Dear Seniors,
Good day. Kindly inform if there are X number of holidays given in the standing order, can an organization provide X+Y number of holidays? I hope yes, but it should not be fewer. I was not sure about it.
Regards
From India, Jalandhar
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12Good day. Kindly inform if there are X number of holidays given in the standing order, can an organization provide X+Y number of holidays? I hope yes, but it should not be fewer. I was not sure about it.
Regards
From India, Jalandhar
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Dear Member, In our opinion no law came in way if any better facility is provided by the management. If anything is given over & above as provided by law then it is OK. With Regards, R N KHOLA
From India, Delhi
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From India, Delhi
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Considerations for Offering Additional Holidays
You may give holidays that are better than those prescribed under applicable laws. Having said that, you may want to think about why you would want to do it. If the 'why' can be answered in business terms, then you have a clear reason to do it or not to do it. In other words, does it make good, sustainable business sense to do it? It may benefit the employee, but does it also make good business sense? For example, giving more leave may improve employee morale and productivity. At the same time, it may increase costs. So where would you trade-off? You will need to take these into consideration before you implement. Because once a benefit is improved, rolling back to a lower level later is always expensive and difficult.
From India, Pune
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You may give holidays that are better than those prescribed under applicable laws. Having said that, you may want to think about why you would want to do it. If the 'why' can be answered in business terms, then you have a clear reason to do it or not to do it. In other words, does it make good, sustainable business sense to do it? It may benefit the employee, but does it also make good business sense? For example, giving more leave may improve employee morale and productivity. At the same time, it may increase costs. So where would you trade-off? You will need to take these into consideration before you implement. Because once a benefit is improved, rolling back to a lower level later is always expensive and difficult.
From India, Pune
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No restriction. A standing order provides for the barest minimum benefits that must not be denied to the employees/workers. There is no bar if any liberal benefit is provided to the employees by the management in addition to the provisions of the standing order.
From India, Delhi
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From India, Delhi
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Understanding Standing Orders and Holiday Regulations
You must be aware that the standing orders are not prepared either by the management or by the workers' union. These are prepared and certified through a tripartite meeting with the intervention of the Labour Commissioner of the area. Once certified and enforced, they become binding. Any modifications can only be made in a tripartite meeting jointly by management, the workers' union affiliated with any trade unions, and the jurisdiction Labour Commissioner.
In the absence of any certified standing orders, model standing orders are made applicable, and they follow the Holidays Act as specified in the Industrial Dispute Act. In productive industries, normally a maximum of 10-12 days of holidays are allowed, including national and festival holidays. This is part of the statutory regulations and not subject to anyone's will or wish.
Regards, Adoni Suguresh Labour Laws Consultant
From India, Bidar
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You must be aware that the standing orders are not prepared either by the management or by the workers' union. These are prepared and certified through a tripartite meeting with the intervention of the Labour Commissioner of the area. Once certified and enforced, they become binding. Any modifications can only be made in a tripartite meeting jointly by management, the workers' union affiliated with any trade unions, and the jurisdiction Labour Commissioner.
In the absence of any certified standing orders, model standing orders are made applicable, and they follow the Holidays Act as specified in the Industrial Dispute Act. In productive industries, normally a maximum of 10-12 days of holidays are allowed, including national and festival holidays. This is part of the statutory regulations and not subject to anyone's will or wish.
Regards, Adoni Suguresh Labour Laws Consultant
From India, Bidar
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