Blog of Corporate Professionals Group, New Delhi, India: News, Views, Expert Comments on Corporate Legal and Procedural changes and some promotional posts.

Sweat Equity Shares are issued as consideration for creation or transfer of IPRs to the company or as other value addition these can be issued to employees, Officers and Directors of the Company.

ESOPs are given in the nature of Incentive and retention plan these can be issued to employees and officers. ESOPs cannot be issued to Promoter or person belonging to the promoter group.

Provisions of Companies Act,SEBI Issue of Sweat Equity Regulations, and Unlisted Companies Issue of Sweat Equity Shares Rules, are applicable to Listed and Unlisted companies. Provisions of Companies Act, and SEBI ESOS and ESPS Guidelines, is applicable to listed companies. These shares can be issued at discounted price or free for know-how and services to the company. These options can be issued with conversion right at a pre determined price. The issue price can be less than the intrinsic value of the shares.

The consideration has to be paid in cash. These are mainly intended to be issued to build up equity for directors or promoters with technical capability but with meager financial resources.

Secretarial Compliances & FEMA : Difference between the Sweat equity shares and ESOP or ESOS ?

These are generally issued based on a scheme to be formulated by the company stipulating the eligibility criteria such as number of years of services, employee grade etc. These Shares have compulsory Lock-In Period of 3 years. Lock-In period is not specified for the ESOP.

Pricing Guidelines are defined for Sweat Equity Shares. No Pricing guidelines distinguish between employee stock option and sweat equity shares defined.

A separate register of Sweat Equity Share issued has to be maintained. There is no separate register required to be maintained.

Secretarial Compliances & FEMA : Difference between the Sweat equity shares and ESOP or ESOS ?

Companies Act ESOP Esoponline intellectual property distinguish between employee stock option and sweat equity shares SEBI ESOS and ESPS Guidelines SEBI Issue of Sweat Equity Regulations Sweat Equity Shares. Holidays and Leaves of workers in How to earn free yocash are governed how to make money with web cams by the Factory Act, and state shops and establishment acts.

An adult worker shall not be employed for more than 48 forty eight hours in a week and not more than 9 nine hours in a day. Weekly holiday is compulsory as per the Factories Act. First day of the week i. Sunday shall be a weekly holiday. The employer has to make sure that no worker works more than 10 days without a rest day of 24 hours. Therefore, if the worker is asked to work on weekly.

India has two major laws concerning working hours of workers i. The regulations related to the working hours can be separated into four broad categories that help demarcate the dimensions of the discussion. Working Hours for Factory Workers; I. Total period of work inclusive of rest interval cannot be more than According to Minimum Wages Act, the working day of a worker shall be so arranged that inclusive of the interval of rest it shall not exceed 12 hours on any day. The Haryana State Government in order to curb the malpractices adopted by some of the Corporate holding their Board Meetings in Gurgaon or some other places in Haryana and executing the share certificates i.

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