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Model Standing Order

This document outlines a model standing order for a company that will take effect on September 7th, 2023. It details policies such as employee classifications, working hours and shifts, leave policies, wage rates, disciplinary procedures, and terms for termination or resignation. Key points covered include working 48 hours per week, identifying different types of employees, outlining misconducts that could result in disciplinary action, and an age of superannuation of 60 years.

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Peeyush Vashishtha
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45 views3 pages

Model Standing Order

This document outlines a model standing order for a company that will take effect on September 7th, 2023. It details policies such as employee classifications, working hours and shifts, leave policies, wage rates, disciplinary procedures, and terms for termination or resignation. Key points covered include working 48 hours per week, identifying different types of employees, outlining misconducts that could result in disciplinary action, and an age of superannuation of 60 years.

Uploaded by

Peeyush Vashishtha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Model Standing Order

1) This order will come into effect on 7th September 2023.


2) Classification of workmen:

a. Permanent Worker, i.e., a worker who has been engaged in an industrial


establishment and has completed probation period of six months within the
industrial establishment;

b. Temporary Worker, i.e., a worker who has been engaged for work which is
essentially temporary and likely to be finished within a limited period;
c. Apprentice, i.e., a person who is undergoing apprenticeship training under a
contract of apprenticeship;
d. Probationer, i.e., a worker who is provisionally employed to fill a permanent
vacancy and has not completed six months' service;
e. Badli, i.e., a worker who is appointed against the post of a permanent worker or
probationer who is temporarily absent and
f. Fixed Term Employment, i.e., engagement of a worker on the basis of a written
contract of employment for a fixed period, provided that such fixed term worker
is entitled to allowances and other benefits similar to that of a permanent
employee doing similar work as well as being entitled to gratuity if he renders
service under the contract for a period of one year.

3) Ticket:
A unique identification number is given to the workmen upon joining the
organisation.

4) Working Time: 48 hours a week


5) Holiday & payday: National holidays, one weekly holiday. Paydays will be
26 days of the month.
6) Wage rates: Unskilled 300/ day, Semi-skilled 350/day, Skilled 400/day,
highly skilled 450/day, officers and executives will be paid according to the
industry standard.
7) Shift Working: Shifts will be divided into four categories i.e., morning,
evening, night, and general. Shift timing will be 7-3 morning, 3-11 evening
and 11-7 will be night shift. In general, the timing will be 9-5.
8) Notice of change in shift working: In case any changes are made to shift
working, the employer shall display a notice of the same on the notice
board and HR portal of the establishment. If a registered trade union
exists in the establishment in question, a copy of the aforementioned
notice shall be furnished to the union, either electronically or by
registered post to the secretary of the union. It will also be posted on the
online portal with a hard copy present in the notice boards.
9) Attendance and late coming: Attendance will be taken via swipe in and
swipe out at the entry gate. Employee and worker will be considered late
even if he is a minute late and will have to get approval from the manager
to regularise it.
10) Leave Casual leaves – 22 Sick leaves- 6, Maternity leaves- As per the
maternity act, Sabbatical leave- 2 years or till the course is completed.
11)Payment of wages: 3rd day of each month will be the payday, and the
salary will be deposited in the bank accounts.
12) Stoppage of work: Work will be stopped under the following conditions,
Natural Calamity
 Medical Emergency
 Hazardous workplace
 Vishwakarma Pooja
13) Termination of employment: An employee will be considered as
terminated in the following cases: Superannuation age reached,
Disciplinary punishment, VRS.
14)Disciplinary action for Misconduct: Absenteeism: Regularly failing to
attend work without a valid reason. This can lead to disciplinary action,
including termination of employment.
Insubordination: Refusing to obey reasonable and lawful orders from a
supervisor. This can also lead to disciplinary action, up to and including
termination of employment.
Theft: Stealing from the employer or from fellow employees. This is a
severe offence that can result in criminal charges, as well as disciplinary
action from the employer.
Violence: Physical or verbal assault on a co-worker or supervisor. This is a
severe offence that can result in criminal charges, as well as disciplinary
action from the employer.
Drugs and alcohol: Being under the influence of drugs or alcohol while on
the job. This can lead to disciplinary action, up to and including
termination of employment.
Harassment: Any form of unwanted or unwelcome behaviour that creates
a hostile work environment. This can include sexual harassment, racial
harassment, or any other form of harassment based on a protected
characteristic.
Disobeying safety rules: Failing to follow safety rules can put the employee
and others at risk of injury. This can lead to disciplinary action, up to and
including termination of employment.
Dishonesty: Lying to the employer or falsifying records. This can damage
the employer's trust in the employee and can lead to disciplinary action.
Disruptive behaviour: Engaging in behaviour that disrupts the workplace
or interferes with the ability of others to do their job. This can include
creating noise, using profanity, or making threats.
These misconducts are illustrative rather than exhaustive.
All these misconducts will invite a domestic investigative team to inquire
and reach a verdict.
In an inquiry, a worker is entitled to appear in person or be represented
by an office bearer of the trade union of which he’s a member. The
proceedings shall be recorded in Hindi, English, or the language of the
state, as per the choice of the worker, and must be concluded within
ninety days. In case, the worker is found guilty, the employer is well within
his rights to dismiss, suspend, fine, stop his annual increment, or
reduce his rank.
15) Complaints: All the complaints will follow a proper hierarchy and will be
handled accordingly.
16) Certificate on termination of certificate: information regarding the reason
for dismissal, benefits or severance pay they may receive, date of their
final pay check, and other details that are relevant to the termination.
17) Resignation Notice: The employee must serve a 60 day notice period or
payment of salary equivalent to the same.
18) Age of superannuation: Age of Superannuation in the organisation is 60
years.

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