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An overview: List of Companies Offering ESOP in India

In an increasingly competitive industry, startups are going to great lengths to sweeten deals in order to hire and keep personnel. According to a VCCircle investigation, 32 Indian businesses have spent close to 3,000 crore, or $440 million, to buy back employee stock options (Esops) this year.

In 2021, the number of employee stock ownership plan (ESOP) liquidity events by startups of all stages set a new high. Throughout the year, more than three dozen Indian startups facilitated or announced ESOP repurchase plans totaling $440 million. In comparison to the previous year, ESOP buybacks have increased by more than eightfold.

BrowserStack announced a $50 million ESOP liquidity scheme, similar to Flipkart's $80.5 million ESOP buyback. Employee stock buyback schemes worth $29.5 million, $23 million, $19.3 million, $19.1 million, and $18 million have been launched by UpGrad, Udaan, CRED, ShareChat, and PhonePe, respectively. Swiggy, a food tech company, recently stated that in 2021 and 2022, it will buy stock worth $35-40 million from its employees. The List of Companies Offering ESOP in India are increasing day by day in numbers.

While the bulk of these organizations have already purchased shares held by their employees, others are in the process of doing so. Zerodha, MamaEarth, and Locus are among the projects in progress.

According to Fintrackr, a dozen companies, including Zerodha, Swiggy, Unacademy, FirstCry, Urban Company, and Meesho, purchased ESOPs valued close to $50 million from their employees. Swiggy and Zerodha, with $9 million in buybacks each, were the largest fortune makers for their staff in the recent year.

ESOP: List of Companies Offering ESOP in India

Aside from ESOP buybacks, some growth-stage companies have expanded or created new ESOP (List of Companies Offering ESOP in India) pools for their employees, including Flipkart, Paytm, Zomato, Nykaa, Byju's, Zerodha, Swiggy, PharmEasy, OfBusiness, and Ola.

Flipkart has a Rs 17,000 crore [$2.26 billion] ESOP pool, while Oyo has a Rs 7,569 crore [$1 billion] pool, according to a research by Longhouse Consulting. The ESOP pools for Zomato, Paytm, and Nykaa are Rs 5,639 crore [$750 million], Rs 4,571 crore [$610 million], and Rs 4,280 crore [$570 million], respectively. Byju's, India's most valuable startup, has a Rs 3,092 crore [$412 million] ESOP pool.

Following World War II, the phrase "non-governmental organization" first appeared in the United Nations Charter in 1945. However, similar groups have existed for many years, pushing for issues such as women's rights and the abolition of slavery. There are now thousands of non-governmental organizations (NGOs) all over the world. What exactly is an NGO? What types of NGOs are there?

 Other types of NGOs

NGOs can be further subdivided (types of NGOs) into operational and advocacy NGOs depending on their specialised areas of activity. Here are some of the most common  types of NGOs:

 BINGO – A "large international" non-governmental organisation, such as the Red Cross. These are also known as "business-friendly" non-governmental organisations.

INGO — An international non-governmental organisation, such as Oxfam.

ENGO — An environmental non-governmental organisation, such as Greenpeace.

RINGO — A religious international non-governmental organisation, such as Catholic Relief Services.

A civil society group, such as Amnesty International.

GONGO — A government-run organisation, similar to the International Union for Conservation of Nature.

 NGOs, like the two primary definitions (operational and advocacy), can fit into more than one of the categories listed above. Many worldwide non-governmental organisations (NGOs) have consultative status with UN bodies specialised to their field of expertise. The Women's International League for Peace and Freedom, for example, has consultative status and special consultative contacts with a number of UN bodies, including the UN Economic and Social Council and the UN Conference on Trade and Development. Non-governmental organisations (NGOs) can also assist community-based organisations (CBOs). Some CBOs are self-sufficient.

 Types of NGOs

NGOs are categorised into many kinds based on numerous variables such as direction and amount of collaboration.

Charitable orientation, Service orientation, Participatory orientation, and Empowering orientation are the four types of NGOs.

According to the World Bank Typology, NGOs are divided into two types: operational NGOs and advocacy NGOs.

The primary goal of an operational NGO is to create and implement development-related programmes. The scope of Operational NGOs might be global, international, or even local.

Introduction of The Doctrine of Constructive Notice

As we all know notice is an alert or a kind of information which is been given or informed to a person or a group of persons thereby. The notice is served either to the public at large or to an individual person.

A summons is a legal notice issued by the court to a person notifying him or her that he or she must be present or appear in front of the court in the suit filed against him by the plaintiff. Notice is mostly used to specify information about any topic or type of news that is to be distributed to all individuals. So the Doctrine of Constructive Notice is the primary emphasis or region.

In the eyes of the law, this theory is the principle of presumption of knowledge of that particular subject or information. It is assumed that you have knowledge or know all of the details surrounding the company's Articles and Memorandum to an outsider. Every company's Memorandum and Articles are filed with the registrar of companies.

The registrar's office is a public office, and the memorandum and articles of the company are clearly stated on every website of the company, and anyone can easily go through it without any charges or procedures to go through, so the memorandum and articles are called public documents because they are easily accessible and anyone can access to them before dealing with the particular company.

INTRODUCTION

Bypassing a Special Resolution, the Company may shifting of registered office from one state to another.

THE FOLLOWING PROCEDURE MUST BE FOLLOWED TO SHIFTING OF REGISTERED OFFICE FROM ONE STATE TO ANOTHER

A company must obtain clearance from the Central Government (Regional Director) before changing its registered office from one state to another.

If the company has more than 200 members, any Special Resolution voted under this method must be passed only by postal ballot, according to Section 110 read with Rule 22 of the Companies (Management and Administration) Rules, 2014.

If an inquiry, inspection, or investigation has been launched against the Company, or if a prosecution is proceeding against the Company under the Act, the Registered Office may not be relocated. [Companies (Incorporation) Rules, 2014, Section 30(9)]

Call a Board of Directors Meeting [as per Section 173 and SS-1]

Send a notice of the Board Meeting to all of the Company's Directors at their registered addresses at least 7 days before the date of the Board Meeting. In the event of an emergency, a shorter notice can be granted.

Attach the Agenda, Agenda Notes, and Draft Resolution to the Notice.

Hold a meeting of the Company's Board of Directors and pass the relevant Board Resolution.

To evaluate the idea of changing the Company's Registered Office from one state to another, subject to shareholder approval in the General Meeting or through a postal ballot.

To amend the Memorandum of Association (MOA) as a result.

To permit a CS, CFO, or Director to submit an application to the Regional Director for authority to relocate the Registered office.

To give permission for a CA/CS/CMA/Advocate to appear before the Regional Director and sign a Memorandum of Appearance.

To determine the day, date, time, and location of the Company's General Meeting.

To approve the draught notice of General Meeting or Postal Ballot, as well as the explanatory statement attached to the notice, in accordance with Section 102 of the Companies Act of 2013.

Anyone who owes a financial debt is a financial creditor, whereas anyone who owes an operational debt is an operational creditor.

Debt to financial creditors refers to a debt that is distributed against the consideration for the time value of money, whereas debt to operational creditors refers to a demand for the supply of products and services in exchange for the repayment of government dues.

In the event of a default, a financial creditor may jointly or separately with other financial creditors file an application for the initiation of a resolution process against a corporate debtor before an adjudicating officer, while an operational creditor may deliver a demand notice of unpaid operational debtor copy for invoice requesting payment of the amount involved in the default. The operational creditor may make an application at a later date.

A financial creditor may include the name of a suggested resolution professional in the application for an interim resolution professional appointment, but an operational creditor must recommend a resolution professional for an interim resolution professional appointment.

Only financial creditors and corporate debt creditors will be represented on the creditor's committee. Members of the creditor's committee will not be operational creditors. The operational creditors have really no voting rights at the committees of creditors' conferences.

Priority is given to Financial Creditor

What is GST (Goods & Service Tax) & New GST Registration ProcessUnderstand The New GST Registration Process

Know New GST Registration Process

All taxpayers are required to register on a single site for compliance and administration purposes under the GST regime. They are allocated to a single registration authority. All taxpayers are given a unique Goods and Services Tax Identification Number when they register (GSTIN).

GSTIN is a 15-digit number based on your PAN that looks like this:

 According to the Indian Census 2011, the first two digits denote the state code. Each state has its own code. For example, Karnataka's state code is 29, while Delhi's is 7.

The taxpayer's PAN number will be the following 10 digits.

The number of registrations in a state will determine the thirteenth digit.

By default, the fourteenth digit will be Z.

The check code will be the final digit. It might be a letter or a number.

  The GST is charged at every point of sale/value addition under the GST regime. Intra-state transactions are subject to both the Central GST and the State GST, whilst inter-state sales are subject to the Integrated GST tax. A new GST registration process  is necessary for the following taxpayers:

 Businesses having a revenue above Rs. 40 lakhs (Rs. 10 lakhs in the North Eastern States, J&K, Himachal Pradesh, and Uttarakhand). The ceiling for service providers is Rs. 20 lakhs.)

Suppliers from different states

Non-Resident taxable person / Casual taxable person

Supplier's agents and input service distributors who are subject to the reverse charge method

a person who sells through an e-commerce aggregator

Every online marketplace aggregator

A person who provides online information and database access or retrieval services to a person in India who is not a registered taxable person.

 A GST number may be obtained through an online application that requires several facts about the company being registered. It necessitates certain company facts as well as the following documents:

Cheque Rejected

Statement of Bank Account (Name and address Details only)

Rent Agreement + Electricity Bill + Certificate of No Objection (NOC)

Posh At Work

Every Employer is required under the Prevention of Sexual Workplace Harassment (Prevention, Prohibition, and Redressal) Act and Rules, 2013 ("Law") to "create a safe working environment at the workplace, which shall include safety from people coming into contact at the workplace."

It allows the aggrieved to register a sexual workplace harassment complaint within the organisation and seek recourse through the internal system. For this to function, all businesses (public or private) with ten or more employees (whether permanent, temporary, ad-hoc, consultants, interns, or contract workers, regardless of gender) are required by law to follow specific guidelines.

Workplace sexual harassment is a heinous violation of an individual's rights and a severe felony.

The Prevention of Sexual workplace Harassment Laws (POSH) Act was enacted to combat sexual harassment in the workplace and to handle the rising number of sexual workplace harassment complaints.

Every employer with ten or more workers must establish an internal committee (IC) to address sexual workplace harassment allegations. The law applies to all types of organisations, including private and public corporations, government bodies, ministries, non-governmental organisations, schools and colleges, and so on.

Posh & sexual harassment training

We provide end to end solutions for posh & sexual harassment training

Create a new POSH policy or review an existing one.

Employee Sensitization and Certification Session

IC capacity development

Sessions of orientation Members of the IC and management.

Provide your IC with experienced external members.

In the event of a sexual harassment allegation, conduct an investigation.

Document templates and training materials

Provide POSH with posters, training materials, and any necessary templates.

Assist with the filing of annual reports for POSH compliance.

'Dematerialising of shares' is the process of converting physical shares certificates to DEMAT. Shares traded on the stock exchange and firms registered on depositories can both be dematerialized. If the actual shares have a corporate name and a face value, you can demat them.

You must provide the following to dematerialize your physical share certificates: - 

1. The dematerialisation request form (DRF) in two copies This is valid for up to four share certificates. (The two DRF copies can be used for up to four share certificates from the same corporation.) See How to fill out the De-materialization Request Form for instructions.

You can submit just two DRF forms if you have more than four physical certificates and the physical certificate numbers are in sequential order (1505101,1505102,1505103, etc.). If the share physical certificates are not in order, you must submit two DRF forms as well as the DRF annexure. You must produce different sets of DRFs (and DRF annexure if appropriate) for each firm if you have share physical certificates from several companies.

2. In the 'Signature with DP and Signature with RTA/Issuer' areas (as per the firm records), sign the DRF (Dematerialisation Request Form).

3. If your address has changed, you must produce both old (Dividend warrant/allotment advice) and new (Aadhar/passport copy) self-attested address evidence.

4. Along with the DRFs, the original share physical certificates should be supplied. 

5. A copy of your PAN that has been self-attested.

Note:

Physical Share certificates held by a single bearer cannot be dematerialized and transferred to a joint demat account. If the shares are owned jointly, they must be dematerialized and transferred to a joint demat account with identical names as on the share certificate. (If the names on the holder pattern are in a different sequence, you must use the transposition process.)

The PoSH Act 2013 was enacted to prevent and protect women from sexual harassment at work and to provide a safe working environment for women. As a requirement of the PoSH Act 2013, any firm with more than ten workers must form an Internal Complaints Committee (ICC) or posh lawyer in the approved manner to accept and resolve complaints of sexual harassment from women in a timely and highly private manner. Because the PoSH Act 2013 isn't really gender-neutral, everyone filing a claim has to be a woman.

Provisions of the PoSH Act 2013

The Act defines workplace sexual harassment, establishes a process for resolving complaints, and protects against false or malicious accusations.

At each office or branch with ten or more employees, every employer is obligated to form an Internal Complaints Committee (ICC) (posh lawyer).

The Complaints Committees (posh lawyer) have civil court-like powers and are expected to arrange for mediation before launching an investigation if the complainant requests it.

Employers that fail to comply with the Act's terms will be subject to penalties.

The State Government will inform each district's District Officer, who will form a Local Complaints Committee (LCC) (posh lawyer) to allow women in the unorganised sector or small businesses to operate in a sexual harassment-free atmosphere.

The formation of an ICC (posh lawyer)  sends a strong statement that the firm is fully dedicated to improving women's safety. Nonetheless, it is crucial to highlight that the PoSH Act 2013 requires the formation of an ICC.

According to the panel, an employer should be held accountable if he or she allowed sexual harassment to become common and systemic by facilitating it.

Way forward

Sexual harassment at work is a sensitive problem that requires the highest care, patience, and understanding. As a result, complaints must be resolved as soon as possible to create a peaceful and harassment-free workplace for all employees.

As a result, it is past time for the Justice Verma panel's recommendations to be implemented and the act to be revised.

Background Check of FinTechs by NBFCsHow the NBFC Collaboration Model Works?

There are approximately 9000 NBFCs in India, however only 954 have a book size of more over 40 crores. The majority of NBFCs only have a minimum book size of 2 crores. This necessitates NBFC collaboration because it will boost both the NBFC and the partner firm's growth. NBFC registration businesses cooperate with FinTechs or banks to acquire leads and extra capital for lending in the NBFC collaboration model. Both parties can agree to split their income or, in some cases, their NPAs.

Since 2019, India's major NBFCs have been in a crisis, and they've been up against intense competition from small and medium-sized NBFCs that are performing well. As a result, several big NBFCs are trying to collaborate with FinTech companies and banks.

 NBFCs should do a promoter profile check to evaluate the financial soundness of the participating FinTech. This is especially important when working with a foreign FinTech firm. The NBFCs can collaborate using the following models.

Co-lending model

In this approach, the FinTech business provides the NBFC with the required decision-making tools and data for rapid loan processing. In this form of partnership, FinTechs use an escrow account and the FLDG (First Loss Default Guarantee) Model. FinTech FLDG is often established at 70%, with the remaining 30% financed by NBFC; Futech ROI shares are typically between 24 and 36 percent, and they cover 100% of expenditure and NPA.

Lead-Based Model

FinTechs are in charge of sharing advanced risk assessment software with NBFCs and obtaining leads for them. In exchange, the NBFCs offer the FinTech a fee of 1 to 3 percent.

FLDG model

The NBFCs' interest in being protected against NPAs is ensured under this arrangement by requiring collateral. This arrangement protects the NBFC that is growing through the FinTech firm.

 Workflow of NBFC Collaboration

The NBFC receives advance technical help and money from the FinTech business, which also sources leads in some partnership models and supplies FLDG. They are in charge of NBFC's marketing strategies in order to grow their business. The monies transmitted by FinTech are placed with fund managers as FLDG, and the fund manager then deposits this money in an NBFC as Inter Corporate Deposits. FinTech also provides NBFCs with collection services.

Intermediary Legal Firm

According to the partnership agreement, a consulting legal and financial assistant provider firm with a CA or a lawyer shall handle the money related with FinTech and NBFC. The collaborator will be charged a service fee by this financial/legal business.

Workflow of NBFC Collaboration

The NBFC will be in charge of lending money to FinTech leads as well as administering the loans. They will also use the FinTech's risk evaluation evidence to guide them lower their loan risks. In exchange, they will split the profit with the FinTech partner. As part of the risk assessment service, the NBFC keeps a specific amount of the earnings.

Compliance Requirement For NBFC Collaboration & NBFC Registration

Borrowers examination services are available online.

Borrowers create a 5-year storage capacity profile.

Providing all necessary loan processing services, such as picture capture, E-stamp duty payment, and loan execution, among others.

Credit Information Companies are notified of credit inquiries, delays in loan disbursements, and processing.

Following all of the regulatory body's compliance guidelines.

Appointment of a CA to conduct a risk assessment audit of the partnering FinTech.

Following the 45/90-day NPA standard.

FinTech Compliance Standard For NBFC Collaboration & NBFC Registration

FinTech companies can lend or guarantee up to 100% of their free reserves or 60% of their paid-up capital, whichever is greater.

FinTech companies must pay GST on loan processing fees.

Foreign FinTechs must meet the ECB standards while raising financing in partnership.

Technological Requirement For NBFC Collaboration & NBFC Registration

The lending application must be able to incorporate the end-numerous user's ID papers.

The programme should be able to do income verification by analysing the borrower's bank statement.

Verification mechanism for the borrower's employment and identification data.

NBFC Registration & NBFC Collaboration with MUDS

Muds Management supports collaborators in drafting a Memorandum of Understanding (MOU) and a collaboration agreement. We provide end-to-end services and respond to all of our partners' questions. We also provide FinTechs and NBFC Collaboration & NBFC registration business partnership strategies to help them expand and generate income.

Raising awareness within the organisationIt is critical that all personnel working in the organisation understand the posh at work Act's provisions, penalties, and point of contact. A sexual harassment complaint must be filed within three months of the incident, according to Section 9 of the women harassment act. A fine may be imposed on the offender. Any violation of confidentiality about the complaint and related information will result in a penalty that the employer will collect. Companies may raise awareness by holding frequent safety and self-defense seminars and sending emails highlighting the significance of a safe working environment.If individuals are not aware of the legislation, such occurrences will occur again and again, tarnishing the name of the company and those who work for it. A girl who has experienced or is experiencing harassment should not be afraid to file a complaint for fear of being humiliated or having her reputation ruined. Females should feel completely protected at work, and the organisation should make it clear that sexual harassment in any form will not be permitted, and that the offender will face swift and severe repercussions. Ensure that the firm has a well-functioning ICC that meets all of the women harassment act standards and follows all of the posh at work  guidelines.Conclusion

Your employees must be informed of who to contact if they are subjected to workplace harassment. Every business is obligated to follow the women harassment act, and failure to do so may result in monetary fines for the employer. You might build up an online venue where employees may air their grievances without fear of reprisal. Make sure your staff are aware of your organization's redressal forum as well as other online complaint portals such as SHe-Box (Sexual Harassment Electronic Box).

Every organisation, according to Section 4 of the women harassment act, must establish a posh at workredressal forum. If an employee has a complaint, he or she is required to contact the Internal Complaints Committee (ICC) formed inside your firm.

To establish a respectful and safe working environment for women, posh at work training is required. One incidence is enough to tarnish the company's reputation and damage the accused employee's career. As a result, you must ensure that your staff are aware of the distinctions between acceptable and undesirable behaviour.

In today's environment, men and women have equal access to job prospects. It has been noted that persons working at various levels, particularly females, are subjected to sexual harassment at work. The rate of sexual harassment complaints has grown in recent years. Following the Vishakha case in 1997, the Supreme Court issued the Vishaka guidelines, which made it essential for organisations, whether private or public, to develop a framework for resolving sexual harassment allegations. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) PoSH Act (hereinafter the Posh Act) was approved in 2013, and that is an Act continue providing safeguards against sexual harassment of women at employment, as well as the prevention and redressal of sexual harassment complaints, and for matters connected with or incidental thereto. Since 2013, when the posh Act was implemented, Prevention of Sexual Harassment (POSH act) training has been made mandatory in India. According to the Act, every company/organization with more than ten workers is required to provide posh training for employees and employers.`What is POSH training for Employees?

POSH training for employees is required to guarantee that employees can quickly distinguish between what is proper and inappropriate behaviour. It also sheds insight on the POSH Act's legal aspects. The Act is particularly beneficial for female employees who are subjected to sexual harassment at work since it outlines the scope of the posh Act, guidelines, and action plan for the same. The primary goal of POSH training for employees is to educate workers on the law that governs sexual harassment and, as a result, to avoid similar incidents in the future. Employees receive training to help them understand what types of behaviour constitute sexual harassment.

Though the POSH Act maintains the same, it is the implementation that differs. Many people are still reluctant to discuss sexual harassment publicly. A trainer must comprehend and assess his audience's social background. It aids in the formulation of relatable situations, which results in a successful connection with audiences.

When POSH mechanisms are established in HEIs, the POSH Act 2013 and the UGC Regulation 2015 must be read together. The sexual harassment of women at workplace act  (Prevention, Prohibition, and Redressal) Posh Act 2013 (the "POSH Act 2013") prohibits sexual harassment of women at workplace act  in the workplace. UGC Regulation, 2015 (Prevention, Prohibition, and Redressal of sexual harassment of women at workplace act  Employees and Students in Higher Educational Institutions). It could take the form of sexual favours being demanded, unwanted sexual advances, or verbal or physical behaviour with sexual overtones.

• When rejection of or compliance to such behaviour is utilized/has the potential to be exploited as a threat to women's employment/academic performance/career advancement, it is clearly a case of sexual harassment.

• Sexual harassment is unquestionably present when such unwelcome behaviour produces a hostile, threatening, or unpleasant work/study environment and interferes with women's work/academic performance.

• In 2013, the Ministry of Women and Child Development of India passed the sexual harassment of women at workplace act  (Prevention, Prohibition, and Redressal) Posh Act 2013 ("POSH Act 2013").

• The government later notified the sexual harassment of women at workplace act  (Prevention, Prohibition, and Redressal) Rules, 2013 ("POSH Act 2013") under the POSH Act.

• The Criminal Law (Amendment) Act, 2013 (the "Criminal Law Amendment Act"), which criminalised offences such as sexual harassment, stalking, and voyeurism.

The POSH Act 2013 was created with the goal of preventing and protecting women from workplace sexual harassment, as well as ensuring proper redressal of sexual harassment complaints.

Workplace sexual harassment is a kind of gender bias that infringes a woman's basic right to equality and right to life, as provided by Articles 14, 15, and 21 of the Indian Constitution.

Gender is not a factor in the workplace harassments detailed in the preceding three slides. Victims of such harassment are advised to seek recourse through the Institute's various grievance redressal venues. Women can also file complaints with the Gender Cell if they are subjected to this type of harassment.

What Is Dematerialization (demat of shares)?

The transition from physical certificates to electronic recordkeeping is known as dematerialization (demat of shares). In substitution for electronic recording, actual stock certificates are removed and retired from circulation.

KEY TAKEAWAYS

The transition from physical certificates to electronic recordkeeping is known as dematerialization (demat of shares).

Some trading organisations demand demat of shares accounts because they are the most precise method of record keeping.

Dematerialization was intended to boost the security and speed of financial transactions. It has become the standard in financial institution bookkeeping.

How Dematerialization (demat of shares) Works

Securities no longer need to be in certificate form in the age of computers and the Depository Trust Company. They can be electronically registered and transferred.

With the introduction of dematerialization, accounts may be automatically and quickly updated. Previously, stock exchange transactions were handled by traders who screamed buy and sell prices. The transactions were documented on paper receipts. Following the closing of the markets, the paperwork would continue in order to properly record all of the transactions.

The Benefits of Dematerialization (demat of shares)

DEMAT accounts, created by dematerialization, enable electronic transactions when stock shares are purchased and sold. The certificates for the user's stocks and other assets are maintained in a demat of shares account as a mechanism for seamless trades to be conducted.

The emergence of dematerialization aided in the abolition of such a paper-based procedure. Furthermore, by using computerised bookkeeping, accounts may be updated automatically and quickly.

Dematerialization (demat of shares) affects not just equities, but also bonds, mutual funds, and government instruments. Dematerialization and demat of shares accounts are analogous to utilising a bank and bank accounts to keep one's assets rather than personally holding and exchanging paper money each time a transaction is performed.

If the holder of a physical, paper bond, or other security wishes to dematerialize the document, the certificate is usually surrendered to an intermediary. They should receive some kind of electronic indication that the record has been dematerialized, at which point they can proceed with transactions. Some assets, such as publicly traded stocks, need the use of a demat of shares account in order to conduct trades and other operations. This is due to the fact that markets today function through electronic transactions rather than paper ones.

Get one of most secured and consistent interest income while also assisting the poor by giving them with short-term loans through your own Micro Finance Company Registration.

WHAT IS MICRO FINANCE COMPANY?

MICRO FINANCE COMPANY REGISTRATION ONLINE (SECTION-8) INDIA

Due to factors such as lack of knowledge among rural people, illiteracy, and so on, only 20.77 percent of the overall population of the nation has access to bank lending services. Only 8.63 percent of this 20.77 percent are qualified for bank loans since banks have highly rigorous loan eligibility rules, depriving a huge portion of the population of the advantages of credit facilities from the country's established lending channels.

The Government of India, in collaboration with the Reserve Bank of India, has launched the idea of Micro Finance Companies in India in order to give simple and smooth access to short-term loan facilities to the country's impoverished and needy citizens. The primary goal of these firms is to give short-term lending facilities to those in society who do not have access to banking channels or are unqualified to fulfil the stringent banking standards.

DOCUMENTS REQUIRED FOR MICRO FINANCE COMPANY REGISTRATION

ALL WE REQUIRE FROM YOU IS A: 

PAN CARD OR A PASSPORT (Foreign Nationals & NRIs)

Aadhaar Card Copies, Passport-Sized Photographs, Mobile Numbers, and Email Addresses

2 months' most recent bank statement

 MUDS, a prominent Business Consultant, provides a rapid Micro Finance Company Registration Service in India in five easy steps:

1) To begin with, we will apply for your Digital Signature Certificate and Director Identification Number.

2) Choosing a Distinctive Name for Your Business.

3) Compiling your company's forms, documents, AOA, and MOA.

4) Submitting e-forms to MCA.

5) Distribution of COI, PAN, and TAN

We at MUDS assist our potential clients in quickly launching their Micro Finance Company Registration. Though MUDS offers registration of both types of Micro Finance Finance Companies (NBFC-MFI and Micro Finance Section-8 Company), as a responsible and leading consulting firm in the market, we recommend that if our client is new to the field of micro-financing, he/she should go for the Micro Finance Section-8 Company because it has the various  advantages.

The IEPF (Investor Education and Protection Fund) was established to defend the interests of investors. It also raises investor awareness by making all information available on its website. This blog, however, does not offer any investment evaluation or advice but guides you about the recovery of shares from iepf. People frequently fail to claim their shares after the corporation has transferred them to IEPF. If your money have been held by IEPF, you must trace them down and file a claim as soon as possible. Crores of unclaimed money have been accumulating at the IEPF in the shape of old stock shares, debentures, dividends, and more.

Several people buy in shares and then forget to claim them, or many of them expire before they can be claimed. In such circumstances, the money might go unclaimed for years. As a result, the Ministry of Corporate Affairs (MCA) established the Investor Education and Protection Fund (IEPF) to ensure that unclaimed shares are transferred to and received by the correct individual.

The provided under Section 124 of the Companies Act, 2013 and the Investor Education and Protection Fund Authority (Accounting, Audit, Transfer, and Refund) Rules, 2016 allow shareholders of a business to get a refund of unclaimed shares allocated to the IEPF by the firm.

 Unclaimed Investmnets: Recovery of shares from iepf

A corporation must transfer to the IEPF any shares where the dividend has not been claimed or paid for more than seven years, along with any accumulated interest. The corporation must notify the IEPF Authority of such a transfer. A shareholder can reclaim unclaimed shares given to the IEPF by the firm by appealing to the IEPF Authority, which keeps track of all accounts.

How to Recover Unclaimed Funds and tips on recovery of shares from iepf?

Work with a reputable financial and legal expert to ensure that you receive your shares or dividends without difficulty. Infiny Solutions has worked with a number of customers throughout the world to recover unclaimed investments, including –

Recuperation of previous or lost shares

Duplicate share issuance

We have reclaimed iepf claim shares of Ikea, Vox Labs, JSW, Infosys, Tata Steel, Asian Paints, and numerous other firms for customers all over the world, most notably in various countries across the globe and we have NRI clients as well.  

 Do you have any of the following issues for iepf claim:

Share certificates that have been misplaced or are missing

Bonuses, rights, or dividends were not received.

Physical shares held in a depository

The owner of the stock has died / is no longer alive.

IEPF claim receives shares and dividends.

IEPF Unclaimed Shares

 Share documents for IEPF Unclaimed Shares:

if you have copies of dividend warrants, if you have copies of (old?) certificates, if you have copies of letters from the firm / registrar, if you have copies of bank statements indicating dividend receipts,

 We can help with:

IEPF Claim - Dividends and Shares

Duplicate Share Certificate Procedure

The procedure for recording a change of address is as follows:

Changes in shareholder names, business names, and company mergers

Nomination registration

Transposition of names, i.e., shifting the order in which registered holders' names are listed.

Names of deceased shareholders are removed, and shares are transferred.

The procedure for transferring stock

Non-payment of a dividend

Dividends, bonuses, and split shares that have not been claimed