application letter for standing order

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Request Letter to Stop Standing Order – Sample Letter Requesting to Stop the Standing Order

To, The Branch Manager, __________ (Bank Name), __________ (Bank Address)

Date: __/__/____ (Date)

Subject: Request to stop the standing order on account _____________ (account number)

Respected Sir/Madam,

I would like to state that I am writing this letter in reference to the bank account that I have been operating for the last _________ (mention duration) in your bank. My account number is __________ (mention account number).

I am writing this letter in order to request you kindly stop the standing order which is placed in account number ___________ (mention account number) and requested for the purpose of ________ (mention purpose) for ____________ (duration). The main reason for stopping the standing order is __________ (mention reason).

I hereby, authorize the bank to stop the standing orders from my account and debit the charges for the same. As per requirement, please find all required documents attached along with this letter. I look forward to your quick action in this regard. I shall be obliged if you could do the needful at the earliest.

Thanking you, Regards, _________ (Mention name), _________ (Contact details)

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Five steps for standing orders

Successful implementation of a standing order requires garnering broad-based support, determining who will champion the order, and ensuring that it is carefully and clearly described. If your practice is part of a larger health system, colleagues at other clinics may have already developed effective standing orders for the same tasks. Some organizations, such as the Immunization Action Coalition , provide samples that can serve as starting points. Whether you are writing a standing order from scratch or evaluating an existing one for use in your practice, be sure to address these issues:

1. Consider the effect on existing clinic workflows and responsibilities and patient flow,

2. Explain clearly who is responsible for each task, keeping state licensure limits in mind,

3. Include the date the standing order was written or when it was last reviewed,

4. Describe the patient group to whom the order applies, including any contraindications,

5. Provide the generic name of any medication or vaccine included in a standing order, the exact dosage, and the route of administration. Follow the Institute for Safe Medication Practices guidelines to avoid error-prone abbreviations, symbols, and dose designations.

Adapted from “ Developing Standing Orders to Help Your Team Work to the Highest Level .”

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Standing Order Cancellation Letter

• Your bank account
• The debiting account and bank name
• The date of the standing order (optional)
• The stopping date (when to stop the processing the order)
• The standing order amount

Letter outline

Ready to use example.

Standing Orders Under the Industrial Relations Code

Introduction

The Industrial Employment (Standing Orders) Act, 1946 currently defines the conditions of employment in industrial establishments. It applies to every industrial establishment in a State based on a threshold fixed by the State Government. In the current framework an establishment is required to draft its own set of standing orders based on model standing orders issued by State Governments. Following this, the draft standing orders are submitted to the Jurisdictional Labour Commissioner.

As mentioned above, the appropriate certifying officer scrutinizes the draft standing orders submitted to ascertain whether there are any infirmities. These include failing to provide for matters specified in the Schedule, objections provided by Trade Unions or workmen in the establishment and any further modifications/additions to be made.

On completion of the above a tripartite consultation is held involving the employer, the employee/their representatives as well as any Trade Union/their representatives to discuss the draft standing orders. After hearing the individual parties’ concerns and objections the standing orders may be modified. Once this entire process concludes the draft standing orders are certified and the employer is intimated with regards to the same.

The following section shall examine some of the shortcomings of the Industrial Employment (Standing Orders) Act . Subsequently, we shall examine the steps taken to remedy the same under the labour codes and study the introduction of sector specific standing orders.

Drawbacks of the Industrial Employment (Standing Orders) Act

While the main objectives of the Act, related to regulating conditions of recruitment, discharge, leave, holidays etc., were achieved, the procedure described above created problems[s21] . The tripartite consultation process often took up copious amounts of time leading to a heavy backlog of pending applications for certification. Furthermore, in cases where there were multiple unions in an establishment, there was often lack of consensus amongst the workers’ representatives as well. This led to a varying range of demands leading to time-consuming negotiations that often ended with no progress.

A major bone of contention also involved applicability of the standing orders to different industries. This arose out of provisions under State Shops and Establishments Acts that extended the applicability of the Payment of Wages Act to all establishments registered thereunder. Several States were thus required to issue clarifications or provide exemptions to certain industries, for instance IT industries in Karnataka, from the application of the Industrial Employment (Standing Orders) Act. This confusion has been done away with as Section-28(1) of the Chapter read with the definition of industry provides complete clarity on applicability.

Another major drawback of the enactment was that in its pursuit for uniformity it provided for the same set of standing orders across different types of industrial establishments. A one size fits all solution proved to be unsuitable in case of differing types of establishments carrying out work that varied in its nature. The matters that need to be provided for may differ and offering a uniform solution can often curtail an employer’s flexibility in enacting even beneficial measures in an establishment.

Standing Orders Under the Industrial Relations Code  

The first major change brought in under the Code is the increase in the applicability threshold of standing orders from 100 workers to 300 workers. This is a change whose effect remains to be seen as the increased threshold could lead to exclusion of a large number of workers employed in MSMEs . These workers form a sizable majority of India’s workforce leading to concerns amongst stakeholders about their exclusion.

The next major change brought in is the exclusion of the State Government’s power to make model standing orders. The Code vests this power solely in the Central Government, which shall reduce the confusion surrounding compliance with standing orders from one state to another. The impact of this change will be reduced compliance burden on establishments pan-India and overall simplification in compliance with standing orders.

The reason the above change is feasible is due to the decision taken to introduce ‘industry-specific’ standing orders. This means that the standing orders applicable to manufacturing industries will be different from those applicable to IT/ITes industries. What this ensures is that the conditions of work provided for in the standing orders are relevant to the nature of work in that particular industry. This should result in greater compliance and conformity with the conditions of work that are stipulated.

Another beneficial change brought in is the introduction of fixed timelines for the preparation and certification of draft standing orders. Employers are given a period of 6 months from the date of commencement of the Code to prepare the draft standing orders. Trade Unions are given ample scope to provide their comments, however, in cases where there are multiple unions with no single union being composed of 51% of the workers in an establishment, a negotiating council shall represent the varied interests of the workers. This will ensure that lesser time is spent in lengthy negotiations with multiple unions.

Where an employer adopts the model standing orders of the Central Government, then the same is deemed to have been certified. The employer is merely required to forward information with regards to the adoption to the certifying officer. This shall result in reduced timelines when it comes to implementation and adoption of standing orders by an industry.

Thus, overall, the effect of the Industrial Relations Code on the scheme of Standing Orders in India is beneficial with the major concern being around the threshold that has been set under the Code[s22] . However, doubts remain over the application of this Chapter to all establishments falling under the liberally interpreted definition of industry. For example, several stakeholders in the IT/ITes industry objected to the application of standing orders as they argued that the conditions of employment in the industry were largely regularized and provided employees with significant benefits. However, the counterargument raised by stakeholders such as employees’ unions was that the application of standing orders would lead to the implementation of a common set of basic conditions of work. This would result in better outcomes for all those involved and would provide a referential framework in case of disputes.

What are your thoughts on the scheme of standing orders provided under the Industrial Relations Code, 2020? Is the 300-worker threshold practical considering the composition of our labour market? Do you think IT/ITes companies should receive exemption from the application of the above provisions? If you have any doubts relating to the scheme provided under the Code or the changes it makes to the current enactment drop your thoughts and queries in the comments below.

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Animay Singh

10 thoughts on “standing orders under the industrial relations code”.

What happens to the current SO certified under ieso act, once the IR code is implemented , if such establishment is < less than 300 headcount,can I scrap my existing SO or amend it at my choice?

What if An establishment does adopt model SO and later headcount falls below 300? Am I still bound by model SO or can I simply say, it doesn't apply to me any more?

Hi, The current standing orders under the Industrial Employment (Standing Orders) Act would lapse depending on the notification that brings the Industrial Relations Code into force. This is because Section-104 of the IR Code empowers the Central Government to repeal certain provisions of the IESO Act. Therefore if the Central Government chooses to retain certain provisions they may remain in force in spite of other provisions being repealed, thus it is prudent to wait for the notification before reaching a conclusion. It is likely that the Central Government will implement the new threshold, therefore if your establishment falls below the same there may be no legal requirement to maintain Standing Orders. With regards to the second question of an establishment’s headcount falling below 300, Section-28(1) of the IR Code makes it clear that standing orders shall apply to every industrial establishment wherein three hundred or more than three hundred workers, are employed, or were employed on any day of the preceding twelve months. The term ‘were employed’ makes it clear that it is irrelevant if the headcount falls below the threshold as long as 300 or more workers were employed on any one day in the previous year

Regards Animay

What if reference is beyond the previous year?

Hi, Reference would not be beyond the previous year as the provision clearly states ‘on any day of the preceding twelve months’

Should standing orders be in line with state specific shops and establishment act? how does it work

Hi, It depends on the nature of the establishment. If the establishment is registered under shops and establishment Act, then the standing order thus framed shall be in line with the state specific shops and establishment Act.

Do BPO/Ites companies in Maharashtra, Karnataka, Telangana and Haryana need to comply with standing orders

Hi, Please write to us at [email protected] for clarification of the query

Is Standing Order applicable where principal employer has 1 on roll employee and have other employees through contractor. In this case Standing order will be applicable on principal employer.

Hi, The Standing Order Act will be applicable to the Principal employer if the threshold limit is met for employees employed in the organisation. For this particular case, Contract employees will not be considered as ’employees’. Thus, only if the principal employer has employed permanent employees which is equal to or more than the threshold limit (as the case is in each state) will the Standing Order Act be applicable.

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How do I set up a standing order?

A standing order is when you tell us to pay a fixed amount to someone straight from your account at regular intervals. The money is taken from your account automatically on a fixed date and will show up on your statement.

Using your mobile app

• Log into the mobile app
• Tap ‘Payments’ on the bottom of the home screen
• Make sure the account displayed is set to the account where the standing order is to be paid from. You can swipe to change accounts or tap 'Change account'.
• Tap ‘Regular Payments’
• Tap ‘Standing orders’
• Tap ‘Create standing order’
• Under ‘Choose Payee’ – When ‘Payee’ is selected this shows an existing payee that has been added through online banking previously using a card reader. (To send a Standing Order to a new payee, please use Online Banking)
• ‘Company’ – (E.g., Regular Bill payment)
• Account’ – You can Choose one of your other accounts held.
• Follow the on screen steps to set up the description, amount and payment intervals
• Review and confirm the details

Using online banking

You will require a card-reader and a card you can use with that reader to complete this process. However, if you are registered for biometrics you will require your mobile app

• Log in to Online Banking at www.onlinebanking.natwest.com (opens in a new window)
• Select 'Payments & transfers' from the main menu.
• Under Standing orders click 'Create a new standing order'.
• Enter the details of the company or personal you are wanting to pay and click 'Next'.
• You will then be informed that the details entered either match, close match or don't match the person you are looking to pay. You can choose to go back and re-enter these details or if happy to continue tick that you understand the risk and click 'Next'.
• You can then change the name that will appear on your statement, enter a payment reference and set how long you want the standing order to run for. Then click 'next'.
• Select the account you want the standing order to take the funds from, the payment amounts, date and frequency.
• You will now see a screen confirming the details you have selected. You will then be asked to authorise this payment using your card reader or mobile app. Follow the onscreen instructions and click 'Confirm'.
• All done. That's your standing order now set up. You can now go back to review your accounts or set up another payment.

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A standing order template basically deals with finance or money related matter or transactions. It is a legal document that includes various details of the individual who asks for an amount of money from an institution or acts as a broker between two dealing firms.

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