Dear Manisha,
I would like to add some practical suggestions with due respect to views expressed by the learned Colleague Mr Umakanthan.
In the context of your two establishments ,one at Bangalore and another at Hyderabad , both are not yet covered under the Industrial Employment Standing Orders Act, because their workmen strength( workman as defined under ID Act) excluding supervisory, executives and managerial staff, is far less than 100.
Even as and when it reaches/crosses 100 , you don't have to bother about going for certification and hope to have Certified Standing Orders.
You can very well follow the Model Standing Orders in spirit and by way of guide.
Although, certification process/procedure is provided for in the Act, my experience shows employers continue to follow MSOs for years together and Authorities have done nothing about requiring them to go for certification. In my view, the MSOs are adequate enough to facilitate day today working of the establishment in terms of essential rules of discipline, disciplinary actions and such other basic terms of employment.
If one thinks of it , what significant thing you can add while thinking of going for certification. Really speaking not much except to propose addition of some new classification of workmen, ( fix term contract employee), some misconducts and punishments like stoppage of increment, demotion etc.
But the very process of certification will not allow it to succeed with the suggested amendments without creating hurdles from the workmen representatives or Union opposing /objecting to it. Therefore ,why to cause ripples in the quiet water?
So legal requirement of certification notwithstanding, your not going for it and following MSO, by way of guiding principle when your strength is less than 100 workmen as well as when it crosses, will immensely benefit you and in my view, you should follow them - MSOs without any hesitation.
Regards,
Vinayak Nagarkar
HR- Consultant