Dear Sir/Madam,
I request all of my seniors and peers to advise on the following matter. Our organization has employed more than 500 workers, yet we do not have any standing orders in place. I would like to establish standing orders for this workforce. Could you please guide me on whether we can adopt model standing orders for this number of workers, or if we need to draft our own and seek certification from the ALC?
With regards,
From India, Mumbai
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1I request all of my seniors and peers to advise on the following matter. Our organization has employed more than 500 workers, yet we do not have any standing orders in place. I would like to establish standing orders for this workforce. Could you please guide me on whether we can adopt model standing orders for this number of workers, or if we need to draft our own and seek certification from the ALC?
With regards,
From India, Mumbai
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Model standing orders can be followed only for a limited period, say six months of coverage of the Industrial Employment (Standing Orders) Act. Therefore, you have to draft standing orders of your own in consultation with representatives of the trade union/employees and get it certified by the Officer of the Labour Department not below the rank of Dy. Labour Commissioner, or such other officer as per the rules applicable in your state. You can take the model standing orders as the base.
Regards,
Madhu.T.K
From India, Kannur
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Regards,
Madhu.T.K
From India, Kannur
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Hi, do model standing order apply to any company based out of delhi? Can you provide which statue states so
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Hi, Industrial Employment ( Standing Orders) Act, 1946 is also applicable in Delhi. R N KHOLA
From India, Delhi
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From India, Delhi
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could you also please help me with the fact that if i am only undertaking assortment for hampers then would model standing orders apply
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Hi, If you are running your business in the state of Haryana & if you are employing 50 or more workers then you are to have certified S.O. as this Act is applicable on you. R N KHOLA
From India, Delhi
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From India, Delhi
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Duties of Employer Stipulated/ prescribed/Listed as per Section-19 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013, in force on and from December 9, 2013, reads as follows:
"Every employer shall treat Sexual Harassment as a Misconduct under the Service Rules and initiate action for such Misconduct."
The Law being "Binding" on Every Employer of Workplace in India is and becomes "expedient" Necessary, Essential, and certainly "Advantageous to determine/define, with sufficient precision, the "norms," "standards," and Terms of Employment, and incorporate the aforesaid Provision in their respective Establishments, (Industrial or Commercial) "Certified Standing Orders OR the Codified Service Rules, as the case may be, as per procedures prescribed for Changes/Amendment/Addition or Deletion, etc., of New Provision by Drafting Proposed Alteration, in consultations with the Regd Trade Union or with Workers. Submit the Draft in Five Sets (Copies) in the Office of the designated Certifying Officer, as clarified in the Post of Honble Madhu Sir; and After a proper Certification Order is received from the Authority, Notify/Display, conspicuously, the above-mentioned Clause to all Employees & Others on the Notice Boards for information and adherence/Compliance.
It is clear thus that Having the Certified Standing Orders in Industrial Establishments irrespective of the Minimum Nos prescribed for its general Application is ultimately Beneficial/Advantageous to Employers and Managements in such Industrial Esta. After all, Laws are intended to be Normative. Likewise, Employers of Commercial Establishments, governed by Shops & Establishments Acts and Rules framed thereunder, shall stand benefitted when they Opt for the Purpose of having their Own Service Rules NOT just for the Sake of Compliance with Provisions of SHWW (P, P & R) Act 2013, which now are Reportable for Each Calendar Year, but also because Knowledge-Sharing is aimed at Co-Creating a Sense of Togetherness/Team Spirit, Commitment, and Exercising our Will & Discretion to Obey our Laws.
Perpetuating Progress, Prosperity, Profits, Sense of Wellbeing are as Kritarth Team believes are Byproducts of Changed Perspective, Becoming Better than Before, Evolving from Good to Great, Learning to Do the Right Thing Right Every Time.
Kritarth Team,
March 2, 2019
From India, Delhi
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"Every employer shall treat Sexual Harassment as a Misconduct under the Service Rules and initiate action for such Misconduct."
The Law being "Binding" on Every Employer of Workplace in India is and becomes "expedient" Necessary, Essential, and certainly "Advantageous to determine/define, with sufficient precision, the "norms," "standards," and Terms of Employment, and incorporate the aforesaid Provision in their respective Establishments, (Industrial or Commercial) "Certified Standing Orders OR the Codified Service Rules, as the case may be, as per procedures prescribed for Changes/Amendment/Addition or Deletion, etc., of New Provision by Drafting Proposed Alteration, in consultations with the Regd Trade Union or with Workers. Submit the Draft in Five Sets (Copies) in the Office of the designated Certifying Officer, as clarified in the Post of Honble Madhu Sir; and After a proper Certification Order is received from the Authority, Notify/Display, conspicuously, the above-mentioned Clause to all Employees & Others on the Notice Boards for information and adherence/Compliance.
It is clear thus that Having the Certified Standing Orders in Industrial Establishments irrespective of the Minimum Nos prescribed for its general Application is ultimately Beneficial/Advantageous to Employers and Managements in such Industrial Esta. After all, Laws are intended to be Normative. Likewise, Employers of Commercial Establishments, governed by Shops & Establishments Acts and Rules framed thereunder, shall stand benefitted when they Opt for the Purpose of having their Own Service Rules NOT just for the Sake of Compliance with Provisions of SHWW (P, P & R) Act 2013, which now are Reportable for Each Calendar Year, but also because Knowledge-Sharing is aimed at Co-Creating a Sense of Togetherness/Team Spirit, Commitment, and Exercising our Will & Discretion to Obey our Laws.
Perpetuating Progress, Prosperity, Profits, Sense of Wellbeing are as Kritarth Team believes are Byproducts of Changed Perspective, Becoming Better than Before, Evolving from Good to Great, Learning to Do the Right Thing Right Every Time.
Kritarth Team,
March 2, 2019
From India, Delhi
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Industrial Employment Standing Orders Act 1946.pdf