Dear Sir / Madam,
Request to all of my seniors & peers to advise,
Our organization have been employed more than 500 worker. Yet we have no standing ordres.
Now i would like to get standing orders, Please let me know for this strength of workers can we work on model standing orders.
OR
We have to draft the standing orders and get certified from ALC.
With regards,
From India, Mumbai
1Request to all of my seniors & peers to advise,
Our organization have been employed more than 500 worker. Yet we have no standing ordres.
Now i would like to get standing orders, Please let me know for this strength of workers can we work on model standing orders.
OR
We have to draft the standing orders and get certified from ALC.
With regards,
From India, Mumbai
Model standing order can be followed only for a limited period, say six months of coverage of the Industrial Employment (Standing Orders) Act. Therefore, you have to draft standing orders of your own in consultation with representatives of the trade union/ employees and get it certified by the Officer of the Labour Department not below the rank of Dy. Labour Commissioner, or such other officer as per the rules applicable in your state. You can take the model standing orders as the base.
Regards,
Madhu.T.K
From India, Kannur
Regards,
Madhu.T.K
From India, Kannur
Duties of Employer Stipulated/ prescribed/Listed as per Section-19 of the Sexual Harassment of Women at Workplace ( Prevention, Prohibition & Redressal) Act 2013, in force on and from December 9, 2013, reads as under:--
...."Every employer shall treat Sexual Harassment as a Misconduct under the Service Rules and initiate action for such Misconduct....".
The Law being "Binding" on Every Employer of Workplace in India it is and becomes "expedient" Neccessary, Essential and certainly "Advantageous) to determine/define, with sufficient precision, the "norms", "standards" and Terms of Employment, and
incorporate the aforesaid Provision" in their respective Establishment's, (Industrial or Commecrcial) "Certified Standng Orders OR the Codified Service Rules , as the case may be, as per procedures prescribed for Changes / Amendment/ Additon or Deletion etc of New Provision by Drafting Proposed Alteration, in consultations with the Regd Trade Union or with Workers , Submit the Draft in Five 5 Sets ( Copies) in the Office of the designated Certifying Offcer, as clarified in the Post of Honble Madhu Sir; and
After a proper Certfication Order is received from the Authority,
Notify / Display, conspicuouly, the abovementioned Clause to all Employees & Others on the Notice Boards for information and adherence/Compliance.
It is clear thus that Having the Certified Standing Orders in Industrial Establishments irespective of the Minimum Nos prescribed for its general Application is ultimately Beneficial / Advantageous to Employers and Managements in such Industrial Esta. After all, Laws are intended to be Normative.
Likewise, Employers of Commercial Establishments, governed by Shops & Esta Acts and Rules framed thereunder shall stand benefitted when they Opt for the Purpose of having their Own Service Rules NOT jusT for Sake of Compliance with Provisions of SHWW (P,P &R) Act 2013 which now are Reportable for Each Calendar Year, but also because Knwoledage -Sharing is aimed at Co-Creating a Sense of Togetherness/ Team Spirit, Commitment, and Excercising our Will & Discretion to Obey our Laws.
Perpetuating Progress, Prosperity, Profits, Sense of Wellbeing are as Kritarth Team believes are Byproducts of Changed Perspective, Becoming Better than Before, Evolving from Good to Great, Learming to Do Right Thing Right Every Time .
Kritart Team,
March 2, 2019
From India, Delhi
...."Every employer shall treat Sexual Harassment as a Misconduct under the Service Rules and initiate action for such Misconduct....".
The Law being "Binding" on Every Employer of Workplace in India it is and becomes "expedient" Neccessary, Essential and certainly "Advantageous) to determine/define, with sufficient precision, the "norms", "standards" and Terms of Employment, and
incorporate the aforesaid Provision" in their respective Establishment's, (Industrial or Commecrcial) "Certified Standng Orders OR the Codified Service Rules , as the case may be, as per procedures prescribed for Changes / Amendment/ Additon or Deletion etc of New Provision by Drafting Proposed Alteration, in consultations with the Regd Trade Union or with Workers , Submit the Draft in Five 5 Sets ( Copies) in the Office of the designated Certifying Offcer, as clarified in the Post of Honble Madhu Sir; and
After a proper Certfication Order is received from the Authority,
Notify / Display, conspicuouly, the abovementioned Clause to all Employees & Others on the Notice Boards for information and adherence/Compliance.
It is clear thus that Having the Certified Standing Orders in Industrial Establishments irespective of the Minimum Nos prescribed for its general Application is ultimately Beneficial / Advantageous to Employers and Managements in such Industrial Esta. After all, Laws are intended to be Normative.
Likewise, Employers of Commercial Establishments, governed by Shops & Esta Acts and Rules framed thereunder shall stand benefitted when they Opt for the Purpose of having their Own Service Rules NOT jusT for Sake of Compliance with Provisions of SHWW (P,P &R) Act 2013 which now are Reportable for Each Calendar Year, but also because Knwoledage -Sharing is aimed at Co-Creating a Sense of Togetherness/ Team Spirit, Commitment, and Excercising our Will & Discretion to Obey our Laws.
Perpetuating Progress, Prosperity, Profits, Sense of Wellbeing are as Kritarth Team believes are Byproducts of Changed Perspective, Becoming Better than Before, Evolving from Good to Great, Learming to Do Right Thing Right Every Time .
Kritart Team,
March 2, 2019
From India, Delhi
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Model standing orders.doc