New to HR? Need Help Understanding Standing Orders for a Smoother Workflow?

Hi all,

Currently, I am working as an HR Executive and am new to the HR profession. The company where I am employed does not have a full-fledged HR system. I would like to implement some HR functions that will enable the smooth functioning of the company.

I am unsure where to start. Can anyone explain "Standing Orders" to me?

Sandhya

Hi there,

There is no significant problem where you can get stuck when forming standing orders, as the model standing order book is readily available at any law publishing store. The standing order is governed by an act called "The Industrial Employment (Standing Orders) Act, 1946." Please obtain the book from the shop and proceed immediately. Modify as necessary according to your company policy.

Design accordingly with headings, subheadings, clause numbers, sub-clause numbers, etc. First, prepare a draft in English and in the local language, have it reviewed by seniors, finalize it, and then proceed with the application process. The details on how to apply for and obtain government approval are clearly outlined in the book.

So, start by acquiring the book, studying it, and then proceed accordingly.

Regards,
R. Devarajan

Hi,

I think I am a bit late in answering but nonetheless here it goes. HR is a collection of policies and practices. Your organization may not have any formal policies, but it will have certain admin and HR practices - for example - one may not have an induction program per se, but one will be doing something to welcome the new joiner within the organization. Your first step should be documenting the current practices and capturing as many details as possible. Then you can pick up the three critical issues that either need enhancement or need to be initiated on an urgent basis. Once you reach this point, you will know how to proceed. Please note and remember your owners/management will have a major stake in deciding what the priorities to work on are. Hope this helped.

Chow

Hi Sandhya,

For drafting standing orders, you have to go through the Industrial Employment (Standing Orders) Act book.

Standing orders define the conditions of recruitment, discharge, disciplinary action, holidays, leave, etc., which go a long way towards minimizing friction between the management and workers in industrial undertakings.

This Act requires any establishment with more than 100 workers to provide for conditions of employment (Standing Orders) which must be submitted to the competent authority within 6 months. Conditions that the Standing Orders must cover include dismissal procedures and means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.

Basically, the following matters are provided in Standing orders under this Act:

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 reporting of sections of the industrial establishment, 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 the 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.

Hope it will fulfill your requirements.

Thanks,
Basant

Hi Sandhya,

There are a few more points to add to the discussion with Basant. One of the most crucial aspects is to specify what will be considered as misconduct and outline how the organization will respond in such situations. It is also essential to detail aspects such as the probation period, required notice period for resignation, any benefits provided to employees, expected code of conduct in the office, and so on.

Lastly, do not forget to have your standing orders reviewed by a legal advisor to ensure compliance with labor laws.

Regards,
Sirisha Reddy