Practical Guide to Industrial Employment (Standing Orders) Act and Rules

an object to have uniform Standing Orders providing for matters enumerated in the Schedule to the Act. The employers are required to define, with certainty, conditions of service in their establishments to reduce them in writing and to get them certified with a view to avoid unnecessary industrial disputes. It was not intended that there should be different conditions of service for those who are employed before and those employed after Standing Orders came into force. Once the Standing Orders come into force, they bind all those presently in employment of concerned establishment as well as those who are appointed thereafter. The employer cannot enter into an agreement with a workman which is inconsistent with the Standing Orders of the company. The terms of the Standing Orders would prevail over the corresponding terms in the contract of service. The employer cannot enforce simultaneously the Standing Orders regulating the classification of workmen and a special agreement with an individual workman settling his categorisation. An employer, who fails to submit draft Standing Orders as required by section 3 or who modifies his Standing Orders otherwise than in accordance with section 10, shall be punishable with fine which may extend to five thousand rupees, and in the case of a continuing offence with a further fine which may extend to two hundred rupees for every day after the first during which the offence continues. Unlike other books, hereby is the essence of this book. Of course, there are other books available in the market on this subject. What makes it distinct from others, is precision. While in many other books, lengthy judgments have been reproduced to make them more bulky, extra care has been taken to keep this book trim, handy, purposive and useful.