What does in between them mean? An applicant seeking registration to act as a trustee shall have in its employment a minimum of two persons who, between them, have atleast five years experience in activities related to securitisation and atleast one among them shall have a professional qualification in law from any university or institution recognised by the Central Government or any State Government or a foreign university. What does in between them mean in the above statement do both the employee should have 5 years experience each or the experience jointly be of 5 years.
What it means is that when you add together the total experience of both employees, it must be equal to or greater than 5 years. So Employee A and B can have experience such that one has 1 year and the other has 4 or one has 2 and the other 3 or one has Zero and the other has 5 (debatable... if both employees need experience this might be out of the question). They could work the same calendar years and count them as separate years of experience.
NO (mostly). Servitude means that the employer, or owner of the indenture, or whatever, can use physical force to make the indentee carry out the work given. If the indentee runs away they can be arrested and forcibly returned. This is distinct from the law of contracts. If Alice agrees to provide labour for Bob and subsequently fails to fulfil the contract then Alice may have to pay damages, but that is all. Even in cases of crminial fraud where Alice never meant to provide the labour in the first place, the penalty is defined by law, and would not be the provision of the contracted labour. As the OP notes, military service is generally an indenture-style contract; desertion is a crime. However the other party in that case is the government acting under law rather than a third party acting in their own self-interest. The Universal Declaration of Human Rights prohibits all forms of servitude.
Unfortunately your employer is right. The rule says that in order for FMLA to apply to you, you must work at a location with 50 or more employees within 75 miles. Your client is not your employer, even if your employer considers it a place of business. This is outlined in 29 USC 2611 (2)(B)(ii): (1) Commerce The terms “commerce” and “industry or activity affecting commerce” mean any activity, business, or industry in commerce or in which a labor dispute would hinder or obstruct commerce or the free flow of commerce, and include “commerce” and any “industry affecting commerce”, as defined in paragraphs (1) and (3) of section 142 of this title. (2) Eligible employee &nbsp;&nbsp;(A) In general The term “eligible employee” means an employee who has been employed— &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;(i) for at least 12 months by the employer with respect to whom leave is requested under section 2612 of this title; and &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;(ii) for at least 1,250 hours of service with such employer during the previous 12-month period. (B) Exclusions The term “eligible employee” does not include— &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;(i) any Federal officer or employee covered under subchapter V of chapter 63 of title 5; or &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;(ii) any employee of an employer who is employed at a worksite at which such employer employs less than 50 employees if the total number of employees employed by that employer within 75 miles of that worksite is less than 50. So if you had 50 workers within 75 miles of you (regardless of state borders), then you would be eligible, unfortunately since you do not have that, you are not eligible for FMLA. The number of workers at the office that are not employed by your employer do not count. You are right that the reason for the 50 employee rule is to lessen an undue burden on an employer without adequate resources to cover your absence, but you don't have a case since you are not defined as an "eligible employee" by law.
Generally the insurer appoints a solicitor from its panel and instructs the solicitor to defend the claim in the name of the insured on the basis of the insurance policy. In the circumstances the solicitor has two clients, the insured and the insurer - a 'joint retainer'. The solicitor must not behave as if there is a 'primary client' or preferred client. A conflict of interest may arise. The solicitor has a duty not to act in the matter if there is a conflict of interest or a significant risk of one. The solicitor should ensure the insurer is aware of its duty to have regard to its own interests and the insured's interests. If the solicitor gets this wrong the insured may have a cause of action against the solicitor for breach of contract; the solicitor may face disciplinary proceedings for breaching the solicitor's Code of Conduct; a complaint could be addressed to the Legal Ombudsman (which may award compensation).
It means that the agreement lasts for 6 months under which confidential information (CI) provided must be kept secret for 3 years. So lets say you signed this agreement on January 1, 2018. Any CI materials provided between Jan-1 2018 to Jun-30 2018 must be kept confidential up until January 1, 2021 (3 years from the effective date). However if you received a CI material on July 1, 2018 the NDA would have expired and you would not be obligated to keep it confidential at all. These types of short-term NDA's require careful oversight because it is easy to forget that the NDA has expired and start providing CI to third parties not obligated to keep them confidential because the NDA expired. So, in short, it means that anything provided as CI during the 6-month term of the NDA must be kept confidential for 3 years. After 6 months the NDA is no longer in effect and care must be taken in exchange of CI to third parties.
There is no requirement that a will, or a trust created by a will, be "fair". The will could have left $500,000 in trust for one set of siblings, and $5,000 to another set. It could specifically exclude one beneficiary from some of the benefits, or specify an unequal division. That is all the choice of the testator. As described in the question, the trust does seem likely to give greater benefits to one set of children than to their cousins. Unless there are grounds to upset the will, that is just how it is. However, the wide "absolute" discretion granted to the trustee might allow the trustee to modify this outcome, but the trustee is not allowed to simply rewrite the trust. How much the payments can be varied will depend on the exact terms of the trust. It does sound as if this trust was not worded as carefully as it might be, since it does not specify a ration when the trust is to be split. The designated relative can decline to serve as trustee, then any specified alternate would serve, or if there is none, or none who will serve, the court would appoint a trustee.
I can't help you with the UK but this would be 100% illegal in Australia. Unpaid trials are permitted of a reasonable duration sufficient to establish if the candidate has the requisite skills. For a hospitality worker 2-3 hours would be reasonable. Unpaid work experience is allowed if it is part of a program of education provided by a school or university. Unpaid internships are allowed provided the internship is for the education of the intern and their work output is incidental to that purpose. If the intern is doing work the company would otherwise have to pay someone to do it's not an internship. Other than that, all work including training must be paid.
Yes, maybe The legislation varies by state but s494 of the Victorian Children, Young Persons and Families Act is typical. A person who has the control or charge of a child must not leave the child without making reasonable provision for the child's supervision and care for a time which is unreasonable having regard to all the circumstances of the case. If the child is 17 years old then the circumstances are such that it is not unreasonable to leave them, even for a period of days. If the child is 17 days old, even 30 seconds may be unreasonable.