You have posted that:
“But customised standing orders mean that again those industry captains will have their ways. This cannot be accepted, as we don't want to work for more than 8 hours. I think that IT guys/girls are more stressed out, and believe me, this is real.”
IT employees are IT savvy and can contact and communicate effectively thru portals like face book and others. IT employees had started an intiative:
IT/BPO Voice of India | Facebook
---Before the standing orders are certified, the certifying officer should invite representatives of employees, union of employees too for consultation and objections.
So organize IT employees and educate them to unite and form their union-works committees, in their respective companies, get these recognized (7-15 members are required to form a union. Local Trade union leaders, labor lawyer/law firms can explain the details and help too) and get affiliated with bigger trade unions.
You must involve the (good and favoring) senior, seasoned, experienced trade union leaders to hold sessions with employers and DLC.
Get in touch with certifying Officer: DLC (Deputy Labor Commissioner) immediately and submit memorandum (trade union can do it) that till employees from all companies are not properly held standing orders may not be certified.
Employees can chase the staff in o/o DLC in each city to know for how many companies the draft standing orders are received and who/which ( names and addresses) and how many employees from each company have been invited for discussion/objections on standing orders. You can chase thru RTI also.
You may go thru the attachments e.g.; (Works Committee is Authority)
---The max. number of hours and employee can put to work and OT and wages for OT have been well explained in SE Act applicable to IT companies. Then there are relevant clauses in the SE Act which employee should understand and memorize.
SE Act Delhi:
8. EMPLOYMENT OF ADULTS, HOURS OF WORK.
10. INTERVAL FOR REST AND MEALS
11. SPREAD OVER
17. PERIOD OF REST (WEEKLY HOLIDAY)
18. WAGES FOR THE HOLIDAY.
19. TIME AND CONDITIONS OF PAYMENT OF WAGES.
20. DEDUCTIONS WHICH MAY BE MADE FROM WAGES.
21. CLAIMS RELATING TO WAGES.
23. WAGES DURING LEAVE.
30. NOTICE OF DISMISSAL.
34. EMPLOYER TO FURNISH LETTERS OF APPOINTMENT TO EMPLOYEES.
35. INSPECTION OF REGISTERS AND CALLING FOR INFORMATION.
37. POWERS AND DUTIES OF INSPECTOR:
(b) Duties of the Inspector
(i) that in dispensing with the services of an employee the provision of the Act and Rules have been complied with and no dues payable under the Act or Rules have been withheld;
41. WILFULLY MAKING FALSE ENTRIES.
The employee may log onto the Dept. of Labor website of the state and download the SE Act, IESO Act, Model Standing Orders, Payment of Wages Act, ID Act, Address/contact details of the Labor Officials e.g: Inspector/Chief Inspector under SE Act, Wages Inspector, ALC/DLC, Trade Unions and their leaders…….
If you still find any difficulty, write down your state and we will try to help.
---The working hours, time, wage rates etc are also mentioned in IESO/Model Standing Orders….
If you wish to avail the services of LCIO lawyer you can conduct search at:
If you still find any difficulty, write down your city and state and we will try to help.
Educate and circulate to as many employees as possible.