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Despite the prevalence of large-scale coffee chains like Starbucks, independent coffee shops are still thriving in the modern business world. With a focus on quirky design, high-quality coffee, and a relaxing atmosphere, independent cafes can distinguish themselves from the pack!Starting a cafe is being considered a lucrative business right now as it provides a great option for consumers who like to eat out frequently and socialize as well and along with water and oil, coffee is one of the most often sold commodities of the world.It is advisable that entrepreneurs intending to open a Cafe seek assistance only from professionals who have a proper track record of having started cafes. People who are passionate and honest about their business policies will be able to tell the entrepreneurs whether they have can be successful with their business or not.Below is the list of most of the critical restaurant licenses required to open a cafe in India, obtaining which will ensure that your restaurant operates legitimately.FSSAI Food Safety and Standards Authority License:As per Food Safety and Standards Act 2006, it is mandatory for all the eateries in India to obtain an FBO (Food Business Operator) license from Food Safety and Standards Authority of India(FSSAI) for the purpose of ensuring the quality of food for the benefit of public health.This license is not merely a license, on the contrary, it also serves as an approval by the authority and ensures the customers that the food of that particular restaurant affirms to the food safety standards of India.This license is necessarily a unique 14 digit registration number that is given to manufactures, traders, and restaurants which should mandatorily be printed on food packages. This confirms your consumers that they are dining at the right place which adhered to all the safety standards.Documents required:Id Proof and Address ProofValid Email IdPhone NumberAffidavitDeclaration Of Food Safety Management PlanKitchen Layout PlanList Of Food CategoryWater Testing Report from ISI approved FacilityNo Objection Certificate (NOC) from the owner or the partnerMedical Certificates of EmployeesLiquor License / Wine & Beer LicenseThis can be obtained from the Local Excise Commissioner, and the forms are available at the respective State Government websites.Documents required:Documentary proof regarding the legal status of the restaurant or the hotel, that is, whether it is a company, partnership firm or any other type of setup.Whether the restaurant or the hotel is in legal possession of the plot.A certificate that validates the completion of the restaurant or the hotel buildingTrade License from the Local authority, that is, MCD/NDMC or such other authoritiesCertificate of registration of Eating house license issued by the DCP.Documentary proof regarding applicant being an Income Tax Assessment and Sales Tax-Assesse.A complete layout plan of the establishment, site plan of the license outlets and the liquor storesNOC from the state Fire ServiceHealth LicenseIn legal language, health license is called as Trade License. It is required to obtain from the local civil authorities of the area where you want to start your cafe.Documents required:Sanction and Completion (Includes Ownership proof, Rent Agreement or NOC from landlord)Three copies of the site plan and layoutIndemnity bond for Rs.100Structural Stability Certificate signed by Structural EngineerPower and Water paid BillSewer Connection ProofLetter from Delhi police is also required for swimming pools, cinema halls, and hotelsWater Testing ReportsPlan of the PremisesMedical Certificates of EmployeesProof of Property TaxLal Dora Certificate, if applicableMedical Fitness Certificate of WorkersEating House LicenseThe Eating House License is provided by the Licensing Police Commissioner of that city where you would want to open the outlet.Documents required:Documents to prove the legal occupancy of the place of Eating House and in the case of tenancy, NOC from the landlordSite Plan containing details of the size of Eating HousePhotographs of the place showing its usage as an Eating HousePhotocopy of Valid NDMC/MCD/DCB/Airport Authority of India trade license and free receipt.Residence proof of the applicantAn affidavit on the stamp paper duly attested by Notary PublicFire NOC, if the seating capacity of the eating house is 50 or moreUndertaken with regard to amusement activitiesUndertaking regarding the installations of CCTV Cameras with 30 days recording facilityShop and Establishment Act - Gumasta LicenseTo run a food business in India, you must register your restaurant under the Shops and Establishment Act, be it a Food Truck or a Fine Dine restaurant.You need to register your restaurant within 30 days of the commencement of your business. This license is city specific.Documents required:Pan CardIdentity ProofAddress proof of the proprietor, partner or the companyDetails of the employeesGST RegistrationGoods and Services Tax Act has made GST effective since 1st July 2017.Documents required:Allotment and possession letter from Authority / Transfer Memorandum.Copy of Registered lease deed.Copy of Pan Card of Proprietor/Partnership Firm.Copy of the Partnership DeedCopy of Aadhar Card of Proprietor/all partnersOne passport size-photo of proprietor/all partner.Mail ID and Mobile No. to receive OTP & Verification links of all partnersLatest Bank Statement containing Name, Address and IFSC Code of Branch of Bank.List of Item to be traded ( if you want to sell stuff over the counter also)List of Item to be traded/manufacturedDigital Signatures of authorized partnersAuthority Letter in favor of dealing partnerFire Department NOCA No Objection Certificate (NOC) from the fire department is required.It must be ensured that all the compliances have been done of all the fire safety guidelines.Music LicenseUnder the Copyright Act of 1957, those who play pre-recorded music in any non-private, commercial or non- commercial establishments must obtain a music license issued by Phonographic Performance Limited(PPL).Certificate of Environmental ClearanceOne need to obtain it from the Ministry of Environment and Forests after submitting the questionnaire for environmental appraisal.Signage LicenseIf you want to market your restaurant either through word of mouth, logos, posters, pictures, and symbols, you are required to obtain a legal permit which is the signage license.You can obtain this license from local civil authorities like the Municipal corporations.Licensing is important to open a cafe. It helps in maintaining health standards and also to have a separate legal identity. It adds to the goodwill of the café as it attracts customers to a place which is safer and provide good quality food. It will bring customer satisfaction. According to FSSAI officials, restaurants and cafes operating without FBO license will be penalized up to Rs.5 lakhs and imprisonment of up to six months.

1. A non-Himachali cannot buy agricultural land. Since the economy of the state is agricultural/ horticultural driven, Himachal Pradesh has certain provisions under which non-Himachal residents and non-Himachal agriculturists cannot buy agricultural land in Himachal.2. Special permissions are granted by the Govt. to outsiders who intend to buy land in Himachal Pradesh. Outsiders can however buy land that is not being used for any agricultural purpose. However to buy land they would first require a prior permission from the State Government.3. Non-Himachali’s do not require any special permission to buy or lease constructed property, flat, etc. Anyone who is a citizen of India can freely buy any constructed property in the state. Having said that, one can buy or acquire the property only in urban areas and not in rural or agricultural areas.4. Ownership of a non-Himachali’s property would be limited only to the constructed area and the land on which this property is built will not be in his ownership.Here is how a non-Himachali who wants to purchase or acquire land in Himachal Pradesh can do so:You first need to clearly determine the purpose why you intend to purchase or acquire under Rule 38 A (3) of Himachal Pradesh Tenancy & Land Reforms Rules 1975. The permissible limits for building a residential house is 500 square meters and an area not exceeding 4 acres for agricultural orhorticultural purpose. Once you have shortlisted the plot and have completed your negotiations with the owner, you will need to visit the local patwari or the right land record officer along with the landowner to get the requisite copies of revenue record:(i) Latest copy of Jamabandi(ii) Tatima ShajraOnce all the papers are in order and everything is agreed upon you should execute an agreement on the prescribed value of the stamp paper, with regard to the proposed transfer of land. It is not compulsory to register this agreement under the Indian Registration Act.Here you will have to execute an affidavit duly attested by a magistrate stating that:(I) That you have not earlier acquired any land for the same purpose either in your own name or in the name of your family, with the permission of the State Government under clause (h) of subsection (2) of section 118.(ii) That the land to be transferred is fit to be used for the purpose for which it is being transferred.(iii) That you will use the land, proposed to be transferred, for the same purpose for which it is sought to be transferred.Apart from the above, you also need to procure an attested affidavit of the landowner stating therein that he, after the proposed transfer, will not become landless, and if so he shall not claim any benefit/land under any scheme prepared for the benefit of the landless persons in the State.Since you will be buying the land for building a residential house, you will need to obtain additional documents/certificates including:1. Certificate of permanent residence issued by the Tehsildar or the Magistrate of the area concerned.2. No objection certificate in the form of affidavit from co-shares of the land proposed to be transferred.3. No objection certificate:(i) Where the land to be transferred is abutting the State or the National Highways from the Public Works Department.(ii) Where the land to be transferred is located in an area where the provisions of Himachal Pradesh Town and Country Planning Act 1977 are applicable from the Town and Country Planning authority concerned.(iii) Where the land to be transferred is located in a municipal area from the municipality concerned.4. In case you are a government employee or working in public undertakings/ autonomous bodies, a copy of permission of the employer.IMPLICATION OF SECTION 118 OF H.P. TENANCY & LAND REFORMS ACT10.1 A relaxation in favor of the private developer pertaining to the acquisition or transfer of private / Government land will begiven for the specific purpose of developing new townships in various areas of the State. And for these purpose suitable amendments in section 118 of the Himachal Pradesh Tenancy and Land Reforms Act, 1972 will be made. Upon such relaxation being given, the developer will commence construction within six months from the date of getting possession of the land and the township should be fully developed within five years.10.2 Furthermore, the developer will have freedom to sell the plots, flats or semi-constructed structures to the prospective buyers without any legal hurdles. For this purpose, suitable amendments in section 118 of the Himachal Pradesh Tenancy and Land Reforms Act, 1972 will be carried out so as to bring these private developers at par with the dwelling units/ plots sold to private parties by the Himachal Pradesh Housing Board and Himachal Pradesh Nagar Vikas Pradhikaran throughout the State.38-A. Purpose for which land is transferable under section 118(2)(h).-(1) Where a non-agriculturist intends to acquire land in his name by way of sale, gift, will, Exchange, lease or mortgage with possession, he shall apply for permission under clause (h) Of sub-section (2) of section118 of the Act, in Form LR-XIV duly supported with the Documents specified, to the Collector in whose jurisdiction the land is situated.(2) (a) on receipt of the application, complete in all respect under sub-rule (1), the Collectorshall examine the same and if he is of the opinion that the application should be Accepted, he shall recommend the same to the State Government for consideration within a Period of 30 days from the date of receipt. The Collector shall ensure that all relevant information and documents, specified in Form LR-XIV, are available and in order before making recommendation. If documents are not in order, he shall return the application to the Person concerned with aspecific order: Provided that if there is any objection or shortcoming in the application Form LR-XIV, the Collector shall convey such objection(s) or shortcoming(s) at one time only, to avoid unnecessary delay].(b) On receipt of the recommendations made by the Collector under clause (a) of this sub rule, the State Government shall consider theapplication and allow or [reject the applicationwithin [30 days]:(c) The applicant shall be informed of every order passed by the State Government underClause (b) of this sub-rule; and(d) Any applicant, whose application has been rejected, may, within 60 days of the date of order of rejection, apply to the State Government to review the order and the Government may, after making such further inquiry as it may think fit, pass such order as it considers necessary: Provided that the State Government may entertain the review application after the expiry of the said period of 60 days, if it is satisfied that the applicant was prevented by sufficient cause from filing the review application in time.[(3) The permission under sub-rule 2 may be granted for any of the following purposes and subject to the following scales, eligibility and other conditions:-Purpose Area Conditions onTransferor (s) Eligibility of transferee(s)Other conditions(a) For agriculture or horticulture purpose or for both purposes an area not exceeding 4 acres only in rural area. Shall not become landless/houseless. That the person is qualified to undertake such activity, to be certified by concerned department as per criteria laid down by that department. As perPerforma for essentiality Certificate and Check list separately notified.(b) For building residential house. Upto 500 square meters but not less than 150 square meters. Shall not become landless /houseless.1.(a) A person who on the commencement of this Act worked and continues to work for gain in an estate situated in HP.(b) A person working in the State for more than 30 years Recommendation of Deputy Commissioner. Recommended by concerned local body for grant of permission.(c) Employees possessing certificate of beingbonafide Himachali.2. Padma Award Gallantry Award Winners3. Other eminent persons in the spheres of health, education, culture, research, public service, sports and business to be recommended by a committee consisting of three Principal Secretaries headed by the Principal Secretary (Revenue).(c) Built up building or part thereof for residential purpose Upto 500 square metres.Seller to be registered with the Town and Country Planning Department in areas where Town and Country Planning Department has not already issued NOC/approval for construction of building to the seller. Any citizen of India including an OCI and legal entity registered in India underany law for the time being in force. Recommendations of Deputy Commissioner.(d) For construction of shop.Upto 300 square metres but not less than 150 square metres. Shall not become landless/ houseless.(a) A person who on the commencement of this Act worked and continues to work for gain in an estate situated in H.P.(b) A person working in the State for more than 30 years recommended by concerned local body Recommendations of Deputy Commissioner. For grant of permission.(e) For industrial/ religious/ tourism/ apartment/ hydel project/BT/IT project, purpose Such area as may be certified by theDepartment concerned. Shall not become landless/ houseless. That the person is qualified to undertake such activity, to be certified by concerned department as per criteria laid down by that department. As perPerforma for Essentiality Certificate and Check list Separately notified.(f) For socially useful activities i.e. old age home, gausadan, health related activities, orphanages, education related or related to creation sports facilities, etc. Such area as may be certified by the department concerned. Shall not become landless/ houseless. That the person is qualified to undertake such activity, to be certified by concerned department as per criteria laid down by that department. As above(g) Public use facilities normally undertaken for profit i.e. shopping malls, office complex, garage, cold storages, service stations, petrol pumps etc. and any other activity not coveredabove. Such area as may be certified by the Department under whose control the activity falls. Shall not become landless/ houseless. That the person is qualified to undertake such activity, to be certified by concerned department as per criteria laid down by that department. As above. Provided that the permission granted under this rule shall be valid for a period of one year from the date of issue of the orders of the State Government granting such permission: Provided further that the State Government may for reasons to be recorded in writing, extend the said period for further six monthsAPPLICATION FOR PERMISSION REQUIRED UNDER SUB RULE (1) OF RULES 38-A OF THE HIMACHAL PRADESH TENANCY AND LAND REFORMS RULES, 1975.………..PART-I1. Name of the applicant________________Son/Daughter/Wife/ of__________resident of village_________________________ Tehsil_________________District_________.2. Permanent addressVillage/Town_______________Tehsil______________ District____________State_________________.3. Present occupation and address__________________________________4. Purpose for which the land is required__________________________-5. Particulars of the land applied for:i) District.ii) Tehsil.iii) Number of estate (Hadbast) with name ofEstate.iv) Khata/Khatoni/Khasra Numbers alongwithtotal No. of Kitas with area and classification of land.6. Particulars of the land holder from whom land is intended to be transferred Name_________________________son/daughter/wife of_____________ resident of village________________ Tehsil________________________ District________________.7. Whether the applicant applied previously for such permission if so, give the following particulars:-(a) Date of application, if known.(b) Whether permission granted or refused (the date of order the State Government.(c) Particulars of land permitted to be transferred previously:-i) District.ii) Tehsil.iii) Name of Estate with Hadbast number.iv) Khasra number with area and classification.8. Any other information which the applicant consider to be relevant.I solemnly affirm and declare:-That whatever has been stated above is true to the best of my knowledge and belief and that nothing has been concealed or suppressed.Signature of the Applicant.AddressDated: Remarks of the Collector.Signature of the CollectorDistrict______________Dated_________________PART-II(DOCUMENTS TO BE ENCLOSED WITH THE APPLICATION FOR PERMISSION)(I) Latest copy of Jamabandi and tatima shajra.(II) Copy of agreement entered into by the transferor and transferee.(III) Affidavit of the transferor stating thathe, after the proposed transfer, will not become landless, and if so he will not claim any benefit/land under any scheme preparedfor the benefit of landless persons in the State.(IV).- No objection of all the co-sharers/tenants of the land proposed to be transferred in case of a joint holding where a particular Khasra No. or part thereofis proposed to be transferred in the form of affidavit stating that he/she has no objection in case land is transferred to proposed transferee. This affidavit will not be required in any case of transfer of a share in an entire joint holding.(V) In case of application under (b) (c) or (d) of sub-rule (3) of rule 38-A, proof of being an eligible applicant:-(i) for 3 (b) 1. (a) & (b) and 3 (c).- Certificate may be issued by a NaibTehsildar/Tehsildar/SDM/ ADM/ADC/DC having jurisdiction over the area.(ii) For 3 (b) 1.(c). In addition to (i) above, a Certificate from the department concerned.(iii) For 3(b) 2. Attested copy of Award/certificate.(iv) For 3 (b) 3. Recommendations of committee headed by the Principal Secretary (Revenue), Govt. of H.P. for which applicant has to apply to the Principal Secretary (Revenue), Govt. of H.P.(v) In case of any other applicant, Essentiality Certificate from the concerned department.(vi) In case of non-agriculturist seeking to sell any land or building purchased after obtaining permission under section 118, proof of utilization for the purpose for which permission was obtained from relevant department or local body concerned within the period allowed for utilization* Reference taken from H.P. Government Website.

An Employee Background verification process is a thorough screening of a candidate’s work history, education background and degrees, academic certificates, legal records, and sometimes credit scores. The process usually takes between 3-10 days and charge between Rs 2000 and Rs 3000 per candidate. The fee goes up in case of extensive checks and for senior-level hires. The company runs a background check on one’s resume/CV, once all the interview rounds are qualified by the employee. An employee background check is a review of a person’s commercial, criminal, employment, and/or financial records. Many employers conduct background checks on job candidates. Some employers conduct checks after they have hired an employee. This is an investment as background checks help in safeguarding organizational assets, promoting safety at the workplace, reducing turnover owing to right hiring, safeguarding company reputation, avoiding legal action and inspiring confidence in customers and shareholders.As per the survey of the Executives involved in background verification, IT and ITES, banking and financial services and FMCG sectors are way ahead of their peers in other sectors such as telecommunications, manufacturing, retail, hospitality, healthcare, travel, education and entertainment. IT firms such as Tata Consultancy Services (TCS), Infosys Technologies, and Wipro are known to show zero-tolerance towards corporate fraud as well as fraudulent employees. Stringent actions including termination of services and blacklisting such candidates and recruiters are taken by them. The industry body for technology companies, the National Association of Software and Services Companies, maintains a centralized database of IT and ITES employees as well as third-party verified information on education, experience history and personal details of all these professionals.Job portals such as Naukri, Monster, etc. and communities such as the CiteHR forum also alert users of the blacklisted candidates. But there is no single platform for non-IT/ITES companies, where details of fraudulent candidates and recruiters can be found. The lack of a centralized repository of information, defined processes and procedures to conduct checks at educational institutes, police stations or courts makes the process of background verification difficult and cumbersome. But with advanced forms of white-collar crimes emerging, it is time that companies go the extra mile and conduct thorough background checks on prospective employees.Why do we need to verify the employee details before recruitment?The probability of hiring a wrong applicant is one out of every six (1:6) candidates who hold misrepresented records to induce you into offering them the job. There are many applicants who try to get hired by means of fake degrees and false employment records. Simple background verification would uncover these frauds and cease you from hiring the wrong applicant. The current scenario of Resume Fraud states 53% of all the job applications contain false detail according to the Society of Human Resources Management, while 9% of the applicants falsely affirmed that they had a college degree, listing false employers that didn’t even exist as per the survey conducted by Hubspot.Below are some of the details that background verification agencies find in order to search for the employee who is the right fit for the company:Experience gapsMismatch in the education receivedDiscrepancies in the compensationWorking in various unrelated industriesSkill sets varying hugelyImprove the quality of hiresFake degrees from unrecognized universitiesCertificate courses being passed off as degreesProtect the reputation of the companyPrevent or reduce theft, fraud or any other criminal activitySafety is a major reason to conduct background and reference checks is to avoid harm or legal liability of any type to the employer or to others. This includes harm to:Other employees via sexual harassment or workplace violence.The organization’s customers by sexual assault on business premises.The public due to negligent drivingThe employer’s business through financial loss or image/reputational issues.Defense of legal claims, such as negligent hiringA multilevel jurisdictional criminal records search can be strong evidence that the employer exercised due care in hiring.Criminal Check: It is important to check criminal records of individuals who own or who work with a third-party vendor. Discovering beforehand about the owner being involved in theft will save the hassle and worry about the same thing happening again.License Requirements: It is important to verify that all licenses are current and there has been no refusal of license or probationary periods due to any wrongdoings.Other Business Names: It is also a must to identify whether the third-party vendor is using alias names or the firm with a history of names has something to hide.Lawsuit or legal issues: It is required to check whether the employee is involved in any criminal cases.Motor vehicle records: Employers should always check the driving record of any individual operating an organization vehicle at any time or who will drive personal/ rental vehicles on company business. A motor vehicle record typically includes license status, license class, expiration date, traffic violations, arrests and convictions for driving under the influence, and license suspensions or cancellations.A thorough search reduces a company’s risks by confirming that the vendor is not open to risk factors that might create lawsuits or other issues, the employee is insured and is a legal resident, eligible to work in the country. Checking important information priory can also prevent financial concerns.Maximize productivity: Hire the best and reject the rest. Typically, past performance is a strong indicator of future performance and can reveal an individual’s professionalism, productivity, job skills, and interpersonal communication abilities.Employee Background Verification includes:Public records: These can easily be accessed from the court records and criminal history by any law enforcement agency.Work history: It can be obtained from one’s past employers, Duration of being hired with them, Job role in each company, Pay, Performance history, Conduct in the company, Medical history.Education records: Companies will reach out to your universities to match your credentials to avoid forging degrees, fake certificates, bogus grades- the most common types of corporate frauds.Address verification: It is done by sending people to physical locations to check out a candidate’s address.Big private companies hire third-party agencies to do everything mentioned above. While smaller firms usually depend on their internal team of HRs for background verification of employees recruited. The HR team which takes care of the background verification process has a powerful tool that they can use to learn a lot about a job applicant- social media handles. Content that borders on racism, a homophobic slur, inappropriate pictures, etc, is and should be, used against the applicant. There are no laws that require companies from scanning social media handles of candidates.A background check can range from a simple verification of your social security number to a much more thorough check into your history. Information that an employer might check can include your work history, credit, driving records, criminal records, vehicle registration, court records, compensation, bankruptcy, medical records, references, property ownership, drug test results, military records, and sex offender information. Employers can also conduct a character check, which might involve speaking with your personal acquaintances, including friends and neighbors.There are various kinds of background checks, including business to business check (B2B) and business to a consumer background check. (B2C). Third-party vendors fall into the category of a B2B check with these background checks including information on the creditworthiness of the company, work history, and verification of state certificates. A few agencies in India like First India Advantage, Mintly, Jantakhoj, AuthBridge, HireRight, and IDfy are specialized in background verification, known as third-party service providers.When employers use a third party to check someone’s background, the Fair Credit Reporting Act (FCRA) restricts what they are allowed to check, and how. The FCRA is federal legislation that sets the standards for screening for employment. The FCRA defines a background check as a consumer report. Government firms or PSUs run an extensive verification before offering the job. They ask for Residential proof of where you lived more than six months, Proof of current local address and permanent address, Record from District Magistrates/ Police Commissioners of areas where you lived. Further, either of those authorities asks police stations to run the check and finally, the record that police find is passed on the chain.With the advent of technologies, various tools have been used as:Aadhaar verificationNational Academics Depository (NAD) – The government launched the NAD tool that digitally stores your education records and can issue reliable certificates to verified users as they plan to have every education board and institution in India on-board.National Skills Registry (NSR) – NSR is the largest database of working professionals that helps the company’s fact-check employees’ information.Trends associated with background screening and reference checks:Automation: Apart from phone-based reference interviews, screening firms and employers are using advanced technology to improve the results of reference checks. Some screening firms offer online solutions that enable a broad set of reference sources to respond quickly and confidentially. While few believe that the online reference checking does not enable a hiring manager or screening professional to ask probing questions in an interactive fashion. Though this is true, requesters always have the option to call and ask follow-up questions about candidates after reading the initial report.Screening of contingent workforce: According to the Bureau of Labor Statistics, nearly 4 out of 5 employers use some form of nontraditional staffing such as hiring freelancers, temporary workers or independent contractors on an as-needed basis. Employers largely have the same liability issues as these workers as with regular employees, and more employers are choosing to screen these workers to protect themselves.Globalization: Pre-employment screening is becoming more complex as organizations increasingly look to overseas job markets with advent of globalization. It is now common for a job applicant to have been raised and educated in as well as to have worked in several different countries. Employers recognize that candidate screening at all levels is more complex and vital to organizational well-being. Multinational employers thus must be careful to obey local laws concerning background checks.Social Media: Today, every company you interview with looks into your social feeds. Social media has made it easier for employers to map one’s interests, activities, and tastes, enabling them to picture their personalities. Beware of an objectionable pic on Facebook or a raging political comment on Twitter. The legal rights around background checks are vague, due to privacy concerns raised by many.There are some rules and regulations need to be followed by the recruiters as per the guidelines of the government. It’s mandatory for Indian companies having ISO 27001 certification to conduct background screening for employment. Your medical information, financial background, and biometric data are private. An employer can’t access it without your permission, but there are no laws to stop companies from scanning your social media. In a few cases, for the hiring of top positions, companies are more concerned about their background and do go beyond the extent of verifying its approval, irrespective of the law. There is some information that cannot be disclosed under any circumstances, including bankruptcies after 10 years, civil suits and civil judgments and records of arrest after 7 years, paid tax liens after 7 years and accounts placed for collection after 7 years. However, these restrictions don’t apply if the salary is $75,000 or more, for a senior position applicant.To sum it up, candidate verification is one of the most effective tools that you should use to build the right ‘infrastructure’ of employees. India is seeing a huge spurt in growth with many a start-up spawning from even tier-2 and tier-3 cities. Make sure candidate verification is a policy that is part of your growing culture and is never side-lined. You might not see tangible benefits to it, but you would’ve averted many an issue just by making sure you only allow candidates who are vetted.