Industrial Relations And Labour Laws
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Thread Started by #Sankuraj

hello everybody, I’ve attached an PPT on "Industrial Employment ( Standing Orders) Act, 1946". Hope it will be helpful for you. Sankuraj
21st September 2007 From India, Gurgaon

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File Type: ppt industrial_employment__standing_orders__act__1946_114.ppt (38.5 KB, 7611 views)

Does IESA apply to IT/ITES companies? Even if all the employees draw salary in excess of the Rs. 1600 wages prescribed by IESA, does the company have to follow a particular process under IESA? Where can I find the Model Standing Orders?
A reply ASAP would be greatly appreciated. Thanks.
10th October 2008 From India, Hyderabad
the link provided is really good, but its not clear does it industries also come under industrial act or shops and establishment act......seniors please clarify . Fauzia
25th November 2008 From India, Kanpur
Please follow the link. A model is available.
26th November 2008 From India, Kannur
Dear Sankuraj,
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.
Please help.
27th November 2008 From India, Pune
Dear Mitali, You have to go for a Standing Order of your own certified. For model, please follow the link in my earlier posting. Regards, Madhu.T.K
28th November 2008 From India, Kannur
dear friends, plz suggest some good & feasible topic for PhD in HR & it can be from Behavioural Psychology as well but relating thru Hr. Arpita
13th December 2008 From India, Pune
Dear Madhu Sir,
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
All employees who work for the organisation are expected to be on the roll of the organisation. Engaging employees without showing them on your muster roll itself is illegal. Even if they are under the roll of any contractor they are suppose to be counted as employees for the purpose of industrial and labour laws. As such your employment strength is not 90 but 120 and you have to go for a certified standing order. In fact it is not due to the number but it is for your own convenience that I suggest to frame standing orders because a certified standing order is the basic document which can be referred to whenever a matter is to be clarified.
3rd March 2009 From India, Kannur
[QUOTE=Sankuraj;204321]hello everybody,
I've attached an PPT on "Industrial Employment ( Standing Orders) Act, 1946". Hope it will be helpful for you.
before loading any page first try to learn proper english ......:x
19th June 2009 From India, Delhi
The term Industry doesnot mean factory alone. The Standing Order Act is applicable to all establishments to which the Payment of Wages Act, 1936 applies. Section 2 (e) (iv) states that any establishment of a person who, for the purpose of fulfilling a contract with the owner of any industrial establishment, employs workmen is an industrial establishment. As such minor port will also come under the definition of Standing Orders. Even if not covered by virtue of definition or number of employes, it is always desirable to have standing orders since it clearly defines the relationship between employer and employees.


20th June 2009 From India, Kannur
sir, its good but i need standard format which mentioned company name and other details which practically help to submit the same. please help me in this regard, Kuntal
24th June 2009 From India, Vapi
Hi Mr Anurag,
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
Dear all,
My comp. is SSI in manufacturing electronics equipment is standing order applicable for my comp?
is there any procedure to certified standing order? if yes pl. Explain me complete procedure after standing order made.
my mail is
9th June 2010 From India, Pune
the information provided is helpful. it would be better if the discussion provides more info regarding types of misconducts and the other relating matters.
16th August 2010 From India, Vijayawada
what step must be taken when employee tender conditional resignation well as send leave application . he is absent from duty . Can we take action under standing Order provisions .Guide me ,can we issue charge sheet for misconduct of unauthorise absent ( willful). Can we remove his service .
14th September 2010 From India, Mumbai
Dear All

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;

(e) plantation;

(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.

With Regards

Advocates & Notaries & Legal Consultants[HR]

E-mail : rajanassociates@eth,net,

Mobile : 9025792684.
3rd October 2010 From India, Bangalore
Is Industrial Employment (Standing Orders) Act, applicable for construction industries. some of my colleagues are saying that SO is applicable for all establishments covered by Payment of Wages Act. The Act has been extended in AP to Various categories of establishments vide G.O.Rt.No.590, dated 31.03.2011 of LET & F (Lab.II) Department. Please help me... I am currently working with one of the India's Biggest construction company as Industrial Relations Officer.
14th August 2013 From India, Thrissur
Dear all
kindly can anybody send me model standing order schedule I for Karnataka which i wanted to display of our company.
i hope your all supporting me
please drop to this E mail ID
15th April 2015 From India, Bangalore
Hi All,
Need one urgent information
Is Officers Rank Employee can be suspended on the basis of Standing Orders.
3rd August 2017 From India, Nadiad
You can suspend an officer following the service rules as applicable to officers and not following the Standing Orders of the company. You can take disciplinary action against an officer even citing it as a requirement of business even if you do not have any written rules meant for officers.
3rd August 2017 From India, Kannur
Thank you Madhu Sir for reply
What if Officer is suspended on the basis of Standing Orders.
Also how long a officer can be suspended also of pending enquiry is completed
3rd August 2017 From India, Nadiad
Dear Sir,
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
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