Dear Seniors, We adopting HR Policy in our organization its enough for hr Policy or separately required for standing order. please suggest me.
From India, Bangalore
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4From India, Bangalore
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Standing Orders vs. HR Policies
Standing orders deal with the statutory provisions for cases like employee absenteeism, leave, misconduct, and so on. The importance of the standing order arises more while conducting the inquiry. When devising the standing orders, the company has to anticipate occasions of misconduct and clearly define them in the standing order. If misconduct occurs that is outside the purview of the standing orders, and if the employee is awarded punishment, labor courts have ruled that the punishment is null and void.
In contrast, HR policies are for day-to-day operations. They are made to specify welfare measures, the organization of various events throughout the year, promotion policies, policies on performance appraisal, etc.
Regards, Dinesh Divekar
From India, Bangalore
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Standing orders deal with the statutory provisions for cases like employee absenteeism, leave, misconduct, and so on. The importance of the standing order arises more while conducting the inquiry. When devising the standing orders, the company has to anticipate occasions of misconduct and clearly define them in the standing order. If misconduct occurs that is outside the purview of the standing orders, and if the employee is awarded punishment, labor courts have ruled that the punishment is null and void.
In contrast, HR policies are for day-to-day operations. They are made to specify welfare measures, the organization of various events throughout the year, promotion policies, policies on performance appraisal, etc.
Regards, Dinesh Divekar
From India, Bangalore
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