An establishment employing less than 50 employees and having no standing rules with regard to conditions of service is the main focus in this discussion. In such an establishment which runs purely on the Proprietor's decisions, I don't think that there will be any repercussions from fellowmen who are also being engaged without any service conditions. When there is no conditions of service, why should they worry about promotions and scope for youngsters?
The Model Standing Order is only a model which canbe adapted for a period of six months from the date on which the establishment comes under the purview of Industrial Establishment (Standing Orders) Act and therefore, it does not mean that an establishment can follow the model standing order without going for a certified standing orders.
BS Kals, member since 2011, has misinterpreted section 25F, I understand. Section 25F applies to individual cases and even a casual employee has right to get protection of section 25F if his service is terminated without following the provisions of section 25F or 25N (in the cases of companies employing 100 or more workers coming under chapter VB). Therefore, if an employee's service is terminated due to attaining a specific age, say, 58 or 60, on the ground of superannuation without having any condition of service either in the appointment order or certified standing orders of the company, the same will be deemed as retrenchment as defined in section 2(oo) of the Industrial Disputes Act and it will be illegal termination if the termination is made without following section 25F/25N of the Act.
Regards,
Madhu.T.K