INTRODUCTION
Apex Weaving and Finishing Mills Ltd
established in the earliest of 1990 and started its commercial operation in
November 1996.located on 17 acres of green land in Gazipur,
We at Apex have tried to assemble
together the best textile machines in the world that give us the privilege to
manufacture a wide range of printed fabrics .With a fully trained professional
staff and a management team with over 20 years of a accumulated experience. Apex
Weaving and Finishing Mills Ltd, is most likely the best equipped factory to
meet your needs for home textile products from
Apex Weaving and Finishing Mills
Ltd, is not only finishes the fabric we manufacture ,but also offer total
flexibility and value added services for home textile. The mill has the
in-house capacity to design and create highly specialized and focused printing
designs on the fabric.
The present success of the company
is due to its quality products and reputation in the world market .The success
and growth is largely due to the skilled people and their commitment to the
following basic values.
Our people, their motivation and
dedication to world wide customers are our main asset.
Our
commitment to technology and quality is basic for our competitive advantage.
Our commitment to produce superior profits
for our future independence of action and growth.
Our vision is not only to meet the
contemporary customer satisfaction, but also those challenges that may arise
beyond this century.
RECRUITMENT
POLICY
It is the company policy to recruit
efficient people of any race, religion, nationality, political opinion, or
social or ethnic origin for the purpose, from any where of the world. The
present position of the company in the market as a leader has been maintained
through the technical excellence of its people. The company provides the
opportunity and encouragement to learn and develop, but only the motivation and
commitment of employee will determine his /her success.
Training helps to build the
knowledge and skills needed to manage the diverse personnel, technical and
financial issues. Personal development must become a way of life through out
the career of employee. On compliance with company training requirement may
hinder promotion possibilities and merit. Employees have an equal opportunity
for promotion based on their qualification, performance, attitude and
potential. It is a company policy to promote from and within the organization.
Apex Weaving and Finishing Mills Ltd
committed to and demands a high standard of conduct from its employees with
respect to possible conflict of interest, capable of undermining confidence of
customers and employees.
JOB CATAGORIES
Due to nature of business
/production ,the company requires its employees who are directly related to the
production ,their employment packages has been designed to best suit the
working conditions. In order to differentiate these personnel whose job are
directly related to the productions from the personnel who work under normal
schedule and conditions the jobs are divided into two categories.
(a)PRODUCTION
(b)NON
PRODUCTION
THE
GRADING OF THE MANAGEMENT CADERS WILL BE AS FOLLOWS
1. GENERAL MANAGER
2. DEPUTY GENERAL MANAGER
3. ASSTT. GENERAL MANAGER
4. MANAGER
5. DEPUTY MANAGER
6. ASSTT.MANAGER
7. SENIOR OFFICER/SENIOR EXECUTIVE
8. OFFICER/EXECUTIVE/SECURITY
INCHARGE
9. JUNIOR OFFICER/ JUNIOR
EXECUTIVE/ASST.SECURITY INCHARGE
10. OFFICE ASSISTANT/STORE KEEPER/ TIME
KEEPER / SECURITY HABILDER
11. SECURITY GUARD/ PEON
12. GRADE-7
(UN-SKILLED LABOUR)
HELPER
GRADE-6
(SEMI-SKILLED/General Operator)
SR.HELPER/
SWEEPER
GRADE-5
(Junior Operator/ ASST.TECHNICIAN)
ASSTT.FITTER
ASSTT.ELECTRICIAN
ASSTT.MECHANIC
GRADE-4 OPERATOR / TECHNICIAN/
MACHINE
OPERATOR
FITTER
ELECTRICIAN
MECHANICAL
TECHNICIAN
GRADE-3 SENIOR
OPERATOR
SENIOR
MECHANIC
SENIOR
ELECTRICIAN
SENIOR
TECHNICIAN
SENIOR
QUALITY INSPECTOR
FOLDING
SUPERVISOR
FLOOR
SUPERVISOR/SECTION INCHARGE
GRADE-2 FLOOR INCHARGE/JUNIOR OFFICER
CUTTING
MASTER
GRADE -1 PATTERN MASTER/CHIEF QUALITY
CONTROLLER/
CHIEF
CUTTING MASTER
CHIEF
MECHANIC
PRODUCTION OFFICER/SENIOR OFFICER
STAFF
Grade-4 peon
Guard
Checker
Sweeper
Grade -3 Time Keeper
Office Asst.
Driver
Telephone Operator
Grade -2 Account Asst.
Store Asst.
Imp./Exp. Asst.
Grade-1 Store Keeper
SENIORITY AND RE-EMPLOYMENT
SENIORITY
Seniority is the length of
continuous employment with Apex Weaving and Finishing Mills Ltd or any of its
sister concern. The starting date used to compute an employee’s seniority is
that stipulated in the letter of employment or employment contract.
RE-EMPLOYMENT
Generally Apex Weaving and Finishing
Mills Ltd do not re-employ an employee who resigned or was dismissed.
TRAINING AND CAREER DEVELOPMENT
Apex Weaving and Finishing Mills Ltd
is committed to training and development; qualified employees are critical to
the overall success of the company. Employees dedication to their own training
is a key for the competitiveness and fast progression in their careers.
Apex Weaving and Finishing Mills Ltd
and employees commitment to training and development is the keystone to the
overall success of the company .Company’s standard training programs are
accommodated to our employee, together with various other training courses to
cover all relevant aspects of the jobs and business needs.
For purpose of Training &
Development, employee may be requested to attend courses out side their
location of assignment as requested by the Company.
The initial learning experience,
however, will be only the beginning of your education at Apex Weaving and
Finishing Mills Ltd.Training and development are a way of life in our Company.
At Apex Weaving and Finishing Mills
Ltd, we believe that the practical education of any employee begins and always
continues on the job. We expect our people to maintain the highest level of
up-to-the minute technological knowledge, whether it is gained on the job or
through special company sponsored training programs.
Therefore we will encourage and
sometimes even require you to continually improve your education through
internal programs and academic means .This benefits not only you and your
career, but Apex Weaving and Finishing Mills Ltd and its clients.
Once you reach the high level of
knowledge and work experience, you will have the opportunity to develop your
career in various areas of specialization including Technical Development,
sales and Marketing, operations and personnel.
Beyond those many opportunities lies
in Apex Weaving and Finishing Mills Ltd in the senior management position.
Invariably, these posts filled by men and women whose careers have taken them
into several fields within the areas of specialization.
Our practice of promoting from
within the organization has been a major factor in our financial success and
our achievements, since managers with professional backgrounds are more
sensitive to the issues that affect our business more sound and success.
Part of the excitement of working
for Apex Weaving and Finishing Mills Ltd is the variety of options available to
our people. The road to the top is open. How far you progress and how fast are
up to you.
CONFIDENTIALITY
Apex Weaving and Finishing Mills ltd
is committed to and demands a high standard of conduct from its employees with
respect to possible conflicts of interest, capable of undermining confidence.
Apex Weaving and Finishing Mills Ltd
employees are in the position to learn about the business and prospects of
customers. Because the protection of the confidentiality of customer
information is the keystone of the relationship which Apex Weaving and
Finishing Mills Ltd developed with them, it is vital for the company that
employees keep information learned on the job strictly confidential and not use
it for personal gain or for the benefits of others don’t talk to anyone outside
the organization about what you learn from customers.
Employees of Apex Weaving and
Finishing Mills Ltd are hired to work full time for the company and to use a
position of employment with the company for the benefit of themselves or their
families .And remember ,our business is built on confidence between ourselves
and customers and employees .We cannot tolerate conduct which would damage that
confidence. Such conduct would constitute grounds for immediate dismissal.
CHAPTER -I
TERMS AND CONDITIONS AS PER
EMPLOYMENT REGULATION
In exercise of the powers conferred
under employment of labor (standing order).the management of Apex Weaving and
Finishing Mills ltd, is pleased to formulate its policies on service maters
concerning workers and officer employed in the companies.
THESE INSTRUCTIONS SHALL APPLY TO:
Workers, officers and apprentices of
the companies, unless the terms and conditions of service have been determined
under a contract specially entered into by and between a company and the said
employee.
CHAPTER -II
DEFINITIONS:
a) “Apprentice” means a learner who is paid an allowance or fixed pay
during the period of his training;
b) “Casual” worker is a person whose employment is of a casual nature;
c)
“Piece Rate” The worker who
gets wages as per his volume of work considering style of operation.
d) “Employee” means any worker or officer in the company;
e) “Employer” means the Board of Directors of the Company which inter alia
means the Chairman/Managing Director/Director of the Company or any other
officer if so authorized by the Company in this behalf;
f) “Factory” means the factory of the company and it shall include any
workshop premises or the precincts thereof located in the premises;
g) “Pay” means the amount drawn monthly or weekly by an employee as
basic pay;
h) “ Worker ” means any person
including an apprentice employed in the office
or factory to do any unskilled ,technical ,trade promotional or clerical
or supervisory work for hire or reward, whether the terms of employment be expressed or implied ,but does not include
any person who is employed mainly in a
managerial ,executive ,or administrative capacity;
CHAPTER -III
CLSSIFICATION OF EMPLOYEES:
EMPLOYEES SHALL BE CLASSIFIED AS
FOLLOWS:
a) Permanent b)Temporary c) Probationer d) On
Contract e) Apprentice f) Casual
DEFINITION:
(a) “Permanent Employee” is an employee who
has been engaged on a permanent basis after satisfactory completion of 3 months
service.
(b)
“Temporary Employee”
is an employee who has been engaged for work which is essentially of a
temporary nature and is likely to be finished within a limited period of time.
(c)
“Probationer”
is an employee who is provisionally engaged to fill a permanent vacancy in a
post and has not completed the period of his probation.If a permanent employee
is engaged as a probationer in a new post, he may reverted back to his previous
post if his work is found unsatisfactory at any time during the probationary
period of six months.
(d)
“Employee on contract” – an employee “On Contract” is a person with
whom a specific contract of employment has been entered into. But the said
contract shall not be less favorable to the employee than those provided in
these instructions.
(e)
“Apprentice-”
means a learner who is paid an allowance during the period of his training.
(f)
“Casual”
employee is a person whose employment is of a casual nature.
CHAPTER -IV
SERVICE RECORD
Appointment
Letter:
An appointment letter mentioning the terms and conditions of service, nature of
work, pay and other relevant matter shall be given to an employee concerned on
his appointment. The issuance of appointment letter will be assigned by the HR
department following usual formalities.(annexed
as appendix-01 and 02)
CHAPTER-V
LEAVE AND
HOLIDAYS
Right to
leave etc:
(a) Leave is
privilege and claimed as a matter of right .The manager or the person empowered
to grant leave shall have the discretion to refuse or revoke the leave of any
description when the exigencies of his services so require.
(b) Leave
entitlement shall be calculated on the basis of English calendar year.
(c) An employee
shall be deemed to have completed a year’s service notwithstanding any
interruption in service during the year on account of authorized absence.
(d) An employee
who remains absent for any period of leave originally sanctioned or
subsequently extended shall be liable to disciplinary action unless he is able
to explain his overstay in a satisfactory manner to his Manager. Such absence
shall be treated as “Misconduct” and the employee shall be liable to such
punishment as may be specified herein.
(e) A “day or day off” which an employee
becomes entitled to by virtue of having worked on a Friday or on a holiday
notified by the Management shall be allowed to be affixed to privilege leave.
(f) If the
application for leave is on medical ground, the employee shall submit with his
application a certificate from the doctor of the company at stations where such
Doctor is available or from a qualified registered Medical Practitioner at places
where his employer’s Doctor is not available stating the probable period for
which leave is required.
CASUAL AND SICK LEAVE:
(I)
Every
worker shall be entitled to casual leave with full wages for ten days in a
year.
(ii) Every worker shall be entitled to fourteen days sick leave with
Avg.Half wages in a year.
Provided that sick leave admissible
under this sanction shall not be accumulated and carried forward to the
succeeding year. (Annexed as
appendix-03)
Day-off:
An employee when required to work on
a Friday or holiday a “day off “shall be given as a substitute on any other
day.
Maternity leave benefit:
A female employee who has completed
a minimum of nine months service immediately preceding the day of delivery
shall be entitled, on application, to maternity leave with pay for six weeks
before and six weeks after the confinement on ground of maternity
(Childbirth).This benefit may be granted only twice in the whole period of
service life of a female employee.
Further it is provided that maternity
leave for the second time shall be admissible only after a period of 3 years
from the date of availing of first such leave. (annexed as appendix-06)
Earned Leave:
An employee shall be eligible for
earned leave with pay for every completed year of service as under:
Worker, staff and officer: One day
for every 22 days of work and may accumulate leave credit up to 22 days.
Assistant Manager to General
Manager: One day for every 15 days of work and may accumulate up to 40 days.
If any employee does not, in any
such period of 12 months service, takes such leave to which he is entitled
either in whole or in part, any such leave not taken by him shall be allowed to
be added to the succeeding year up to the limit of accumulation.
Provided further that leave applied
for by an employee but refused by the management for any reason shall be added
to the credit of such employee beyond the aforesaid limit.
En-cash-ment of earned leave: An
employee may encash the leave in his credit obtaining permission from the
management as per the basic pay.
Festival Leave:
(a)
Every
employee shall be allowed at least 11/12 days festival holiday with pay in a
calendar year. The day or days and the dates for such festivals shall be fixed
by the management in such manner as they deem fit but in keeping with the
general consensus of the employees.
(b)The day or
days and dates of festival holidays shall be fixed and conspicuously notified
in the month of January i.e. at the beginning of the year.
(c) An employee
may be required to work on any festival holiday but two days compensatory
holidays with pay shall be allowed to the employee within thirty days
immediately after that holiday.
CHAPTER-VI
TERMINATION / RESIGNATION OF
EMPLOYMENT
TERMINATION OF SERVICE:
For termination of services of a
permanent /temporary employee by the employer, 120 days notice in the case of
permanent employee and 60 days, notice in the case of temporary employee shall
be given by the employer. Provided that pay for 120 days or sixty days, as the
case may be shall be paid in lieu of such notice, provided further that the
worker whose employment is so terminated, shall be paid compensation at the
rate of one month‘s pay for every completed year of service or for any part
thereof in excess of six months in addition to nay other benefits to which he
may be entitled to under the terms of employment.
RESIGNATION:
(I) A
permanent employee shall be required to give one month’s notice should he wish
to resign from the services of the company.
(ii) An employee
who resigns from service of the company but fails to give the required notice
shall surrender pay in lieu of such notice thereof.
(Iii) The
employer shall accept the resignation if due notice is given or due payment in
lieu of notice is made /pay is surrendered in lieu of such notice.
(iv)
Notwithstanding any thing stated above no employee against whom a disciplinary
proceeding is pending shall resign from the services of the company unless 60
days have elapsed from the drawing up of the departmental proceeding.
(v) Provided
that the employer may allow such employee to resign on such conditions as he
may deem fit.
CHAPTER-VII
DISCIPLINARY ACTION AND GRIEVANCE
PROCEDURE:
(a)Where an employee of the company in
the opinion of the employer is inefficient, or
(b) Corrupt, or
(c)Guilty of misconduct,
The employer
may impose on him one or more of the penalties specified in
Note; The
following Acts and omission shall be treated as misconduct.
(a) Willful in subordination or
disobedience, whether alone or in combination with others, to any lawful or
reasonable order of a superior;
(b) Theft, fraud or dishonesty in
connection with the business or property of the factory/enterprise;
(c) Causing damage to any property of
the factory /enterprise;
(d) Taking or giving bribes or any
illegal gratification;
(e) Habitual late attendance or
habitual absence from duty without leave or without sufficient cuses.Absence
without leave for 10(ten) days in a year shall be regarded as habitual absence
without leave.
(f) Continuous absence for more than
10(ten) days without permission and without satisfactory cause of absence.
(g) Habitual breach of any law, order,
instruction applicable to him;
(h)Habitual neglect or negligence of
work;
(i) Willful abstention or absence from
work singly or with others.
(j) Drunkenness, fighting and riotous,
disorderly or indecent behavior;
(k) Taking part in or suspected or
being engaged in subversive activities either alone or with others.
(l)Collecting
or canvassing or the collection of any money within the premises of the
enterprise / company / factory for any purposes not approved by the employer.
(m)Smoking
within the premises of the company or enterprise / factory where it is
prohibited;
(n)Distribution
or exhibition within the boundaries of the premises of the company / factory of
any hand bill, pamphlets or poster without the previous permission of the
competent authority.
(o)Holding
meeting within the boundaries of the premises of the company / factory without
sanction of the employer;
(p)Gambling
within the boundaries of the premises of the company / factory;
(q)Habitual in
discipline;
(r)Leaving work
without permission.
(s)Sleeping
while on duty;
(t)Theft of any
kind inside the premises of the factory / company.
(u)Giving false
information regarding name, age, qualifications, previous service etc;
(v)Carrying on
money lending or any other private business, within the premises of the
Factory / company.
(w)Sabotage or
wastage caused to materials and stores of the company / factory.
(x)Malingering
and slowing down work either alone or in collaboration with others;
(y)Conviction
in any court of law for any criminal offence.
(z)Improper use
or non-use of protective clothing, uniforms (if any) while on duty;
16. PENALTIES
a)The
following are penalties which may be imposed by employer upon an employee-
b)Censure;
c)Stoppage of
increment or promotion on grounds of inefficiency, irregular attendance and
misbehavior;
d)Recovery
from the of the employee of the whole or part of a pay to defray any pecuniary
loss caused to the company / enterprise by negligence, default or breach of
orders o of contract on the part of the employee;
e)Reduction in
rank;
f)Dismissal from
service;
g) No
penalty shall be imposed on any employee without disciplinary proceedings. If
the employee concerned remains under suspension during the period of the
inquiry, he will be entitled to subsistence allowance for the period of
suspension equivalent to half of his average basic pay and full amount of house
rent allowance and medical allowance. In the inquiry if is found not guilty of
the charges he shall be entitled to the rest of the amount of his pay for the
period of suspension.
17. INQUIRY PROCEDURE
a) When an
employee is to be proceeded against for any offence under
b) From a
charge sheet specifying the charges brought against an employee and communicate
it to the employee concerned (hereinafter called the accused) on which it is
based;
c) Require the
accused to submit within three days from the day the charge has been
communicated to hi, a written statement of his defense.
d) The
employer shall appoint an inquiry officer / committee to hold an inquiry.
e) The
employer may nominate any person / officer to present the case in support of
the charge sheet before the inquiry officer / committee.
f) The inquiry
officer / committee shall follow the following course of actions while
conducting inquiry against any accused employee.
g)The inquiry
officer / committee shall issue a notice asking the accused to appear before
the inquiry officer / committee at a particular place stating the specific time
of appearance with all documentary evidence and
h) The accused
shall be entitled to cross examine the witnesses against him witnesses if any
with a copy to the nominee of the
employer / company who will present the case in support of the charge sheet
before the inquiry officer / committee. and he should be allowed to present
witnesses in his defense.
i) The inquiry
officer / committee shall record the statement of the accused and witnesses of
both sides and shall obtain signature of all the witnesses in their respective
statements duly read over to them in the language they understand. If the
accused so agrees, his signature should be obtained in the statements of all
witnesses to keep a record that the evidence of all the witnesses were taken in
his presence. If the accused refuses to sign the statement at the time or
inquiry, this fact should also be recorded and signed by other witnesses and
the inquiry officer / committee.
j) If the
accused person admits the charge against him the inquiry officer / committee
will record ‘Pleads Guilty’ and thereafter shall give his / its findings.
k) If the
accused pleads ‘not guilty’ then all witnesses in support of the charge sheet
will be examined individually in presence of the accused. No witness shall be
allowed to be present during the examination of another witness.
l) If the
accused, after being duly informed, absents him from the inquiry without proper
reason or permission, the inquiry shall proceed expert.
m) The inquiry
shall be confined to the charges and no irrelevant evidence shall be admitted
by the inquiry officer / committee.
n) The inquiry
officer / committee shall submit his / its report to the employer with his /
its findings.
o) The
employer, having regard to the findings on the charges, shall pass appropriate
orders.
18.
SUSPENSION
a) An
employee against whom a disciplinary action is proposed to be taken may be
placed under suspension pending inquiry into the charges. During the period of
suspension subsistence allowance will be provided.
19. GRIEVANCE
PROCEDURE
Any individual employee including a person who
has been dismissed, discharged, or otherwise removed from employment and who
has a grievance in respect of any matter covered by these instructions and
intends to seek redress thereof shall observe the following procedures-
a) The employee
concerned shall bring his grievance to the notice of D.G.M. (HRD) in writing
within 15 days of the occurrence of the cause of such grievance and the D.G.M.
shall, within 15 days of receipt of such grievance, inquire into the matter,
and give the employee concerned an opportunity of being heard and communicate
his decision, in writing, to the said employee.
b) If theD.G.M.
fails to give a decision under clause (a) or if the employee is dissatisfied
with such decision, he may make a representation to the G.M within 30 days from
the last date of the decision with which he is dissatisfied or within 30 days
from the last date of imposition of the first penalty under Para 17(10), AS THE
CASE MAY BE.
c)On receipt
of the said representation under clause (b) the G.M may constitute a Committee
of Enquiry with one or more officer of the Factory not below the rank of Manager or equivalent who will enquire into
the matter giving due haring to the parties concerned and submit the report to
the G.M.
e) In deciding
the matter the G.M or such designated officer may pass such orders as he may
deem just and proper.
20) If an
employee refuses to accept any notice, letter, charge sheet, or any other order
or document addressed to him by his employer, it shall be deemed that such
notice, letter, charge sheet or document has been delivered to him if a copy of
the same has been exhibited on the Notice Board and another copy has been sent
to the address of the employee, as available from the record of the employer,
by registered post.
21) Notwithstanding
anything contained herein above, as employee in case of an unauthorized absence
from work or slowing down of work by a group, the company may discharge or
dismiss some or all of such employees or inflict such other punishment following
the rules of employment (standing order) issue.
22) If the
services of an employee are dispensed with as a result of retrenchment,
termination, retirement or by reason of his resignation before he has availed
any of his earned leave, the employer shall pay in lieu of the un-availed
Earned Leave.
23) SETTLEMENT OF INDIVIDUAL GRIEVANCES
a) In case of
any individual grievance the employee concerned shall place his grievance
before the competent authority of the company through proper channel.
b) If the
employee is not satisfied with the decision of the management he may make a
representation to the Managing Director of the company who may dispose of the
case himself or in appropriate cases refer the same to G.M for decision and G.M
will give a decision in the matter after hearing the parties.
CHAPTER-VIII
WELFARE
HEALTH SAFETY AND ENVIRONMENT
To
comply with all national, international and other applicable laws, requirements
and their interpretation, at Apex we shall always strive to maintain a healthy
congenial working environment for all the employees of the company by
identifying the areas of the operations that may contain hazards. Then
systematically work to reduce or eliminate these risks by setting short-term
and long-term targets and objectives and by implementing those with continuous
follow-up. We are committed to review and continue those programs time to time
as we gain more experience and learn.
WASHING FACILITIES
There is
reasonable number of toilet facilities for male and female employee.
MEDICAL FACILITIES
We have
First Aid facilities in the factory to provide Free Medical treatment in case
of injury and free clinical advices to the employee. We have our necessary
equipments and medicine to provide First Aid by a professional Medical officer
and a Medical Assistant.
CANTEEN
Company
provided suitable room where employees can take rest or can eat their meals
brought by them and where the employee remains in the housing, provided with
canteen facilities.
HOUSING FOR SINGLE ACCOMMODATION
Company provides
single accommodation for employee of emergency department inside the factory
with furniture and cook facilities.
PROTECTIVE CLOTHING
The Company
provides proper protective clothing and equipment to employees working on
machines, handles chemicals or performs specialized jobs or in cases where the
management considers protective clothing’s or uniform necessary for them in the
interest of preventing accidents.
Loan:
Company
provides Loan facility for employee’s emergency purposes with a simple
deduction manner.
Gratuity:
Company will
provide gratuity to its employee in course of resignation on completion 3 years
continuous services. The rate of gratuity will be 14 days basic pay for each of
the completed year of service.
CHAPTER –IX
PAYMENT OF WAGES
For
employees paid on monthly basis, salary shall be paid by the 10th
day of the following month.
The company
may determine from time to time the minimum wages of the employees as
determined by the Government.
FESTIVAL BONUS:
Every
employee, having completed a minimum 6 months of continuous service, shall be
entitled to 2 festival bonuses, one in course of Eid-UL-Fitre and another
Eid-ul–Azha.For employees belonging to other communities ,there are options
that the festival bonus may be paid on the eve of their major religious
festivals.
CHAPTER-XI
PAY SCALE FOR
MANAGERS,OFFICERS,STAFF AND WORKER
APPLICATION:
It is
proposed to be applicable to employees of the company in management cadres
except the following persons:
(a) Persons
employed on contract or ad-hoc or part-time basis
(b)Persons employed as apprentice or
trainees
(c) Persons on
deputation from any of the sister organization in the group
CHAPTER-X
SCALE OF BASIC PAY
The grading
of management cadres and the pay scale is being proposed after taking into
consideration the government scale and consolidated into eight scales in this
proposal with a view to create incentive for cadre employees in the form of
promotion to next higher post as well as
to simplify annual review of performance of personnel for increment and
promotion. Serial 1 to 8 Scale and cadre are of management Cadre and SL.No.9 to
15 are of staff category.
THE PROPOSED SCALES AND CADRES ARE
AS FOLLOWS:
01. General
Manager Tk16000
- 2500-41000
02. Deputy General Manager Tk.12000-2000-22000
03. Assistant General Manager Tk.9000-1500-21000
04. Managers Tk.7500–
1200-19500
05. Deputy Manager Tk.6000- 1000 -16000
06. Assistant Manager Tk.5400–800-14000
07. Senior Officer Tk.4500–500-12500
08. Officer Tk.3500-400-9500
09. Assistant/Or. Officer Tk.2000-300-8000
10. Sr.Assistant Tk.1500–200-6000
11. Assistant (driver, clerk, S.I etc) Tk.1200-175-5000
12. Jr.Assistant/Driver-II Tk.850-100-3000
13. Time Keeper Tk.750-75-2500
14. Havilders Tk.700-50-2000
15. Security Guard Tk.650-50-1800
16. Peon/ Tk.600-50-1500
17.
Grade-1 (Un-skilled labor)
HELPER Tk.600-75-1200
Grade-2 (Semi-Skilled Tech) Tk.620-80-1340
Sr.Helper
Grade-3 (Technician) Tk.1000-100-2000
Asstt.Operator
Asstt.Electrician
Asstt.Fitter
Asstt.Mechanic
Grade-4 (Skilled Technician) Tk.1500-120-2460
Machine Operator
Fitter
Electrician
Mechanical Technician
Grade-5 (Highly Skilled Technician) Tk2000-140-3120
Senior Operator
Senior Mechanic
Senior Electrician
Senior Technician
Folding Supervisor
Grade-6 (Highly Skilled Technician) Tk.2500-175-3900
Shift In charge, Floor Chief,
Master Mechanic/Electrician
HOUSE RENT ALLOWANCE
In case the company does not provide
accommodation, house rent allowance is proposed to be paid as under basis of
calculation will be basic pay of the employee:
Basic pay Rate
of house rent as per basic
Tk.600 to Tk.700 30%
Tk.701 to Tk.3000 45%
Tk.3001 to Above 40%
The proposed rate of allowance is
subject to modification in the light of taxation policy of the Government.
The company may hire private houses
for residential accommodation of persons at rates decided from time to time by
the company without reference to the persons basic pay in lieu of house rent
allowance (This facility may be
restricted to persons in grades 1 to 3
only subject to tax benefit of the both)
MEDICAL
ALLOWANCE:
The entire employee shall be paid a
fixed medical allowance of Tk.150/- per month. There will be no re-imbursement
of medical expenditure for self or family members.
PERSONAL
ALLOWANCE /SPECIAL ALLOWANCE:
If technically or professionally
qualified person is not available for a post in the proposed scale of pay, the
company may allow the selected person on his appointment a special allowance in
the form of personal allowance in addition to the pay in the proposed scale.
Such special allowance will have no bearing upon determining regular service
benefits like leave pay, gratuity etc.and fringe benefits. The Managing
Director/Chairman will have the authority to fix up such allowance and change
it from time to time.
ANNUAL
INCREMENT:
Annual Increment of pay shall fall
due on 1st July of every year and persons appointed or promoted four
months before 1st July shall be eligible for consideration of
increment. However, the Managing Director/Chairman of the company may at his
own discretion, allow special increment to any person during any time of the
year. .(annexed as appendix-0
PROCEDURE:
The concept of management by
objective may followed to evaluate the job of the personnel for awarding annual
incremental benefit.
The HRD dep’t will initiate list of
employee with usual appraisal format and will send it to the departmental head.
The departmental head will evaluate
the performance of the employee and will submit the same to the HRD within the
stipulated time.
The HRD department will organize
induction program to train the departmental head to use the appraisal form.
Obtaining the evaluation report and
the recommendation of the departmental head, the HRD department will process
whole the issues and will scrutinize the amount of increment and will submit to
the management for necessary perusal and approval.
PROMOTION:
Promotion of any person to next
higher grade and scale shall be effected on and from July of the year. On
promotion to higher scale, the pay shall be fixed at the nearest higher pay in
that scale, and the rate of increment in that higher scale will be applicable
for the person from the year of promotion.
However, the Managing Director /Chairman
of the company may at his own discretion, promote any person to the higher
scale during any time in a year. (Annexed
as appendix-07and 08 )
PROCEDURE:
As per the approved manpower set up
if there any vacant post exist or in a process for some one’s removal,
retirement or resignation within a specific period, the HRD department may
invite in house recommendation from the particular departmental head to fulfill
the forthcoming vacancy.
On getting recommendation the HRD
department will evaluate the candidate’s education and experiences in the line.
If the candidate found suitable, the HRD will recommend for onward approval. (Annexed as appendix-04)
TRAVELING ALLOWANCES:
(a) D.A. means
Daily Allowance to be allowed against reimbursement of cost of meals and other
personal expenses incidental to the incumbent due to temporary reasonable stay
or night stay in other remote districts
from his permanent place of posting and permanent district residence. To
compensate the expenses D.A. will be provided full for the first 10 days and
50% for the next 10 days. No D.A. beyond 20 days.
(b) Employee
who enjoys company transport shall not be entitled to conveyance.
(c) When and where company provides accommodation
and food, the employees shall not be entitled to D.A. and hotel rent.
(d) Employees
family member include their wife and children.
(e) All
employees concerned must avail shortest possible routes.
(f)All
employees must submit his tour vouchers including rent receipts by the
following day of ending his tour.
(g) In case of
journey to abroad expenses will be at actual as per standard on production of
supporting.
FOR MANAGER TO GENERAL MANAGER
MODE
OF TRANSPORT CLASS OF ACCOMMODATION
Rail/Steamer/ship Special/First
Class A/C
Journey by Air Economy
Class
Journey by Road as
per actual
Journey to abroad as
permitted by the authority
DAILY ALLOWANCE
Daily
Allowance will be provided considering the place of visit
For
HOTEL RENT
The Designated personnel may reside
in the standard Hotel in the town and for these actual expenses will be
provided.
CONVEYANCE:
During the
stay at the town Taxi fare will be provided
TRANSFER:
In case of transfer to other places
for company purposes truck fare and family ticket will be provided for
transportation and journey.
Residence shifting:
For residence shifting from one place
to another the company will provide its own transport for the purpose/ the
expenses
If required the designated personnel
may have to remain on duty during the holiday, in that case the company will
provide food and transport.
OUT STATION DUTY:
Employee remains out of station for
company purpose on any working days. Lunch and transport will be provided.
FOR DY.MANAGER TO SR.OFFICER
MODE
OF TRANSPORT CLASS OF ACCOMMODATION
Rail/Steamer/ship First
Class
Journey by Air As permitted by the
authority
Journey by Road A/C
Coach
Journey to abroad
DAILY ALLOWANCE
Daily
Allowance will be provided considering the place of visit
For
HOTEL RENT
The Designated personnel may reside
in the standard Hotel in the town and for these actual expenses will be
provided.
CONVEYANCE:
During the
stay at the town Taxi fare will be provided
TRANSFER:
In case of transfer to other places
for company purposes truck fare and family ticket will be provided for
transportation and journey.
RESIDENCE SHIFTING:
For residence shifting from one
place to another the company will provide its own transport for the purpose/
the expenses
If required the designated personnel
may have to remain on duty during the holiday, in that case the company will
provide food and transport.
OUT STATION DUTY:
Employee remains out of station for
company purpose on any working days. Lunch and transport will be provided.
FOR OFFICER TOJR.OFFICER/ASSTT.OFFICER
MODE
OF TRANSPORT CLASS OF CCOMMODATION
Rail/Steamer/ship 2nd
Class/Shovan
Journey by Air As
permitted by the authority
Journey by Road As
per actual
Journey to abroad As
permitted by the authority
DAILY ALLOWANCE
Daily
Allowance will be provided considering the place of visit
For
HOTEL RENT
The Designated personnel may reside
in the standard Hotel in the town and for these 100 expenses will be provided.
CONVEYANCE:
During the
stay at the town Taxi / Rickshaw fare will be provided
TRANSFER:
In case of transfer to other places
for company purposes half truck fare and family ticket will be provided for
transportation and journey.
RESIDENCE SHIFTING:
For residence shifting from one
place to another the company will provide its own transport for the purpose/
the expenses
If required the designated personnel
may have to remain on duty during the holiday, in that case the company will
provide Tk.100/- for food and transport.
OUT STATION DUTY:
Employee remaining out of station
for company purpose on any working days. Lunch and transport will be provided.
FOR
SR.ASSTT.TO ASSTT./JR.ASSTT & STAFF
MODE
OF TRANSPORT CLASS OF ACCOMMODATION
Rail/Steamer/ship 2nd
class/shovan
Journey by Air
Journey by Road
As per actual
DAILY ALLOWANCE
Daily
Allowance will be provided considering the place of visit
For
HOTEL RENT
The Designated personnel may reside
in the standard Hotel in the town and for theseTk.60/-expenses will be
provided.
CONVEYANCE:
During the
stay at the town Taxi / Rickshaw/tempo/Bus fare will be provided
RESIDENCE SHIFTING:
For residence shifting from one
place to another the company will provide its own transport for the purpose/
the expenses
If required the designated personnel
may have to remain on duty during the holiday, in that case the company will
provide Tk.100/- for food and transport.
OUT STATION DUTY:
Employee remains out of station for
company purpose on any working days. Lunch for Tk.50/- will be provided.
WORKING HOUR AND WEEKLY
DAILY WORKING HOURS:
Employee shall be required or
allowed to work for more than nine hours in any day but will not exceed ten
hours.
INTERVALS FOR REST OR MEAL:
Employee
shall get one hour intervals for rest or meal during working eight hours.
WEEKLY WORKING HOURS
No employee shall be required to or
allowed to work for more than 48 hours in any week .But since it is an export
oriented factory and following the provisions of the regulations an employee
may work for more than nine hours in a day or forty eight hours in a week.
Provided that total hours of work of
an employee shall not exceed sixty hours in any week or on the average fifty
six hours per week in any year.
WEEKLY
No employee shall be allowed to work
on Friday the Weekly Holiday. But in case of emergency if his work needed on
any weekly Holiday, and the day which is to be substituted by a holiday within
3 days immediately after the weekly holiday .No substitution shall be made
which will result any employee working for more than 10(Ten)days consecutively
without holiday for a whole day.
Appendix-06
The General Manager
Apex
Weaving and Finishing Mills ltd
SUB:
NOTICE OF PREGNENCY
I
EXPECT TO BE CONFINED WITHIN SIX WEEKS NEXT FOLLOWING FROM THE DATE OF THIS
NOTICE.
I
HEREBY NOMINATE MR.........................................TO RECEIVE MATERNITY
BENEFIT DUE TO ME IN CASE OF MY DEATH.
THE MEDICAL CERTIFICATE IN SUPPORT OF NOTICE IS
ENCLOSED HEREWITH.
NAME:
SECTION:
CARD NO:
DESIGNATION:
DATE.................................
SIGNATURE
OF THE APPLICANT
Appendix-06
MEDICAL CERTIFICATE
CERTIFIED
THAT I HAVE EXAMINED MRS....................................... TO DAY THE
...............................AND THAT SHE IS EXPECTED TO GIVE BIRTH TO A
CHILD BY...................
SIGNATURE OF THE PHYSICIAN
Appendix-06
MEDICAL CERTIFICATE
CERTIFIED
THAT
MRS....................................... GAVE BIRTH TO A MALE/ FEMALE
CHILD ON THE DAY OF ............................... SHE IS NOW PHYSICALLY FIT
TO RESUME HER JOB.
SIGNATURE OF THE PHYSICIAN
Appendix-01
Sample of Appointment Letter
Dear Sir
With reference to your application
and subsequent interview with us, the Management has been pleased to appoint
you as.................................The terms and conditions of your
employment will be as follows.
01. You will be paid a consolidated
salary of Tk.......( in ward)
02. You will remain on probation for
a period of six/three months from the date of your joining. The period of
probation may be extended for a further period of six/three months if your
performance be not found satisfactory.
03. After confirmation, either party
may terminate your services by giving one months notice or salary in lieu
thereof.
04. Your service will be governed by
the service rules and regulations of the company which may be changed time to
time and you will have to abide by the rules and regulations.
05. Your service is transferable to
any of our sister concern at home and abroad.
06. You will not accept, whether
directly or indirectly any part-time or other job or business of any kind
whatsoever, as long as you are in the employment of this company.
07. In course of termination of
employment you will return to the company all papers and documents or other
properties which may at that time be in your possession obtained from the
company.
08.You will be responsible to the
.......and your job assignments will
related with all functions as assigned to you time to time by the
.................... and other competent authority.
09. You will not be entitled for any
leave during the period of probation other than on medical ground.
10. You will have to reside within
the areas of Factory
If the above terms and conditions
are acceptable to you, please sign the copy of this letter as a token of your
acceptance and accordingly report for your duty immediately to the undersigned.
Yours
faithfully’
For Apex Weaving and Finishing Mills
Ltd
AUTHORISED
SIGNATURE
Cc to:
I
have carefully read the above letter and the terms and conditions set out therein,
which I have fully understood and I hereby accept the same.
SIGNATURE Date......................
Appendix-02
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welq:wb‡qvM cÃŽ
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wfwI‡Z Avcbv‡K
AÃŽcÖwZ¯Vv‡b
wk¶vbexk/Av‡e¶vwa‡b........................... c‡`...... †mKk‡b wbgÅ“wjwLZ kZ©
mv‡c‡¶ wb‡qv‡Mi Rb¨ g‡bvbxZ Kwiqv‡Q| GB wb‡qvM -------- ZvwiL nB‡Z Kvh©Kxi
nB‡e|
1| Avcbvi gvwmK
†eZb me©mvKz‡j¨-------------- ZvwiL
nB‡Z Kvh©Kxi nB‡e|
2|PvKzixi cÖ_g
wZb (3) / Qq (6) gvm wk¶vbexk Kvj wnmv‡e we‡ewPZ nB‡e ÃŽes m‡Å¡—vlRbK bv nB‡j
wk¶vbexkKvj cieZx© 3(wZb)/ 6(Qq) gv‡mi Rb¨ ewa©Z Kiv hvn©‡e|
3| wk¶vbexkKvjxb
mg‡q Avcbv‡K †h †Kvb mgq PvKzix nB‡Z Acmvib Kiv hvB‡Z cv‡i|
4|Avcbvi PvKzix
¯nvqx nevi ci 1(ÃŽK) gv‡mi †bvwUk cÖ`vb Kwiqv PvKyix nB‡Z Ae¨vnwZ MÖnb Kwi‡Z
cvwi‡eb| ‡bvwUk cÖ`v‡b e¨_© nB‡j 1(GK) gv‡mi †eZb †Kv¤Ãºvbx‡K †dir cÖ`vb Kwi‡Z
nB‡e|
5|Avcbvi PvKzix
†Kv¤Ãºvbxi wbqg Ges kªwgK wb‡qvM (ˉnvqx Av‡`k) AvB‡bi aviv †gvZv‡eK wbqwÅ¡¿Z nB‡e
Ges Avcwb Zvnv gvwbqv Pwj‡Z eva¨ _vwK‡eb|
Dc‡iv³ kZ©vejx
gvwbqv jBqv PvKyix MÖn‡b mb¥Z nB‡j wb‡gÅ“ ¯^v¶^i Kwiqv AvMvgx ------- Zvwi‡L Kv‡R †hvM`vb Kwi‡eb |
G‡c· DBwfs GÛ wdwbwmswgjm wjt
Dc-gnve¨eˉnvcK(GBP,Avi,wW)
.(annexed
as appendix-08
ANNUAL PERFORMANCE
REPORT/increment
NAME
|
: |
DEPARTMENT |
: |
|||
|
DESIGNTION |
: |
GRADE |
: |
|||
|
CODE NO. |
: |
DATE OF JOINING |
: |
|||
|
PRESENT SALARY |
: TK = |
DATE OF EVALUATION |
: |
|||
(A)
|
SL. NO. |
DESCRIPTION |
POINTS ALLOCATED |
RECOMMENDED
POINTS |
||||
|
EXCELLENT |
V.GOOD |
GOOD |
FAIR |
POOR |
|||
|
01. |
PERFORMANCE |
10 |
8 |
6 |
4 |
2 |
|
|
02. |
SENSE
OF RESPONSIBILITY |
10 |
8 |
6 |
4 |
2 |
|
|
03. |
RELATION
WITH THE EMPLOYEE |
05 |
4 |
3 |
2 |
1 |
|
|
04. |
INITIATIVE |
10 |
8 |
6 |
4 |
2 |
|
|
05. |
ATTITUDE
TOWARDS COMPANY |
10 |
8 |
6 |
4 |
2 |
|
|
10. |
PUNCHUALITY/
ATTENDANCE |
05 |
4 |
3 |
|
|
|
|
10. |
DISCIPLINARY
RECORD O TO(-5) |
01 TO (-5) |
|
|
|
|
|
|
08. |
LENGTH
OF SERVICE |
1 – 10 |
|
|
|
|
|
|
|
TOTAL
= |
60 |
|
|
|
|
|
(B)
|
NOTE : |
|
Serial
No. 6, 7 and 8 entry will be given by the Administration. |
01. Attendance
: Non absence during the
evaluation period 5 point.
One
day absent 4 and 2 days absent 3 point.
02. For
Disciplinary Record : For One Warning (-2) For Two Warning (-3)For Three
Warning(-5) points.
03. Length
of Service : For each year of
service with the Company 1 (One) point
to
maximum of 10 to be added.
RECOMMENDEDATION
OF THE DEPARTMENTAL HEAD
May be promoted as
................................................................. with an
enhancement at Tk. .......................
SIGNATURE : ---------------------- DESIGNTION : ---------------------------------
Comment of HRD
Approved by:
..................................................................................
INDEX page
- INTRODUCTION
1
- RECRUITMENT
POLICY
1-2
- JOB
CATAGORIES,GRADINGS 2-3
- SENIORITY
AND RE-EMPLOYMENT 3
- TRAINING
AND CAREER DEVELOPMENT 3
- CONFIDENTIALITY 4
- TERMS
AND CONDITION OF EMPLOYMENT 4
- DEFINATION 4-5
- CLASSIFICATION
OF EMPLOYEE5- 5
- SERVICE
RECORD 6
- LEAVE
AND HOLIDAYS 6-7
- TERMINATION
/RESIGNATION OF EMPLOYMENT 8
- DISCIPLINARY
ACTION
8-9
- PENALTIES 10
- INQUIRY
PROCEDURE 10-11
- SUSPENSION 11
- GRIEVANCE
PROCEDURE & SATTLEMENT 11-12
- WELFARE 12-13
- PAYMENT
OF WAGES 13
- PAY
SCALE FOR EMPLOYEE 13-14
- HOUSE
RENT AND OTHER ALLOWANCE 14-16
- ANNUAL
INCREMENT 16
- PROMOTION 17
- TRAVELLING
ALLOWANCE, DAILY ALLOWANCE AND CONVEYANCE 17-21
- WORKING
HOUR AND WEEKLY HOLIDAY 21
************************
DRAFT PERSONNEL POLICY
16.
Grade-1 (Un-skilled labor)
HELPER Tk.600-75-1200
Grade-2 (Semi-Skilled Tech) Tk.620-80-1340
Sr.Helper
Checker
Asst.Sup
Grade-3 (Technician) Tk.1000-100-2000
Asstt.Operator
Asstt.Electrician
Asstt.Fitter
Asstt.Mechanic
Supervisor
Grade-4 (Skilled Technician) Tk.1500-120-2460
Machine Operator
Fitter
Electrician
Mechanical Technician
Grade-5 (Highly Skilled Technician) Tk2000-140-3120
Senior Operator
Senior Mechanic
Senior Electrician
Senior Technician
Grade-6 (Highly Skilled Technician) Tk.2500-175-3900
Shift In
charge, Floor Chief,
Master Mechanic/Electrician
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