What is the difference bet Model Stading order & certified Standing order? Both are applicable to the organisation. Please let me your feedback .
From India, Mumbai
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5From India, Mumbai
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Model Standing Orders refer to the one given in the Industrial Employment (Standing Orders) Act, 1946 as a model for those who wish to draft one. An employer can take the same, add or remove certain rules, consult with the workers/representatives, and get it certified. Once it is certified, it becomes certified standing orders. A certified standing order can be amended after a period of six months.
Regards, Madhu.T.K
From India, Kannur
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Regards, Madhu.T.K
From India, Kannur
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Dear Madhu, How Your Legal Knowledge is so good. I am the junior most member, Plz suggest me some things. May be your Experience helps me. Regards Ranjeet (Jeeni)
From India, New Delhi
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From India, New Delhi
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Dear Ranjit,
My exposure to such complicated matters has only helped me gain knowledge. I have always maintained a neutral stance between employer and employee on HR-related issues. My past experience was with a manufacturing company in Kerala. As you know, Kerala is very sensitive in Trade Union areas, and I have found that the workers here are well aware of their rights. Therefore, before addressing them, we should at least go through the relevant Acts. I used to explore all possibilities diligently.
That's all. You can also enhance your legal knowledge. If you come across a situation, study it thoroughly, refer to books, take notes, and then present your findings. This method ensures better retention. Nowadays, we have plenty of sources like Google, citehr.com, readily available at your fingertips to gather any required data.
In my earlier days, legal documents were just printed Acts without any commentary or interpretations. Now, things have taken a different shape. You have the potential to improve. Stay engaged with citehr and regularly browse through the various forums. Don't worry about replying, but focus on gathering materials. This practice will benefit you greatly.
All the best.
Madhu.T.K
From India, Kannur
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My exposure to such complicated matters has only helped me gain knowledge. I have always maintained a neutral stance between employer and employee on HR-related issues. My past experience was with a manufacturing company in Kerala. As you know, Kerala is very sensitive in Trade Union areas, and I have found that the workers here are well aware of their rights. Therefore, before addressing them, we should at least go through the relevant Acts. I used to explore all possibilities diligently.
That's all. You can also enhance your legal knowledge. If you come across a situation, study it thoroughly, refer to books, take notes, and then present your findings. This method ensures better retention. Nowadays, we have plenty of sources like Google, citehr.com, readily available at your fingertips to gather any required data.
In my earlier days, legal documents were just printed Acts without any commentary or interpretations. Now, things have taken a different shape. You have the potential to improve. Stay engaged with citehr and regularly browse through the various forums. Don't worry about replying, but focus on gathering materials. This practice will benefit you greatly.
All the best.
Madhu.T.K
From India, Kannur
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Hi Bala,
In continuation of the inputs given by Shri Madhu, I wish to add the following:
We can use the model standing orders provided in the Industrial Employment (Standing Orders) Act as guidelines while preparing our own Standing Orders, and they need not be an exact replica. For example, concerning the classification of misconducts, we can add any number to it to suit our requirements. If we have women employees on the payroll, we can also include the Sexual Harassment Policy in the Standing Orders. After drafting the standing orders, five copies must be submitted to the Appropriate Authority (usually the Regional Joint Commissioner of Labour) for certification.
The Appropriate Authority will summon both employer representatives and employee representatives/unions and provide the employee representatives with an opportunity to submit their written counter-statement. After listening to both parties, the authority will certify the Standing Orders, making any necessary changes, which will then become the certified Standing Orders of the company.
If there are any grievances regarding the Standing Orders, the Act allows even a single employee to challenge any of the provisions and request an amendment.
It is always preferable to have our own Standing Orders tailored to our specific requirements.
Thanks & Regards,
Kalyan R
919840942232
From India, Madras
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In continuation of the inputs given by Shri Madhu, I wish to add the following:
We can use the model standing orders provided in the Industrial Employment (Standing Orders) Act as guidelines while preparing our own Standing Orders, and they need not be an exact replica. For example, concerning the classification of misconducts, we can add any number to it to suit our requirements. If we have women employees on the payroll, we can also include the Sexual Harassment Policy in the Standing Orders. After drafting the standing orders, five copies must be submitted to the Appropriate Authority (usually the Regional Joint Commissioner of Labour) for certification.
The Appropriate Authority will summon both employer representatives and employee representatives/unions and provide the employee representatives with an opportunity to submit their written counter-statement. After listening to both parties, the authority will certify the Standing Orders, making any necessary changes, which will then become the certified Standing Orders of the company.
If there are any grievances regarding the Standing Orders, the Act allows even a single employee to challenge any of the provisions and request an amendment.
It is always preferable to have our own Standing Orders tailored to our specific requirements.
Thanks & Regards,
Kalyan R
919840942232
From India, Madras
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Dear Madhu,
Thank you for your response. Madhu, I only post what I know to be 100% correct.
First, I would like to introduce myself to you. I hold an MBA in HR (2007 Batch). Due to my father's employment at BHEL Jhansi, I have had an interest in this field since childhood.
Madhu, I seek your help as I am currently working in a company where my colleagues do not share information. I possess knowledge of PF and ESI but lack practical experience in preparing returns as my seniors handle that task and are reluctant to share due to job insecurity.
Could you suggest alternative ways for me to gain practical experience in this area? Please advise. Also, kindly provide me with your email address or contact me at ranjeet_bu@rediffmail.com. I am eager to learn from you.
Regards,
Ranjeet
From India, New Delhi
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Thank you for your response. Madhu, I only post what I know to be 100% correct.
First, I would like to introduce myself to you. I hold an MBA in HR (2007 Batch). Due to my father's employment at BHEL Jhansi, I have had an interest in this field since childhood.
Madhu, I seek your help as I am currently working in a company where my colleagues do not share information. I possess knowledge of PF and ESI but lack practical experience in preparing returns as my seniors handle that task and are reluctant to share due to job insecurity.
Could you suggest alternative ways for me to gain practical experience in this area? Please advise. Also, kindly provide me with your email address or contact me at ranjeet_bu@rediffmail.com. I am eager to learn from you.
Regards,
Ranjeet
From India, New Delhi
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Dear Madhu,
Thank you for your valuable suggestion, and I will definitely do that. Please share your views on my posting in Industrial Relations on the topic of Notice Period.
I will definitely contact you via your email address.
With Warm Regards,
Ranjeet
From India, New Delhi
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Thank you for your valuable suggestion, and I will definitely do that. Please share your views on my posting in Industrial Relations on the topic of Notice Period.
I will definitely contact you via your email address.
With Warm Regards,
Ranjeet
From India, New Delhi
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Mr. Madhu, I have to give a project on child labor and women labor. It should include the problems with women labor, efforts to eliminate it, sexual harassment laws, and which sector has the maximum exploitation of women. Can you please guide me? I am in my 2nd year of PGDHR.
From India, Mumbai
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From India, Mumbai
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Hi, I am a labor auditor and I would like to know if it is compulsory to have certified standing orders for any industry. Is this a legal compliance requirement?
From India, Mumbai
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From India, Mumbai
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Hi,
Please clarify about the Certified Standing Order and Standing Order. We want to share my view on the same. Certified Standing Order refers to the one given in the Industrial Standing Order Act of 1946. A Certified Standing Order is drafted by the employer to add, remove, or change something from certain standing orders. This process involves consultation with workers or representatives and obtaining certification approval. Therefore, it is referred to as a certified standing order.
From India,
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Please clarify about the Certified Standing Order and Standing Order. We want to share my view on the same. Certified Standing Order refers to the one given in the Industrial Standing Order Act of 1946. A Certified Standing Order is drafted by the employer to add, remove, or change something from certain standing orders. This process involves consultation with workers or representatives and obtaining certification approval. Therefore, it is referred to as a certified standing order.
From India,
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Dear sir,
Your valuable information on cite-HR is helping new HR professionals a lot in gaining knowledge. I would like to thank all of you.
I have a doubt about standing orders, sir. Are standing orders applicable only to factories or also to shops and establishments? As I am from the hospitality industry, can you please help me out? If it's applicable, please suggest.
With regards,
Prasad
From India, Hyderabad
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Your valuable information on cite-HR is helping new HR professionals a lot in gaining knowledge. I would like to thank all of you.
I have a doubt about standing orders, sir. Are standing orders applicable only to factories or also to shops and establishments? As I am from the hospitality industry, can you please help me out? If it's applicable, please suggest.
With regards,
Prasad
From India, Hyderabad
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Model standing orders.doc
The Certified Company Standing Orders Act 1946.pdf