Model Standing Orders 2026

REGD. No. D. L.-33004/99 The Gazette of India CG-DL-E-08052026-272341 EXTRAORDINARY PART II—Section 3—Sub-section (ii) PUBLISHED BY AUTHORITY No. 2221] NEW DELHI, FRIDAY, MAY 8, 2026/VAISAKHA 18, 1948 MINISTRY OF LABOUR AND EMPLOYMENT NOTIFICATION New Delhi, the 8th May, 2026 S.O. 2312(E).—In exercise of the powers conferred by sub-section (1) of section 29 of the Industrial Relations Code, 2020 (35 of 2020), and in supersession of the Industrial Employment (Standing Orders) Central Rules, 1946, in so far as they relate to these Model Standing Orders except as respects things done or omitted to be done before such supersession, the Central Government hereby makes the Model Standing Orders, namely:— 1. Short title and commencement. (1) These orders may be called the Model Standing Orders, 2026. (2) They shall come into force on the date of their publication in the official gazette. 2. Application.— The model standing orders in the industrial establishments in the mining sector, manufacturing sector and service sector are set out in Schedule A, B and C, appended to these model orders. 3. Definition.— (1) In these model standing orders, unless the context otherwise requires,— (a) "Code" means the Industrial Relations Code, 2020 (35 of 2020); (b) "Code on Occupational Safety" means the Occupational Safety, Health and Working Condition Code, 2020 (37 of 2020); (c) "Code on Social Security" means the Code on Social Security, 2020 (36 of 2020). (d) "Code on Wages" means the Code on Wages, 2019 (29 of 2019); (e) "Form" means the forms set forth in the Schedule appended to these model standing orders; (2) The words and expressions used in these model standing orders and not defined but defined in the Industrial Relations Code, 2020, shall have the same meaning as assigned to them in the said Code. Schedule- A Draft Model Standing Orders in Mining Sector 1. Short title and commencement. (1) These Standing Orders may be called as the Mines Sector Standing Orders, 2026. (2) These orders shall came into force as on the date of their publication in the official gazette. 1. A. Definition.- (1) In these Model Standing Orders, unless there is anything repugnant to the subject or the context,- (a) "Code" means the Industrial Relations Code, 2020 (35 of 2020); (b) "Form" means the form set forth in the Schedules appended to these standing orders; (c) "Habitual" means with respect to indiscipline, a worker shall be habitual if committing misconduct three or more times in preceding twelve months; and (d) "standing order" with its grammatical variation and cognate expressions means the standing order of these model standing orders. (2) The words or expressions used in these model standing orders and not defined therein but defined in the Industrial Relations Code, 2020 shall have the respective meanings assigned to them in the definitions in the Code. 2. (1) Classification of workers.- For the purposes of these standing orders, the workers are classified as below, namely:- (a) permanent; (b) temporary; (c) apprentices; (d) probationers; (e) Badlis; (f) fixed term employment; and (g) casual. (2) A permanent worker is a worker who has been engaged on a permanent basis in an industrial establishment and includes any person who has satisfactorily completed probationary period of six months in the same or any other occupation in such industrial establishment: Provided that in computing the period of probation any interruption on account of accident, leave, lockout, strike or involuntary closure of the industrial establishment shall be deemed to be part of such probationary period. (3) A temporary worker is a worker who has been engaged for work which of an essentially temporary nature, which by its character is likely to be computed within a limited period. (4) An apprentice means a person who is undergoing apprenticeship training in pursuance of a contract of apprenticeship under the provisions of the Apprenticeship Act, 1961 (52 of 1961). (5) A probationer is a worker who is provisionally employed to fill a permanent vacancy in a post and has not completed six months service therein: Provided that the period of probation may upon assessment of performance, be extended for a further period not exceeding three months: Provided further that a permanent employee is employed as a probationer in a new post, may, at any time during the probationary period of six months, be reverted to former permanent post. (6) A badli is a worker who is appointed in the place of a permanent worker or probationer who is temporarily absent. Provided that the substituted worker shall cease to be a badli on completion of a continuous period of service of one year or completion of one hundred and ninety attendances in the case of below ground worker or two hundred and forty attendances in the case of any other worker in the same post or other post or posts in the same category or earlier if the post is vacated by the permanent worker or probationer: Provided a substituted worker engaged in place of a probationer, shall be deemed to be permanent worker after completion of the probationary period. (7) fixed term employment is the engagement of a worker on the basis of a written contract of employment with the employer for a fixed period: Provided that the hours of work, wages, allowances and other benefits shall not be less than those of a permanent worker performing the same work or work of similar nature: Provided further that such workers shall be eligible for all statutory benefits available to a permanent worker proportionately according to the period of service rendered by him even if his period of employment does not extend to the qualifying period of employment required in the statute: Provided also such worker shall be eligible for gratuity, if renders service under the contract for a period of one year: Provided also that for every completed year of service or part thereof in excess of six months, the employer shall pay gratuity to such worker at the rate of fifteen days wages, based on rate of wages last drawn by the worker concerned as referred to in sub-section (2) of section 53 of the Code on Social Security, 2020 (36 of 2020). Explanation- For removal of doubt, it is clarified that the termination of service of a worker as a result of completion of tenure of fixed term employment shall not be included within the meaning of "retrenchment" as defined under clause (zh) of section 2 of the Code. (8) A casual worker is a worker who has been engaged for work of an essentially casual nature or whose employment, by its vary character is of a casual nature. 3. Identity badge or card.- (1) Every worker shall be issued an identity badge or card bearing his full name, designation, employee number, blood group, contact number, emergency contact person details and a recent photograph. (2) Every worker shall wear his identity badge or card during the working hours of the industrial establishment and produce the same when required to the authorised security guard or personnel for the purpose of entry and stay in the premises of the industrial establishment. (3) Such identity badge or card shall not be transferable to any other persons or worker and the safe custody thereof shall be ensured by the concerned worker. (4) Every worker who ceases to be in the employment of the industrial establishment shall surrender the identity badge or card to the Department Head or the officer of the industrial establishment designated for such purpose. 4. Publication of working timings.- (1) The hours of work applicable for all categories of workers shall be exhibited on the notice board or electronic notice board and on the portal of the industrial establishment, in Hindi, English and local language. (2) Any change in hours of work, number of shifts, shift timings, work on the days of the week with staggered weekly holidays or other like matters, shall be displayed on the notice board or electronic notice board of the industrial establishment. 5. Publication of holidays and pay days.- (1) Notices specifying the days observed by the industrial establishment as holidays and pay days shall be posted on the electronic notice board or notice board and portal of the industrial establishment. (2) A list of national and festival holidays shall likewise be displayed on the electronic notice board or notice board and portal of the industrial establishment, if any. 6. Publication of wage rates.- Wage rates payable to the workers shall be displayed on the electronic notice board or notice board and website or portal of the mine, in Hindi, English and local language. 7. Shift working.- (1) More than one shift may be worked in any department or any section of the industrial establishment at the discretion of the employer. (2) Where more than one shift is worked, the worker shall be liable to be transferred from one shift to another. (3) No shift working shall be discontinued without twenty-one days prior notice in writing to the concerned worker: Provided that no such notice shall be necessary where the closing of the shift is under an agreement with the workers affected. (4) Where the discontinuance of the shift working is resulted in retrenchment, such retrenchment shall be effected in accordance with the provisions of the Code. (5) Where shift working is re-started, the workers shall be given notice and re-employed in accordance with the provisions of the Code. (6) Whenever an additional shift is started or shifts are restarted, discontinued or altered, twenty-one days prior notice shall be given to the affected workers: Provided that no notice shall be required in case of emergent situation necessitating change of shift or shift working otherwise than in accordance with standing order, in consultation with the Grievance Redressal Committee in pursuance to clause (c) of section 40 of the Code: Provided further that no such notice shall be required where such change is effected in accordance with the orders of the Central Government or State Government, as the case may be, or in pursuance of any settlement or award as envisaged in clause (d) of section 40 of the Code. 8. Notice of changes in shift working.-Any notice of discontinuance or of re-starting of shift working as required under these Standing Orders, shall be in Form (i) and shall be served in the following manner, namely :- (a) the notice shall be displayed conspicuously by the employer on the notice-board or electronic notice board and portal of the industrial establishment, if any; and (b) where any registered trade union of workers exists, a copy of the notice referred to in clause (a) shall also be served electronically or by speed post to the Secretary of such union. 9. Attendance and late coming.- (1) Every workers shall be at work at mine at the time fixed and notified under paragraph 4 and worker attending late shall be liable to deduction of wages as provided under Code on Wages, 2019 (29 of 2019). (2) All workers whether working above ground and underground, shall comply with the regulations related to hours of work for the time being in force. (3) Every workers shall register their attendance at the commencement of the shift and at the close of the shift after and before change of uniform. (4) Attendance of worker shall be regulated by means of identity card, biometrics or any other system as has been notified for the purpose. (5) No worker shall use or punch the Identity Card other than his own. (6) Any worker reporting late than the scheduled time shall not be permitted to enter the department or section, unless permitted by the manager, or any other officer duly authorised for such purpose. (7) A worker shall be deemed absent if he fails to attend duty, unless obtained written permission for such absence from the manager or the officer authorised in this behalf. (8) A worker who habitually report late or remains absent shall be liable to deduction of wages as provided under the Code on Wages, 2019 (29 of 2019). 10. Leave.- (1) Holidays with pay shall be allowed as provided for in the Occupational Safety, Health and Working Conditions Code, 2020 (37 of 2020) and other holidays in accordance with law, contract, custom and usage as applicable. (2) A leave cannot be claimed as a matter of right. (3) A worker desiring to obtain leave of absence shall apply to the employer or any other officer of the industrial establishment specified in this behalf by the employer at least seven days in advance from the date of proposed date of leave. (4) The officer shall issue an order thereon within a week or two days prior to the commencement of the leave applied. (5) Where the leave applied for is to commence on the date of the application or within three days thereof, the worker shall state the reasons for late submission of application and the order on such leave shall be given on the same day. (6) Where the leave is refused or postponed, the fact of such refusal or postponement and the reasons there for shall be communicated in writing. (7) Where a worker, after proceeding on leave, desires an extension thereof, he shall apply to the authorised officer who shall communicate either granting or refusing extension of leave in writing or electronic mode, and such communication shall reach before the expiry of the leave originally granted. (8) Leave with wages and allowances shall be granted to all the workers in accordance with the law as applicable under these standing orders. (9) No worker while on leave shall take up any employment or vocation for profit or gain. 11. Railway travel facilities.- (1) Where a worker proceeds on leave and is qualified for free railway fare, the employer shall pay the cost of ticket, including bus fare and boat. (2) Every worker who has completed a period of twelve months continuous service, shall qualify for railway fare or bus fare or both for going home on leave and returning to the mine on the expiry of the leave. Explanation: For the removal of doubts, twelve months service shall be deemed to have been completed if, during the twelve months preceding the date of application for leave, the worker has worked for not less than two hundred and forty days. (3) On the expiry of the leave, if the worker returns shall receive a cash payment equivalent to the return fare and on his return the mine is unable to reemploy back, the return fare shall be paid to him forthwith. (4) Where the journey home is undertaken by bus or partly by bus and partly by train, the cost of journey shall be adjusted accordingly. (5) The worker shall be entitled to railway fare by mail or express train, wherever under the Railway Rules tickets are available for such travel. (6) The class by which a worker shall be entitled to travel in second class/sleeper or as mutually decided between negotiating union or negotiating council and the employer and where there is no negotiating union or negotiating council, then as mutually decided between the representative of workers in the Works Committee and the employer and where there is no works committee, then as mutually decided between the representative of workers and the employer. (7) Where an inter-State migrant worker avails the benefits, as specified in this paragraph, under the Occupational Safety, Health and Working Conditions Codes, 2020 (37 of 2020), shall not be entitled to avail any benefit in this paragraph. 12. Casual leave.- (1) The worker may be granted casual leave of absence with wages not exceeding ten days in the aggregate in a calendar year. Provided that such leave shall not be for more than three days at a time except in case of sickness and intended to meet special circumstances which cannot be foreseen. (2) Ordinarily, the previous permission of the office or the controlling authority in the industrial establishment shall be obtained before such leave is taken. (3) Where prior permission cannot be received, the worker shall, as soon as practicable, inform the authorised officer in writing of his absence and of the probable duration thereof. 13. Payment of wages.- (1) The employer shall pay or cause to be paid wages to the worker, engaged on- (i) daily basis, at the end of the shift; (ii) weekly basis, on the last working day of the week, before the weekly holiday; (iii) fortnightly basis, before the end of the second day after the end of the fortnight; (iv) monthly basis, before the expiry of the seventh day of the succeeding month. (2) All payments, shall be made to worker by crediting the wages in the bank account of the worker through electronic mode; Provided that, the employer shall pay the wages only by cheque or by crediting the wages in his bank account. (3) Where a worker has been removed or dismissed from service or retrenched or has resigned from service or became unemployed, due to closure of the establishment, the wages payable to him shall be paid within two working days of his removal, dismissal, retrenchment or resignation. (4) Every employer shall issue wage slips to the worker as specified under the Code on Wages, 2019 (29 of 2019). (5) There shall be no deductions from the wages of the worker, except those as are authorised under the Code on Wages, 2019. (6) All fines and all realisations from the wages of the worker shall be carried out in accordance with the section 19 of the Code on Wages, 2019. (7) Notice specifying wage period and payment date shall be exhibited on the notice board or electronic board and portal in Hindi, English and local language. 14. Service record.- (1) Matters relating to service card, certification of service, change of residential address of workers and record of their age shall form part of service record and (i) every industrial establishment shall maintain a service card in respect of each worker electronically or in manual form, wherein particulars of that worker shall be recorded with the knowledge of that worker in Form (ii) and shall be updated periodically: Provided that, in case of manual maintenance of service card, the record shall be duly attested by an authorised officer in this behalf together with date; (ii) every worker shall be entitled to a service certificate, specifying the nature of work, designation and the period of employment (months, years) at the time of discharge, termination, retirement or resignation from service to be issued by the employer within ten days of such instance; (iii) every worker shall notify the employer as soon as possible at the time of engagement, the details of his residential address, mobile number, e-mail, emergency contact name and number, nominees for claiming dues in case of death and thereafter promptly communicate to his employer any change of his residential address: Provided that in case, the worker has not communicated to his employer the change in his residential address, the last known address shall be treated as residential address for sending communication; (iv) every worker shall indicate his exact date of birth to the employer at the time of entering service in the industrial establishment and the employer before entering the date of birth of a worker in service record, require the worker to submit,- (a) matriculation or school leaving certificate granted by the Board of Secondary Education or equivalent certificate; or (b) a certified copy of his date of birth as recorded in the registers of a municipality, local authority or Panchayat or Registrar of Births; or (c) a copy of Aadhaar, if agreed by the worker; (d) in the absence of either of the aforesaid three categories of certificate, the employer or the officer authorised by him in this behalf may require the worker to supply, a certificate from a Government Medical Officer not below the rank of an Assistant Surgeon indicating the probable age of the worker: Provided that the cost of obtaining such certificate is borne by the employer; (v) where it is not practicable to obtain a certificate from a Government Medical Officer, an affidavit sworn, either by the worker or his parents, or by a near relative, who is in a position to know about the worker's actual or approximate date of birth, before a first Class Magistrate or Oath Commissioner, as evidence in support of the date of birth given by the worker. (2) The date of birth of a worker, once entered in the service card shall be the sole evidence of age in relation to all matters pertaining to service including fixation of the date of retirement from the service of the industrial establishment. (3) All formalities regarding recording of the date of birth shall be finalised within three months of the date of the appointment of a worker. (4) In cases, where date of birth of any worker has already been decided before the standing orders come into force shall not be reopened. 15. Confirmation.- (1) The employer shall, in accordance with the terms and conditions stipulated in the letter of appointment, confirm the eligible worker and issue a letter of confirmation. (2) Whenever, a worker is confirmed, an entry with regard to that effect shall be made in service card within a period of thirty days from the date of such confirmation. 16. Age of retirement.- (1) The age of retirement or superannuation of a worker shall be such as may be agreed upon between the employer and the worker under a written agreement or as specified in a settlement or award which is binding on both the worker and the employer. (2) In absence of any such agreed age, retirement or superannuation shall be on completion of fifty-eight years of age. 17. Transfer.- (1) Every industrial establishment shall have a transfer policy, which shall be made known to all the workers and the details thereof shall be available on the Human Resource portal. (2) A worker may be transferred according to the transfer policy and exigencies of work from one shop or department to another or from one station to another or from one industrial establishment to another under the same employer: Provided that the wages, grade, continuity of service and other conditions of service of the worker shall not be adversely affected by such transfer: Provided further that a worker shall be transferred only to a job, the worker is capable of doing: Provided also that where the transfer involves moving from one State to another such transfer shall take place, either with the consent of the worker or where there is a specific provision to that effect in the letter of appointment and transfer policy is in accordance with such policy: Provided also that unless (a) reasonable notice is given to such worker; and (b) reasonable joining time is allowed in case of transfers from one station to another and the worker concerned is paid traveling allowance, including the transport charges and fifty per cent thereof to meet incidental charges, such transfer shall not be effected. (3) Subject to the provisions contained paragraph (1) and (2), the employer may, transfer, depute or assign a worker to any other assignment, team, department or office (whether in India or abroad) of the employer or any affiliates/client of the employer. 18. Medical aid in case of accidents.- (1) Where a worker meets with an accident in the course of or arising out of his employment, the employer shall, on their expense, make satisfactory arrangements for immediate and necessary medical aid to the injured worker and arrange for further treatment, if considered necessary by the doctor attending on him. (2) Wherever the worker is entitled to treatment and benefits under the Code on Social Security, he shall be entitled for treatment and benefits under that Code. 19. Medical examination.- (1) Where the recruitment rules, contract of appointment or fixed term employment specify medical examination of a worker, upon first appointment, the employer shall at the employer's expense make arrangements for medical examination. (2) All workers to be employed in the industrial establishment of mines shall be required to clear the medical examination by the medical authority nominated by the industrial establishment for such purpose, at the time of first appointment. (3) The industrial establishment may at any time direct any worker to undergo medical examination by any medical officer nominated to ascertain fitness relatable to satisfactory performance of worker. Explanation: for the purposes of this order, the term "medical officer" shall have same meaning as defined in clause (zj) of sub-section (1) of section 2 of the Occupational Safety, Health and Working Conditions Code, 2020 (No. 37 of 2020). (4) A worker who has contracted any infectious or contagious disease shall immediately notify the concerned manager of such a happening and shall remain away from work until permitted to return on work by the manager concerned and during such period, the worker shall be treated on leave to the extent of days of leave with wages to his credit. (5) Where a worker deliberately suppresses the fact of his suffering from an infectious or contagious disease, such a conduct on the part of the worker shall amount to misconduct within the meaning of these standing orders. 20. Secrecy.- (1) No worker shall take any papers, books, drawings, photographs, instruments, apparatus, documents or any other property whether in electronic form or physical form, relating to an industrial establishment out of the work premises except with the written permission of his immediate superior. (2) No worker shall in any way pass or cause to be passed or disclose or cause to be disclosed, any information or matter concerning the manufacturing process, trade secrets and confidential documents of the industrial establishment to any unauthorised person, company or corporation without the written permission of the employer. (3) Disciplinary action may be taken against a worker, if he does not comply with the provisions specified in this paragraph and such a conduct on the part of the worker shall amount to misconduct within the meaning of these standing orders. 21. Exclusive service.- (1) No worker shall, at any point of time, act against the interest of the industrial establishment in which he is employed. (2) No worker shall take up any employment in addition to his present job in the industrial establishment where such employment may adversely affect the interest of his employer. (3) The employer may, however, permit the worker to take up additional job, assignment, with or without conditions and in such case, the worker shall obtain prior permission of the employer. 22. Stoppage of work.- (1) The employer may, at any time, in the event of fire, catastrophe, break-down of machinery or stoppage of power supply, disaster, pandemic, epidemics, civil commotion or other cause beyond his control, stop any section or sections of the industrial establishment, wholly or partially for any period or periods without notice. (2) (i) In the event of such stoppage during working hours, the workers affected shall be notified by a notice put up on the notice board or electronic notice board or on the Human Resource Portal/IT application or through any other electronic medium of the industrial establishment, if any, as soon as practicable, when the work shall be resumed and whether they are to remain or leave their place of work; (ii) The worker shall not ordinarily be required to remain for more than two hours after the commencement of the stoppage; (iii) In case the period of detention does not exceed one hour the worker so detained shall not be paid for the period of detention; (iv) In case the period of detention exceeds one hour, the workers so detained shall be entitled to receive wages for the whole of the time during which they are detained as a result of the stoppage; (v) In case of piece rate workers, the average daily earning for the previous month shall be taken to be the daily wage; (vi) No other compensation shall be admissible in case of such stoppages, wherever practicable, reasonable notice shall be given of resumption of normal work. (3) In cases of temporary stoppage of work on account of failure of plant or reasons as specified in paragraph (1) or temporary curtailment of production of goods and services, the period of stoppage shall be treated as compulsory leave, either with or without pay, as the case may be, but where workers have to be stopped for an indefinitely long period, their employment may be terminated after giving them due notice or pay in lieu thereof. (4) The employer may, in the event of a strike affecting either wholly or partially any section or department of the industrial establishment close down either wholly or partially such section or department and any other section or department affected therefore, the fact of such closure shall be notified by notices put up on the notice board or electronic notice board or on the Human Resource portal of the industrial establishment, as soon as practicable. (5) The workers concerned shall also be notified by a general notice, prior resumption of work, as to when work shall be resumed. 23. Termination of employment.- (1) Subject to the provisions of the Code, - (i) for terminating employment of a permanent worker, the employer shall give prior notice of one month or in lieu thereof, pay wages for the period of such notice; (ii) in case of other categories of workers, the notice period shall be regulated in accordance with sub paragraph (3) of these Standing Orders. (2) No temporary worker, whether monthly-rated, weekly-rated or piece-rated and no probationer or substitution worker or fixed term employment or casual worker whose contract of employment is not renewed or expired, shall be entitled to any notice or pay in lieu thereof, if the services are terminated: Provided that the services of a temporary worker shall not be terminated as a punishment unless an opportunity of explaining the charges of misconduct alleged against the worker, in the manner specified under these standing orders. (3) Where the employment of any worker is terminated, the wages earned by him and other dues, shall be paid before the expiry of the second working day from the date of termination. 24. Disciplinary action for misconduct.-(1) A worker may be suspended by the employer pending investigation or enquiry into complaints or charges of misconduct. (2) Such investigation or enquiry or where there is an investigation followed by enquiry, both the investigation and enquiry shall ordinarily be completed within ninety days from the date of suspension. (3) The worker shall be paid subsistence allowance, which shall be subject to the condition that the worker does not take any employment elsewhere during the period of suspension. (4) The amount of subsistence allowance shall be payable to such worker as under,- (a) at the rate of fifty per cent. of wages last drawn for the first ninety days of suspension; and (b) at the rate of seventy-five per cent of such wages for the remaining period, if delay in completion of proceedings is not directly attributable to the conduct of such worker. (5) For the purposes of this standing order, misconduct shall include the following, namely:- (a) theft, fraud, or dishonesty in connection with the employer's business or property; (b) taking or giving of bribes or an illegal gratification whatsoever in connection with the business of employer or his own interests; (c) willful insubordination or disobedience, whether alone or in conjunction with another or others or of any lawful or reasonable order of a superior: Provided that the order of the superior shall normally be in writing; (d) habitual late attendance and habitual absence without leave or without sufficient cause; (e) drunkenness, fighting or riotous, disorderly or indecent behaviours while on duty at the place of work; (f) habitual neglect of work; (g) causing willful damage to work in progress or to property of the employer; (h) sleeping on duty; (i) malingering or slowing down work; (j) acceptance of gifts from subordinate employees; (k) conviction in any court of law for any criminal offence involving moral turpitude; (1) continuous absence without permission and without satisfactory cause for more than ten days; (m) giving false information regarding one's name, age, father's name, qualification or previous service at the time of the employment; (n) leaving work without permission or sufficient reason; (o) threatening, abusing or assaulting any superior or co-worker; (p) preaching of, or inciting to, violence; (q) abetment of or attempt to abetment of any of the aforesaid acts of misconduct; (r) going on illegal strike either singly or with other workers without giving fourteen days previous notice; (s) disclosing to an unauthorised person any confidential information in regard to the working or process of the industrial establishment which may come into the possession of the worker in the course of his work; (t) refusal to accept any charge-sheet or order or notice communicated in writing; (u) failure or refusal to wear or use any protective equipment given by the employers; and (v) claiming false bill for reimbursement; (w) Involvement in unauthorized access of any IT system, computer network of the employer/customer/client. (x) sexual harassment as defined in clause (n) of section 2 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (14 of 2013) and includes the circumstances specified in sub-section (2) of section 3 of the said Act. (6) (a) Where a disciplinary proceeding against a worker is contemplated or pending or where criminal proceedings against him in respect of any offence are under investigation or trial and the employer is satisfied that it is necessary or desirable to place the worker under suspension, the employer may, by order in writing, suspend him with effect from such date as may be specified in the order. (b) A statement setting out in detail the reasons for such suspension shall be supplied to the worker within a week from the date of suspension. (c) In the enquiry, the worker shall be entitled to appear in person or to be represented by an office-bearer of a Trade Union of which he is a member or a co-worker of his choice. (d)The proceedings of the enquiry shall be recorded in Hindi or in English or the language of the State where the industrial establishment is located, whichever is preferred by the charged worker. (e) The proceedings of the enquiry shall be completed within ninety days: Provided that the period of ninety days may, for reasons to be recorded in writing, be extended for such further period as may be deemed necessary by the enquiry officer. (f) upon conclusion of the enquiry or, as the case may be, of the criminal proceedings, the worker has been found guilty of the charges framed against him and it is considered, after giving the worker concerned a reasonable opportunity of making representation on the penalty proposed, an order of dismissal or suspension or fine or stoppage of annual increment or reduction in rank would meet the ends of justice, the employer shall pass an order accordingly: Provided that when an order of dismissal is passed under this clause, the worker shall be deemed to have been absent from duty during the period of suspension and shall not be entitled to any remuneration for such period and the subsistence allowance already paid shall not be recovered: Provided further that where an order imposing fine or stoppage of annual increment or reduction in rank is passed under this clause, the worker shall be deemed to have been on duty during the period of suspension and shall be entitled to the wages as he would have received if not been placed under suspension, after deducting the subsistence allowance paid to him for such period: Provided also that in the case of a worker to whom the provisions of clause (2) of article 311 of the Constitution apply, the provisions of that article shall be complied with. (g) upon conclusion of the inquiry, or as the case may be, or the criminal proceedings, the worker has been found not to be guilty of any of the charges framed against him, he shall be deemed to have been on duty during the period of suspension and shall be entitled to the same wages as he would have received, if he had not been placed under suspension after deducting the subsistence allowance paid to him for such period: Provided that the payment of subsistence allowance under this clause shall be subject to the worker concerned not taking up any employment during the period of suspension. (7) (i) in awarding punishment under this sub-paragraph, the authority imposing the punishment shall take into account any gravity of the misconduct, antecedents of the worker and any other extenuating or aggravating circumstances that may exist. (ii) a copy of the order passed by the authority imposing the punishment shall be supplied to the worker concerned. (8) (a) a worker aggrieved by an order imposing punishment under sub-paragraph (4) may, within twenty-one days from the date of receipt of the order, appeal to the appellate authority specified under clause (b); (b) the employer shall for the purposes of cause (a) specify the appellate authority; (c) the appellate authority, after giving an opportunity to the worker of being heard shall pass order as he thinks proper on the appeal within fifteen days of its receipt and communicate the same in writing: Provided that where there is a complaint of sexual harassment, the Internal Complaint Committee constituted for such purpose in each industrial establishment for inquiring into such complaints, shall, notwithstanding anything contained in this paragraph, be deemed to be the enquiring authority appointed by the employer for the purpose of these standing orders and the said complaint committee shall hold the enquiry under this paragraph, unless separate procedure has been specified by the employer for the complaint committee for holding such enquiry into the complaints of sexual harassment, as far as practicable. (9) The constitution of Internal Complaints Committee shall be in accordance with the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the rules made thereunder. (10) The Internal Complaint Committee referred to in sub-paragraph (9), shall prepare and submit every year an annual report, to the employer and the District Officer. (11) The employer shall include in the annual report of his organisation the number of cases filed, if any, and their disposal under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. 25. Grievance redressal and complaints.- (1) All complaints or grievances arising out of employment including those relating to unfair treatment or wrongful exaction on the part of employer or his agent, shall be submitted to the manager or person specified in this behalf with the right to appeal to the employer. (2) For resolution of disputes arising out of individual grievances, an application in respect of such dispute may be filed before the Grievance Redressal Committee by the aggrieved worker under rule 7 of the Industrial Relations (Central) Rules, 2026 within one year from the date on which the cause of action of such dispute arises. 26. Liability of manager and workers.- (1) The employer/Management of the industrial establishment shall be responsible for the proper and due observance of the Standing Orders. (2) Every worker shall observe these standing orders truly and faithfully. 27. Forwarding of information to the certifying officer.- (1) Where the employer adopts the model standing order of the Central Government referred to in section 29 of the Code, he shall inform the concerned certifying officer electronically, the specific date from which the provisions of the model standing orders have been adopted. (2) The model standing orders adopted under sub-paragraph (1) in respect of an industrial establishment shall also be applicable to all other industrial units of the establishment irrespective of location. (3) On receipt of information under sub-paragraph (1), the certifying officer shall enter the details of the industrial establishment which has adopted the model standing order in the register maintained under rule 47 of the Industrial Relations (Central) Rules, 2026. 28. Exhibition of Standing Orders.- A copy of these standing orders in Hindi, English and local language shall be displayed on the notice board or electronic board and Human Resource portal of the industrial establishment, if any. Form (i) (See Model Standing Order 8) Notice of discontinuance/restarting of a shift working to be given by manager Name of employer......................................................................................................... Address................................................................................................................................ Date the .....................day of .....................20.......................................................................... In accordance with standing order No.....................of the standing orders certified and approved in respect of my/our industrial establishment, I/we hereby give notice to all concerned that it is my/our intention to discontinue/restart the shift working specified in the Annexure with effect from........................................................ Signature with name .................................... Designation....................................... Annexure (here specify the particulars of change in the shift working proposed to be affected). Copy forwarded to:- (1) The Secretary of registered trade union, if any. (2) The Assistant Labour Commissioner (Central) (3) The Regional Labour Commissioner (Central) Zone. (4) The Chief Labour Commissioner (Central), New Delhi.] Note: The notice should be sent by speed post on the designated email of the endorsee. Form (ii) (See Model Standing Order 14) Service Card +---------------------------------------------+-----------------------------+ | Name of Establishment/ Mine | | +---------------------------------------------+-----------------------------+ | Identity Badge No. /Token No. | | +---------------------------------------------+-----------------------------+ | 1. Register Serial No. | | +---------------------------------------------+-----------------------------+ | 2. Name | | +---------------------------------------------+-----------------------------+ | 3. Permanent Account Number (PAN) | | +---------------------------------------------+-----------------------------+ | 4. Universal Account Number (UAN) | | +---------------------------------------------+-----------------------------+ | 5. Category of worker (unskilled, | | | semi-skilled, skilled or highly skilled), | | +---------------------------------------------+-----------------------------+ | 6. Details of family members | | +---------------------------------------------+-----------------------------+ | 7. Aadhaar number, if consented by the worker| | +---------------------------------------------+-----------------------------+ | 8. Specimen Signature/Thumb Impression | | +---------------------------------------------+-----------------------------+ | 9. Father's or Mother's or Spouse name | | +---------------------------------------------+-----------------------------+ | 10. Gender | | +---------------------------------------------+-----------------------------+ | 11. Date of Birth | | +---------------------------------------------+-----------------------------+ | 12. Place of Birth | | +---------------------------------------------+-----------------------------+ | 13. Date of Joining | | +---------------------------------------------+-----------------------------+ | 14. Medical certificate at the time of joining| | +---------------------------------------------+-----------------------------+ | 15. Educational and other qualifications | | +---------------------------------------------+-----------------------------+ | 16. Language which the worker can read | | +---------------------------------------------+-----------------------------+ | 17. Language which the worker can write | | +---------------------------------------------+-----------------------------+ | 18. Language which the worker can speak | | +---------------------------------------------+-----------------------------+ | 19. Height | | +---------------------------------------------+-----------------------------+ | 20. Identification Marks | | +---------------------------------------------+-----------------------------+ | 21. Department | | +---------------------------------------------+-----------------------------+ | 22. Mobile number and email | | +---------------------------------------------+-----------------------------+ | 23. Permanent Address | | +---------------------------------------------+-----------------------------+ | 24. Local Address | | +---------------------------------------------+-----------------------------+ | 25. Quarter No. | | +---------------------------------------------+-----------------------------+ | 26. Provident Fund Account No. | | +---------------------------------------------+-----------------------------+ | 27. Nominee for Gratuity | | +---------------------------------------------+-----------------------------+ | 28. Nominee for pension, if any | | +---------------------------------------------+-----------------------------+ | 29. Employees State Insurance No. | | +---------------------------------------------+-----------------------------+ | 30. Training courses attended (details) | | +---------------------------------------------+-----------------------------+ | 31. Eligibility for higher jobs | | +---------------------------------------------+-----------------------------+ | 32. Proficiency tests passed. | | +---------------------------------------------+-----------------------------+ 33. EMPLOYMENT HISTORY +------------+------------+-------------+----------+-----------+--------------+ | Department | Token No. | Designation | Scale of | Joined | Left (Reason)| | | | | Pay | | | +============+============+=============+==========+===========+==============+ | 1 | 2 | 3 | 4 | 5 | 6 | +------------+------------+-------------+----------+-----------+--------------+ 34. ABSENCE PERIODS +-----------------------------------+-----+----+--------+-----------------------------------+ | | Form| To | Reason | Medical reports regarding | | | | | | suitability for continued employment| +===================================+=====+====+========+===================================+ | (i) Sick Leave | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | (ii) Earned Leave | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | (iii) Any other | | | | | | Leave | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | 35. Maternity Benefit | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | 36. Employee's Compensation | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | Details of accidents : | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | 37. Details of Disciplinary Action| | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | 38. Promotions | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | (i) Details | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | (ii) Awards | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | (iii) Issue of Certificate of | | | | | | commendation | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | 39. Date of superannuation | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ | 40. Any other matter | | | | | +-----------------------------------+-----+----+--------+-----------------------------------+ Signature or thumb impression of the person verifying. [F. No. S-11025/02/2026-IR(PL)] DEEPIKA KACHHAL, Jt. Secy