LI - Labour Inspector
I agree with his statement, and I also expressed a similar view. Such outdated laws are tools in the hands of labour inspectors/Government Law Officers (GLOs) and other such officers.
Regards,
Govind
From India, Mumbai
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87I agree with his statement, and I also expressed a similar view. Such outdated laws are tools in the hands of labour inspectors/Government Law Officers (GLOs) and other such officers.
Regards,
Govind
From India, Mumbai
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Dear Colleagues,
Imagine various terminologies and applicable provisions of standing orders are supposed to be taken commonly and uniformly as guidelines. The model SO code itself suggests and allows employers and employees to set the best working conditions with mutual consent, with genuineness, fairness, firmness, justice, and appropriate practicable approaches. Your 4-5 page appointment letter cannot cover all codes of conduct, misconducts, breaches, and terms and conditions related to punishment. Yes, it has a few but not in totality. One of my very senior IR bosses used to call SO as Bhagwat Geeta, and then I took the SO seriously throughout my career. I have no hesitation in saying that this should be regarded with meaningful applications in every place of business. The Act is rightly given a place in labor jurisprudence. Since the Model Act is one and industries are large in numbers, based on their nature of business, provisions of working conditions, and good practices can be included in firming up certified standing orders; otherwise, you may not locate every point and procedure anywhere. I suggest beginners and others who have not made a thorough study to please read the provisions of The Industrial Employment (Standing Orders) Act 1946 and develop thoughtful insights.
RDS Yadav
Advisor and Management Consultant
+91-8057800040
From India, Bareilly
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Imagine various terminologies and applicable provisions of standing orders are supposed to be taken commonly and uniformly as guidelines. The model SO code itself suggests and allows employers and employees to set the best working conditions with mutual consent, with genuineness, fairness, firmness, justice, and appropriate practicable approaches. Your 4-5 page appointment letter cannot cover all codes of conduct, misconducts, breaches, and terms and conditions related to punishment. Yes, it has a few but not in totality. One of my very senior IR bosses used to call SO as Bhagwat Geeta, and then I took the SO seriously throughout my career. I have no hesitation in saying that this should be regarded with meaningful applications in every place of business. The Act is rightly given a place in labor jurisprudence. Since the Model Act is one and industries are large in numbers, based on their nature of business, provisions of working conditions, and good practices can be included in firming up certified standing orders; otherwise, you may not locate every point and procedure anywhere. I suggest beginners and others who have not made a thorough study to please read the provisions of The Industrial Employment (Standing Orders) Act 1946 and develop thoughtful insights.
RDS Yadav
Advisor and Management Consultant
+91-8057800040
From India, Bareilly
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Hello CiteHR Members.
I would like to express my gratitude to Shri Govind Sharma, RDS Yadav, TK Madhu, and my Senior Shri Ram Ravarathna (whom I met in Sami Lab, Peenya, years back) for their updates on SO. HR holds a moral responsibility to create awareness of all laws, especially SO acts; what employees are supposed to do, what not to do, their duties, obligations, etc. Courts have ruled that employers cannot punish their employees for acts not specified in the Certified SO.
Even though it is a statutory obligation, it is educative. The HR Department must take the lead in creating awareness of SO among employees and implementing it.
Email: c.neyimvslsteel@hotmail.com
Phone: 9535470460
From India, Bangalore
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I would like to express my gratitude to Shri Govind Sharma, RDS Yadav, TK Madhu, and my Senior Shri Ram Ravarathna (whom I met in Sami Lab, Peenya, years back) for their updates on SO. HR holds a moral responsibility to create awareness of all laws, especially SO acts; what employees are supposed to do, what not to do, their duties, obligations, etc. Courts have ruled that employers cannot punish their employees for acts not specified in the Certified SO.
Even though it is a statutory obligation, it is educative. The HR Department must take the lead in creating awareness of SO among employees and implementing it.
Email: c.neyimvslsteel@hotmail.com
Phone: 9535470460
From India, Bangalore
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