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Help me with the Labour Officer of Shop & establishment (Karnataka) he is asking the Standing Order.
Pl. send me any format or guidelines It is very urgent I have to submit by Monday.
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Dear Rao
I dont think there is a separate Standing Order for Shops & Establishment Act. You have to follow the Model Standing Order which is being practised by one and all, if you do not have an exclusive Standing Order Certified by JCL of your area for your company.
Hope you can make use of the Model Standing Order.
Gopalakrishnan
Mr. S.N. Rao

Please refer to Standing Order Act 1946 and the Rules, it is applied to Industries and not to any Shops and establishments in india, there fore you are not to submit any standing orders to the labour officer who is demanding you.

If he further demands you ask him to go through the standing order act 1946, where in it is very clearly stated that, it is applicable only to the organisations having 100 or more workmen employed by the employer on any single day of the year.

If your organisation had employed 100 or more workmen then it is simple you purchase a standing order Act and Rules 1924 where in sample standing orders are given and you by taking the samples can frame a standing order of your own by adding and deleting some of the clauses as per your requirement and submit 5 sets of copies to the Asst. or Dy. Commissioner of labour for their certification. Before you frame any standing orders and submission to the labour office for certification you got to take the concern of the employee representatives or the Trade Union.

After submission of the standing orders the labour department certifying officer will call the employees representatives or the Trade union leaders and the employer representatives for discussion before approving or certifying the standing orders, once the standing orders are certified it stands as binding for all the activities are are framed in the standing order for the employee and the employer.

Mohan Rao
Manager HR
Seniors,
Can any one clarify that the standing order is applicable to Hotel Industries or not ?
If yes than same things are applicable to employee and employer as per Manufacuring industries ?
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