What all points do i need to keep in mind while designing Standing Orders? - CiteHR
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Hello! I'm working with a startup firm that is registered under the factories act, 1948. I'm responsible for making policies for the firm as per the government rules and norms. We have 179 employees at present and therefore it makes it mandatory to have a Standing Order for the factory. Can someone please guide me with a sample format of the same. Also, what all points do i need to keep in mind while designing Standing Orders?
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Dear Neha,

Section 3 of the Industrial Employment (Standing Orders) Act, 1946 requires that an employer, within six months from the date on which this Act becomes applicable to an industrial establishment, shall submit to the Certifying Officer of the area five copies of the draft standing orders proposed by him for adoption in his industrial establishment. During the period of processing of the draft standing orders, the model standing orders shall be made applicable to the establishment, so far as is practicable. The draft standing orders shall contain all the matters set out in the SCHEDULE (Given below) which may be applicable to the industrial establishment.

1. Classification of workmen, e.g. whether permanent, temporary, apprentices, probationers, or badlis.

2. Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage rates.

3. Shift working.

4. Attendance and late coming.

5. Conditions of procedure in applying for, and the authority which may grant, leave and holidays.

6. Requirement to enter premises by certain gates, and liability to search.

7. Closing and re-opening of sections of the industrial establishment, and temporary stoppages of work and the rights and liabilities of the employer and workmen arising therefrom.

8. Termination of employment, and the notice thereof to be given by employer and workmen.

9. Suspension or dismissal for misconduct, and acts or omissions, which constitute misconduct.

10. Means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.

11. Any other matter, which may be prescribed.

You are welcome for further query, if any.

BS Kalsi
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