BANGLADESH LABOUR WELFARE FOUNDATION (BLF)

Transcription

1 BANGLADESH LABOUR WELFARE FOUNDATION (BLF) HUMAN RESOURCE DEVELOPMENT POLICY Approved by the Executive Committee Bangladesh Labour Welfare Foundation (BLF) F. Haque Tower (Level 7) 107 Bir Uttam C.R. Datta Road Dhaka 1205, Bangladesh Phone: , Fax: office@blf-bd.org,

2 HUMAN RESOURCE DEVELOPMENT POLICY Performance of an organization, either government or non-government, is critically dependent on Human Resource Development (HRD) policy and its effective implementation by the organizations. It, as assessed by this instrument, is defined as the integrated use of systems, policies and practices to recruit, maintain, and develop employees in order for the organization to meet its desired goals. HRD issues must be addressed if organizations are to successfully manage as well as the drive toward organizational sustainability. It is important in all organizations regardless of their size, purpose and degree of complexity. Bangladesh Labour-Welfare Foundation (BLF) is a non-government organization devoted to work for the welfare of workers, working people, professionals, women and children, employees and their families as well as to establish fundamental fights, human rights, human culture and democratic values, development and growth of consciousness, gender equality and to raise the standard of creativity with education training research, overall welfare, legal aids, rehabilitation and support, socioeconomic development of skill and living standard. In order to operate day to day activities of the organization and conduct programs under its research, development and advocacy studies and projects, staffs will be recruited. HRD Policy of the organization will constitute recruitment, financial and other benefits, leave, professional development measures, and termination of the employees working in the organization. I. Objectives The objectives of the Policy will be to Improve efficiency of management of the organization Offer the employees a structured and congenial working environment Enhance welfare of the employees to a level that provides the best satisfaction to the employees within the means of the organization Help ensure organizational sustainability II. Policy Instruments 2.1 Recruitment A recruitment committee will solicit application from eligible candidates, scrutinize application, arrange written and/or oral tests, and give appointment to the successful candidates. All employees will be recruited on temporary basis as the organization has not been able to generate enough savings or block grant for providing permanent employment to a number of employees. There will be a service contract agreement between BLF and the employees for a fixed period of time. Temporary employees will be rendering service for 6 (six) months. This time will be regarded as probationary period. After successful completion of the period, an employee will be permanent in her/his position for a certain period as provided in the project. Otherwise, the service contract will be automatically terminated. 2.2 Terms and conditions of employment There will be explicit terms and conditions of the employment in service contract agreement between BLF and the employee. 2 P a g e

3 2.3 Job profile This will work as guiding principle of the employee. All employees will be regulated and made accountable by a written paper that includes the details of job which they are to accomplish. 2.4 Salary and other benefits Salary The employees will be paid monthly salary, which will include basic payment, house rent, transport allowance, telephone bill (for senior staffs), and medical allowance. Increment The employees will usually receive increment of 5 per cent of basic payment in each year. However, arrangement may be different in case of employees involved in a particular project in time with facilities provided by the sponsor. However, the difference has to be the minimum. Bonus Two bonuses will be paid to the employees in each calendar year. Each will be equal to basic payment of one month, subject to provision in the permanent or contract project budget. Performance benefit An employee would be eligible to receive an additional payment in the form of performance benefits subject to her/his extraordinary performance. This will be paid to the employee along with her/his monthly salary. Entertainment benefit Employees will receive entertainment benefit after every three years of service. The amount will be equal to one month s basic salary, subject to provision in the permanent or contract project budget. Consultancy An employee, usually a researcher, will be eligible to undertake consultancy work. But the nature of the work should be relevant to the area of work of the organization so that her/his experience in consultancy work strengthens capacity of the organization. After completing the work s/he will pay 10 per cent of consultancy income to the organization s fund in addition to surrendering her/his monthly gross salary. However, if the period of consultancy is less than one month, the proportionate amount of her/his monthly salary has to be surrendered. It should be noted that if conflict arises between consultancy and regular office work, the latter will get priority. Others The other forms of benefit the employees may receive, which will be subject to scope and future mode of operation of the organization. 2.5 Leave structure Leaves will be divided into six categories: casual leave, sick leave, annual leave, study leave, lien, and maternity leave. 3 P a g e

4 The employees will be in leave during public holidays. But in case if s/he has to work in any of the holidays, her/his total days of annual leave will be added. Casual leave The employees will be eligible to get casual leave of 15 days in each calendar year. This leave will not be carried over in the next calendar year. Sick leave The employees will be granted sick leave of 10 days in each calendar year on medical ground. This leave will not be carried over in the next calendar year. Annual leave The employees will obtain annual leave of 15 days in every calendar year. This leave will be carried over into the next calendar year. An equivalent amount of money will be provided to the employee after five years of continuous service in the organization. Study leave An employee will have the opportunity of leave for higher studies. The highest period of study leave would be 6 years (two years for Masters and four years of Ph D). During the period of her/his leave, the position will remain vacant. But the organization may not pay her/him salary/other benefit during this period Lien An employee will have the opportunity of leave for short-term employment in other organization. During that period s/he will have to taken lien (without salary). Maternity leave Female employees will enjoy maternity leave with full payment for four months. Her leave would be extended in consultation with the administration but no payment will be made for the extended period. 2.6 Employment record The office will keep all records of the employees for annual assessment and use during promotion and any other course of action. 2.7 Promotions The employees will be promoted subject to availability and creation of higher position. Educational qualification, publications, performance, and experience will be the main factors to be considered for an employee to be appointed in the higher position. The recruitment committee will give appointment to the employee with new service contract agreement. 2.8 Professional development The organization will undertake a range of measures for professional development of its employees. It will regularly undertake training programs to develop professional skills. They will be encouraged to participate in formal sessions undertaken by the organization and outside (both in home and abroad). The organization would bear expense of short-term professional development courses as well, but it will be subject to availability of funds 4 P a g e

5 The organization encourages higher education and foreign visit of the officers. Usually the researchers and senior staffs will be nominated for foreign visit keeping in mind the relevance and professional development of the employee. 2.9 Welfare measures CPF There will be contributory provident fund (CPF) for all the salaried employees, which will be deposited to organization s separate bank account for this purpose. An amount of money will be deducted from the employee s monthly salary for that, and the equal amount of money will be deposited by the office on behalf of the employee. Gratuity An employee will receive gratuity after at least twenty years of continuous service in the organization. It will be an amount of money equal to 10 times of last basic payment at a time subject to provision in the permanent or contract project budget. Others In case of accident or any other special need, an employee would receive special monetary assistance. In that cases priority will be given to the lower level employees Termination All the employees will be abiding rules and regulations of the organization. An employee s service contract agreement will be terminated if s/he violates the rules and regulations. However, s/he will be given opportunity to defend her/himself to the Administration Grievance and redressal Any grievance of any employee will be taken into account by the Administration of the organization. Measures will be taken appropriate to redress any complain. The principle of redressal will be to ensure justice to the complainer. III. Priority for female employees and marginalized groups The organization will give priority to female employees. If needed, terms and conditions of employment would be relaxed for them. They will be given priority in the case of salary and other benefit, promotion, professional development, leave and other areas of special need. The organization will have clear position in favour of women. IV. Validity This Policy will be in effect from May However, the organization will not be able to implement all the Policy instruments due to financial constraints. Therefore it will implement the instruments part by part, keeping in mind its overall capacity and flow of funds. There may be revisions of the Policy in course of time, but all the changes must be made in consultation with the members of the General Committee, and thereafter approved by the Executive Committee. 5 P a g e