I am in need of framing a separate HR policy for a new unit of Engineered Quartz Stone. Does anyone have a clear idea about the same? Please also mention the difference between an HR policy and Standing Orders. If I already have specified Standing Orders, can we use that Standing Order instead of creating new ones?
From India, Udaipur
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2From India, Udaipur
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Dear Satish,
A standing order has its own limit, which must be covered under HR policy. HR policy comprises much more than what is considered under the standing order act, such as appraisal policy, retention policy, training and development, and so on.
We must focus on the points to incorporate in the standing order that may cause disputes between employees and employers.
From India, undefined
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A standing order has its own limit, which must be covered under HR policy. HR policy comprises much more than what is considered under the standing order act, such as appraisal policy, retention policy, training and development, and so on.
We must focus on the points to incorporate in the standing order that may cause disputes between employees and employers.
From India, undefined
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Industrial Employment (Standing Orders) Act 1946, with timely need-based Amendments, makes it mandatory for the Employers (Management) of Industrial Establishments governed by it to:
1. Define, with sufficient precision, the terms and conditions of employment; and
2. Make them known to the employed persons and others present within the premises so that they are properly and faithfully followed/adhered to by all in order to achieve the objective of the business established of 'Creating Wealth and Wellbeing' constantly without any interruptions.
Later, the Shops & Establishments Acts and respective State Rules came into force, making it mandatory for Employers of Commercial Establishments to, among other things:
A. Define, with sufficient precision, the terms and conditions of employment; and
B. Make them known to the employed persons and others present within the premises so that they are properly and faithfully followed/adhered to by all in the covered establishments in order to achieve the objective of the business established of 'Creating Wealth and Wellbeing' constantly without any interruptions.
Let them serve as minimum "models" for the Employers, and as we progress and prosper, Employers have the prerogative to "keep on adding," duly vetted by the Certifying Officers or Government Authorities.
Recently, when the SHWW (P,P & R) Act 2013 came into force w.e.f. 9th Dec 2013, it became mandatory for every Employer of every Workplace in India to duly incorporate in their Standing Orders and/or Service Rules the provision that any act of Sexual Harassment of Women at the Workplace shall constitute an act of misconduct within the meaning of the Standing Orders or Service Rules, as the case may be, punishable after complying with due disciplinary action.
HR Policy, as the nomenclature clarifies, is Organization/Establishment-Specific and is meant to be "add-ons" and in no way a substitute or alternate or replacement.
In our view, the "point" or "question" raised ought to be clear.
Kritarth Team,
14 Dec 2018
From India, Delhi
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1. Define, with sufficient precision, the terms and conditions of employment; and
2. Make them known to the employed persons and others present within the premises so that they are properly and faithfully followed/adhered to by all in order to achieve the objective of the business established of 'Creating Wealth and Wellbeing' constantly without any interruptions.
Later, the Shops & Establishments Acts and respective State Rules came into force, making it mandatory for Employers of Commercial Establishments to, among other things:
A. Define, with sufficient precision, the terms and conditions of employment; and
B. Make them known to the employed persons and others present within the premises so that they are properly and faithfully followed/adhered to by all in the covered establishments in order to achieve the objective of the business established of 'Creating Wealth and Wellbeing' constantly without any interruptions.
Let them serve as minimum "models" for the Employers, and as we progress and prosper, Employers have the prerogative to "keep on adding," duly vetted by the Certifying Officers or Government Authorities.
Recently, when the SHWW (P,P & R) Act 2013 came into force w.e.f. 9th Dec 2013, it became mandatory for every Employer of every Workplace in India to duly incorporate in their Standing Orders and/or Service Rules the provision that any act of Sexual Harassment of Women at the Workplace shall constitute an act of misconduct within the meaning of the Standing Orders or Service Rules, as the case may be, punishable after complying with due disciplinary action.
HR Policy, as the nomenclature clarifies, is Organization/Establishment-Specific and is meant to be "add-ons" and in no way a substitute or alternate or replacement.
In our view, the "point" or "question" raised ought to be clear.
Kritarth Team,
14 Dec 2018
From India, Delhi
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Industrial Employment Standing Orders Act 1946.pdf