Manager - Legal Labour

JOB PURPOSE

This position is essential and critical to oversee numerous and voluminous litigation involving DIAL filed by workmen before labour court. An experienced person in the field of labour laws who can effectively oversee, manage and handle all related requirement of pleadings (documentation, evidence and arguments) to protect DIAL from potential legal liabilities as well as coordinate and manage external counsels as well as with HR Team. The position requires giving legal advise to HR and other business teams on various employment issues stemming from the relationship between employers and employees, contractors and concessioners. This role also involves proper filing/appropriate defence in cases, discussions, briefings with counsels, ensuring timely completion of pleadings and keeping track on progress of cases, replies to workmen, labour union, maintaining proper record of court proceedings, assisting DIAL s witnesses in preparation or a cross examination as well as examination and court order compliances. Additionally, promptly responding to legal notices, correspondence and advisory to HR & other business teams

ORGANISATION CHART

KEY ACCOUNTABILITIES

Accountabilities Key Performance Indicators

Handle end to end labour litigation with sound knowledge of Labour court and tribunals practice and procedures. Effective coordination with external counsel for sound pleadings (documentation, preparation of witness for deposition and arguments) to safeguard DIAL s interest with best endeavor that no adverse order by CGIT/Labour Courts.

i. Timely filing of pleadings.
ii. Review/ vetting of pleadings of counsels as to be filed in court & to ensure that proper facts/ defence are taken with complete documentation.
iii. Effective evidence and cross examinations of DIAL s witnesses.
iv. Day to Day follow-up of all listed matters and coordination with lawyers.
v. Updated MIS at all times.
vi. No adverse order.
Provide legal advise to HR and other business teams on various employment issues stemming from the relationship between employers and employees, contractors and concessioners. Resolution of issues pre-litigation stage Sound knowledge of Industrial Disputes Act, CLRA, Disciplinary/ Enquiry Proceedings, Termination, PF and ESI law, Gratuity Act, Bonus Act, Payment of Wages, Act, Minimum Wages Act, Shops & Establishment Act, CLRA, Maternity Benefits Act, POSH etc. would be required. i. Keeping abreast on key judgments and having knowledge sharing sessions with HR and other stake holders.
ii. FPR for advise on labour matters to HR and other stakeholders. Preparing notices, formal communications to Unions, replies to legal notices, and support to the HR team and other business units i. Timely response to notices and other correspondences pertaining to Labour issues.
ii. Maintain repository of all such notices and correspondences for future reference Presentable and should have excellent and effective verbal & written skills, conversant and updated on all aspects of labour law litigation.

1. Personal effectiveness dealing with labour law issues and helping HR and other stakeholders to tackle related issues. Capable of working independently and a good researcher on the issues involved and interpret relevant laws, regulations and case laws and its impact on the business / organization. Knowledge

Prepare & update MIS, reporting mail to HR and management regarding status updates of cases, attend periodic review meetings etc. timely process of lawyer bills after verification.

Process Candidates with a passion to learn and ability to work under pressure.

able to multitask and manage internal and external stakeholders.

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

• Engagement with counsels including sr. advocates.
• Industry experts for update on industry specific regulations, rules, opinions, strategy and representations.
• Labour authorities (RLC, Dy.LC, ALC), CACLB, Ministry of Labour and Employment.

INTERNAL INTERACTIONS

• Collaborate with HR and other functional heads for understanding their business prospectives and shed light on specific challenges faces by them on legal issues.
• Internal business teams.

FINANCIAL DIMENSIONS

• Annual Operating Plan Vs. Actual amount spent.

OTHER DIMENSIONS

NA

EDUCATION QUALIFICATIONS

• LL.B is must.
• Any specialization in labour laws would be an added advantage.

RELEVANT EXPERIENCE

10-15 years of post-qualification experience , with at least 7 years experience in/exposure to handling labour litigation

COMPETENCIES