The Industrial Employment (Standing Orders) Act, 1946

The Industrial Employment (Standing Orders) Act, 1946

 

The Industrial Employment (Standing Orders) Act, 1946

Introduction

To avoid friction amongst the employers and workmen employed in an industry is the principal aim of Industrial Legislation in India. The Industrial Employment ( Standing Orders) Act, 1946 is one step further in the above direction. The Tripartite Indian Labour Conference held in 1947 emphasized the importance of making a law defining precisely the conditions of employment in order to bring about harmonious relations between employers and workmen. Before the enactment of the above Act the conditions of employment of workmen were governed by the terms and conditions of contract entered into between the employer and workmen which led to considerable function. It was also not unusual on the part of the employers in the industrial establishments to victimize the workmen in the absence of proper law protecting the legitimate interests of workmen.  Therefore, the steps, were taken by the Central Government to enact Industrial Employment ( Standing Orders) Act, 1946 with a view to afford protection to the workmen with regard to conditions of employment.

Object of the Act

The preamble of the Act clearly says that the ” Standing Orders shall deal with the conditions of employment of workers in an Industrial establishment. It is obligatory upon all employers covered by this Act to define precisely the conditions of employment under them which will govern relations between the employer and the employees and to make the said conditions known to the workmen employed by them”. The Act provides uniformity of terms of employment in respect of all employees belonging to the same category and discharging the same or similar work in an industrial establishment.

The aims of the Act have been:

  1. To define, with sufficient precision, the principal conditions of employment in industrial establishments under them adn to make the said conditions known to workmen employed by them.
  2. To regulate standards of conduct of the employers and employees so that labour-management relations could be improved.
  3. To maintain proper discipline, harmonious working conditions and achieve higher productivity by providing satisfactory employment and working conditions.
  4. To provide for redressal of grievances arising out of employment or relating to unfair treatment of wrongful exaction on the part of the employers against the employees.
  5. To specify the duties and responsibilities of both the employers and employees.
  6. To provide statutory sanctity importance to the Standing Orders.

The Industrial Employment (Standing Orders) Act, 1946
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