Standing Orders in common parlance is a set of rules. A set
of such rules provided under the Industrial Employment (Standing Orders) Act,
1946, by way of model or specimen is known as Model Standing orders.
These Standing Orders deal with subjects such as how to
classify workers in different categories i.e. permanent, temporary, trainee,
probationer or badly; what should be the duration of training and probation
period; how to regulate their attendance, procedure for granting leave, manner
of entry and exit to and from establishment, termination of employment, manner
of suspension, holding inquiries, rate of subsistence allowance, age of retirement,
medical examination of workers etc.
Broadly speaking, it is applicable to factories and to some
non-factory establishments which are specified in the Industrial Employment Standing
Orders Act, provided these factories or establishments employ requisite number
of workmen. This number varies from State to State. Establishments which are
not covered or employing less than the number of workmen required to be
employed for the purpose of coverage may, if they so desire, adopt Model Standing
Orders by incorporating a clause in the appointment letter that services of the
employees will be governed by Model Standing Orders or the same can also be
adopted through a Settlement signed between management and workmen.
Establishments which are covered by the Industrial
Employment Standing Orders Act can modify the Model Standing Orders to suit
their requirement within the prescribed limit and can get it certified from “Certifying
Officer”, an Authority appointed under Industrial Employment Standing Orders
Act. Generally, this function is given to some senior officers in Labour
Commissioner’s office. Model Standing Orders with some modifications as desired
by employer to suit his requirement if certified by the authorities, they are
known as “Certified Standing Orders”.
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