WILL PAN REMAIN SAME AFTER CONVERSION OF OPC INTO PVT LIMITED?

Dear Experienced members of CAClubIndia,

Greetings of the day!
I had a specific query about resigning as a director of a pvt ltd company.

I had joined an pvt ltd company in 2018 which was also formes also together in the same time around June 2018,past 6 months due to multiple reasons,no one focused on the startup and all 3 directors were working on their own in other activities.

Now the other 2 directors have shared with me the resignation letter format.
I am happy and willing to resign,thus just wanted clarification that are there any specific clauses to be mentioned in the letter so as there is no element of any liability or other responsibilities I get stuck with after submitting the resignation letter.

##########################
To,
The Board of Directors
Company Name
Company Registered Address.


This is to inform you that due to personal commitments & preoccupation, I am unable to give required time and devotion for performing the duties of director and therefore, I hereby resign from the Directorship of the Company with immediate effect. You are requested to accept my resignation and intimate ROC for the same.

I express my gratitude towards all Board members and staff for their support during my tenure as Director.

Thanking you,

Yours faithfully,

Resigning Director Name
DIN Number
###########################
Let me know your valuable inputs.
Thanks for your time.

Regards,
Pranav.

I have incorporated a company in the year 2016 , but business never could get started neither any other activity related to compliances or anything has been done.
I want to strike off the name of company from "Register of Companies" The status of company is "Active non compliant" what will be the procedure?

if any Pvt. Ltd. company in Delhi not following labour law , can be any consequences.
Company is paying below Rs. 10.000/- ( Ten Thousand per month) per month to its office boy. there will be any consequences. and also company not provided appointment letter to the office boy of company . But the office boy is working whole day in office.
as per Delhi labour law company can face any consequences.

Hi

Can anyone help me MOA & AOA of Food product company of private limited register under Companies Act, 2013

My job is completed 31st may 2020 , 4 years and 10 months but management want to terminate my job in June 2020 any time . i want to know whether i eligible for Gratuity if my company terminate me in june 2020 itself . because my job is not completing 5 years . and also may i eligble for retrenchment compensation . My salary hold by the company for may 2020 .
My management reduced salary for each employee 50% for the month may onward. now on termination how much amount can i obtain on Retrenchment compensation and can i eligible for Gratuity.

If a company wants to terminate its employee in June . if employee is managerial level in Accounts Department and company may inform to employee that you have to left while company have reduced salary to 50% in may 2020 but employee not accepted. employee if leave the organisation then how much salary will be eligible in june then for may and June .

This question dates back to the year 2015.

A PVT ltd company in India has 3 directors of which 2 - Mr A & Mr B are foreigners (Mr A is Chairman of the Company) and are at one place only and 1 Mr C is staying in India. It has also appointed a full time Company Secretary Mr D.

On 25th September 2015, Company realised that Financials are to be signed and none of the foreign directors could travel to India and vice-versa.

So, what various options are available to comply with the provisions of section 134 related to signing of Financial Statements by the Company? to be specific with below questions:
the procedures to be followed to comply with section 134, 101, etc as in, in the given conditions -
1) how, where and when to schedule BM for approval of Accounts (certainly with a shorter notice)?
2) who can sign the approved financials & when?
3) how & when to schedule AGM (certainly with a shorter notice and considering Circular 11/2015)

How to calculate Gratuity
My company is going reduction of Salary BY 50% of total salary . Then how to calculate Gratuity . after Reduction and on Basic salary.
My Salary Was Pre COVID 19 36,905 ( Basic 18452/-) Now after Reduction My total salary is Rs. 18452 ( Now basic salary is 9226) how to calculate Gratuity.

Please reply my question.
I am working a organization in which some time ( For June 2019 to December 2019 ) there was 11 staff ( For seven Months) Company can not obtain EPF and ESI Registration . can company face any Problem when any employee can raise issue against labor Law. Thanks.