To Obtain Standing Orders (under Industrial Employment Act), Kindly Provide the Following Details:
1. Company Details
- Company Name
- Registered Address
- Nature of Business (e.g., manufacturing, services, etc.)
- Establishment Size (total number of employees)
- Type of Organization (Private/Public Limited, Partnership, etc.)
2. Employment Terms & Conditions
- Working Hours (daily/weekly hours)
- Attendance Rules (timekeeping, punctuality)
- Wages & Salary Structure (basic pay, bonuses, incentives, overtime)
- Leave Policies (earned leave, sick leave, maternity leave, etc.)
- Payment of Wages (when and how wages are paid)
- Probation Period (duration and terms)
- Termination and Resignation Procedures (notice period, disciplinary action)
3. Code of Conduct & Disciplinary Procedures
- Employee Conduct (expected behavior, dress code, punctuality)
- Disciplinary Action (for misconduct, absenteeism, negligence, etc.)
- Types of Misconduct (theft, harassment, violence, alcohol consumption, etc.)
- Grievance Redressal Procedure (how employees can report grievances)
- Punishments (warnings, suspension, termination, etc.)
4. Health, Safety, and Welfare
- Workplace Safety Rules (safety equipment, reporting hazards, first aid, fire drills)
- Health Regulations (medical examination, sick leave, hygiene)
- Employee Welfare (housing, transportation, canteen, child care)
5. Leave Policies
- Types of Leave (sick leave, annual leave, casual leave, public holidays)
- Leave Entitlement (how many days off employees are entitled to annually)
- Leave Approval Process (how leave requests are handled and approved)
6. Employee Benefits
- Retirement Benefits (Provident Fund, Gratuity, Pension Plans, etc.)
- Insurance (health, life, accidental insurance coverage)
- Other Employee Benefits (loans, housing facilities, etc.)
7. Union/Employee Representation
- Union Recognition (if applicable, whether unions are allowed)
- Employee Representation (committees, consultations, etc.)
8. Miscellaneous Provisions
- Workplace Ethics (anti-corruption, conflict of interest policies)
- Confidentiality Clause (protection of trade secrets, non-disclosure agreements)
- Non-Compete Clause (post-employment restrictions)
9. Drafting and Submission Process
- Draft Standing Orders (prepared by management or HR with legal assistance)
- Employee Consultation (engage with trade unions or employee representatives for feedback)
- Review by Legal Counsel (to ensure compliance with the Industrial Employment Act and local labor laws)
- Submission to Appropriate Authority (Labor Commissioner or relevant authority for certification)
10. Approval and Certification
- Certifying Standing Orders (submit the draft to the relevant authority for review and certification)
- Revision Process (if any objections are raised, modifications may be needed)
For inquiries or submission, contact us at: Email: [email protected] & Phone/WhatsApp: +91 70452 82751
1. What are Standing Orders under the Industrial Employment Act?
Standing Orders are formal rules or codes of conduct issued by an employer that govern the behavior and terms of employment in an organization. They provide clear guidelines on working conditions, duties, rights, and obligations of both employers and employees.
2. What is the Industrial Employment (Standing Orders) Act, 1946?
This Act mandates the formalization of Standing Orders by employers in certain industries to ensure a standard set of rules for workers’ conduct, disciplinary procedures, terms of employment, and dispute resolution.
3. Who needs to comply with the Industrial Employment (Standing Orders) Act?
Employers of industrial establishments with 100 or more employees must comply with the Act and get the Standing Orders certified by the appropriate authority.
4. What should be included in Standing Orders?
Standing Orders should cover:
- Work hours and attendance
- Payment of wages and leave policies
- Health and safety guidelines
- Disciplinary procedures for misconduct
- Grievance redressal mechanisms
- Termination and dismissal procedures
5. How are Standing Orders certified?
Standing Orders must be drafted and submitted to the Appropriate Authority (usually the Labor Commissioner or any other authority designated by the government). The authority reviews the order and, after any necessary changes, certifies them.
6. What is the importance of Standing Orders for an organization?
Standing Orders ensure:
- Legal compliance with labor laws
- Clear expectations for employee behavior and discipline
- A structured approach to resolving conflicts and disputes
- Protection of both employer and employee rights
7. Can Standing Orders be modified?
Yes, Standing Orders can be modified with the approval of the Appropriate Authority. Employers must submit changes in writing, and these modifications are subject to approval or disapproval based on compliance with labor laws.
8. What happens if an employer does not have certified Standing Orders?
Failure to have certified Standing Orders can lead to:
- Legal liabilities for non-compliance
- Difficulty in enforcing discipline and resolving disputes effectively
- Potential fines or penalties
9. How do Standing Orders affect employee rights?
Standing Orders protect employees by:
- Defining clear rights and duties
- Ensuring uniform treatment of employees
- Providing an official framework for resolving workplace issues, grievances, and disputes
10. What is the procedure to challenge Standing Orders?
Employees or trade unions can raise objections against the Standing Orders if they feel they are unjust or discriminatory. The objections must be filed with the appropriate authority, which will review and may suggest modifications to the employer.