How Do You Use Standing Orders in Your Workplace? Share Your Thoughts and Examples

Dear all,

I am enclosing the standing order for reference. I hope you will appreciate it.

Dear Shri Raghunath,

Thanks for the Standing orders. I have not gone through the entire document and probably will not be able to do so. However, on just perusal of the 'classification of employees', you included trainees and apprentices. Does it mean that you want to treat them as employees on the rolls of the company?

B. Saikumar
HR & Labour Relations Advisor
Navi Mumbai

Dear Raghunath,

Truly commendable. In 9 pages, you have produced a comprehensive code covering all aspects, including the required amendments. However, a little more attention could be given to editing to erase the recurring misprint of 'the/she' repeatedly.

Once again, all kudos!

Dear Raghunath, after reviewing your draft, here are my observations:

Relevant rules for your company

The relevant rules in respect of your company are the Karnataka Industrial Employment (Standing Orders) Rules, 1961. Include all workmen as defined under Section 2(S) of the ID Act, 1947, to be more specific. Replace "Firm" with "Company," since your company is a Private Limited Company.

Regarding the "Transfer" clause

Will the Certifying Authority permit its inclusion in the Standing Orders? Specify or quantify the subsistence allowance (the Karnataka Subsistence Allowance Act & Rules are applicable only to establishments to whom the Standing Orders Act does not apply).

Thank you.

Dear Mr. Raghunanthan,

The document/draft on Standing Orders is good and covers all aspects. Beyond the suggestions by seniors, there are one or two errors in the misconduct rules, which are negligible but can be corrected before displaying them on notice boards, etc. Perhaps the misconduct rules can be debated if there are any unions in your factory.

Thank you.

Dear Mr. Raghunanthan,

The document/draft on Standing Orders is good and covers all aspects. Beyond the suggestions by seniors, there are one or two small errors in the misconduct rules, which are negligible but can be corrected before displaying on notice boards, etc. Perhaps the misconduct rules can be debated if there are any unions in your factory.

Thank you.