The Act makes it obligatory for employers of an industrial establishment where

100 or more workers are employed to clearly define the conditions of

employment, by way of standing orders/services rules and to make them known
to the workmen employed. However in the N.C.T. of Delhi, the Act applies to an
industrial establishment where 50 or more workmen are employed or were
employed in the preceding 12 months.

The employer is required to prepare draft standing order, which he propose to

adopt and submit the same to the Certifying Officers for certification. The
employer is required to act in conformity with the certified standing orders in
dealing with the day today affairs of the workmen. Certified standing orders
have the force of the law like any other enactment.

ADMINISTRATIVE MACHINERY

All Deputy Labour Commissioners of the Labour Department have been

appointed Certifying Officers for the purpose of certification of the proposed
standing orders of the respective areas under their control. Industrial
Tribunal-I is the Appellate authority under the Act.

PENALTY

The Act provides that in case the employer fails to submit the draft standing
orders, a fine upto Rs. 5,000/- can be imposed and in case of contravention
of the standing orders, a fine upto Rs. 100/- and in case of continuance of
the offence, further fine upto Rs. 25/- for each such day can be imposed.

Employee Handbook can be seen as a policy or guide document in a company that details
what is expected of a staff, his dos, don’ts, rights, expectations etc. It is a document that
contains all the employee needs to refer to at all times to meet the terms and conditions of
his/her employment. The content of an employee handbook varies from company to company.
This variation may be because of type of company, size of the company and the overall
objective and goal of the firm. A well-prepared employee handbook removes the confusion
and doubt resulting from what employers should expect from their employees or vise versa.
For a small entrepreneurship business, the sole owner normally writes the handbook to align
with his reasons for establishing the business and all that he expects from his employees. In
the case of a large establishment, this is normally the work of the Human Resources
department or any other committee that may be formed for the sole purpose of preparing the
handbook.
Preparing an employee handbook is always a very tedious and sensitive job to do, as it has to
put into consideration the expectations of both employers and employees alike. It is so
because once the handbook is prepared and circulated as a working document, the
information therein becomes policies and guides to action for both the employees and
employers.
Policies, procedures, rules, guides, and regulations are always decided in advance and agreed
upon by those formulating them and passed on to the Management or decision makers for
final approval before they are put down in print and circulated as working documents. These
ideas agreed on are always presented in simple and straightforward manner by choosing short
words that represent the actual reasoning and ideas of those formulating the rules.
The contents and policies in an employee handbook should be reviewed periodically by the
Human Resources department and amendments effected to reflect the corrections and
additions to the existing handbook.
New staff after going through the process of recruitment and orientation is always handed
over a copy of the employee handbook to guide him and expose him to all that is expected of
him and his rights as an employee of the company. Also, any time the employee handbook is
reviewed, the updated version is always circulated to both the existing and new staff alike to
keep them abreast of the changes and additions. In most cases, it is advisable to get feedback
from existing staff during review periods to assess their opinions on the policies in the
handbook. Such feedbacks will help Management to decide on the type of changes and
additions to be made to improve working conditions as well as productivity.
When employee handbook is being drafted, it is always important to be sure that the policies
to be added are in conformity with the company’s growth plans, philosophies, goals and
objectives.
It is always good to include disclaimers at the introduction of an employee handbook to avoid
staff seeing the handbook as an employment contract. This is done normally to avoid future
litigation from employees whose employment may be terminated. It is always very necessary
and advisable to have your legal department or your company lawyer to review the handbook
before it is circulated to make sure it conforms with the current federal, state and local
government laws of employment.

The employee handbook is a very important document in an organization because it

communicates to the employee what the employer expects him to do at all time as well as
what the company has to provide for him to assist him in carrying out his duties.
Another importance of employee handbook is that it makes the employer to abide by the laid
down policies as stipulated in the handbook instead of favouring one staff over another for no
just reason.
The employee handbook also provides a very good teamwork environment, as employees
know that they will be treated equally as stated in the policy document (handbook).

A very good and well-written employee handbook should start its introduction like
this;
“ This Employee Handbook establishes Laws, Policies, Procedures, Rules and
Regulations, Guides to action, Benefits and Working Conditions that will be followed
by all XYZ Co. Ltd. Employees as a condition for their employment at the company.
Note that this XYZ Co Ltd. Employee handbook is not a contract of your employment
and is not intended to create a contractual obligation in any way for the company.
The Regulations, policies and procedures outlined in this employee handbook will be
applied at the discretion of XYZ Co Ltd. Note also that XYZ Co Ltd reserves the right
to deviate from the policies, procedures, benefits, and working conditions described
in this handbook. Furthermore, the Company reserves the right to withdraw or
change the policies, procedures, benefits, and working conditions described in this
handbook at any time. But the Company will make every effort to notify employees
when an official change in policy or procedure has been made though employees are
responsible for their own up-to-date knowledge about changes in the Company
policies, procedures, benefits, and working conditions…………………………………..”.

A Typical Employee Handbook should have all the following;

• Your Company Logo

• Your Company Name

• Company Mission Statement

• Company Vision Statement.

• Title Page

• Introduction

• Disclaimer

• Career Opportunities

About Employment Strategies:

Everything under employment guidelines including, but not limited to the following should be
addressed under employment:

• Equal Opportunity Employment

• Eligibility For Employment

• Familial Employment

• Part-Time Employment

• Minimum Wage

• Criminal Convictions

• Violence Weapons
 • Alcohol, Drugs & Illegal Substance Abuse

• Sexual and Other Unlawful Harassment

• Domestic Violence

• Statement of Job Postings

• Seniority ,Grade Levels

• Union

• Employment Evaluation

• Bonus

• Personnel File

Rules and Regulations:

The rules and regulations to be included in the handbook should cover such areas as, but not
limited to;

• Absenteeism

• Accidents

• Benefits

• Dressing/Dress code for both sexes

• Coffee break/Lunch break

• Complaints

• Confidentiality of work

• Decorum

• Discrimination

• Conflicts

• Termination

• Resignation

• Dismissals

• Emergencies

• Fire

• Intoxication

• Misconduct

• Discipline

• Office supplies usage

• Ordering of supplies

• Organizational chart

• Orientation
• Overtime

• Allowances

• Parking for employees

• Resumption Time

• Closing Time

• Pay periods

• Pension plans

• Housing Plan

• Medicals

• Annual Leave

• Sick Leave

• Casual Leave

• Leave allowance

• Compassionate Leave

• Personal mail

• Personal phone calls

• Personal visitors

• Probationary periods

• Professional ethics

• Promotions

• Re-employment rights

• Retirement

• Salary calculations

• Salary deductions
• Schedule of work

• Smoking policies

• Tardiness

• Temporary employment

• Work evaluation /Appraisal

• Work habits

• Work periods

• Working hours
Etc.