these allowances which are admissible to the Indian Navy shall also be paid to the Indian Coast Guard at par with the Indian Navy.

5. The rates in respect of 12 running allowances relating to the Ministry of Railways shall be notified by the Ministry of Railways with the concurrence of the Ministry of Finance. 6. The revised rates of allowances shall be admissible with effect from the 1st July, 2017.

ORDER

Ordered that this Resolution be published in the Gazette of India, Extraordinary. Ordered that a copy of this Resolution be communicated to the Ministries and/Departments of the Government of India, State Governments, Administrations of Union territories and all other concerned.

R. K. CHATURVEDI, Jt. Secy.



#GST Council Relaxes Norms in Eastern States and HP

MINISTRY OF FINANCE

(Department of Revenue)

NOTIFICATION

New Delhi, the 27th June, 2017

No. 8/2017-Central Tax

G.S.R. 647(E).—In exercise of the powers conferred under the proviso to sub-section (1) of section 10 of the Central Goods and Services Tax Act, 2017 (12 of 2017) (hereinafter referred to as the said Act), the Central Government, on the recommendations of the Council, hereby prescribes that an eligible registered person, whose aggregate turnover in the preceding financial year did not exceed seventy five lakh rupees, may opt to pay, in lieu of the central tax payable by him, an amount calculated at the rate of,––

(i) one per cent. of the turnover in State in case of a manufacturer,

(ii) two and a half per cent. of the turnover in State in case of persons engaged in making supplies referred to in clause (b) of paragraph 6 of Schedule II of the said Act, and

(iii) half per cent. of the turnover in State in case of other suppliers:

Provided that the aggregate turnover in the preceding financial year shall be fifty lakh rupees in the case of an eligible registered person, registered under section 25 of the said Act, in any following States, namely:—

(i) Arunachal Pradesh,

(ii) Assam,

(iii) Manipur,

(iv) Meghalaya,

(v) Mizoram,

(vi) Nagaland,

(vii) Sikkim,

(viii) Tripura,

(ix) Himachal Pradesh:

Provided further that the registered person shall not be eligible to opt for composition levy under subsection (1) of section 10 of the said Act if such person is a manufacturer of the goods, the description of which is specified in column (3) of the Table below and falling under the tariff item, sub-heading, heading or Chapter, as the case may be, as specified in the corresponding entry in column (2) of the said Table:


Explanation.—

 (1) In this Table, “tariff item”, “sub-heading”, “heading” and “chapter” shall mean respectively a tariff item, sub-heading, heading and chapter as specified in the First Schedule to the Customs Tariff Act, 1975 (51 of 1975).

(2) The rules for the interpretation of the First Schedule to the said Customs Tariff Act, 1975 (51 of 1975), including the Section and Chapter Notes and the General Explanatory Notes of the First Schedule shall, so far as may be, apply to the interpretation of this notification.



[F. No. 354/117/2017-TRU]

MOHIT TEWARI, Under Secy

वर्तमान प्रत्‍यक्ष कर दरों के मुकाबले कम हैं #GST दरें,देखिये पूरी लिस्ट

देश में नई अप्रत्‍यक्ष कर व्‍यवस्‍था 01 जुलाई, 2017 से प्रभावी होने जा रही है, जिसके तहत जीएसटी परिषद की मंजूरी के बाद आपूर्ति पर जीएसटी दरों के निर्धारण की संयुक्‍त जिम्‍मेदारी केंद्र एवं राज्‍य सरकारों पर होगी।

ज्‍यादातर वस्‍तुओं पर जीएसटी परिषद द्वारा स्‍वीकृत टैक्‍स दरें केंद्र एवं राज्‍यों की वर्तमान संयुक्‍त अप्रत्‍यक्ष कर दरों (केंद्रीय उत्‍पाद शुल्‍क दरों/सन्निहित केंद्रीय उत्‍पाद शुल्‍क दरों/क्‍लीयरेन्‍स उपरांत सन्निहित सेवा कर, वैट दरों अथवा भारांक औसत वैट दरों, उत्‍पाद शुल्‍क पर वैट की वसूली, सीएसटी, चुंगी, प्रवेश कर इत्‍यादि की वजह से कर देनदारी) की तुलना में काफी कम हैं।

#GST के तहत परिसर,भवन,फ़्लैट पर टैक्स कम लगेगा


जीएसटी के तहत परिसर, भवन, फ्लैट इत्यादि पर कम टैक्स लगेगा 

केंद्रीय उत्‍पाद एवं सीमा शुल्‍क बोर्ड (सीबीईसी) और राज्‍यों को इस आशय की अनेक शिकायतें मिली हैं कि निर्माणाधीन फ्लैटों, परिसर इत्‍यादि के संदर्भ में जीएसटी के तहत कार्य अनुबंध सर्विस टैक्‍स 12 फीसदी की दर से लगने के मद्देनजर फ्लैटों की बुकिंग एवं आंशिक भुगतान कर चुके लोगों से यह कहा जा रहा है कि वे या तो 01 जुलाई, 2017 से पहले ही पूरा भुगतान कर दें अथवा 01 जुलाई, 2017 के बाद किए जाने वाले भुगतान पर ज्‍यादा टैक्‍स अदा करने के लिए तैयार रहें। यह जीएसटी कानून के वि‍परीत है। इस मसले को नीचे स्‍पष्‍ट किया गया है :

फ्लैटों, परिसर, भवनों के निर्माण पर कम जीएसटी लगेगा, जबकि मौजूदा व्‍यवस्‍था के तहत केंद्र एवं राज्‍यों के अनेक अप्रत्‍यक्ष कर इन पर लगाए जाते हैं।

जीएसटी के तहत समस्‍त इनपुट क्रेडिट से 12 प्रतिशत की मुख्‍य दर की भरपाई की जा सकेगी। इसके परिणामस्‍वरूप फ्लैट में सन्निहित इनपुट टैक्‍स को फ्लैट की कुल लागत का हिस्‍सा नहीं बनाया जाएगा।

इस बारे में कानूनन स्थिति स्‍पष्‍ट करने बावजूद यदि कोई बिल्‍डर इस तरह की मनमानी करता है तो वैसे में यह भी माना जा सकता है कि वह जीएसटी कानून की धारा 171 के तहत मुनाफाखोरी कर रहा है।

#Telecom Companies can avail #Cenvat Credit under #GST


Cenvat Credit Rules, 2004 provide that credit of Service Tax paid in a financial year, on the onetime charges payable in full upfront or in instalments, for the service of assignment of the right to use any natural resource by the Government, local authority or any other person, shall be spread evenly over a period of three years.

2. Cenvat Credit Rules have been amended vide notification No. 15/2017-Central Excise (N.T.) dated 12.06.2017 so as to provide that Cenvat credit in respect of such services which remains unavailed on the day immediately preceding the ‘appointed day’ may be availed of in full on that very day. Appointed day means the day when Central GST comes into effect. The amendment would enable service recipients to carry forward such unavailed credit of Service Tax under the GST regime. As a result Telecom Service Providers, who have been allotted Spectrum in auction conducted in 2016 and have already availed one third credit in respect of Service Tax paid by them, during 2016-17, would be eligible to take the remaining two thirds credit pertaining to 2016-17 in the GST regime, scheduled to roll out on 1st July, 2017.

Stamp duty on Share Certificates in Delhi


NOTE ON PAYMENT OF STAMP DUTY ON SHARE CERTIFICATES IN DELHI

Definitions:
  • 2(26) “stamp” means any mark, seal or endorsement and includes an adhesive or impressed stamp for the purpose of duty chargeable under the act.
  • 2(6) “Chargeable” means, as applied to an instrument executed or first executed after the commencement of this Act, chargeable under this Act, and, as applied to any other instrument, chargeable under the law in force in India when such instrument was executed or, where several persons executed the instrument at different times, first executed.
  • 2(12) “Executed” and “execution“, used with reference to instruments, mean “signed” and “signature”.
  • 2(14) “Instrument” includes every document by which any right or liability is, or purports to be, created, transferred, limited, extended, extinguished or record.


As per section 56 of the Companies Act, 2013 read with relevant rules made there under, the Share Certificate shall be issued:

  1. Within 2 months of the incorporation of company to the subscribers to the Memorandum of Association
  2. Within 2 months of the allotment of shares, in case of fresh allotment

  • Within 1 month of the receipt of instrument of transfer/ transmission of shares


As per the Section 46 of Companies Act, 2013 read with relevant rules made there under, the Share certificate issued under the Common seal, if any, shall be signed by Two Directors or Director and Company secretary, if appointed, of the Company.

STAMP DUTY IN DELHI:

As per section 3 of the Indian Stamp Act, 1899 (hereinafter referred to as the Act) every instrument mentioned in the schedule is chargeable with the proper duty. The duty payable in accordance with section 10 of the Act by means of stamps indicated on the instrument.

Article 19 of the schedule – IA of the Indian Stamp Act, 1899 (as applicable to Delhi) governs payment of proper duty on the instruments evidencing the right or title of the holder thereof or any other person to any share or stock in any incorporated company or body corporate or to become proprietor of share or stock of any such company or body.

The proper stamp duty payable in all such instrument is Rs. 1/- for every Rs. 1000/- or part thereof of the value of the share or stocks including the amount of premium. The Company shall pay the stamp duty online within 30 days of issue of Share Certificate. If Not paid within 30 days, then proceed for offline procedure because late payment option in online mode currently is not available. (See Procedure below)

In case of non-payment of stamp duty or evasion of payment of stamp duty on the issue of share certificate in case of allotment of share, the company shall be liable for heavy penalty under the Act, which may extend to 10 times of the duty.

In case of duplicate / split share certificate, Stamp duty of Rs. 10/- shall be paid (As per Article 25 of the Schedule – 1A of the Indian Stamp Act, 1899 (as Applicable to Delhi), because the stamp duty has already been paid on the respective share certificates bearing distinctive number of shares.
The stamp duty must be paid where the registered office of the company is situated otherwise it shall lead to Loss of revenue of the State (As stamp duty on share certificate is state matter). In this regards, Collector of Stamp, NCT of Delhi has issued notice to companies to pay the stamp duty on the grounds that registered office of the Company is situated in Delhi and stamp duty shall be paid in NCT of Delhi only.

Link for Payment of Stamp duty Online in Delhi: 



PROCEDURE OF PAYMENT OF STAMP DUTY ONLINE:

  1. Issue and execute the Share Certificate as per section 46 and Section 56 of the Companies Act, 2013.
  2. Make account on the above mentioned website for login.
  3. Fill the details in the shares Details entry form

Upload the Documents: 

  1. PAS -3 with Challan filed to ROC
  2. Executed Share Certificate
  3. List of Allottees
  4. Copy of Board or shareholders resolution
  5. Certificate of previous stamp duty paid, if any.

NOTE: All the documents shall be in pdf format and digitally signed by Director or person authorized for the same. 

5. Submit the details
6. Reference number will be generated after submission.
7. Request initiated can be seen in the status column and after 1-2 weeks the challan shall be generated.
8. Pay the Stamp Duty amount using Net Banking/Debit Card/ Cash/ NEFT/ RTGS. Print the acknowledgement and collect the e-Stamp Certificate from the nearest branch of Stockholding in Delhi by producing the printed acknowledgement at the counter.
9. Submit the e-stamp Certificate to the Collector of Stamp, NCT of Delhi and take acknowledgement of the same.
10. After scrutiny and patching of e-Stamp Certificate, the Certificate of payment of stamp duty shall be issued and Certificate can be downloaded from the status menu.

PROCEDURE OF PAYMENT OF STAMP DUTY OFFLINE (if stamp duty not paid within 30 days of issue of share certificate):

  1. Prepare the file for offline submission with the following documents (2 sets – 1st for submission and 2nd for Receiving):

Application/ Covering Letter duly affixed court fees stamp of the Rs. 10/- See ANNEXURE 1 for format.

2. PAS-3 with challan
3. List of allottees
4. List of director
5. Performa of application – See ANNEXURE 2
6. Authority letter in favor of Practicing Professional (CS/CA) to file the application, getting the certificate and to do further proceedings in this regards – See ANNEXURE 3

7. Photo copy of the original share certificate
8. COI, MOA and AOA of the company
9. Board Resolution of allotment of shares and authorizing any Director or to any other person to do all formalities to pay the stamp duty.
10. Previous Certificate of payment of stamp duty, if any.

2. Submit the file to the Collector of stamps, NCT of Delhi and take receiving on the second set.
3. The hearing date shall be provided via email or contact to the Collector of Stamp, NCT of Delhi, if not received the mail within 15 days of the submission of file.

4. In hearing with SDM, the penalty shall be levied up to 10 times of duty. The Penalty shall depend on justification for the late payment of the duty.

5. Take challan after 1-2 week of hearing.

6. Pay the Stamp Duty amount using Cheque / Cash and collect the e-Stamp Certificate from the nearest branch of Stockholding in Delhi by producing the payment slip at the counter.

7. Submit the e-stamp Certificate to the Collector of Stamp, NCT of Delhi and take acknowledgement of the same.

8. After scrutiny and patching of e-Stamp Certificate, the Certificate of payment of stamp duty shall be issued and dispatched at the registered office of the company via post/speed post or Certificate can be obtained after 1-2 week from the Collector of Stamp, NCT of Delhi.
Note: All the above documents shall be certified by the Director of the Company or person authorized for the same with the Stamp of the Company.  


Loopholes in the Act:

The share certificate shall bear the stamp duty as per the respective State/Union Territory from where certificate is issued. So, it is not necessarily required to pay Stamp duty on share certificate in that state in which registered office of the company is situated, it shall depend on the execution of share certificate. 

Execution of Share certificate:

The question always arise where to pay stamp duty – the place where registered office situated or where the resolution was passed by the Board of Directors for issuance of share certificate. It shall depend on the place where execution of share certificate shall be done.

Executed or Execution means Signed or Signature (See the definition 2(12) above).

First Concept: As the stamp duty is payable only on the instrument hence, the place where the resolution by the Board of Directors is passed is not relevant. When the Board of a company passes a resolution for allotment of shares, the instrument i.e. a share certificate is not in existence. The instrument of share certificate came into existence only when, in terms with resolution, the share certificate sealed, if any, and signed.

Second Concept: The Board meeting can be held anywhere in the India and nowhere written in the Indian Stamp Act, 1899 and Companies Act, 2013 that Share certificate shall be issued only on registered office. The Common seal provision has already become optional as per the Companies (Amendment) Act, 2015 dated 29th May, 2015.

Conclusion:

So, on the above Concept, it is clear that execution of share certificate can be made anywhere in India.  Companies can take advantage of this loophole but it is depend on case to case basis that what would be beneficial for the Company.

But it is advice to all please pay the stamp duty in that state where registered office of the company is situated.


ANNEXURE 1
ON LETTER HEAD OF THE COMPANY

Dated:

To
Collector of Stamp
Head Quarter
5, Shamnath Marg
New Delhi-54

Sub:  Submission of application for the payment of consolidated stamp duty chargeable on the issuance of equity shares in the matter of ………………….PVT LTD/ LTD.

Dear Sir,

This is with reference to the above subject; we are pleased to state that our company M/s. ……………………….. PVT LTD/ LTD. having registered office at ………………………………….. has allotted the following equity shares of Rs. ….. each in the board meeting.

1. Allotment of …………….. equity shares


S.NODATE OF ALLOTMENTNAME OF ALLOTTEETYPE OF SHARESNOMINAL VALUE OF SHARESNO. OF SHARES ALLOTTEDDISTINCTIVE NO OF THE SHARES
















TOTAL





We are enclosing the following documents and papers along with the application for your kind perusal and records.


1. Copy of the Memorandum and Articles of Association of the company (duly signed)

2. Copy of the Forms 2 along with the copy of challan filed to the office of Registrar of companies

3. Copy of the application Performa duly filled up and signed by the directors of the company

4. List of directors of the company

5. Board Resolution in favor of Director or any other person authorize for the same to file application.

6. Certified copy of the Board Resolution of further allotment of shares.

7. Duly signed share certificate.

We would like to state that we have got the order of Payment of stamp duty of earlier allotment of shares and copy of which is attached for your reference. Therefore request your good office to issue the order of payment of stamp duty on the above mentioned equity shares.



Yours faithfully



For …………………………………..PVT LTD/ LTD.





DIRECTOR

DIN:

ANNEXURE 2



Performa to be filled up by the applicant company at the time of submission of application for the payment of consolidated stamp duty chargeable on the issuance of shares/debentures/promissory note


01Name and Address of the Company




02Brief activity of the Company




03Status of the Company


04Date of Allotment of shares/Debentures/promissory notes


05Reason of allotment of shares/Debentures/promissory notes on different dates (If applicable)


06No. of shares/Debentures/promissory notes to be issued


07Face value of each shares/Debentures/promissory notes to be issued


08Premium to be charged on each shares along with return of allotment filed with ROC

09Distinctive No. of shares/Debentures/promissory notes to be issued


10Name of existing Directors/Managing Director of company




Signature of Authorized

Signatory of the Company


ANNEUXURE 3

ON LETTER HEAD OF THE COMPANY
Dated:



To

Collector of Stamp

Head Quarter, 5, Shamnath Marg

New Delhi-54

Sub: Authorization letter for collecting the certificate of consolidated stamp duty in the matter of………………………………PVT LTD/ LTD

Dear Sir,

This is with reference to the above subject; Mr. …………..(Company Secretary/Chartered Accountant in practice) available at …………………………………. is hereby authorized to collect the certificate of payment stamp duty in the matter of …………………………..PVT LTD/ LTD from your good office. He is also authorized to file, sign any papers and documents in connection therewith.



Yours faithfully



For ………………………………PVT LTD/ LTD


DIRECTOR




DIN

#EPFO Cricular on Responsibility of Principal Employer for deposit of PF

Employees’ Provident Fund Organisation
(Ministry of Labour, Govt. Of India)
Head Office
Bhavishya Nidhi Bhawan, 14- Bhikaiji Cama Place, New Delhi – 110066
(CENTRAL ANALYSIS & INTELLIGENCE UNIT)

No.CAIU/011(33)2015/HQ/Vol.II/28445                                                                                                 Dated : 02 Feb 2017

To
All ACCs in charge of Zones
All RPFC-I/RPFC-II
In-charge of Regional/Sub-Regional Offices.

Sub:- Compliance under the EPF & MP Act, 1952 in respect of the Employees engaged by or through contractors,

Sir,

Please find enclosed herewith a copy of letter on the subject cited above with regard to obligation of Principal employer to ensure compliance of their outsourced/ Regular/contract/casual/ Daily wager etc.

This letter has been sent to all the employer via e-mail after approval of Competent Authority.
It is advised to take up this issue with employer in your area to ensure maximum enrolment during current coverage and enrolment drive.

Yours faithfully,
 Encl: as above.                                                                                                                                                                                                                                                                                                                                                                                        (S.C. Goyal)
Addi. Central P.F. Commissioner – II (CAIU)
To,
All the Employers,

Subject: Compliance under the EPF & MP Act, 1952 in respect of the Employees engaged by or through contractors.

Sir,

It has been observed that large number of employees are being hired on Contract basis by various Principal employers including Government departments, PSUs, autonomous organizations, financial organizations etc. for their business activities. Further, in many cases, such contract employee are not being provided Social Security benefits under the EPF & MP Act, 1952which they are entitled to.

2. The EPF & MP Act, 1952 and the schemes framed thereunder are meant to provide Social Security in the form of Provident Fund, Pension and Insurance to all the employees who are employed for wages, in or in connection with the work of an The Employees Provident Fund Organization is entrusted to administer the Act, and in case of default, the Principal employer is liable to penal action.
3. Para 30(3) of the EPF Schemes state that “It shall be the responsibility of the principal employer to pay both the contribution payable by himself in respect of the employees directly employed by him and also in respect of the employees employed by or through a contractor and also administrative charges”.

4. The term”employee” has been defined to mean any person who is employed for wages in any kind of work, manual or otherwise, in or in connection with the work of an establishment and who gets his wages directly or indirectly from the employer, and includes any person employed by or through a contractor in or in connection with the work of the establishment. The Act does not differentiate between casual, contractual and regular

5. In the circumstances Principal employers’ are advised to ensure the following by way of discharge of their statutory responsibility of providing social security to contract employees:

1. The Principal employer should ensure that the contractor is registered with EPFO before awarding any After award of the contract, the contractor details should be entered in the EPFO portal.

2. Payments due to the contractor should be made only after verifying that the statutory PF payments have been made to EPFO. This can be verified either directly from the EPFO portal or insisting on a payment receipt obtained by the contractor from the EPFO portal while making payment.

6.It is further informed that even if the contractors are having separate PF code number, the overall responsibility of ensuring the compliance under the EPF & MP Act, 1952 for the employees working through the contractors by deposit of the dues with the EPFO regularly, rests with the Principal Principal employer can also deduct EPF dues from the contractors’ bill and deposit the same either against the contractors’ code number or their own code number. It is to further inform that there is a provision on the official website of EPFO under the “establishment search option” to verify whether the contractors are regularly depositing Provident fund contribution in respect of their employees.

7. All principal employer are advised to ensure compliance with these

Yours faithfully,
(S.C. Goyal)
Addl. C.P.F.C. II