Industrial Relations And Labour Laws
Area Head-hr, North East, Reliance Jio
Hr ( Generalist)
Human Resource & Finance
A reply ASAP would be greatly appreciated. Thanks.
10th October 2008 From India, Hyderabad
25th November 2008 From India, Kanpur
That ppt was really helpful. thanks.
I had another query. Mine is a manufacturing concern located in maharashtra. We have almost 120 employees and 22 workers. Other 15 to 20 workers are contract workers. Does the standing orders act apply to our company? should i go ahead with the drafting of standing orders and gettin it certified. Right now i am making the code of conducts for all other employees.. i hope that doesnt require any kind of certification
And do you have a copy of List of Standing Orders as per the law.
27th November 2008 From India, Pune
Im working in a corporate office (New Delhi) of a manufactering company. We have two plants in In Haryana and Rajasthan and both the plants are having standing orders.
In corporate office no stannding order is existing. Our strenght is 90 on rolles and 30 non rolles. Corporate office consist of Marketing, Accounts and Administrative & HR department only.
Please suggest me, is it necessary to have standing order for this kind of setup. Also clarify 100 employees required for standing order is only on rolles or non rolles are also included.
1st March 2009 From India, New Delhi
3rd March 2009 From India, Kannur
20th June 2009 From India, Kannur
as per the standing orders Act, mines are also covered if the employees are 50 or more.
and as per Mr Madhu's views its better to draft standing orders wherever aplicable as per the act & if not go for certified rules & regulation for other estb. bcoz in future if there diff or clash you can proced as per the framed rules & regulation Or certified standing orders whichever is applicable.
30th November 2009 From India, Bangalore
14th September 2010 From India, Mumbai
It applies to establishments as defined in the Payment of Wages Act like this
(ii) "industrial or other establishment" means any -
(a) tramway service or motor transport service engaged in carrying passengers or goods or both by road for hire or reward;
(aa) air transport service other than such service belonging to or exclusively employed in the military naval or air forces of the Union or the Civil Aviation Department of the Government of India;
(b) dock wharf or jetty;
(c) inland vessel mechanically propelled;
(d) mine quarry or oil-field;
(f) workshop or other establishment in which articles are produced adapted or manufactured with a view to their use transport or sale;
(g) establishment in which any work relating to the construction development or maintenance of buildings roads bridges or canals or relating to operations connected with navigation irrigation or to the supply of water or relating to the generation transmission and distribution of electricity or any other form of power is being carried on;
(h) any other establishment or class of establishments which the Central Government or a State Government may having regard to the nature thereof the need for protection of persons employed therein and other relevant circumstances specify by notification in the Official Gazette.
In case your establishment comes within the above the Act would apply.
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3rd October 2010 From India, Bangalore
14th August 2013 From India, Thrissur
3rd August 2017 From India, Kannur
If the employee is of Supervisory category only then you can take action as per Standing Orders, so examine his nature of duties and if he falls in category of supervisor then you can suspend him, not otherwise. Other than that, if you have staff manual, then you can take action as per that, if the misconduct is serious.
3rd August 2017 From India, Pune