Obey the applicable law / regulations governing our business conduct worldwide.
Be honest, fair and trustworthy in all activities and relationships.
Avoid all conflicts of interest between work and personal affairs.
Foster an environment in which equal opportunity extends to every member
Strive to create a safe workplace and to protect the environment.
Through leadership at all levels, sustain a culture where ethical conduct is recognized, valued and exemplified by all employees.
Employee Conduct – Discipline
The employee shall serve the Company honestly, faithfully and diligently, always act in the best interest of the Company, abide strictly by the rules and regulations in force from time to time, maintain good conduct and Discipline Policy and generally conduct him / herself in line with the Integrity policy.
Misconduct: Actsof Misconduct that are breaches of Discipline Policy are given below. This is an indicative list and should not be treated exhaustive.
Smoking in ‘No Smoking’ zones.
Theft, fraud or dishonesty in connection with the Company.
Taking or giving of bribes or an illegal gratification whatsoever in connection with the Company or in the employee’s own interest.
Willful insubordination or disobedience of any reasonable order of a superior.
Drunkenness, fighting or riotous, disorderly or indecent behavior while on duty or at the place of work.
Habitual neglect of work.
Use of indecent language.
Use of indecent gestures.
Sleeping on duty.
Disrespectful behavior towards fellow employees and customers/ suppliers/ business partners.
Misuse of Company property.
Intentionally causing damage of Company property.
Public conduct detrimental to the Company image.
Continuous absence without permission and without satisfactory cause for more than ten days.
Giving false information regarding one’s name, age, father’s name, qualification or previous service at the time of the employment.
Leaving work without permission or sufficient reason.
Threatening, abusing or assaulting any superior or co-associate.
Disclosure to any unauthorized person of any confidential information in regard to the working or process of the Company.
Failure to adhere to the Information Security Discipline Policy of the Company.
Payments
Employees shall not under any circumstance, whether directly or indirectly, receive or accept for benefit – any commission, rebate, discount, gratification or profit from any person or Organization having business transactions or competition or clash of interest with the Company unless authorised Restricted access to certain floors and Departments
For the sake of preservation of confidentiality, all employees of one Department is expected to keep their visits to other Departments and specially to the management on a “need to only” basis, and should visit after taking permission of entry from the person he/she wants to meet. Needless waiting or loitering is strongly discouraged.
Dress Code
The dress code would be as
follows:
The Ladies
During week days they are expected to wear Sarees, Salwar suits, or
business formals. They are expected to wear minimal makeup and jewellery and
not dress in any manner that may be considered indecent with the community
norms of the time.
The Gentlemen
On weekdays they are expected to wear formal shirts with formal
Trousers.
Ties are strongly recommended for those who interface with clients and
outsiders.
Jeans and Denims on works days are prohibited.
Wearing of sandals, sandal shoes and Keds on working days is strongly
discouraged.
Employee may wear casual clothes if they come to work on weekends and
on government holidays. This applies for ladies as well, though even while
wearing casual attire should not nullify the need for maintenance of decency.
As
and when any change in the dress code is formalized and communicated in order
to facilitate comfort, professionalism and efficiency at work, all employees
shall be expected to adhere to the same.
Measures for
Misconduct
Types of activities to
be treated as misconduct under Offence Categories (OC) are listed below.OC1
Dishonoring Office Timings/late attendance;
Not adhering to the Dress Code;
Habitual late attendance ( not compensating 40 hours of work a week even if entry is made late on certain days);
Lack of cleanliness / personal hygiene;
Leaving the desk and workspace in untidy condition during and after office hours;
Disorderly & disorganized work habits noticed by supervisors / colleague;
Loud conversation with colleagues and/ or while talking on Telephone;
Gossiping with colleagues during office hours beyond 15-20 min at a time.
Not attending to phone calls even after five consecutive rings.
Not attending to or being inhospitable to guests
Loud laughter and other outbursts that may cause inconvenience to co-workers/ colleagues;
Found to be loitering in the wrong place during office hours;
Any word or activity raising doubts about Management’s stated commitment to being an equal opportunity employer
Disrespectful behavior towards colleagues/ co-workers and even subordinates.
Low breach of Confidentiality: information of one Department (restricted to that dept.) being leaked to some other Department.
Speaking on the phone in a very loud voice that disturbs others
Speaking on the phone for prolonged periods of time for personal purposes exceeding more than 30 minutes during the office hours (on self responsibility).
Habitual negligence at duty / work;
Repeated inefficiency /incompetence in performance of assigned tasks/ responsibilities;
Willful insubordination or disobedience, whether alone or in combination with others, of any lawful or reasonable order of a superior;
Habitual absence without prior leave approval;
Using foul language, abusive words, swearing against any co-worker or client in the office;
Willful violation of an established Company Discipline Policy ;
Unfair judgment/ ruling on offences (only for whom it is applicable);
Sleeping during duty;
Mishandling of any company equipment / property;
Misuse of stationery;
Damaging of any company property, equipment, stationery etc.;
Damaging /destroying the company’s goodwill;
Smoking at the workplace during office hours or thereafter.
Medium breach of confidentiality: Medium important data leaked to outside source.
Drinking (alcoholic/intoxicating substance) within the workplace or office premises;
Usage of banned substance (drugs of any kind) in the premises;
Found under influence of alcohol or any banned substances inside the office premises;
Theft, fraud or dishonesty in connection with company’s property, business or colleagues;
Taking bribes or any illegal gratification in connection with his / her employment;
Having an affair with co-worker and public display of any such act that is beyond acceptable norms in office;
Violence at workplace; physical assaults of any kind;
Falsifying, tampering with, damaging or causing loss of company’s office records, documents etc.
Riotous or disorderly behavior in workplace or any act subversive of discipline;
Any commotion that may gather more than 10 persons around it;
Frequent repetition of any act or commission for which a fine may be imposed; and resorting to illegal strike, go slow or inciting others to resort to the same.
High breach of Confidentiality: Leaking Critical data (pricing information or strategic information of ongoing deal) to competitor.
Applicable Punitive measures as per Offence
Category
The
supervisor reserves the right to decide on how serious the issue was. However
the employee against whom the PM is taken has the right to appeal to the HR
officially in writing if he / she is not content with the decision of the
supervisor. HR Department has the right to consult with the reporting
supervisor and re-adjust the punitive measure as mutually agreed. If however
the HR Department finds that the accused is in fact innocent or can be given
the benefit of the doubt, then, the decision for punitive measure can be
escalated as per policies spelt out in the Grievance Policy.
If any employee is repeatedly found to be committing Discipline Policy , then his/her reporting supervisor will also be held culpable and be penalized for the offence, even if it be to a lesser degree.
It is our pleasure informing you that management found your performance as satisfactory over the past years and as recognition of your performance, you have been promoted to the next higher position of Senior Officer (Yarn) wef: 1st January-2000
I on behalf of Group, congratulate you for being promoted to Senior Officer (Yarn).
I also hope this promotion would inspire you more to show
further improvement in your performance in days to come.
Finally wish you all the best.
Sikder Ahmed
General Manager
(HR. & Admin)
Promotion Messate Letter 1Sub
:Letter of promotion
Mr.SSS Rahman,
Being satisfied with your performance during past years,management has decided to promote you to the next higer position of “Sr.Officer”w.e.f 1st December 2015.
Considering the promotion your salary has been enhanced TK.14000.00(Forteen thousand)only per month w.e.f.1st Dec.2009.
Responsible supervisor should be observed that the Floor pathways never be blocked by any workers.
Sufficient spaces and tables are not available at Fusing Area.
Maintenance Dept & Admin Dept is both responsible for checking and looks after the safety Equipments like Fire Extinguishers refill date and expired date.
Spot removing place should be keep clean and the instruction of sport removing need to change and hang beside the spot removed person.
Finishing Supervisor and Admin Dept will be full responsible for this Area.
Accounts Dept need to more conscious about the salary payment, at this time revenue stamp should be attached on the salary sheet before giving the salary.
Manager Administration will take immediately action for renew the Factory license.
Boiler Certificate & Boiler Operating Certificate will be prepare immediately.
Fire Team should be follow-up by the Admin Dept; if any person left teams immediately fill up that post, wit well trained worker or staff.
First Aid Box will be arranged with proper Equipments.
Water filter need to more checking by responsible Dept.
Finishing Supervisor will look after that Shoes at iron Area are properly arranged and using.
No Machine should be run with safety guard and about that need more co-operations with every body. Who are related with this matter like Admin & Maintenance Dept.
In the line Supervisor will properly look after that Sewing Asst., could not using the Machine in the absent of Operator.
Injury Register should prepare in a proper way.
Suggestion Box needs to more upgrade with Register book.
Compliance Matrix is essential
Grievance
Manager Administration and Welfare Officer of HGL mentioned that in the regular counseling classes regarding Grievance has been discussing Proof of counseling classes is also shown as a register. But, WO as a class conductor did not obtained signature from the participants. In this regard Welfare Officer, advised to maintain record of participant’s signature and to follow the procedure to ensure better coordination.
Employment Contract
The auditor found the copy of workers contract form but those were old and they have pointed out some different. It is also sure that those points are in favor of Bangladesh gazette 2006. However, as we are going to issue the Workers Hand book that will perhaps fulfill the requirement of buyer auditors. Other wise updated contract form will be placed in the individuals files. In this point Manager Administration replied to buyer auditors that due to pick hour it was higher.
Trainee’s workers
Manager Administration has explained the desire of auditors. In fact, we are not doing any thing against BD Gazette 2006. However, it is now the problem of whole garment sector.
Workers Welfare Committee (WWC):
Manager Administration replied to Auditors So, from the next Meeting we will display on the Notice board.Sr. Welfare Officer discussed on the -Notice, Agenda or Minutes regarding must be displayed on the Notice board.
Administrative Officer discuss the following important point:
In connection with policy, procedure, system, notice, instruction etc all the factories should be in one plat form.
The Welfare Officer is advised that she will show or produce her plan, draft etc to the SWO with the intimation of Manager Administration. To introduce any new system of dealing with workers she will definitely liaison with first. She will try to follow the system/procedure . To make those similar she will go to SWO to discuss as required. This will bring another good result.
Welfare Officer will prepare her activity program/plan highlighting the basic/core point like Grievance, Health & Safety, First Aid, and Fire fighting so that at the first sight Buyers. End of Compliance Matrix
Overtime Approval Process – The different scales of minimum wages for different grades of workers located outside the EPZ is highlighted in Bangladesh Gazette published under the authority of the labor law and Manpower Ministry pursuant to the power vested under the Minimum Wages Ordinance, 1961. Factories located in the EPZ follow the Bangladesh Export Processing Zone Authority instruction No.2 of 1989. The Bangladesh Gazette published on Jan, 12, 1994 are applicable for factories located outside the EPZ. We sale Attendance & Overtime Management software …
Trainees/apprentices will get monthly allowance. The maximum period of their training shall be three months. After completion of their training they should be upgraded to their respective posts. If overtime work is required to be done; approval of CEO must be taken by the Production Manager or Department Head.
Overtime Approval work in all Units is limited to maximum of 2 hours from the end of normal working hour. Total working hours including over time shall not exceed 60 hours in a week (6 days).
Number of all person required to do overtime must be mentioned in overtime request form. This form duly filled has to be submitted by Production Manager or Departmental Head to AGM (Admin & HR) by 1:00 pm or before lunch.
If, under exceptional circumstance, work is required to be done after 7:00 pm then detailed explanatory statement is to be submitted by Production Manager or Departmental Head to AGM (Admin & HR) by 1:00 pm or before lunch.
Hence as the workers are made to Overtime Approval on the production floors the consolidated amount is taken to be basic salary if the apprentice is made to do overtime. AGM (Admin & HR) will send the request form to Manager-WSSC. He will verify and comments that whether the OT hour is justifiable or not.
The wages per day should be calculated by dividing monthly wages by 26 days or (208 8 hours) on any given month. AGM (Admin & HR) will then send the form to CEO for final approval.
AGM (Admin & HR) will be responsible to acknowledge the concerned Production Manager or Departmental Head about the approval/disapproval of OT request by 03:00 PM.
On duty administration officer will ensure that sanctioned overtime is not misused. He also should monitor whether actual overtime and required manpower complies with the approval or not and submit his comments to AGM (Admin & HR).
Administrative department may ask explanation from any individual / department if they found that the overtime is not being utilized properly.
Under the apprenticeship rules, 1967, section 17 (2) it is mentioned that no apprentices shall be allowed to work overtime unless it is in interest of apprentice training. The factories of Bangladesh undoubtedly cause the workers to work on production lines. Unauthorized overtime will not qualify for payment. Any person allowing such unauthorized overtime will be accountable.
The different scales of Minimum wages for different grades of workers for the factories located in EPZ is highlighted in the Bangladesh Export Processing Zones Authority, instruction No. 2 of 1989. Factories in EPZ are allowed to keep apprentices for maximum period of six month after that workers should be upgraded. Overtime Approval Records will be filed and maintained by Administration Department.
As per BEPZA rule basic is calculated at 60% of the wages. The basic per day should be calculated by dividing monthly wages by 26 days on any given month. In addition to the above Minimum wage, each company shall be liable to pay the following additional benefits:
Bonus – two months festival bonus in a year equivalent to two months basic.
Provident fund, contribution is applicable rate each company as may be determined from time to time. The current rate is 8.3% of the basic pay.
Each worker should receive inimum10% annual increase over his gross wages.
Importance of Organisational Behaviour – Course Objective:
The objective of this Importance of Organisational Behaviour is to focus on a systematic approach in the understanding of Importance of Organisational Behaviour. The systematic study of organizational behavior would help to link organizational effectiveness to individuals, groups, and structure. WE sale HR and Payroll Software for Clothing Industry ..
Organization is made up of interlocking parts each of which plays a clearly defined role in the functioning of the whole. Additionally, organizations are input-output transformation systems that depend on their environment for survival. The study of Importance of Organisational Behaviour would help to interpret the environment, coordinate activities and facilitate decision making by processing information horizontally and vertically through a structural hierarchy. Organizations are composed of a verity of constituents, both internal and external, with diverse interest that seek control over the decision making process to enhance their position. These organizational participants desire to be able to predict what others will do. The study of this subject will help to develop thus predictive skill and apply it in the some meaningful way to make organizations more effective.
Course Outline:
Introduction: What
is Organizational Behavior; Responding to Global and Cultural Diversity
The Individual: Foundation
of Individual Behavior; Perception and Individual Decision Making; Values,
Attitudes, and Job satisfaction; Basic Motivation Concepts; Motivation: From
Concepts to Applications; Theories of Motivation.
The Group: Foundation of Group Behavior; Understanding Works Team; Communications; Leadership; Power and Politics; Conflict, Negotiation, and Inter Importance of Organisational Behaviour.
The Organization System: Foundation of Organization structure; Technology, Work
design, and Stress; Human Resources Politics and Practices; Organization
Culture
Organizational Dynamics: Organizational Change and Development; The historical Evolution of Organizational; Behavior; Research in Organizational Behavior
Questionary About Labor
Are there any local laws that rules against forced labor?
Does factory have a copy of these laws posted?
Are the factory’s rules and regulations certified by local labor
department or NGO?
How factory communicates their rules and regulations to workers?
Is there any evidence of prison or forced labor within the factory?
Are employees free to leave once their shift has ended?
Discrimination & Coercion
Does the factory have any policy against corporal punishment and mental harassment?
Is there any evidence of management or supervisor using any kind of corporal punishment or mental coercion against workers?
Does factory conduct any kind of testing with the purpose of detecting pregnancy on female employees?
Are handicaps prevented in any way from working at facility?
If “Yes”, Why?
Is there any evidence of any employee (male/female) experiencing any sexual harassment?
Are employees free to talk with co-workers during working hours within reasonable time?
Are workers free to belong to a labor union or express their grievances?
What is the country minimum working age?
Does factory verify that all workers are above legal minimum age?
Does factory obtain age proof records form all workers? What kind?
*In the case that the labor laws allow minors over 15 to 18 years old to work, Complete below:
Are all these workers certified by local labor department and legal guardians?
What is the limit number of hours stipulated by local law,which these workers could actually (physically) work?
What is the maximum number of hours for which thes employees must be paid for?
Is the factory complying with these local law restriction on labor hours/wages?
Do factory provide social contribution to the employees?
Do factory provide any medical insurance to the employees?
Do factory provide house allowance for the employees?
Are legal deductions or contributions for social benefit calculated and done correctly?
We commit to comply with Eco Cotton Requirements as listed below,
and to take the responsibility for informing all our suppliers and
subcontractors about the content of these requirements and to make sure that
they also comply.
Only Eco cotton fibre, certified according to both EEC Regulation No. 2033 and NOP (American National Eco Program), has been used for buyer Eco cotton orders.
All factories (from spinning to
garment) in production has to be certified according to OE 100 / OE blended
standard with valid expire date has been used for buyer Eco cotton orders.
All dyeing and other processes
are in accordance to:
buyer Chemical Restrictions
buyer Supplier Colour Guide
Book
buyer Quality Standards and
Requirements
Dye mills and other wet process
units have waste water treatment according to relevant legislation of the
county in which they operate.
The
whole production of Eco cotton garments shall be organized in a way that
contamination of the Eco cotton fiber/fabric is prevented. All materials must
be clearly labeled and identified as Eco throughout the entire production chain,
according to OE 100 and blended standards.
A Transaction certificate prepared by certifier must be given to buyer
for each and every order. The transaction
certificate shall state that the H&M order has been produced with 100% Eco
fibre or as much as specified on the order (95%-100 or 50%).
