The Standing Orders Act, 1946 was enacted to ensure uniformity in terms and conditions of employment through statutory standing orders. It applies to establishments employing 100+ workers. Key provisions include:
- Employers must submit draft standing orders to the certifying officer within 6 months for certification.
- Standing orders define classifications, working hours, leave rules, misconduct rules etc.
- Certifying officers certify the standing orders with/without modifications and send to employer/workers.
- Certified standing orders can be modified every 6 months with certifying officer approval. Non-compliance is punishable with fines.
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
Excellent material for Students of PGPSE / CS / CA / LAW for preparation. Join AFTERSCHOOOL - it is free. Become social entrepreneur and change the world
This material is a part of our PGPSE programe. Our programme is available for any student after class 12th / graduation. AFTERSCHO☺OL conducts PGPSE, which is available free to all online students. There are no charges. PGPSE is a very rigorous programme, designed to give a comprehensive training in social entrepreneurship / spiritual entrepreneurship. This programme is aimed at those persons, who want to ultimately set up their own business enterprises which can benefit society substantially. PGPSE is a unique programme, as it combines industry consultancy, business solutions and case studies in addition to spirituality and social concerns. You can read the details at www.afterschoool.tk or at www.afterschool.tk
A bonus payment is usually made to employees in addition to their base salary as part of their wages or Salary. While the base salary usually is a fixed amount per month, bonus payments more often than not vary depending on known criteria, such as the annual turnover, or the net number of additional customers acquired, or the current value of the stock of a public company. Thus bonus payments can act as incentives for managers attracting their attention and their personal interest towards what is seen as gainful for their companies' economic success. There are widely‐used elements of pay for performance and working well in many instances, including when a fair share of an employees participation in the success of a company is desired. There are, however, problematic instances, most notably when bonus payments are high. When they are tied to possibly short-lived figures such as an increase in monthly turnover, or cash flow generated from an isolated marketing action, such figures often do not reflect a solid reliable win for a company, and they certainly do not reflect a manager's lasting efforts to the company's best. On the contrary, such figures are prone to being adjusted or even manipulated to the benefit of those employees who are responsible for reporting them, while they are already planning their leave with a golden handshake.
Excellent material for Students of PGPSE / CS / CA / LAW for preparation. Join AFTERSCHOOOL - it is free. Become social entrepreneur and change the world
The presentation is all about the relevant provisions related to approval of standing orders as mentioned under INDUSTRIAL EMPLOYMENT (STANDING ORDERS)
CENTRAL RULES, 1946
The Contract Labor (Regulation And Abolition) Act was enacted in the year 1970 by the Indian Legislature.
The act applies to all the establishments where the number of workmen employed as contract labor are 20 or more .on any day of the preceding twelve months. it includes all the contracts of Governments and local authorities as well.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
2. There was no uniformity in the conditions of service of
workers until this Act was brought.
The absence of standing order, clearly defining the
rights and obligations of the employer
The demand for statutory service conditions was first
raised by Bombay Cotton Textile workers in 1927-28.
The Bombay Industrial Disputes Act of 1938 provided,
for the first time, for statutory standing orders.
The Labour Investigation Committee 1944-46
observed: “An industrial worker has the right to know
the terms & conditions under which he is expected to
follow”.
2
3. OBJECTIVESOBJECTIVES
To require employers to define the
conditions of work
To bring about uniformity in terms and
conditions of employment
To minimize industrial conflicts
To foster harmonious relations between
employers and employees.
To provide statutory sanctity and
importance to standing orders
3
4. SCOPE AND APPLICATIONSCOPE AND APPLICATION
The Act extends to the whole of
India
It apply to every establishment
wherein 100 or more workmen are
employed or employed on any day
preceding twelve months.
4
5. The appropriate Govt. can exempt any
establishment from any of the provisions
of the Act
It applies to railways, factories, mines,
quarries, oil-fields, tramways, motor
services, docks, plantations, workshops,
civil construction and maintenance works.
The Act has 15 sections and a schedule.
5
6. The Act is applicable to all workmen
employed in any industrial establishment
to do any skilled or unskilled, manual,
supervisory, technical, clerical work.
Even the apprentices are also included.
But the persons employed mainly in a
managerial/administrative/supervisory
capacity drawing wages exceeding
Rs.1600 are not covered
6
7. STANDING ORDERSSTANDING ORDERS
Classification of the workmen : temporary, casual, apprentices
Manner of intimating to workmen periods and hours of work,
holidays, pay-days and wage rates
Shift working
Attendance and late coming
Conditions of, procedure in applying for, and the authority which
may grant leave and holidays
Requirements to enter premises by certain gates and liability to
search
Closing and reopening of sections of the establishments, or
temporary stoppages
Suspension or dismissal for misconduct and acts and omissions
which constitute misconduct
7
8. SUBMISSION OF DRAFT SOSUBMISSION OF DRAFT SO
It is obligatory on the part of an employer or a group of
employers to furnish 5 copies of the draft standing
orders to the certifying officer within 6 months of the
application of the Act the employer shall submit the
draft standing orders
The draft shall be accompanied by a statement giving
prescribed particulars of the workmen
employed in the industrial establishment, including
the name of the trade unions, if any, to which they
belong
8
9. Procedure for Certification ofProcedure for Certification of
Standing OrdersStanding Orders
On receipt of the draft standing order, the certifying
officer shall forward a copy to sent to trade union of
the workmen functioning in the establishment
If no such union exists, to three representatives of
workmen in the establishment elected at a meeting
called for the purpose
A notice in the prescribed form will be given inviting
objections, if any, to the draft standing orders within
fifteen days of receipt of these orders.
9
10. After giving to the parties an opportunity of being
heard, the certifying officer shall decide whether or not
any modification of the draft is necessary, and make an
order in writing accordingly.
In doing so, the certifying officer can adjudicate upon
the fairness and reasonableness of the provisions in the
drafts.
The certifying officer shall thereupon certify the
standing orders with or without modifications and
forward the authenticated copies thereof to the
employer and to the trade union or other prescribed
representatives of the workmen within seven days from
the date of his orders
10
11. AppealAppeal
An aggrieved party may appeal to the appellate authority within thirty days
from the date on which the copies of the standing orders were sent to it
by the certifying officer. The order of the authority shall be final.
Section 6(1) empowers the appellate authority to do only two things:
i.Confirm the standing orders in the form certified by the certifying officer
ii.Confirm the standing orders after amending them by making the
necessary modifications or additions.
The certified standing orders become enforceable on the expiry of 30
days from the date on which the authenticated copies of the same are
sent to the parties by the certifying officer. If an appeal has been filed, it
shall come into operation on the expiry of 7 days from the date on which
copies of the order of the appellate authority are sent to the parties
11
12. Modification of Standing OrdersModification of Standing Orders
The standing orders finally certified under this Act shall not be
liable to modification until the expiry of six months from the date
on which the standing orders or the last modifications thereof
came into operation.
Subject to the provisions of section10(1), an employer or
workman may apply to the certifying officer to have the standing
orders modified. Such an application shall be accompanied by
five copies of the modifications proposed to be made by
agreement between the employer and the workmen, a certified
copy of that agreement shall be filled along with the application
12
13. Powers of Certifying OfficerPowers of Certifying Officer
Every certifying officer and appellate authority shall
have all the powers of a civil court for the purpose of:
i.Receiving evidence
ii.Administering oaths
iii.Enforcing the attendance of witnesses and
iv.Compelling the discovery and production of
documents
Every certifying officer and appellate authority is
deemed to be a civil court within the meaning of
section 345 of the Code of Criminal Procedure, 1973
(Section 11)
13
14. Acts of MisconductActs of Misconduct
The following acts or omissions on the part of a workman shall
amount to misconduct;
• Going on an illegal strike
• Wilfully slowing down in performance of work
• Theft, fraud or dishonesty in connection with the employer’s
business or property or the theft of property of another workman
within the premises of the establishment
Taking or giving bribes
Habitual absence without leave or absence without leave for more
than ten consecutive days
Collection without the permission of the manager of any money
within the premises of the establishment except as sanctioned by
any law for the law for the time being in force
14
15. Acts of MisconductActs of Misconduct
Engaging in trade within the premises of the
establishment
Drunkenness, riotous, disorderly or indecent
behaviour on the premises of the establishment
Habitual neglect of work
Habitual breach of any rules or instructions
Wilful damage to work in process or to any
property of the establishment
15
16. Holding meeting inside the premises of the
establishment without the previous permission
of the manager or except in accordance with
the provisions of any law for the time being in
force.
Disclosing to any unauthorised person any
information
Smoking and spitting on the premises of the
establishment where it is prohibited by the
employer
Unauthorised possession of any lethal weapon
in the establishment
16
17. Offences and PenaltyOffences and Penalty
Any employer fails to submit draft
standing orders or modifies it, shall be
punishable with fine which may extend to
Rs. 5000.
In case of continuance of the above
offence, fine up to Rs.200 per every day.
17
18. Obligations of EmployersObligations of Employers
Submit draft standing orders with the required
information to the certifying officer for
certification within the time limit mentioned in
the Act.
Act in conformity with the certified standing
orders in the day to day dealings with the
workmen
Modify certified standing orders only with the
approval of the certifying officer
18
19. Obligations of WorkmenObligations of Workmen
Work in conformity with the
certified standing orders or model
standing orders as the case may be.
Comply with the provisions of the
Act in regard to modification and
interpretation of standing orders.
19