Hi, Can anybody help me with a soft copy of Model Standing Order Act. Also need a clarification, whether it is common for all states or do we have state wise standing orders. Thanks Regards, Amit
From India, Mumbai
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From India, Mumbai
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There is no model standing order Act, but we have a central Act called the Industrial Establishments (Standing Orders) Act. It is a central Act, but the state rules and amendments are always available state-wise.
Soft copies of the Act are readily available on the internet.
Madhu.T.K
From India, Kannur
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4483Soft copies of the Act are readily available on the internet.
Madhu.T.K
From India, Kannur
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Hi, in my company, the Model Standing Order is applicable. We have published the Abstract of the Model Standing Order on the notice board. I have recently joined the company, and our old file of the Model Standing Order is missing. Can you suggest what I should do in this situation?
Sanjay Tiwari
From India, Gandhinagar
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Sanjay Tiwari
From India, Gandhinagar
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Dear Mr. Amit and Mr. Sanjay,
Regarding your queries, the act is called The Industrial Employment (Standing Orders) Act, 1946 and The Industrial Employment (Standing Orders) Rules, 1946.
Mr. Amit - Your requirement necessitates reading through the Standing Orders Act, and the model standing order can be found in the Rules. There are changes in sections for various states, including amendments for Gujarat.
Mr. Sanjay - Your requirement for the model standing order is in the second one, i.e., the Rules. I'm sure you will find your missing page there.
From India, Mumbai
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Regarding your queries, the act is called The Industrial Employment (Standing Orders) Act, 1946 and The Industrial Employment (Standing Orders) Rules, 1946.
Mr. Amit - Your requirement necessitates reading through the Standing Orders Act, and the model standing order can be found in the Rules. There are changes in sections for various states, including amendments for Gujarat.
Mr. Sanjay - Your requirement for the model standing order is in the second one, i.e., the Rules. I'm sure you will find your missing page there.
From India, Mumbai
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Dear Mr. Amit and Mr. Sanjay,
With reference to your queries, the act is called The Industrial Employment (Standing Orders) Act, 1946, and The Industrial Employment (Standing Orders) Rules, 1946.
Mr. Amit - Your requirement entails reading through the Standing Orders Act, and the model standing order will be found in the Rules. There are changes in sections for various states, so for Gujarat, there are amendments.
Mr. Sanjay - Your requirement for the model standing order is in the second one, i.e., Rules. I'm sure you will find your missing page there.
Regards,
Deena Jagasia
From India, Mumbai
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With reference to your queries, the act is called The Industrial Employment (Standing Orders) Act, 1946, and The Industrial Employment (Standing Orders) Rules, 1946.
Mr. Amit - Your requirement entails reading through the Standing Orders Act, and the model standing order will be found in the Rules. There are changes in sections for various states, so for Gujarat, there are amendments.
Mr. Sanjay - Your requirement for the model standing order is in the second one, i.e., Rules. I'm sure you will find your missing page there.
Regards,
Deena Jagasia
From India, Mumbai
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(Fact Checked)-[The user's reply contains accurate information regarding the Industrial Employment (Standing Orders) Act, 1946, and the Industrial Employment (Standing Orders) Rules, 1946. The mention of state-wise amendments and variations is also correct. However, there are some formatting issues like "&" and "I'" that need correction for clarity.] (1 Acknowledge point)
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Dear Member Pls find soft copy of The industrial employment (standing order) Draft copy as per your requirement. Amit Tamak DSW,MSW
From India, Delhi
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From India, Delhi
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Hi Mohanji - 11.5.16.
Your query in CiteHR - Standing Orders for Garments Units. I can provide you with all HR rules, policies, and forms to set up an HR department. I have framed Standing Orders for Manufacturing Companies, Leave & Service Rules. I have a soft copy for Garments that you can easily translate into Kannada in Bangalore. With 35 years of experience in HR, IR, and Administration, I have worked with 7 Manufacturing Companies in Steel, Power, and Electronics plants, comprising 2000+ employees. Please SMS your email address to receive FREE details of 65 HR forms and 150 policies to help you solve various HR problems. If you find it suitable, you may pay a minimal fee to receive the specific policy or form you require. Contact me at
or 9535470460. HR Consultant, Former AGM-HR&A., HIRIYUR, Ex-Member NIPM, Ex-Trainee-Member, Indian Institute of Management, Bangalore.
From India, Mumbai
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Your query in CiteHR - Standing Orders for Garments Units. I can provide you with all HR rules, policies, and forms to set up an HR department. I have framed Standing Orders for Manufacturing Companies, Leave & Service Rules. I have a soft copy for Garments that you can easily translate into Kannada in Bangalore. With 35 years of experience in HR, IR, and Administration, I have worked with 7 Manufacturing Companies in Steel, Power, and Electronics plants, comprising 2000+ employees. Please SMS your email address to receive FREE details of 65 HR forms and 150 policies to help you solve various HR problems. If you find it suitable, you may pay a minimal fee to receive the specific policy or form you require. Contact me at
From India, Mumbai
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Dear All, Pl. find attached herewith a Model Standing Order (Adhiniyam) in Gujarati Language. Thanks with regards, Shailesh G. Parmar
From India, Lucknow
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From India, Lucknow
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Dear all, Reuest you to pls, provide a copy of the UP Model standing order.Or you any have the notification of applicability of standing order from 100 manpower to 20 manpower.? Pls help me out..
From India, Delhi
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From India, Delhi
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Dear All,
In one of the factories in Karnataka, around 40 to 50 workers are currently inside the premises for seven consecutive working days. They have not left the factory premises and are engaging in an illegal strike, causing damage to some items. Additionally, they do not possess their own certified standing orders (C.S.O). The management has terminated some of them due to various misconducts and is unwilling to recognize their union or engage in any discussions with a union. The charter of demands is pending in conciliation. The factory is operational with a limited number of workers under a Civil Court injunction allowing for free movement.
The query here pertains to the legal process of evicting all the workers from the factory premises. Kindly share your expertise on this matter. If you have any advice to offer privately, please contact me at Phone: 9916138191 or email me at viviancs1@yahoo.co.in.
Thank you.
From India, Bangalore
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In one of the factories in Karnataka, around 40 to 50 workers are currently inside the premises for seven consecutive working days. They have not left the factory premises and are engaging in an illegal strike, causing damage to some items. Additionally, they do not possess their own certified standing orders (C.S.O). The management has terminated some of them due to various misconducts and is unwilling to recognize their union or engage in any discussions with a union. The charter of demands is pending in conciliation. The factory is operational with a limited number of workers under a Civil Court injunction allowing for free movement.
The query here pertains to the legal process of evicting all the workers from the factory premises. Kindly share your expertise on this matter. If you have any advice to offer privately, please contact me at Phone: 9916138191 or email me at viviancs1@yahoo.co.in.
Thank you.
From India, Bangalore
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(Fact Checked)-The situation described involves a complex issue of labor law. The management should consult legal counsel for proper guidance on resolving the matter. It's crucial to ensure compliance with relevant labor laws and due process. Seeking legal advice is recommended. (1 Acknowledge point)
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Dear All, Can you help me by providing soft copy of Gujarat Industrial Employment (Standing Orders) Rules
From India, Pune
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From India, Pune
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We need Model standing orders of Maharashtra to prepare chargesheet cum suspension of My Employee. Pelase help us.
From India, New Delhi
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From India, New Delhi
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Do you mean to say that you need to find out the procedures for issuing a charge sheet and suspending an employee or the letter formats for these? I don't think that the Model Standing Order will contain formats or drafts. For procedures, you can even refer to the Central Act, and there may not be any difference.
Madhu.T.K
From India, Kannur
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Madhu.T.K
From India, Kannur
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Dear all, Reuest you to pls, provide a copy of the UP Model standing order and define the manager level persons are under the standing order or not pls help me out..
From India, Bengaluru
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From India, Bengaluru
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Is this The Model Standing Orders (Industrial Employment) Act and/or Rules available in Hindi version?
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-The Model Standing Orders (Industrial Employment) Act and Rules are available in Hindi version. It is important for compliance and communication. (1 Acknowledge point)
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Can somebody help/ Provide kannada model standing order
From India, Bengaluru
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From India, Bengaluru
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Dear Team Member. I need model standing order in kannada language. Please do the needful. Thanks/Regards Umesh
From India, Bengaluru
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From India, Bengaluru
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Please see https://www.citehr.com/489319-model-...-download.html
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I have corrected the spelling and grammar in your message and adjusted the formatting to ensure proper paragraph structure. If you have any further questions or need assistance, feel free to ask.
From India, Chennai
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I have corrected the spelling and grammar in your message and adjusted the formatting to ensure proper paragraph structure. If you have any further questions or need assistance, feel free to ask.
From India, Chennai
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Can anyone please share standing order applicable for Company manufacturing baby diapers in Gujarat. If yes please share asap model standing order applicable for the company.
From India, Gandhinagar
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From India, Gandhinagar
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(Fact Checked)-The standing orders applicable for a company vary by state, and in Gujarat, the Industrial Employment (Standing Orders) Act, 1946, would be relevant. It's essential to customize the standing orders based on the specific requirements of the company. (1 Acknowledge point)
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TO: CITEHR MEMBERS. 1.2.2019.
SUB: Imp. Systems, Rules, Forms to improve P&A works, to work
HR Dept. HOW HR MANAGERS ARE “CHANGE AGENT”?
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INTRODUCTION:
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I am an Ex AGM-HR&Adm.with 35 yrs.exp.in HR, IR, LEGAL, & Admn., Management Works of 7 Mfg.Co’s.,Corporate Offices of Steel, Power, Chemical Plants & Mines; in Ballari, Chitradurga, B’lur,Chennai,Hyd.etc.,Secretary for ISO Certification & HR&Management Consultant for 6 years.
(Abbreviations used to save space).
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I am providing Training to Individual Officers, Managers, Company Officials, Freshers; to ASSIST them to improve their HRA&IR works with S.O.P. for Factory, Mines, all types of Estt./Office Admn., Recruitment, Attendance, Leave, Salary-Benefit Admin., Grading of employees, C.L., Welfare, Statutory Compliance, Regn., Licence, Legal, PF, ESI, PA/PMS,T&D - from Recruitment to Separation - with all Systems, Rules, Forms etc., for H.R. Management - in Soft & Hard Copy - for easy understanding - to perform their works efficiently & Professionally.
I am giving below some of the Imp.HR Systems, Rules, Forms which are not there in many Cos. Pl.also read the List of 52 Imp.HR Forms. It will help you to make HR Systems, Rules, compile, comply with Statutory obligations, Auditing, Recruitment, M.I.S.,PA/PMS, Grading of all levels of employees, Inspection of F.I., L.I., PF, ESI etc., .
IT IS MANDATORY FOR EVERY COMPANY TO ENSURE to IMPLEMENT, ENFORCE & COMPLY WITH ALL INDUSTRIAL, LABOUR LAWS & ACTS .
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Today; All Managers are HR / Personnel Managers as they have to get all their works done thru’ their employees. Most Managers; when they confront with a problem / want a solution; they refer to GOOGLE; but dont ask an Expert or go for Training to enrich their knowledge from an expd. Professionals.
For ex: when u want to know what is “Probation or Standing Orders” and you GOOGLE; u get 10+ Answers for 1 question; each one different from the other & even then; u may not get a Ready to use Answer/Form with all Rules & clarifications to use; as u can get from an Expert with 25+yrs. exp. in 5-6 Mfg.Cos. due to his practical handling exp. & exposure to different situations & environments.
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HR&A Mgrs. are called CHANGE AGENT. HOW, WHY?
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HR Mgrs. Attracts, Recruits, Encourages, Develops, Retains & Finally; Settles every employees problems /matters from Recruitment to Separation & Liaison with Govt. Officers like F.I, L.I., PCB, PF,ESI, Police, Public etc.,to help the Co. to comply with all Statutory Obligations & to employees; to get their benefits.
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HR&Admn. Mgrs. in many Cos. are often questioned / teased by HODs/GM/MD including the employees for NOT making / following Rules on the below HR issues:-
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1. How xyz got job, who interviewed /selected, who fixed Design., Salary, Grade etc; in Cos. which don’t have proper Criteria /Forms for Selection thru’ a Team of Panel Members; since HRD will have to deal with sensitive problems like grievances (Junior, less qualified getting more than Seniors etc.) as employees will react unlike Materials, Machines; which don’t react as men do. Standard Cos. prescribe Min.3 – (1. HOD of concerned Dept., 2. Unit Head & 3.HR Head) to take care of major HR works like Recruitment, Promotion, SI, Revision of Salary, Change of Desgn., etc., to maintain harmonious relation & to protect Co’s / Management’s Reputation.
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FOR RECRUITMENT, APPOINTMENT, EVERY Co. MUST HAVE
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1. MAN POWER INDENT / REQUISITION FORM (MPIF) &
2. INTERVIEW ASSESSMENT-SELECTION & APPL.FOR APPOINTMENT FORM; wherein
HRMgr.will get the reqd. details to call the right person for Interview & Interview Panel Members will get all Personal details of the candidates tobe interviewed; factors tobe assessed; viz., His Qlfcn., Exp.,, Suitability/Fitness for job, Age, Native/Present place, Present Post, Salary, Expected salary, Panel Members Recommendations, HRMgr’s Verification of Candidates details, vis-a-vis existing employees Post, Salary etc.; to Propose Post, Salary etc., to MD for Approval; to avoid heart-burning among employees after Appointment; disturbing harmonious relation at Plant.
HR Mgr. to start Recruitment process only after receiving Appd.MPIF from User Dept. (like Accts.Dept. doesn’t pay even Rs.50/- without Appd. Indent).
My New MPIF & Interview Form provides all above essential points reqd. to solve Recruitment, Interview & Selection problems.
(Some Cos. adopted them as they do not have above 2 Forms).
GM/MD must issue Orders that no person will be Recruited/Appointed without the above 2 Forms are filled & verified by HR Mgr. before putting up Proposal for Apptt. to MD.
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2. EXISTING CO. APPLICATION / BIO-DATA FORM not providing imp.
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dtls.of all empl’s, Family, Dependents, Nominee, Person to Contact in Emergency to update / furnish details in Statutory Returns to F.I., L.I.,P.F.I., ESI, IT, PT., Bank, HRIS etc., Hence, many HR Mgrs. face problems to give Per.dtls. to GM/MD, Govt.Officers etc. as the following current infn. is missing-
1. No Present Address to send Notice to X,
2. Mobile No. changed & unable to contact X
3. No Nominee’s detls.or dtls. of Person to
contact in Emergency; to Notify accident etc.
4. No Nominee’ detls. to send payment of
deceased X
5. No detls. of Marriage/Family, Children,
dependents
6. No detls.of Aadhar,Pan Card for PF, ESI,I.Tax etc.
7. No detls. of latest Addnl. Qlfcn. etc., to
review Career Growth, Spl.Increment etc.,
8. No Bank A/c.No.IFC Code No.etc.to send F.S./payment
(My NEW BIO-DATA FORM will help U to collect all such infn. 60 Points. Some Cos. adopted them as their Co.Appn. had less than 20 points. Pl.check No. of points in ur Co.’s Appn. Form).
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3. ABSENCE OF Proper FORM for PERFORMANCE ASSESSMENT to ASSESS EMPL’S. PERFORMANCE to give Designation, Promotion, Increment, Grading; leads to Grievances, dis-satisfaction, attrition, problems to HR Mgrs. to administer P&A works.
GM/MD must issue Orders that HODs must fill up the above Form for Regularisation of Trainees, Confirmation of Probationers, Promotion, Upgradation, S.I., Change of Designation etc. and the same must be verified by HR Manager before putting up Proposal for MD’s Approval.
WHEN GRADING, FIXING, REVISING SALARY /INCREMENT IS PROPOSED FOR THE FIRST TIME; BASED ON HIS EXISTING QLFCN.,EXP.,SALARY ETC., IT CAN CAUSE GRIEVANCES TO SOME EMPLOYEES WHO ARE LEFT OUT/NOT CONSIDERED.
HOD proposing Change of Design., Promotion, S.I., should fill up P.A. Form with justification; so that HRD & Mgmnt will not be questioned for any anomaly or denial to left out employees.
HR Mgr. should ensure that all employees Personal dtls. including Qlfcn. Exp., Past service, Salary details are there in Per.file & Checked.
P.A.FORM SHOULD BE SELF-EXPLANATORY WITH CHECKS & BALANCE POINTS; TO FACILITATE:-
A. HODs to assess his Employee’s Work Exp., Attitude, Performance, his Personal details etc., to propose.
B. HRD to review the case; taking into account his Qlfcn., Exp., Performance, Disciplinary issues, Merit of the case; problem it can cause to Others who were left out etc.,
and then; HRMgr to put up Proposal to MD for appl. so that both HODs & HRD did the Checks & Balance Exercise to minimize any flaw to implement Proposal and Mgmnt & HRD is not ridiculed for any problems; later.
My NEW P.A.Form contains 30 Requisite points- CHECKS & BALANCE to help HODs & HRD.
As P.A.FORM PLAYS AN IMP.ROLE TO FACILITATE HODS & HRD TO IMPLEMENT HR PROPOSALs, Pl.check No.of points in your existing PA; Whether Checks & Balance Points are covered etc. If not, pl.contact to share more.
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4.NATIONAL & FESTIVAL HOLIDAYS Act – DUSSEHRA, DIVALI – OPTIONAL/RESTRICTED HOLIDAYS:
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The Co. would have already filed HOLIDAYS LIST-2019 with L.I., F.I., & exhibited on Notice Boards as per the above Act. If you have provided O/R Holidays, it is OK. If not; you can consider the following points during 2019 and review the O/R Holidays in 2020 based on the benefits to the Co.; employee’s needs, morale etc.,due to Co.NOT providing O/R Holidays (mentioned below) in 2019 and make the List for 2020 including them.
Some Cos. declared 11 to 15 days Holidays for National & Festival Holidays in 2018 including the 5 National Holidays (COMPULSORY) as per the Karnataka Holidays (N&F) Act, 1963.
Further, the remaining days are also declared as COMPULSORY Holidays; due to which; all employees have to observe all Festival Holidays though some donot want to but; he has no option since the Co.has declared it COMPULSORY. Whereas; he has to apply for leave to observe any of the following Festivals which he/his family wants to celebrate or to go to his/family place; since Co. has not included them in the Declared Festival Holidays.
New Year Day Makara Sankranti Maha Shivarathri , Good Friday,
Ayudha Pooja, Naraka Chaturdasi , Eid Milad etc.,
Hence, you can declare 5 National Holidays COMPULSORY + some imp.Festivals like
Ugadi, Diwali, Ganesh Chaturthi etc.,
so that; the employees will have an option to take other Festivals (mentioned above) which he/his family wants to celebrate or plan to go to his place with family etc.for which; he need not apply for leave.
BENEFIT TO THE COMPANY:
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Some HODs face Manpower(MP)Shortages to man Essential Services during Festivals like Dusserha, Divali when 3-4 Holidays come at a time. OPTIONAL HOLIDAYS will help Continuous Working of Essential Services(like Prodn., O&M, Utility, IT,HR&A, Transport, Canteen, OHC (which require un-interrupted Works) to ensure Min.MP to man Essential Services as most empl’s don’t observe all Festivals at 1 time & so, when 1 set of empl’s take Holiday, other set can work & vise-versa.
Some HR Mgrs. enquired "How Holidays List is made with Optional / Restrictive Holidays". A Draft is given below for guidance. Since you have already filed Holidays List -2019, you may analyse the Cos. & employees needs during 2019 and review / consider changes in 2020 List.
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. . ./HR/ - - - - - - 1.12.2018.
CIRCULAR
HOLIDAYS LIST - 2019
THE FOLLOWING DAYS ARE DECLARED AS COMPULSORY & OPTIONAL HOLIDAYS FOR 2019*
A. 5 NATIONAL & 4 FESTIVAL PAID HOLIDAYS - CUMPULSORY :
Sl. EVENT DAY MONTH & DATE
No.
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1. Republic Day Saturday January 26
2. Ugadi Saturday April 06
3. May Day Wednesday May- 01
4. Ramzan (Idul Fitr) Wednesday June- 05
5. Independence Day Thursday August- 15
6. Ganesh Chaturthi Monday Sept. 02
7. MahatmaGandhiBirthday Wednesday Oct. -02
8. Dasara Tuesday Oct. 08
9..Kannada Rajyothsava
Friday
Novem. 01
(Sl.Nos. 1, 3, 5, 7 & 9 (Red Colour) above are Nationnal Holidays. Others are Festival Holidays).
B. + Any 3 of the 8 OPTIONAL HOLIDAYS GIVEN BELOW:-
1. Makara Sankranti
Monday
January 14
2. Maha Shivratri Monday March 04
3. Good Friday Friday April- 19
4. Bakrid (Idul Zuha) Monday August- 12
5.Muharram (10th Day) Tuesday Sept. 10
6.Ayudha Pooja Monday Oct. - 07
7. Naraka Chaturdashi Tuesday Nov. 26
8.Christmas Day Wednesday Dec. 25
GENERAL MANAGER (HR &A) .)
FESTIVALS FALLING ON SUNDAYS
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1. Deepavali Sunday Oct. 27
2 . Id-Milad Sunday Nov. 10
When Company has to declare Sudden Holiday due to Bandh, Strike, death of any leader, Important Person etc., such Holidays are to be compensated by working on any other Holiday in the same month or next month; at the discretion of the Management.
Optional / Restricted Festival Holidays for the particular Community employees only.
Ramzan & Bakrid: Date may change depending on Announcement/citing of Moon.
Cc: to all HODs,,
Cc: to all Notice Boards, : for the infn. of all the employees.
Cc: Factory Inspector
Cc: Labour Inspector
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5. LEAVE CARD (L.C) VS. LEAVE APPN. (L.A.) FORM:
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Some Companies are still using loose Leave Appn.Form for taking of Leave instead of adopting Leave Card System. As the present Leave Appn. is loose & 100s of such Appns. comes to HR Dept., Seniors cannot Check, keep track, tally with Biometric data as can be checked with Single Leave Card & hence, Certify Attendance as put up by the Staff. In case of discrepancy; or complaint, checking/tracing of old L.A. is difficult; will delay Salary Processing etc., Since some employees will take 2-3 times leave in a month, Company has to Print 1000s of copies of L.A. as against Printing of 1 Leave Card for 1 employee for 1 year. Also; many L.A.,are zeroxed due to urgency; increasing the cost. L.C. Saves printing & zerox Cost where lot of empl’s. work. After one year, keep LC in Per.File as Record to verify throughout their service; HODs can warn the empl. for mis-using of leave & approve on need basis.
The imp.Managerial work of P&A Dept. to check / tally Attendance cannot be done or is ignored since; P&A Dept.has not adopted L.C.System.(Finance Dept.can check & tally all expenses a/c.). One reason for not adopting L.C. is; many HR Mgrs/GMs.not knowing its benefit
for P&A works.
BENEFIT TO THE COMPANY:
========================
In the case of L.C.; since there will be only one Card for every employee for one year, the L.C., moves thru’ the HODs, HRD., Accts., Auditors, Sanctioning Authority-GM/MD throughout the year. It helps them to check; see the correctness of all Leaves; specially; EL/ PL. as it is CASH. This Check itself will reduce mistakes; change the attitude of all P&A Ofcrs to check the L.C. when it comes to them (AND EVERY L.C. MUST GO to P&A Officers to PERFORM THEIR MANGERIAL WORK OF VERIFICATION). It makes the employees extra cautious & plan to take leave unlike in the case of Loose L.A. which only helps to get sanction of Leave but none to check. As L.C. is a manually entered Card & checked by P&A, Auditors, etc., it is accepted by all as Authenticated & Seniors rely for its correctness. Hence, L.C. helps to compute Leave, make Pay Roll & F.S. work fast.
If you have not yet introduced L.C; to start with; u may make it as under:
1. One side of the Leave Card to apply for Leave &
2. Backside; u can print Leave Rules for the infn.& compliance of all employees so that;
in one Card; u can get both the works done & u will have an effective & useful System in place for Leave Management.
The existing System of applying for Leave Online, Punching, Face Reader Bio-metric etc., will continue. Only the L.A.Form will be replaced with L.C. for several benefits for the Co.’s P&A function.
My New Leave Card & Leave Rules will solve the problems of Leave Mgmnt.
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6. INDUCTION Process;
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The 1st Impression, Confidence building tool; between New Recruitees, Co., HODs & Reporting Officers do not exist. Joining, Welcoming, Introducing formalities; providing basic infn., facilities, tools etc., to the new Recruitee are essential to create a sense of belonging / Retaining, career growth etc.,.
My new Induction Form will help the New Recruitee, HRD, HODs & MD for proper Induction of New Joinee.
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7. ABSENCE OF FORMS, RULES TO PAY, REGULATE ADVANCE, LOAN, EXPENSES, OD, TA, Co-Off, PL Encashment, MB etc.,
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affects Administration of P&A works. A uniform Policy, Forms will reduce writing works & save precious time of Officers, employees and facilitate fast working of P&A and Accounts Dept.
My New Forms are made to facilitate the Employees, HODs, HRD, A/c. Dept., Mngment & comply with Legal requirement.
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8. ABSENCE OF ASSET DAMAGE / BREAKAGE / INJURY / INCIDENT REPORTING SYSTEM, Forms: Assets Registering of costly items like Laptop, Mobile, Instruments, tools, Movement Systems, Employment Injury; Machinery/ Instument breakage/damage can result in Loss to Co., delay to claim insurance / settle payment etc.
My new Forms will help to streamline procedures for all above works
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9. RESIGNATION ACCEPTANCE, NO DUE / CLEARANCE CERTIFICATE, Relieving & Final Settlement-
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No proper Form / System after HOD sends Resignation Letr. to HR. No Feedback to the person, HOD etc. from HRD reg. Resignation Acceptance, No Due / Clearance Certificate, Handing over Charge, Exit Interview, F.S. etc., to regularise Separation.
My new Form will help the employees, HODs, HRD & Mngmnt for a smooth Separation & Settlement.
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10. ABSENT NOTIFICATION FORM - - A.N.F.
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Another imp.issue for which HRMgr. is blamed is the Absenteeism of employees in different Depts. & initiating disciplinary action for A.O.S.
Absenteeism is common in some of the Labour Intensive Cos.& it can become an issue if not dealt with promptly. HRD. is blamed for laxity.
Qtn.: When X in Prodn. Dept. absents, whether HR or Prodn. Dept. to initiate action?? HR to take Action against erring employee only when concerned HOD sends A.N.F. to him. Proper Disc.Procedures, Rules tobe followed for AOS lest; Court will nullify Termination as void. The above Form helps to Report & initiate action for Absenteeism. A Circular & ANF Form to be sent to all HODs to Monitor, Report Absenteeism & to initiate Disciplinary action.
My New ANF Form will regulate Absenteeism & facilitate Compliance Procedures for AOS, SO & IDA.
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11. WHY STANDING ORDERS (S.O.) - I.D. Act - Issues.
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A Certified STANDING ORDERS under Indus. Employment (S.O) Act; empowers the Co. to take Disc. Action against its Erring Empl’s. for violating T&C in S.O. BUT; the Co. cannot punish Empl’s. for acts not included in S.O. - SUPREME COURT.
Company Suspends, Terminates employees leading to Litigation, grievance; damaging Co.reputation; besides wasting Co.’s time & Money. TERMINATION WITHOUT ENQUIRY / NATURAL JUSTICE etc. IS ILLEGAL & Court can re-instate such Empl’s.
S.O. Act obliges Cos.with 50+ empl.to adopt S.O. to regulate Employment conditions, Master-Servant Relation -tobe Certified by DLC & displayed for infn. & compliance by Co. & all empls.
Imp.Do’s, Don’t’s, Duties of Empl’s., Mis-conducts for which empl’s. LIABLE FOR DISCI.ACTION-80 points. Imp.t&c.in Appt.Order.-for Sk.empl.-30,Suprvsrs & above-40. Pl.include Imp.acts/Conducts in S.O. & A.O.,and Follow PROCEDURES of NATURAL JUSTICE to make Co’s. action Legal. Pl.contact to share imp.t & c. to frame, Certify S.O.,A.O.,AOS, IDA problems etc.,
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Every HRMgr. must have all Imp. HR Acts, Systems, Rules, Forms to administer HR works effectively & Professionally; as HR Mgr. is answerable to
F.I., L.I., PFI, Pension, ESI, Gratuity, PT, other Govt. Officers, Auditors, HODs, GM/MD, Employees etc., and he has to solve all employees problems; keep Records in Per. Files for future ref. DURING THE LIFE OF EMPLOYEES & CO. ITSELF.
REQUEST: As these are imp. P&A. Rules, U may print, read & preserve them for future reference. (I have developed 200+ imp.HR Rules, Forms etc.,) Pl. SHARE THIS WITH UR SENIORS & FORWARD to UR H.R.FRIENDS IN OTHER Cos.for their infn.& help them/me.
I can provide you all Updated, Ready-to-use HR Systems, Rules, Forms & assist you to introduce & implement them.
Thanking you & awaiting to hear from you.
With Kind Regards,
C.N. Khan,HR & Mgmnt Consultant&Advocate(Ex-AGM-HR&A-35 yrs exp. in HR,IR,LegalAdmn.in7 Mfg.Co.s+Secy.for ISO certification).
Ph: 9535470460- E-Mailid:
SANDUR / HOSPET, BENGALURU
Ex-Member, NIPM, Calcutta, Ex- Tr.Member, I.I.M., B;luru.
Languages known: Kannada, Tamil, Telugu, Malayalam + Hindi & English
From India, Mumbai
Acknowledge(0)Amend(0)
SUB: Imp. Systems, Rules, Forms to improve P&A works, to work
HR Dept. HOW HR MANAGERS ARE “CHANGE AGENT”?
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INTRODUCTION:
================
I am an Ex AGM-HR&Adm.with 35 yrs.exp.in HR, IR, LEGAL, & Admn., Management Works of 7 Mfg.Co’s.,Corporate Offices of Steel, Power, Chemical Plants & Mines; in Ballari, Chitradurga, B’lur,Chennai,Hyd.etc.,Secretary for ISO Certification & HR&Management Consultant for 6 years.
(Abbreviations used to save space).
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I am providing Training to Individual Officers, Managers, Company Officials, Freshers; to ASSIST them to improve their HRA&IR works with S.O.P. for Factory, Mines, all types of Estt./Office Admn., Recruitment, Attendance, Leave, Salary-Benefit Admin., Grading of employees, C.L., Welfare, Statutory Compliance, Regn., Licence, Legal, PF, ESI, PA/PMS,T&D - from Recruitment to Separation - with all Systems, Rules, Forms etc., for H.R. Management - in Soft & Hard Copy - for easy understanding - to perform their works efficiently & Professionally.
I am giving below some of the Imp.HR Systems, Rules, Forms which are not there in many Cos. Pl.also read the List of 52 Imp.HR Forms. It will help you to make HR Systems, Rules, compile, comply with Statutory obligations, Auditing, Recruitment, M.I.S.,PA/PMS, Grading of all levels of employees, Inspection of F.I., L.I., PF, ESI etc., .
IT IS MANDATORY FOR EVERY COMPANY TO ENSURE to IMPLEMENT, ENFORCE & COMPLY WITH ALL INDUSTRIAL, LABOUR LAWS & ACTS .
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Today; All Managers are HR / Personnel Managers as they have to get all their works done thru’ their employees. Most Managers; when they confront with a problem / want a solution; they refer to GOOGLE; but dont ask an Expert or go for Training to enrich their knowledge from an expd. Professionals.
For ex: when u want to know what is “Probation or Standing Orders” and you GOOGLE; u get 10+ Answers for 1 question; each one different from the other & even then; u may not get a Ready to use Answer/Form with all Rules & clarifications to use; as u can get from an Expert with 25+yrs. exp. in 5-6 Mfg.Cos. due to his practical handling exp. & exposure to different situations & environments.
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HR&A Mgrs. are called CHANGE AGENT. HOW, WHY?
==============================
HR Mgrs. Attracts, Recruits, Encourages, Develops, Retains & Finally; Settles every employees problems /matters from Recruitment to Separation & Liaison with Govt. Officers like F.I, L.I., PCB, PF,ESI, Police, Public etc.,to help the Co. to comply with all Statutory Obligations & to employees; to get their benefits.
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HR&Admn. Mgrs. in many Cos. are often questioned / teased by HODs/GM/MD including the employees for NOT making / following Rules on the below HR issues:-
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1. How xyz got job, who interviewed /selected, who fixed Design., Salary, Grade etc; in Cos. which don’t have proper Criteria /Forms for Selection thru’ a Team of Panel Members; since HRD will have to deal with sensitive problems like grievances (Junior, less qualified getting more than Seniors etc.) as employees will react unlike Materials, Machines; which don’t react as men do. Standard Cos. prescribe Min.3 – (1. HOD of concerned Dept., 2. Unit Head & 3.HR Head) to take care of major HR works like Recruitment, Promotion, SI, Revision of Salary, Change of Desgn., etc., to maintain harmonious relation & to protect Co’s / Management’s Reputation.
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FOR RECRUITMENT, APPOINTMENT, EVERY Co. MUST HAVE
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1. MAN POWER INDENT / REQUISITION FORM (MPIF) &
2. INTERVIEW ASSESSMENT-SELECTION & APPL.FOR APPOINTMENT FORM; wherein
HRMgr.will get the reqd. details to call the right person for Interview & Interview Panel Members will get all Personal details of the candidates tobe interviewed; factors tobe assessed; viz., His Qlfcn., Exp.,, Suitability/Fitness for job, Age, Native/Present place, Present Post, Salary, Expected salary, Panel Members Recommendations, HRMgr’s Verification of Candidates details, vis-a-vis existing employees Post, Salary etc.; to Propose Post, Salary etc., to MD for Approval; to avoid heart-burning among employees after Appointment; disturbing harmonious relation at Plant.
HR Mgr. to start Recruitment process only after receiving Appd.MPIF from User Dept. (like Accts.Dept. doesn’t pay even Rs.50/- without Appd. Indent).
My New MPIF & Interview Form provides all above essential points reqd. to solve Recruitment, Interview & Selection problems.
(Some Cos. adopted them as they do not have above 2 Forms).
GM/MD must issue Orders that no person will be Recruited/Appointed without the above 2 Forms are filled & verified by HR Mgr. before putting up Proposal for Apptt. to MD.
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2. EXISTING CO. APPLICATION / BIO-DATA FORM not providing imp.
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dtls.of all empl’s, Family, Dependents, Nominee, Person to Contact in Emergency to update / furnish details in Statutory Returns to F.I., L.I.,P.F.I., ESI, IT, PT., Bank, HRIS etc., Hence, many HR Mgrs. face problems to give Per.dtls. to GM/MD, Govt.Officers etc. as the following current infn. is missing-
1. No Present Address to send Notice to X,
2. Mobile No. changed & unable to contact X
3. No Nominee’s detls.or dtls. of Person to
contact in Emergency; to Notify accident etc.
4. No Nominee’ detls. to send payment of
deceased X
5. No detls. of Marriage/Family, Children,
dependents
6. No detls.of Aadhar,Pan Card for PF, ESI,I.Tax etc.
7. No detls. of latest Addnl. Qlfcn. etc., to
review Career Growth, Spl.Increment etc.,
8. No Bank A/c.No.IFC Code No.etc.to send F.S./payment
(My NEW BIO-DATA FORM will help U to collect all such infn. 60 Points. Some Cos. adopted them as their Co.Appn. had less than 20 points. Pl.check No. of points in ur Co.’s Appn. Form).
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3. ABSENCE OF Proper FORM for PERFORMANCE ASSESSMENT to ASSESS EMPL’S. PERFORMANCE to give Designation, Promotion, Increment, Grading; leads to Grievances, dis-satisfaction, attrition, problems to HR Mgrs. to administer P&A works.
GM/MD must issue Orders that HODs must fill up the above Form for Regularisation of Trainees, Confirmation of Probationers, Promotion, Upgradation, S.I., Change of Designation etc. and the same must be verified by HR Manager before putting up Proposal for MD’s Approval.
WHEN GRADING, FIXING, REVISING SALARY /INCREMENT IS PROPOSED FOR THE FIRST TIME; BASED ON HIS EXISTING QLFCN.,EXP.,SALARY ETC., IT CAN CAUSE GRIEVANCES TO SOME EMPLOYEES WHO ARE LEFT OUT/NOT CONSIDERED.
HOD proposing Change of Design., Promotion, S.I., should fill up P.A. Form with justification; so that HRD & Mgmnt will not be questioned for any anomaly or denial to left out employees.
HR Mgr. should ensure that all employees Personal dtls. including Qlfcn. Exp., Past service, Salary details are there in Per.file & Checked.
P.A.FORM SHOULD BE SELF-EXPLANATORY WITH CHECKS & BALANCE POINTS; TO FACILITATE:-
A. HODs to assess his Employee’s Work Exp., Attitude, Performance, his Personal details etc., to propose.
B. HRD to review the case; taking into account his Qlfcn., Exp., Performance, Disciplinary issues, Merit of the case; problem it can cause to Others who were left out etc.,
and then; HRMgr to put up Proposal to MD for appl. so that both HODs & HRD did the Checks & Balance Exercise to minimize any flaw to implement Proposal and Mgmnt & HRD is not ridiculed for any problems; later.
My NEW P.A.Form contains 30 Requisite points- CHECKS & BALANCE to help HODs & HRD.
As P.A.FORM PLAYS AN IMP.ROLE TO FACILITATE HODS & HRD TO IMPLEMENT HR PROPOSALs, Pl.check No.of points in your existing PA; Whether Checks & Balance Points are covered etc. If not, pl.contact to share more.
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4.NATIONAL & FESTIVAL HOLIDAYS Act – DUSSEHRA, DIVALI – OPTIONAL/RESTRICTED HOLIDAYS:
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The Co. would have already filed HOLIDAYS LIST-2019 with L.I., F.I., & exhibited on Notice Boards as per the above Act. If you have provided O/R Holidays, it is OK. If not; you can consider the following points during 2019 and review the O/R Holidays in 2020 based on the benefits to the Co.; employee’s needs, morale etc.,due to Co.NOT providing O/R Holidays (mentioned below) in 2019 and make the List for 2020 including them.
Some Cos. declared 11 to 15 days Holidays for National & Festival Holidays in 2018 including the 5 National Holidays (COMPULSORY) as per the Karnataka Holidays (N&F) Act, 1963.
Further, the remaining days are also declared as COMPULSORY Holidays; due to which; all employees have to observe all Festival Holidays though some donot want to but; he has no option since the Co.has declared it COMPULSORY. Whereas; he has to apply for leave to observe any of the following Festivals which he/his family wants to celebrate or to go to his/family place; since Co. has not included them in the Declared Festival Holidays.
New Year Day Makara Sankranti Maha Shivarathri , Good Friday,
Ayudha Pooja, Naraka Chaturdasi , Eid Milad etc.,
Hence, you can declare 5 National Holidays COMPULSORY + some imp.Festivals like
Ugadi, Diwali, Ganesh Chaturthi etc.,
so that; the employees will have an option to take other Festivals (mentioned above) which he/his family wants to celebrate or plan to go to his place with family etc.for which; he need not apply for leave.
BENEFIT TO THE COMPANY:
=====================
Some HODs face Manpower(MP)Shortages to man Essential Services during Festivals like Dusserha, Divali when 3-4 Holidays come at a time. OPTIONAL HOLIDAYS will help Continuous Working of Essential Services(like Prodn., O&M, Utility, IT,HR&A, Transport, Canteen, OHC (which require un-interrupted Works) to ensure Min.MP to man Essential Services as most empl’s don’t observe all Festivals at 1 time & so, when 1 set of empl’s take Holiday, other set can work & vise-versa.
Some HR Mgrs. enquired "How Holidays List is made with Optional / Restrictive Holidays". A Draft is given below for guidance. Since you have already filed Holidays List -2019, you may analyse the Cos. & employees needs during 2019 and review / consider changes in 2020 List.
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. . ./HR/ - - - - - - 1.12.2018.
CIRCULAR
HOLIDAYS LIST - 2019
THE FOLLOWING DAYS ARE DECLARED AS COMPULSORY & OPTIONAL HOLIDAYS FOR 2019*
A. 5 NATIONAL & 4 FESTIVAL PAID HOLIDAYS - CUMPULSORY :
Sl. EVENT DAY MONTH & DATE
No.
----------------------
1. Republic Day Saturday January 26
2. Ugadi Saturday April 06
3. May Day Wednesday May- 01
4. Ramzan (Idul Fitr) Wednesday June- 05
5. Independence Day Thursday August- 15
6. Ganesh Chaturthi Monday Sept. 02
7. MahatmaGandhiBirthday Wednesday Oct. -02
8. Dasara Tuesday Oct. 08
9..Kannada Rajyothsava
Friday
Novem. 01
(Sl.Nos. 1, 3, 5, 7 & 9 (Red Colour) above are Nationnal Holidays. Others are Festival Holidays).
B. + Any 3 of the 8 OPTIONAL HOLIDAYS GIVEN BELOW:-
1. Makara Sankranti
Monday
January 14
2. Maha Shivratri Monday March 04
3. Good Friday Friday April- 19
4. Bakrid (Idul Zuha) Monday August- 12
5.Muharram (10th Day) Tuesday Sept. 10
6.Ayudha Pooja Monday Oct. - 07
7. Naraka Chaturdashi Tuesday Nov. 26
8.Christmas Day Wednesday Dec. 25
GENERAL MANAGER (HR &A) .)
FESTIVALS FALLING ON SUNDAYS
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1. Deepavali Sunday Oct. 27
2 . Id-Milad Sunday Nov. 10
When Company has to declare Sudden Holiday due to Bandh, Strike, death of any leader, Important Person etc., such Holidays are to be compensated by working on any other Holiday in the same month or next month; at the discretion of the Management.
Optional / Restricted Festival Holidays for the particular Community employees only.
Ramzan & Bakrid: Date may change depending on Announcement/citing of Moon.
Cc: to all HODs,,
Cc: to all Notice Boards, : for the infn. of all the employees.
Cc: Factory Inspector
Cc: Labour Inspector
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5. LEAVE CARD (L.C) VS. LEAVE APPN. (L.A.) FORM:
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Some Companies are still using loose Leave Appn.Form for taking of Leave instead of adopting Leave Card System. As the present Leave Appn. is loose & 100s of such Appns. comes to HR Dept., Seniors cannot Check, keep track, tally with Biometric data as can be checked with Single Leave Card & hence, Certify Attendance as put up by the Staff. In case of discrepancy; or complaint, checking/tracing of old L.A. is difficult; will delay Salary Processing etc., Since some employees will take 2-3 times leave in a month, Company has to Print 1000s of copies of L.A. as against Printing of 1 Leave Card for 1 employee for 1 year. Also; many L.A.,are zeroxed due to urgency; increasing the cost. L.C. Saves printing & zerox Cost where lot of empl’s. work. After one year, keep LC in Per.File as Record to verify throughout their service; HODs can warn the empl. for mis-using of leave & approve on need basis.
The imp.Managerial work of P&A Dept. to check / tally Attendance cannot be done or is ignored since; P&A Dept.has not adopted L.C.System.(Finance Dept.can check & tally all expenses a/c.). One reason for not adopting L.C. is; many HR Mgrs/GMs.not knowing its benefit
for P&A works.
BENEFIT TO THE COMPANY:
========================
In the case of L.C.; since there will be only one Card for every employee for one year, the L.C., moves thru’ the HODs, HRD., Accts., Auditors, Sanctioning Authority-GM/MD throughout the year. It helps them to check; see the correctness of all Leaves; specially; EL/ PL. as it is CASH. This Check itself will reduce mistakes; change the attitude of all P&A Ofcrs to check the L.C. when it comes to them (AND EVERY L.C. MUST GO to P&A Officers to PERFORM THEIR MANGERIAL WORK OF VERIFICATION). It makes the employees extra cautious & plan to take leave unlike in the case of Loose L.A. which only helps to get sanction of Leave but none to check. As L.C. is a manually entered Card & checked by P&A, Auditors, etc., it is accepted by all as Authenticated & Seniors rely for its correctness. Hence, L.C. helps to compute Leave, make Pay Roll & F.S. work fast.
If you have not yet introduced L.C; to start with; u may make it as under:
1. One side of the Leave Card to apply for Leave &
2. Backside; u can print Leave Rules for the infn.& compliance of all employees so that;
in one Card; u can get both the works done & u will have an effective & useful System in place for Leave Management.
The existing System of applying for Leave Online, Punching, Face Reader Bio-metric etc., will continue. Only the L.A.Form will be replaced with L.C. for several benefits for the Co.’s P&A function.
My New Leave Card & Leave Rules will solve the problems of Leave Mgmnt.
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6. INDUCTION Process;
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The 1st Impression, Confidence building tool; between New Recruitees, Co., HODs & Reporting Officers do not exist. Joining, Welcoming, Introducing formalities; providing basic infn., facilities, tools etc., to the new Recruitee are essential to create a sense of belonging / Retaining, career growth etc.,.
My new Induction Form will help the New Recruitee, HRD, HODs & MD for proper Induction of New Joinee.
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7. ABSENCE OF FORMS, RULES TO PAY, REGULATE ADVANCE, LOAN, EXPENSES, OD, TA, Co-Off, PL Encashment, MB etc.,
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affects Administration of P&A works. A uniform Policy, Forms will reduce writing works & save precious time of Officers, employees and facilitate fast working of P&A and Accounts Dept.
My New Forms are made to facilitate the Employees, HODs, HRD, A/c. Dept., Mngment & comply with Legal requirement.
=================================
8. ABSENCE OF ASSET DAMAGE / BREAKAGE / INJURY / INCIDENT REPORTING SYSTEM, Forms: Assets Registering of costly items like Laptop, Mobile, Instruments, tools, Movement Systems, Employment Injury; Machinery/ Instument breakage/damage can result in Loss to Co., delay to claim insurance / settle payment etc.
My new Forms will help to streamline procedures for all above works
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9. RESIGNATION ACCEPTANCE, NO DUE / CLEARANCE CERTIFICATE, Relieving & Final Settlement-
============
No proper Form / System after HOD sends Resignation Letr. to HR. No Feedback to the person, HOD etc. from HRD reg. Resignation Acceptance, No Due / Clearance Certificate, Handing over Charge, Exit Interview, F.S. etc., to regularise Separation.
My new Form will help the employees, HODs, HRD & Mngmnt for a smooth Separation & Settlement.
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10. ABSENT NOTIFICATION FORM - - A.N.F.
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Another imp.issue for which HRMgr. is blamed is the Absenteeism of employees in different Depts. & initiating disciplinary action for A.O.S.
Absenteeism is common in some of the Labour Intensive Cos.& it can become an issue if not dealt with promptly. HRD. is blamed for laxity.
Qtn.: When X in Prodn. Dept. absents, whether HR or Prodn. Dept. to initiate action?? HR to take Action against erring employee only when concerned HOD sends A.N.F. to him. Proper Disc.Procedures, Rules tobe followed for AOS lest; Court will nullify Termination as void. The above Form helps to Report & initiate action for Absenteeism. A Circular & ANF Form to be sent to all HODs to Monitor, Report Absenteeism & to initiate Disciplinary action.
My New ANF Form will regulate Absenteeism & facilitate Compliance Procedures for AOS, SO & IDA.
=================================================
11. WHY STANDING ORDERS (S.O.) - I.D. Act - Issues.
================================================== =========
A Certified STANDING ORDERS under Indus. Employment (S.O) Act; empowers the Co. to take Disc. Action against its Erring Empl’s. for violating T&C in S.O. BUT; the Co. cannot punish Empl’s. for acts not included in S.O. - SUPREME COURT.
Company Suspends, Terminates employees leading to Litigation, grievance; damaging Co.reputation; besides wasting Co.’s time & Money. TERMINATION WITHOUT ENQUIRY / NATURAL JUSTICE etc. IS ILLEGAL & Court can re-instate such Empl’s.
S.O. Act obliges Cos.with 50+ empl.to adopt S.O. to regulate Employment conditions, Master-Servant Relation -tobe Certified by DLC & displayed for infn. & compliance by Co. & all empls.
Imp.Do’s, Don’t’s, Duties of Empl’s., Mis-conducts for which empl’s. LIABLE FOR DISCI.ACTION-80 points. Imp.t&c.in Appt.Order.-for Sk.empl.-30,Suprvsrs & above-40. Pl.include Imp.acts/Conducts in S.O. & A.O.,and Follow PROCEDURES of NATURAL JUSTICE to make Co’s. action Legal. Pl.contact to share imp.t & c. to frame, Certify S.O.,A.O.,AOS, IDA problems etc.,
===============================
Every HRMgr. must have all Imp. HR Acts, Systems, Rules, Forms to administer HR works effectively & Professionally; as HR Mgr. is answerable to
F.I., L.I., PFI, Pension, ESI, Gratuity, PT, other Govt. Officers, Auditors, HODs, GM/MD, Employees etc., and he has to solve all employees problems; keep Records in Per. Files for future ref. DURING THE LIFE OF EMPLOYEES & CO. ITSELF.
REQUEST: As these are imp. P&A. Rules, U may print, read & preserve them for future reference. (I have developed 200+ imp.HR Rules, Forms etc.,) Pl. SHARE THIS WITH UR SENIORS & FORWARD to UR H.R.FRIENDS IN OTHER Cos.for their infn.& help them/me.
I can provide you all Updated, Ready-to-use HR Systems, Rules, Forms & assist you to introduce & implement them.
Thanking you & awaiting to hear from you.
With Kind Regards,
C.N. Khan,HR & Mgmnt Consultant&Advocate(Ex-AGM-HR&A-35 yrs exp. in HR,IR,LegalAdmn.in7 Mfg.Co.s+Secy.for ISO certification).
Ph: 9535470460- E-Mailid:
SANDUR / HOSPET, BENGALURU
Ex-Member, NIPM, Calcutta, Ex- Tr.Member, I.I.M., B;luru.
Languages known: Kannada, Tamil, Telugu, Malayalam + Hindi & English
From India, Mumbai
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Industrial Employment Standing Orders Act 1946.pdf
CiteHR.AI
(Fact Checked)-The user's reply is [B]correct[/B]. The Industrial Establishments (Standing Orders) Act is a central act, but the rules and amendments are available at the state level. Soft copies of the act are readily available online. Thank you for sharing this accurate information! (1 Acknowledge point)