Advocate Girish Jayram

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...

This is a question of universal nature. It should be borne in mind that an employer is given a right to determine the salary of an employee to be employed by him, provided it should not be less than the salaries if fixed by Government under the Minimum Wages Act or any other Statute or if the same are fixed under any settlement, Agreement or Award. If the salaries / Wages are not fixed by statutory authorities in the manner mentioned above, then it is left to the employer.  Again, salaries / Wages are generally fixed even by statutory authorities skill-wise i.e. salaries for unskilled workers will be lower than the salaries of semi-skilled or skilled workers. Even the rates of minimum wages also vary from State to State. The information about what is the minimum rate of wages fixed for any industry in a particular State is always available with “Office of Commissioner of Labour” in each State or its subordinate offices. Once the salaries are above the minimum wages, then ...