CSR Management

At RGA, we believe responsible business is more than a legal obligation—it is a commitment to sustainable development, social equity, and community upliftment. RGA’s Corporate Social Responsibility (CSR) Services are designed to help companies navigate the regulatory, strategic, and operational landscape of CSR with clarity, compliance, and impact.

Whether organization is a corporate subject to Section 135 of the Companies Act, 2013 or a philanthropic organization seeking strategic CSR alignment, RGA offers end-to-end solutions tailored to organization’s mission, vision, and compliance framework.

With years of experience advising Boards, CSR Committees, NGOs, and implementation agencies, RGA bring a holistic approach that integrates legal compliance with on-ground effectiveness, stakeholder trust, and ESG alignment.

CSR Management

1. CSR Compliance Advisory & Legal Structuring

RGA provides comprehensive legal and compliance support to companies falling under the CSR mandate. We guide organizations through the statutory provisions and ensure CSR activities meet both the letter and spirit of the law.

Services include:

  • Assessment of CSR applicability based on financial thresholds

  • Review and benchmarking of existing CSR policies

  • Constitution and support for the CSR Committee of the Board

  • Defining roles and responsibilities of the CSR Committee

  • Designing CSR policy aligned with Schedule VII activities

  • Drafting and vetting CSR resolutions, disclosures, and annual reports

✅ RGA ensures your CSR initiatives are compliant and aligned with your brand’s social purpose.


2. CSR Strategy Development & Impact Planning

Effective CSR starts with a strong strategic foundation. RGA works with leadership to build frameworks that are sustainable, measurable, and aligned with your sector and social priorities.

Services include:

  • Stakeholder mapping and need assessments

  • Identifying priority intervention areas aligned with Schedule VII

  • Shortlisting and evaluating implementation partners (NGOs, Trusts, Section 8 companies)

  • Defining KPIs and success indicators for each initiative

  • Developing Theory of Change and impact metrics

  • Designing multi-year CSR roadmaps with phase-wise budgeting

✅ RGA aligns your CSR goals with national priorities like health, education, gender equality, climate action, and digital literacy.


3. CSR Policy Drafting & Governance Framework

A robust policy is the backbone of effective CSR governance. RGA drafts CSR policies that are practical, inclusive, and MCA-compliant.

Services include:

  • Drafting or revising CSR policy in consultation with the CSR Committee

  • Incorporation of risk mitigation, ethical standards, and conflict of interest safeguards

  • Designing implementation and monitoring frameworks

  • Preparing SOPs for fund disbursement and partner engagement

  • Defining internal approval and reporting workflows

✅ RGA embeds transparency and governance into your CSR DNA.


4. NGO Vetting & Due Diligence Support

Selecting the right partner is critical to CSR success. RGA conducts robust due diligence to minimize legal, reputational, and financial risks.

Services include:

  • Legal vetting for 12A, 80G, CSR-1, FCRA, etc.

  • Evaluation of financial health, track record, and credibility

  • Review of governance practices and conflict disclosures

  • Screening for related-party risks and beneficiary overlaps

  • Risk scoring and partner benchmarking reports

✅ RGA ensures your CSR partnerships are secure and credible.


5. ESG & CSR Integration Services

CSR is a core component of ESG. RGA helps integrate CSR into your sustainability and reporting frameworks.

Services include:

  • Aligning CSR policy with ESG and SDG goals

  • Integrating CSR data into BRSR and GRI reports

  • Mapping activities to UN Sustainable Development Goals (SDGs)

  • Supporting CDP, TCFD, and other non-financial disclosures

✅ RGA positions CSR as a value driver in your ESG journey.


6. CSR Audits & Impact Assessment

For companies with CSR spend of ₹10 Cr+ per year, impact assessments are mandatory. RGA offers independent and compliant evaluations.

Services include:

  • Baseline, midline, and endline evaluations

  • Impact assessment as per CSR Rules, 2021

  • Social Return on Investment (SROI) analysis

  • Employee and beneficiary feedback collection

  • Preparing impact reports for public disclosure

✅ RGA helps you measure what matters and demonstrate real change.


Conclusion

CSR is not a checkbox—it’s a reflection of your values and vision.

At RGA, we turn your CSR mandate into measurable outcomes that create real value for business and society.

From legal compliance to execution, our integrated CSR services are built to:

  • Build stakeholder trust

  • Drive long-term engagement

  • Showcase impact

💡 Let RGA be your strategic partner in shaping a responsible and resilient future.

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Employment Practice

Employment law covers all matters related to the workplace; whether you work in a small firm or you are a cog in a big corporate wheel. Beginning with hiring, it moves through a complete cycle which can end in cessation of employment, voluntary or forced. On the one hand, employment law is concerned with an employee and his/her rights and obligations. On the other hand, it deals with the employer’s rights, duties and obligations. Into this equation comes matters of legislation, statutory authorities, regulations of conduct and the actual processes through which the law is administered and followed. If you’re thinking about entering this area of law, the first obvious step will be to identify the area in which you want to specialise, looking for firms and opportunities where this requirement can be fulfilled. Solicitors who represent individuals or a group of employees will work on collecting information and research, preparing documentation (e.g. contracts, claims and pleadings), providing advice to clients and conducting negotiations and settlements on their behalf. Employment lawyers representing employers will provide advice to companies and institutions on defence against claims, HR policies covering all aspects of employment, contractual content on remuneration, early and normal retirements, and negotiate with employees and/or their unions. Employment law focuses on everything to do with the world of work, including the hiring of resources, advertising of job openings, the recruitment process, new joining formalities, remuneration, the promotion and movement of employees, the benefits and perks that are provided, organisation restructuring, voluntary exits and litigation. Non-contentious work will focus on providing advice, drafting, transactional tasks, and dispute resolution through arbitration and negotiations. Contentious work will cover dismissals, breach of contracts, harassment, redundancy/lay-off and discrimination on the grounds of age, sex, religion and disability. To practise employment law, a solicitor needs to be agile and adaptable, able to operate in a constantly changing environment. They should have clear and methodical thought-process, good reasoning and excellent communication skills. Furthermore, they will need to be up-to-date with legal and commercial processes. Since this area of law sometimes involves dealing with the good, the bad and ugly aspects of human nature, an employment lawyer will need to be friendly, empathetic and professional. There are all sorts of laws and regulations which govern employment, and employment lawyers play an important role in the relationship between an employer and their employees.
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