STANDING ORDERS/SERVICE RULES AND REGULATIONS/ EMPLOYEE MANUAL SCOPE AND APPLICATION: These Standing Orders/Service Rules and

Regulations/Employee Manual shall constitute the terms and conditions of Employment of all employees and workmen employed in the Factory/Company, unless and otherwise specifically excluded from the applicability of these Standing Orders. These Standing Orders shall come into force as provided in Section 7 of the Industrial Employment (Standing Orders) Act 1946. If a workmen is employed by the management under a specific agreement, signed by both parties then, in addition to the terms and condition of service contained there in, the provisions of the standing orders shall also apply. ( COMPANYS NAME AND PLACE ARE NOT APPEARING ) 1. DEFINITIONS: In these standing orders unless there is anything repugnant in the subject or context. COMPANY shall mean the _________________ Having at present its corporate office at ______________________________________
1.1.

FACTORY shall mean the works at _____________________ situated at < Address> (UNITS AT ______________ ) 1.2. "PREMISES" shall mean and include the entire area wherein the Administrative Office are situated and other building in the premises and include the precincts thereof around these buildings or other buildings within boundaries of the Company's lands. It shall also include other buildings, appurtenances, branch offices, work shed, etc., situated outside and away from the Office premises stated above, coming within the administrative purview and control of the company. 13. A. EMPLOYER means and includes Managing Director, Board of Directors, General Manager, Manager or any other person who is authorized by the Management for Enforcement of these Standing Orders. 1.3. EMPLOYEE/WORKMAN means and includes all those employed in the Factory/ Company to do any skilled, unskilled, semi-skilled, manual, technical or clerical or supervisory work as defined under the Industrial Dispute Act,1947. (SUPERIOR OR SUPERVISOR/ ATTENDANCE / NOTICE )

1.4. MANAGER means any person duly appointed to be the Manager of the Factory/Company or any person who for the time being is authorized to exercise the function of the Manager and Act on his behalf regarding the observance of these Standing Orders. ( MANAGER UNDER THE FACTORIES ACT 1940 ) 1.5. "MANAGEMENT shall mean and include the Managing Director/Directors and the General Manager/Manager or any other person vested with authority by the company for the Observance, implementation and enforcement of these Service Rules and Regulations or Standing Orders. ( CHAIRMAN ) 1.6. In these Standing Orders, the masculine gender shall include the feminine gender and the Singular shall include the plural wherever such term is used. 1.7. NOTICE BOARD shall mean a place where the notices are displayed which are approved and issued by the Employer on behalf of Management. It would be specially maintained in a conspicuous place for the purpose of displaying notices required to be given 1.8. DISCIPLINARY AUTHORITY shall mean and include the Board of Directors including any Officer duly Authorized by the Board of Directors. 2. 1. 2. 3. 4. 5. 6.
7. 2.1.

CLASSIFICATION OF EMPLOYEES/WORKMEN: Employees/Workmen shall be classified as: Permanent. Probationers. Temporary. Casual. Badli. Trainee/Apprentice/Learner. Contract Employee.

( Should we add consultants also here)

PERMANENT EMPLOYEE/WORKMAN" He is appointed by the Company to fill a permanent post and has satisfactorily completed the probationary period of one year or such other extended period thereafter and whose appointment has been confirmed in writing by the Manager or such other officers duly authorized to do so, provided vacancy exists. (a) A "PROBATIONER" is an employee who is provisionally employed by the Company to fill a permanent vacancy. The period of probation shall be normally a period
2.2.

of one year. After satisfactory completion of the period of probation, the services of probationer will be confirmed in writing. The management at its discretion may terminate his services or extend the period of probation, in case his over all performance, work, conduct, attitude, attendance etc., are not satisfactory. (b) If a permanent employee is employed as a probationer in a new/higher post, he will be placed on probation for a period of 6 months extendable by 6 months. After the completion of such specified or extended probationary period, he may be confirmed in the new/higher post or reverted back to his original post, depending upon his overall satisfactory performance. (c) In case, any of the permanent post against which probationer is employed is abolished, during the probationary period, then the services of the probationer shall stand terminated automatically, without any notice or compensation. 2.3. "TEMPORARY EMPLOYEE / WORKMAN" is one who is employed to do work which is essentially of a temporary nature or employed for any work for a specified period not exceeding six months or as an additional employee in connection with the work of a permanent character due to exigencies of work. 2.4. "CASUAL EMPLOYEE / WORKMAN" is one who is employed for any work that is unforeseen, unexpected of essentially casual in nature or on work duration of period can not be determined. 2.5. BADLI" workman or employee is one who is employed in any job against the absence/leave of a permanent or probationary worker. 2.6. "TRAINEE / APPRENTICE /LEARNER" (Under the Management's Scheme) is a person who is permitted to learn a trade or skill for a period not exceeding One & half year depending on the training required. The Management shall display and issue a copy of the Apprentice Scheme with all the details. The Management reserves its right to modify or amend the scheme from time to time depending on the requirements. ( APPRENTICESHIP ACT 1961 - NO RIGHT OF EMPLOYMENT) 2.7. "CONTRACT EMPLOYEE" shall mean any person who is employed for a fixed period in the company's service and after the specified period of contract of service, the same shall automatically cease. ( SPECIFIC PERIOD SAY 6 MONTHS TO 3 YEARS ) 3. APPOINTMENTS:

3.1.1 All appointments of Employee / Employee will be made in writing by the Managing Director/General Manager or such other Officer duly authorized by the company.

3.1.A. The employment offered to the employees to work on his own discretion or his will on a mutually agreed terms and subject to the terms of this Standing Orders. 3.1. All candidates selected for employment shall furnish to the company a Medical Certificate of fitness issued by Medical Practitioner approved by the Company and two copies of passport size photos. 3.2. During employment, the Management may, at any time require any employee to be examined by the Company's Medical Officer, if any, or Government Medical Officer or Government Approved Medical Officer in the suspected cases of T.B, V.D Cancer, Aids, Heart Ailment etc., If on such examination the employee / employee is found suffering from any disease or complaint that is infectious or is of any objectionable nature in the opinion of the Medical Officer or is such that is liable to continuously or frequently interfere with the employee's normal duties or with the health of other employees, or found unfit to do the allotted work, the Management may terminate his services. 3.3. PROOF OF AGE:

Every employee / employee at the time of reporting to duty should give a certificate/declaration of the date of birth duly supported by any one of the following: 1. 2. 3. 4. 5. Extract from Register of Births and Deaths. Birth/Baptismal Certificate. School leaving Certificate. Matriculation Certificate. Medical Certificate.

On no account the age admitted by the Manager will be altered. 3.4. RESIDENTIAL ADDRESS:

All Employees are required to intimate in writing any change in their residential address. In the absence of such intimation it will be presumed that the last address known to the Company as the current and correct address. 4. ATTENDANCE AND LATE COMING: 4.1. Every Employee / Workman shall record his daily attendance in the manner prescribed by the management from time to time. 4.2. Identity Card: Identity Card shall include ticket pass or token.

The days on which any category of worker work in the factory shall be noted on his ticket/Card/Token.

The Ticket/Card/Token shall be delivered at the gate and the card shall be presented to the department supervisor for entering the days on which any category of workmen worked in the Department, duly signed by a supervisor of the department or any authorized staff. 4.3. No Employee/Workman shall leave the premises during the working hours without prior written permission from the manager or such other officer who is duly authorized. 4.4. Every Employee/Workman shall be at his place of work at the time fixed for the start of his shift. 4.5. Employee/Workman coming later than 10 minutes is liable to be kept outside the gate unless permitted by the express permission of the manager or any other officer duly authorized. The Management shall be entitled to deduct wages for the period of late attendance. 5. SEARCH: 5.1. All Employee / Workman while entering or leaving the premises of the factory or any time, while in the premises of the factory or establishment are liable to be searched by a member of security department or any other personnel authorized by the management to do so. 5.2. No package/Tiffin box or any package of food will be allowed to be taken to the work place. Tiffin boxes and package of goods should be kept in the rest room/the security department at the entrance / or such other place as the manager shall specify from time to time. 6. SHIFT WORKING: 6.1. Shift working shall be in accordance with the provisions of the Factories Act, 1948 and its amendments from time to time. However, the number of hours of each shift shall be decided at the discretion of the Management, subject to the Provisions of Factories Act. 6.2. More than one shift may be worked in a department or departments or any section of a department of the Factory or Establishment, at the discretion of the Management. If more than one shift is worked the employee / workman shall be liable to be transferred from one shift to another and such employee / workman will be given two days notice by displaying a notice in the Notice Board. It is the duty of the employees to leave the premises of the factory on completion of his shift. If any employees continue to be in the factory premises it will be deemed as unauthorized and action will be taken as per the terms of the Certified Standing Orders. 6.3. In case of discontinuance of any shift, if any workman is to be laid off or retrenched, such lay-off or retrenchment shall be effected in accordance with the provisions of the Industrial Disputes Act, 1947 and the rules thereunder. If shift working is restarted, the

workman shall be given notice and re-employed or employed afresh in accordance with the said act and the rules thereunder. 7. HOURS OF WORK, HOLIDAYS AND OVERTIME: 7.1. The periods of hours of work for all categories of employees / workmen shall be as per the provisions of the Factories Act, 1948 and the same will be exhibited on the Notice Board from time to time. 7.2. The management reserves the right to change periods of hours of work, number of shifts, shift timings, work on all the days of the week with staggered weekly holidays system etc., at its discretion for any reason whatsoever subject to the provisions of the Factories Act. 7.3. Weekly Holidays and substitute weekly holidays will be given subject to the provisions of the Factories Act, 1948 restrictions or supply of power from TNEB 7.4. Holidays with pay will be allowed in a year to employee / workman in accordance with the Tamilnadu Industrial Establishment (National and Festival Holidays) Act. However, the existing privilege will not be curtailed. List showing the prescribed festival and other holidays will be pasted on the Notice Board. 7.5. Subject to the Factories Act, 1948 the management reserves the right to require any employee to work overtime in any shift on a working day or work on a weekly holiday and give substitute holiday. Refusal to do such overtime work or work on a holiday will be considered as disobedience to a lawful order of the Management. 8. LEAVE: a. Leave with Wages will be allowed to an employee / workman in accordance with the provisions of the Factories Act, 1948 and the Tamilnadu Factory Rules framed thereunder. b. Grant of any leave to a workman shall depend upon the exigencies of work in the factory/company and shall be at the discretion of the Manager. A workman who desires to obtain leave or absence shall apply in advance to the Manager, in writing in the prescribed form, if any, or to any other person appointed by the Manager for this purpose who, if he thinks fit may grant him leave, such application for leave should be made three days before the date from which the leave is to commence, except in urgent or unforeseen circumstances when it is not possible to do so. The Manager or the Officer empowered by the Manager in this behalf shall issue orders on such application and in case of urgent nature, immediately. If the leave asked for is granted, a leave pass showing the date of commencement of the leave and the date on which the workman shall have to resume duty shall be issued to the workman. If the leave is refused or postponed, the reasons therefore, will be recorded in the application, and copy of the entry so made in the application shall be given to the workman, if he desires to have it.
c.

If the workman who has proceeded on leave desires a extension thereof, he shall apply to the Manager in writing or to the person authorized, who shall send a written reply either granting or refusing the extension of leave to the workman, if his address is available and if such reply is likely to reach him before the expiry of the original leave granted to him. Any application for extension of leave of absence received after or at the expiry of the original leave granted to him. Any application for extension of leave of absence received after or at the expiry of the original leave of absence shall not be considered.
d.

e. In case the workman remains absent beyond the period of leave originally granted or subsequently extended, he shall lose his lien on his appointment unless he returns or does not communicate the reasons within 8 days (working) of the expiry of the leave and explains to the satisfaction of the Manager his inability to return before the expiry of the leave. f. In case the workman remaining absent for eight working days without applying and sanction of leave shall automatically lose his lien or his appointment and shall be treated as having left the services of the company on his own accord.

LEAVE RULES:

In addition to this, the procedure for leave will be given separately which will be treated as part and parcel of this standing orders.

(AGREEMENT) Sri./Smt.. is hereby informed that with reference to his / her application, pursuant to our advertisement in. / /19 pertaining to the Scheme of Apprenticeship framed under Standing Orders and the subsequent interview he/she had with us, Departments . with effect fromfor a period not exceeding . months on the following terms. 1. His / Her period of APPRENTICESHIP shall be from .to . 2. Though the period of training of Apprenticeship is for . months, if he/she is not found suitable for further training his / her training shall be discontinued and / or determined at any time at the sole discretion of the undertaking and the decision of the undertaking shall be final and binding upon him. 3. The undertaking does not guarantee employment to the Apprentice/ Trainee on completion of months period of Apprenticeship / Training and he /she shall be free to look for employment elsewhere the industry. 4. During the period of Apprenticeship / Training, his / her relation with the undertaking shall not be that of an employee and employer, but that of pupil and teacher. 5. He / she shall be under the supervision and training of the head of the department and his assistants, who shall be in charge of the training. 6. He / she shall observe all rules of discipline of the undertaking in force from time to time and shall diligently observe all the rules of safety. 7. He / she shall not, during the course of his/her apprenticeship/training damage, misuse any of the property of the undertaking. 8. In case of any injury, during the period of apprenticeship / training in the precients of the establishment of undertakings, the same shall be determined under the provisions of the Employee's Compensation Act, 1923. 9. He / She shall be paid STIPEND of Rs. . Per Month/Per Day (Rupees.. only). 10. The trainee is required to confirm the terms of appointment as a trainee by attesting his signature /L.H.T.I herein below information. 11. The apprentice after successful training period shall have to agree towards a minimum period of three years. For MANAGER I Confirm The Above

(Signature / L.H.T.I of the Applicant)

To Sri/Smt. . .. TITLE:

This Scheme shall be called "__________________________________" APPRENTICE SCHEME.

OBJECT:

The object of the scheme is to enable the management of the factory to select persons from among those who are trained in the factory with latest and improved machinery. ELIGIBILITY:

Only person declared medically fit and who have completed eighteen years of age, capable of understanding instructions give desirous of taking up occupation in tailoring industry as his carrier, and who has not been convicted for any offences by court of law will be admitted to the scheme.

PERIOD OF APPRENTICE TRAINING:

The period of Apprenticeship shall be not less than _______ months divided into 3 stages of ____to _____ months each. During this period the apprentice will be give practical training in the department or section to which he is attached. Any apprentice picking up work quickly in any stage may be allowed to the next stage, while those who are not able to pick up the work expected of him in any particular stage, may be allowed to remain in that stage for an extended period. However, every apprentice has to undergo training for not less than ______ months or such other extended period as per terms of Apprentice Appointment Order. ( PERIOD OF APPRENTICE )

PROGRESS IN APPRENTICE TRAINING:

To assess the progress made by the apprentice appropriate tests shall be given to them once in every __________ months.

DISONTINUANCE OR TERMINATION OF APPRENTICE TRAINING:

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The management may discontinue or terminate the apprentice scheme. Apprentice at any time without notice, if it is found that the Apprentice has not made any or sufficient progress in his Apprentice training or that his character and / or conduct is not satisfactory or that his attendance is bad or for any other reasonable cause.

RULES OF CONDUCT AND DISCIPLINE:

1. He shall attend the factory punctually at the specified hours learn the work assigned in a through and diligent manner and always remain faithful to the management of the factory. 2. He shall strictly adhere to the instructions given to him and shall not disobey the same or other orders. 3. He shall not meddle or interfere with any machine or apparatus not entrusted to him, or in which he is not concerned. 4. He shall not absent himself from work. Any learner who absents himself for (3) three or more days will be deemed to have abandoned his learning or training voluntarily on his own accord. 5. He shall not leave his place of work, nor loiter in the factory premises, not sleep while learning, nor commit any theft, fraud or dishonesty in connection with the company's property. 6. He shall not resort to strike or incite others to strike work or stage demonstrations either alone or in company with others. 7. He shall not refuse to receive any communication or notice offered by the company. 8. He shall not collect any money inside the factory, or indulge in any riotous or disorderly behavior in the factory premises, shall not smoke within the factory premises, and shall not distribute or exhibit within the factory premises any bill or posters or pamphlets. 9. He shall not commit any damage to any work in process or to any property of the company. 10. He shall not commit any act subversive of discipline, which is pre judicial to the interest of the company. 11. He shall not threaten or abuse, intimidate or assault any employee of the factory at any time if it is in connection with any matter about service in the factory. 12. Conviction by any court of law for any criminal offence shall be regarded as an act warranting stoppage of learning or training forthwith.

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13. He shall not make any false, malicious or vicious statements public or otherwise against the factory or its directions, officers or employees. 14. He shall not commit any mistake or indulge in any Act, which is prejudicial to help, or cleanliness. 15. He shall not leave the factory premises without being searched. 16. Insubordination 17. Will not refuse any authorised work given to him by his supervisors/manager or any such authorized person STIPEND DURING APPRENTICE TRAINING PERIOD

It is made clear to all Apprentices admitted to the Scheme that they are not entitled for any remuneration during the training period. They are only apprentice meant for learning and will be paid as STIPEND, which is inclusive of cost of living allowance, in terms, of minimum wages notification for our Industry i.e., 75% of the Minimum Wages (Basic and D.A) Notification applicable to the Industry. I II III STAGE STAGE STAGE 3 TO 6 MONTHS 3 TO 6 MONTHS 6 MONTHS RS. RS. RS. FOR FOR FOR

EMPLOYMENT OPPORTUNITIES:

No apprentice after completion of his Apprentice Scheme period can claim employment in the factory as a matter of right, however, subject to the availability of vacancies and the discretion of the management, Apprentices who satisfactorily completes the 12 months or such extended period of Apprenticeship/Training may be employed as regular employee of the factory. RIGHTS OF APPRENTICES:

The apprentices are meant only to learn work and as such they are not workmen of the factory and are not employee of the factory. They are not eligible or any rights or benefits that are available to the workmen of the factory. They are governed by the terms of this scheme only.

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The period of apprentices shall not be counted as period of service in factory. 9. STOPPAGE OF WORK: a. The company at any time in the event of fire, catastrophe, breakdown of machinerys, stoppage of power or insufficiency of raw materials, lack of power or orders, process congestion, accumulation of stocks whether sectional or otherwise or any trade reason of any cause whatever beyond the control of the company stop the working of any section or sections thereof wholly or partially for any period or period as per Law. b. In the event of such stoppage, during working hours the workmen affected shall be notified by notices put upon the Notice Board in the Departments concerned or at the office of the Manager as soon as practicable and whether they are to remain or leave their place of work. The workman shall not ordinarily be required to remain for more than two hours after the commencement of stoppage. If the period of detention exceeds one hour, the workman so detained shall be entitled to receive wages for whole of the time during which they are detained as a result of stoppage unless they are laid-off. If the period of detention does not exceed one hour, the workmen so detained shall not be entitled to receive wages for the period of detention. In case of piece rate workers the average daily earnings of the previous month will be taken to be the daily wages. c. The employer may in the event of stoppage of work affecting either wholly or partially any section or sections of a department of the establishment, close down either wholly or partially, such section or department or any other section or department affected by such closing down. The fact of such closure shall be notified by notices put upon the notice board in the section or department concerned and in the Time Keeper's office as soon as practicable. The workman concerned shall be notified by a general notice prior to resumption of work as to when work will be resumed. d. The Company reserves the right that it may at any time for all or for any of the reasons enumerated in the above paragraph, lay-off or retrench, subject to the provisions of the Industrial Disputes Act, 1947. For the purpose of eligibility and payment of compensation, Section 25B, 25C, 25D, 25E and 25F of the Industrial Disputes Act shall apply. If during any period of 12 months a workman is laid-off for more than 45 days continuously no compensation is payable for subsequent period of lay-off after the expiry of the first 45 days. In case, if any lay off compensation is paid beyond 45 days in a period of 12 months, the management, is entitled to deduct the same if it retrenches any workmen who are laidoff during such period. 10. TERMINATION OF EMPLOYMENT: 10.1. The services of permanent employee may be terminated either by the Management or by the employee with one months notice in respect of monthly rated employees, two weeks notice in respect of daily rated employees, or pay in lieu of notice, subject to Law. ( THE NOTICE TO BE GIVEN TO THE EMPLOYEE & THE NOTICE ISSUED TO THE EMPLOYEE )

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10.2. The services of a Probationary, Temporary, Casual Workman / Employee / Trainee may be terminated at any time during or on the expiry of such probationary or temporary or training period without notice compensation and without assigning and without any reason. 10.3. The Product manufactured by the company is of high value and if any workman spoils or manufactures any defective product using the Raw material will have to pay the same and same will be deducted from the salary. If the same is repeated his services will be terminated after conducting domestic enquiry. 11. TRANSFER: 11.1. An employee / Workman shall be liable to be transferred from one job to another in any department of section of department in the factory as the Management may decide at its discretion. To any other location / company / sister concerns where the business of the employer is being undertaken 11.2. All the terms and conditions of the transfer shall be specifically mentioned in the Appointment Order. 11.3. For any lawful reason Employee / Workmen may be called upon temporarily to do any other kind of work other than their usual jobs and they shall not refuse to do such jobs if it does not involve more skill than their present jobs, nor shall they refuse such transfer. The wages of such employees shall not be reduced. 12. INCREMENTS: 12.1. Increments in the scales of wages, if any, are not automatic and it shall be earned by workmen, which is based on their work, attendance and conduct. No increment will be withheld without giving the workmen a reasonable opportunity to represent against such action. The Management reserves the right to give double increment in the same scale grade to any employee for exceptional merit in a year. 12.2. Subject to the provisions of the Payment of Wages Act, the Management reserves the right to withhold an employee's increment, if, in its opinion his work, conduct or attendance is not satisfactory subject to provision of Law. 12.3. Annual increment will be considered only when it falls due in respect of the workmen concerned, on the basis of their date of appointment. 13. PROMOTION POLICY: Employee's promotion to a higher grade / skill is the executive right and function of the Management. While promoting an employee his merits and seniority will be considered as main criteria. In deciding merit factor, the employee's / Workman's qualification, efficiency and attendance, past service records shall be taken in to consideration.

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14. RETIREMENT / SUPERANNUATION: The age of superannuating shall be 58 years and every employee/workman attaining the said age/service shall be retired from services and no workman shall have any claim to be continued in the service of the company thereafter. ( RE-EMPLOYMENT OF SUCH RETIRED PERSONS)

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15. INVENTIONS: 15.1. Any discovery, invention or improvement whatsoever relating to design of company's products or any process or methods, techniques or any appliance or plan available for manufacture carried on or experimented upon by our company or by any firm or company or in which our company has any interest direct or indirect made by a workman / employee while in the service of the company will be forthwith communicated to the company by him. The Workman / Employee must furnish at the request and expense of the company all particulars thereof. 16. PAYMENT OF WAGES AND DEDUCTIONS: 16.1. All workman / Employee will be paid wages on a working day in accordance with the Payment of Wages Act, 1936 and Rules thereunder. Notice specifying the payday shall be displayed on the Company's Notice Board. 16.2. An Employee / Workman shall check his wages immediately following its receipt. No claim for shortage will be considered once the recipient has left the presence of the person who has made the payment. 16.3. Payment of dues to such employees as have left the services of the company due either to their resignations or termination by the company shall be made within 2 days of such action but after the employee has obtained a clearance certificate from the concerned department of the company. 16.4. Authorized deductions from the salaries / wages made to employee will be in accordance with the Payment of Wages Act, 1936 and the Rules thereunder. 17. LAY OFF AND RETRENCHMENT: 17.1. The management reserves the right to lay-off any workman / employee or retrench any workman / employee or for bonafide reasons whatsoever and also for such reasons mentioned in the Industrial Dispute Act, 1947. 17.2. The compensation payable and procedure to be followed down for lay-off and retrenchment under the Industrial Disputes Act, 1947 shall be followed. 18. SAFETY HEALTH AND HYGIENE: Strict observance of all safety instructions by the Workmen/Employee is obligatory. Workman / Employee shall not, unless specifically authorized interfere with any safety device or adjust any machine under power or in motion. Where the company provides protective clothing or appliance for safety of the workman / Employee, these shall be worn by whosoever engaged in the job for which these have been provided otherwise the employee concerned shall be liable to disciplinary action. It is obligatory on the part of the

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Management to train the employees in usage of First Aid, Fire Fighting, usage of safety equipment devices. All Employees shall have to agree to undergo the above training. 19. ACCIDENTS: Any workman / Employee sustaining an injury during the course of his work shall immediately bring it to the notice of Foreman, Supervisor, Departmental Head, or Manager for necessary action. All such injuries shall be entered in the register kept for the purpose by the management. 20. ESSENTIAL SERVICES: The following personnel shall form the essential services and they shall be on duty at all times at all times of emergency including occurrence of fire, catastrophe, epidemics, civil commotion, strike, rioting, lockout etc., for the permanent good of the establishment and its workmen. a. b. c. d. e. f. Watch and Ward and fire brigade personnel. Electrical/Mechanical and Maintenance Personnel. Water supply and Medical Personnel. Telephone Operators / Telex operators, drivers and sweepers. Medical Staff. Time keeping, Payroll and Cash Staff.

(PERSONAL ASSISTANTS TO M.D/ DIRECTORS/MANAGERS CANTEEN AND CANTEEN PERSONNEL BOILER HOUSE & TURBINE HOUSE PERSONNEL GENERATOR SECTION ANY OTHER SERVICES WHICH REQUIRES TO BE CARRIED ON CONTINUOUSLY OR DECLARED AS ESSENTIAL EMERGENCY SERVICE BY MANAGEMENT) 21. OTHER EMPLOYMENT: No workman / employee while in the service of the company or under suspension for any misconduct is allowed to accept other employment or undertake any work of service, either directly or indirectly, honorary or otherwise. Subject to the provisions of any enactment of rule in force in the state for the state for the time being, the decision of the manager upon any question arising out of, in connection with or incidental to these Standing Orders shall be final. 22. DUTIES AND OBLIGATIONS: 22.1. Every workman / employee shall devote his full time of work to the company diligently and faithfully and observe the rules and regulations contained therein as well as

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other instructions, directions, stipulations which are being issued from time to time by the company. 22.2. No workman /employee shall reveal any confidential matter regarding the company's business which has become known to the workman / employee in the course of his employment with the company. ( REVEAL TO ANY OTHER COMPANY/ OUTSIDERS ) 22.3. A workman / employee shall not undertake any assignment, employment or business outside his employment without the Company's specific approval in writing. 22.4. A workman / employee shall be courteous to their superiors fellow workmen and visitors and business people. 22.5. The employee shall wear protective devices furnished by the management. The protective devices are the property of the company and they must not be taken out of the factory / office premises under any circumstances unless for on duty work. 22.6. Each workman / employee shall be responsible for and shall take proper care of machines, plants, tools, jigs, fixtures etc., generally and specifically entrusted to him. Workman / Employee shall not take out of the premises any articles, documents, drawings belonging to the company without a pass in the prescribed form issued by the management. 22.7. Workman / Employee shall take all necessary precautions to safeguard the company's property or prevent accident or damage to it. Workmen shall report any occurrence which he may notice which may cause danger to himself or to other workmen or might result in damage to companies property. 22.8. Workmen / Employees working in shifts shall leave the place of work only after their reliever has taken charge of their duties, otherwise report to supervisor for alternative arrangement in the interest of uninterrupted working of the machine. The management reserves the right to call any workman / employee according to exigencies of work, to work on a weekly day of rest or on a declared holiday. In case of work on a weekly day of rest, he will be given a substitute off as per the Factories Act and work on the declared holiday he will e given a substitute off as per the provision of the Tamilnadu Industrial Establishments (National & Festival Holidays) Act.
22.9.

22.10. All workman / employee shall produce a satisfactory evidence of age. 22.11. Every workman / employee shall be prepared to and agreeable to perform even a lower classified job when asked by the management in the interest of uninterrupted and productive working of the plant / company. 22.12. A workman / employee is liable to perform all jobs which are ancillary to, incidental to or connected with or preliminary to his main duties.

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22.13. A workman / employee is required to strictly abide by the discipline of the factory without fail. He must not also get himself involved directly or indirectly in any act of subversive of discipline like abusing, threatening, stopping other workman/Employee from coming to work, assaulting or fighting etc., 22.14. A workman /Employee must not indulge in or cause others to indulge in slowing down production. A workman /employee must not indulge in and or force or cause others indulge in any prejudicial activities inside the premises. Example Holding meetings, canvassing for union, raising union subscription, shouting slogans, leading or participating in processions, distribution or display of posters or leaflets, wearing black armbands/ head bands, moving around with badges displaying demands etc., inside the factory/office premises.
22.15.

22.16. A workman/Employee shall not enter the factory premises outside the duty hours unless he is required and sent for by any of his superiors in the management. 22.17. No Workman/Employee shall waste or idle away time during his duty hours through gossiping with co-workers, moving here and there without any work, business or sitting idle. 22.18. No Workman/Employee shall defame his employer and /or any of the superior officers for any reasons whatsoever. 22.19. Without 7 days notice, if ten or more workers remain absent in a concerned manner or after reporting for work resort to stoppage of work without any valid reasonable cause or in breach of any standing orders or agreement, the management shall be entitled to deduction of days wages in lieu of notice or for breach of agreement. 22.20. Check the present standing orders for more clauses 23. NOTICE OF STRIKE No workman/ employee / group of employees / departments shall go on strike without giving to the Management 14 days notice in writing of his intention to resort to strike.

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24. SEXUAL HARASSMENT: a. Sexual Harassment Broadly means:

Any unwelcome sexually determined behaviour whether direct or implied will fall within the definition of sexual harassment. This will include demand or request for sexual favors, sexually colored remarks, physical contact, advances, showing pornography including obscene screen saver, wall paper etc. b. Company wants to ensure that the working environment supports an employees dignity, respect and prohibits such behaviour against its employees by any of its employees, vendors or clients. c. Company will take an extremely stern view of any act that is detrimental to an Individuals dignity. d. Redressal Mechanism

Complaints relating to Sexual Harassment and any other related issues should be reported to the Complaint Officer or the Personnel officer (Personnel Officer) of the concerned location. A committee shall be formed in the Factory. The committee shall comprise of women employees and shall include a woman from any non-Governmental Organization working for the cause of women. The committee shall conduct enquiry on the compliant received. The findings of enquiry should be forwarded by committee to the Board within 3 working days and the disciplinary authority shall initiate immediately disciplinary action against such erring workmen/employee and if found guilty he should be dealt with in accordance with the provisions of these Standing Orders. In cases where the offender is a Clients or Prospective Clients employee, a formal complaint will be lodged with the appropriate authorities for redressal by Compliant Officer or Personal Officer and will be actively pursued. This will be apart from pre-emotive action taken by Compliant Officer or Personal Officer to avoid any recurrence. In case the complainant is not satisfied with the action taken by Complaint officer or Personal Officer, the complaint should be escalated directly to Compliant Committee for redressal write long form. e. Review by the Board of Directors

The Board will review all complaints and actions in respect of Sexual Harassment in its quarterly meetings.

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24.A. ANTI - DISCRIMINATION POLICY: Company shall not discriminate/ restricts the employees in recruitment, employment/working on the basis of CASTE/ CREED/ RELGION/ NATIONAL ORGIN/ POLITICAL AFFLIATIONS / GENDER/AGE/RACE OR ETHNIC GROUP subject to suitability of the employees to the employment and conforming to the requirement of existing Law of the Land.
25.

MISDEMEANOUR:

(MISDEMEANOR)

25.1. An employee / workman may be warned or censured for under noted offences after giving him an opportunity to be heard, action as mentioned in the Payment of Wages Act, 1936 may also be taken against him for any of the under noted offences. a. Late attendance b. Negligence in performing duties c. Neglect of work d. Absence without leave or without sufficient cause from the appointed place of work. e. Entering or leaving or attempting to enter or leave the premises of the establishment except by a gate or entrance appointed. f. Committing nuisance on the premises of the establishment. g. Breach of any rule or instruction for maintenance of running of machines 26. MISCONDUCT: The following Acts on the part of the workmen/employees shall without being exhaustive, constitute misconducts whether alone or in combination and shall render the workman / employee liable for disciplinary action and award of appropriate punishments. 26.1. Willful in subordination or disobedience, whether alone or in combination with others to any of the lawful and reasonable order or orders of the superiors. 26.2. Theft, fraud or misappropriation of company's funds dishonesty in connection with the employer's business or property. 26.3. Theft of property of another workman / employee within the premises of the company. 26.4. 26.5. 26.6. Willful damage to or loss of employer's goods or property. Taking or giving of any illegal gratifications. Habitual late attendance or late attendance on more than 3 occasions in a month.

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26.7. Habitual breach of any order or rules and regulations or instructions for maintenance and running of any department or the maintenance of cleanliness of any portion of the company. 26.8. Misbehavior towards customers and visitors.

26.9. Riotous or disorderly behaviour towards superiors, co-workers during working hours in the premises of business of the company or outside or any act subversive of discipline in connection with work of the factory / work. 26.10. Habitual absence from work without sanction of leave or absence without sanction of leave for more than 8 working days. 26.11. Habitual negligence or neglect of work. 26.12. Frequent repetition of any act or omission for which a fine may be imposed under the Payment of Wages Act, 1936. 26.13. Striking work singly or in combination with others or inciting others to strike work in contravention of the provisions of any law or rule having the forces of law/or any contract including the implied contract of appointment to attend and to work. 26.14. Tempering with any records, evidence, threatening the witnesses, falsifying or refusing to give testimony when incidents in the undertaking or other matters are being investigated or being considered. ( TAMPERING ) 26.15. False statements made or particulars given in his application form for appointment or when called upon by the management to make a true statements of any fact in connection with any matter connected with the work or business of the company. 26.16. Sleeping while on duty. 26.17. Absenting from work spot without proper authority and/ or permission during duty hours or idling away. 26.18. Adopting, participation, instigating, encouraging abetting go slow tactics. 26.19. Carrying lethal weapons, fighting or attempting bodily injury to other workman. 26.20. Drunkenness or conduct which violates common decency and morality. 26.21. Assaulting, abusing, threatening or intimidating, gheraoing any superior or any other workman / employee of the company, whether inside or outside the factory in connection with the work / business of the company.

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26.22. Gherao or wrongful confinement or coercion of staff / employee. 26.23. Playing cards and gambling within the premises. 26.24. Smoking and / or spitting within the premises of the company other than at the place where permitted. 26.25. Refusing to sign a statement or declaration given by himself or to receive or sign notices, warnings, memo etc., issued or given by any superior or the manager. 26.26. Conviction for any offence by a court of law, involving moral turpitude. 26.27. Obtaining leave on being sick and during the same period working elsewhere or attempting to obtain work elsewhere or obtain leave on false pretext. 26.28. Obstructing, preventing or intimidating any person from attending his or their normal work or from seeking employment. 26.29. Engaging in activities or giving false statement before any person or authority with the intention to cheat the company. 26.30. Refusal to submit for search or search on suspicion of theft of company's property. 26.31. Collection of any money within the premises for purpose not sanctioned by the management. 26.32. Handling any machinery apparatus not entrusted to his charge. 26.33. Refusal to work overtime due to exigencies of work. 26.34. Unauthorized disclosure, to any person, of any information with regard to the process of the company, which may come in the possession of workman in the course of his work. 26.35. Canvassing for union membership or for the collection of union dues inside the premises of the factory / company during the working hours of the company. 26.36. Holding meeting or shouting slogans or leading processions or demonstrations inside the premises of the company or distributing or accepting inside the premises hand bills, notices or pasting posters, abusing any superiors in the company. 26.37. Engaging in private work or trade within the premises of the company. 26.38. Refusal to submit for medical examination when directed to do so by the manager.

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26.39. Failure to observe safety instructions notified by the employer or interference with any safety device installed within the company. 26.40. While in employment, working for any other employer for any consideration or otherwise. 26.41. Failure to submit E.S.I information or sickness or the failure or furnish the management with the certificate of fitness. 26.42. Punching the time card of other workman / employee or to falsify the records in any manner in respect of attendance or Payment of Wages. 26.43. Habitually remaining in toilets for unreasonably long periods of time. 26.44. Falsifying and tampering with any official records. 26.45. Failure to report accident / injuries while on duty and / or failure to give evidence in respect of such accidents / injuries. 26.46. Failure to notify the company of change of address. 26.47. Refusal to accept any order of transfer / or to work any shift. 26.48. Committing nuisance at within primes of the Factory. 26.49. Entering the factory premises without permission and / or authority outside the duty hours. 26.50. Interfering in any manner with any of the management functions and / or right, or with the work of the other workmen / employees. 26.51. Remaining within the factory premises without permission and / or any official business after the authorized duty hours. 26.52. Allowing an unauthorized person to operate his machine. 26.53. Unauthorized use of a vehicle of the company and communication systems (like Telephone/Fax, etc.,) 26.54. Doing any act prejudicial to the interest of reputation of the company. 26.55. Loitering or leaving place of work without sufficient and reasonable cause and permission during the working hours. 26.56. Not taking proper care of the tools, gauges, jigs, fixtures, or any other company's property entrusted to him.

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26.57. Sudden stoppage of power, switching off electric power resulting in damage to company's property, machinery or plant. 26.58. Conduct which endangers the lives and safety of other workmen / employees. 26.59. Willfully allowing any unauthorized person to enter the premises outside the working hours of quarters. 26.60. Trespassing or forcible occupation of the company's premises outside the working hours of quarters. 26.61. Money lending or borrowing or running a chit funds scheme or engaging any kind of such trade within the premises of the company. 26.62. Deliberate abuse of any concessions or benefits or any leave privilege for the time being in force. 26.63. Any act which may be considered as misconduct in common parlance. 27. PUNISHMENT FOR MISCONDUCT:

The following punishments may be imposed for misdemeanor. 27.1. Censure or warning: Fine, subject to the provisions of the Payment of Wages Act. 27.2. The following punishments may be imposed for major misconduct: 1. 2. 3. 4. 5. 6. 28. Strict warning. Stoppage of increment. Demotion / reduction to a lower grade of post or lower stage in a scale of Wages. Suspension without wages for a period not exceeding four days Removal from service which does not disqualify for future employment Dismissal from service without notice. PROCEDURE FOR DISCIPLINARY ACTION:

28.1. An order of punishment including dismissal shall be made only after the workman / Employee concerned is informed in writing of the alleged misconduct and is given an opportunity to explain the circumstances alleged against him and after conducting the domestic enquiry wherein the charges are proved except when the misconduct is admitted in writing. During the domestic enquiry, the diligent employee / workman may have the assistance of any of his co-workman working in the company, if he is so desires in writing. However, no outsider will be allowed to assist diligent workman / employee in the enquiry.

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28.2. In awarding punishment under these rules and regulations, the management shall take into account the gravity of the misconduct and at the same time, may refer to the previous record of workman / employee and any extenuating or aggravating circumstances, if any. 28.3. A workman / employee may be at the discretion of the manager/management, suspended pending enquiry into any misconduct. 28.4. a) A workman under suspension pending enquiry shall be entitled to subsistence allowance in accordance with Law. b) The payment of subsistence allowance will be subject to the provisions of the Industrial Employment (Standing Orders) Act, 1946 and the rules thereunder on a written declaration by the workman / employee that he is not engaged in any other employment, business, profession or vocation. c) If after enquiry, a workman / employee is adjudged guilty of the misconduct alleged against him and punishment is awarded, the workman shall not be entitled to any remuneration for such period other than the subsistence allowance already paid to him. If penalty other than dismissal or removal is imposed on him, the punishing authority shall, by order, decide as to how the period guilty of the alleged misconduct, he shall be reinstated in his post and shall be paid the difference between the subsistence allowance already paid the emoluments which he would have received if he had not been suspended, the period of suspension being treated as on duty. 28.5. If on account of the action taken or proposed to be taken against the workman / employee it becomes necessary to obtain the approval or permission of any authority under Section 33 of the Industrial Disputes Act, 1947 the workman may be suspended from work without subsistence allowance or wages till the grant of such approval or permission by the concerned authority. If the workman has already been suspended from the work the work pending enquiry, the suspension shall continue till the grant of approval of permission as aforesaid. 29. COMPLAINTS: All complaints arising out of his employment, including those relating to unfair treatment or wrongful exertion on the part of the employer or his agent or his servant shall be submitted by the employee / workman to the factory manager or such other officer or officers of the company. The factory managers or such other officer shall personally investigate the complaints at such times and places as he may fix and the complainant employee / workman or the recognized association shall have the right to be present at such investigation. The decision of the investigation officer and the action, if any taken by him shall be intimated directly to the complainant or through his recognized association provided the complaint relating to:

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a. Assault or abuse by any person holding a supervisory position. b. Refusal of any application for urgent leave shall be enquired into without available delay by the factory manager or such other officer or officers as may be appointed. 30. NOTICE AND COMMUNICATION:

Service of any communication, notice or order to a workman / employee shall be deemed sufficient if it is sent to the last known address of the employee by registered post with acknowledgment due and exhibiting a copy of the same on the notice board of the company. 31.
31.1.

NOTICE PROCEDURE OF:

Notice to be exhibited or given under these rules and regulations shall be in English and Tamil. 31.2. A workman / employee shall receive any notice or memo which the management may seek to serve upon him from time to time. 31.3. If a workman / employee refuses to receive any notice or memo, the person serving the same shall in the presence of at least one witness make an endorsement to that effect to the notice or memo, with particulars of date and time of refusal and put his signature and obtain the signature of witness thereunder and a copy of the notice may be pasted on the Notice Board and sent to the concerned person by registered post with acknowledgment due to the last known address and this shall be deemed sufficient proof of his having received the same. 31.4. General notices required by these orders shall be given by pasting the same on the notice board of the company maintained for such purposes. Important notices concerning individual workman / employee including notice conveying decision to terminate his services shall be served on the last known address or handed over to the personally or as per the following paragraph. Where a workman / employee is not available for service of any such notice or memo or order, it shall be deemed sufficient service of notice, if such notice memo order by registered post acknowledgment due is posted to his last known address, a copy of the same is put on the notice board of the company. 31.5. Any notice, order, charge sheet, communication or intimation which is personal / official etc., addressed to workman / employee shall be given in English and shall if he so desires, be explained to him in the language which he understands.

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32.

ENFORCEMENT:

The factory manager / departmental head concerned shall be held responsible for the proper and faithful observance and enforcement of the standing orders and of these special rules made under the Tamilnadu Factories Rules the Supervisors and such other Officers as may be authorized by the Factory Manager shall also be held responsible for the faithful observance and enforcement of these Standing Orders. A copy of these Standing Orders shall be pasted in the time keeper's office and or in all departments, notice boards and in such other places in the premises of the company as it decides, both in English and in the language understood by the majority of the employee/workman and shall be always kept in legible condition. LEAVE RULES AND HOLIDAY The leave rules shall form a part and parcel of the Standing Orders / Service Rules and Regulations. It shall apply to all categories of workmen and staff of And shall come into force as provided in Section 7 of the Industrial Employment (Standing Orders) Act, 1946. 1. DEFINITION: a. "YEAR" means the calendar year. b. " PER ANNUM" means is construed with reference to the calendar year. c. "STAFF" means and includes persons defined as "EMPLOYEE" 2. PRIVILEGE LEAVE WITH SALARY: Every employee / staff member will be entitled to leave with salary as follows: ELIGIBILITY: Every employee / staff member who has worked for 240 days or more, in a calendar year, shall be entitled during the following calendar year, leave with the salary mentioned under clause 2 ( c).
a.

b. Every employee / staff member who has joined otherwise than on First January in any year shall also be entitled in the following year to leave with wage, if he had worked for two thirds of the total number of the remainder of the days in the calendar year as mentioned under Clause 2 (c). PREIVILEGE LEAVE RATE: Every employee / staff member who is qualified and eligible for leave with salary as above shall be entitled to leave with salary at the rate of one day for every 20 days of work done.
c.

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d. Privilege leave with salary may be accumulated to a maximum of 60 days, privilege leave should be availed in not more than three installments in a calendar year. e. If a staff member is having more than 15 days of leave with salary to his credit, then he may be allowed to encash the balance of leave with salary standing to his credit. f. A staff member who is discharged, dismissed, resigns or otherwise quits/upon terminating his services, shall be entitled to encashment of un-availed leave with salary and sick leave standing to his credit. g. In computing the period of any notice of termination required to be issued under the Service Rules of the company, the unavailed leave shall be excluded. ( ELIGIBLE SICK LEAVE )
3.

NATIONAL AND FESTIVAL HOLIDAYS:

Every employee / staff member shall be entitled to 3 National and 6 Festival Holidays including May day as per the provisions of the Industrial Establishments (National and Festival Holidays) Act, 1953 in respective states. ELIGIBILITY FOR FESTIVAL HOLIDAYS WITH SALARY:

If a employee/staff member has worked for 30 days during the period of 90 days immediately prior to any declared festival holidays with salary such Employee shall be eligible for salary for the Festival Holidays. No substitute of holiday shall be given, if any of the National or Festival Holiday fall on weekly holidays.
4.

MATERNITY LEAVES:

Every woman employee who is covered under the E.S.I act, will be entitled to maternity leave as per E.S.I Act with salary for a period of 12 weeks that is six weeks up to and including the days of delivery and thereafter six weeks immediately following that day. 5. ELIGIBILITY FOR MATERNITY LEAVE:

The employee concerned must have worked in the establishment at least for a period of not less than 160 days in a period of 12 months immediately preceding the date of her expected delivery. Other benefits are as per the provisions made under the Maternity Benefit Act, 1961.

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BOND This bond is made this the_______________________________________________Day of _______ 2000/2001 by Mr._______ Son of ________________________ residing

at______________________________ (Herein after called Surety) withnesseth that the obliger is held and firmly bound to the _______________________ having its office at___________________________________________________ (hereafter called the obliger) for the sum of Rs(Rupees___________________________) to be paid to the said company (___________________________________________) for which payments the obliger and his surety jointly and severally bind themselves by the Bond. (OBLIGER)

(OBLIGEE)

(SURETY)

FORM - I The Deputy Labour Commissioner, The Certifying Officer, Sir, Under the provisions of Section 3 of the Industrial Employment (Standing Orders) Act, 1936, I enclose five copies of the Draft Standing Orders proposed by me for adopting in M/S. , and Industrial establishment owned/controlled by me, with the
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request that these orders may be certified under the terms of the Act. I also enclose a statement giving the particulars prescribed in Rule 5 of the Tamilnadu Industrial Employment Rules - 1960. For

Employer/Manager.

The prescribed particulars of workmen, for the purposes of sub-section (3) of Section 3 of the Act, shall be,1. Total number employed. 2. Number of Permanent Workmen. 3. Number of Temporary Workmen. 4. Number of Casual Workmen. -

5. Number of badlis or substitutes. 6. Number of Probationers. 7. Number of Apprentices. 8. Names of the Trade Union or Trade Unions, if any, to which the workmen belong. 9. For Remarks. -

Manager.

Date:

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