Industrial Relations And Labour Laws
Kalyan R
Deputy General Manager - Personnel
Senior Executive Hr
Assistant Human Resource Manager
+2 Others

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Dear All, what is the difference bet Model Stading order & certified Standing order? Both are applicable to the organisation. Please let me your feedback . Thnx & Regards Bala Panmand
Model Standing Orders refer to the one given in the Industrial Employment (Standing Orders) Act, 1946 as a model for those who wish to draft one. An employer can take the same, add or remove certain rules, consult with the workers/ representatives and get it certified. Once it is certified, it becomes certified standing orders. A certified standing order can be amended after a period of six months.

Dear Madhu, How Your Legal Knowledge is so good. I am the junior most member, Plz suggest me some things. May be your Experience helps me. Regards Ranjeet (Jeeni)
Dear Ranjit,
My exposure to such complecated matters only helped me to gain knowledge. I have always been very neutral between employer and employee on issues connected with HR. My past was with a manufacturing company in Kerala and as you know Kerala is very sensitive in Trade Union areas and as I found the workers down here are well aware of their rights. Therefore, before addressing them we should at least go through the Act and I use to trace the corners to find possibilities. That's all. You can also improve your legal knowledge. If you come accross a situation, study it well, refer books and take a note of it and then present it. You will never forget it. Now- a days we have plenty of sources like google,, which are at your fingure only to collect any data to want. In my earlier days it was just printed bare Acts without any comments and interpretations but now the things have different shape. You have potentials to improve. Be with citehr and regualrly view the different forums, don't worry, you do not reply but collect materials. This will help you a lot.

All the best.


Hi Bala

In continuation to the inputs given by Shri Madhu, I wish to add the following:

We can take the model standing orders given in the Industrial Employment (Standing Orders) Act as a guidelines while preparing our own Standing Orders and it need not be the replica of it. For example, if you take the classification of misconducts, we can add any number to it suiting to our requirements. If we have women employees on roll, we can also incorporate the Sexual Harrassment Policy in the Standing Orders. After preparing the draft standing orders, 5 copies have to be submitted to the Appropriate Authority (Normally the Regional Joint commissioner of Labour will be the authority) for certification.

The Appropriate Authority will call both employer representative and employee representatives/unions and he will give a chance to the employee representatives to file their written counter statement. After hearing both the parties the authority will certify the Standing Orders after effecting the required changes, which will become the certified Standing Orders of the company.

In case of any grievance over the Standing Orders, the Act contemplates even a single employee can challenge any of the provisions and request for an amendment.

It is always better to have our own Standing Orders suiting our requirements.

Thanks & Regards

Kalyan R


Dear Madhu,
Thanks for your response, Madhu whatever i know which is 100% correct only than i post.
First, I want to introduce myself to you, I am MBA in HR.(2007 Batch)As my father works in BHEL jhansi so i have interest in this field from childhood.
Madhu, I want your help that i am working in a company where my collegues not share any thing.
Sir, I have a knowledge of PF and ESi but i have no practical knowledge of working on the returns making bcoz my seniors are doing that and they have an attitude not to share bcoz of job insecurity.
Can you suggest me some other modes by which i am able to work practically on this .
Please suugest me. Also plz gave me your email id or plz contact me on .
I just want to gain something from you.

The returns under ESI/EPF are readily available in the website of the respective departments. Please google and find out the webistes and add the links to your favourites sothat you do not have to search then. You can download the forms as well. Alternatively, you can meet the concerned official and collect information. Don't hesitate to meet and talk to them because they are ready for any help. I use to contact officers even over telephone for any clarifications. Do understand that no body is perfect in all respect. If I have any doubt I use to clear it by reading posts made by youngters like you and I never over estimate me or under estimate a fresher in the field. Sometimes you are better informed and equipped of the present changes in HR. In citehr, you can feel like being in a family and, therefore, keep posting and viewing.
My e mail id is :

Dear Madhu,
Thanks for your valuable suggestion and i will definately do that. Plz gave your view on my posting in Industrial Relation on the topic of Notice Period.
I wll definately contact you on your email i.d.
With Warm Regards

mr.madhu i hv to give a project in child labour and women labor it should include the problems with women labr efforts to elimanate it sexual harrasement laws which sector has maximum women exploitation etc can u plz giude me im in my 2 yar PGDHR
Hi, I am a labor auditor and I would like to know if it is compulsory to have certified standing orders for any industry. Is this a legal compliance requirement?

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