I am in need to frame a separate HR policy for a new unit of Engineered Quartz Stone. Does anyone have any clear idea about the same. Please also mention the difference between HR policy & Standing orders?? If i am having already specified Standing Orders than can we use that Standing order instead of Standing Orders??
From India, Udaipur
2From India, Udaipur
Dear satish,
Standing order has its own limit which must be covered under HR policy. Because HR policy comprises much more than that is considered under standing order act like appraisal policy, retention policy, training and devlopment and so on.
We must focus on the point to incorporate in standing order which may cause arising a dispute between employee and employer .
From India, undefined
Standing order has its own limit which must be covered under HR policy. Because HR policy comprises much more than that is considered under standing order act like appraisal policy, retention policy, training and devlopment and so on.
We must focus on the point to incorporate in standing order which may cause arising a dispute between employee and employer .
From India, undefined
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
From India, Delhi
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
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
How to write HR policy.pdf