Performance Requirements Policy – To ensure that at Auto Shirt Mfg. Ltd recruitment is done as per set standard. aaa Scope of Performance Requirements Policy This Performance Requirements Policy applies to recruitment process of all employees of the company except Managers and Executives. Increment Policy is also essential Reference 2006, Employment of Labours (Standing Orders) Act2006 Factories Act.Performance Requirements Policy
Any body with age of 18 years and above can apply irrespective of Ethnic Background, Religion, Caste and Gender. Recruitment will be done as per merit and competency.PM/PO and Respective Section In charge will be held
responsible for recruitment of any production related manpower. But recruitment
will not cross the limit set by the management as per designation.The incumbent will under go an interview conducted by Production
representative and Admin representative. This will be noted in the particular form.
After that, the incumbent will be taken in the respective
section to observe practical efficiency. On satisfactory result, the incumbent
will be recruited temporarily and a temporary ID Card with PROXIMITY card to be
issued, duely signed by Admin Manager.
Within 07 days, 02 (One) copy of recent passport size and 01
(One) copy Stamp size photograph, Educational certificate(s), Age verification
certificate for 18 years or above and Nationality/ Chairman certificate to be deposited
to Admin department. In turn, Appointment letter along with these documents
will be submitted to the competent authority for final approval.
On duely signed by the competent authority, he will be
treated as a permanent employee and will be entitled to get his payment and benefits.
Admin department will notify & furnish the pay related information &
documents to the accounts section.
Section or Department head should recommend the salary
keeping in view that, workers of same status and quality exists in the factory
are not deprived and does not affect their morale.In case of continuous 10 (Ten) or more days absence, his/her
service will be taken as terminated automatically as per “The Employment of
Labour (Standing Orders) Act, 2006 Section 23 (4) (d)”. In replacement, new worker(s)
can be recruited as per procedures mentioned above.
Conclusion
This policy is NOT subject to periodic audit to maintain its effectiveness. End of Performance Requirements Policy
Increment Policy Purpose: To ensure skill manpower, employees satisfaction and increase their respective duties & responsibilities. To ensure it a staff should flow Performance Requirements Policy
Responsibility: HR &
Compliance manager and realated section/ department head.
Major Criateria:
Promotion & increment will be effective after three/six months or depends on situation when management justifies employees fit for promotion / increment.
If any employee meets his /her responsibility in that case special promotion and increment should be organized by HR instruction by top management.
Promotion and increment is totally based on working efficiency, duration, attitude, capability, competence, patience etc.
Operator:
Section head will submit a list to HR department.
HR will collect/put their data with evaluation format then provide to evaluation team.
Evaluation team (Concern HR, IE, Technician, Q.C & PM) will evaluate them and jointly proposed for promotion/ increment with salary & grading (such as A.B.C) (Grade A for 4000/=, B for 3800/= & C for 3600/= salay will fixed for helper to operator). It decided by section head on 09.10.13
HR manager will finalize the proposal discussion with top management for confirm approval.
After approval the proposed list provide to payroll & concern HR officer for updating personel file.
Others worker:
Section head will submit a list to HR department.
HR will collect/put their data with evaluation format then provide to evaluation team.
Evaluation team (Concern HR, IE, Technician, Q.C & Section/Department head) will evaluate them and jointly proposed for promotion/ increment with salary & grading (such as A.B.C)
HR manager will finalize the proposal discussion with top management for confirm approval.
After approval the proposed list provide to payroll & concern HR officer for updating personel file.
Staff/Management:
Respective Section/Departmental head will submit proposed data to HR department with recommendation for promotion /increment.
HR will collect/put their data for proper evaluation with specific format.
For any promotion or increment of management or staff, one must to face a written exam or viva voice.
Section/Departmental head fill up the evaluation sheet indivisualy then submit to HR with comments.
HR manager will finalize the proposal discussion with top management for confirm approval.
Concusion
After approval the proposed list of Increment Policy provide to payroll & concern HR officer for updating personel file.
Business Card Policy – (Company Name) will provide all its employees with visiting cards. These should be used when ever the employee is officially representing the company and in no other cases. We sale Employee Management System Software Free/ Premium
Terms and conditions for business card policy
A new employee will receive visiting cards after his confirmation period.
The visiting card will give information about name, designation, mobile number and (Company name) email ID.
If the employee do not wish his/hers private mobile number to be stated on the visiting cards, he/she should inform the administration before the confirmation period has ended.
Employee’s designation (as mentioned on the appointment letter) will be mentioned on the business card policy .
In case of a promotion or change in designation new business card policy will be distributed.
Exceptions to the above terms and conditions can be made at the discretion of the Director(s).
Promised Modern Bangladesh and the young generation
A digital society ensures an ICT driven knowledge-based
society where information will be readily available on line and where all
possible tasks of the government, semi-government and also private spheres will
be processed using the state of the art technology. So, a digital Bangladesh
must guarantee efficient and effective use of modern ICT in all spheres of the
society with a view to establishing good governance. In other word, making
Bangladesh a digital one, we have to establish technology driven e-governance,
e-commerce, e-production, e-agriculture, e-health etc. in the society
emphasizing the overall development of the common people, the major stakeholders
of the country.
Due to globalization, more specifically due to booming
of ICT like most of the countries on the globe, Bangladesh has already been
connected with the outside world. Yet in the field of ICT, our only grand
success lies in Mobile telecommunication which has brought an abrupt change in
telecommunication scenario of the country. However, in the other spheres of
ICT, our achievement is very insignificant and we are still far away from
transforming ourselves into a knowledge-based society.
Building strong ICT infrastructure is the
pre-requisite for making Bangladesh a digital one. For this, we need to focus on
the following relevant issues assessing the harsh reality that hinders our
development in this context.
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.
Freedom of Association Policy – Auto Textiles Ltd the most and the best rational & liberal and transparent & systematic industry in Bangladesh. We sale HR Solutions and Employee Management Software …
We recognize and respect the right of employees to exercise their lawful rights of free amalgamation and collective quibble though Workers Welfare Committee. The management of Auto Textiles Ltd. is always very much positive in human rights. Its always trying to develop an example in the field of human rights by following local & international labor & industrial law.
We have Worker’s Welfare Committee to ensure their participation by which we conserve the right of expressing their opinion. Man is born free- we believe in this practical. Worker is free to form association, join with association with their own choosing. ALL must not with workers who wish to lawfully, peacefully associate, organize or bargain collectively. ALL will always recognize and respect the rights of employee to freedom of association policy and collective bargaining. Employee should not subject to intimidation or harassment the exercise of right to join or refrain from joining any organization.
Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. The employer adopts an open attitude towards the activities of trade unions and their organizational activities. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace. Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
The
rights of Freedom of Association and Collective Bargaining: The
overall observations shows that the factory has established a complete ‘Freedom
of Association and Collective Bargaining’ policy and procedures in place to
ensure workers right to associate & organize collectively. Though there is
no formal collective bargaining system in place but the factory has formed a
‘Participation Committee; parallel means of workers union among the workers and
management staff.
Assessment of Potential
Hazards
We maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipment (i.e. drugs, explosive, biohazards and/or other contraband). Did you check to ensure there is no obvious building structural issues that present an immediate hazard?
Did you check to ensure you could exit the facility in the event of
an emergency?
Did you check to ensure the walking surface is free of slip, trip
and fall hazards?
Did you check to ensure that there is no danger of objects falling
from above (e.g., unsafe stacking of materials, machinery or other
material)?
If required, are you wearing the appropriate Personal Protective
Equipment (PPE)?
Did you cover with the facility representative during the opening
meeting all the safety instructions related to the facility?
Concusion
Authorities abide by the customs rules and regulation and having wakeful about illegal transshipment. We are fully participate our custom policy accordingly Custom-Trade partnership against terrorism (C-TPAT) requirement. End of Freedom of Association Policy
