Understanding HR Policy Manuals vs. Standing Orders: Should We Mirror or Modify Content?

Dear All, Kindly, I need clarification before designing the HR policy manual. Currently, we have a standing order in accordance with the Industrial Employment (Standing Orders) Act 1946. The standing order outlines details regarding leave, absence, termination, etc. When it comes to drafting the HR policy manual, should we replicate the content from the standing order, or can we present it differently? Are the standing order and HR policy manual the same or different?

I appreciate your feedback.

Understanding Standing Orders and HR Policy Manuals

Standing Orders are a legal requirement when the Industrial Employment (Standing Orders) Act, 1946 becomes applicable to your establishment. Once 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 the necessary amendment in this regard.

On the other hand, the HR Policy Manual is a general statement of guidelines to be followed in HR matters. As such, it cannot run counter to the certified standing orders or model standing orders if not certified.

Dear Sir,

Thank you for providing a clear explanation of the differences between an HR manual and a standing order.

Our company has 120 employees. Could you please send me a sample standing order suitable for our small company?

Thank you.

Definition of Standing Orders

'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.

Understanding Standing Orders in Banking

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, organizations, or another bank account.

Understanding the IESO Act/Rules and HR Policies

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

Scope of HR Policies

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

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

Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant