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The Industrial Employment (Standing Order) Act 1946
There was no uniformity in the condition of service of workers until this act was brought into force.
Absence of standing orders clearly defining the rights and obligations of the employees and workers in respect of terms of employment was found to be one of the most frequent causes of friction between employers and workers in many industrial establishments. (Rules of regulations
= 50). There was a need or provision of effective safeguard against unjust and wrong dismissal is therefore as much as in the interest of the industry and the workers
The labour investigation committee 1944, 1946 observed that an industrial workers has the right to know the terms and conditions under which he is employees and the rules of discipline he is expected to follow broadly speaking Indian Industry the rules of service are not definitely set out and like all unwritten laws, where they exit, they have been very elastic to suit the convenience of employees.
The Indian labour conference in its annual sessions held in 1944-45 requested the Government to have a law on this subject accordingly the act came into force on 1st April 1947
The objective of the Act is to require of the employees in industrial establishments to define with sufficient precision the condition of employment under them and to make said conditions known to the workman employed by them. The act was enacted
a) To bring about uniformity in the terms and conditions of employment
b) To minimise industrial conflicts
c) To foster harmonious relations between employees and workmen
d) To provide statutory sanctity and importance to the standing order
Applicability of the Act
The act extends to whole of India. It applies to every industrial establishment wherein 100 or more workers are employed / where employed on any day of the preceding 12 months. Once…...

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