Environmental Aspects and Impact Assessment

Environmental Aspects and Impact Assessment

Environmental Aspects

Environmental Aspects Impact Assessment
Running Boiler Use Chemical for De-scale & Corrosion. aaaa Boiler chemical is hazards for nature and human being    
Running Boiler Exhaust Flue gas. Exhaust flue gas pollute the air
Drop the chemical in the Generator cooling tank for remove alga from water. Chemical is hazard for nature  
Drop the chemical in the Open tank for remove alga from water.   Chemical is hazard for nature
When Diesel Generator Fuel tank show low oil level then reserve oil in the fuel tank Spillage of fuel is hazard for nature
Burn Lubricant drain from Generator lubricant tank Spillage of Lubricant is hazard for nature
Lubricant reserve in the Generator Lubricant tank.  Spillage of Lubricant is hazard for nature
Running Generator makes a big sound in the surrounding the Environment Harmful for environment & human ear.
Pressure Vessel running time when any pump stop then makes a big sound. Harmful for environment & human ear.
Running Generator Exhaust Flue gas. Exhaust flue gas pollute the environment
Gear oil drain & fill from gear box of the machine Spillage of Lubricant is hazard for nature
Grease drain & fill from greasing point Spillage of Lubricant is hazard for nature
Time of Welding flash X-ray and Grinding & Drill M/C also making dust in the environment Welding ray is harmful for our skein & surrounding
Many kind of cutting Metal are Storage Spillage of cutting metal are pollute the environment
Empty poly & nylon bags are storage Damage the soil quality
Mixing time use fan motor Spillage of chemical
Mixing time use compressed air Spillage of chemical
Shifting from chemical store to ET plant Hazard for human being & environment.
While loading of dyed fabric on De-Water machines turntable, water spray to the turntable & drain. This water makes water pollution when Drainage in the nature.
Drain softener from De-Water machine. This water makes water pollution.

Some Industrial Machine

Name Of Machinery Manufacturing
company
Country
of Origin
Min Finish
Width
Max Finish
Width
De-water m/c Santex Switzerland 25 inch 58 inch
Relax Dryer Santex Switzerland 1inch 85 inch
Relax Dryer Unitech Italy 1inch 98 inch
Compactor (tubular) Santex Switzerland 15 inch 52 inch
slitting Corino Italy 23 inch (Tube) 100 inch
Stenter Unitech Italy 45 inch 98 inch (250cm)
Compactor (Open) Lafer Italy 38 inch 96 inch
Dethreading m/c MTG Italy 38 inch 96 inch
Bag Sewing m/c MTG Italy 38 inch 96 inch

Environmental Aspects for Dyeing

Environmental Aspects Impact Assessment
Transportation of Trolley from batch preparation to dyeing machine No aspect
Dust emission to air while turning the fabric in the air turning M/C Dust pollute the air
Loading of greige fabric to the machine No aspect
As per recipe Dyeing helper, collect the chemicals from chemical store.   Spillage of chemicals , harmful for users , and environment
Pre-treatment greige fabric in the dyeing M/C and sample cutting. Steam emission from dyeing M/C to air and temperature is high.
After Pre-bleaching dyeing machine drains the wastewater. Chemicals drain out from the dyeing machine.
As per recipe Dyeing helper collect the dyes , chemicals & salt  from chemical store & mix those at the side tank of the m/c Spillage of dyes , chemicals & salt harmful for users and environment
Dyeing of pre-treated fabric and sample cutting. Steam emission from dyeing M/C to air and temperature is high
After dyeing machine drains the wastewater. Dyes and chemicals drain out from the dyeing machine.
During sample cutting and washing of dyed fabric to match with approve shed Steam is emitted from dyeing M/C
After wash of dyed fabric from dyeing M/C to trolley Steam emission from dyeing M/C to air
Unloading of dyed fabric from dyeing M/C to trolley Water spray to the floor.
Transportation of trolley to the De-Water, Slitting M/C Water spray to the floor.
Emission of dust to air when unrolling the greige fabric in the dyeing machine Air pollution

Environmental Aspects for Finishing

Environmental Aspects

Transportation the fabrics from dyeing to De-water machine  
Impact Assessment

Waste water spray to the floor
Some fabric use softener and acid in the De-Water process Dropping the chemicals from the dyed fabrics in the De-water machine.
Feeding the fabrics in De-water machine and De-watering the fabrics Drains the wastewater
Transportation the fabric from De-water to Dryer No Aspect
Feeding the fabrics in Dryer machine and drying the fabrics Exhaust hot air mixed with Environment and surrounding temperature is high.
Every day clean net in the dryer machine Dust Emission to the air
Transportation the fabric from dryer to compactor machines. No Aspect
Feeding the fabrics in tube compactor machine and compacting the fabrics Heat emission from Compactor M/C to air and surrounding temperature is high.
Steam use in the tube compacting machine. Emission of steam from compactor machine and mixed with surrounding Environment.
Transportation the fabrics from dyeing to Sleeting & De-water machine Waste water to the floor
Feeding the fabrics in Sleeting & De-water machine and Sleeting & De-watering the fabrics Drains the wastewater
Transportation the fabric from Sleeting & De-water to Stenter Machine No Aspect
Stenter De-water padding unit mixed dyes, chemical, softener, acid and other chemical.   Chemicals and water drain out from stenter machine to the nature.
Feeding the fabrics in Stenter machine and drying the fabrics Heat emission to the Environment from Stenter M/C and surrounding temperature is high.
Every day clean net in the Stenter machine Dust Emission to the air
Transportation the fabric from stenter to open width compactor machines. No Aspect
Feeding the fabrics in Open width compactor machine and compacting the fabrics Heat emission from Compactor M/C to air
Steam use in the tube compacting machine Emission of steam from compactor machine
Product Identification And Traceability

Product Identification And Traceability

Product Identification

Product Identification PURPOSE

Product Identification and Traceability -The purpose of this procedure is to ensure all garments can be identified at any stage in the manufacturing process and that materials can be traced back for control purposes. We sale RFID Production Tracking Software Garments aaa

SCOPE

This procedure applies to all styles for Product Identification and Traceability

RESPONSIBILITY AND AUTHORITY

All relevant personnel involved in the manufacturing process from goods inwards to final despatch are responsible for ensuring this procedure is adhered to.

PROCEDURE

  • Tickets are then printed with bar codes corresponding with operations on each style.
  • Bundles are then issued onto each production unit in accordance to a weekly production plan issued by the Planning Manager.
  • Machine operators take the corresponding bar-code sticker applicable to their completed operation. They then place this bar-code sticker onto their daily wage sheet, which is collected and authorized by the unit Production Supervisor at the end of each day.
  • The information of each bundle is now readily available by size, colour, style and which operation the bundle can be located at.
  • The information of each bundle is kept on the LCC system for an average of one week.
  • At any time during this week the wages dept. can trace each ticket by logging onto the LCC system using a password and entering the order number and bundle number this then lists all operations on the ticket and whether the operations have been sewn and who has sewn them.
  • When all machining work is completed the bundle is then passed on to be packed,
  • Labels & Trims are issued to production to the job card qty each time.
  • Each style is identifiable by a stroke number/quality number given by the customer/supplier.
  • Information is received daily regarding cutwork, in “job card” form, which is collated and issued to the relevant personnel.
  • Cutwork is then stored in the cut bank area.

Conclusion

Product Identification and Traceability  -Cutwork lay sheets are then entered onto the LCC system.

Clack Water Softener for Sale

Clack Water Softener

Clack Water Softener -Thank you very much for your inquiry on the captioned subject. We are pleased to submit below our offer for design, fabrication & supply of one Water Softener for your kind perusal and consideration please. We sale Chemical Inventory Management System

SCOPE OF SUPPLY AND PRICE OFFER :

Unit WATER SOFTENER MODEL AWS-14

Base Exchange Clack Water Softener, 500 liter maximum capacity will be   completely assembled with ABS Plastic multi port valve, brine valve and PE salt tank and initial charge of cation resin. Technical specifications will be as follows:

 MODEL                         :   AWS-14

 Capacity                         :   500 lit/ hr

 Size                                :   8” Ø x 35” H (Approx.)

 M.O.C.                           :   PE (Poly-Ethylene)

Operation cycle              :   Maximum Output between two regeneration, 11,250 lit.                             (Based on raw water hardness 100 ppm)

 Operation                       :   Automatic

Pipings and fittings        :   ½” Ø G.I. pipe

Valves                            :   21/2 ” Ø Multi-functional flow control Valve

Cation Resin                 :   14 lit, Amberlite IR 120 Na

Salt required                   :  4.0 kg per regeneration

Salt tank                         :   PE-60, Capacity 60 lit

Unit Price                Total Amount

Price                                           :                  Tk.   35,000.00         Tk.  35,000.00

                                            (Total taka thirty five thousand) only.

PAYMENT:

50% Down payment along with your order.

50% Before delivery.         

DELIVERY:

Will be delivered within 04 days on receipt of full payment from our factory at 223-B, Tejgaon Industrial Area, Dhaka- 1208.       

Page No. 02                                      Quotation No. AG 1229/11

COMMISSIONING :

After installation of the equipment at your site, our Engineer/Technician will be available for completion of inter connecting pipe work and commissioning and trial run of the plant.

EXCLUSIONS :

The followings are not included in the quotation:

  • Any civil work.
  • Raw Water & Soft Water Reservoir.
  • Testing of water samples, if required.
  • Any other works or supplies not mentioned specifically.
  •     Carrying and transportation of the boiler to factory site are to be buyer’s responsibility.

WARRANTY :

We guarantee our products for trouble free operation and best workmanship. However, should there be any defects detected during the period of guarantee, we undertake to remedy the defects, free of cost. The guarantee period is twelve calendar months from the date of delivery.

VALIDITY OFFER :

  • 30- days from the date of issue.
  • We assure you our best services at all time to come.
  • Thanks and best regards for installing Clack Water Softener
Top 200 Employment Law for Readymade Garments

Top 200 Employment Law for Readymade Garments

Employment Law

Cooperative Rules

  • Performance Audit and Test Audit have been introduced in the rules to establish better performance and accountability.
  • The area of expenditure of Co-operative Development Fund (CDF) has been specified and broadened.
  • Provision for payment of incentive from the net profit in addition to working allowance and honorarium.  
  • The new Co-operative Societies Rules has written in Bangla to make the same easily understandable by the co-operators.
  • The new rule is composed of 163 rules instead of 185 rules of the previous one.
  • Definition of various classes of cooperative societies has been incorporated.
  • Time has been scheduled for holdings the Annual General Meeting within the co-operative year.
  • Power of general meeting has been strengthened  regarding:
  • Examining the activities of the managing committee.
  • Approval of the annual budget and development projects taken by the society. 
  • Using reserve fund in the business of cooperative societies.
  • Declaration of dividend at a maximum of 75% of the net profit.
  • Managing committee has been empowered regarding:
  • the election committee to conduct the election.
  • Provision of incentives from net profit to increase professionalization in the affairs of the Managing Committee.
  • Raising fund of the society.
  • Investment of fund.
  • Formation of sub-committees for special works.
  • Preparation of the statement of accounts and submit it to the auditor.

Conclusion

Please click the above links to rade more than 200 Employment Law

Bullying and Harassment Policy within a Factory

Bullying and Harassment Policy within a Factory

Harassment Policy

Harassment Policy -The Auto garments is committed to maintaining a professional organization environment in which all workers and staffs are treated with respect and dignity.  Each individual has the right to work and attend office in a professional atmosphere which promotes equal opportunities and prohibits all forms of bullying and harassment policy, unlawful discrimination, exploitation or intimidation.  This policy applies to all workers, staff, employees, contractors, suppliers and visitors.  Conduct such as violence, harassment, sexual abuse, inappropriate relations and inappropriate discrimination based on personal characteristics are inherently destructive and will not be tolerated. We sale Employee Management System Software Free/ Premium

Introduction

Contractor must treat every employee with respect and dignity.  In doing this, the contractor must strive to foster an environment that is free from harassment and abuse of any kind, including physical, verbal, psychological, and sexual.The Department of Human Resource Management reserves the right to revise or eliminate this policy. The following behaviors are those which demonstrate disrespect of others and a lack of professionalism and interpersonal conduct.  Although it is impossible to list all possible examples of harassment, poor judgment or unprofessional conduct which may violate this policy, the following examples shall serve to illustrate the kind of conduct, speech and behavior that is prohibited:

Requirements Written Policy

All contractors must have a written Harassment and Abuse Policy that is signed by the senior manager at the facility and posted in all major work areas.

The written policy must outline the scope of the policy, definitions of harassment/abuse, the responsibility of individuals to carry out the policy, confidential grievance procedures, and appropriate disciplinary sanction for each type of violation against the policy.

The policy must state, as appropriate, that the offensive behavior may lead to termination of employment or prosecution by legal authorities.  The policy must also specifically state that no employee will be punished for reporting in good faith harassment and abusive behavior to management.

No employee of the contractor is exempt from the policy; it applies to vendors, customers, and all others who enter the contractor’s workplace.

  • Questions regarding the application of this policy should be directed to the Department of HR & Administration where equal employment services are provide. Sexually suggestive, foul or obscene language or gestures;
  • Displays of sexually suggestive, foul or obscene printed or visual material or objects;
  • Inappropriate physical contact such as patting, pinching or brushing against another’s body;
  • Unwanted physical contact (e.g., hitting, slapping, kicking, pushing, or the threat of the same);
  • Loss of personal civility, including shouting, personal attacks or insults, displace of temper (such as throwing objects);
  • The contractor must report incidents warranting termination of employee(s) to their local Nike Corporate Responsibility Compliance Manager before any actions are taken. Requests for others to perform inappropriate personal errands;
  • Grading or evaluation on factors unrelated to performance, effort or achievement;
  • Discrimination based on race, religion, national origin, sex, age, or physical or mental disabilities;
  • Repeated or gross singular episodes of psychological punishment of a student by a superior (e.g., public humiliation, dehumanization, belittlement or derogatory comments, threats, intimidation, rejection, alienation);
  • Repeated or gross singular episodes of annoying or humiliating conduct which offends a reasonable person to whom the conduct was obviously directed, including, but not limited to, the following:   condescending expressions, gestures or behavior, speech, physical contact or repeated inappropriate telephone or e-mail messages;
  • Demonstration of favoritism through degrading or attention because of an individual’s sex or in exchange for sexual favors;
  • Demonstration of the use of punishment by the assigning of tasks not for educational purposes; and
  • The head of the Department of Human Resource  is responsible for official interpretation of this policy, in accordance with Labour Law, Bangladesh. Intentional neglect or intentional lack of communication.
  • Abuse & Harassment : Abuse & harassment should be stopped and severer action to be taken against defaulter. A policy should be made on it. Verbal abuse of a sexual, racial, ethnic, religious nature;
  • Commenting upon an individual’s body or clothing in a sexually offensive manner;
  • Unwelcome or inappropriate touching of another person;
  • Degrading words to describe an individual’s race, age, sex, religion, ancestry or disability;
  • Similarly degrading objects, pictures, clothing, cartoons, magazines, e mails or computer images;
  • Graphic verbal commentary relating to an individual’s body, sexual prowess or sexual deficiencies;
  • Coerced sexual activities;
  • Unwanted sexual advances;
  • Demands for sexual favors;

Confidential Grievance Procedure

It is essential that the contractor provide a confidential grievance procedure for employees to report harassment or abusive behavior.  Normal complaint procedures through direct supervisors are not adequate for reporting abusive behavior.  The grievance procedure must include one or more of the following:

Secured confidential grievance boxes that are installed in private areas (such as bathrooms or dorms) and only accessed by senior management. Neutral grievance contacts such as union representatives or guidance counselors. Telephone “hotline” number or post office box address through which employees can report their grievance. While such conduct often can be unlawful sexual harassment only if it is both unwelcome and either severe or pervasive, the GIANT nonetheless discourages any such conduct, regardless of the circumstances and regardless of whether it is unlawful.  Good judgment should prevail.  All persons who work for or with the GIANT must avoid any behavior or conduct that could reasonably be interpreted as unlawful bullying and harassment policy or inappropriate behavior.

Definitions of Harassment and Abuse

Physical

Use or threat of physical discipline.

Verbal

Screaming, threatening, or use of demeaning words toward employees.

Psychological

Use of words or actions that attempt to diminish employee self-esteem.

Sexual

Offering preferential work assignments or treatment of any kind in actual or implied exchange for a sexual relationship.

Subjecting employees to prejudicial treatment of any kind in retaliation for refused sexual advances.

Unwelcome sexual comments, observations, advances of physical conduct of a sexual nature.

Gender-insensitive security practices.

Other

Withholding reasonable breaks, access to water, toilets, health care, or other basic human necessities.

Unreasonably restricting employee movement during non-work hours.

Worker’s reporting Requirements : Any workers who feels that he or she has been mistreated or experienced or witnessed conduct that violates this policy should immediately report such behavior to the Compliance Officer, the Administrator of their respective unit or Welfare Officer or Compliance Officer or the Manager. Staff’s Reporting Requirements : Staffs who have a complaint or concern about possible sexual harassment of or misconduct with any employee in connection with incidents they have experienced or of which they are aware are to report such complaint or concern immediately to the Compliance Officer, the Administrator of the respective building or the Manager. 

Create a Well-Informed Workforce

In order for employees to adhere to the written policy, the contractor must progressively inform employees of the policy and how to communicate such harassment or abusive behavior to the management.  The policy must be communicated through the following methods at minimum:

New hire orientation training (all employees, without exception). upervisor and/or management training at least annually. Employee group meetings at least annually. Posting of the policy in major work areas, including employee break/rest areas. Investigation : Steps will be taken to ensure that a reported concern is promptly investigated and that other appropriate action is promptly taken.  There will be no retaliation against anyone for reporting discrimination or harassment, or for cooperating with the investigation of a complaint of discrimination or harassment.  The GIANT will honor a complainant’s request for confidentiality regarding any complaint and the result of its investigation to the fullest extent practicable

Upon receipt of a complaint or other specific information regarding possible harassment, the person responsible for investigation shall:

Promptly and confidentially investigate the incident(s) and surrounding circumstances by talking to, and obtaining signed statements from, witnesses or other persons having information.  This should be done before contacting the alleged offender.  If there is substance to the allegation, the investigation may be more productive if witness information is gathered before the alleged offender knows the investigation is underway.

Working Hours for Adults :

according to section 50 to 74 of Bangladesh factories act. 1965 necessary step to be taken for weekly working hours. Weekly holidays, daily hours intervals for rest for meals, extra allowance for overtime, restriction for double employment, notice for work, maintenance of register for work, employment of woman at night, prohibition of employment of child labour.

After conducting the first interviews with witnesses, the investigator should advise the alleged offender of the complaint even if the allegations have already been disproved.  If the problem is a misunderstanding, future incidents can be prevented.  On the other hand, if the allegations are true, they may be admitted by the offender, with or without statements of justification or mitigation.

Investigation

If a grievance is received, the contractor must immediately investigate the allegation.  The investigation must be conducted discreetly by a qualified individual.

If the allegation is not proven or admitted during Steps 1 and 2 above, the investigator shall conduct further investigation until he/she has made a determination or it becomes apparent that further investigation is unlikely to lead to a reliable conclusion.

Throughout the investigation, a conscious effort must be made to judge the credibility of the information received.  In particular, any circumstances which could lead to the complainant or witnesses to give false or substantially biased information must be identified, investigated or considered.

Leave & Holidays :

According to section 77 to 85 of Bangladesh factories act, 1965 action to be taken on annual leave with wages, festival holidays, casual leave, sick leave & maternity leave.

Wages & Benefit : According to the minimum wages ordinance 1961 every factory must pay the minimum wages to the workers.

If the investigation confirms that a violation of this policy has occurred, the investigator shall report his findings to the Manager (Admin) in writing, with a recommendation for disciplinary action or other remedial measures.  If the investigation either exonerates the alleged offender or is inconclusive, the investigator shall report those findings in writing to the Manager.

Discipline

Individuals found to be in violation of the contractor’s written policy must be subject to immediate sanctions.  Discipline for harassment or abuse must include the following elements applied to the person responsible:

Depending on the situation and circumstances, harassment/abuse may result in immediate dismissal, immediate probation and/or demotion.

If the situation results in immediate probation and/or demotion, the person responsible for the harassment or abuse is required to sign a statement acknowledging that he or she understands the situation and that any recurrences during the following 60 days will result in immediate termination.

The person responsible for the harassment or abuse must apologize to the employee(s) in question.

The person responsible for the harassment or abuse must undergo appropriate training to help correct this attitude or action such as cross-cultural training, conflict resolution training, or other training as appropriate.

The person responsible for the harassment or abuse may be transferred to a different department to ensure no further intimidation occurs.

If required by law, the person responsible for the harassment or abuse must be reported and turned over to local authorities.

After the investigation of a complaint is concluded, the GIANT will advise the complaining person of the outcome of an investigation, although not necessarily all details of the actions the authority has taken to maintain an environment free of bullying and harassment policy.

A concerted effort must be made to provide employees and students with an environment free of all forms of mistreatment and harassment.  Accusations or violations of this policy are grievous and can have serious and far reaching effects on the careers and lives of accused individuals.  Allegations must be made in good faith and not out of malice.  Any accusations found to be malicious in intent will be subject to disciplinary action.  Any retaliatory action is considered a violation of this policy

Penalties & Procedure

According to section 93 to 107 of Bangladesh factory act, 1965 following procedure should be made incase of offences general penalty after previous convictions, offence by workers penalty for using false certificates, penalty for double employment.

When the investigation determines someone has violated this policy, appropriate corrective action will be taken. Any employee found to have engaged in a violation of this policy shall be subject to discipline. Appropriate sanctions may include, but are not limited to, oral or written reprimand, referral to counseling, reassignment, suspension without pay, or termination of employment. Employees shall be subject to discipline under the Employee Code of Conduct.  In investigating complaints of harassment or inappropriate conduct under this policy, the GIANT may impose discipline for inappropriate conduct regardless of whether the conduct constitutes a violation of the law and even if that conduct may not rise to the level of a violation of this policy.

However, if the investigation reveals that the individual making the complaint has falsely (and in bad faith or out of malice) accused another employee of sexual harassment, the complaining individual shall be subject to discipline, including but not limited to oral or written reprimand, suspension, termination of employment, and/or discipline under the Employee Code of Conduct.

Documentation

  • Every grievance, investigation and any disciplinary action taken must be properly documented, including the following information:
  • Date(s) the incident reported
  • Date(s) the incident occurred
  • The exact nature of the complaint
  • Names of  both alleged perpetrator and victim, if available
  • Date(s) of investigation and name(s) of investigators
  • Methods used in investigation
  • Findings
  • Date of decision and name(s) of decision maker
  • Date and nature of any discipline imposed
  • Date the employee is notified of the decision
  • Documentation that the employee who brought the complaint was notified of the result of the investigation and the decision(s) made.  All documentation must be signed by the employee in question.
  • Adjustments or plan of adjustments, if any, to existing contractor policies, procedures, and practices
  • Contractor must maintain, and make available, all documentation upon request to Nike or designated auditors.  Upon closure of each abuse and harassment incident, the contractor must make the necessary changes to existing policy, procedures, or practices in order to prevent and eliminate such incidents from occurring in the future.

Conclusion

All the rules, regulations & policy stated above should be obey by the workers as well as factories respectively. The authority shall not retaliate against an individual who makes a valid or good faith report of sexual harassment or other violation of this policy, nor permit any other employee to do so.  Any retaliation experienced by the reporting individual should be reported immediately to the Compliance Officer, or Welfare Officer or the Manager.  Any employee found to have retaliated against an individual reporting sexual bullying and harassment policy or other violation of this policy shall be subject to the appropriate disciplinary measures, including, but not limited to written or oral reprimand, referral to counseling, suspension without pay, termination, and/or discipline under the Employee Code of Conduct.