Short question answer

What are public and private companies? What are their main differences and provide few
examples of these companies in Nepal?  Pleases explain in short
 A public company (also known as a public company) is one that issues stock to the
general public (a stock corporation). The shares of a public firm are made available to the
general public. A stock exchange is used to trade the shares on the open market. If a
corporation provides business and financial information to the public, it is also
considered public.
A private company is one whose stock is not openly traded on the open market but is held
internally by a small group of people. Many private corporations are closely held, which
means that only a few people own the company's stock.
The main difference of public and private company in Nepal are:
The public sector encompasses businesses that are owned by the government. Individuals
or groups are not eligible to claim the earnings. The government will run the corporation,
and no one will have control over it. These businesses may obtain funding from other
countries, the World Bank, or the government. The main goal of these businesses is not to
make a profit for a single person, but to benefit the entire country. The few examples of
the public company in Nepal are:

 Himal Cement Industry

 National Trading Limited 
 Nepal Airlines 
 Nepal Bank Limited 

When a business is owned by an individual or a group of individuals, it is classified as

private. The government controls or maintains control over the management, not the
profits. The primary goal of private businesses is to make money. Individualistic sources
of money, as well as ownership of a private enterprise, are preferred above public
ownership. The few examples of the private company in Nepal are:
 Chaudhary group
 Khetan group
 Vaidya’s Organization of Industries and Trading Houses (VOITH)
 Durga group
What is a Citizen Charter?  Why it is very important information mostly in public companies?
Please describe in brief.
 The Citizen's Charter is a document that outlines the organization's commitment to its
citizens in terms of service quality, information, choice, and consultation,
nondiscrimination and accessibility, grievance redress, courtesy, and value for the money.

It is very important information mostly in public company because the value of the
Citizen Charter determines when it is used, and it is used when service consumers believe
it is important in public service. Users of services agreed that Citizen Charter is
necessary; nevertheless, in practice, Citizen Charter is rarely used. The Citizen Charter,
according to service users, promises a number of things that aren't always followed. As a
result, the majority of citizens who receive government services do not use the Citizen
Charter. Citizen charters are an important and useful tool in the hands of stakeholders and
the government that provides information about a specific organization, such as health
care, sanitation, or education departments, or the progress of a government infrastructure
project, as well as an effective mechanism for grievance redressal. The charter is a
proclamation of the department's commitment to providing outstanding service to its
clients. The citizen charter lays out the requirements for various services. It includes the
Organization's expectations of citizens in terms of achieving its commitment. It helps to
make administration accountable and citizen friendly. To save time of both
Administration and the citizen. So it is very important for public companies.
How are our currents laws on Alcoholic Beverages consumption and Tobacco use   in Hotels,
Restaurants, Public Places etc? Do those laws need to be changed or not?  Please describe your
opinion in short.

 This casual dating is in addition complex through the multi-stage social determinants
which include socio-political context, socio-economic elements and fitness
systems.smoking tobacco 27000 died yearly and more than 6500 died by the
consumption of alcohol. Although Nepal has strong tobacco and alcohol manipulation
policies, the proof constantly indicates excessive incidence of tobacco and alcohol use.
The STEPwise technique to continual sickness hazard component surveillance (STEPS)
survey in 2014 indicated that 31 and 17% of adults are modern-day customers of tobacco
and alcohol merchandise respectively .Tobacco use affects the health of men and women
and particularly mothers and children. With such an excessive incidence of tobacco and
alcohol use in Nepal, it is able to be anticipated that NCD-associated mortality will
continue to rise. Alcohol has been linked to a number of life-threatening illnesses, as well
as causing significant long-term health problems. On public transit and in a set of public
 venues, which would include most workplaces and public spaces, smoking and drinking
should be prohibited. Smoking is prohibited in all outside venues, including pilgrimage
and religious sites, stadiums, industrial and industry outdoor areas, and children's
playgrounds and clubs.

Long question answer

As the Manager of Kathmandu City Restaurant, I have the right to promote my food and
beverage goods in the most favorable light possible. It's against the law to misrepresent a
company's products, which has become known as the Truth in Menu laws. Guests with food
allergies may suffer injuries or diseases as a result of inaccurate or insufficient menus. Who have
the food allergies we should not serve the food items to the guests? It might can cause the death
to the guests. It could also lead to legal action if customers believe your items are not as safe as
you claim on the menu.
Preparation style: Under federal law certain food items and preparation techniques must
be carried out in a very precise way, if that item or technique is included on a menu. The
list is long, but as examples, items designated as GRILLED chicken must be grilled, and
not mechanically produced with “grill marks” then steamed before service; if you
describe it as FRESH, the product cannot be frozen, canned, dried, or processed.

Ingredients: Restaurants aren't presently required to reveal their aspect lists to their
guests, however there are precise conditions while the ingredients listed on a menu ought
to exactly in shape the ones used to make the object. We should no use extra ingredients
which is not in recipes.

Size: Double check the weights of items served to make sure you are not misrepresenting
portions. In your menu, it’s mentioned that 1 plate of chowmein in one plate then you
should provide 10 not less than that.

Health benefits: The federal authorities have very strict suggestions on what you could
and cannot say about dietary claims. The Food and Drug Administration (FDA) has
issued rules to ensure that foodservice operators who make health benefit claims on their
menus can return them up. The list is too lengthy to publish in full, but as examples, if
you claim an item has low sodium, fat, or cholesterol, the item must contain low amounts
of these nutrients; to be considered “heart healthy,” a menu item must meet very specific
criteria

Provide source material: When printing health benefit claims on a menu, similarly
records approximately the declare have to be to be had someplace at the menu, or be
furnished on request. The FDA permits restaurants to back up their menu claims with a
 “reasonable” base, such as cookbooks, databases, or other secondhand sources that
provide nutrition information

CONTRACT OF EMPLOYEE AND EMPLOYER

MADE AND ENTERED INTO BY AND BETWEEN:
_______________AawashAcharya_________________________________________________
with address at: ________________________Biratnagar
____________________________________________________________________________
herein represented by ____Sushant Shrestha______________________________ duly
authorized hereto (hereinafter referred to as the “EMPLOYER”) AND
____________________________________________________________________________
with address at:
___________________________Kathmandu_________________________________________
____________________________________________________________________________
(hereinafter referred to as the “EMPLOYEE”) WHEREBY THE PARTIES AGREE AS
FOLLOWS:
1. APPOINTMENT The EMPLOYEE,
who hereby accepts the appointment and is appointed as a
________________________________________________ for the EMPLOYER.
2. DURATION
2.1 This agreement will become affective as from _____2022\01\22______ (insert date) and it
will continue for an indefinite period until it has been cancelled in terms hereof.
2.2 The EMPLOYEE’s
appointment (in the instance of new appointments) is subject to a 2 (two) month’s probationary
period during which period the EMPLOYER may terminate the services of the EMPLOYEE for
any fair reason. One week’s written notice of termination of service to the EMPLOYEE, prior to
the end of the probationary period will be given.
3. THE EMPLOYEE’S DUTIES
3.1 The core of the EMPLOYEE’s duties towards the EMPLOYER is a duty to obey all lawful
and reasonable order and to perform such work as she / he is directed to perform which falls
within his / her vocational ability.
3.2 Without limiting the aforesaid duties, the EMPLOYEE is obliged to strictly comply with the
provision of this agreement, may not misappropriate the EMPLOYER’s property, keep all
information entrusted to him / her confidential and have to adhere to the general Code of
Conduct that governs all relations with co-employees, clients and patients.
3.3 The EMPLOYER undertakes to draft a duty sheet in accordance with the post description
and it will be filed on the EMPLOYEE’s personnel file.
4. WORK PLACE
The EMPLOYEE will execute his / her duties at the following offices:
__________________________________________________________ provided that the
EMPLOYER may require the EMPLOYEE to execute his / her duties at such a place as may be
indicated by the EMPLOYER. Such an instruction will be given in writing to the EMPLOYEE.
5. SERVICE HOURS
5.1 Service hours will be from 08h00 until 17h00 on weekdays. It will be expected from the
EMPLOYEE to work on Saturdays as from ______________ up to ______. The EMPLOYER
will however not expect of the employee to work more than 45 hours normal hours of work.
5.2 The EMPLOYEE will be entitled to a meal interval of thirty continuous minutes.
Interruptions will normally not be permitted however operational circumstances may justify an
interruption whereupon equivalent time off will be given.
REMUNERATION
The employee will be entitled to the following remuneration:
6.1 A monthly salary of Rs__20000___________________________
6.2 ( OPTIONAL) An annual bonus equal to one month’s salary, payable on the EMPLOYEE’s
birthday month (*or: at the end every year during December). This bonus will only be paid after
the completion of a twelve (12) months continuous service with the EMPLOYER.
6.3 The EMPLOYEE hereby gives permission to the EMPLOYER to deduct all obligatory
deduction as authorised by statute from the above remuneration.
6.4 Overtime will be performed when so reasonably requested by the EMPLOYER and the
EMPLOYER will remunerate the EMPLOYEE according to the Basic Conditions of
Employment Act of 1997, as amended.
7. LEAVE
7.2 ANNUAL LEAVE:
7.2.1 The EMPLOYEE is entitled to 21 (twenty one) consecutive days leave on full pay for each
and every annual leave cycle.
7.2.2 The said leave shall be granted by the EMPLOYER as from a date determined by him at
any time during the 12 months cycle but not later than six months after the completion of a 12
month’s period.
7.2.3 Upon termination of the EMPLOYEE’s employment the EMPLOYER shall pay to the
EMPLOYEE his / her full remuneration in respect of any leave which accrued, but not granted to
him / her before the date of termination of the employment.
7.3 SICK LEAVE:
The EMPLOYER shall grant to the EMPLOYEE who is absent from work through incapacity
during a sick leave cycle of 36 months employment with the EMPLOYER sick leave equal to the
number of days the EMPLOYEE would normally work during six weeks.
During the first six months of continuous employment, the EMPLOYEE will be entitled to one
days paid sick leave for every twenty six days work.
The EMPLOYEE will provide the EMPLOYER with a medical certificate when applying for
sick leave. The medical certificate must be issued and signed by a medical. practitioner or person
who is certified to diagnose and treat patients and who is registered with a professional council.
7.4 MATERNITY LEAVE:
7.4.1 The EMPLOYEE is entitled to unpaid maternity leave for a maximum period of 4
consecutive months commencing at any time from 4 weeks before the expected date of birth
unless otherwise agreed upon or on a date as certified by a medical practitioner.
7.4.2 The EMPLOYEE will inform the EMPLOYER at least 4 weeks before she intends taking
maternity leave, of such dates.
7.4.3 The EMPLOYEE may not work for 6 weeks after the birth of her child unless a medical
practitioner certifies that she is fit to do so.
7.4.4 The EMPLOYEE is entitled to commence employment after expiry of the maternity leave.
7.4.5 The EMPLOYEE will be entitled to maternity benefits in accordance with the provisions of
the Unemployment Insurance Act, 63 of 2001 and the EMPLOYER will assist the EMPLOYEE
in processing her claim against the Unemployment Fund.
7.5 FAMILY RESPONSIBILITY LEAVE
7.5.1 When the EMPLOYEE’s child is born; or
7.5.2 When the EMPLOYEE’s child is sick; or
7.5.3 In the event of death of the EMPLOYEE’s spouse, parent, grant parent, child, adopted
child or grandchild, brother or sister.
7.5.4 The EMPLOYEE may take family responsibility leave in respect of the whole or a part of a
day and the EMPLOYER may require a reasonable proof of the reasons for which the leave is
required.
7.6 ACCRUAL OF LEAVE
7.6.1 Leave may not be accrued by the EMPLOYEE and in the event of it not being taken, the
EMPLOYEE will forfeit it
8. PUBLIC HOLIDAYS
The EMPLOYEE is entitled to such public holidays on full pay as are determined by law.

9. TERMINATION
9.1 This agreement may be terminated by either party by giving a one month’s written notice of
termination of service the one to the other, provided that such notice must be given on the 1st
day of the particular month.
9.2 The period of notice shall not be given during the EMPLOYEE’s absence on leave as
determined herein.
10. CERTIFICATE OF SERVICE
On termination of employment an EMPLOYEE is entitled to a Certificate of Service, the
particulars whereof are detailed in the Basic Conditions of Employment Act.
THUS DONE AND SIGNED
at______2022\01\15_____________________________________________ on this
_____Thrusday___________ day of ______________ 2022\01\10_____
____________________________________
EMPLOYER ________Aawash acharya____________________________
EMPLOYEE _____Sushant Shrestha_______________________________

As Witnesses:
1. ___Rohit Kharel_______________________________________
2. _____Samir shrestha____________________________________
Define

 Adulteration:
Adulteration of food is described as "the addition or removal of any component from or
to food, affecting the natural content and quality of the food substance." Adulteration is
defined as the deliberate removal of ingredients from food or the deliberately alteration of
the food's inherent qualities. Ignorance, carelessness, or a lack of equipment for ensuring
food quality are frequently blamed for unintentional adulteration. Contamination that
occurs during the growing, harvesting, storage, processing, transportation, and
distribution of foods.
 Franchising
Franchising is based on a marketing concept that can be implemented as a commercial
expansion strategy by a corporation. Depending on how it is implemented, a franchisor
may license some or all of its know-how, methodologies, intellectual property, business
strategy, brand, and rights to sell its branded products and services to a franchisee. In
exchange, the franchisee pays a fee and agrees to abide by certain rules, which are
usually spelled out in the franchise agreement. Franchising is not an equal partnership
because the franchisor has legal advantages over the franchisee. Franchises can, however,
be a vehicle for both franchisor and franchisee success if certain prerequisites are met,
such as transparency, good legal conditions, financial resources, and careful market
study.
 Taxes
A tax is a necessary fee or monetary charge imposed by a government on an individual or
an organization in order to raise funds for public works projects that provide the greatest
services and infrastructure. The funds raised are then used to fund other government
activities. Failure to pay taxes or refuse to contribute will result in harsh consequences
under the pre-determined law.
 Intellectual Property Rights
Ideas, innovations, and creative expressions on which the public is ready to bestow the
status of property have been classified as intellectual property rights (IPR). IPR give the
inventors or creators of a property certain exclusive rights in order for them to profit
financially from their creative work or reputation. Original works, inventions, or the
 appearance of products, artistic works, scientific advancements, and other forms of
intellectual property are protected by intellectual property rights.
 Share Market- Demat Bank Account
A Demat Account, also known as a Dematerialised Account, allows you to hold shares
and assets in an electronic format. Shares are purchased and held in a Demat Account
while online trading, making it easier for customers to trade. All of an individual's
interests in shares, government securities, exchange-traded funds, bonds, and mutual
funds are held in a Demat Account.