POLICE HARASSMENT AND LEGAL REMEDIES AVAILABLE TO STREET VENDORS

AUTHOR – YUVARANI SANKAR,STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – YUVARANI SANKAR, POLICE HARASSMENT AND LEGAL REMEDIES AVAILABLE TO STREET VENDORS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 561-575, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Vendors form a vital part of the informal economy, especially among marginalized and low-income communities, yet they continue to face persistent police harassment, criminalization, and arbitrary confiscation of goods. Historically, regulatory frameworks in many jurisdictions treated street vending as a punishable offence, creating conditions of structural vulnerability. Although modern legal reforms—such as California Safe Sidewalk Vending Act (SB 946)—have moved towards decriminalizing street vending, the lived realities of vendors reveal continuing patterns of over-policing and exclusion through complex licensing systems.

Police harassment typically manifests in the form of unlawful seizure of goods, intimidation, issuance of fines, and discriminatory enforcement practices, disproportionately affecting immigrant and minority vendors. Such actions raise serious constitutional concerns, particularly in relation to protections against unreasonable searches and seizures under the Fourth Amendment to the United States Constitution and the guarantee of due process and equal protection under the Fourteenth Amendment to the United States Constitution. These practices often amount to what scholars describe as “legal violence,” where enforcement mechanisms themselves become instruments of inequality.

In response, street vendors have access to a range of legal remedies, including administrative claims against unlawful confiscation, civil actions for damages, and constitutional litigation challenging arbitrary state action. Additionally, collective advocacy by organizations such as Public Counsel and the Street Vendor Project has played a significant role in promoting policy reforms and protecting vendors’ rights. These efforts emphasize the need for simplified licensing systems, accountability in enforcement, and rights-based governance.

This study argues that while legal frameworks increasingly recognize the legitimacy of street vending, enforcement practices continue to undermine these protections. Therefore, meaningful reform requires not only legislative change but also institutional accountability, legal awareness among vendors, and sustained advocacy to ensure equitable treatment and protection of livelihood rights.

THE SILENT EXPLOITATION OF LEGAL INTERNS IN INDIA: A STUDY OF UNPAID LABOUR AND LEGAL GAPS

AUTHOR – SHRINITHI KRISHNAN R, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – SHRINITHI KRISHNAN R, THE SILENT EXPLOITATION OF LEGAL INTERNS IN INDIA: A STUDY OF UNPAID LABOUR AND LEGAL GAPS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 555-560, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Internships constitute an essential component of legal education in India, serving as a crucial link between theoretical knowledge and its practical application. They enable law students to gain exposure to court proceedings, develop research and drafting skills, and understand the functioning of the legal system in a real-world context. In this sense, internships are widely regarded as indispensable for professional development and skill enhancement. However, the increasing prevalence of unpaid legal internships has raised significant concerns regarding fairness, equity, and the potential for exploitation within the legal profession. While such internships are often justified as opportunities for experiential learning, the reality frequently reflects a different scenario. In many instances, interns are required to perform substantial and meaningful tasks, including legal research, drafting, and case preparation, which directly contribute to the functioning and productivity of legal offices. Despite this, they are neither compensated nor provided with structured training or adequate supervision. The issue becomes more critical when examined in the context of the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020. These legislative frameworks, while comprehensive in scope, do not recognize interns as employees or workers, thereby excluding them from essential labour protections such as minimum wages, social security benefits, and workplace safeguards. This exclusion creates a regulatory vacuum that allows unpaid internships to persist without accountability. This article critically analyzes the nature of unpaid legal internships to determine whether they function as genuine learning platforms or as forms of disguised unpaid labour. It further emphasizes the need for legal and policy reforms to ensure fairness, dignity of labour, and equal access to opportunities within the legal profession.

Keywords: Unpaid Legal Internships, Labour Law, Social Security Code, OSH Code,      Exploitation

WOMEN AND OCCUPATIONAL SAFETY: SPECIAL PROVISIONS UNDER THE OSH CODE, 2020

AUTHOR – AKSHAYA.R, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – AKSHAYA.R, WOMEN AND OCCUPATIONAL SAFETY: SPECIAL PROVISIONS UNDER THE OSH CODE, 2020, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 712-717, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Over the last few decades, the Indian labour force has seen a shift as more women are stepping into fields that were once considered male-only. These jobs can be quite dangerous, such as mining, construction, manufacturing, chemical industries, and other physically demanding areas. Economic changes, better education, and policies that promote gender inclusion have all played a role in this transition. As women are increasingly entering these risky jobs, it’s important to focus on the specific needs and challenges they face. Jobs with hazards involve physical, chemical, and biological risks. For women in these hazardous jobs, these risks can be even greater if there isn’t a strong safety culture, adequate safety equipment, facilities designed for women, and social norms that don’t value women’s work or overlook their safety. That’s why it’s so important to have safety practices that consider gender. This ensures that basic safety and health standards are met and that workplaces are designed to be more inclusive for women. To keep up with these changes and bring together different labour laws, the Government of India created the Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020. This comprehensive law aims to bring together and update workplace safety standards across different industries. This master law combines 13 current labour laws related to occupational safety, health, and working conditions into one set of rules. It applies to workplaces with a certain number of employees in various sectors. What’s great is that the OSHWC Code acknowledges women’s presence in hazardous jobs and provides legal protection for them. It also aims to improve the work environment by setting working hours, night shift rules, and standards for sanitation and hygiene. However, how well the Code works depends on how well it’s enforced and followed across the country. This paper looks closely at the safety of female workers in hazardous jobs, using the OSHWC Code, 2020, as a guide. We’ll explore the Code’s rules, find areas where it could be improved, and compare it to other laws.

“ARTIFICIAL INTELLIGENCE AS A TOOL FOR EVIDENCE AND INVESTIGATION IN INTERNATIONAL CRIMINAL LAW”

AUTHOR – SHILPI KUMARI, ADVOCATE & LLM STUDENT AT AMITY UNIVERSITY PATNA

BEST CITATION – SHILPI KUMARI, “ARTIFICIAL INTELLIGENCE AS A TOOL FOR EVIDENCE AND INVESTIGATION IN INTERNATIONAL CRIMINAL LAW”, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 543-559, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Artificial intelligence (AI) is changing how international criminal investigators collect, sort, authenticate, and present evidence. The shift is driven by the digital turn in atrocity documentation: conflicts now generate enormous volumes of user-generated videos, social-media posts, satellite images, geolocation data, intercepted communications, and sensor-derived material. International criminal law (ICL), however, remains anchored in fair-trial guarantees, adversarial testing, and cautious evidentiary assessment. This article examines AI as a practical investigative tool rather than as a substitute decision-maker. It argues that AI is most valuable in five functions: triage of large datasets, pattern detection, linkage analysis, authenticity checks, and courtroom visualization. Drawing on recent ICC practice, open-source investigation standards, and contemporary scholarship, the article shows that AI can strengthen accountability when deployed inside a rigorous legal framework. Yet it also identifies serious risks: bias in training data, black-box outputs, synthetic media, privacy intrusions, chain-of-custody gaps, and unequal technological capacities between prosecution and defense. The central claim is that AI should be used as an assistive layer under strong human oversight. In ICL, the measure of success is not whether AI is impressive, but whether it produces evidence that is reliable, explainable, contestable, and consistent with the rights of the accused and the interests of victims.

MATERNITY LEAVE AND PATERNITY LEAVE BENEFITS IN INDIA

AUTHOR – SOUNDARIYA PANDI S, SCHOOL OF EXCELLENCE IN LAW, TNDALU, CHENNAI

BEST CITATION – SOUNDARIYA PANDI S, MATERNITY LEAVE AND PATERNITY LEAVE BENEFITS IN INDIA, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 531-542, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

   Maternity and paternity leave policies are crucial components of labour welfare and gender equality in modern India. This study examines the legal framework, benefits, and challenges associated with parental leave, with a primary focus on the Maternity Benefit Act, 1961 and the limited provisions for paternity leave. While maternity leave has significantly improved maternal health, child well-being, and job security for women, the absence of a comprehensive statutory paternity leave policy highlights a persistent gender imbalance in caregiving responsibilities. Drawing on comparative and empirical research, the paper argues that inclusive and gender-neutral parental leave policies can enhance workforce participation, promote shared parenting, and support socio-economic development. It concludes by emphasizing the need for policy reforms to ensure equitable and effective implementation across sectors in India. It also analyzes the impact of parental leave on maternal and child health, workforce participation, gender equality, and societal development, drawing insights from landmark judicial cases, policy analysis, and empirical research. Recommendations include expanding coverage to informal sectors, introducing statutory paternity leave, promoting workplace awareness, and aligning policies with international best practices. A robust and inclusive parental leave framework not only safeguards employees’ rights but also strengthens family welfare, gender equity, and overall social and economic development

KEY WORDS: Maternity Leave, Paternity Leave, Parental Benefits, Gender Equality, Child Development, Employee Welfare

SERVICE WITHOUT ACCESS: A CRITICAL ANALYSIS OF INCOMING CALL RESTRICTIONS IN INDIA’S PREPAID TELECOM REGULATION

AUTHOR – BANALA CHAITANYA* & DR. DUVVURI VENKATA NAGA PRADEEP**

* RESEARCHER AT WOXSEN UNIVERSITY

** ASSOCIATE PROFESSOR, SCHOOL OF LAW, WOXSEN UNIVESITY, HYDERABAD, LL.D. SCHOLAR DSNLU

BEST CITATION – BANALA CHAITANYA & DR. DUVVURI VENKATA NAGA PRADEEP, SERVICE WITHOUT ACCESS: A CRITICAL ANALYSIS OF INCOMING CALL RESTRICTIONS IN INDIA’S PREPAID TELECOM REGULATION, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 518-530, APIS – 3920 – 0001 & ISSN – 2583-2344.

Abstract

The pace of expansion of mobile telecommunications technologies in India has changed access to financial services and governance systems, as well as daily communication. With a predominantly prepaid market of subscribers, the continuity of telecom services is highly linked with periodic recharges, which raises significant concerns of consumer protection and digital accessibility. This paper discusses the legal and implication of suspending the incoming calls & SMS services after expiry of the validity of the prepaid plan as prescribed under the regulatory framework established by the Telecom Regulatory Authority of India. Through a doctrinal and comparative analysis, the study assesses existing telecom regulations, especially the Telecom Consumer Protection Regulations and identifies some critical gaps in ensuring continuity of service. It emphasises the fact that current policies, although legally compliant, do not consider the changing role of mobile connectivity as basic digital infrastructure. In addition to that, the research also further analyses the economic burden overwhelmed by practices leading to (such as the practice of 28-day recharge) and also looks at the wider impact of service disruption impacting financial inclusion, digital access and social connectivity. A comparative assessment with telecom practices worldwide shows that while there is no jurisdiction that requires indefinite incoming services, more consumer-centric approaches, longer validity periods and/or extended grace mechanisms are applied by several countries. The results indicate that India’s model of regulation favours market flexibility rather than the protection of consumers using the system, leading to institutional disadvantages for prepaid users. The paper concludes by emphasising the need for regulatory reforms that will ensure minimum service continuity, affordability and alignment of telecom policies to those of digital governance. Such measures are needed in order to strengthen consumer rights and to support an inclusive digital participation.

Keywords: Prepaid Telecom Regulation; Consumer Protection; Digital Inclusion; Incoming Call Restrictions; Telecom Policy India

SEXAUL HARASSMENT AT WORKPLACE AND LEGAL SAFEGUARDS

AUTHOR – LOGESHWARI PAUL RAJ, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, TNDALU, CHENNAI

BEST CITATION – LOGESHWARI PAUL RAJ, SEXAUL HARASSMENT AT WORKPLACE AND LEGAL SAFEGUARDS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 505-517, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Sexual harassment at the workplace is a significant socio-legal issue that violates the fundamental rights to equality, dignity, and a safe working environment. It adversely affects not only the physical and psychological well-being of individuals but also organizational efficiency and gender equality in employment. This study critically examines the concept, scope, and legal framework relating to workplace sexual harassment in India, with particular focus on the evolution of law through judicial intervention and legislative enactment.

The research traces the development of legal safeguards from the landmark judgment in Vishaka v. State of Rajasthan, where the Supreme Court of India laid down binding guidelines in the absence of specific legislation, to the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act). The study analyses the statutory provisions of the Act, including the constitution and functioning of Internal Complaints Committees (ICC) and Local Complaints Committees (LCC), procedural mechanisms for complaint redressal, and the nature of remedies and penalties provided under the law.

Further, the research evaluates the constitutional dimensions of workplace sexual harassment with reference to Articles 14, 15, 19, and 21 of the Constitution of India, emphasizing the right to equality, non-discrimination, and the right to life with dignity. It also explores the role of the judiciary in interpreting and expanding the scope of protection through various landmark decisions, thereby strengthening the legal framework.

In addition, the study places Indian law within the broader international context by examining global standards such as the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and relevant conventions of the International Labour Organization, which emphasize the elimination of discrimination and violence against women in workplaces.

The research adopts a doctrinal methodology, relying on primary sources such as statutes and case laws, and secondary sources including legal commentaries, journal articles, and reports. It identifies key challenges in the effective implementation of the law, including underreporting due to fear of retaliation, lack of awareness among employees, inadequate functioning of complaint committees, and prevailing social stigma. The study also highlights concerns regarding procedural delays and lack of strict enforcement mechanisms.

The study concludes that although India has established a comprehensive legal framework to address workplace sexual harassment, mere existence of laws is insufficient without effective implementation. It emphasizes the need for increased awareness, gender sensitization, strict compliance by employers, and institutional accountability.

Keywords: Workplace Sexual Harassment, POSH Act, 2013, Fundamental Rights, Gender Equality, Vishaka v. State of Rajasthan.

“LEGAL STATUS AND SOCIAL SECURITY OF GIG AND PLATFORM WORKERS UNDER CODE ON SOCIAL SECURITY : A  CRITICAL ANALYSIS”

AUTHOR – KAAMINI.P, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, TNDALU, CHENNAI

BEST CITATION – KAAMINI.P, “LEGAL STATUS AND SOCIAL SECURITY OF GIG AND PLATFORM WORKERS UNDER CODE ON SOCIAL SECURITY : A  CRITICAL ANALYSIS”, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 496-504, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT:

The rapid expansion of the gig economy, driven by digital platforms and technological advancements, has significantly transformed traditional labour markets across the globe, including India. Gig and platform workers—such as ride-sharing drivers, food delivery personnel, and freelance digital service providers—operate in a flexible yet precarious employment environment that falls outside the ambit of conventional labour laws. Recognizing this emerging workforce, the Code on Social Security, 2020 marks a landmark development in Indian labour jurisprudence by formally acknowledging gig and platform workers and attempting to extend social security benefits to them.This paper critically examines the legal status and social security framework applicable to gig and platform workers under the Code on Social Security, 2020. It explores how the Code defines gig and platform workers as distinct categories separate from traditional employees, thereby excluding them from core labour protections such as minimum wages, job security, and collective bargaining rights. While the legislation introduces welfare-oriented measures, including provisions for life and disability insurance, health benefits, and old-age protection, these schemes remain largely discretionary and dependent on governmental implementation.The study highlights the inherent tension between flexibility and security within the gig economy, emphasizing that the absence of a clear employer-employee relationship results in a “legal vacuum” where workers possess limited enforceable rights. It further critiques the contribution-based funding mechanism involving aggregators, pointing out its potential inadequacies and implementation challenges. Additionally, the paper addresses practical concerns such as digital exclusion, lack of awareness, and administrative inefficiencies that hinder effective access to social security benefits.

Keywords:  Gig workers, Platform workers , Gig economy ,Platform economy , Code on Social Security, 2020 ,Legal recognition ,Legal status .

MATERNITY BENEFITS AND WORKPLACE PROTECTION UNDER THE CODE ON SOCIAL SECURITY, 2020: ISSUES AND CHALLENGES

AUTHOR – SUSMITHA.M, STUDENT AT THE TAMILNADU DR. AMBEDKAR LAW UNIVERSITY, SCHOOL OF EXCELLENCE IN LAW (SOEL)

BEST CITATION – SUSMITHA.M, MATERNITY BENEFITS AND WORKPLACE PROTECTION UNDER THE CODE ON SOCIAL SECURITY, 2020: ISSUES AND CHALLENGES, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 484-495, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT:

The Code on Social Security, 2020 represents a significant reform in India’s labour law framework by consolidating multiple social security laws into a unified structure aimed at extending protection to all categories of workers, including those in the unorganised, gig, and platform sectors. Among its key components, maternity benefits and workplace protection for women employees occupy a central position, ensuring financial security, health safeguards, and job continuity during pregnancy and post-childbirth phases.

The Code provides for paid maternity leave, medical bonuses, nursing breaks, and crèche facilities, while also prohibiting hazardous work during pregnancy and dismissal on grounds of maternity absence. These provisions aim to promote gender equality, protect maternal health, and support women’s participation in the workforce.

However, despite its progressive framework, the implementation of maternity benefits under the Code faces several legal and practical challenges. Additionally, issues such as lack of awareness, socio-economic barriers, and gaps in regulatory clarity hinder effective realization of these rights.

This study critically examines the scope, effectiveness, and limitations of maternity benefits and workplace protections under the Code on Social Security, 2020. It further analyses the emerging legal challenges and suggests reforms to strengthen enforcement, expand coverage, and ensure equitable access to maternity benefits in India’s evolving labour market.

KEY WORDS: Maternity Benefits, Workplace Protection, Women Employees, Code on Social Security, 2020, Gender Equality, Labour Law, Social Security, Maternity Leave, Unorganised Sector, Gig Workers, Employer Liability, Crèche Facilities, Nursing Breaks, Legal Challenges, Women’s Rights, Employment Protection, Maternal Health, Labour Welfare.

SEXUAL HARASSMENT OF WOMEN IN THE WORKPLACE: A LEGAL, SOCIAL, AND COMPARATIVE ANALYSIS

AUTHOR – SRUSHTI VARMA S.M, STUDENT AT MKPM RV INSTITUTE OF LEGAL STUDIES

BEST CITATION – SRUSHTI VARMA S.M, SEXUAL HARASSMENT OF WOMEN IN THE WORKPLACE: A LEGAL, SOCIAL, AND COMPARATIVE ANALYSIS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 480-483, APIS – 3920 – 0001 & ISSN – 2583-2344. DOI – https://doi.org/10.65393/V6I549

Introduction

Sexual harassment in the workplace continues to be a systemic and pervasive issue that undermines gender equality and workplace dignity. It is not merely an individual grievance but a structural manifestation of discrimination rooted in unequal power relations. Despite legislative interventions such as the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, implementation gaps and socio-cultural barriers persist.

Recent discourse has also been shaped by global movements such as the #MeToo movement, which exposed the scale and normalization of harassment across industries.