Arbitration
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a process of dispute resolution, a neutral third party called the arbitrator renders a decision after a hearing.
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Arbitration & its types
This document discusses arbitration and provides details on various aspects of the arbitration process. It begins with an introduction defining arbitration as an impartial third party making a binding decision to resolve a dispute between two parties. It then covers arbitral and non-arbitral disputes, the duties of an arbitrator, benefits and drawbacks of arbitration, and different types of arbitration including voluntary, compulsory, ad-hoc, institutional, statutory, domestic, international and foreign arbitration. The document also provides an overview of arbitration in India, noting key organizations like the Indian Council of Arbitration and provisions in the Arbitration and Conciliation Act of 1996.
Arbitration
This document summarizes key aspects of arbitration based on a presentation by Dr. Deepa Pravin Patil. It defines arbitration as a dispute resolution process where impartial adjudicators chosen by the parties make a final and binding decision. It notes some fundamental features of arbitration include being an alternative to courts, allowing parties to control the process, and having enforceable awards. The document discusses the Arbitration and Conciliation Act of 1996 in India and types of arbitration like institutional, ad hoc, and international. It provides an overview of topics like arbitration agreements, composition of tribunals, the tribunal's jurisdiction, conduct of proceedings, making awards, termination of proceedings, and challenging awards.
Arbitration and Conciliation Act 1996
Here is a brief overview of the Arbitration Act with a simple and easy to understand language. Very useful for beginners who are finding difficulty in learning alternative methods of dispute resolution.
Arbitration
A form of alternative dispute resolution, a technique to settle disputes outside the court. but here you will find that there are some exceptional cases in which the applicant can apply in court to seek justice.
here powers and duties of arbitrator is well explained also it is important to mention powers of court over arbitration and it's decisions.
(here the 'award' is referred to decision).
Arbitration And Conciliation
The document summarizes a presentation on arbitration given to the Institute of Chartered Accountants of India. It defines arbitration as an alternative dispute resolution process where neutral arbitrators, rather than courts, resolve disputes. The presentation outlines the benefits of arbitration like confidentiality, speed and cost savings. It also discusses the types of arbitration and sources of laws governing arbitration like the Arbitration and Conciliation Act of 1996 in India. Key topics covered include arbitration agreements, composition of arbitral tribunals and appointment and substitution of arbitrators.
Arbitration
Arbitration is a process where a dispute is submitted to an impartial third party, whose decision is usually binding. It involves both parties presenting their case to an arbitrator they choose or who is appointed by statute. The arbitrator reviews evidence and issues a decision based on equity and justice. Arbitration is best for resolving contractual disputes, while mediation is better for disputes over interests. Arbitration has advantages like bringing the process closer to the parties and being more flexible, expeditious and cost effective than litigation. There are two main types - voluntary arbitration agreed to by both parties, and compulsory arbitration required without consent.
Arbitration and Conciliation Act
Salient features of Arbitration and Conciliation Laws in India: Historical perspective, growth of law, and relevant provisions.
Arbitration agreement
This document discusses arbitration agreements. It defines an arbitration agreement as an agreement between parties to submit present or future disputes to arbitration. There are two basic types: clauses in contracts and separate submission agreements for disputes that have already arisen. The document outlines requirements for valid arbitration agreements under the Model Law and New York Convention. It also discusses the law applicable to arbitration agreements, the power of courts to refer parties to arbitration when an agreement exists, interim measures courts can order, and grounds for terminating an arbitration agreement.
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Arbitration & its types
This document discusses arbitration and provides details on various aspects of the arbitration process. It begins with an introduction defining arbitration as an impartial third party making a binding decision to resolve a dispute between two parties. It then covers arbitral and non-arbitral disputes, the duties of an arbitrator, benefits and drawbacks of arbitration, and different types of arbitration including voluntary, compulsory, ad-hoc, institutional, statutory, domestic, international and foreign arbitration. The document also provides an overview of arbitration in India, noting key organizations like the Indian Council of Arbitration and provisions in the Arbitration and Conciliation Act of 1996.
Arbitration
This document summarizes key aspects of arbitration based on a presentation by Dr. Deepa Pravin Patil. It defines arbitration as a dispute resolution process where impartial adjudicators chosen by the parties make a final and binding decision. It notes some fundamental features of arbitration include being an alternative to courts, allowing parties to control the process, and having enforceable awards. The document discusses the Arbitration and Conciliation Act of 1996 in India and types of arbitration like institutional, ad hoc, and international. It provides an overview of topics like arbitration agreements, composition of tribunals, the tribunal's jurisdiction, conduct of proceedings, making awards, termination of proceedings, and challenging awards.
Arbitration and Conciliation Act 1996
Here is a brief overview of the Arbitration Act with a simple and easy to understand language. Very useful for beginners who are finding difficulty in learning alternative methods of dispute resolution.
Arbitration
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here powers and duties of arbitrator is well explained also it is important to mention powers of court over arbitration and it's decisions.
(here the 'award' is referred to decision).
Arbitration And Conciliation
The document summarizes a presentation on arbitration given to the Institute of Chartered Accountants of India. It defines arbitration as an alternative dispute resolution process where neutral arbitrators, rather than courts, resolve disputes. The presentation outlines the benefits of arbitration like confidentiality, speed and cost savings. It also discusses the types of arbitration and sources of laws governing arbitration like the Arbitration and Conciliation Act of 1996 in India. Key topics covered include arbitration agreements, composition of arbitral tribunals and appointment and substitution of arbitrators.
Arbitration
Arbitration is a process where a dispute is submitted to an impartial third party, whose decision is usually binding. It involves both parties presenting their case to an arbitrator they choose or who is appointed by statute. The arbitrator reviews evidence and issues a decision based on equity and justice. Arbitration is best for resolving contractual disputes, while mediation is better for disputes over interests. Arbitration has advantages like bringing the process closer to the parties and being more flexible, expeditious and cost effective than litigation. There are two main types - voluntary arbitration agreed to by both parties, and compulsory arbitration required without consent.
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Arbitration agreement
This document discusses arbitration agreements. It defines an arbitration agreement as an agreement between parties to submit present or future disputes to arbitration. There are two basic types: clauses in contracts and separate submission agreements for disputes that have already arisen. The document outlines requirements for valid arbitration agreements under the Model Law and New York Convention. It also discusses the law applicable to arbitration agreements, the power of courts to refer parties to arbitration when an agreement exists, interim measures courts can order, and grounds for terminating an arbitration agreement.
Law of Arbitration by Niddhi Parmar
This document provides information about Vinod Kothari Consultants Private Limited, an Indian law firm with offices in Kolkata, New Delhi, and Mumbai. It lists contact details for the firm's offices and key personnel. The document then provides a brief overview of arbitration and alternative dispute resolution, the history of arbitration law in India, key definitions related to arbitration, and the structure of the Arbitration and Conciliation Act, 1996.
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Appointment of arbitrator
1) The document discusses various provisions and case laws related to the appointment of arbitrators under Section 11 of the Arbitration and Conciliation Act, 1996.
2) It notes that under Section 11(6), if the parties have agreed on an appointment procedure, the court must take necessary measures to implement that procedure rather than directly appoint an arbitrator.
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The document discusses the Arbitration and Conciliation Act of 1996 in India. It covers the objectives of the act, which include comprehensively covering international commercial arbitration. It discusses arbitration agreements, the essentials required for an agreement to be valid, and the power of judicial authorities to refer parties to arbitration. The document also outlines the conduct of arbitration proceedings, the powers of arbitrators, requirements for a valid arbitral award, and forms and contents of an award. Finally, it discusses conciliation under the act, including the commencement of conciliation proceedings, communication between conciliators and parties, and settlement and termination of conciliation agreements.
conciliation ppt
Conciliation is a process for resolving disputes through non-binding mediation with a neutral third party conciliator. The conciliator helps facilitate discussions between the disputing parties to develop an mutually agreeable solution. Key aspects of conciliation include voluntary participation, confidentiality, flexibility, and focusing on the interests of the parties rather than legal rights. The conciliator aims to find a middle ground and reduce differences between parties to reach a settlement and restore peace.
Composition of Arbitral Tribunal.
This document discusses provisions around alternative dispute resolution and arbitration. It outlines that an arbitral tribunal shall consist of an odd number of arbitrators unless otherwise agreed, with each party appointing one in a three-arbitrator panel. An arbitrator may only be challenged for circumstances that raise doubts on impartiality or independence, lack of qualifications, or reasons a party became aware of after appointment. The procedure for a challenge requires sending a written statement within 15 days of the relevant event or constitution of the tribunal.
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This document provides an overview of interim measures in arbitration proceedings under the Indian Arbitration and Conciliation Act of 1996. It defines interim measures as temporary relief granted pending the final resolution of a dispute. Section 9 of the Act allows parties to approach courts to seek interim measures to preserve assets or evidence. The document discusses the types of interim measures available, including injunctive relief, attachment orders, and appointing receivers. It analyzes the scope of interim measures under Section 9 and their purpose of safeguarding parties from harm due to delays in the arbitration process.
Arbitration In India
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This document discusses provisions around alternative dispute resolution and arbitration. It outlines that an arbitral tribunal shall consist of an odd number of arbitrators unless otherwise agreed, with each party appointing one in a three-arbitrator panel. An arbitrator may only be challenged for circumstances that raise doubts on impartiality or independence, lack of qualifications, or reasons a party became aware of after appointment. The procedure for a challenge requires sending a written statement within 15 days of the relevant event or constitution of the tribunal.
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This document discusses the topic of arbitration. It defines arbitration as the settlement of a dispute between parties through a neutral third party arbitrator, rather than through the court system. Arbitration can be voluntary or required by law, and the arbitrator's decision is binding if both sides agree to be bound. The procedure is governed by a country's arbitration laws or rules set by the International Chamber of Commerce. An arbitration agreement is a written contract where parties agree to settle disputes outside of court, often included as a clause in larger contracts. The objectives of arbitration are to comprehensively cover commercial arbitration, make the process fair and efficient, and ensure the tribunal remains within its jurisdiction. An arbitral agreement must be in writing and contain
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professional ethics for attorneys operating in non-adversarial settings. Clients and courts increasingly express a preference for attorneys who are skilled not only in litigation but in problem-solving, which costs the clients less in terms of time, money and relationship. The law of ADR also provides an introduction to negotiation and mediation theory.
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PROPERTY, ITS KINDS, IMMOVABLE AND MOVABLE
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REGISTERED, and ACTIONABLE CLAIMS
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The document discusses key provisions around the transfer of property as per the Transfer of Property Act 1882 in India. It defines transfer of property and outlines some key principles:
1) A transfer of property is an act by a living person to convey property, present or future, to one or more living persons.
2) Certain types of future or uncertain interests cannot be transferred, such as the chance of inheritance or a legacy.
3) Some interests are not transferable if separated from the dominant property, such as easements.
4) The Act aims to enable free transfer of property, with some exceptions for interests opposed to public policy.
Mortgage
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Indonesian Take on Alternative Dispute Settlements Part Two : Selection of Ar...
In arbitration, parties are entitled to determine how to proceed with the arbitration. It includes choosing an arbitration institution and rules and procedures to solve disputes. According to Art. 34 Law Number 30 of 1999 concerning Arbitration and Alternative Dispute Settlement (“Law 30/1999”), “(1) Settlement of disputes through arbitration can be carried out using national or international arbitration institutions based on the agreement of the parties. (2) Settlement of disputes through the arbitration institution shall be carried out according to the rules and procedures of the chosen institution, unless otherwise stipulated by the parties”. Furthermore, pursuant to the elucidation of Art. 34 par. (2) parties are free to choose the applicable rules and procedures without having to use the rules and procedures of the chosen arbitration institution.[1] This would be because parties may have some of the procedures agreed upon in their contract.
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Arbitration
This document discusses arbitration as an alternative dispute resolution process. It defines arbitration and notes its key benefits like confidentiality, speed and cost savings compared to litigation. However, it also lists potential drawbacks like arbitration agreements sometimes being misleading. The document outlines different types of arbitration and sources of arbitration law and international conventions. It provides details on India's Arbitration and Conciliation Act of 1996, including how arbitration agreements are formulated and issues relating to the composition and appointment of arbitral tribunals.
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The development of ports leads to more economic activities in the city as well as the country. It also helps in increasing the trade flow between nations, also benefiting other sectors such as logistics, etc.
Impact of taxation on cross border investment
Consequent to the implemented economic liberalisation in India during the 1990s, substantial international investment activity began within the Indian capital markets and through corporate vehicles with an increasingly vibrant fervour. In fact, today, Foreign Institutional Investors (FIIs) play a crucial role in the liquidity, growth and vitality seen in Indian capital markets. Simultaneously, along with increasing FII activity, as a result of the favourable economic and political climate, India also witnessed an increasing quantum of Foreign Domestic Investment (FDI).
The regulation of these investment channels and instruments was at the front and centre of economic policy debate, a part of which revolves around taxation. There is undoubtedly a proximate and intelligible nexus between taxation and the employment of these investment tools. A taxation regime that is favourable can work in effectively attracting more international investment which in turn would enhance market liquidity, activity, and growth.1 While FIIs and FDIs may appear to be similar investment channels, for the most part, they serve entirely different objectives, and operate in substantially different manners and are subject to different regulatory regimes in terms of exchange, economic and taxation policy.
In the coming sections of this paper, the authors have attempted to analyse several aspects of FII and FDI taxation in India. The first section delineates the differences in FIIs and FDIs, their market strategy, modus operandi, and objectives, while ascertaining what exactly these investment channels imply and the various investment vehicles that may be employed by foreign actors.
The subsequent section of the paper outlines the tax regime applicable to such FDIs and FIIs, depending on the organisational scheme and objective of the business vehicle so employed for the investment.
Given that FIIs and FDIs essentially involve a foreign element, the question of double taxation is one which necessarily requires to be addressed. To that end, in the third section of this paper, the authors have looked at Double Taxation Avoidance Agreements (DTAAs) (Tax Treaties) in the context of FIIs and FDIs.
Vroom's expectancy theory
Vroom's expectancy theory of motivation proposes that employee motivation depends on three factors: valence, expectancy, and instrumentality. Valence refers to the value an individual places on a reward. Expectancy is the belief that effort will lead to good performance. Instrumentality is the belief that good performance will lead to the desired reward. The theory states that motivation is highest when an individual believes that increased effort will lead to good performance (high expectancy) which will result in a desirable reward (high instrumentality/valence). The theory helps managers understand how to design reward systems to motivate employees.
Personality determinants & attributes
The term ‘personality’ is derived from the Latin word ‘persona’ which means a mask. According to K. Young, “Personality is a …. patterned body of habits, traits, attitudes and ideas of an individual, as these are organised externally into roles and statuses, and as they relate internally to motivation, goals, and various aspects of selfhood.” G. W. Allport defined it as “a person’s pattern of habits, attitudes, and traits which determine his adjustment to his environment.”
According to Robert E. Park and Earnest W. Burgess, personality is “the sum and organisation of those traits which determine the role of the individual in the group.” Herbert A. Bloch defined it as “the characteristic organisation of the individual’s habits, attitudes, values, emotional characteristics……. which imparts consistency to the behaviour of the individual.” According to Arnold W. Green, “personality is the sum of a person’s values (the objects of his striving, such as ideas, prestige, power and sex) plus his non- physical traits (his habitual ways of acting and reacting).” According to Linton, personality embraces the total “organised aggregate of psychological processes and status pertaining to the individual.”
Herzberg's two factor theory
Frederick Herzberg proposed a two-factor theory of motivation in 1959, suggesting that job satisfaction and dissatisfaction are influenced by separate factors. He classified factors as either hygiene factors (extrinsic to the job) like salary and work conditions, which prevent dissatisfaction but do not motivate, or motivational factors (intrinsic to the job) like achievement and recognition, which generate satisfaction and motivate employees. The theory implies that managers should ensure adequate hygiene factors to avoid dissatisfaction and enrich jobs through motivational factors to improve performance and satisfaction.
Erikson's stages
Erikson’s (1959) theory of psychosocial development has eight distinct stages. Like Freud, Erikson assumes that a crisis occurs at each stage of development. For Erikson (1963), these crises are of a psychosocial nature because they involve psychological needs of the individual (i.e. psycho) conflicting with the needs of society (i.e. social).
According to the theory, successful completion of each stage results in a healthy personality and the acquisition of basic virtues. Basic virtues are characteristic strengths which the ego can use to resolve subsequent crises.
Failure to successfully complete a stage can result in a reduced ability to complete further stages and therefore a more unhealthy personality and sense of self. These stages, however, can be resolved successfully at a later time.
Erg theory
Clayton P. Alderfer's ERG theory from 1969 condenses Maslow's five human needs into three categories: Existence, Relatedness and Growth.
1. Existence Needs
Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). Maslow's first two levels.
2. Relatedness Needs
Encompass social and external esteem; relationships with significant others like family, friends, co-workers and employers . This also means to be recognized and feel secure as part of a group or family. Maslow's third and fourth levels.
3. Growth Needs
Internal esteem and self actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks.
Vroom's excectancy theory
Vroom's expectancy theory of motivation proposes that an individual's level of motivation depends on the expected outcomes of different behaviors and the value that the individual places on those outcomes. There are three key elements: expectancy, that effort will lead to performance; instrumentality, that performance will lead to outcomes; and valence, the value the individual places on the outcomes. Motivational force is the product of expectancy, instrumentality, and valence - individuals will be motivated to put in the highest effort for the option with the greatest motivational force. The theory suggests that managers can motivate employees by understanding what outcomes employees value and ensuring efforts lead to those valued outcomes.
Ohio & Michigan state theories of leadership
The document discusses two major theories of leadership: the Ohio State Leadership Theory and the Michigan State Leadership Theory. The Ohio State model identifies two dimensions of leadership behavior - consideration (people-oriented) and initiating structure (task-oriented). The Michigan State model found that production-centered leadership focused on tasks while employee-centered leadership focused on relationships and satisfaction, leading to better performance and lower turnover. Both theories contribute to understanding that effective leadership balances both task and relationship behaviors.
Job evaluation - Human Resource Management
The document summarizes different methods of job evaluation. It discusses analytical methods like the factor-comparison method and point-ranking method which evaluate jobs based on factors and sub-factors. It also outlines non-analytical methods such as the ranking method which ranks jobs based on importance, and the job grading method which assigns jobs to predetermined grades/classes. The document provides examples and compares the advantages and limitations of each method.
Information Technology for Managers - Basics
This document provides an introduction to computers including definitions of key terms like data, information, hardware, and software. It discusses the history and generations of computers from Charles Babbage to the modern era. It describes the characteristics, advantages, disadvantages, types (microcomputer, mainframe, etc.), architecture, and functions of computers. The document concludes with multiple choice questions.
Export import procedures
The document outlines the export and import procedures for international trade. It describes 13 steps in the export process, beginning with enquiry and ending with receipt of a bank certificate. The import process also involves 13 steps, starting with obtaining an import license and quota and ending with follow up. The document was presented by Prof. Mohit Moghe and Isha Joshi to provide an overview of the key considerations and stages involved in exporting and importing goods across international borders.
DES/DRS and EPCG Schemes of India
This document provides an overview of India's EXIM policies, procedures, and documentation. It discusses several key export promotion schemes including the Export Promotion Capital Goods Scheme (EPCGS), Duty Remission Scheme, Duty Drawback Scheme, and Duty Exemption Schemes such as the Advance Authorization Scheme and Duty Free Import Authorization Scheme. The EPCGS allows import of capital goods at zero or reduced duties with an export obligation that must be fulfilled within 6-8 years. The Duty Drawback Scheme provides a rebate on import/excise duties for inputs used in exported products. The Advance Authorization and Duty Free Import Authorization Schemes allow duty-free import of inputs for exported products.
Roles, responsibilities and functions of a manager
A manager is responsible for planning, directing, and motivating employees to progress an organization. Key functions of a manager include supervising employees, monitoring work, and taking corrective actions. Managers fulfill informational, interpersonal, and decisional roles. Informational roles involve processing information as a monitor, disseminator, and spokesperson. Interpersonal roles provide leadership, communication, and inspiration. Decisional roles use information to handle disturbances, allocate resources, make entrepreneurial changes, and negotiate on behalf of the organization.
Festivals of france
France celebrates numerous festivals throughout the year. Some of the largest and most famous include: the Cannes Film Festival in May which screens new films and awards the Palme d'Or; Bastille Day on July 14th commemorating the French Revolution with military parades and fireworks displays; and the Tour de France cycling race held annually in July and finishing in Paris.
Devaluation vs quantitaative restrictions
Devaluation is the official reduction in a country's currency by its government. The difference between devaluation and depreciation is that devaluation is done by the country's government whereas, depreciation happens due to market forces.
Recruitment
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
Human resource planning
Human resource planning (HRP) involves forecasting an organization's future needs for employees and ensuring the right number and types of qualified people are available. The objectives of HRP are to recruit and maintain qualified employees, meet requirements for expansion, improve employee skills and abilities, maintain good industrial relations, and minimize imbalances in staffing. HRP is important for forecasting personnel needs, coping with change, protecting vulnerable groups, developing international strategies, creating highly talented employees, establishing personnel functions, increasing investment in human resources, and reducing resistance to change.
Coco cola qms
The quality management system used by Coca-Cola, called the Coca-Cola Company Management System (TCCMS), ensures consistent quality standards across their global operations. TCCMS was replaced in 2010 by the Coca-Cola Operating Requirements (KORE) which focuses on quality, sustainability, and meeting stakeholder expectations. KORE defines policies, specifications, and programs to guide operations according to clear quality objectives and metrics. It also incorporates risk management and problem solving tools to drive continuous improvement.
Transaction exposure risk
Lufthansa purchased $500 million worth of Boeing jets in 1985 payable in 1986. The head of treasury, Herr Ruhnau, was concerned about exchange rate risk as the dollar had been rising against the Deutschemark. He decided to hedge half the payment using forwards at the current exchange rate of DM3.2/$ and leave half unhedged. When payments were due in 1986, the dollar had weakened to DM2.3/$, exposing Lufthansa to a loss. Ruhnau was called before the board to explain his decision, though he argued the purchase was mandated and a mixed hedging approach reduced risk and cost compared to full hedging. The board ultimately did not
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Arbitration
- 1. Prestige Institute of Management and Research Presented By ~ Isha Joshi (BFT – IV sem) ARBITRATION
- 2. A process of dispute resolution A neutral third party (called the arbitrator) renders a decision after a hearing Both the parties have an opportunity to be heard It is the means by which parties to a dispute get the same settled without having recourse to court of law An arbitrator is basically a private judge appointed with consent of both the parties. ARBITRATION
- 4. Submission of statements of Claim and Defense Hearings and Written Proceedings Settlement during Arbitration Arbitral Award Cost of Arbitration
- 5. PROS & CONS
- 6. S. No. PROS CONS 1 Cost Cost 2 Speed Speed 3 Fairness Fairness 4 Finality Finality 5 Simplified Procedures Location 6 Confidential No Jury
- 8. DOMESTIC ARBITRATION In a domestic arbitration: 1) The arbitration takes place in India 2) The subject matter of contract is in India 3) The merits of the dispute are governed by the Indian Law. 4) The procedure of arbitration is also governed by the Indian Law.
- 9. INTERNATIONAL ARBITRATION Clause(f) of sub-section (1) of section 2 of the 1996 Act defines international arbitration as the arbitration relating to disputes arising out of legal relationships, whether contractual or not, where at least one of the parties is: 1) An individual who is a national of, or habitually resident in or any country other than India 2) A corporate body which is incorporated in any country other than India 3) A company or an association or a body of individuals whose central management and control is exercised in any country other than India 4) The government of foreign country.
- 10. The 1958 New York Convention each contracting state shall recognize an agreement in writing under which the parties undertake to submit to arbitration all or any difference which have arisen or which may arise between them in respect of a defined legal relationship, whether contractual or not, concerning a subject matter capable of settlement by arbitration.”
- 11. France, Civil Code one cannot submit to arbitration questions of status and capacity of persons questions relative to divorce and separation questions respecting controversies that concern public entities or public establishments
- 12. Arbitration Law of China contractual disputes between citizen of equal status, legal persons and other economic organizations and disputes arising from property rights may be put to arbitration. Following disputes can not be put to arbitration : disputes arising from marriage, adoption, guardianship, bringing up of children and inheritance disputes that have been stipulated by law to be settled by administrative organs.
- 14. may be composed of three arbitrators or one arbitrator. In the case of three arbitrators, there should be a chief arbitrator. An arbitrator shall be withdrawn if : the arbitrator is a party involve in the case or a blood relation or relative of the parties concerned or their attorneys. the arbitrator has vital personal interests in the case. The arbitrator meets the parties concerned or their attorneys in private or has accepted gifts or attended banquets hosted by the parties concerned or their attorneys.
- 15. Thank You…