Dear Friends,

As you are aware every industry is having service rules. The service rules nothing but the Standing Rules and the same has to incorporated

along with the Standing Orders. The Standing Orders Act. Schedule I the Model Standing orders will be available. The Standing Orders Act will be available in leading book shops. For taking any disciplinary actions the concern should follow the Company's Certified Standing Orders by the Local Competent Authority. The General agenda of the Industrial Employment Standing Orders Act is as under:


The Industrial Employment (Standing Orders) Act applies to every industrial establishment wherein one hundred or more workmen are employed or were employed on any day of the preceding twelve months. It can be extended even to establishments whose employment of labour is less than one hundred and it does not apply to an industry to which Cl.VII of the Mumbai Industrial Relations Act,1946 applies or to any industry to which the provisions of the Madhya Pradesh Industrial Workmen (Standing Orders) Act, 1959 applies. In other words, normally the Standing Orders have to be drafted by the employer and their certification obtained under the Act wherever establishment employs more than one hundred workmen. In Section 1 (3) the certifying authority is Dy. Commissioner of Labour in the respective jurisdiction. The employer should required to define with sufficient precision the conditions of employment under them and to make such condition known to workmen employed by them. In case the employer fails to get his standing orders certified, the respective State Model Standing Orders will become applicable. It is advisable that instead of applying the model standing orders the employer should get the standing order certified. The standing orders which are certified under Industrial Employment (Standing Orders) Act become part of the statutory terms and conditions of service between the employer and employees.

Any Term or condition of service which is contrary to the standing orders, certified under the Industrial Employment (Standing Orders) Act, 1964 if incorporated in the letter of appointment be implemented or acted upon. If the standing orders make it obligatory to hold an enquiry into an act of misconduct before dispensing with the services of the delinquent employee then such a provision cannot be circumvented by having a resort to the terms in the appointment letter providing removal without enquiry.


Please note where the Certified Standing Orders are not there, the Model Standign Orders of the respective state will be followed. Until certification.




2nd December 2006 From India, Kakinada

Attached Files
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File Type: doc draft_standing_orders_of_m_164.doc (94.0 KB, 5787 views)

Labour Laws & Ir
Policy Implimentation
K C S Kutty
Labour Laws
Labour Laws
Human Resourece Development
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+7 Others

Model Standing Orders Do we need to get it certified from the Auth. Please advise. Viswanath
15th July 2009 From India, Surat
Dear Friends great job. Thank you very much for Standing Order. Do we require to add "Sexual Harassment at Workplace" Clause or not. If any one has latest Standing Order which includes the above then please forward the same to me on email address . Thanks once again.
25th July 2009 From India, Bhopal
Thank you so much sir for this useful posting....one clarification, is it applicable to Hotel which is covered under shops and establishment act....if yes when it is applicable (period from the day of registration of the hotel under Shops & Establishment Act)???
30th August 2009 From India, Mumbai
I think you have written a book in Disciplinary action. What about the details of the Book ?
30th August 2009 From India, Madras
Hello , I shall be highly obliged if you please send a draft Industrial employment ( Standing orders ) Act 1946 for the Contractor employer In a Alluminium factory WodeyarMH
7th November 2009 From India, Mangaluru
Dear sir, This really helps it lot and very useful...But whether we may use or incorporate in State of Maharashtra ? Manoj 09422721403
25th November 2009 From India, Pune
dear pbs kumar, it is really helpful & learning experience for hr people who wants to grow in the organistaion as part of IR & valuable inputs from expert people like u related to IR matters.
30th November 2009 From India, Vijayawada
1)Is the Casual Leave Mandatory under TN Model Standing Order?
2) To my understanding as per Factories Act only 1 EL @ 20 days are applicable & not the Casual Leave.
3) Under what circumstances INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946 will be made applicable to Industry employing less than 100? What procedures are generally followed & which Govt authority enforce this application?
10th September 2010 From India, Madras
Dear Member,
You are right in saying that only earned leaves are granted under the Factories Act, 1948 & not any other kind of leaves. Chapter VIII deals in annual leave with wages.
According to section 1(3) of The Industrial Employment ( SO) Act, 1946 the appropriate Govt. can apply this Act to the industrial establishment, the provisions of this Act employing such number of persons less than 100 as specified in the notification. According to this Act no special circumstances are to be shown by the Govt. for issue of such notification.
Skylark Associates, Gurgaon (Haryana)
Labour Law Consultants (m) +91 9810405361

10th September 2010 From India, Delhi

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