hello everybody, I’ve attached an PPT on "Industrial Employment ( Standing Orders) Act, 1946". Hope it will be helpful for you. Sankuraj
From India, Gurgaon
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22From India, Gurgaon
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Does IESA apply to IT/ITES companies? Even if all the employees draw a salary in excess of the Rs. 1600 wages prescribed by IESA, does the company have to follow a particular process under IESA? Where can I find the Model Standing Orders?
A reply ASAP would be greatly appreciated. Thanks.
From India, Hyderabad
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A reply ASAP would be greatly appreciated. Thanks.
From India, Hyderabad
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the link provided is really good, but its not clear does it industries also come under industrial act or shops and establishment act......seniors please clarify . Fauzia
From India, Kanpur
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From India, Kanpur
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Please follow the link to access the available model: [URL]#comment20218
Regards,
Madhu.T.K
From India, Kannur
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Regards,
Madhu.T.K
From India, Kannur
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Dear Sankuraj,
That PPT was really helpful. Thanks.
I have another query. Mine is a manufacturing concern located in Maharashtra. We have almost 120 employees and 22 workers. Additionally, 15 to 20 workers are contract workers. Does the Standing Orders Act apply to our company? Should I go ahead with the drafting of standing orders and getting it certified? Currently, I am in the process of creating a code of conduct for all other employees. I hope that doesn't require any kind of certification.
Also, do you have a copy of the List of Standing Orders as per the law?
Please help.
Regards,
Mitali
From India, Pune
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That PPT was really helpful. Thanks.
I have another query. Mine is a manufacturing concern located in Maharashtra. We have almost 120 employees and 22 workers. Additionally, 15 to 20 workers are contract workers. Does the Standing Orders Act apply to our company? Should I go ahead with the drafting of standing orders and getting it certified? Currently, I am in the process of creating a code of conduct for all other employees. I hope that doesn't require any kind of certification.
Also, do you have a copy of the List of Standing Orders as per the law?
Please help.
Regards,
Mitali
From India, Pune
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Dear Mitali, You have to go for a Standing Order of your own certified. For model, please follow the link in my earlier posting. Regards, Madhu.T.K
From India, Kannur
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From India, Kannur
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dear friends, plz suggest some good & feasible topic for PhD in HR & it can be from Behavioural Psychology as well but relating thru Hr. Arpita
From India, Pune
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From India, Pune
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Dear Madhu Sir,
Hi,
I'm working in a corporate office (New Delhi) of a manufacturing company. We have two plants in Haryana and Rajasthan, and both the plants have standing orders. In the corporate office, no standing order exists. Our strength is 90 on rolls and 30 non-rolls. The corporate office consists of Marketing, Accounts, and Administrative & HR departments only.
Please suggest to me, is it necessary to have a standing order for this kind of setup? Also, clarify whether the 100 employees required for a standing order are only on rolls or if non-rolls are also included.
Regards
From India, New Delhi
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Hi,
I'm working in a corporate office (New Delhi) of a manufacturing company. We have two plants in Haryana and Rajasthan, and both the plants have standing orders. In the corporate office, no standing order exists. Our strength is 90 on rolls and 30 non-rolls. The corporate office consists of Marketing, Accounts, and Administrative & HR departments only.
Please suggest to me, is it necessary to have a standing order for this kind of setup? Also, clarify whether the 100 employees required for a standing order are only on rolls or if non-rolls are also included.
Regards
From India, New Delhi
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All employees who work for the organization are expected to be on the roll of the organization. Engaging employees without showing them on your muster roll itself is illegal. Even if they are under the roll of any contractor, they are supposed to be counted as employees for the purpose of industrial and labor laws. As such, your employment strength is not 90 but 120, and you have to go for a certified standing order. In fact, it is not due to the number, but it is for your convenience that I suggest framing standing orders because a certified standing order is the basic document that can be referred to whenever a matter needs clarification.
Regards, Madhu.T.K
From India, Kannur
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Regards, Madhu.T.K
From India, Kannur
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Before loading any page, first try to learn proper English... :x
From India, Delhi
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From India, Delhi
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The term industry does not mean factory alone. The Standing Orders Act is applicable to all establishments to which the Payment of Wages Act, 1936 applies. Section 2(e)(iv) states that any establishment of a person who, for the purpose of fulfilling a contract with the owner of any industrial establishment, employs workmen is an industrial establishment. As such, a minor port will also come under the definition of Standing Orders. Even if not covered by virtue of definition or number of employees, it is always desirable to have standing orders since it clearly defines the relationship between employer and employees.
Regards,
Madhu T.K
From India, Kannur
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Regards,
Madhu T.K
From India, Kannur
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sir, its good but i need standard format which mentioned company name and other details which practically help to submit the same. please help me in this regard, Kuntal
From India, Vapi
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From India, Vapi
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Hi, Mr. Anurag,
As per the Standing Orders Act, mines are also covered if the employees are 50 or more. According to Mr. Madhu's views, it's better to draft standing orders wherever applicable as per the act. If not, go for certified rules and regulations for other establishments because in the future, if there is a difference or clash, you can proceed as per the framed rules and regulations or certified standing orders, whichever is applicable.
Regards, Ramnath
From India, Bangalore
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As per the Standing Orders Act, mines are also covered if the employees are 50 or more. According to Mr. Madhu's views, it's better to draft standing orders wherever applicable as per the act. If not, go for certified rules and regulations for other establishments because in the future, if there is a difference or clash, you can proceed as per the framed rules and regulations or certified standing orders, whichever is applicable.
Regards, Ramnath
From India, Bangalore
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Dear all,
My company, SSI, is involved in manufacturing electronics equipment. Are standing orders applicable to my company? Is there a procedure to certify standing orders? If yes, please explain the complete procedure after the standing order is made.
My email is
.
Regards,
Ujwala
From India, Pune
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My company, SSI, is involved in manufacturing electronics equipment. Are standing orders applicable to my company? Is there a procedure to certify standing orders? If yes, please explain the complete procedure after the standing order is made.
My email is
Regards,
Ujwala
From India, Pune
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the information provided is helpful. it would be better if the discussion provides more info regarding types of misconducts and the other relating matters.
From India, Vijayawada
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From India, Vijayawada
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What steps must be taken when an employee tenders conditional resignation and also sends a leave application indicating their absence from duty? Can we take action under Standing Order provisions? Please guide me. Can we issue a charge sheet for misconduct due to unauthorized absence (willful)? Is it possible to terminate his service?
From India, Mumbai
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From India, Mumbai
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Dear All,
It applies to establishments as defined in the Payment of Wages Act like this:
(ii) "industrial or other establishment" means any -
(a) tramway service or motor transport service engaged in carrying passengers or goods or both by road for hire or reward;
(aa) air transport service other than such service belonging to or exclusively employed in the military naval or air forces of the Union or the Civil Aviation Department of the Government of India;
(b) dock, wharf, or jetty;
(c) inland vessel mechanically propelled;
(d) mine, quarry, or oil-field;
(e) plantation;
(f) workshop or another establishment in which articles are produced, adapted, or manufactured with a view to their use, transport, or sale;
(g) establishment in which any work relating to the construction, development, or maintenance of buildings, roads, bridges, or canals or relating to operations connected with navigation, irrigation, or the supply of water or relating to the generation, transmission, and distribution of electricity or any other form of power is being carried on;
(h) any other establishment or class of establishments which the Central Government or a State Government may, having regard to the nature thereof, the need for protection of persons employed therein, and other relevant circumstances, specify by notification in the Official Gazette.
In case your establishment comes within the above, the Act would apply.
With Regards,
Advocates & Notaries & Legal Consultants [HR]
E-mail: rajanassociates@eth.net
Mobile: 9025792684.
From India, Bangalore
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It applies to establishments as defined in the Payment of Wages Act like this:
(ii) "industrial or other establishment" means any -
(a) tramway service or motor transport service engaged in carrying passengers or goods or both by road for hire or reward;
(aa) air transport service other than such service belonging to or exclusively employed in the military naval or air forces of the Union or the Civil Aviation Department of the Government of India;
(b) dock, wharf, or jetty;
(c) inland vessel mechanically propelled;
(d) mine, quarry, or oil-field;
(e) plantation;
(f) workshop or another establishment in which articles are produced, adapted, or manufactured with a view to their use, transport, or sale;
(g) establishment in which any work relating to the construction, development, or maintenance of buildings, roads, bridges, or canals or relating to operations connected with navigation, irrigation, or the supply of water or relating to the generation, transmission, and distribution of electricity or any other form of power is being carried on;
(h) any other establishment or class of establishments which the Central Government or a State Government may, having regard to the nature thereof, the need for protection of persons employed therein, and other relevant circumstances, specify by notification in the Official Gazette.
In case your establishment comes within the above, the Act would apply.
With Regards,
Advocates & Notaries & Legal Consultants [HR]
E-mail: rajanassociates@eth.net
Mobile: 9025792684.
From India, Bangalore
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Is the Industrial Employment (Standing Orders) Act applicable to construction industries? Some of my colleagues are saying that the SO is applicable for all establishments covered by the Payment of Wages Act. The Act has been extended in Andhra Pradesh to various categories of establishments vide G.O.Rt.No.590, dated 31.03.2011 of LET & F (Lab.II) Department. Please help me... I am currently working with one of India's biggest construction companies as an Industrial Relations Officer.
Satya
From India, Hyderabad
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Satya
From India, Hyderabad
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Dear all,
Could anyone kindly send me a model standing order schedule for Karnataka, which I want to display for our company? I hope you all are supporting me. Please send it to this email address: kotresha90@gmail.com.
Regards,
Kotresh
From India, Bangalore
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Could anyone kindly send me a model standing order schedule for Karnataka, which I want to display for our company? I hope you all are supporting me. Please send it to this email address: kotresha90@gmail.com.
Regards,
Kotresh
From India, Bangalore
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Hi All, Need one urgent information Is Officers Rank Employee can be suspended on the basis of Standing Orders.
From India, Nadiad
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From India, Nadiad
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You can suspend an officer following the service rules applicable to officers and not following the Standing Orders of the company. Disciplinary action can be taken against an officer, even citing it as a business requirement, even if there are no written rules specifically meant for officers.
Madhu.T.K
From India, Kannur
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Madhu.T.K
From India, Kannur
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Thank you Madhu Sir for reply What if Officer is suspended on the basis of Standing Orders. Also how long a officer can be suspended also of pending enquiry is completed
From India, Nadiad
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From India, Nadiad
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Dear Sir,
If the employee is in the supervisory category only, then you can take action as per the Standing Orders. Therefore, examine his nature of duties, and if he falls into the category of a supervisor, you can suspend him; if not, then not. Furthermore, if you have a staff manual, you can take action as per that if the misconduct is serious.
Thank you.
From India, Pune
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If the employee is in the supervisory category only, then you can take action as per the Standing Orders. Therefore, examine his nature of duties, and if he falls into the category of a supervisor, you can suspend him; if not, then not. Furthermore, if you have a staff manual, you can take action as per that if the misconduct is serious.
Thank you.
From India, Pune
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Industrial Employment Standing Orders Act 1946.pdf