COMPANY OVERVIEW

▌ Tontu Threads Ltd. (TTL)

Tontu Threads Ltd. Is a Embroidery Thread manufacturer that will emerge in the
market with the goal to “innovate, create and deliver” high-end quality products to
its customers and to excel in the global market.

Tontu Threads Ltd. aims to be one of the world’s largest premier Embroidery thread
suppliers. TTL will continue to assist its customers to overcome simple to complex
textile performance requirements through a culture of innovation, creation, and
delivery. Global state of the art manufacturing and a total commitment to quality
allows TTL to create premier products. TTL has always recognized that innovating and
creating industry leading products is not enough. Dependable, on-time delivery is the
key to success.

At TTL, we offer a comprehensive line of quality Embroidery Thread. Our products

offer the following specialties:

Superior Stitch Appearance

Fewer Stitch Interruptions
Excellent Color Fastness

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 ▌ Highlights of TTL Thread?

Below are highlights of the benefits of our premier line of Embroidery Thread.

Products Features

Design A-Core  Unique two tone, matte stitching

appearance.
 Excellent sewability.
 Excellent seam quality.

J Metallic  High sheen and brilliant colors.

Moonglow  Available in fluorescent colors that recharge

with available light.

Perma Core  Matte embroidery stitch appearance.

 Excellent sewability.

Perma Spun  Matte embroidery stitch appearance.

 Less expensive than core threads.

Signature  Unique embroidery thread construction.

 Sews with minimum sewing interruptions.
 Superior coverage.
 Very good color fastness.

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Super Brite  Brilliant colors with a high sheen stitch
Polyester appearance.
 Made from high tenacity tri-lobal polyester.
 Good sewability and seam performance.
 Superior color fastness.
 Available in multiple colors that are already
matched to Pantone® licensed colors.

Super Strength  Brilliant colors with a silky, lustrous

Rayon appearance.
 Soft, smooth feel.
 Higher sheen than polyester.
 Made from high tenacity rayon.
 Available in 3 or 4 variegated color
combinations.

Twister Tweed  Unique two tone, high sheen stitch

Rayon appearance.
 Made from high tenacity rayon.

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To be the preferred global supplier of Embroidery Thread by
providing World-Class quality products & services to our
Customers.

Achieve world-wide, preferred supplier status in each

product by:

Supplying superior quality products, services, &

value to our customers.

Practicing TQM throughout the Company: TQM is

founded upon continuous process improvement & total
employee involvement regardless of race, color,
religion, sex, age, or national origin.

Be recognized as a leader by our Customers,

Employees, Suppliers, & Community in our
contributions to society and the environment.

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 TTL is committed to providing world-class products and
services that meet or exceed customer requirements. World-
class quality is achieved through continuous improvement of
processes and is defined as being on-target with minimum
variation.

Customer Focus: Develop partnerships and interfaces with

Customers to identify their needs that can be translated to
innovative products, services, and value.

Management Leadership: Create an environment that

promotes constancy of purpose.

Associate Involvement: Provide opportunities that encourage

personal growth and allow associates to reach their full potential;
regardless of race, color, religion, sex, age, or national origin.

Team Empowerment: Develop empowered Teams that take

responsibility, accountability, and process ownership in order to
fulfill the needs of their customers.

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 Continuous Process Improvement: Understand each
process and statistically determine its capability and work for
reduction of variation.

Supplier Relations: Build long-term relationships with

suppliers, encouraging continuous improvement and innovation.

Environmental Responsibility: Conduct our operations in

such a manner as to protect the environment.

Safety & Health Responsibility: Operate our facilities with

the utmost regard for Safety & Health concerns.

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 Customer Commitment

Customers provide our jobs. They, and only they, pay our wages and benefits.

Options to buy from many sources are available to our customers. We are honored
when they choose us.

Many customers place their trust in us by purchasing our products. Their needs are
simple. They want goods shipped as promised and the product to perform.

Mistakes are sometimes made. It is our responsibility to be professional, correct the

problem, and cheerfully serve them.

If we make a mistake, we will admit it and try to correct it at once.

Total customer satisfaction is TTL's goal. When we fail, everyone in TTL shares the
blame. We will not blame a supplier, a computer, or another department. We are
responsible.

Modern equipment, excellent technology, competent people, and materials of the

finest quality are necessary to fulfill the needs of our customers. We believe in
charging a fair price, including profit, to sustain these services.

Excellence in every aspect is our objective. Our customers deserve it. We believe
"good" is the greatest enemy of excellence.

No product is always perfect. When customers complain, they are doing us a favor.
Right or wrong, the customers are informing us of their perception of a problem.
They have the option to buy elsewhere and never tell us why. We treat each
complaint as an opportunity to improve.

The customer is our partner. As our customers prosper, so do we.

It all adds up to....Customer Commitment!

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 Our Philosophy

Innovate – An Innovator of thread and yarn solutions

Create- A Creator of consistent and reliable, high quality thread and yarns
Deliver- A Company that Delivers a comprehensive product line to its customer
right on time.

▌ Quality Products – Start to finish

Our quest for quality begins even as we select the raw materials that will become TTL
threads. Only the finest grades of cotton filaments are selected. In developing
partnerships with our suppliers, we assure regular deliveries of superior materials.

Manufacturing processes are governed by benchmark or established standards for

production and quality control. Our in house laboratories ensure the highest levels of
quality monitoring throughout the entire production process. We compete with our
own success barriers to achieve higher levels of performance.

▌ A Difference in Quality

We begin engineering quality into our products with the selection of the finest
grades of raw materials which optimize the performance of TTL yarns and cords. Our
modern machinery is equipped with the latest in-line quality assurance devices and
in-plant laboratories monitor each step of the production process to assure that our
quality standards are met.

TTL utilizes Total Quality Management to ensure quality steps are taken throughout
our manufacturing. Our processes are monitored using Statistical Process Control
(SPC). TTL has adopted Six Sigma and a culture of lean manufacturing for effectively
improving our processes and products.

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 In our government certified laboratories, finished yarn, twine and cord is subject to a
series of tests to insure that it meets the standards for strength, size, twist, yarn
imperfections, elongation and shrinkage.

Financing of Tontu Threads Ltd.

Tontu Threads Ltd. Will be established with the help of a board of 6 Trustees who are
the board of Directors as well. They will be responsible for all the major decisions
involved.

The initial capital required for TTL will be BDT 12 crore. 6 crore will be financed by
the Board of Directors and remaining money will be lent from bank. By this money a
land will be bought, factory buildings will be made and the machines will be bought.
This accumulated total money also includes the fund required fir the Working
Capital.

Man Power Strength:

Man power is one of the most important aspect of any organization. TTL looks
forward to employing competent and skilled workers that would help them to
achieve its organizational goals and help attain and maintain the level of competence
that TTL wishes to achieve.

▌ Man Power Strength of TTL.

MAN POWER STRENGTH

Tontu Threads DIRECTOR/GM MGMT. STAFF WORKERS TOTAL

Ltd.
1 47 286 333

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 ▌ Environmental Conscious

At TTL we are committed to conducting our business with the highest regard to the
natural environment which we operate in. We have improved our processes,
investing in equipment and programs designed to safeguard the environment. To this
effect, we house a state of the art water treatment plant, the purification and the
maintenance of which are monitored by the Environmental Authorities.

TTL Ltd. is going to be an ISO 9001:2000 and ISO 14001:2004 certified company.

▌ Machinery List of Tontu Threads Ltd.:

Sl # Type of Machines Tontu Threads Ltd.

01 Weaving Machine 35

02 Soft W/M 15

03 Dyeing Machine 4

04 Drier 9

▌ Location:

Corporate Office: 32, Kamal Ataturk Avenue,

Faruk Rupayan Tower (16th Floor),

Banani, Dhaka- 1213

Factory: Plot # 93, Islampur, Gazipur.

Website: www.tontuthreadsbd.com

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INDUSTRY ANALYSIS

The threads of Bangladesh are in very good position in the world. All the threads
industry is performing very well in this arena. There are not many threads industry in
Bangladesh those are only produce Threads products. The history of our garments
sector is not so old. Our garments industry is now in this suitable position within very
few years.

And as threads are the basic element for making any garments, the improvements
and analysis of the threads industry is directly and positively interlinked with the
textile and garments sector.

History:

After Liberation when country's traditional items of export could not yield expected
result, in late 70s the government and a section of entrepreneurs - young, educated
and dynamic, began to emphasize on development of non-traditional items of
export. By the year 1983, Ready-Made-Garment (RMG) emerged to be a non-
traditional export oriented sector most promising in the socioeconomic context of
the country. By that time, those entrepreneurs felt a necessity of sectoral trade body,
non-government in nature, free from traditional bureaucracy, to help the RMG sector
and to boost up the foreign exchange earnings of the country urgently needed at that
time. Responding to that necessity, 19 (Nineteen) RMG manufacturers and exporters
joined together and by their untiring efforts got Bangladesh Garment Manufacturers
and Exporters Association (BGMEA) incorporated on February 20, 1983, Today 2400
small and medium scale privately owned garment factories, registered with BGMEA,
spread in cluster over the EPZ and urban areas of Dhaka, Chittagong and Khulna, are
manufacturing ready-made garments of varied specifications as per size and designs
stipulated by the overseas buyers. Starting with a few items, the entrepreneurs in the
RMG sector have widely diversified the product base ranging from ordinary shirt, T-
shirt, trousers, shorts, pajama, ladie's wear and children's wear to sophisticated high
value items like quality suits, branded jeans items, jackets-both cotton and leather,
sweaters, embroidered wear etc.

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Financial and Economical Factors:

Fetching only US $ 6.4 million in 1981, garment sector of the country has now
become an over 2.5-billion-dollar-foreign-exchange-earner, enjoying the status of 5th
largest garment exporter and largest shirt and T-shirt exporter to the EU and 6th
largest apparel exporter to USA. Bangladesh now exports ready-made garments to as
many as 30 countries of the world with EU as the major importer, followed by USA,
the largest importing country.

Besides accounting for 66% of Bangladesh's total export earning in 1995, this sector
is employing about 1.2 million 1.2 million people of whom 90% are women. Ancillary
industries producing cartons, polybags, woven labels, buttons, sewing thread,
strapping band, gum tape etc. have emerged in large number with the growth of the
sector. The sector in which the RMG has helped created the maximum prospect in
the country in the textile sector - supply source of mother raw-material of RMG
sector.

During the industry's early days in late 70s, RMG producers and exporters had to
import all fabrics and accessories. Through the passage of about one and a half
decade, today the situation has changed a lot. In 1995, RMG industry of the country
used local accessories around 70% of the total accessory requirement of the industry.
Presently, around 80% of required accessories like elastic, collar band, price ticket,
metal clip, zipper, plastic clip, cellophane tape, carton, hangers etc. are being
supplied from local sources. Local supply of other accessories is also increasing
regularly. Dishonoring such conditions may cause losing valuable buyers. Considering
this point, a size of local accessory industry capable to meet around 90% of the total
demand is good enough to support smooth development of the RMG industry. That
means, in accessory industry, we are not long way off. Both foreign and local capitals
are invested in the accessory industry.

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Expansion of the Sector:

though the CMT (Cutting, Making and Trimming) basis apparel sector has created an
export oriented captive market for over 2.5 billion yards of fabrics per year which is
increasing by not less than 20% each year, textile sector, rather capital intensive one,
requires foreign capital to flourish to successfully match the fabric requirement of
the export oriented RMG sector of the country.

If classified into knit and woven categories only, the story of knit fabric is far better
than of the other. In 1995, the industry imported 86% of its total required fabrics
from countries like China, India, Hong Kong, Singapore, Thailand, Korea, Indonesia,
Taiwan, etc. Out of the total fabric the knit fabrics constitute requirement of the
industry, usually around 16%. Presently around 96% of the total requirement of
woven fabrics and around 35% of the total requirement of knit fabrics are imported
by the export oriented RMG industry.

It is not that fabrics are not produced in the country enough for the industry rather
the quantity of locally produced fabrics, conforming to the choice of the buyers in
the global market, is very negligible. In 1995, out of the local fabrics used in the
industry, 4 million meters of Garmeen Check (GC), a recently developed locally
produced handloom fabric, were used. Statistics show that presently the textile
industry of the country is developing in a way that earth two-year around 230 million
yards of fabrics are being produced as additional.

With WTO already installed and MFA in transition to be completely phased out by
2005, the manufacturers and exporters of RMG in Bangladesh are awaiting to
compete in a greater context in the global apparel market. Country's talented
entrepreneurs in the RMG industry have achieved the highest growth rate during last
several years, compared to other industrial sectors, though almost 96% of woven and
35% of knit fabrics are presently being imported from abroad. Countries, where
production cost, if properly engineered, is far below its competitors' for their natural
endowment in supply of easily trainable huge work force, will offer maximum
benefits to the customers. Moreover, if those countries enjoy sound local textile
supply sources, they will do far better.

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Competitive Advantages:

The country holds strategic location as the bridge between South and East Asian high
growth regions and links with other markets of India, Pakistan, Malaysia, Singapore,
etc. The country has given high priority to development of roads & highways, bridges,
railroads, ports, telecommunication and other modern communication system,
power supply, eradication of poverty, restoration of law & order situation and
political stability. Besides the two export processing zones (EPZ) - one at Dhaka and
the other at Chittagong, the government has decided to set up a new EPZ in Gazipur
near Dhaka to meet the increased demand for setting up export oriented industries
by investors form both home and abroad idea of setting up EPZ in private sector is
also being mooted.

An extensive programme of incentives, to expedite investment in the country, are

row in place covering " No Ceiling for investment" Tax holiday up to 10 years "Tax-
exemption and duty-free importation of capital machinery and spare parts for 100%
export oriented industries" Residency permits for foreign nationals including
citizenship "Easy capital profit and dividend repatriation facilities" Double taxation
avoidance "Tax-exemption on the interest payable on foreign loans" Taka convertible
on current account etc.

The country enjoys Most Favored Nation status and has signed bilateral trade and
investment treaties with 16 countries in North America, Asia and Europe. Investors
can also take advantage of the generalized-system of preference (GSP), which allows
duty-free access to the European Markets. Since 1990, the Government has
embarked on a highly successful macroeconomic, stabilization programme with
balance of payments much improved, foreign exchange reserves and export earnings
increased. Transparent investment protection law perhaps in the country's best
attraction for investors in its open-door investment policy. The country has a very
liberal investment climate. For instance, it takes just three days for a foreign
investment registration and there is no discrimination between foreign and local
private investors. Hundred percent foreign investment as well as joint ventures with
local partners is allowed. Specially for the textile sector, as additional to the said
facilities, policy for 25% export incentives has been introduced to encourage the use
of local fabrics in the export oriented garment industry. With the possibility of
further reduction in future, duty on cotton yarn has been reduced from 15% to 7.5%,
on textiles spares from 30% to 15% and on dyes from 60% to 30%. Raw cotton import
is now duty-free. Foreign investment is particularly welcome in our export-oriented
textile industry.

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The 51 million work force of the country is easily trainable. The price of labor is
competitive compared to our neighboring countries, countries in South-East Asia and
Eastern Europe. The work force in one of the main advantages that Bangladesh is
enjoying and will continue to enjoy over a considerable span of time in the context of
international trade. Werner International has the comparative hourly wage rate in
textile for 1993 that shows that average rate for Bangladesh is most cost-effective
among India, Pakistan, Sri Lanka, and Indonesia. The Philippines, Singapore, Thailand,
China, Hong Kong, Japan, Korea and Taiwan. So, Bangladesh enjoys and advantage in
this respect.

A new generator of entrepreneurs has emerged in the country, especially with the
development of RMG, who is competent enough to shoulder the burden for mid and
upper-mid level management and are experienced in textile industry. Now, in
Bangladesh, organizations are recruiting more people with technical and professional
education than ever before. Therefore, scope of professional education has
expanded. Over 0.2 million Bangladesh students are studying abroad with majority in
US. Local universities and other private institutions are also offering different
professional and technical courses. These students, studying at home and abroad
make up the pool of prospective technical and professional talent who will drive the
economic growth of the country.

We profoundly believe that the present rate of development in the overall textile
sector in the country will continue and the country will cross US dollar 4 billion
before 2001 in exporting RMG. If greater foreign investment takes place in the export
oriented textile industry, situation will be far better no doubt. As the formation of
local capital is very negligible as compared to the requirement in the Export oriented
textile sector, foreign investors are most welcome to come up and weigh the
prospects waiting for them in our textile sector.

Favorable investment policy framework, low rate of inflation, easily trainable

workforce and emergence of a new generation dynamic entrepreneur class, with the
recent development of infrastructure perhaps have made Bangladesh offer the best
opportunity for investment in textiles in south Asia. Investors from Singapore, South
Korea, Hong Kong, Japan and many of the European countries including United
Kingdom, Germany etc. now have been showing trend to move to cost effective labor
supplying countries. Had those investors been reached effectively, we believe,
tremendous mutual benefit could have been accrued

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43
Fiber Science

Where Do Fibers Come From?

Fibers used to make industrial sewing threads come from two major sources:

▌ Natural Fibers:

Come from plants and animals and are spun or twisted into yarns. Cotton is
the most common natural fiber used to make thread. Other natural fibers
include silk, wool, jute, ramie, hemp, and linen. Natural fibers are generally
not as uniform as synthetic fibers and are affected by climatic changes. At TTL,
we use cotton as a fiber source for some of our thread. We select our cotton
fibers from the best available crops, classifying them depending on the
geographic location and climate, seed and type of plant, and the cotton
grower's reputation. The two classes of cotton fibers that we use at TTL are
SAK (or Supima) cotton that comes from Arizona and CP (or Peeler) that
comes from the San Juaquin Valley in California. SAK quality cotton produces
stronger spun cotton threads than CP fibers.

▌ Synthetic Fibers:

Are made from various chemicals or regenerated from cellulose such as

wood pulp and cotton waste. We select our synthetic fibers based on their
sewability characteristics, seam performance, ease of dying, colorfastness,
and pricing.

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Fibers Come in What Forms?

When we receive bales of cotton, polyester, nylon, , the fiber contained in the bales
comes in one of the following forms:

▌ Staple:

Refers to natural fibers that vary in length or to synthetic fibers with filaments
that are cut to a definite length during the manufacturing process.

▌ Continuous Filament:

Refers to synthetic fibers of an indefinite length.

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THREAD SCIENCE

THREAD CONSTRUCTION

We manufacture thread based on the following construction methods:

Air Entangled Thread

Is made from continuous filaments of polyester

that are entangled as they pass through a high
pressure air jet. This yarn is then twisted, dyed,
and wound on cones with lubricant. Air
entangled threads are used in everything from
seaming flags to heavy denim jeans.

Core Thread

Is made by spinning a wrap of staple cotton or

polyester around a continuous filament of
polyester fibers. Afterwards, two or more of these
single yarns are twisted together to form the
thread. Core threads have fuzz on their surface
giving them good lubricity characteristics and also a continuous filament core that
contributes to high strength and durability. When wrapped with a cotton wrap, core
threads have very good needle heat resistance. When wrapped with a polyester
wrap, core threads have excellent chemical resistance and colorfastness. Core
threads are used in everything from fine blouses to heavy coveralls and overalls.

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Monocord Thread

Is produced from continuous filaments of nylon

that have been bonded together. They have very
little twist so that they look like a single cord of
yarn. Because of the way these threads are made,
they appear to be flat and ribbon-like, which
provides a high degree of resistance to abrasion. Monocord threads are exceptionally
strong for their size so they are used in the manufacturing of furniture, shoes, and
other heavy duty applications.

Monofilament Thread

Normally produced from a single nylon

continuous filament resembling fishing
line. Usually monofilament threads are used
because the thread is translucent and blends in
with many colors. Because it has a tendency to be
stiffer than other filament products, it is not recommended for seams that may lay
adjacent to the skin. Also, because it is a single filament, it may unravel easily if the
thread is not locked in the seam adequately. Monofilament threads have been used
in quilting operations on quilts and bedspreads, as well as, in blindstitch operations
on drapery and apparel.

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Spun Thread

Is made from cotton or polyester staple fibers that

are spun into single yarns and then two or more
of these yarns are plied to make a sewing
thread. Spun threads have fuzz on their surfacing
giving them a soft hand and good lubricity
characteristics. Spun threads are used in everything from women's lingerie to heavy
leather gloves.

Textured Thread

Is made from continuous filaments of polyester or

nylon that have been textured by pin, disc, or belt
and then heat set to insure proper bulk
retention. Textured polyester is usually
manufactured with regular or mid tenacity,
continuous filaments depending on the application. Textured threads are ideal for
overedge, chainstitch, and coverstitch of the finished seam and offers good seam
elasticity. Textured threads are usually less expensive when compared to other
thread types.

Twisted Multifilament Thread

Is made from continuous filaments of polyester or

nylon that are twisted together into a cohesive
bundle and then plied to make the thread. They
are then dyed, stretched, and heat set to achieve
the desired physical characteristics. Twisted
Multifilament threads are available either soft or with an additional bond for better
ply security and abrasion resistance. They are exceptionally strong for their size and
they have excellent resistance and durability. These threads are used for seaming
everything from bathing suits to automobile upholstery.

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Twisting

The above types of thread constructions that involve twisting (such

as spun, core, and twisted multifilament) are twisted in the
following directions:

 "S" direction or right twist for single strand yarn (such as

spun)

 "Z" direction or left twist for ply yarn (such as core and
twisted multifilament)

Thread Dyeing

Thread is dyed or colored and then finished depending on the application. At TTL, we
use packaging dyeing in which many packages of thread are dyed under pressure in a
dye vat. Packages of synthetic threads are dyed by a similar process that uses high
temperature to ensure colorfastness, a key thread performance characteristic.

TTL also has state-of-the art dye matching and formulation systems in our dye lab.
These systems include:

 A Colorite system from Datacolor, Inc., for emailing color matches, which
reduces the time for getting an approved color shade.

 A Tecnorama Dos and Dye system, which processes up to eight samples at

one time, reducing the time it takes to create formulas for custom colors. The
Tecnorama system also eliminates the potential for operator error compared
to systems where a technician manually weighs the dyes and solutions.

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 Thread Finishing

Once the thread is constructed, the thread may be finished in several

different ways to enhance its suitability for various end uses. The thread
finishes used at TTL and the relationship between construction, fiber type,
and finishing are listed below.

▌ Soft:

Refers to thread that receives no further processing to change its general

physical characteristics. It is dyed to the proper shade and degree of
colorfastness, wound on the proper size package, and lubricated for
sewability.

▌ Gassed:

Refers to a finish where cotton thread is passed through a flame at high

speed to reduce its fuzz and have a greater sheen. Gassing is done in a wrap
form prior to mercerizing and dyeing.

▌ Mercerized:

Refers to a finish where cotton thread is treated in a caustic solution under

controlled tension. This process causes the fibers to swell, resulting in
greater affinity for dye penetration. Mercerization increases the luster of
cotton threads and at the same time increases their strength.

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▌ Glaced:

Refers to a finish in which 100% cotton and some cotton wrapped core
threads are treated with starches, waxes, and special chemicals under
controlled heat and then brushed or polished to a high luster. The result is a
glossy, hard finish that protects the thread from abrasion and enhances ply
security during the sewing of hard to penetrate fabrics.

▌ Bonded:

Refers to a finish where multifilament polyester or nylon is treated with a

special resin that encapsulates the filaments forming a tough, smooth
protective coating on the surface of the thread. This bonding process adds
significantly to the thread's ability to resist abrasion and greatly enhances
ply security during sewing.

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Relationship Between Thread Construction, Fiber Type, and Thread Finish

Thread Fiber Type Thread Finish

Construction

Core Cotton wrapped Soft

polyester

Polyester wrapped Soft

polyester

Spun Cotton Soft, Mercerized, or

Glaced

Polyester Soft

Air Entangled Polyester Soft

Textured Polyester Soft

Twisted Nylon Soft

Multifilament
Polyester Soft or Bonded

Monocord Nylon Bonded

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Monofilament Nylon Soft

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 Lab

Weaving Machine

Dyeing
Machine

Drier

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HUMAN RESOURCE PLANNING PROCESS,
TONTU THREADS LTD. (TTL)

▌ HR Mission, Tontu Threads Ltd.:

Tontu Threads Ltd. aims to make use of a pull on the talented group of thread human
resources available in the country. It strives to offer them with an outstanding equal
employment opportunity, which shall benefit the organization to the fullest degree
and also develop the employee career to the future. Additionally TTL assures to
expand the intellectual capital of the organization and keep it alert till the long run.

▌ Additional Information/Further Details:

The Human Resource department is encouraged to prepare further information to

supplement the job description and person specification. This should describe the
department’s area of activity and give more detailed information about both the job
and the department. They use a specific staffing model for continuing their
operation. The staffing model of their human resource department is shown below:

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 Staffing Model

Awareness of Legal Aspects of Staffing

Human Resource Planning

Selection & Placement

Compensation & Benefits

Orientation, Training & Deployment

Compensation & Benefits

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 ▌ Human Resource Policies, Tontu Threads Ltd.:

Tontu Threads Ltd. aims to thoroughly follow the Human Resource Planning Process
Model. Firstly, the company aims to forecast the demand for its posts and then the
supply of workers available in the economy to fill in these posts. The human resource
department (HRD) promises to take the external considerations such as economy,
technology, Government policies, competition etc and then combine with the
internal philosophies such as Business Mission, values and objective, in order to
generate an overall solution to the arising worker’s demand scenario.

Secondly, Tontu Threads Ltd. aims to predict the supply of the workforce in the
economy. This is done by external consideration as mentioned above, which are
again combined with the internal principles and objective of the organization in order
to produce an overall supply situation.

▌ Selection Process, Tontu Threads Ltd.:

For the selection process firstly comes the primary screening, which is done to match
the CVs applied just to fit in the position and the requirements in a particular
department.

Secondly, the applicants are invited to sit for an aptitude written test. Thirdly, the
persons, who got the qualifying score in the test, are next called for an interview
session.

Based on that score successful candidate is called for a medical test, which checks
the physical fitness of the applicant according to the job requirements.

Thereafter, the references given by the employee in the résumé are verified. If
everything is on the favor of the candidate he is finally accessible for the job.

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Primary Screening Written Test Interview

Reference Check Medical Test

Job Offer Letter

Orientation & Placement

Model of Selection Process of Tontu

Threads Ltd.

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RECRUITING & EMPLOYMENT PROCESS AND SOURCES

It is the TTL’s policy to recruit efficient people of any race, religion, nationality,
political opinion, or social or ethnic origin for the purpose, from anywhere of the
world. The company will provide 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 throughout 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.

TTL 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.

At first TTL will decide what kind of sources it wants to go for. If it is a mid level job
position there will be lot much space for existing employees who can get promotion
based their performance. In some cases (especially for new job position or where
suitable candidates cannot be found from inside the organization) TTL will go for
outside source. TTL will give priority to its present employees.

Outside recruitment TTL will give advertisement in news paper and different job sites
with detail job responsibilities and recruitments TTL will demand. Online application
will be encouraged if it’s a Class B job. For lower level job position like peon, driver
computer composed CV will be appreciated.

For both inside and outside recruitment a job circular will be published so that
interested candidates can prepare themselves, to apply for that certain position.

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 ▌ Pre-employment Testing

At first TTL will call application for vacant positions. Different sources can used as we
said earlier can be in newspaper and web site depending on job positions and
requirements.

Specific procedure will be used for each post in TTL. Procedure will vary according to
different classes of employees, at its simplest this may involve a straight forward
interview and skill testing for class B employees. For class A employees psychometric
testing, presentations to the interview panel on a chosen topic and/or a series of
individual; interviews on various topics will be included.

The appointment manager will work with the HRD to assist with short listing and
interviewing. At last two people should be involved in short listing and sit on the
Interview panel.

The application forms received by closing date will be forwarded to the appointing
managers for short listing. Applicants must be chosen against the Person
Specification. It is the responsibility of HRD at this to record (in writing) the reasons
why an applicant’s is not short listed. All paper must be returned to the Director
Manager, Human Resources Department, who will include timetabling the interviews
and arranging Occupational Health/Company Director Medicals if appropriate.
Candidates who not have been short listed will also be informed.

At least one week prior the interview, each panelist will receive an interview pack
containing

▌ Copies of application forms

▌ Blank interview report forms

▌ Copy of job advertisement

▌ Copy of job description, specification

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The Hr manager along with the appointing departments’ manager will decide, the
format of the interview, which will be in the interview panel etc.

At the interview the appointing manager will ensure that the Interview Report Form
is completed as fully possible. When interviewing they will ensure that Equal
Employment Opportunity act is properly implemented.

That means no discrimination shown on the ground of sex, religion, disability or

ethnic origin.

▌ Orientation of New Employees

Orientation is very important for new employees otherwise they cannot do their
work properly and they will take time if we do not let the new employees know
about the corporate culture of TTL.

Based upon the interview the Human Resource Department will do the following
things so that new employees can adopt TTL’s corporate culture and can become a
part of the organization:

▌ They will contact all successful employees through telephone, email within
one week.

▌ Give them a written document where the specific job responsibility working
condition, employee code of conduct, facility provided by organization,
promotion policy, termination policy, and organizational culture etc will be
written briefly.

▌ HR department also let know the unsuccessful candidates with an email that
they are not selected within two week from the interview.

▌ HRD will arrange special orientation program where newly appointed

employees will be introduced with their coworkers, reporting boss and it will
help them becoming free with the organization environment.

43
We hope after going through all these process the new employees will be able to
adopt culture and they will be able to work smoothly.

TTL believes free flow of information so if any employee or worker feels problem
about any work related things they can let our Human Resource Department know
we will try to fix that problem.

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TRAINING AND DEVELOPMENT PROGRAMS AND SERVICES

The term training refers to the acquisition of knowledge, skills, and competencies as
a result of the teaching of vocational or practical skills and knowledge that relate to
specific useful competencies. It forms the core of apprenticeships and provides the
backbone of content at technical colleges and polytechnics. In addition to the basic
training required for a trade, occupation or profession, observers of the labor-market
recognize today the need to continue training beyond initial qualifications: to
maintain, upgrade and update skills throughout working life. People within many
professions and occupations may refer to this sort of training as professional
development.

▌ Career Planning

TTL 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.

TTL has commitment to training and development for its employee and it is the
keystone to the overall success of the company .Company’s standard training
programs are accommodated to its 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 outside their location of assignment or within the premises.

The initial learning experience, however, will be only the beginning of your education
at TTL .Training and development is a way of life in our Company.

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 ▌ Competency Modeling

Competencies are behaviors that encompass the knowledge, skills, and attributes
required for successful performance. In addition to intelligence and aptitude, the
underlying characteristics of a person, such as traits, habits, motives, social roles, and
self-image, as well as the environment around them, enable a person to deliver
superior performance in a given job, role, or situation.

Competency modeling is the activity of determining the specific competencies that

are characteristic of high performance and success in a given job. Competency
modeling can be applied to a variety of human resource activities. This research
paper will describe how organizations identify their core competencies and how they
are applying this competency data to improve performance. It will also explain some
emerging trends in competency modeling.

TTL. believes competencies enable employees to achieve results, thereby creating

value. It follows that competencies aligned with business objectives help foster an
organization's success. Organizations must understand their core competency needs -
the skills, knowledge, behaviors, and abilities that are necessary for people in key
roles to deliver business results.

TTL will take following steps building competency model in the organization

▌ Performance criteria - Defining the criteria for superior performance in

the role.

▌ Criterion sample - Choosing a sample of people performing the role for

data collection.

▌ Data collection - Collecting sample data about behaviors that lead to

success.

▌ Data analysis - Developing hypotheses about the competencies of

outstanding performers and how these competencies work together to
produce desired results.

▌ Validation - Validating the results of data collection and analysis.

▌ Application - Applying the competency models in human resource

activities, as needed.

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 ▌ Assessments

TTL will ensure providing training and also we will ensure that training is not just for
train our workforce we will also ensure that training is working effectively and
outcome is right and for doing so Jordon will do assessment work. For ensuring that
we will follow these steps

1. Our Human Recourse will be responsible for conducting assessment work.

TTL will want to assure that uncovering weak areas will not be detrimental to
workforce, but will rather help them seek training that will make them
stronger and more valuable to the company.

2. Jordon will ask for workers input and support for this project. Let the
workers know what's in it for them.

3. We will select a few admin leaders to help TTL prepare the assessment.

4. Begin with a listing of skills used by all admins in the company. It may help
to put the skills in skill areas, like communication (written and spoken),
project management, mail and mailings, computer troubleshooting,
meetings, supervising others, organizing, filing, and retrieving information,
etc. Sub-skills can be placed under each category.

5. Consider adding a section of skills not now used on the job, but ones that
would be useful and increase productivity or indicated in the strategic plan.

6. At the same time, meet with managers and let them know what TTL are
doing. Ask for their support and input and let them know what's in it for
them.

7. We will give the skill list to a few selected workers from different
production segments. And ask them for additions, modifications, and to
indicate anything that isn't clear.

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 8. Revise the assessment using that input.

9. Using the revised assessment, give to all the admins and ask for their input
on what they now do, what they may be doing in the next 6-12 months (not
doing now, but will be soon), what they feel comfortable doing (have the skills
for), what areas they would like additional skill training in.

10. Look at the areas where they have indicated a need. That will be the place
to start developing a training curriculum

▌ Skill-based Training

TTL 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 TTL 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 TTL 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

43
backgrounds are more sensitive to the issues that affect our business more sound
and success.

Part of the excitement of working for TTL 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.

The program will be designed in both On-the-job training method and Off-the-job
training method. Off the job training method, the instructors can accomplish it by
giving very understandable and detail theoretical lecture with help of multimedia
projection. The instructors should provide the follow up shit so that managers can
follow the track. This training should not be more than five days long. After every
lecture there must be a thorough question answer session. The rest of ten days
should be covered with On-the-job training session. For On-the- job training
program, instructors must be very helpful toward the employees. After this session
there must be evolution process to point out the potential employees. All the
trainees must give a test on the subject matter and the instructors will evaluate it.
The evaluation process must cover the On-the-job performance too.

The training program must be designed such a way that the out the machine of the
production floor. How they work what is the maximum time a machine can work
smoothly or what are the dangers that a particular machine can create. The
instructors should provide follow up shit to all trainees to keep them on track. Again
they should use multimedia and video system during their lecture. After the lecture
or during the lecture, question answer session must be placed

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 ▌ Service Matters Concerning Workers and
Officers Employed in the Companies Operating

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 said employee.

Companies must have to follow all the rules and regulations of the company.

Definitions:

“Apprentice” means a learner who is paid an allowance or fixed pay during the
period of his training.

“Casual” worker is a person whose employment is of a casual nature.

“Employee” means any worker or officer of the company.

“Employer” means the Board of Directors of the Company which inter-alias means
the Chairman/Managing Director/ Director of the company or any other officer if so
authorized by the Company in this behalf.

“Factory” means the factory of the company and it shall include any workshop
premises or the precincts where ten or more workers are ordinarily employed.

43
“Pay”, means the amount drawn monthly or weekly by an employee as basic pay.

“Worker” means any person including an apprentice employed in the office or

factory of a company to do any unskilled, technical, trade promotional or clerical or
supervisory work for hire or reward, whether the terms of employment be expressed
on implied, but does not include any person who is employed mainly in a managerial,
executive or administrative capacity.

Classification of employees:

Classification of employees- Employees shall be classified as follows: -

 Permanent

 Temporary

 Probationer

 On Contract

 Apprentice

 Casual

“Permanent-employee” is an employee who has been engaged on a permanent basis

after satisfactory completion of four months service.

“Temporary Employee s an employee who has been engaged for work which is
essentially of a temporary nature and is likely to be finished within limited time.

“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 to fill a permanent vacancy in a post and has not completed the
period of his probation: If a new permanent employee is engaged as a probationer in
a new post, he or she may be reverted back to his previous if his/her work
unsatisfactory at any time during the probationary period of six months.

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“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 to the employee than those provided in this
instruction.

“Apprentice”, its means a learner who is paid an allowance during the period of his
training.

“Casual” employee is a person whose employment is of casual nature.

Service Record:

Appointment Letter: An appointment letter, mentioning the terms and conditions of

service, nature of work, pay and/or any other relevant matter shall be given to an
employee concerned on his appointment, excepting in the case of casual employees.

Maintenance of Service Records etc:

Service records of the workers shall be maintained in a “Service Book” which will
contain names and other particular of the person employed, nature of work, rate of
wages, leave taken & records of conduct etc.

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 Policy & Procedures Manual

The Tontu Threads Ltd. Human Resources Policy and Procedures Manual have been
developed to facilitate the implementation and clearly define Tontu Threads Ltd’s
policies on human resource management.

The Manual provides guidelines to be followed in the administration of these

policies, and assists all employees in defining who is responsible for each human
resource management decision, and the correct procedure which is to be followed.

The policies specified within are consistent with those of best practice management
principles. They have the full support and commitment of Tontu Threads Ltd.
management.

HR policies must be kept current and relevant. Therefore, from time to time it will be
necessary to modify and amend some sections of the policies and procedures, or for
new procedures to be added.

Any suggestions, recommendations or feedback on the policies and procedures

specified in this manual are welcome. This should be provided by email.

These policies and procedures apply to all areas of operations within Tontu Threads
Ltd. and related entities.

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PERSONAL CONDUCT

Policy Statement

Tontu Threads Ltd. expects its employees to achieve and maintain a high standard of
ethics, professional conduct and work performance to ensure the Company
maintains its reputation with all internal and external stakeholders.

Objective

To enhance Tontu Threads Ltd’s reputation as a quality service provider and an

enjoyable, stimulating and challenging place to work.

Application

The policy will be seen to be successfully applied when all employees are seen to
perform their duties professionally with skill, care and diligence.

This includes:

▌ Observing Tontu Threads Ltd. policies and procedures

▌ Treating colleagues with courtesy and with respect for their rights, duties and
aspirations
▌ Employees who do not conform to this standard of conduct will be subject to
disciplinary action as detailed in this manual

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Dress Code

Dress choice is a matter of personal discretion, taking into account requirements for
any protective clothing, customer/supplier interaction and professional environment.

Be aware that work attire will have an impact upon Tontu Threads Ltd’s image as well
as your work colleagues.

As a minimum standard, dress should be clean, neat and professionally appropriate

and above all except casual day everyone needs to wear formal attire.

The following are examples of items that are not acceptable:

▌ ripped or torn clothing

▌ thongs or sports sandals
▌ sportswear or beachwear

Tontu Threads Ltd. reserves the right to request a staff member to dress to an
appropriate standard as a condition of employment.

If you are in a work environment with inappropriate clothing you may be sent home
to change, before returning to work.

Personal Communications

▌ Phone Calls [choose one of the following]

It is acknowledged that personal communication is inevitable and sometimes

necessary. It is expected this will be kept to appropriate or reasonable levels.

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 ▌ Email

Email has legal status as a document and is accepted as evidence in a court of law.
Even when it is used for private purposes, Tontu Threads Ltd. can be held
responsible for the contents of email messages, including any attachments. Access
to emails can be demanded as part of legal action in some circumstances.

It is therefore important that email is used within the following guidelines:

▌ Email should mainly be used for formal business correspondence and care
should be taken to maintain the confidentiality of sensitive information.
Formal memos, documents and letters for which signatures are important,
should be issued on company letterhead regardless of whether a physical or
electronic delivery method is used if electronic messages need to be
preserved, they should be printed out and filed
▌ Limited private use of email is permitted, provided that such does not
interfere with or distract from an employee’s work. However, management
has the right to access incoming and outgoing email messages to determine
whether staff usage or involvement is excessive or inappropriate
▌ Non-essential email, including personal messages, should be deleted
regularly from the ‘Sent Items’, ‘Inbox’ and ‘Deleted Items’ folders to avoid
congestion
▌ All emails sent should include the approved company disclaimer

In order to protect Tontu Threads Ltd. from the potential effects of the misuse and
abuse of email, the following instructions are to be observed by all users.

▌ No material is to be sent as email that is defamatory, in breach of copyright

or business confidentiality, or prejudicial to the good standing of Tontu
Threads Ltd. in the community or to its relationship with staff, customers,
suppliers and any other person or business with whom it has a relationship.
▌ Email is not to contain material that amounts to gossip about colleagues or
that could be offensive, demeaning, persistently irritating, threatening, and
discriminatory, involves the harassment of others or concerns personal
relationships.
▌ The email records of other persons are not to be accessed except by
management (or persons authorized by management) engaged in ensuring
compliance with this policy, or by authorized staff who have been requested

43
 to attend to a fault, upgrade or similar situation. Access in each case will be
limited to the minimum required to complete the task.
▌ When using email a person must not pretend to be another person or use
another person’s computer without permission.
▌ Excessive private use, including mass mailing, “reply to all” etc. that are not
part of the person’s duties, is not permitted.

Failure to comply with these instructions is a disciplinary offence and will be

subject to appropriate investigation. In serious cases, the penalty for an offence, or
repetition of an offence, may include dismissal. Staffs need to be continually aware
some forms of email conduct may also be open to criminal prosecution.

▌ Internet

The internet is a facility provided by Tontu Threads Ltd. for business use. Access is
authorized by managers on the basis of business needs. Limited private use is
permitted provided the private use does not interfere with or distract from a
person’s work. Management has the right to access the system to determine
whether private use is excessive or inappropriate.

The following activities, using Tontu Threads Ltd’s internet access are not
permitted:

▌ attending to personal activities of a business nature

▌ viewing, other than by accident, sites of incoming emails portraying
obscene, violent, defamatory and unlawful material and material that could
cause Tontu Threads Ltd. to be in breach of equal opportunity or anti-
discrimination legislation, verbally, in writing or pictorially
▌ downloading or printing material as described above
▌ showing to others, or allowing to be seen by others, items as described
above
▌ repeated or prolonged use that is not directly relevant to the user’s work
▌ introducing computer viruses by failing to follow company IT procedures
▌ downloading software from the internet or from unauthorized disks and CD
ROMs on to the internal network

Failure to comply with these instructions is a disciplinary offence and will be

subject to appropriate investigation. In serious cases, the penalty for an offence, or

43
 repetition of an offence, may include dismissal. Staffs need to be continually aware
some forms of internet conduct may also be open to criminal prosecution.

Gifts & Gratuities

Tontu Threads Ltd. is committed to ensuring all business relationships with suppliers
and clients are legal and based on professional integrity.

Managers should be notified when a gratuity has been received. If the gratuity has
been received as a thank you for work performed then it should be noted on the
employee’s personal file to ensure it is included in the employee’s next appraisal.

No employee may give a gratuity to a client without prior approval from

management, such gratuities must always be part of an approved program of
customer relationship management and specific gifts will be purchased centrally in
appropriate quantities with management approval.

43
EQUAL EMPLOYMENT OPPORTUNITY

Policy Statement

Tontu Threads Ltd. provides equal employment opportunity to all qualified persons
without discrimination or harassment based on protected characteristics under equal
opportunity laws. Tontu Threads Ltd. will make reasonable job accommodation for
persons with disabilities who can perform the essential functions of the position for
which they are qualified and selected.

Objective

The objective of Tontu Threads Ltd’s Equal Opportunity Policy is to improve business
success by:

 Attracting and retaining the best possible employees;

 Providing a safe, respectful and flexible work environment; and
 Delivering our services in a safe, respectful and reasonably flexible way.

Application

All recruitment, selection and promotion decisions will be based on the best
qualified and experienced candidate who can perform the genuine occupational
requirements of this position.

43
Tontu Threads Ltd. provides equal opportunity in employment to all suitably able
people without discrimination or harassment based on a personal characteristic
protected under the Equal Opportunity Act. They include:

 age;
 physical features;
 sex;
 gender identity;
 sexual orientation;
 disability;
 marital status;
 parental status;
 career status;
 pregnancy;
 industrial activity;
 political belief or activity;
 religious belief or activity; and
 Personal association with someone who has, or is assumed to have, one of these
personal characteristic.

Process

The Equal Opportunity Employment process is reflected throughout Tontu Threads

Ltd’s staff recruitment and retention processes.

43
HARASSMENT

Policy Statement

Tontu Threads Ltd. is committed to ensuring employees are treated fairly and
equitably in an environment free of bullying, harassment and sexual harassment.
Bullying, harassment and sexual harassment are unacceptable and may also be
unlawful, and will not be tolerated at Tontu Threads Ltd.

Bullying is any repeated, unreasonable language or behavior that creates a risk to

another person’s health and safety (including their emotional and psychological
health).

Harassment is any unwelcome, unreturned language or behavior that creates a

hostile work environment by undermining, humiliating, seriously offending or
intimidating another person. This includes any behavior based on an individual’s
personal characteristics protected under the Equal Opportunities Act. (For a listing of
protected characteristics see the Equal Employment Opportunities Policy)

Sexual harassment is any unwelcome behavior of a sexual nature that could be

reasonably anticipated to make another person feel humiliated, intimidated or
offended. Sexual harassment can take many different forms and may include physical
contact, verbal comments, speculation or probing questions about another person’s
sexual behavior or sexual orientation, jokes, propositions, the displaying of offensive
written or pictorial material and any other behavior that creates a sexually tense or
hostile working environment. Sexual harassment can occur between an employee
and a co-worker, supervisor, manager, agent, consultant or contractor.

Tontu Threads Ltd. recognizes comments that do not offend one person can offend
another and that individual employees may react differently to the same language or
behavior. Because of Tontu Threads Ltd’s commitment to the principles of respect
and safety, management expects every employee to respect the reasonable limits set
by others and avoid language or behavior that could be reasonably expected to
offend or embarrass others.

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Objective

To foster a professional, open and trusting workplace.

Application

This harassment policy will be successfully applied when all staff are treated on merit
by their managers, peers, direct reports and all other staff members.

Process

▌ Making a Complaint:

If you believe you are being, or have been, harassed, follow the procedure below:

▌ Inform the offender the behavior is offensive, unwelcome, and against

company policy and should stop (only if you feel comfortable enough to
approach them directly)
▌ Keep a record of the incident(s)
▌ If the unwelcome behavior continues, contact your supervisor or manager
for support
▌ If this is inappropriate, you feel uncomfortable, or the behavior still
persists, contact another relevant senior manager

▌ Receiving a Complaint:

When a manager receives a complaint, he/she should follow the procedure below:

▌ listen to the complaint seriously

▌ treat the complaint confidentially
▌ allow the complainant to bring another person to the interview if he/she
chooses to

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 ▌ ask the complainant for the full story, including what happened step by
step
▌ take notes, using the complainant’s own words
▌ ask the complainant to check your notes to ensure your record of the
conversation is accurate
▌ explain and agree next action with the complainant
▌ if investigation is not requested:
o act promptly
o maintain confidentiality
o pass your notes on to your manager
▌ if investigation is requested, or is appropriate, follow the procedure
outlined

▌ Investigating a Complaint:

When a manager investigates a complaint, he/she should follow the procedure

below:

▌ interview all directly concerned, separately

▌ interview witnesses, separately
▌ keep records of interviews and investigation
▌ do not assume guilt
▌ interview the alleged harasser, separately and confidentially
▌ let the alleged harasser know exactly what he/she is being accused of
▌ give him/her a chance to respond to the accusation
▌ listen carefully and record details
▌ make it clear he/she does not have to answer any questions
▌ ensure confidentiality, minimize disclosure
▌ determine appropriate action based on investigation and evidence
collected
▌ check to ensure the action meets the needs of the complainant and
company

If resolution is not immediately possible, the complainant should be referred to more

senior management.

43
If the resolution requires the authority of a more senior manager, the complainant
should be referred to the appropriate level.

Outcomes as they affect the complainant should be discussed with the complainant
to ensure that needs are met, where appropriate.

Potential Outcomes:

If the complaint is found to be justified, the complainant may be entitled to any or all
of the following:

The complainant may receive:

▌ commitment the behavior will cease

▌ private apology (verbal or written)
▌ re-credit of any leave taken due to the harassment
▌ payment of medical and counseling expenses
▌ transfer, with no job disadvantage
▌ other compensation

43
BUSINESS EXPENSES

Policy Statement

Tontu Threads Ltd. will reimburse employees for out of pocket business expenses
incurred in the performance of their role, where prior approval has been received
from a manager.

Cash advances in advance of anticipated expenses can only be approved by Top

Management.

Objective

The objectives of the business expenses policy are to ensure staffs are not out of
pocket in the course of fulfilling their responsibilities, and expenses can be correctly
allocated to optimize the company’s tax position.

Application

The business expenses policy will be successfully applied when all staff expenses are
reported, allocated and reimbursed within 30 days.

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Process

Minor one off expenses (BDT.1000 or less) may be reimbursed through petty cash.
Where possible this should be in advance for a known requirement and receipts,
along with change, should be returned to petty cash.

Expenses for more than BDT.1000 or for employees with ongoing individual expenses
requirements should be submitted to Accounts on an Expenses Claim Form which
has been signed off as approved by the employee’s immediate supervisor.

All claims must be submitted by the seventh and eighteenth of the month. Only two
claims can be made per month. Exceptionally large expense claims may be submitted
at the time of incurring them and not wait until the end of the month.

Payment of reimbursed expenses will be made through Cash or Cash check within 15
days of the submission of expenses.

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INDUCTION

Policy Statement

All new employees should complete an induction program upon their

commencement. The induction period also refers to the six month probationary
period during which it is recognized all staff may need ongoing familiarization with
their role, the business, systems and processes.

Objective

The objective of the induction policy is to familiarize the employee with the
company, their job, the industry, colleagues, company systems, processes and
policies with a view to ensuring they can make a contribution to business outcomes
as quickly as possible.

The induction should be a combination of standard components as well as learning

specifically tailored to the role.

Application

The induction policy will be successfully applied when all new employees meet their
probationary period performance targets.

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Process

▌ Complete the induction planning format prior to the employee’s

commencement date.

▌ Introduce the employee to the induction schedule and dates.

▌ Review the progress against the schedule with the employee at the end of
each month.

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HEALTH, SAFETY & ENVIRONMENT

Policy Statement

Tontu Threads Ltd. is committed to providing and maintaining a safe work

environment for the health, safety and welfare of our staff, contractors, visitors and
members of the public who may be affected by our work.

We undertake to provide resources in terms of personnel, time and financial outlay

commensurate with the commitment we place on OHS to achieve these objectives.

To do this, Tontu Threads Ltd. will:

▌ develop and maintain safe systems of work, and a safe working environment
▌ provide information and training at all levels in the organization to enable all
employees to support this policy
▌ require all risks to be assessed prior to engaging in new areas of operation,
purchasing new equipment, and implementing new work methods, and that
these risks continue to be reviewed

All persons who are responsible for the work activities of other employees will be
held accountable for:

▌ identifying practices and conditions which could injure employees, clients,

members of the public or our environment
▌ implementing steps to control such situations
▌ if unable to control such practices and conditions, reporting these to their
superiors

Tontu Threads Ltd. demands a positive attitude and performance with respect to
health, safety and the environment by all employees, irrespective of their position.

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Alcohol, Drugs (& Other Substance Abuse)

This policy applies to all levels throughout Tontu Threads Ltd. The policy is not
concerned with social drinking or the taking of prescribed drugs for medical
purposes, the concern is directed to instances where alcohol or other drug
dependence or abuse affects the job performance and or/safety of any employee(s).

Tontu Threads Ltd. is concerned by factors affecting an employee’s ability to safely

and effectively perform work to a satisfactory standard. The Company recognizes
alcohol or other drug abuse will cause short-term or long-term impairment to such
work performance.

Tontu Threads Ltd. is committed to creating and maintaining a safe, healthy and
productive workplace for all employees. Tontu Threads Ltd. has a zero tolerance
policy in regards to the use of illicit drugs on their premises or the attending of other
business related premises (e.g. clients) while under the influence of illicit drugs.
Contravening either of these points may lead to instant dismissal.

Attending work under the influence of alcohol will not be tolerated and may result in
disciplinary action or ultimately dismissal. Driving under the influence of alcohol or
any other illicit drug is illegal; it is your own responsibility to ensure you comply with
this.

Manual Handling

It is the policy of Tontu Threads Ltd. to provide all employees with a safe and healthy
working environment by identifying, assessing and controlling manual handling risks
within the workplace.

While managerial staffs are ultimately responsible for ensuring the health, safety and
welfare of all staff, all employees are expected to participate by reporting potential
and actual manual handling hazards within the workplace.

43
In all circumstances, do not lift or manually handle items larger or heavier than you
can easily support. If you are in any doubt, ask for assistance.

Workers’ Compensation

All employees, including part-time, temporary, and probationary employees, are

eligible for workers’ compensation benefits in the event of an injury arising from, or
in the course and scope of, their employment.

The process to be followed if an injury occurs is as follows:

▌ The first priority in the event of an injury at work is medical attention

▌ The injured worker or nearest colleague should initially contact one of Tontu
Threads Ltd’s registered first aid attendants
▌ In the event of any apparently serious injury an ambulance should be called
▌ Any employee who sustains an on-the-job injury, experiences a safety
incident or near miss must report the incident to their manager
▌ The manager must then complete a report in the register of injuries, incidents
and near misses
▌ This standard report must include:
▌ Employee details
▌ Time and location the injury/incident occurred
▌ Details of the injury including:
o Part of body injured
o Time lost
o Name of the first aid attendant
▌ Details of first aid treatment
▌ Details of any investigation of the accident

43
Total & Permanent Disability

If an employee is injured while away from work, Tontu Threads Ltd. will allow them
to exhaust their paid sick leave, accumulated annual leave or long service leave.

If the injured employee has used all leave owing, been off work for a lengthy period
and is not fit enough to return to work then management will discuss with the
employee their expectations of returning to work.

If the employee has incapacity to perform their duties because of the disability, their
employment will be terminated in compliance with the termination provisions in
their employment contract.

Tontu Threads Ltd. will hold an injured worker’s position open for a period of time as
stated in the relevant legislation unless it is not reasonably practicable to do so.

Employees, whose employment is terminated due to incapacity to perform their

duties because of a disability, will be paid all amounts owing to them.

43
PERFORMANCE MANAGEMENT SYSTEM

Introduction

At Tontu Threads Ltd. we aim to be an employer of choice– one where people want
to work. As a business we are committed to giving all members of our team every
opportunity to develop their careers, to contribute to our business and to share in its
success.

The Performance Management System is designed to support the completion of the

work of the organisation. It will also define measure and recognise the contribution
of individuals and help the organisation establish achievable goals for its entire
people – it is a team based approach.

At any stage, if you have any questions or concerns you can raise them with your
Manager.

Performance Management Philosophy

We believe everyone who comes to work really does want to realise their potential
and develop their relationships with others (managers, colleagues and clients).

Work is characterised by feelings of satisfaction, frustration, opportunity,

exasperation, stimulation, excitement and even feelings of fairness and dishonesty.
To succeed and excel, we recognise people need to know what is expected of them,
what authority they have and how they are performing. In addition the approach to
managing them needs to be consistent.

If our organisation can help its people feel more of the positive emotions and
eliminate most of the negative then we will have come a long way to being an
employer of choice.

43
The Performance Management System is designed to be the foundation for fulfilling
careers at Tontu Threads Ltd.

Position Descriptions

All Tontu Threads Ltd. employees will have position descriptions, these will only be
produced in an agreed format and amendments need to be approved by
Management.

▌ Objectives

The objective of all position descriptions is to provide an accurate picture of the

responsibilities required within specific job roles, the authority levels attached to that
role and a clear explanation as to how the output of the role is to be measured.

▌ Application

The policy on position descriptions will be successfully applied when all position
descriptions are used as the basis for performance appraisals and when amendments
are completed within 15 days of a performance appraisal discussion. Any changes to
position descriptions deemed necessary by managers will be communicated as soon
as practicable to the employee and this will be implemented by both parties though
signing a copy.

▌ Process

Introduction and Amendment of Position Descriptions:

All employees will receive individual briefings on their position descriptions from
their Manager.

43
Position descriptions will always be discussed in detail at job interviews and all new
employees are to be given a copy of their position description with their letter of
offer.

Probationary Period Reviews

▌ Policy Statement

All new employees are appointed with the intention of the placement being
permanent unless otherwise stated in the letter of offer.

All new employees will serve a six month probationary period to ensure both Tontu
Threads Ltd. and the employees are happy with a permanent commitment to the
role. Managers should engage new employees in informal performance based
feedback regularly and have specific meetings to discuss progress after one and two
months respectively.

Prior to the completion of the three month probationary period new employees will
undergo a performance appraisal to provide feedback on performance, guidance on
future direction and to set selected specific objectives for the next performance
appraisal period.

▌ Objectives

The objective of the probationary performance appraisal is to ensure both Tontu

Threads Ltd. and the employee are satisfied the role is as agreed and a re-
commitment to the permanent nature of the position can be made.

▌ Application

43
The policy on probationary performance appraisals will be successfully applied when
all probationary appraisals are completed within three months of employment
commencing.

43
 ▌ Process

▌ The manager and the employee will agree on the date for a performance
appraisal meeting. In the case of all probationary period appraisals, this
must be before the completion of six months of service.

▌ The manager will prepare a written performance appraisal in the

approved format and provide this to the employee at least 48 hours
before the meeting.

▌ The manager and the employee will meet and agree any objectives for the
next appraisal period.

Performance Appraisals

▌ Policy Statement

All employees will undergo performance appraisals with their immediate managers
on timing that is based on the level of their role. All performance appraisals will be
timed from the date employment commenced. This is to ensure performance
management is a regular, rather than occasional management responsibility.
Performance appraisals are completely separate from remuneration reviews.

▌ Objectives

The objective of the performance appraisal system is to constantly monitor progress

of the capabilities and achievements of employees, to facilitate the ongoing
development of team members and to identify when an employee has demonstrated
readiness for greater responsibility.

43
The objective of individual performance appraisals is to review work performance on
the basis of both capabilities and achievement of specific performance objectives.
Performance appraisals also provide feedback to Tontu Threads Ltd. on the
achievability of objectives and the capability of managers to manage their
employees.

▌ Application

The policy on performance appraisals will be successfully applied when all

employees’ appraisals are completed within the required time frames.

▌ Process

▌ The manager and the employee will agree on the date for a performance
appraisal meeting. This must be within the allowable time frame for each
role. The frequency of performance appraisals is noted on position
descriptions.

▌ The manager will prepare a written performance appraisal in the

approved format and provide this to the employee at least 48 hours
before the meeting.

▌ The manager and the employee will meet and agree any objectives for the
next appraisal period.

43
Professional & Personal Development

▌ Policy Statement

Tontu Threads Ltd., in partnership with the employee, will maintain a professional
and personal development plan for each employee. Tontu Threads Ltd’s role in this is
as a supportive facilitator. It will be up to the employee to take a leading role in
managing their own development within an approved structure.

Funding for professional and personal development will be considered for support by
Tontu Threads Ltd. on its merits.

Tontu Threads Ltd. may, from time to time, require employees to attend specific
training or instruction delivered by internal or external facilitators. This may be on or
off-site.

Development may take the form of training, education, mentoring, coaching or

counselling.

▌ Objectives

The objective of the professional and personal development policy is to provide a

structured environment for learning and development for the individual within and
external to the company.

▌ Application

The policy on professional and personal development will be successfully applied

when employees are managing their own development plans.

43
▌ Process

▌ During the appraisal process the manager will identify and document
which areas the employee’s performance may be enhanced by further
training. The manager will identify specific courses where possible.

▌ The employee and manager will then work together to complete a

professional development plan for the employee.

▌ In response to this the employee can source their own solutions instead
of, or in addition to, the manager’s suggestions. Requests to attend these
should be submitted in writing to the employee’s immediate manager and
must include:
o suggested dates
o costs
o anticipated outcomes

43
Superannuation

▌ Policy

Tontu Threads Ltd’s policy is to provide superannuation benefits to all employees to

assist them to prepare for retirement and provide options for coverage in the event
of death or permanent incapacity. Tontu Threads Ltd. will as a minimum, comply with
legislation in this area.

▌ Process

Employees can nominate a super fund of their choice when they commence with the
Company. All employees must belong to a superannuation fund whilst employed by
Tontu Threads Ltd. Contributions made by the company and employee will cease
when the employee is of an age in accordance with occupational superannuation
standards.

▌ Procedure

Superannuation contributions will be deducted directly from an employee’s salary.

These deductions will terminate when the employee is 55 years of age.

43
WORKING HOURS:

Policy Statement

To maintain a safe and productive work environment that is respectful of all

employees, Tontu Threads Ltd. expects employees to be reliable and punctual in
reporting for scheduled work. Absenteeism and tardiness place an unnecessary
burden on other employees and on Tontu Threads Ltd.

Objectives

The objective of working hour is to follow the regular working hour that is in practice
and divest ourselves from irregular working hours that occur on a regular basis.
Effective staff performance requires flexibility in working hours; considering this into
account Tontu Threads Ltd. supports flexible working hours provided procedures are
in place to ensure a reasonable balance of regular office hours, flexible working
hours is maintained.

Application

The working hour’s policy will be successfully applied when all the employees
become reliable and punctual in reporting for scheduled work.

43
Process

▌ Notification of Supervisor

When an employee cannot avoid being late to work or is unable to work as

scheduled, the employee is expected to notify the supervisor as soon as possible in
advance of the anticipated tardiness or absence. Failure to report to work or
reporting late to work without contacting the department may result in corrective
action, and failure to report to work for three (3) consecutive scheduled workdays
without contacting the department is taken as a misdemeanors and this disruptive
behavior will effect in the performance evaluation.

▌ Definition of occurrence

▌ The first three instances of tardiness combined equal one occurrence.

Each subsequent instance of tardiness counts as a single occurrence.
▌ One full day or portion of a day of absence, including leaving early
without notifying the supervisor, counts as one occurrence.
▌ Multiple days taken consecutively count as one occurrence. In recognizing
that employees need time off work, we will be providing paid and unpaid
time off for a variety of purposes that are not counted as occurrences.

▌ Excessive Absence

For administrators, the determination of excessive absence is made by their

department in consultation. Consideration is given to administrator schedules which
often fluctuate with position demands and do not afford additional pay for hours
worked in excess of a 44-hour week. Excessive absence by an administrator is
addressed through the Corrective Action Procedures - Administrators which may
result in a warning or termination of employment.

For staff, six or more occurrences during a 12-month period are considered excessive
and may subject the employee to commencement of the Corrective Action
Procedures - Staff. Continued failure to meet attendance expectations after the initial
corrective action may lead to further, progressive steps up to termination of
employment.

43
LEAVE POLICY:

Policy Statement

Tontu Threads Ltd’s policy is all employees are entitled to leave in accordance with
the relevant awards/agreements and statutory provisions. Where the attached
practices conflict with employment law for an employee, or group of employees, the
law will take precedence.

Annual Leave

All employees are entitled to a minimum of 14 days annual leave a year on

completion of 12 months of service. Leave entitlements are calculated from date of
joining. The entitlement of the send year of service will be on the basis of 14, 10, 7
and 4 days if he/she joined in the first, second, third or fourth quarter respectively, of
the first year of service as follows:

Between 01st January and 31st March - 14 days

Between 01st April and 30th June - 10 days

Between 01st July and 30th September - 07 days

Between 01st October and 31st December - 04 days

It is preferred annual leave is not accrued from year to year. Employees are expected
to co-operate in taking annual leave as requested when the business closes for the
break.

In some circumstances, leave in advance may be approved and each request will be
assessed individually by the relevant manager. This may be conditional on the
individual agreeing to the Company deducting any advance in the event of
termination, or to the employee accepting leave without pay.

43
Applications for annual leave should be lodged one week in advance. Leave
application forms should be filled out and forwarded to payroll for action. Annual
leave will count towards continuous service.

Casual Leave

As per the Workplace Relations Amendment (Work Choices) Act 2005, casual leave,
career’s leave and sick leave have all been aggregated under the title casual leave.

An employee should notify his/her manager as soon as possible if he/she is unable to

attend work due to illness or injury. Absences of two or more days in a row require a
medical certificate.

Employees are entitled to 7 days of personal leave every 12 months. But they should
have their leave planned and make the management acquainted at least with a 3
days notice, which will help the management to plan and schedule the upcoming
work.

Personal leave for illness immediately prior to or following a gazette public holiday
requires a medical certificate.

If all personal leave accumulated has been taken, then an employee is entitled to a
period of up to two days unpaid personal leave per occasion (e.g. when a member of
the employee’s immediate family or household requires care or support).

43
Maternity Leave

Female employees with at least 12 months of continuous service are entitled to

maternity leave as followed:

1st or 2nd Child 84 days i.e. 14 days pre-confinement 70 days

post confinement (this can be taken either way)

3rd Child onwards 42 days i.e. 14 days pre-confinement 28 days

post confinement (this can be taken either way)

Any employee taking maternity leave is required to take at least six weeks continuous
leave after the date of the birth of her child. The employer may, with 14 days notice,
require the employee to commence maternity leave within six weeks of the
presumed confinement date.

Applications for maternity leave should include personal details, a medical certificate
detailing the expected date of confinement or birth, proposed commencement date
and duration of leave. Advice as to whether superannuation payments will continue
should be given by the employee.

Where the pregnancy is terminated other than by birth of a living child and the
employee has not commenced maternity leave, her entitlement to such leave ceases
to exist. However, an employee may be entitled to special maternity leave, as
specified by her doctor, if the pregnancy has extended beyond 28 weeks, and is
terminated other than by birth of a living child.

Details of return to work date must be given four weeks in advance. The employee is
entitled to return to the position held prior to taking maternity leave or to an
alternative position of comparable status and pay.

Maternity leave will not count towards continuous service.

43
Paternity Leave

Permanent male employees with at least 12 months continuous service are entitled
to paternity leave.

Paternity leave is unpaid leave available for a minimum period of one week at the
time of confinement and a maximum period of 16 weeks if the employee is the
primary career.

Other types of leave can be taken in conjunction with paternity leave providing the
total period of absence does not exceed 16 weeks.

Applications for paternity leave should include personal details, a medical certificate
detailing the date of confinement or birth, proposed commencement date and
duration of leave. Additionally, the employee will need to provide a Statutory
Declaration stating he will be the primary career. Advice as to whether
superannuation payments will continue should be given by the employee.

Where the pregnancy is terminated other than by the birth of a living child and the
employee has not commenced paternity leave, his entitlement to such leave ceases
to exist.

Details of the return to work date must be given two weeks in advance. The
employee is entitled to return to the position he held prior to taking paternity leave
or to an alternative position of comparable status and pay.

Paternity leave will not count towards continuous service.

43
Study Leave

Employees are entitled to study leave to undertake further education courses

relevant to Tontu Threads Ltd’s business and approved by the Company.

The maximum amount of study leave that should be approved is four hours per week
to attend lectures or 10 full days per year for those who are studying by
correspondence and who are required to attend residential courses. Applications
should be lodged four weeks in advance by filling out a training course application
form and forwarding to payroll.

Employees are entitled to paid leave to sit an examination.

Days in excess of this entitlement are at the discretion of the manager.

Study leave will count towards continuous service.

Leave Without Pay

Approval of leave without pay is at the discretion of management. An application

giving personal details, employment details, the amount of time and the reason for
the leave should be submitted by the employee.

Other types of appropriate paid leave should be used before approval for leave
without pay can proceed.

Failure to return to work on the date stipulated may result in loss of continuity or
termination. Extension of leave will be considered on an individual basis. An
exchange of letters is required setting out all conditions. Leave without pay will not
count towards continuous service.

43
 ▌ Objective

The objectives of the leave policy are to ensure all staff has adequate time away from
work for family holidays, special events, rest and recreation while avoiding the build
up of large amounts of annual leave not taken on the Company balance sheet.

▌ Application

The leave policy will be successfully applied when staff take appropriate breaks from
work and when all annual leave is taken within the calendar year.

▌ Process

A leave card is assigned to all the employees and maintained with the HR division.
Leave requirement should be entered in this card and approval should be obtained
from the respective head of division. The leave records will be checked regularly by
the HR division.

Leave must be approved in advance with the exception of sick leave or special leave
where absences cannot be anticipated.

If, prior approval is not possible in any case, the personnel should promptly informed
his division head and HR division through phone or SMS

A leave form should be completed, signed by the employee’s manager and

forwarded to payroll for action.

43
TRAVEL & ACCOMMODATION

Policy Statement

To regulate and provide information and guidelines for employees who incur,
authorize or approve reimbursement for business related costs incurred during
business travel on behalf of and for the benefit of the company.

▌ Objective

The objective of the travel and accommodation policy is that the employee can be in
the required location to do business and be ready to do business. All travel
arrangements are intended to be comfortable, practical and economical ensuring the
employee endures no discomfort when they are required to travel or stay away from
home.

▌ Application

The travel and accommodation policy will be successfully applied when travel is
completed within budget at no discomfort to the employee.

Air Travel

▌ Policy

Tontu Threads Ltd’s policy is to use a preferred airline for approved business travel.

All our travel, both domestic and international is to be booked at economy class rates
or the lower available discount fare, unless otherwise approved by management.

43
 ▌ Process

Booking requests are to be made on the booking/authority form which should be

forwarded to the nominated booker.

At least three days notice and wherever possible, the maximum period of notice of
bookings required, should be given, to allow maximum use of available discounted
fares.

Accommodation

▌ Policy

Accommodation in country areas will be at the discretion of the traveller but should
take maximum advantage of available corporate membership plans and lowest
available rates.

No accounts will be opened in the Company name. No charges are to be invoiced

directly to the Company, unless previously authorised by the relevant manager.
Under no circumstances are accounts to be opened or operated at restaurants,
hotels etc.

▌ Process

See Expenses Reimbursement.

43
Motor Vehicle Rental

▌ Policy

Approval must be obtained from the employee’s manager before any vehicle is
rented.

Car rental may not be the most cost effective form of local transportation,
considering rental, insurance, fuel, mileage and parking charges. For short distances
in a day, taxis may be the more economical form of transport.

Tontu Threads Ltd. does not have accounts with any car rental firms. All rentals are to
be paid for by the employee and claimed as personal expenses.

Car rental is to be used only when other means are unavailable, more costly or
impractical. The class of car should be a small sedan, unless a larger vehicle is
absolutely necessary. Insurance for car rental must be incurred on the rental contract
and signed for. If an accident occurs, the rental company should be advised promptly.

Taxi Fares

▌ Policy

Employees who are travelling on work related business and who require the use of a
taxi for travel should pay the fare and then forward an expenses form with receipt to
accounts to be reimbursed.

Work Events

Work social events are optional events for employees. All employees need to
organize their own transportation to and from the venue unless previously organized
by management.

43
Expense Reimbursement

(a) Inland Travel Arrangement

▌ For travelling within the country an employee is entitled to the

following allowance.

Work Mode of Transportation Maximum Reimbursement Other Expenses in a

Grade for Hotel, Miscellaneous in a
Daily basis; for Overnight
stay only
(The Maximum limit is on a
strictly reimbursable basis)
Daily basis (food, local
transportation, personal
perquisites, medicine,
etc.)

Dhaka, Other Places

Chittagong, within the
Cox’s Bazaar country
& Sylhet

IV By Air or 1st class Train or 2200 1800 800

AC Bus/Car

III By Air or Shovan Train or 2200 1600 800

AC Bus/Car

II Shovan Train or AC 1800 1400 700

Bus/Car

I Shovan Train or AC Bus 800 600 400

▌ Employees irrespective of grade may travel by bus/ train on actual cost

basis or by his/ her personal transportation. An employee traveling by his/
her own transportation may claim traveling allowance as per his/ her
entitlement of train/ water transport fare.

▌ All the claims for Hotel & other expenses should be supported by total
bills at actual within the ceiling & other supporting papers/ documents/
Supporting tickets/ vouchers/ receipts.

43
43
 (b) International Travel Arrangement

▌ For travelling outside the country an employee is entitled to the

following allowances:

Work Maximum Reimbursement for Hotel, Miscellaneous & other expenses; for Overnight stay
Grade only

(The Maximum limit is on a strictly reimbursable basis)

Southeast Asia Asia Pacific and Far East Middle east & Rest of the
World

Hotel Other Hotel Other Hotel Other

AllowanceExpenses (local Allowance Expenses (local Allowance Expenses (local
transportation, transportation, transportation,
(Maximum personal (Maximu personal (Maximu personal
Limit) perquisites, m Limit) perquisites, m Limit) perquisites,
medicine, etc.) medicine, etc.) medicine, etc.)

(Maximum (Maximum (Maximum

Limit) Limit) Limit)

IV $80 $30 $80 $30 $100 $30

III $80 $30 $80 $30 $100 $30

II $80 $30 $80 $30 $100 $30

▌ In case, an employee travels with a family member(s), any additional

charges for the extra person(s) are at the employee’s personal
expense, unless otherwise approved in advance.

▌ Usage of rental car is accepted for reasonable business related

transportation when more cost effective transportation means are not
available. Use of rental cars should be approved in advance.

▌ All the claims should be supported by total bills & other supporting
papers/ documents/ Supporting tickets/ vouchers/ receipts.

▌ Any discrepancy arising out of these rules shall be finalized in

consultation with Senior Management.

43
Expense Reimbursement

Advance payment of the estimated expenses maybe made to the employee who
shall submit approved tentative tour program along with estimated expenses for the
tour. Advanced payments not settled within thirty (30) days after return will be
subject to automatic deduction from his/her monthly salary.

Submission of Travel Expense Report & Final Bill

The traveler should account for his travel expenses by filling in a “Travel Expenses
Report” form within five working days after their return.

All expenses in the travel report shall be justified by original copies of ticket stubs,
receipts, bills or statements. Should for any reason no receipt exist, the employee
must hand in a receipt replacement note, specifying reason for the missing receipt
and a description of the claimed expenses. However, the company will not bear any
expenses related to alcohol, cigarettes etc.

After the employee has completed the “Travel Expenses Report”, it should be revised
and checked for allowed expenses by the finance dept.

After completion, be it for advance payment or later clearance, should be

submitted to & approved by respective immediate manager and then should be
referred to the respective Finance designate for each Department for clearance.

43
 Travel Request Form

Name: Department:

Position: Date:

Request for Travel:

…………………………………………………………………………………………
Visa Required (If yes, please have your passport and 3 copies photographs available
in the administration department)
Yes: No:

□Airlines □Bus □Train □Car Class: □First □Business □Economy

Travel Route:

…………………………………………………………………………………………
Trip Detail:

Departure from: Date:

Arrival to: Date:

Departure from: Date:

Financial Details:
Arrival to: Date:
Accommodation:…………………………………..
Departure from: Date:
Ticket Price:…………………..
Daily Allowances (in Days):………………………
Arrival to:
Accommodation Details: Date:
Budget Allocation:
Advance:…………………………………………...
City:………………………………………………. ………………………………………………
………………………………………………
Hotel:……………………………………………... ………………………………
From:………………………………………………

To:…………………………………………………
For Experts Only (Check one) Business Trip: ………... Vocation Trip: ………
No. of Nights:……………………………………..
Signatures: HEAD OF (For Overseas Travel Only)
Transfer to/from Airport:………………………….
DEPARTMENT
Traveler HR Department
Room Rate:………………………………………..
________________
Overseas: ________________
Supporting documents for accommodation and meal allowance (at actual
________________
within the max. limit) need to be submitted.

Local: Supporting documents for accommodation and meal allowance (at actual
within the max. limit) need to be submitted.

43
 Travelling Expenses Claim Summary Form

Name: Employment ID:

Div/Region: Position:

Petrol/Mileage:

Air/Bus/Train fares: (Local/Overseas)

Other Traveling Exp: (Local/Overseas)

Accommodation:

Meal: (Local/Overseas)

Miscellaneous

i)

ii)

iii)

(See Attached)
Claimant/Date
FINANCE & ACCOUNTANTS
DEPARTMENTS USE ONLY

***The above claims/expenditures are in accordance

Total (BDT) guidelines and policies.
with company
Checked and approved by:

Less: Advance Date:

Concern HOD Taken

Posted by:
(Cash Advance Voucher No.)
Name:…………………………………..........
Date:
(Cash Advance Voucher Attached)
Chief Financial Officer:
Claim/Refund
……………………………………… 43
***I certify that the above claims/expenditures are in accordance with company guidelines and
policies.

Travelling Expenses Claim Summary Form (Contd)

Name: Employment ID:

Div/Region: Position:

PETROL/MILEAGE:

DateExpensesReceipt #Amount (BDT) TOTAL

(BDT)

Air/Bus/Train Fare:

DateExpensesReceipt #Amount (BDT) TOTAL

(BDT)

Other Traveling Expenses:

DateExpensesReceipt #Amount (BDT) TOTAL

(BDT)

Others: Airport Tax, Excess Baggage, Toll, Ferry and Refreshment.

DateExpensesAmount with Receipt (BDT)Amount without Receipt (BDT)

TOTAL (BDT)

43
 Travelling Expenses Claim Summary Form (Contd)

MEALS

DateDestinationPurpose of DestinationAmount (BDT)FromToDeparture

(Home/Office)Arrival (Home/Office)
TOTAL (BDT)

***Meal is allowed if trip is more than 6 hours.

Miscellaneous:

DetailsAmount (BDT)DetailsAmount (BDT)Total (BDT)Total (BDT)

Claimed by: Verified by:

(I certify that the above expenditures herein are for official purpose.)

Signed by:

Designation:
HEAD OF DEPARTMENT
Date:

Endorsed by:
Approved by:

Immediate
Signed by: Supervisor If Any

Designation:

Date: ________________________________

Chief Financial Officer

298
EMPLOYEE RELATIONS

Discipline

▌ Policy Statement

Tontu Threads Ltd. has a human resources’ strategy that recognises the value of its
people. Part of this strategy is the fair treatment of all employees. This requires a
minimum standard of conduct and performance be agreed, set and communicated
with all employees. If employees do not meet this standard, appropriate corrective
action, such as training, should be undertaken. Discipline should only be engaged
with an employee on a performance issue if all other corrective action has failed to
achieve the desired result.

Where an employee has deliberately breached a Company policy or procedure, or

engaged in misconduct, disciplinary procedures should be initiated.

Employees should be treated fairly and the proper procedures should be followed.

Employees must be made aware of their responsibilities, counselled and given the
opportunity to reach the standards expected of them and the chance to defend them
before action is taken.

It is a requirement to have a third party attend a disciplinary meeting, and notes

taken be signed as a true record of discussions.

The expected standard must be clearly defined and the measurement criteria
understood. A reasonable date for achievement of standards must be agreed. This
should be shown as a minimum time.

For serious issues, employees must be advised in writing and such advice should be
recorded on the employee’s personnel file.

298
Process

▌ Poor Performance

Wherever possible the Performance Management System should be used to

manage employee performance. However, there may be times when
performance, conduct or employee attitude need to be immediately addressed.

If employees fall below required performance standards and performance

management processes have not been adequate to address the issue they must
be personally counselled and then given written confirmation of their deficiencies
in performance (a written warning).

Such written warnings must clearly define the deficiency, the expected standard,
by when it should be achieved, how the company will help the employee achieve
the improvement required and the consequences of failing to do so.

A record of all meetings, training and/or coaching given and a summary of

discussions must be kept by the manager concerned and a copy placed on the
employee’s personnel file. This should include date, location and time of
discussion.

If an employee consistently fails to meet agreed standards, he/she has been

counselled and appropriate support/training has been offered and/or given, then
further action is required. This may lead to the employee being dismissed.

If an employee has not been performing as required, and:

▌ all possible corrective action, including training and coaching, has been
undertaken
▌ the manager concerned has documentation showing the conversations
taken place, agreed action plans, and other communication with the
employee
▌ the employee has been informed of the standards required and his/her
performance deficiency(ies) with action plans in writing on at least two
occasions and the consequences of failing to met the required standards

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 ▌ the employee has been given the opportunity to appeal or respond to
the issues highlighted on each occasion
▌ no other suitable option, or other appropriate positions, are available

If all these processes have been followed and the employee’s performance still
has not improved, then the employee may be dismissed*.

▌ Misconduct

Managers are expected to investigate misconduct and proceed through the

following steps:
▌ A verbal warning should be given to an employee for minor misconduct.
A record of the warning must be kept by the manager and should be
signed by the employee. The employee must be given the opportunity to
respond
▌ If the unacceptable behaviour continues, a written warning will be
issued, and signed by the employee as being received and understood.
The employee must be given the opportunity to respond
▌ A second written warning should be given to an employee if he/she
requires further discipline for the same or a related issue, and also signed
by the employee as being received and understood. The employee must
be given the opportunity to respond
▌ Employees who have been disciplined three times are subject to
dismissal*
▌ Details of disciplinary actions should be recorded on the employee’s
personnel file and removed after six months if further disciplinary action
is not required

If a manager considers the allegation to be serious, and it requires further

investigation, an employee should be suspended on base pay for a maximum of
two weeks while an investigation takes place. The individual must be informed, in
writing, of the details of the allegation and advised he/she is under investigation.
The employee must sign this notice as being received and understood.

This letter should invite the employee to present his/her version of events to the
investigating officer and inform he/she may be accompanied by a representative.
The only purpose of the representative’s visit is to observe – they are not
participants.

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We should consider an employee’s conduct likely to lead to a situation in which
we may wish to dismiss without notice, a diary must be kept at all times to record
incidents and conversations and associated matters which may be needed in
subsequent proceedings. The relevant manager is responsible for keeping this
diary. This manager should also issue a written warning that a continuance of
such behaviour will lead to instant dismissal.

▌ Gross or Serious Misconduct

Summary (instant) dismissal for gross or very serious misconduct is possible

(depending on the facts involved) for the following: insubordination,
drunkenness, dishonesty, assault, deliberately endangering the safety of others,
commission of a criminal offence on our site, and objectionable language**.
Managers must, however, consult with senior management prior to taking this
action*.

In such cases follow the procedure below:

▌ Investigate the alleged offence thoroughly, including talking to witnesses, if

any
▌ Ask the employee for his/her response to the allegation (taking notes of this
discussion)
▌ Consult with the next most senior manager regarding possible action
▌ If still appropriate, following a thorough investigation, terminate/dismiss the
employee
▌ Keep a file on all evidence collected and action taken in these circumstances

All procedures must be followed in accordance with employment equal

opportunity/anti-discrimination legislation.

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Disciplinary Appeal

▌ Policy Statement

During all stages of the disciplinary process employees have the right to appeal
against any disciplinary action taken against them.

An employee, who believes the disciplinary action taken against them is unfair, is
able to appeal the process.

An appeal will be treated fairly, dealt with discreetly and actioned promptly.

This policy should be read in conjunction with the grievance policy.

▌ Process

An employee is entitled to lodge a written appeal to their supervisor’s manager

detailing his/her objections to the disciplinary action within three working days of
notification.

Managers should:
▌ acknowledge receipt of the employee’s objection
▌ investigate the matter thoroughly
▌ report back to the employee within seven days

If the appeal is disallowed an employee is entitled to appeal to the next most senior
manager.

The next most senior manager should investigate the matter and report back to the
employee within 10 working days.

The employee has no further right of appeal under this process if the second appeal
is disallowed.

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All procedures must be followed in accordance with employment equal
opportunity/anti-discrimination legislation.

Grievance

▌ Policy Statement

Tontu Threads Ltd. supports the right of every employee to lodge a grievance with
his/her manager if the individual believes a decision, behaviour or action that affects
their employment is unfair. We aim to resolve problems and grievances promptly and
as close to the source as possible with graduated steps for further discussions and
resolution at higher levels of authority as necessary .

Grievances should be actioned discreetly and promptly dealt with in an objective

manner.

▌ Process

The employee should attempt to resolve the complaint as close to the source as
possible. This can be at a quite informal and verbal level. If the matter is not resolved
then further steps need to be taken.

All available attempts to settle a grievance before starting the formal grievance
process should be taken.

For the formal grievance process to begin complainants must fully describe their
grievance in writing, including dates and locations wherever possible and the
remedies sought.

The person(s) against whom the grievance/complaint is made should be given the
full details of the allegation(s) against them and should have the opportunity and
reasonable time to respond before resolution is attempted. The duration of this
should not exceed one week.

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If resolution is still not reached, the matter will be referred to the Managing Director
for consideration and final decision. A grievance taken to this level must be in writing
from the employee.

The employee’s manager will forward to the Managing Director any additional
information thought relevant. The Managing Director will provide a written response
to the employee and also communicate with any other parties involved.

If the matter is still not resolved, the employee will be advised of his/her rights to pursue the
matter with external authorities if they wish.

In some circumstances, it may not be appropriate for an employee to discuss his/her

grievance with the immediate manager. Grievances relating to harassment would fall into
this category and an employee should be able to make their approach to a more senior
manager.

All procedures must be followed in accordance with employment equal opportunity/anti-

discrimination legislation.

The above procedure takes place for individual employee grievances. Whatever the
final outcome, it will affect the attitudes of each party and their long-term
relationship. The issues which sparked the grievance should be reviewed by
management at executive level so the dispute does not reoccur.

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POST TRAUMA COUNSELLING

Policy Statement

Tontu Threads Ltd’s policy is to ensure all staff who are faced with a traumatic event
in a work environment are provided with immediate support and counselling, by a
professional, external provider.

Traumatic events can include being the victim of a robbery or assault, witness to such
an event, witness to a significant injury, or death of another employee or any other
person, within the work environment.

Post-trauma counselling must be provided to employees involved in such situations.

In normal circumstances, such employees should be sent home, and referred to
appropriate counselling agencies.

The company will pay for such counselling for a reasonable period.

Objective

The objective of the post trauma counselling policy is to provide immediate care to
any staff affected and to support their return to work.

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Process

▌ Check employee(s) are okay etc.

▌ Be prepared to listen:

▌ To the facts

▌ To how he/she is feeling

▌ Do not give advice, direction or comment on how they should act or react.

▌ Identify local providers of post-trauma counselling and advice. In more

serious cases, arrange an immediate telephone interview from a qualified
counsellor. In all traumatic circumstances, encourage the employee to attend
counselling. Arrange a time for counselling for him/her. A number of
counselling sessions may be required or appropriate.

▌ It is recommended a supervisor speaks directly to a counsellor after a

telephone interview. This is to ensure support for the employee’s well-being.

▌ The counsellor may make recommendations on how the employee should get
home and which family and friends should be contacted for additional
support.

▌ Following the employee’s return to work, maintain vigilance regarding their

state of mind and discuss any concerns with the counsellor prior to speaking
to the employee.

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INTELLECTUAL PROPERTY AND SECURITY

During your employment with Tontu Threads Ltd. all intellectual property developed
by you, discoveries or inventions made by you in the performance of your duties
related in any way to the business of Tontu Threads Ltd. or any related bodies
corporate will be the property of Tontu Threads Ltd. or its related bodies corporate.
You will be required to do everything necessary to ensure Tontu Threads Ltd. or its
related bodies corporate has ownership of such intellectual property (including, if
required assigning such intellectual property to Tontu Threads Ltd., a related body
corporate or any entity that Tontu Threads Ltd. nominates).

From time to time during the course of your employment, you may be given access
to sensitive information, data, company property, keys to premises or any other
company related property/information. It is expected employees will treat this as
intellectual property and therefore it should be stored securely either physically
and/or electronically. Failure to properly look after company information or property
will result in disciplinary proceedings including dismissal.

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CONFLICT OF INTEREST
Prior to your employment with Tontu Threads Ltd., you may be conducting business
activities which potentially give rise to real or perceived conflict of interest with
Tontu Threads Ltd’s objectives and future activities.

In such circumstances, any business or other external interests that have a real or
perceived conflict of interest should be declared to Tontu Threads Ltd.

The Company will review the potential areas of conflict with the employee and
mutually agree on practical, commercial arrangements, which may include, but is not
limited to, the following:

▌ Tontu Threads Ltd. purchases the intellectual property right of the business in
question

▌ you combine your business into Tontu Threads Ltd. business and you are
compensated accordingly

▌ you cease your business or remove yourself from active involvement

You will at all times advise management of any other interests you or any related
bodies corporate in which you participate, have or are potentially entering into that
could cause conflict with your employment, interests or commitment in Tontu
Threads Ltd..

Where there are external involvements that do not represent a conflict of interest,
these must not affect performance or attendance whilst working at Tontu Threads
Ltd. If such involvement does affect performance or attendance it will be considered
as a conflict of interest giving rise to the remedies described above or disciplinary
proceedings including dismissal.

Approval must be given from management before approaching any customers for
commercial or non-commercial external interests. This includes fund raising,
sponsorship and similar activities.

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PRIVACY
You are required to observe and uphold all of the Company’s privacy policies and
procedures as implemented or varied from time to time.

Collection, storage, access to and dissemination of employee personal information will be in

accordance with the principles of the Privacy Amendment (Private Sector) Act 2000.

If you would like any clarification of any of the policies or procedures contained
within this HR Manual, please contact internal management who will be glad to
provide guidance and support.

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TERMINATION/RESIGNATION OF EMPLOYMENT

Termination of service:

For termination of service of a permanent/temporary employee by the employer 120

days notice in the case of permanent employee and 60 days his employer shall give
notice in the case of Temporary employee.

Provided that pay for 120 days or 60 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 months pay for every completed year
of service or for any part thereof in excess of six month’s in addition to any other
benefits to which he may be entitled to under the terms of employment.

Resignation:

 A permanent employee shall be required to give one months notice should he

wish to resign from the service of the company.

 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.

 The employer shall accept the resignation if due is given or due payment in
lieu of notice is made or pay is surrendered in lieu of such notice.

 In case of a resigned worker/employee who has completed one year

continues service shall get one-month basic pay as compensation for every
year of service in excess of six months additional one month basic as
compensation.

 Notwithstanding anything stated above no employee against whom a

disciplinary proceedings is pending shall resign from the services of the
company unless 60 days have elapsed from the drawing up of the
departmental proceedings,

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Provided that the employer may allow such employee to resign on such conditions as
he may deem fit.

Lay off:

 Whenever a worker (other than a badli or casual worker) whose name is

borne on the muster-roll of a company and who has completed not less than
one year of continuous service under the employer is laid off, except for such
weekly holidays, as may intervene, compensation which shall be equal to half
of the total of the basic wages and dearness allowance and the full amount of
housing allowance, if any, that would have been payable to him had he not
been so laid –off.

 Provided that a badly worker whose name is borne on the muster-roll of the
company shall cease to be regarded as such for the purpose of this section, if
he has completed one year of continuous service in the company.

 Provided further that no worker shall, unless there is an agreement to the

contrary between him and the employer, be entitled to the payment of
compensation in the aforesaid manner for more than forty-five days during
any calendar year.

 Notwithstanding anything contained in the above proviso , if during a

calendar year worker is laid off for more than forty-five days, whether
continuously or intermittently, and lay off after the expiry of the first forty-five
days comprise periods of fifteen days or more the worker shall, unless there is
an agreement to the contrary between him and the employer, be paid for all
the days comprised in every subsequent period of lay-off for fifteen days or
more, compensation which shall be equal to one-fourth of the total of the
basic wages and dearness allowance, and the full amount of housing
allowance if any, that would have been payable to him had he not been so
laid-off.

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  In any case where during a calendar year a worker is to be laid-off after the
first forty-five days as aforesaid, for any continuous period of fifteen days or
more, the employer may instead of lying off such a worker retrench him.

▌ Master-roll for laid-off workers:

Notwithstanding that the workers or any section thereof employed in a company

have been laid-off, it shall be duty of every employer to maintain a muster-roll and to
provide for the making of entries there by or for the laid-off workers who may
present themselves for work at the company for work at the company at the
appointed time during working hours.

▌ Workers not entitled to compensation in

certain cases:

o If he refuses to accept on the same wages any alternative

employment not requiring any special skill or previous experience in
the same shop or commercial or industrial establishment form which
he has been laid-off or in any other company belonging to the same
employer and situation within a radius of five miles from the
company.

o If he does not present himself for work at the company at the

appointed time during normal working hours at the least once a day if
so required by the employer.

o If such lay-off is due to unauthorized absence from work by workers in

another part of the company.

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Retrenchment:

 Where any employee is to be retrenched on ground of redundancy and he

belongs to a particular category of employee, the employer shall ordinarily
follow the procedure of ‘Last Come First go’. The employer may deviate from
this order for reason of special efficiency of an employee and in exceptional
circumstances.

 An employee who has rendered a continuous for not less than one year under
his employer shall be given one month’s notice or one month’s pay in lieu of
such notice for his retrenchment.

 Re-employment of retrenched employee where any worker is retrenched and

later on the company proposes to recruit any person within a period of one
year from the date of such retrenchment, the employer is expected to give an
opportunity to retrenched employee belonging to the particular category
concerned.

 A retrenched employee shall be entitled to receive one month’s pay as

compensation for every completed year of service for any part thereof in
excess of 6 months.

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Discharge:

An employee may be discharged from service for reason of physical or mental

incapacity or continued ill health or such other reason not amounting to misconduct.
Such employee having completed one year of continuous service if so discharged
shall be paid compensation by the employer at the rate of one months pay for every
completed year of service or for any part thereof in excess of 6 months.

Stoppage of Work:

The employer may at any time in the event of fire, catastrophe breakdown of
machining or plant or stoppage of power supply, epidemics civil commotion or others
causes beyond his control, stop the work of any section of the company wholly or
partly for any period. An employee who has completed not less than one year of
continuous service under his employer may be laid off in case of this stoppage of
work, but he shall be paid compensation for all days during which he is so laid-off, at
the rate of half of his basic pay including full amount of house rent and medical
allowance if such allowances are paid as part of the pay every month as per rules of
the company, provided that no employee shall be entitled to the payment of such
compensation for than 45 days unless there is no agreement, the employees may be
retrenched by giving him 30 days pay as notice pay and compensation at one month’s
pay for every completed year of service or for any part thereof in excess of 6 months
If the stoppage of work so continues after 45 days.

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 exhibited on the Notice Board and
another copy has been sent to the address to the employee, as available from the
record of the employer, by the registered post.

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WELFARE OF THE EMPLOYEE

Washing Facilities:

There shall be provided and maintained number of toilets and washing facilities.

First Aid to the Injured:

The company must provide and maintained, so as to be readily accessible during at

working hours First Aid boxes or First Aid cupboards equipped with at least:

 Sterilized dressings (small size)

 Sterilized dressings (medium size)

 Sterilized dressings (large size)

 Sterilized burn dressings

 One bottle obtaining 2% alcoholic solution of iodine its substitute

 One bottle containing rectified spirit

 Analgetic tables, ointment for burns & suitable surgical antiseptic solution

 Rollar bandages 4” wide

 Roller bandage 2” wide

 Tourniquet

 Suitable splints

 One pair of scissor

 One packet of safety pins and

 A first aid leaflet.

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Rest Room/Canteen:

In the company there shall be a suitable rest room where employees can take rest or
can eat their meals brought by them and adequate drinking water available for the
employees.

Protective Clothing:

The management shall provide proper protective clthing gears etc. if the workers
who work on machine handle toxic chemicals or perform specialized jobs or in cases
where the management considers protective clothings or uniform necessary for
preventing accidents.

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PROVIDENT FUND:

No employee who is a member of a Provident Fund of the company shall be deprived

of his subscription to Provident Fund due to retrenchment, dismissal, discharge or
termination from service if he is so entitled to it under the rules of the Fund.

If the services of an employee are dispend with as a result of retrenchment,

termination, and retirement or by reason of his resignation before he has availed any
of his earned leave, the employer shall pay in lieu of unveiled Earned Leave.

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DETERMINATION OF MINIMUM WAGES AND OTHER BENEFITS

In the Thread Industry, workers shall be graded and minimum wages/ other benefit
determined and paid as indicated below.

Category of workers Minimum wage (Per

month)

a. Trainee BDT 1652

b. Un-skilled worker BDT 2134

c. Semi skilled BDT 2500

d. Skilled Grade 2 BDT 2800

e. Skilled grade 1 BDT 3000

f. High skilled BDT 5000

The above wages would include following elements:

 Basic Pay (60% of Total Salary)

 Dearness allowance

 Conveyance allowance

 Medical allowance

 House rent (15% of basic Salary)

 Production bonus (if any)

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In addition to above wages, each company shall be liable to
pay following additional benefits:

 Two months festival bonus in a year equivalent to two months basic pay.

 Attendance bonus (if any) will continue to be paid as per company rules

 The existing canteen facilities/ food (if any) being provided by the industries
will continue as before.

 Existing transport facility (if any) being provided by the enterprise will
continue to be provided as before. Each worker should receive a minimum of
10% annual increase over his gross wages.

 Any existing benefits, not included in minimum wages or covered herein

above shall continue as before.

 Basic salary shall not be less than 60% of the gross salary.

Special increment may be awarded for better performance of the worker.

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RECORD KEEPING (HRIS)

Tontu Threads Ltd. will properly use the HRIS system. The Human Resource
Information System (HRIS) is a software or online solution for the data entry, data
tracking and data information needs of the Human Resources, payroll management
and accounting functions within a business.

Normally packaged as a data base, hundreds of companies sell some form of HRIS
and every HRIS has different capabilities. Tontu Threads Ltd. will properly use
Peoplesoft software.

Benefits of HRIS

▌ Management of all employee information.

▌ Reporting and analysis of employee information.

▌ Company-related documents such as employee handbooks, emergency

evacuation procedures, and safety guidelines.

▌ Benefits administration including enrollment, status changes, and personal

information updating.

▌ Complete integration with payroll and other company financial software and
accounting systems.

▌ Applicant and resume management.

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Functions of HRIS

▌ Attendance and PTO use.

▌ Pay raises and history.

▌ Pay grades and positions held.

▌ Performance development plans.

▌ Training received.

▌ Disciplinary action received.

▌ Personal employee information.

▌ Management and key employee succession plans.

▌ High potential employee identification, and

▌ Applicant tracking, interviewing and selection.

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MERGER AND ACQUISITION

A company’s growth depends under two circumstances: first, when they strengthen a
company’s current core business in a stable industry; second, when they provide a
means for a company to expand into highly related businesses that reinforce the
core.

Purposes of Merger & Acquisitions:

▌ Reducing costs by combining departments, operations, and trimming the

workforce.

▌ Increasing revenue by absorbing a major competitor ad winning more market

share.

▌ Cross-selling products or services.

▌ Creating tax savings when a profitable company buys a money-loser.

▌ Diversifying to stabilize earning results and boost investor confidence.

A clear understanding of a company’s basis of competition in its industry should

guide deal-making decisions. In simple terms, a basis of competition is how a
company makes money, and how it competes. In most industries, it represents the
single most important factor for winning.

Companies routinely make acquisitions that are in conflict with their fundamental
basis of competition. Successful acquirers, however, using M&A programs either to
support their basis of competition or to lead or keep up with their industry as it shifts
to a different basis of competition.

As Tontu Threads Ltd. has not yet started its operation, it can not apply merger and
acquisition process right now. However, while the organization will be going to run, it
would go for this process if necessary.

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THE CORPORATE ORGANOGRAM OF TONTU THREADS LTD.

There are 7 different functional units of Tontu Threads Ltd., all of which are directly
answerable to and report to the General Manager and General Manager is
responsible to the Board of Directors. The corporate organogram of Tontu Threads
Ltd. is shown below.

General Manager

Commercial Manger Accounts Manger IT Manger

HR Manger Marketing Manger

Administration Production Manger

Manger

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Job Description for General Manager, Tontu Threads Ltd.

Job Title: General Manager

Reports to: Board of Directors

Accountable to: Board of Directors

Number of Posts: 1

▌ Job Description:

 Identify, develop and direct the implementation of business strategy

(depending on the situation some criteria may already exist or be
established by the organization’s chairman, owner(s)/shareholders)

 Plan and direct the organization’s activities to achieve stated/agreed

targets and standards for financial and trading performance,
quality, culture and legislative adherence

 Recruit, select and develop executive team members

 Direct functions and performance via the executive team

 Maintain and develop organizational culture, values and reputation in its

markets and with all staff, customers, suppliers, partners and
regulatory/official bodies

 Report to shareholders/parent board on organizational plans and

performance

 Execute the responsibilities of a company director according to lawful and

ethical standards, as referenced in (whatever director policy and
standards document you might use).

 Must be responsible for holding the General Meetings and chair them.

 Must direct discussion towards consensus.

 Must clarify and sum up actions and policies.

 Must act as the channel’s representative in its dealings with the outside
world.

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  Must take decisions as delegated by the board and where required chair
board meetings.

 Must execute the responsibilities of a company chairman according to

lawful and ethical standards.

▌ Job Requirements:

 Must have a Master’s Degree in Business Administration or Public

Administration

 May have a degree in B.P.S and will be highly preferable.

 Minimum 10-12 years experience.

 Must have sound knowledge of the operations of different functional

units of the thread industry.

 Must have proven excellent sense of ultimate responsibility

 Senior level management experience gained in the public or commercial

sectors.

 High level finance, HR, IT, Commercial, Marketing experience

 Proven experience of working with hotels, restaurants, or catering

services management.

 An excellent leader with strong intellect and vision.

 Exceptional communication and interpersonal skills including the ability to

make effective presentations to high managers and to engage and
influence employees at all levels

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▌ Compensation:

Basic salary TK 50,000

House rent 7,500

Conveyance allowance 7,500

Dearness allowance 10,333

Medical allowance 8,000

Gross salary TK 83333

Provident Fund (PF) [5% of Gross (2500)

Salary] Monthly Withdrawal

Net salary TK 80833

Yearly Bonus (Basic salary*2) TK 100,000

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REPORTING RELATIONSHIP OF HUMAN RESOURCE
DEPARTMENT

Manager HR
Personal Assistant

Deputy Manager HR

HR Officers

Officer Clerks

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Job Description for Human Resource Manager

Job Title: Manager, Human Resources

Department: Human Resources

Reports to: General Manager

Accountable to: General Manager

Number of Posts: 1

▌ Job Description:
 Must compose the Human Resource polices of the organization

 Must prepare the equal employment opportunity (EEO) and fair labor
standard act (FLSA) data.

 Must construct the Recruitment and Selection Programs

 Provide confidential support/ counseling to all employees as needed.

Advise Managers on all matters of employee counseling for progressive
discipline and development guidance.

 Review and approve all warnings and/or terminations, violation of

company regulations/ policies or severe/ continuing performance not
consistent with company expectations. Update employee files as
necessary.

 Provide advice and guidance with regard to legal issues. Ensure

compliance with local laws. Ensure proper legal approval/sign off as
required.

 Identify training needs with Management and partner with Senior

Director of Training to conduct and facilitate any management training
workshops/ seminars.

 Succession planning-help Managers identify high potential and potential

employees among direct reports Assist Managers to define expectations,
measure performance, resolve weaknesses, and grow the talents of direct
reports.

 Responsible for training and communication of annual performance

appraisals process for employees in collaboration with Sr. Director of HR.

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 Review all appraisals with managers ensuring accuracy and consistency
and facilitate Management Performance Appraisal Process.

 Ensure salaries are competitive in the market place-partnering with

Compensation.

 Have a complete understanding of all benefits offered to employees and

serve as a liaison to Benefits Dept.

 Must construct a Human Resource Database of the organization

 Must handle union members effectively provided that there is any.

▌ Job Requirements:

 MBA or Masters Degree in Human Resource Management or equivalent.

 Minimum of 5-7 years working experience in related job.

 Knowledge of the thread business.

 Knowledge of employee and labor relations laws, regulations and

practices.

 Experience managing and developing staff.

 Experience in facilitation, coaching and counseling.

 Ability to articulate ideas clearly and concisely in a variety of settings-

adjusting the message to match the audience.

 Excellent listening, oral, and written skills (in both English and Bengali).

 Ability to maintain a high level of tact and professionalism

 Ability to work under pressure

 Demonstrated decision-making and strategic abilities

 Ability to drive for results, deals with ambiguity, communicates with

upper management, and conceptualizes strategic objectives.

 Knowledge of human behavior and performance, individual differences in

ability, personality, and interests, learning and motivation

 Strong relationship and interpersonal skills

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▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of Gross (1250)

Salary] Monthly Withdrawal

Net salary TK 40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Deputy Manager, Human Resource

Job Title: Deputy Manager, Human Resources

Department: Human Resources

Reports to: Manager HR

Accountable to: Manager HR

Number of Posts: 1

▌ Job Description:

 Assist HR Manager in allocating human resources, ensuring appropriate

matches between personnel.

 Support the administering of compensation, benefits and performance

management systems, and safety and recreation programs.

 Perform a variety of administrative duties with latitude for exercising

discretion and judgment; receive and respond to correspondence in the
name of the Manager HR.

 Be updated on staff vacancies and assist in recruiting, interviewing and

selecting applicants.

 Help current and prospective employees learn about policies, job duties,
working conditions, wages, opportunities for promotion and employee
benefits.

 Perform staffing duties, including identifying understaffing and assist HR

Manager in administering disciplinary procedures.

 Carry out research on behalf of HR Manager on organizational policy

matters such as equal employment opportunity and sexual harassment,
and recommend needed changes.

 Help new employees to orient to organizational culture.

 Support the administering of compensation, benefits and performance

management systems, and safety and recreation programs.

298
  Help current and prospective employees learn about policies, job duties,
working conditions, wages, opportunities for promotion and employee
benefits.

 Perform staffing duties, including identifying understaffing and assist HR

Manager in administering disciplinary procedures.

 Carry out research on behalf of HR Manager on organizational policy

matters such as equal employment opportunity and sexual harassment,
and recommend needed changes.

 Help new employees to orient to organizational culture.

 Arrange for and schedule appointments for HR Manager including

interviewing callers and making proper referrals; ensure the preparation
of materials for meetings and brief the Manger on relevant issues.

 Study reports received; check and compare with previous reports and
other data and bring to the attention of the Manager significant items,
changes, errors or omissions.

 Maintain liaison with all levels of administration, faculty and external

constituents to coordinate human resources activities, accomplish
directives and facilitate the resolution of problems.

▌ Job Requirements:

 MBA or Masters Degree in Human Resource Management or equivalent.

 Minimum of 3-4 years working experience in related job.

 Knowledge of the thread business.

 Knowledge of employee and labor relations laws, regulations and

practices.

 Experience managing and developing staff.

 Experience in facilitation, coaching and counseling.

 Excellent listening, oral, and written skills (in both English and Bengali).

 Ability to maintain a high level of tact and professionalism

 Ability to work under pressure

 Demonstrated decision-making and strategic abilities

298
  Ability to drive for results, deals with ambiguity, communicates with
upper management, and conceptualizes strategic objectives.

 Knowledge of human behavior and performance, individual differences in

ability, personality, and interests, learning and motivation

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 20000

House rent 3000

Conveyance allowance 2500

Dearness allowance 3333

Medical allowance 4500

Gross salary TK 33333

Provident Fund (PF) [5% of Gross (1000)

Salary] Monthly Withdrawal

Net salary TK 32333

Yearly Bonus (Basic salary*2) TK 40000

298
Job Description for Human Resource Officers

Job Title: Human Resources Officer

Department: Human Resources

Reports to: Deputy Manager HR

Accountable to: Deputy Manager HR

Number of Posts: 2

▌ Job Description:

 Assist HR Manager and Deputy Manager in allocating human resources,

ensuring appropriate matches between personnel.

 Perform staffing duties, including identifying understaffing and assist HR

Manager and Deputy Manager in administering disciplinary procedures.

 Record data for each employee, including such information as addresses,

weekly earnings, absences, amount of sales or production, supervisory
reports on performance, and dates of and reasons for terminations.

 Explain company personnel policies, benefits, and procedures to

employees or job applicants.

 Process, verify, and maintain documentation relating to personnel

activities such as staffing, recruitment, training, grievances, performance
evaluations, and classifications.

 Gather personnel records from other departments and/or employees.

▌ Job Requirements:

 BBA in HRM from a reputed university

 Knowledge of company HR management principles.

 Experience not mandatory

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  Knowledge of the structure and content of the English and Bengali
languages including the meaning and spelling of words, rules of
composition, and grammar.

 Knowledge of office protocol and executive etiquette.

 Managing one's own time and the time of others.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Understanding written sentences and paragraphs in work related

documents.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines

 Ability to work as part of a team

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Personal Assistant to Manager Human
Resource

Job Title: Personal Assistant to Manager Human Resource

Department: Human Resources

Reports to: Manager Human Resource

Accountable to: Manager Human Resource

Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

298
  Age: Between 22 - 35

 Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Office Clerks, Human Resource Department

Job Title: Office Clerk

Department: Human Resources

Reports to: Deputy Manager HR, HR Officers

Accountable to: Deputy Manager HR, HR Officers

Number of Posts: 2

▌ Job Description

 Assist the Manager and Deputy Manager in their daily administrative

duties including filing, copying, faxing, arranging travel and any other
requested administrative task

 Handle incoming calls and walkup appointments in a discrete and

professional manner

 Prioritize client scheduling on a case-by-case basis maintaining privacy

and confidentiality

 Generate consistent and professional correspondence with inside and

outside clients

 Regular communication with customers, employees, and other individuals

to answer questions, giving and explaining information, take orders and
address complaints.

 Operate office machines, such as photocopiers and scanners, facsimile

machines, voice mail systems and personal computers.

 Review files, records, and other documents to obtain information to

respond to requests.

298
▌ Job Requirements

 Bachelor’s degree in any discipline from any university

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Excellent listening, speaking, and written skills (in both English and
Bengali).

 At least 1 years general clerical experience

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary 4041

Yearly Bonus (Basic salary*2) TK 5000

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Reporting Relationship of Administration Department

Manager Administration

Personal Assistant

Deputy Manager Administration

Admin Officer

Security Officer

Security Guards

Receptionist

Maintenance Supervisor

Electricians

Plumber

Driver

Messenger

Cleaner

Timekeeper

Cook

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Job Description for Manager Administration

Job Title: Manager, Administration

Department: Administration

Reports to: General Manager

Accountable to: General Manager

Number of Posts: 1

▌ Job Description:

 To use commercial system programs as appropriate.

 Responsible for reporting, invoicing, turnover bookings, payments and

contract with clients.

 Project management of commercial cycle activities and delivery service

implementation.

 Track and report billing and contract issues with existing company
accounts. Maintaining and reporting project activity. Maintaining and
reporting project activity.

 Maintaining high customer satisfaction.

 Develop, plan, and implement goals and objectives of the Department

 Review, interpret, develop, modify and implement administrative policies

and their application to specific situations

 Assist in developing and coordinating the budget allocated by the

Accounts Department

 Supervise, train and evaluate assigned personnel

 Coordinate the required activities with the HR Department

 Research and prepare technical and administrative reports; prepare

written correspondence.

298
▌ Job Requirement:

 MBA degree with in any respect from reputed universities..

 A minimum of 5 years of progressive experience in related field required.

 Knowledge of business software, MS office, hardware applications and

Internet required.

 A pro-active, self-motivated individual who is able to generate commercial

ideas and solutions with developing and maintaining effective client
relationship.

 Excellent in speaking and writing English.

 Excellent communication, teamwork, interpersonal skills and self-

confidence required.

 Proven track record as an effective leader in a high performance

organization

 Experience operating at both the tactical and strategic level, across a

variety of cultures.

 Demonstrated leadership experience and impact in: Performance

Management in high performance cultures, Talent assessment and
selection, Employee Relations across multiple sites, Organizational
influence without having direct supervisory relationships

 Developing and implementing innovative solutions, strategies and

initiatives, Broad compensation program development and management,
Senior level/Board level presentations

 Ability to work under pressure

 Ability to anticipate and resolve problems

 Demonstrated decision-making and strategic abilities

 Strong relationship and interpersonal skills

298
▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of Gross (1250)

Salary] Monthly Withdrawal

Net salary TK40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Deputy Manager, Administration

Job Title: Deputy Manager, Administration

Department: Administration

Reports to: Manager Administration

Accountable to: Manager Administration

Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Manager Administration.

 Greet candidates, visiting officials, guests and other staff, acting as the
offices' personal Ambassador and first point of contact.

 Prepare documents, reports, spreadsheets and presentations as may be

necessary.

 Recommend best design, layout and approach to meeting each specific

need.

 Ensure timely arrangement of travel, facilities, materials, equipment, food

and beverages for conferences and meetings.

 Proactively manage and screen inquiries to the office.

 Receive/record/distribute all incoming mail, facsimiles, and deliveries.

 Handle all outgoing mail, facsimiles, couriers and packages.

 Order and maintain inventory of office supplies

 Conduct routine administrative duties such as completion of reports,

filing, data retrieval, liaison with equipment suppliers and service
personnel, as required.

298
  Manage the use of the Organization's conference facilities.

▌ Job Requirement:

 MBA degree in any respect from reputed university.

 A minimum of 3 years of progressive experience in related field required.

 Knowledge of business software, MS office, hardware applications and

Internet required.

 A pro-active, self-motivated individual who is able to generate commercial

ideas and solutions with developing and maintaining effective client
relationship.

 Excellent in speaking and writing English.

 Excellent communication, teamwork, interpersonal skills and self-

confidence required.

 Proven track record as an effective leader in a high performance

organization

 Experience operating at both the tactical and strategic level, across a

variety of cultures.

 Demonstrated leadership experience and impact in: Performance

Management in high performance cultures, Talent assessment and
selection, Employee Relations across multiple sites, Organizational
influence without having direct supervisory relationships.

 Developing and implementing innovative solutions, strategies and

initiatives,

 Ability to work under pressure

 Ability to anticipate and resolve problems

 Demonstrated decision-making and strategic abilities

 Strong relationship and interpersonal skills

298
▌ Compensation:

Basic salary TK 20000

House rent 3000

Conveyance allowance 2500

Dearness allowance 3333

Medical allowance 4500

Gross salary TK 33333

Provident Fund (PF) [5% of Gross (1000)

Salary] Monthly Withdrawal

Net salary TK32333

Yearly Bonus (Basic salary*2) TK 40000

298
Job Description for Administration Officer

Job Title: Administration Officer

Department: Administration

Reports to: Deputy Manager Administration

Accountable to: Deputy Manager Administration

Number of Posts: 2

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Administration.

 Analyze internal processes and recommend and implement procedural or

policy changes to improve operations, such as supply changes or the
disposal of records.

 Direct or coordinate the supportive services department of a business,

agency, or organization.

 Manage a wide range of subordinates within the organization

 Manage and direct all purchasing of equipments needed by the

organization.

 Manage and direct transportation schedule of the employees

 Make an audit half-yearly for all the subordinate posts

 Improve effectiveness and efficiency of the supply chain organization.

 Carefully monitor the facility to ensure that it remains safe, secure, and
well maintained.

 Prepare and review operational reports and schedules to ensure accuracy

and efficiency.

298
▌ Job Requirement:

 Bachelor degree in any respect from reputed university.

 A minimum of 1-2 years of progressive experience in related field.

 Knowledge of business software, MS office, hardware applications and

Internet required.

 A pro-active, self-motivated individual who is able to generate commercial

ideas and solutions with developing and maintaining effective client
relationship.

 Excellent in speaking and writing English.

 Excellent communication, teamwork, interpersonal skills and self-

confidence required.

 Ability to work under pressure

 Ability to anticipate and resolve problems.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of (500)

Gross Salary] Monthly
Withdrawal

Net salary TK16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Personal Assistant to Manager
Administration

Job Title: Personal Assistant to Manager Administration

Department: Administration

Reports to: Manager, Administration

Accountable to: Manager, Administration

Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

298
  Age: Between 22 - 32

 Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross Salary] (175)

Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Security Officer

Job Title: Security Officer

Department: Administration

Reports to: Administration Officer

Accountable to: Administration Officer

Number of Posts: 1

▌ Job Description:

 Control the entry and exit gates of the industry.

 Assists employees to resolve problems;

 Observes and reports or remedies unsafe or problem situations;

 Responds to fire and burglar alarms and other emergencies;

 Acts to prevent theft and property damage; monitors and regulates

resident behavior in the thread

 Acts as security agent at sports activities and other functions at the

industry.

 Administers first aid as needed;

 Maintains daily activity log.

 Patrols thread area and reports conditions;

 Trains Securities in patrol techniques;

 Provides escort and transportation services to ensure safety and physical

well-being of persons in Company

 Performs related duties as assigned.

298
▌ Job Requirements:

 Knowledge of: basic state and local laws.

 Basic institutional security measures.

 Learn and interpret industry policies and procedures to be enforced.

 Respond appropriately to sensitive and emergency situations.

 Any combination of training, and minimum 5 years of experience that

provides the required knowledge and abilities.

 Communicate tactfully and effectively;

 Train and direct the work of security officers;

 Establish cooperative-working relationships with persons contacted in the

course of performing assigned duties.

▌ Compensation:

Basic salary TK 6000

House rent 900

Conveyance allowance 950

Dearness allowance 1150

Medical allowance 1000

Gross salary TK 10000

Provident Fund (PF) [5% of Gross (300)

Salary] Monthly Withdrawal

Net salary 9700

Yearly Bonus (Basic salary*2) TK 12000

298
Job Description for Security

Job Title: Security

Department: Administration

Reports to: Security Officer

Accountable to: Security Officer

Number of Posts: 12

▌ Job Description:

 Maintains a quiet atmosphere within the industry and immediately

outside; deals with disruptive users.

 Exercises crowd control; prevents theft and mutilation of industry

materials and facilities.

 Enforces industry policies, rules, and safety regulations; shows sensitivity

to the special needs or problems of the community.

 The appropriate industry unit; patrols inside the building during open
hours; checks restrooms and areas not open to the public.

 Prevents unauthorized access to restricted areas; assists at closing time to

assure that all users leave the premises; escorts staff to cars.

 Monitors electronic security system.

 Assists circulation division staff if necessary; enforces correction of

infractions through verbal warning.

 Expels unruly persons and detains more serious offenders for proper
authorities and notifies supervisors of possible emergency conditions.

298
▌ Job Requirement:

 Any combination of education and experience that would likely provide

the required knowledge and skills is qualifying.

 Equivalent to completion of the SSC grade.

 One (1) year of experience as a security guard is desirable.

 Public relations and customer service techniques; English usage, spelling,

grammar and punctuation; principles and procedures of record keeping.

 Carry self with pride and dignity.

 Be courteous and respectful; apply all rules equitably at all times while on
duty.

 Establish and maintain cooperative-working relationships with those

contacted in the course of work.

▌ Compensation:

Basic salary TK 1800

House rent 270

Conveyance allowance 400

Dearness allowance 440

Medical allowance 450

Gross salary TK 3000

Provident Fund (PF) [5% of Gross (90)

Salary] Monthly Withdrawal

Net salary 2910

Yearly Bonus (Basic salary*2) TK 3600

298
Job Description for Receptionist

Job Title: Receptionist

Department: Administration

Reports to: Administration Officer

Accountable to: Administration Officer

Number of Posts: 3

Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Aware of the overall policy of the organization

 Make the exchange connection as per required

 Professional in dealing with the senior officers and maintain a professional

environment

 Stock the daily official routine of the key officers as provided

 Make phone calls to the outside world when required

 Receive the phone calls and faxes in the reception guest

 Available in the reception desk during the duty unless asked otherwise

 Maintain a log book of visitors and phone calls of the whole day

 Need to operate computer when installed in the reception desk

 Provide informational assistance to visitors upon their entrance to the

organization

298
▌ Job Requirement:

 Bachelor degree from any university.

 Age between 23-35.

 Previous experience in the field is preferred.

 Speak and write both Bengali and English proficiently.

 Excellent oral communication skills to screen and answer incoming and

outgoing calls.

 Knowledge in MS Office is highly commendable.

 Friendly, outgoing and understandable phone voice.

 An upbeat flexible attitude, which attract others.

 Must have a presentable outside appearance.

 Excellent customer service skills.

 Thorough attention to keeping details of information.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Maintenance Supervisor

Job Title: Maintenance Supervisor

Department: Administration

Reports to: Administration Officer

Accountable to: Administration Officer

Number of Posts: 1

▌ Job Description:

 In liaison with the clerical assistants and administrative assistant, assist

with the maintenance of industry properties.

 To provide the necessary additional maintenance support in respect of

maintenance of filing systems

 Sorting, collection, distribution and dispatching of mail

 To assist the Administration Officer in the provision of relevant statistics or

any other relevant documentation.

 To liaise with the Administrative Assistant regarding transport matters as

necessary.

 To liaise with the Transport Department as necessary.

 To liaise with appropriate departments with regard to services for special

needs pupils.

 To supervise escorts including all personnel issues.

298
▌ Job Requirements:
 Minimum 5 years experience in related field.

 Supervisory Duties

 Ability to type and compose letters

 Ability to impart information

 Understand the impact of service delivery for customers

 Ability to work as a team member

 Working with people and external agencies both face to face and over the
telephone

 Ability to communicate fluently, clearly and concisely both orally and in

writing to a variety of audiences.

 Ability to use initiative in taking appropriate action and implementing

decisions

 Ability to identify and meet customer needs.

▌ Compensation:

Basic salary TK 6000

House rent 900

Conveyance allowance 950

Dearness allowance 1150

Medical allowance 1000

Gross salary TK 10000

Provident Fund (PF) [5% of Gross (300)

Salary] Monthly Withdrawal

Net salary 9700

Yearly Bonus (Basic salary*2) TK 12000

298
Job Description for Electrician

Job Title: Electrician

Department: Administration

Reports to: Maintenance Supervisor

Accountable to: Maintenance Supervisor

Number of Posts: 3

Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description

 Perform the task assigned as per the relevancy of the field.

 Perform the task within the shortest possible time.

 Be available to the organization immediately when informed.

 Keep the receipt of the supplies bought within a month and submit it to
the logistic manager at the end of the month.

 Be responsible for buying the supplies from outside within reasonable

price.

▌ Job Requirement:

 Minimum have an S.S.C degree or above

 Reside within the vicinity of the organization

 Have the technical training required for the field

 Have a prior experience in the field for at least 2 years

 Have sound bargaining power with the seller of the supplies

298
▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
Job Description for Plumber

Job Title: Plumber

Department: Administration

Reports to: Maintenance Supervisor

Accountable to: Maintenance Supervisor

Number of Posts: 1

▌ Job Description:

 Perform the task assigned as per the relevancy of the field.

 Perform the task within the shortest possible time.

 Be available to the organization immediately when informed.

 Keep the receipt of the supplies bought within a month and submit it to
the logistic manager at the end of the month.

 Be responsible for buying the supplies from outside within reasonable

price.

▌ Job Requirement:

 Minimum have an S.S.C degree or above

 Reside within the vicinity of the organization

 Have the technical training required for the field

 Have a prior experience in the field for at least 2 years

 Have sound bargaining power with the seller of the supplies

298
▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
Job Description for Driver

Job Title: Driver

Department: Administration

Reports to: Admin Officer

Accountable to: Admin Officer

Number of Posts: 14

Special Characteristics of the post: Shifting for 12 hours each, within 24 hours.

▌ Job Description:

 To ensure proper transportation of the industry.

 Makes sure the transportation is made in proper time and all affairs are
established effectively.

 To undertake maintenance and minor repairs of automobiles, in

accordance with the laid down safety standards.

 To establish proper transportation of officials to the place they ask to be.

This will also involve Admin Officer.

 To ensure that traffic controls are maintained in accordance with the

appropriate Ministry of Transport Regulations when carrying residents on
the Highway.

 To ensure that all automobile is inspected prior to starting a journey and

that only safe automobile is used.

298
▌ Job Requirements:

 Minimum 2 years practical driving Experience

 Maintenance of automobiles.

 Ability to assess mechanical problems, perform light preventive

maintenance and ensure proper maintenance of vehicles.

 Ability to operate assigned vehicle in a safe, courteous manner.

 Health & Safety Requirements

 Practical experience of using car repair tools and hotel transportation

service. Ability to use complex hydraulic machinery.

 Ability to recognize hazardous materials/situations and respond according

to training and industry policies and procedures.

 Ability to develop and maintain accurate records.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Messenger

Job Title: Messenger

Department: Administration

Reports to: Admin Officer

Accountable to: Admin Officer

Number of Posts: 8

▌ Job Description:

 Carry files and documents from and to the assigned department as per
the requirement of outside organization

 Carry files and documents from and to the assigned department as per
the requirement of other departments

 Handle the small manual works of the department

 Perform all other relevant duties assigned by the department officers

 Need to obtain the petty supply materials of the department from outside
anytime during the day.

▌ Job Requirement:

 Minimum Educational qualification is SSC degree

 Knowledge of simple mathematical calculation

 Character Certificate from the local commissioner or chairman

 Must be aged between 18-35

 Strong physic to be able to work under constant pressure and running

around

298
▌ Compensation:

Basic salary TK 1800

House rent 270

Conveyance allowance 400

Dearness allowance 440

Medical allowance 450

Gross salary TK 3000

Provident Fund (PF) [5% of Gross (90)

Salary] Monthly Withdrawal

Net salary 2910

Yearly Bonus (Basic salary*2) TK 3600

298
Job Description for Timekeeper

Job Title: Timekeeper

Department: Administration

Reports to: Admin Officer

Accountable to: Admin Officer

Number of Posts: 3

Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Compiles employees' time and production records, using calculator or

computer:

 Reviews timesheets, work charts, and timecards for completeness.

Computes total time worked by employees, using calculator or computer,
posts time worked to master timesheet, and routes timesheet to payroll
department.

 May calculate time worked and units produced by piecework or bonus

work employees, using calculator or computer, and be designated

▌ Job Requirement:

 Minimum Educational qualification is SSC degree

 Knowledge of simple mathematical calculation

 Character Certificate from the local commissioner or chairman

 Must be aged between 18-35

 Strong physic to be able to work under constant pressure and running

around

298
▌ Compensation:

Basic salary TK 1800

House rent 270

Conveyance allowance 400

Dearness allowance 440

Medical allowance 450

Gross salary TK 3000

Provident Fund (PF) [5% of Gross (90)

Salary] Monthly Withdrawal

Net salary 2910

Yearly Bonus (Basic salary*2) TK 3600

298
Job Description for Cleaner

Job Title: Cleaner

Department: Administration

Reports to: Admin Officer

Accountable to: Admin Officer

Number of Posts: 12

Special Characteristics of the post: Shifting for 12 hours each, within 24 hours.

▌ Job Description:

 Keep premises in clean and orderly condition.

 Clean floors by sweeping, mopping, scrubbing, or vacuuming them.

 Gather and empty trash.

 Service, clean, and supply restrooms.

 Clean and polish furniture and fixtures.Patrol office premises to prevent

and detect signs of intrusion and ensure security of doors, windows, and
gates.

▌ Job Requirements:

 Minimum Primary school pass

 Basic reading and writing skills in Bengali

 Age: Not below 20

 Experience not necessary

298
▌ Compensation:

Basic salary TK 1800

House rent 270

Conveyance allowance 400

Dearness allowance 440

Medical allowance 450

Gross salary TK 3000

Provident Fund (PF) [5% of Gross (90)

Salary] Monthly Withdrawal

Net salary 2910

Yearly Bonus (Basic salary*2) TK 3600

298
Job Description for Cook

Job Title: Cook

Department: Administration

Reports to: Admin Officer

Accountable to: Admin Officer

Number of Posts: 6

▌ Job Description:

 Maintain the quality of the food as per the nutrition requirement

 Maintain the menu of the meal as designed by the logistic manager

 Solely responsible for the whole cooking process

 Prepare the meals for the employees during lunch and dinner

 Maintain a specified items of snacks

 Need to prepare special dishes during the day if assigned

 Maintain the kitchen in a hygienic way

 Need to buy the ingredients and supplies for the meals daily or every
other day

 Need to wash the dishes

 Collect the shopping fee from the Logistic Manager every week

298
▌ Job Requirement:

 Must have an Primary degree or above

 Thorough knowledge of the food nutrition theory

 Know all the processes involved in cooking and be able to do them within
reasonable time

 Prior experience in the field for at least 3 years

 Sufficient bargaining power with the seller of food supplies

▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
REPORTING RELATIONSHIP OF COMMERCIAL DEPARTMENT

Manager Commercial

Personal Assistant

Deputy Manager, Commercial

Asst. Manager

Clerks

298
Job Description for Manager Commercial

Job Title: Manager, Commercial

Department: Commercial

Reports to: General Manager

Accountable to: General Manager

Number of Posts: 1

▌ Job Description:

 To use commercial system programs as appropriate.

 Responsible for reporting, invoicing, turnover bookings, payments and

contract with clients.

 Project management of commercial cycle activities and delivery service

implementation.

 Track and report billing and contract issues with existing company
accounts. Maintaining and reporting project activity. Maintaining and
reporting project activity.

 Maintaining high customer satisfaction.

 Maintain all kinds of export & import formalities.

 To ensure material consumption formalities with Customs as per bonded

Warehouse agreement.

 To follow up documentation matters with Customs as per Bonded

warehouse agreement.

 To follow up documentation matters with the shipping Line/ Air line,

Forwarders & Clearing agents.

 To response customer quarries on documentation status.

 Smooth execution & follow-up of all commercial documentation in timely

manner.

298
  To support customers clearing agent with relevant papers in case of
physical dispatch of goods.

 To keep all relevant records & status with a best organized manner.

▌ Job Requirement:

 MBA degree in any area.

 A minimum of 5 years of progressive experience in related field required.

 Knowledge of business software, MS office, hardware applications and

Internet required.

 A pro-active, self-motivated individual who is able to generate commercial

ideas and solutions with developing and maintaining effective client
relationship.

 Excellent in speaking and writing English.

 Excellent communication, teamwork, interpersonal skills and self-

confidence required.

 Results driven.

 Strong Customer focus.

 Excellent follow up and responsiveness.

 Proactive & prompt attitude.

 Problem solver.

 Basic understanding of business processes.

 Good understanding in the local Customs.

298
▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of Gross (1250)

Salary] Monthly Withdrawal

Net salary TK40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Deputy Manager Commercial

Job Title: Deputy Manager, Commercial

Department: Commercial

Reports to: Manager, Commercial

Accountable to: Manager, Commercial

Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Manager Commercial.

 To follow up documentation matters with the shipping Line/ Air line,

Forwarders & Clearing agents.

 To response customer quarries on documentation status.

 Smooth execution & follow-up of all commercial documentation in timely

manner.

 To use commercial system programs as appropriate.

 Responsible for reporting, invoicing, turnover bookings, payments and

contract with clients.

 To support customers clearing agent with relevant papers in case of

physical dispatch of goods.

 Track and report billing and contract issues with existing company
accounts. Maintaining and reporting project activity. Maintaining and
reporting project activity.

 To keep all relevant records & status with a best organized manner.

 Project management of commercial cycle activities and delivery service

implementation.

 Maintaining high customer satisfaction.

 Maintain all kinds of export & import formalities.

298
  To ensure material consumption formalities with Customs as per bonded
Warehouse agreement.

 To follow up documentation matters with Customs as per Bonded

warehouse agreement.

▌ Job Requirements:

 MBA degree in any area.

 A minimum of 3 years of progressive experience in related field required.

 Knowledge of business software, MS office, hardware applications and

Internet required.

 Basic understanding of business processes.

 Excellent follow up and responsiveness.

 Proactive & prompt attitude.

 Problem solver.

 Good understanding in the local Customs.

 Excellent in speaking and writing English.

 A pro-active, self-motivated individual who is able to generate commercial

ideas and solutions with developing and maintaining effective client
relationship.

 Excellent communication, teamwork, interpersonal skills and self-

confidence required.

 Results driven.

 Strong Customer focus.

298
▌ Compensation:

Basic salary TK 20000

House rent 3000

Conveyance allowance 2500

Dearness allowance 3333

Medical allowance 4500

Gross salary TK 33333

Provident Fund (PF) [5% of Gross (1000)

Salary] Monthly Withdrawal

Net salary TK32333

Yearly Bonus (Basic salary*2) TK 40000

298
Job Description for Assistant Manager Commercial

Job Title: Assistant Manager, Commercial

Department: Commercial

Reports to: Deputy Manager, Commercial

Accountable to: Deputy Manager, Commercial

Number of Posts: 2

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Commercial.

 To follow up documentation matters with the shipping Line/ Air line,

Forwarders & Clearing agents.

 To ensure material consumption formalities with Customs as per bonded

Warehouse agreement.

 To response customer quarries on documentation status.

 Maintaining high customer satisfaction.

 Maintain all kinds of export & import formalities.

 To follow up documentation matters with Customs as per Bonded

warehouse agreement.

 Smooth execution & follow-up of all commercial documentation in timely

manner.

 To use commercial system programs as appropriate.

 Responsible for reporting, invoicing, turnover bookings, payments and

contract with clients.

 To keep all relevant records & status with a best organized manner.

 Project management of commercial cycle activities and delivery service

implementation.

298
  To support customers clearing agent with relevant papers in case of
physical dispatch of goods.

▌ Job Requirements:

 BBA or bachelors degree in any area form reputed university.

 Experience in related field will be preferred.

 Problem solver.

 Good understanding in the local Customs.

 Excellent in speaking and writing English.

 Knowledge of business software, MS office, hardware applications and

Internet required.

 Basic understanding of business processes.

 Excellent follow up and responsiveness.

 Proactive & prompt attitude.

 Excellent communication, teamwork, interpersonal skills and self-

confidence required.

 Results driven.

 Strong Customer focus.

 A pro-active, self-motivated individual who is able to generate commercial

ideas and solutions with developing and maintaining effective client
relationship.

298
▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Personal Assistant to Commercial Manager

Job Title: Personal Assistant to Commercial Manager

Department: Marketing

Reports to: Manager, Commercial

Accountable to: Manager, Commercial

Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

 Age: Between 22 - 32

298
  Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Office Clerks, Commercial

Job Title: Office Clerk

Department: Commercial

Reports to: Deputy Manager Commercial, Assistant Manager Commercial

Accountable to: Deputy Manager Commercial, Assistant Manager Commercial

Number of Posts: 2

▌ Job Description

 Assist the Deputy Manager and other officers in their daily administrative
duties including filing, copying, faxing, arranging travel and any other
requested administrative task

 Regular communication with customers, employees, and other individuals

to answer questions, giving and explaining information, take orders and
address complaints.

 Operate office machines, such as photocopiers and scanners, facsimile

machines, voice mail systems and personal computers.

 Review files, records, and other documents to obtain information to

respond to requests.

 Handle incoming calls and walkup appointments in a discrete and

professional manner

 Prioritize client scheduling on a case-by-case basis maintaining privacy

and confidentiality

 Generate consistent and professional correspondence with inside and

outside clients

298
▌ Job Requirements

 Bachelor’s degree in any discipline from any university

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Excellent listening, speaking, and written skills (in both English and
Bengali).

 At least 1 years general clerical experience

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary 4041

Yearly Bonus (Basic salary*2) TK 5000

298
REPORTING RELATIONSHIP OF IT DEPARTMENT

Manager IT

Personal Assistant

Deputy Manager IT

Asst. Manager (Networking)

Asst. Manager (Software)

Clerks

298
Job Description for Manager Information Technology

Job Title: Manager, IT

Department: Information Technology

Reports to: General Manager

Accountable to: General Manager

Number of Posts: 1

▌ Job Description:

 Develop computer information resources, providing for data security and

control, strategic computing, and disaster recovery.

 Stay abreast of advances in technology.

 Review and approve all systems charts and programs prior to their
implementation.

 Direct daily operations of department, analyzing workflow, establishing

priorities, developing standards and setting deadlines.

 Consult with users, management, vendors, and technicians to assess

computing needs and system requirements.

 Evaluation organization's technology use and needs and recommend

improvements, such as hardware and software upgrades.

 Assign and review the work of systems analysts, programmers, and other
computer-related workers.

 Meeting with department heads, supervisors, vendors, and others, to

solicit cooperation and resolve problems.

 Performance appraisal of the subordinates.

 Control operational budget and expenditures.

298
▌ Job Requirements:

 MBA/Masters in Management Information Systems (MIS).

 In depth knowledge and expertise on design techniques, tools, and

principles involved in production of precision technical plans, blueprints,
drawings, and models.

 Must know the practical application of engineering science and

technologies, including applying principles, techniques, procedures, and
equipment to the design and production of various goods and services.

 Must be familiar with management principles involved in strategic

planning, resource allocation, human resources modeling, leadership
technique, production methods, and coordination of people and
resources.

 Age: At least 30 years.

 Minimum 5 years experience as IT manager in an insurance company or

medium-sized organization

 Should be able to determining how money will be spent to get the work
done, and accounting for these expenditures.

 Using logic and reasoning to identify the strengths and weaknesses of

alternative solutions, conclusions or approaches to problems.

 Ability to identify measures or indicators of system performance and the

actions needed to improve or correct performance, relative to the goals of
the system.

 Identifying complex problems and reviewing related information to

develop and evaluate options and implement solutions.

 Considering the relative costs and benefits of potential actions to choose

the most appropriate one.

298
▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of (1250)

Gross Salary] Monthly
Withdrawal

Net salary TK40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Deputy Manager Information Technology

Job Title: Deputy Manager, IT

Department: Information Technology

Reports to: Manager IT

Accountable to: Manager IT

Number of Posts: 1

▌ Job description:

 Assist in all other duties assigned by the Manager IT.

 Operate master consoles in order to monitor the performance of

computer systems and networks, and to coordinate computer network
access and use.

 Recommend changes to improve systems and network configurations,

and determine hardware or software requirements related to such
changes.

 Maintain and administer computer networks and related computing

environments, including computer hardware, systems software,
applications software, and all configurations.

 Plan, coordinate, and implement network security measures in order to

protect data, software, and hardware.

 Review and approve all systems charts and programs prior to their
implementation. Direct daily operations of department, analyzing
workflow, establishing priorities, developing standards and setting
deadlines. Consult with users, management, vendors, and technicians to
assess computing needs and system requirements.

 Evaluation organization's technology use and needs and recommend

improvements, such as hardware and software upgrades.

 Assign and review the work of systems analysts, programmers, and other
computer-related workers

298
▌ Job Requirements:

 MBA/Masters in Management Information Systems (MIS).

 In depth knowledge and expertise on design techniques, tools, and

principles involved in production of precision technical plans, blueprints,
drawings, and models.

 Must know the practical application of engineering science and

technologies, including applying principles, techniques, procedures, and
equipment to the design and production of various goods and services.

 Must be familiar with management principles involved in strategic

planning, resource allocation, human resources modeling, leadership
technique, production methods, and coordination of people and
resources.

 Age: At least 30 years.

 Minimum 3 years experience as IT manager in an insurance company or

medium-sized organization

 Ability to identify measures or indicators of system performance and the

actions needed to improve or correct performance, relative to the goals of
the system.

 Identifying complex problems and reviewing related information to

develop and evaluate options and implement solutions.

 Considering the relative costs and benefits of potential actions to choose

the most appropriate one.

298
▌ Compensation:

Basic salary TK 20000

House rent 3000

Conveyance allowance 2500

Dearness allowance 3333

Medical allowance 4500

Gross salary TK 33333

Provident Fund (PF) [5% of Gross (1000)

Salary] Monthly Withdrawal

Net salary TK32333

Yearly Bonus (Basic salary*2) TK 40000

298
Job Description for Assistant Manager, IT

Job Title: Assistant Manager, IT (Networking)

Department: Information Technology

Reports to: Deputy Manager IT

Accountable to: Deputy Manager IT

Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager IT.

 Perform routine network startup and shutdown procedures, and maintain

control records.

 Configure, and test computer hardware, networking software and

operating system software.

 Diagnose hardware and software problems, and replace defective

components.

 Assist Sys Admin to operate master consoles in order to monitor the

performance of computer systems and networks, and to coordinate
computer network access and use.

 Maintaining and monitoring the network hardware and software and

ensuring network availability to all system users and perform necessary
maintenance to support network availability.

 Perform data backups and disaster recovery operations.

 Maintain and administer computer networks and related computing

environments, including computer hardware, systems software,
applications software, and all configurations.

 Confer with network users about how to solve existing system problems.

 Helping system Administrator to monitor network performance in order

to determine whether adjustments need to be made, and to determine
where changes will need to be made in the future.

298
  Assist System Administrator to come up with recommend changes to
improve systems and network configurations, and determine hardware or
software requirements related to such changes.

▌ Job Requirements:

 Bachelor Degree/Diploma in Management Information Systems (MIS) or

related field.

 In depth knowledge and expertise on design techniques, tools, and

principles involved in production of precision technical plans, blueprints,
drawings, and models.

 Must know the practical application of engineering science and

technologies, including applying principles, techniques, procedures, and
equipment to the design and production of various goods and services.

 Must be familiar with management principles involved in strategic

planning, resource allocation, human resources modeling, leadership
technique, production methods, and coordination of people and
resources.

 Age: At least 23 years.

 Ability to identify measures or indicators of system performance and the

actions needed to improve or correct performance, relative to the goals of
the system.

 Identifying complex problems and reviewing related information to

develop and evaluate options and implement solutions.

298
▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Manager, IT

Job Title: Assistant Manager, IT (Software)

Department: Information Technology

Reports to: Deputy Manager IT

Accountable to: Deputy Manager IT

Number of Posts: 1

▌ Job Description:

 Provide technical assistance to computer system users and provide

assistance concerning the use of computer hardware and software.

 Answer users' inquiries regarding computer software and hardware

operation to resolve problems.

 Enter commands and observe system functioning to verify correct

operations and detect errors.

 Install and perform minor repairs to hardware, software, and peripheral

equipment, following design or installation specifications.

 Oversee the daily performance of computer systems.

 Set up equipment for employee use, performing or ensuring proper

installation of cable, operating systems, and appropriate software.

 Develop training materials and procedures, and/or train users in the

proper use of hardware and software.

 Refer major hardware or software problems or defective products to

vendors or technicians for service.

298
▌ Job Requirements:

 Diploma or Bachelor Degree in MIS or related field.

 Knowledge of handling circuit boards, processors, chips, electronic

equipment, and computer hardware and software, including applications
and programming.

 Proven knowledge of transmission, broadcasting, switching, control, and

operation of telecommunications systems.

 Practical application of engineering science and technologies, including

applying principles, techniques, procedures, and equipment to the design
and production of various goods and services.

 Age: At least 23 years

 Expertise in handling complex computer hardware installation

 Capability of devising remedial measures on an immediate basis to fix

problems within the shortest possible time.

 Expertise in teaching others about network protocol.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Personal Assistant to Manager IT

Job Title: Personal Assistant to Manager IT

Department: IT

Reports to: Manager, IT

Accountable to: Manager, IT

Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

 Age: Between 22 - 32

298
  Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Office Clerks, Information Technology
Department

Job Title: Office Clerk

Department: IT

Reports to: Deputy Manager IT, IT Officers

Accountable to: Deputy Manager IT, IT Officers

Number of Posts: 2

▌ Job Description:

 Assist the Deputy Manager and other officers in their daily administrative
duties including filing, copying, faxing, arranging travel and any other
requested administrative task

 Handle incoming calls and walkup appointments in a discrete and

professional manner

 Prioritize client scheduling on a case-by-case basis maintaining privacy

and confidentiality

 Generate consistent and professional correspondence with inside and

outside clients

 Regular communication with customers, employees, and other individuals

to answer questions, giving and explaining information, take orders and
address complaints.

 Operate office machines, such as photocopiers and scanners, facsimile

machines, voice mail systems and personal computers.

 Review files, records, and other documents to obtain information to

respond to requests.

298
▌ Job Requirements

 Bachelor’s degree in any discipline from any university

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Excellent listening, speaking, and written skills (in both English and
Bengali).

 At least 1 years general clerical experience

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary 4041

Yearly Bonus (Basic salary*2) TK 5000

298
REPORTING RELATIONSHIP OF ACCOUNTS DEPARTMENT

Manager Accounts
Personal Assistant

Accounts Officer

Assistant Accounts Officer

Office Clerks

298
Job Description for Accounts Manager

Job Title: Manager, Accounts

Department: Accounts

Reports to: General Manager

Accountable to: General Manager

Number of Posts: 1

▌ Job Description:

 Developing and modifying financial models to assist colleagues with

periodic review of products prices.

 Analyze the financial details of past, present, and expected operations in

order to identify development opportunities and areas where
improvement is needed.

 Responsible for analyzing the production data as it relates to the financial

performance

 Take corporate initiatives related to financial.

 Make an analysis of mergers and acquisitions and viability of new

distribution channels.

 Develop business strategies via statistical modeling, including financial

models of production and generate analysis to support targeted sales
efforts.

 Create and compile concise financial worksheets/presentations that

communicate findings effectively.

 Manage collection and formulation of sales data and prepare

presentations for senior management.

 Assist in budgetary process and monitoring of sales activity.

 Coordinate with other inside and outside resources for the accumulation
of data needed to populate the sales oriented data base.

298
  Assisting in the review and interpretation of Companies cost allocation
methodologies.

 Review and interpretation of Companies statutory and regulatory

accounts.

 Providing financial and accounting advice to colleagues

 Drafting appropriate financial sections of policy documents

 Assessment of financial suitability of applicants for postal licenses; and

 Interpreting and summarizing ad-hoc financial data

▌ Job Requirements:

 MBA in Finance/Accounting from a reputed foreign or local university.

 Previous experience of at least 5 years of working in this field

 Extensive experience with MS Office applications required, including

Excel, Word and PowerPoint

 Strong organizational and administrative skills

 Ability to manage multiple projects simultaneously with attention to

priorities and deadlines.

 The ability to choose the right mathematical methods or formulas to solve

a problem.

 Ability to communicate effectively and tactfully with persons on all levels.

 Ability to represent Company at meetings with external organizations.

 Ability to draft clear and concise documents for publication, explaining

Companies decisions and policies.

298
▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of Gross (1250)

Salary] Monthly Withdrawal

Net salary TK40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Accounts Officer

Job Title: Accounts Officer

Department: Accounts

Reports to: Manager, Accounts

Accountable to: Manager Accounts

Number of Posts: 1

▌ Job Description:

 Assist Accounts Manager in any special projects as needed.

 Ensure that all procedures within the Operations Manual are adhered to.

 Ensure the efficient organization and running of the unit.

 Keep a weekly and monthly trading account.

 Presentation of reports on general economic trends, individual

corporations, and entire industries.

 Interpret data affecting investment programs, such as price, yield,

stability, future trends in investment risks, and economic influences.

 Analyze financial information to produce forecasts of businesses,

industries and economic decisions to assist in investment decision-
making.

 Assemble spreadsheets and draw charts and graphs used to illustrate

technical reports.

 Collaborate with investment bankers to attract new corporate clients to

securities firms

 Prepare plans of action for investment based on financial analyses.

 Reconcile station logs daily and research any discrepancies

298
  Must send payroll information to Bangladesh Department of Labor as per
required

 Must maintain monthly payroll draw report.

 Must maintain a detailed accounts database with relevant information

▌ Job Requirements:

 Master’s Degree in finance, accounting, economics or equivalent work

related experience.

 Knowledge of economic and accounting principles, practices, the financial

markets, banking, the analysis, and reporting of financial data.

 Proven competencies in redefining business financial models, and

developing internal controls to support rapid business growth.

 Experience in all aspects of credit and financial analysis.

 At least 3 years experience in a similar in a medium-sized company

 Ability to apply logic and reasoning to identify the strengths and

weaknesses of alternative solutions, conclusions or approaches to
problems.

 Must know how to operate the MS Office especially MS Excel

 Ability to manage financial resources

 Must possess excellent written, verbal and mathematical skills

 The ability to listen to and understand information and ideas presented

through spoken words and sentences.

 The ability to communicate information and ideas clearly to others

 Must possess excellent written, verbal and mathematical skills

298
▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Accounts Officer

Job Title: Assistant Accounts Officer

Department: Accounts

Reports to: Accounts Officer

Accountable to: Accounts Officer

Number of Posts: 2

▌ Job Description:

 Respond to customer and vendor requests for information. Research non-

routine account information and resolve or report results to management.

 Advice and counsel customers and vendors on Company policies and

procedures.

 Research, reconcile and balance routine and non-routine financial records

with accounting reports and related financial information. Correct records
as necessary.

 Research account delinquencies; develop and distribute collections

correspondence or telephone as necessary.

 May monitor department payroll records

 Develop, maintain, and analyze budgets, preparing periodic reports that

compare budgeted costs to actual costs.

 Compute taxes owed and prepare tax returns, ensuring compliance with
payment, reporting and other tax requirements.

 Analyze business operations, trends, costs, revenues, financial

commitments, and obligations, to project future revenues and expenses
or to provide advice.

 Report to management regarding the finances of the bank.

 Keep thorough coordination with the Bangladesh Department of Taxation

and Excise Duties.

298
  Operate the field in terms of available laws.

 Innovate ways to lower the Tax & VAT paid by the organization.

▌ Job Requirement:

 BBA or bachelor degree in Finance and Accounting from a reputed

university.

 Computer Literate.

 Knowledge of administrative and clerical procedures and systems such as

word processing, managing files and records, stenography and
transcription, designing forms, and other office procedures and
terminology.

 Knowledge of economic and accounting principles, practices, the financial

markets, banking, the analysis, and reporting of financial data.

 At least 2 years experience in a similar in thread industry.

 The ability to choose the right mathematical methods or formulas to solve

a problem.

 The ability to listen to and understand information and ideas presented

through spoken words and sentences.

 The ability to communicate information and ideas clearly to others

 Ability to apply logic and reasoning to identify the strengths and

weaknesses of alternative solutions, conclusions or approaches to
problems.

 Ability to manage financial resources

298
▌ Compensation:

Basic salary TK 6000

House rent 900

Conveyance allowance 950

Dearness allowance 1150

Medical allowance 1000

Gross salary TK 10000

Provident Fund (PF) [5% of Gross (300)

Salary] Monthly Withdrawal

Net salary 9700

Yearly Bonus (Basic salary*2) TK 12000

298
Job Description for Personal Assistant to Manager Accounts

Job Title: Personal Assistant to Manager Accounts

Department: Accounts

Reports to: Manager, Accounts

Accountable to: Manager Accounts

Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

 Age: Between 22 - 32

298
  Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Office Clerks, Accounts Department

Job Title: Office Clerk

Department: Accounts

Reports to: Accounts Officer, Assistant Account Officer

Accountable to: Accounts Officer, Assistant Account Officer

Number of Posts: 3

▌ Job Description

 Assist the Accounts Officer and Assistant accounts Officer in their daily
administrative duties including filing, copying, faxing, arranging travel and
any other requested administrative task

 Handle incoming calls and walkup appointments in a discrete and

professional manner

 Prioritize client scheduling on a case-by-case basis maintaining privacy

and confidentiality

 Generate consistent and professional correspondence with inside and

outside clients

 Regular communication with customers, employees, and other individuals

to answer questions, giving and explaining information, take orders and
address complaints.

 Operate office machines, such as photocopiers and scanners, facsimile

machines, voice mail systems and personal computers.

 Review files, records, and other documents to obtain information to

respond to requests.

298
▌ Job Requirements

 Bachelor’s degree in any discipline from any university

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Excellent listening, speaking, and written skills (in both English and
Bengali).

 At least 1 years general clerical experience

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
REPORTING RELATIONSHIP OF MARKETING DEPARTMENT

Marketing Manager

Personal Assistant

Deputy Manager, Marketing

Asst. Manager

Clerks

298
Job Description for Marketing Manager

Job Title: Manager, Marketing

Department: Marketing

Reports to: General Manager

Accountable to: General Manager

Number of Posts: 1

▌ Job Description:

 Sales forecasting and targeting, achieving targeted sales.

 MIS for sales and Marketing.

 Logistics Business development in new market and segments.

 New product development based on Market feedback, pricing, production

planning.

 Interact with online marketing team to ensure consistency of promotions

Execute and analyze marketing campaigns geared to acquiring new
members through direct mail, print advertising, and internal/external
inserts.

 Protect and develop the company’s brands via suitable PR activities and
intellectual property management

 Show strategic thinking with global vision

 Perform appropriate administration, budgeting, monitoring, reporting,

communication, and liaison

 Work with the G.M and media to develop strategic member acquisition
plans that ensure acquisition budgets are met within budgeted spending,
and act independently to execute campaign details.

 Fully participate in and collaborate with the executive management team,

reporting to the Chairman

298
  Plan and manage new product development

 Analyse and develop distribution channel

 Lead sales and marketing teams and assist in planning, recruitment,

motivation, training, and development

 Building Brand and Relationships with the Media

 Stay current with the upcoming technology

 Construct the direct marketing, advertising, and promotion planning

strategies

▌ Job Requirements:

 Must have college degree and MBA is a plus.

 Minimum of 4 - 6 years experience in direct marketing.

 Possess strong oral and written communication skills.

 Project management experience and strong analytical skills.

 Ability to manage resources and budgets

 Strong understanding of profit and loss calculations and business finance

related to Marketing

 Should have an understanding of brand marketing, P&L line items and

general marketing techniques.

 Knowledge of standard office software (Word, Excel, PowerPoint,

Outlook).

 Positive attitude and the ability to manage through change.

 Possess effective interpersonal, communication, and collaboration skills

298
▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of Gross (1250)

Salary] Monthly Withdrawal

Net salary TK 40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Deputy Manager, Marketing

Job Title: Deputy Manager, Marketing

Department: Marketing

Reports to: Manager Marketing

Accountable to: Manager Marketing

Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Manager Marketing.

 Sales forecasting and targeting, achieving targeted sales.

 Logistics Business development in new market and segments.

 New product development based on Market feedback, pricing, production

planning.

 Interact with online marketing team to ensure consistency of promotions

Execute and analyze marketing campaigns geared to acquiring new
members through direct mail, print advertising, and internal/external
inserts.

 Work with the Manager and media to develop strategic member

acquisition plans that ensure acquisition budgets are met within budgeted
spending, and act independently to execute campaign details.

 Fully participate in and collaborate with the executive management team,

reporting to the Chairman

 Plan and manage new product development

 planning strategies

 Show strategic thinking with global vision

 Perform appropriate administration, budgeting, monitoring, reporting,

communication, and liaison

298
  Analyse and develop distribution channel

 Lead sales and marketing teams and assist in planning, recruitment,

motivation, training, and development

 Building Brand and Relationships with the Media

 Stay current with the upcoming technology

 Construct the direct marketing, advertising, and promotion

▌ Job Requirements:

 Must have college degree and MBA is a plus.

 Minimum of 3-4 years experience in direct marketing.

 Strong understanding of profit and loss calculations and business finance

related to Marketing

 Should have an understanding of brand marketing, P&L line items and

general marketing techniques.

 Knowledge of standard office software (Word, Excel, PowerPoint,

Outlook).

 Possess strong oral and written communication skills.

 Project management experience and strong analytical skills.

 Ability to manage resources and budgets

 Positive attitude and the ability to manage through change.

 Possess effective interpersonal, communication, and collaboration skills.

298
▌ Compensation:

Basic salary TK 20000

House rent 3000

Conveyance allowance 2500

Dearness allowance 3333

Medical allowance 4500

Gross salary TK 33333

Provident Fund (PF) [5% of Gross (1000)

Salary] Monthly Withdrawal

Net salary TK 32333

Yearly Bonus (Basic salary*2) TK 40000

298
Job Description for Assistant Manager, Marketing

Job Title: Assistant Manager, Marketing

Department: Marketing

Reports to: Deputy Manager, Marketing

Accountable to: Deputy Manager, Marketing

Number of Posts: 2

▌ Job Description:

 Assist the Deputy Manager Marketing in his daily work

 Sales forecasting and targeting, achieving targeted sales.

 MIS for sales and Marketing.

 Logistics business development in new market and segments.

 New product development based on Market feedback, pricing, production

planning.

 Interact with online marketing team to ensure consistency of promotions

Execute and analyze marketing campaigns geared to acquiring new
members through direct mail, print advertising, and internal/external
inserts.

 Work with the Directors and media to develop strategic member

acquisition plans that ensure acquisition budgets are met within budgeted
spending, and act independently to execute campaign details.

 Maintain a thorough database of customer information

 Communicate and implement the marketing strategy devised down the

organization ladder

 Assist in the selling of minutes in order to generate revenue and maximize

the value of the channel.

 Must coach the subordinate sales team

298
▌ Job Requirements:

 Must have college degree and BBA or Bachelors degree in related field.

 Experience in direct marketing is preferable.

 Possess strong oral and written communication skills.

 Project management experience and strong analytical skills.

 Knowledge of standard office software (Word, Excel, PowerPoint,

Outlook).

 Positive attitude and the ability to manage through change.

 Assist in the selling of minutes in order to generate revenue and maximize

the value of the channel.

 Coach the subordinate sales team.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Personal Assistant to Marketing Manager

Job Title: Personal Assistant to Marketing Manager

Department: Marketing

Reports to: Manager, Marketing

Accountable to: Manager, Marketing

Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

 Age: Between 22 - 32

298
  Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Office Clerks, Marketing Department

Job Title: Office Clerk

Department: Marketing

Reports to: Deputy Manager Marketing, Assistant Manager Marketing

Accountable to: Deputy Manager Marketing, Assistant Manager Marketing

Number of Posts: 2

▌ Job Description

 Assist the Deputy Manager and other officers in their daily administrative
duties including filing, copying, faxing, arranging travel and any other
requested administrative task

 Handle incoming calls and walkup appointments in a discrete and

professional manner

 Prioritize client scheduling on a case-by-case basis maintaining privacy

and confidentiality

 Generate consistent and professional correspondence with inside and

outside clients

 Regular communication with customers, employees, and other individuals

to answer questions, giving and explaining information, take orders and
address complaints.

 Operate office machines, such as photocopiers and scanners, facsimile

machines, voice mail systems and personal computers.

 Review files, records, and other documents to obtain information to

respond to requests.

298
▌ Job Requirements

 Bachelor’s degree in any discipline from any university

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Excellent listening, speaking, and written skills (in both English and
Bengali).

 At least 1 years general clerical experience

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
REPORTING RELATIONSHIP OF PRODUCTION DEPARTMENT

Production Manager

Personal Assistant

Deputy Manager, Production

Asst. Manager, Laboratory

Asst. Manager, Thread Weaving

Asst. Manager, Quality

Asst. Manager, Thread Dyeing

Asst. Manager, Inspection

Asst. Manager, Training

Junior Officer, Training

Asst. Manager, Packaging & Delivery

Store Keeper

Clerk

298
Job Description for Production Manager

Job Title: Manager, Production

Department: Production
Reports to: General Manager
Accountable to: General Manager
Number of Posts: 1

▌ Job Description:

 The primary purpose of the Production Manager is to manage the

operating/production/process/laboratory/ quarry/shipping and work forces
of the Gazipur Plant in a responsible manner that respects the needs and
concerns of the employees and the community while meeting the
production and profit goals.

 Develops and promotes a sound safety attitude among all supervised

personnel and assures that all are provided with the proper training to
perform their tasks in a safe environment.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Ensures air emissions and water discharges are in compliance. Ensures all
operations comply with applicable permits.

 Ensures that the plant is operated in a manner that produces a quality

product that matches our customers' needs and maintains our profitability.

 Proposes and implements the proper organization to accomplish goals.

 Sets responsibilities, goals, and objectives for all production participants.

 Proposes promotions and assists with recruiting. Manages the Quality

Control Department.

298
  Ensures through process studies that all production systems are operating
at optimum levels and efficiencies.

 Identifies work logs and recommends capital spending programs that

improve the plant's capacity and profitability.

 Develops production plans and implements accordingly.

 Develops a fixed operating budget consistent with the annual operating

plan.

 Develops a variable operating budget that is consistent with the annual

operating plan.

 Develops procedures that maintain compliance with all purchasing

procedures. Manages all production contractors and monitors, reduces, and
controls costs.

 Post daily and weekend plant update reports to improve plant

communication of Company goals and objectives. Hold monthly shift
foremen meetings to inform, discuss, and provide necessary training to
improve the plant operations.

 Provides technical and personal development training to aid employees in

meeting their responsibilities and prepares for future advancement.

 Monitoring product quality is another responsibility of industrial

production managers. They inspect samples of finished goods, noting any
defects in order to create statistical analyses of quality control problems.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology. Master’s degrees in industrial management or
business administration (MBA) are preferable.

 Minimum of 10 years cement plant experience, with an emphasis in

operations management.

 Companies want candidates who are capable of working with increasingly

complex production operations.

298
  Production managers, who regularly compromise, persuade, and negotiate,
also need excellent interpersonal and communication skills.

 Membership in a professional organization is common, and many

production managers attend trade shows, industry conferences, and
conventions to learn about changes in production methods, new
equipment, and technological advances.

 Demonstrated organization and delegation ability.

 Strong written and verbal communication skills.

 Ability to work in a team environment.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility

▌ Compensation:

Basic salary TK 25000

House rent 3750

Conveyance allowance 3000

Dearness allowance 5166

Medical allowance 4750

Gross salary TK 41666

Provident Fund (PF) [5% of Gross (1250)

Salary] Monthly Withdrawal

Net salary TK 40416

Yearly Bonus (Basic salary*2) TK 50000

298
Job Description for Deputy Manager, Production

Job Title: Deputy Manager, Production

Department: Production
Reports to: Manager, production
Accountable to: Manager, production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Manager Production.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Ensures air emissions and water discharges are in compliance. Ensures all
operations comply with applicable permits.

 Ensures that the plant is operated in a manner that produces a quality

product that matches our customers' needs and maintains our profitability.

 Proposes and implements the proper organization to accomplish goals.

 Operate the plant facility in compliance with all safety and environmental
standards as directed by Company policies and rules and regulations of the
country.

 Develops and promotes a sound safety attitude among all supervised

personnel and assures that all are provided with the proper training to
perform their tasks in a safe environment.

 Sets responsibilities, goals, and objectives for all production participants.

 Proposes promotions and assists with recruiting. Manages the Quality

Control Department.

298
  Identifies work logs and recommends capital spending programs that
improve the plant's capacity and profitability.

 Develops production plans and implements accordingly.

 Develops a fixed operating budget consistent with the annual operating

plan.

 Develops a variable operating budget that is consistent with the annual

operating plan.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology. Master’s degrees in industrial management or
business administration (MBA) are preferable.

 Knowledge about purchasing and accounting.

 Stay abreast of the latest production technologies and management

practices.

 Demonstrated organization and delegation ability.

 Strong written and verbal communication skills.

 Ability to work in a team environment.

 Minimum of 5 years cement plant experience, with an emphasis in

operations management.

 Companies want candidates who are capable of working with increasingly

complex production operations.

 Production managers, who regularly compromise, persuade, and negotiate,

also need excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility

298
▌ Compensation:

Basic salary TK 20000

House rent 3000

Conveyance allowance 2500

Dearness allowance 3333

Medical allowance 4500

Gross salary TK 33333

Provident Fund (PF) [5% of Gross (1000)

Salary] Monthly Withdrawal

Net salary TK 32333

Yearly Bonus (Basic salary*2) TK 40000

298
Job Description for Assistant Manager, Laboratory

Job Title: Assistant Manager, Laboratory

Department: Production
Reports to: Deputy Manager, Production
Accountable to: Deputy Manager, Production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Production.

 Develop and implement new chemical recipes and existing recipes for
producing high quality threads.

 Develop and maintain systems to establish standards relating to activities

and products.

 Develop and maintain systems to measure performance against established

standards.

 Monitor performance (in relevant areas) according to agreed standards and

take necessary action to communicate/advise/assist according to
performance levels.

 Monitor and inform/communicate/apply standards created/maintained by

external bodies, and integrate within internal quality management systems.

 Establish and implement necessary communication strategy for the

improvement and awareness of quality issues across all departments.

 Plan and manage departmental activities in accordance with agreed

budgets and timescales.

 Report as necessary on changes in standards (internally and externally

initiated) and on performance against standards.

298
  Liaise and co-operate with quality management and standards bodies (e.g.
BSI, Government Departments, HSE, etc) Manage staff according to
company standards (appraisals, discipline, training, development, etc).

 Manage departmental performance against agreed targets and budgets, and

within policies and standards.

 Liaise with customers and suppliers where necessary (where

impacting/affected by quality issues)

 Contribute to executive policy and strategy.

 (If formal director) Execute the responsibilities of a company director

according to lawful and ethical standards, as referenced in.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years thread plant experience, with an emphasis in

operations management.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

298
  Those running automatic cutting machines could need technical training,
which is available from vocational schools.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Manager, Thread Weaving

Job Title: Assistant Manager, Thread Weaving

Department: Production
Reports to: Deputy Manager, Production
Accountable to: Deputy Manager, Production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Production.

 Implement the production processes and ensure efficiency in the

production floor.

 Develop and maintain systems to establish standards relating to activities

and products.

 Develop and maintain systems to measure performance against established

standards.

 Monitor performance (in relevant areas) according to agreed standards and

take necessary action to communicate/advise/assist according to
performance levels.

 Monitor and inform/communicate/apply standards created/maintained by

external bodies, and integrate within internal quality management systems.

 Establish and implement necessary communication strategy for the

improvement and awareness of quality issues across all departments.

 Plan and manage departmental activities in accordance with agreed

budgets and timescales.

 Report as necessary on changes in standards (internally and externally

initiated) and on performance against standards.

298
  Liaise and co-operate with quality management and standards bodies (e.g.
BSI, Government Departments, HSE, etc) Manage staff according to
company standards (appraisals, discipline, training, development, etc).

 Manage departmental performance against agreed targets and budgets, and

within policies and standards.

 Liaise with customers and suppliers where necessary (where

impacting/affected by quality issues)

 Contribute to executive policy and strategy.

 (If formal director) Execute the responsibilities of a company director

according to lawful and ethical standards, as referenced in.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years thread plant experience, with an emphasis in

operations management.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

298
  Those running automatic cutting machines could need technical training,
which is available from vocational schools.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Manager, Quality

Job Title: Assistant Manager, Quality

Department: Production
Reports to: Deputy Manager, Production
Accountable to: Deputy Manager, Production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Production.

 Develop and implement quality management strategy and plans, including

resource, systems, timescales, financials, to support, contribute to, and
integrate within, the organization’s annual business plan and long term
strategy.

 Develop and maintain systems to establish standards relating to activities

and products.

 Develop and maintain systems to measure performance against established

standards.

 Monitor performance (in relevant areas) according to agreed standards and

take necessary action to communicate/advise/assist according to
performance levels.

 Monitor and inform/communicate/apply standards created/maintained by

external bodies, and integrate within internal quality management systems.

 Establish and implement necessary communication strategy for the

improvement and awareness of quality issues across all departments.

 Plan and manage departmental activities in accordance with agreed

budgets and timescales.

 Report as necessary on changes in standards (internally and externally

initiated) and on performance against standards.

298
  Liaise and co-operate with quality management and standards bodies (e.g.
BSI, Government Departments, HSE, etc) Manage staff according to
company standards (appraisals, discipline, training, development, etc).

 Manage departmental performance against agreed targets and budgets, and

within policies and standards.

 Liaise with customers and suppliers where necessary (where

impacting/affected by quality issues)

 Contribute to executive policy and strategy.

 (If formal director) Execute the responsibilities of a company director

according to lawful and ethical standards, as referenced in.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years thread plant experience, with an emphasis in

operations management.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

298
  Those running automatic cutting machines could need technical training,
which is available from vocational schools.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Manager, Thread Dyeing

Job Title: Assistant Manager, Thread Dyeing

Department: Production
Reports to: Deputy Manager, Production
Accountable to: Deputy Manager, Production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Production.

 Ensure that the manufactured product gets proper finishing through dyeing
and coloring.

 Develop and maintain systems to establish standards relating to activities

and products.

 Develop and maintain systems to measure performance against established

standards.

 Monitor performance (in relevant areas) according to agreed standards and

take necessary action to communicate/advise/assist according to
performance levels.

 Monitor and inform/communicate/apply standards created/maintained by

external bodies, and integrate within internal quality management systems.

 Establish and implement necessary communication strategy for the

improvement and awareness of quality issues across all departments.

 Plan and manage departmental activities in accordance with agreed

budgets and timescales.

 Report as necessary on changes in standards (internally and externally

initiated) and on performance against standards.

298
  Liaise and co-operate with quality management and standards bodies (e.g.
BSI, Government Departments, HSE, etc) Manage staff according to
company standards (appraisals, discipline, training, development, etc).

 Manage departmental performance against agreed targets and budgets, and

within policies and standards.

 Liaise with customers and suppliers where necessary (where

impacting/affected by quality issues)

 Contribute to executive policy and strategy.

 (If formal director) Execute the responsibilities of a company director

according to lawful and ethical standards, as referenced in.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years cement plant experience, with an emphasis in

operations management.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

298
  Those running automatic cutting machines could need technical training,
which is available from vocational schools.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Manager, Inspection

Job Title: Assistant Manager, Inspection

Department: Production
Reports to: Deputy Manager, Production
Accountable to: Deputy Manager, Production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Production.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Paying close attention to the work of Operator and Junior Operator, and
supervises the work of the other supervisors.

 Make sure that all the process and all the workers are working accurately.

 Inspects caps to ensure that they meet product specifications

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

 May inspect product sections for defects, such as tears.

298
▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years cement plant experience, with an emphasis in

operations management.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Those running automatic cutting machines could need technical training,

which is available from vocational schools.

298
▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Assistant Manager, Training

Job Title: Assistant Manager, Training

Department: Production
Reports to: Deputy Manager, Production
Accountable to: Deputy Manager, Production
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Deputy Manager Production.

 Plan departmental/functional training budgets, forecast costs and delegate

numbers as required by organizational planning and budgeting systems.

 Assess relevant training needs for staff individuals and organization, in

consultation with departmental heads, including assessment methods and
measurement systems entailed.

 Stay informed as to relevant skill and qualifications levels required by staff

for effective performance, and circulates requirements and relevant
information to the organization as appropriate.

 Produce organizational strategy and plans to meet training and

development needs, and manage training delivery, measurement and
follow-up as necessary.

 Design training courses and programmers necessary to meet training

needs, or manage this activity via external provider(s).

 Identify, select and manage external training and accreditation bodies,

agencies and providers necessary to deliver required training to
appropriate standards.

 Organize training venues, logistics, transport, accommodation as required

to achieve efficient training attendance and delivery.

298
  Plan and deliver training courses personally where necessary to augment
that provided externally or internally by others.

 Arrange for the maintenance of all necessary equipment and materials

relating to the effective delivery and measurement of training.

 Recruit, manage and develop direct-reporting staff (if applicable).

 Ensure all training activities and materials meet with relevant

organizational and statutory policies, including health and safety,
employment and equality laws.

 Monitor and report on activities, costs, performance, etc, as required.

 Develop self, and maintain knowledge in relevant field at all times.

▌ Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years cement plant experience, with an emphasis in

operations management.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

298
  Those running automatic cutting machines could need technical training,
which is available from vocational schools.

▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Junior Officer, Training

Job Title: Junior Officer, Training

Department: Production
Reports to: Assistant Manager, Training
Accountable to: Assistant Manager, Training
Number of Posts: 1

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Training.

 Assess relevant training needs for staff individuals and organization, in

consultation with departmental heads, including assessment methods and
measurement systems entailed.

 Stay informed as to relevant skill and qualifications levels required by staff

for effective performance, and circulates requirements and relevant
information to the organization as appropriate.

 Design training courses and programmers necessary to meet training

needs, or manage this activity via external provider(s).

 Organize training venues, logistics, transport, accommodation as required

to achieve efficient training attendance and delivery.

 Arrange for the maintenance of all necessary equipment and materials

relating to the effective delivery and measurement of training.

 Recruit, manage and develop direct-reporting staff (if applicable).

 Ensure all training activities and materials meet with relevant

organizational and statutory policies, including health and safety,
employment and equality laws.

 Monitor and report on activities, costs, performance, etc, as required.

298
  Develop self, and maintain knowledge in relevant field at all times.

▌ Job Requirements:

 Bachelor Degree in industrial Relation is Necessary.

 Minimum of 2 years thread plant experience, with an emphasis in

operations management.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Those running automatic cutting machines could need technical training,

which is available from vocational schools.

298
▌ Compensation:

Basic salary TK 8000

House rent 1200

Conveyance allowance 1100

Dearness allowance 2133

Medical allowance 900

Gross salary TK 13333

Provident Fund (PF) [5% of Gross (400)

Salary] Monthly Withdrawal

Net salary TK 12933

Yearly Bonus (Basic salary*2) TK 16000

298
Job Requirements:

 Degrees in management, business administration, industrial engineering,

or industrial technology.

 Minimum of 2 years thread plant experience, with an emphasis in

packaging and delivering management.

 Knowledge about purchasing and accounting.

 Ability to work in a team environment.

 Stay abreast of the latest production technologies and management

practices.

 Strong written and verbal communication skills.

 Know how to regularly compromise, persuade, and negotiate, also need

excellent interpersonal and communication skills.

 Ability to physically inspect plant properties where climbing steps, ladders

and physical exertion is a primary responsibility.

 Must understand textile characteristics and have a good sense of three-

dimensional space.

 Those running automatic cutting machines could need technical training,

which is available from vocational schools.

298
▌ Compensation:

Basic salary TK 10000

House rent 1500

Conveyance allowance 1000

Dearness allowance 3166

Medical allowance 1000

Gross salary TK 16666

Provident Fund (PF) [5% of Gross (500)

Salary] Monthly Withdrawal

Net salary TK 16166

Yearly Bonus (Basic salary*2) TK 20000

298
Job Description for Personal Assistant to Production Manager

Job Title: Personal Assistant to Production Manager

Department: Production
Reports to: Manager, Production
Accountable to: Manager, Production
Number of Posts: 1

▌ Job Summary:

 Attend personally with the Manager

 Set up Manager’s schedules.

 Arrange the supports for the Manager to follow his daily routine.

 Make the inside and outside appointments of the Manager with others.

 Prepare the official documents of the Managers as per his instruction and
be able to keep them organized.

 Receive the incoming calls of the Manager and be able to screen the
important ones.

 Make outgoing calls of the Manager as per assigned.

▌ Job Requirement:

 Bachelor’s degree in any discipline from a recognized university.

 Knowledge of administrative and clerical procedures and systems.

 Knowledge of the structure and content of the English and Bengali

languages.

 Must have sufficient knowledge of MS Office.

298
  Age: Between 22 - 32

 Previous experience not mandatory

 Understanding written sentences and paragraphs in work related

documents.

 Talking to others to convey information effectively.

 Communicating effectively in writing as appropriate for the needs of the

audience.

 Actively looking for ways to help people.

 Possess clear and understandable voice for answering telephone

 Know how to be professional when dealing with outside parties for

appointments

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Office Clerks, Production Department

Job Title: Office Clerk

Department: Production
Reports to: Deputy Manager Marketing and all other Assistant Managers of the
Department.
Accountable to: Deputy Manager Marketing and all other Assistant Managers of the
Department.
Number of Posts: 2

▌ Job Description

 Assist the Deputy Manager and other officers in their daily administrative
duties including filing, copying, faxing, arranging travel and any other
requested administrative task

 Handle incoming calls and walkup appointments in a discrete and

professional manner

 Prioritize client scheduling on a case-by-case basis maintaining privacy

and confidentiality

 Generate consistent and professional correspondence with inside and

outside clients

 Regular communication with customers, employees, and other individuals

to answer questions, giving and explaining information, take orders and
address complaints.

 Operate office machines, such as photocopiers and scanners, facsimile

machines, voice mail systems and personal computers.

 Review files, records, and other documents to obtain information to

respond to requests.

298
▌ Job Requirements

 Bachelor’s degree in any discipline from any university

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Excellent listening, speaking, and written skills (in both English and
Bengali).

 At least 1 years general clerical experience

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
ORGANOGRAM OF LABORATORY SECTION OF
PRODUCTION DEPARTMENT

Asst. Manager, Laboratory

Supervisor, Laboratory

Lab Technician

Lab Assistant

298
Job Description for Supervisor, Laboratory

Job Title: Supervisor, Laboratory

Department: Production
Reports to: Assistant Manager, Laboratory Section
Accountable to: Assistant Manager, Laboratory Section
Number of Posts: 3
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Laboratory

Section.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Supervises the Operates and the Junior Operators of the Floor.

 Supervises the work of all the people in the laboratory.

 Take care of the machineries for production.

 Make sure that all the process and all the workers are working accurately.

 Inspects caps to ensure that they meet product specifications

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

 May inspect product sections for defects, such as tears

298
▌ Job Requirements:

 Minimum has to pass BA or equivalent degree.

 May be a Male or Female.

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Listening, speaking, and written skills (in both English and Bengali).

 At least 1 years experience in related fields.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Lab Technician

Job Title: Technician, Lab

Department: Production
Reports to: Supervisor, Laboratory Section
Accountable to: Supervisor, Laboratory Section
Number of Posts: 10
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Laboratory Section.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Ensure that the recipes of production are followed meticulously.

 Experiment to process new products.

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

298
▌ Job Requirements:

 MSC in Industrial Production or Chemistry.

 Age between 35-40.

 At least 2 years experience in the thread or similar industry.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
Lab Assistant

Job Title: Assitant, Laboratory

Department: Production
Reports to: Supervisor, Laboratory Section
Accountable to: Supervisor, Laboratory Section
Number of Posts: 15
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Laboratory Section.

 Help the Lab Technicians in innovating new products.

 Help the Lab Technician to improve existing products.

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

298
▌ Job Requirements:

 Minimum HSC pass from Science division.

 Age between 20-35.

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
ORGANOGRAM OF THREAD WEAVING SECTION OF
PRODUCTION DEPARTMENT

Asst. Manager, Thread Weaving

Shift Supervisor

W/M (Weaving Machine) Operator

Soft W/M Operator

298
Job Description for Shift Supervisor, Thread Weaving

Job Title: Shift Supervisor, Thread Weaving,

Department: Production
Reports to: Assistant Manager, Thread Weaving Section
Accountable to: Assistant Manager, Thread Weaving Section
Number of Posts: 5
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Thread

Weaving section.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Supervises the Operates and the Junior Operators of the Floor.

 Supervises the work of all the people in the laboratory.

 Take care of the machineries for production.

 Make sure that all the process and all the workers are working accurately.

 Inspects caps to ensure that they meet product specifications

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

 May inspect product sections for defects.

298
▌ Job Requirements:

 Minimum has to pass BA or equivalent degree.

 May be a Male or Female.

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Listening, speaking, and written skills (in both English and Bengali).

 At least 1 years experience in related fields.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
W/M Operator

Job Title: W/M operator, Thread Weaving

Department: Production
Reports to: Supervisor, Thread Weaving Section
Accountable to: Supervisor, Thread Weaving Section
Number of Posts: 40
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Thread Weaving

Section.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Operate the weaving machines to create high quality Embroidery Threads.

 Maintain safety regulations while working.

 Avoid tardiness and focus on increasing productivity.

298
▌ Job Requirements:

 Minimum HSC pass.

 Age between 25-30.

 At least 2 years experience in the thread or similar industry.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
Soft W/M Operator

Job Title: Soft W/M Operator, Thread Weaving

Department: Production
Reports to: Supervisor, Thread Weaving Section
Accountable to: Supervisor, Thread Weaving Section
Number of Posts: 20
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Thread Weaving

Section.

 Operate the soft W/M machines to produce a certain type of Embroidery

thread.

 Maintain safety regulations while working.

 Avoid tardiness and focus on increasing productivity.

▌ Job Requirements:

 Minimum HSC pass from Science division.

 Age between 20-35.

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

298
▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
ORGANOGRAM OF QUALITY SECTION OF PRODUCTION
DEPARTMENT

Asst. Manager, Quality

Supervisor, Quality

Operator, Quality

Junior Operator, Quality

298
Job Description for Supervisor, Quality Section

Job Title: Supervisor, Quality

Department: Production
Reports to: Assistant Manager, Quality Section
Accountable to: Assistant Manager, Quality Section
Number of Posts: 5
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Quality

Section.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Supervises the Operates and the Junior Operators of the Floor.

 Take care of the machineries for production.

Job Requirements:

 Minimum has to pass BA or equivalent degree.

 May be a Male or Female.

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Listening, speaking, and written skills (in both English and Bengali).

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

298
  Ability to work as part of a team.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

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Job Description for Operator, Quality Section

Job Title: Operator, Quality

Department: Production
Reports to: Supervisor, Quality Section
Accountable to: Supervisor, Quality Section
Number of Posts: 15
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Quality Section.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Take care of the own machineries for production.

 Need exceptional hand-eye coordination.

▌ Job Requirements:

 Minimum has to pass SSC or equivalent degree.

 Age between 20-35.

 May be male or female

 Listening, speaking, and written skills

 At least 1 years experience in related fields.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

298
  Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

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Job Description for Junior Operator, Quality Section

Job Title: Junior Operator, Quality

Department: Production
Reports to: Supervisor, Quality Section
Accountable to: Supervisor, Quality Section
Number of Posts: 20
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Quality Section.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Take care of the own machineries for production.

 Need exceptional hand-eye coordination.

▌ Job Requirements:

 Minimum has to pass SSC or equivalent degree.

 Age between 20-35.

 May be male or female

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

298
▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary TK 3233

Yearly Bonus (Basic salary*2) TK 4000

298
ORGANOGRAM OF THREAD DYEING SECTION OF
PRODUCTION DEPARTMENT

Asst. Manager, Thread Dyeing

Supervisor

D/M (Dyeing Machine) Operator

Drier Operator

298
Job Description for Supervisor, Thread Dyeing

Job Title: Supervisor, Thread Dyeing,

Department: Production
Reports to: Assistant Manager, Thread Dyeing Section
Accountable to: Assistant Manager, Thread Dyeing Section
Number of Posts: 3
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Thread

Dyeing section.

 Enforces all safety policies and procedures.

 Ensures that the dyeing department is operated in full compliance with all
regulatory bodies.

 Supervises the Operates and the Junior Operators of the Floor.

 Supervises the work of all the people in the dyeing section.

 Take care of the machineries for dyeing.

 Making sure that the right batch of manufactured threads are being dyed
accordingly to the orders.

298
▌ Job Requirements:

 Minimum has to pass BA or equivalent degree.

 May be a Male or Female.

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Listening, speaking, and written skills (in both English and Bengali).

 At least 1 years experience in related fields.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
D/M Operator

Job Title: D/M Operator, Thread Dyeing

Department: Production
Reports to: Supervisor, Thread Dyeing Section
Accountable to: Supervisor, Thread Dyeing Section
Number of Posts: 5
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Thread Dyeing

Section.

 Ensure that the manufactured threads are being properly dyed according to
the order and batch number.

 Maintain safety regulations while working.

 Avoid tardiness and focus on increasing productivity.

 Apply adequate dyeing for each order.

▌ Job Requirements:

 Minimum HSC pass.

 Age between 25-30.

 At least 2 years experience in the thread or similar industry.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

298
▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
Drier Operator

Job Title: Drier Operator, Thread Dyeing

Department: Production
Reports to: Supervisor, Thread Dyeing Section
Accountable to: Supervisor, Thread Dyeing Section
Number of Posts: 10
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Thread Dyeing

Section.

 Use the machines properly to dry the freshly dyed products.

 Maintain safety regulations while working.

 Avoid tardiness and focus on increasing productivity.

▌ Job Requirements:

 Minimum SSC pass.

 Age between 20-35.

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

298
▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
ORGANOGRAM OF INSPECTION SECTION OF PRODUCTION
DEPARTMENT

Asst. Manager, Inspection

Supervisor, Inspection

Operator, Inspection

Junior Operator, Inspection

298
Job Description for Supervisor, Inspection Section

Job Title: Supervisor, Inspection

Department: Production
Reports to: Assistant Manager, Inspection Section
Accountable to: Assistant Manager, Inspection Section
Number of Posts: 5
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Inspection

Section.

 Enforces all safety policies and procedures.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Supervises the Operates and the Junior Operators of the Floor.

 Supervises the work of all the people in the production floor.

 Take care of the machineries for production.

 Make sure that all the process and all the workers are working accurately.

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

 May inspect product sections for defects,

298
▌ Job Requirements:

 Minimum has to pass BA or equivalent degree.

 May be a Male or Female.

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Listening, speaking, and written skills (in both English and Bengali).

 At least 1 years experience in related fields.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Job Description for Operator, Inspection Section

Job Title: Operator, Inspection

Department: Production
Reports to: Supervisor, Inspection Section
Accountable to: Supervisor, Inspection Section
Number of Posts: 15
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Inspection Section.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Supervises the work of all the people in the production floor.

 Make sure that all the process and all the workers are working accurately.

 Inspects caps to ensure that they meet product specifications

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

 May inspect product sections for defects, such as tears

298
▌ Job Requirements:

 Minimum has to pass SSC or equivalent degree.

 Age between 20-35.

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
Job Description for Junior Operator, Inspection Section

Job Title: Junior Operator, Inspection

Department: Production
Reports to: Supervisor, Inspection Section
Accountable to: Supervisor, Inspection Section
Number of Posts: 20
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Quality Section.

 Ensures that the plant is operated in full compliance with all regulatory
bodies.

 Supervises the work of all the people in the production floor.

 Make sure that all the process and all the workers are working accurately.

 Inspects caps to ensure that they meet product specifications

 Examines products for quality of coating.

 Routes rejected loads for further inspection, salvage, or disposal.

 May inspect product sections for defects, such as tears.

298
▌ Job Requirements:

 Minimum has to pass SSC or equivalent degree.

 Age between 20-35.

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
ORGANOGRAM OF PACKAGING AND DELIVERING SECTION
OF PRODUCTION DEPARTMENT

Asst. Manager, Packaging &

Delivering

Supervisor

Delivery Assistant

Packer

298
Job Description for Supervisor, Packaging & Delivering

Job Title: Supervisor, Packaging & Delivery,

Department: Production
Reports to: Assistant Manager, Packaging & Delivery Section
Accountable to: Assistant Manager, Packaging & Delivery Section
Number of Posts: 3
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Assistant Manager, Packaging &
Delivery section.

 Enforces all safety policies and procedures.

 Ensures that the dyeing department is operated in full compliance with all
regulatory bodies.

 Supervises the Operates and the Junior Operators of the Floor.

 Supervises the work of all the people in the packaging section.

 Take care of the machineries for packaging.

 Making sure that the right orders are being packed and shipped to the right
buyers.

298
▌ Job Requirements:

 Minimum has to pass BA or equivalent degree.

 May be a Male or Female.

 Typing or word-processing qualification, Experience in using Microsoft

Word and Excel.

 Listening, speaking, and written skills (in both English and Bengali).

 At least 1 years experience in related fields.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 3500

House rent 525

Conveyance allowance 550

Dearness allowance 558

Medical allowance 700

Gross salary TK 5833

Provident Fund (PF) [5% of Gross (175)

Salary] Monthly Withdrawal

Net salary TK 5658

Yearly Bonus (Basic salary*2) TK 7000

298
Delivery Assistant

Job Title: Delivery Assistant, Packaging & Delivery

Department: Production
Reports to: Supervisor, Packaging & Delivery Section
Accountable to: Supervisor, Packaging & Delivery Section
Number of Posts: 5
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Packaging & Delivery
Section.

 Ensure that the manufactured threads are being properly shipped according
to the order and batch number.

 Maintain safety regulations while working.

 Avoid tardiness and focus on increasing productivity.

 Apply adequate dyeing for each order.

 Keep track of orders delivered and track the product till delivery.

298
▌ Job Requirements:

 Minimum HSC pass.

 Age between 25-30.

 At least 2 years experience in the thread or similar industry.

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

▌ Compensation:

Basic salary TK 2500

House rent 375

Conveyance allowance 450

Dearness allowance 341

Medical allowance 500

Gross salary TK 4166

Provident Fund (PF) [5% of Gross (125)

Salary] Monthly Withdrawal

Net salary TK 4041

Yearly Bonus (Basic salary*2) TK 5000

298
Packer

Job Title: Packer, Packaging & Delivering

Department: Production
Reports to: Supervisor, Packaging & Delivering Section
Accountable to: Supervisor, Packaging & Delivering Section
Number of Posts: 10
Special Characteristics of the post: Shifting for 8 hours each, within 24 hours.

▌ Job Description:

 Assist in all other duties assigned by the Supervisor, Packaging &

Delivering Section.

 Pack the products properly.

 Maintain safety regulations while working.

 Avoid tardiness and focus on increasing productivity.

▌ Job Requirements:

 Minimum SSC pass.

 Age between 20-35.

 Listening, speaking, and written skills

 Ability to work on own initiative, with minimum supervision, with

flexibility and to deadlines.

 Ability to work as part of a team.

298
▌ Compensation:

Basic salary TK 2000

House rent 300

Conveyance allowance 450

Dearness allowance 283

Medical allowance 300

Gross salary TK 3333

Provident Fund (PF) [5% of Gross (100)

Salary] Monthly Withdrawal

Net salary 3233

Yearly Bonus (Basic salary*2) TK 4000

298
 JOB RANKING:

Grade Salary Range

Grade 1 TK 80000 - 100000

Grade 2 TK 40000 - 50000

Grade 3 TK 15000 – 20000

Grade 4 TK 5000 - 10000

Grade 5 TK 2000 - 40000

The Total Workforce:

The total number of workforce in the payroll is 333. However, there are other workers
for Tontu Threads Ltd. who are appointed for meeting short term needs or they called
the part time workers.

298