Umakanthan53
Labour Law & Hr Consultant
Kritarth Consulting
Spl Educators Posh Programs
+1 Other

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" Foundation-stone of Effective Human Resource/Talent Management - Standing Orders in Establishments "

Looking at my own Experience, in hindsight, I for myself conclude that Proper and Faithful Observation / implementation of the Certified Standing Orders in Establishments have greatly contributed to Effective Management of Human Resource / Talent commonly viewed. It proved decisive.It shall be decisive and remain so till the time Humans choose Arbitrariness over available Truth Option of being Sensitive, Compassionate, Fair to People & True to Cause and more Just.

The Standing Orders under the Industrial Employment ( Standing Orders ) Act, are Drafted by the Employers ( read Management Team) after careful consideration This is Statutory Duty of the Employers to do so. The Employers ( read Management ) " defines with sufficient precision" certain "Conditions of Employment" and by implications on matters related to and connected therewith ( read Employment). The duly Certified Standing Orders "have the force of Law".

The defined Conditions of Work must be "Notified" to the Workers employed. This too is Legally Compulsory, Once, the Draft Standing Orders are "Certified"

by the Authority appointed for the purpose, they should be again Notified to those on whom they apply/cover and even published in Regional Vernacular in either a Booklet Format or through Notice Boards at the Entrance Gates and other conspicuous Places for information & adherence. The SO are actually Rules relating to the Matters mentioned in the Schedule" appended.

Now, lets pay closer attention to the purpose of the CSO. Once, Employers notified/publish the CSO, s/he and the Workers so covered in its ambit are duty-bound to "Observe them / adhere to them, properly & faithfully both Individually and collectively.

When each & every Stake-holder is made aware of the CSO, How come Work Disruptions keep occurring frequently relating to matters in CSO ?

Different Perceptions about adequacy or inadequacy of Wages, Rewards, Incentive Scheme amount, Welfare etc may co-exist, but Why at the Cost of Work Disruptions including Work-relationships. Legitimate Strikes or Lock-outs or Lay-off or Retrenchment may be justifiable yet What about Working Together for Wellbeing & Wealth Creation.

Wherever & Whenever I and my Colleagues Observed the CSO properly and faithfully, the Single Result was Evolution of the Stake-Holders, alike.

Food for Thought: - Can we Retry earnestly Redemption of Humane Touch in Employer-Employed Persons Employment-related Relationship /

Harsh K Sharan

8th Aug 2014

A precise and effective presentation on the purpose, preparation,certification and benefits of standing orders in ideal industrial relations - well done harsh sharan!!!
Thank you Sir for your support to the Cause. It is well said that " When you are Good to Others ( your appreciation of the Post) are Best to Yourself". (You have seen it all; Done it all)
Harsh K Sharan
Camp Bengluru

Dear sir
Thank you for your views on standing orders. Is there any recommendation on the number of employees ( labour) that need to engaged for preparing a standing order. I work in an organization that has about 20 labour - most of whom are employed as 'casuals' through a labor contractor. But most of the actual work is done by this group. The nature of our business is such that we need to engage more labour as we grow. Hence maintaining good labour relations is a KFS for our company. Hence keen to know.
Regards
Sundar

Dear Mr Sundar

Greetings

Your Query: "Any Recommendation ( I read it as "Statutory Norms) on the number of employees ( labour) that need to engaged for preparing a Standing Order ( Getting the Draft Certified as mandated)".

My Guidance: 1. First Thing First.- Is your Establishment / are you, for Workplace Peace and Harmony or else just with Statutory Norm by Doing the Minimum" ? Please Choose. Also please note that any Law / Statute is the result of Collective / Mass Will of the Law-makers based on where they may be operating from.

2. Professional Managers know that "Anything Worth Doing is Doing it Well. That is Sustainable. So, in anticipation of getting more Employed Persons within your Premises in future, it is well-worth having your own C S O, in place. Long Live the Establishment.



3. CSO define the stated Terms of Employment.Work and Regulates the conduct of Employed Persons from Day 1. When they are Crystal- Clear about What All the Employer / the Management Seeks from them and would Secure from them, they would Voluntarily Choose to adhere to the Guidelines and consequently Not Err - by Default or Design as it were.

It is our Managers & Supervisors Duty, Obligation, Ethical and Moral Responsibility to Let all the Employed Persons withing the Premises of the respective Establishment to Know What Is What .

Please explore the Truth Option

Harsh K Sharan

10.8.14

Kritarth Team

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