Dear All, Kindly I need clarification before designing the HR policy manual. Already we are having a standing order as per the Industrial Employment (Standing Orders) Act 1946. In the standing Order we have explained about leave, absence, termination, etc., While in the case of writing the HR policy manual whether we need to go into the things mentioned in the standing order or HR policy manual, we can write differently. Whether the Standing order & HR policy manual is the same or different.
Kindly give me your feedback.

From India, Madras
Labour Law & Hr Consultant
Nagarkar Vinayak L
Hr And Employee Relations Consultant

Standing Order is a legal requirement when the Industrial Employment ( Standing Orders ) Act,1946 becomes applicable to your establishment. When it is approved by the Certifying Officer appointed under the Act, no unilateral deviation or departure can be made in respect of any matter certified without resorting to necessary amendment in this regard. On the other hand, HR Policy Manual is a general statement of guidelines to be followed in HR matters and as such it can not run counter to the certified standing orders or model standing orders, if not certified.
From India, Salem
Sir, Thank you for giving a clear difference between hr manual and standing order.
our company have 120 employees. kindly send me a sample standing order for our small company.
thank you

From India, Bangalore
'Standing Orders' means rules of conduct for workmen employed in industrial establishments. The object of the Act is to require employers in industrial establishments to formally define conditions of employment under them.
A standing order is an automated payment method set up by a customer through their bank. ... Standing orders automatically send a fixed amount of money on a regular basis, and they can be used to send money to other people, organisations, or another bank account.

From India, Mumbai
Dear colleague,

The IESO Act/Rules , when applicable , defines through certified or Model Standing Orders the Rules and regulations relating to conditions of employment of 'Workman' category. I repeat 'workman ' category and not non- workman categories such as Supervisor s, Executives and Managers etc.

The HR policies on the other hand are applicable to all the categories of employees . The scope and content of HR policies is far wider and comprehensive than Standing orders.

HR policies so far as they relate to workman category , should not run counter to the dictates of the Standing Orders on matters covered by it.

Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai

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