Industrial Employment (Standing Orders) Act 1946

Industrial Employment (Standing Orders) Act 1946 Usually employees are not aware of the exact terms and conditions. Hence this Act is to require employers in industrial establishments to formally define conditions of employment under them and submit draft standing orders to the Certifying Authority for its Certification. It applies to every industrial establishment wherein 100 (reduced to 50 by the Central Government in respect of the establishments for which it is the Appropriate Government) or more workmen are employed. Introduction The Labour Committee 1944-1946 was created and they immediately spotted the key cause of issues. There was a lack of understanding, on part of the employees, about employment conditions. This committee maintained that the workers had a right to know all terms and conditions related to their work and employment. They even wanted a distinct central law that made it obligatory for employers to frame and approve employment conditions and get them enforceable by law. Objective of Standing Order Act Starting with the very objective the Standing Orders Act, out of which there are three. The first objective states that the act is to provide regular standing orders for factories, workers and the main professional or working relationship. The second aim is to ensure that all employees recognize their employment terms and conditions they are expected to follow or adhere to. This is to help minimize the exploitation of workers against their will and knowledge. The third objective states that it also supports the promotion of industrial peace and harmony by supporting fair industrial practices. Next, it tells employers the procedure for getting standing orders certified. If they fall under the Industrial Employment (standing order) Act, they are expected to register themselves by giving in five draft copies of those standing orders. The documents are sent to the certifying officers as appointed by the government, such as a regional labour commissioner for assessment. The assessment and final certification of those standing orders is successful provided when they have all of the following details. Classification of all workers into categories like temporary, probation, permanent, etc. The method through which workmen are informed about holidays, working hours. Shift working Temporary suspensions of work. Notice periods and other provisions regarding the termination of employment. All actions and inaction that are to be treated as misconduct and consequences for said faults. Grievance redressal procedure in cases of unfair treatment by the employer. Attendance system to be followed by all employees. Workmen information and records The process followed for obtaining an accumulation of leaves, leave encashment Employment termination as issued by employer and employees and notice thereof. and few more