Industrial Employment (Standing Orders) Act 1946 with time to time need-based Amendments, make it Mandaory for the Employers ( Managment) of Industrial Establishment, governed by it, to
1. Define, with sufficient Precision, the Terms and Conditions of Employment; and
2. Make them Known to the Employed Persons and others present within the premises; so that
they are properly and faithfully followed/adhered to by one and all in order that the Objective of the Business Established of 'Creating Wealth and Wellbeing" are constanly achieved without any "Interruptions".
Later, the Shops & Establsihment Acts and respective State Rules came into being/force making it Mandaory on /for Employers of Commercial Establishments, to, inter alia,
A. Define, with sufficient Precision, the Terms and Conditions of Employment; and
B. Make them Known to the Employed Persons and others present within the premises; so that
they are properly and faithfully followed/adhered to by one and all in the covered Esta. in order that the Objective of the Business Established of 'Creating Wealth and Wellbeing" are constanly achieved without any "Interruptions".
Let serve as Minimum / "Models" for the Employers and as we Progress/Prosper and need arises, Employers have Prerogatives to "keep on Adding" duly wetted by the Certifying Officers or Govt Authorities.
Recently, when SHWW (P,P & R) Act 2013 came into force w.e.f. 9th Dec 2013, it became Mandaotory for Every Employer of Every Workplace in India to duly
"incorporate in their SO and or SR, the Provision that any act of Sexual Harassment of Women at Workplace shall constitute an Act of Misconduct" within the meaning of the SO or SR as the case may be, Punishable after complying with due Disciplinary Action.
HR Policy, as the nomenclature clarifies/ as is evident, is Organization/Establishment-Specific and are meant to be" ADDS-ON" and in No Way a "Sunstitute" or "Alternate Or Replacement.
In our view, the "Point"/ "Question" raised ought to be Clear.
Kritarth Team,
14 Dec 2018