Prepared by: Niraj Kumar Sharma Roll No.

21 MBA Section A

Objectives of the Act standing orders Scope & Application of the Act Matters to be provided in standing orders Procedure for certification of standing order

To ensure that the terms and conditions of the employment are known to the employee and thus to minimize exploitation of the workers. To have uniform standing orders in respect to workers, factories, and working relationship To promote industrial peace and harmony by promoting fair industrial practices.

Conditions of employment--Conditions of recruitment, discharge, disciplinary actions, holydays, etc. To avoid disputes & vagueness in terms of employment. The rules made in this regard are known as STANDING ORDERS.

Applicable---Whole India [sec.1(2)] -Workers more or equal to 100 [sec.3(1)] Not Applicable---Provision chapter VII

Appellate Authority [sec.2(a)] Authority appointed by appropriate govt regarding to any appeal. Appropriate Govt [sec.2(b)] -central govt, Railway administration, Mine or Oilfield, Major port -State govt

certifying officer [sec. 2(c) ] A labour commissioner or a regional labour commissioner and includes other officer appointed to perform the functions of a certifying officer. Employer [sec.2(d)] -Manager of the factory [sec.7(1)] - Head of the dept -owner

Industrial establishment is the same as : section 2(i) of Payment of Wages Act (ii) Factory as defined in section 2(m) of Factories Act (iii) Railway (iv) Establishment of contractor who employs workmen for fulfilling contract with owner of an industrial establishment. [sec.2(e)]. Standing order [sec.2(g)] rules relating to matters set out in the schedule to the act.

Classification of workers Manner of intimating hour of work, holydays, pay days & wage rates. Shift working Attendance & late coming Conditions of, procedure in applying leave & holydays

Termination of employment. Suspension or dismissal etc. Transfers, Vacancies, Confirmation, retirement, etc.

Every employer covered under the Act has to prepare Standing Orders, covering the matters required in the Standing Orders. Five copies of these should be sent to Certifying Officer for approval. [section 3(1)]. Certifying Officer means Labour Commissioner and any officer appointed by Government to be Certifying Officer. [section 2(c)].

The Certifying Officer will inform the Union and workmen and hear their objections. After that, he will certify the Standing Orders for the industrial establishment. [section 5]. Till standing orders are certified, Model Standing Order prepared by Government will automatically apply. [section12A].

Standing order should be displayed in English and local language on special notice boards at or near entrance of the establishment. [section 9]. Modifications of Standing Order shall be done by following similar procedure. [section 10].

An organization offers contract jobs when a specific task needs to be completed. The major difference between a contract job and regular employment is the duration of the job, which is only until the project is complete. Offering contract jobs saves larger companies the time of looking for and hiring new employees as well as the money that a regular employee would receive in benefits. They are mainly of 3 types Temps The most common sort of contract employee are temps, or temporary employees. An organization that needs to fill temporary openings will often use a staffing agency, which is a company that keeps lists of employees who work in a certain type of field. Substitute teachers, secretaries, office workers and others can all be temps. If an opening needs to be filled, a temp agency will call up any of those people who are on the list and ask them if they'd like to take the temporary position that's currently available. The staffing agency simply goes down the list until finding someone willing to take the job for its client.

Freelancers Freelance workers, like those the name is taken from, are mercenaries. These are often small agencies, or independent workers who will do work on an assignment by assignment basis for a company. Writers, private security and advertising executives may be freelance workers. Freelancers are those who usually have some skill that is desired for a specific project, which is what makes them different from temps, who usually do unskilled labor or office work. Trial by Fire Fulfilling a number of contract jobs in a certain field often makes a person look much better as a prospective, permanent employee. As such, having a number of contract jobs on your job history shows that you can fulfil a position and complete objectives. In addition, many companies will offer contract jobs, and if a person is a good worker who meets deadlines, he may be offered a more permanent position with the company.

Aspect Competencies Experience Training Work Safety at work Pay differentials

Regular Worker More literate and skilled More Yes Less or normal More safe 6 to 8 times between lowest and highest paid in central public sector High

Contract Worker Less literate and skilled Less/None No Hard and ardous Less safe 6 to 10 times as compared to regular worker at same/similar skill level Low

Job Security

Unable to recruit regular workers Allow regular workers to specialize in important work Requires persons capable of doing specialized works Require persons with experience and expertise Need to adjust hiring practices due to changes in business conditions Require more workers because of extended business hours Require additional personnel on a daily or weekly basis Need to control labour costs Wish to re-employ older workers Substitute for regular workers on child care and family leave

Can put special qualifications and abilities to use Wish to earn more money Could not find a permanent position Not tied down to the organization Not tied down to the organization Working hours and working days are short Can choose own hours of work Want an easy job without much responsibility Want to defray education or household expenses Can strike a good balance between home life and other activities

The decision about giving it on contract depends upon the following points: Criticality of the job Whether or not the expertise is available with the organization Frequency of the job( if the job is frequently done then regular employees can be kept). Cost Considerations Legal Conditions of the territory

S.NO. 1 2 3 4 5 6 7 8 9 10 11 12

Type of Job National Security Property Security Mechanical Job Agricultural Job Construction Job Logistics Job Service Job Legal Auditing R&D Manufacturing Customer Support

Regular

Contractual

S.N. 13 14 15 16 17 18 19 20 21 22 23 24

Type of Job Decision Making Position House hold Architectural Engineering Maintenance Consultancy Healthcare Marketing Advertising Administration Law Enforcement Transport

Regular

Contractual