INDEX

SECTION 1: STATEMENT OF CORPORATE MISSION

SECTION 2: INTRODUCTION OF THE COMPANY

SECTION 4: INTRODUCTION TO THE MANUAL

SECTION 5: FUNCTIONAL ORGANIZATIONAL STRUCTURE

SECTION 6: FUNCTIONAL ORGANOGRAM

SECTION 7: POSITIONAL ORGANOGRAM

SECTION 8: GRADE, LEVEL AND EMPLOYMENT

SECTION 9: COMPONENT OF SALARY

SECTION 10: EMPLOYMENT POLICY

SECTION 11: EMPLOYMENT PROCEDURES

SECTION 12: INDUCTION PROCEDURE

SECTION 13: TERMS OF EMPLOYMENT & SERVICE RULE

SECTION 14: SALARY & BENEFITS

SECTION 15: TRAINING AND DEVELOPMENT

SECTION 16: PERFORMANCE MANAGEMENT

SECTION 17: EMPLOYEE COMMUNICATION

SECTION 18: MATERIAL RESPONSIBILITIES

SECTION 19: USE OF OFFICE INSTRUMENTS

SECTION 20:GENERAL POLICIES

SECTION 21: SAFETY AND SECURITY GUIDLINE

SECTION 22: CONCLUSION

SECTION 1: STATEMENT OF CORPORATE MISSION

“WE ARE COMMITTED TO BUILDING A LONG LASTING RELATIONSHIP WITH OUR CUSTOMERS BY OFFERING QUALITY SERVICE, UP-TO-DATE MARKET INFORMATION AND SUPERIOR PRODUCTS. WITH THIS PHILOSOPHY IN MIND, WE MUST BRING THE RIGHT PRODUCT AT THE RIGHT TIME AND OF COURSE AT THE RIGHT PLACE.

THE ‘MARKET’ AND ‘ENVIRONMENT’ ARE ALWAYS CHANGING AND WE KNOW WE MUST CHANGE TOO, AS ONLY THEN CAN WE MEET THE CUSTOMER’S NEEDS”

SECTION 2: INTRODUCTION OF THE COMPANY

THE ORGANIZATION:

EPIC was incorporated in 1971 in Hong Kong and has been in the garments business since 33 years. We primarily started with Hong Kong operations and sourced from China and many other countries and have been serving high profile customers and labels in the USA and European market for over 30 years. Today the Epic Group is a multinational company with more than 6,000 employees supporting the company’s business of manufacturing and supplying high quality garments to the top brands in the USA and European markets. With factories and offices in Hong Kong, USA, Canada, China, Bangladesh and Vietnam, the group has a global presence with exports of over 2 million pieces a month. Our factories use state of the art technologies and are fully compliant. All our factories adhere to AQL 2.5 Quality system.

Corporate Offices:

a. Head Office:

EPIC DESIGNERS LTD – Hong Kong

Epic Designers Ltd Hong Kong is group prime interface office for the whole Epic Group.

b. Sales Office:

EPIC DESIGNERS LTD – Hong Kong

Proven leader in Product Development and Design area.

EPIC AMERICAS INC. – New York

Bases a strong market intelligence team & a sales team to strengthen service, communication & follow up with key clients.

EPIC CANADA – Toronto

To expand on market intelligence throughout Canada & to expand links with Canadian clients.

EPIC DESIGNERS LTD. – Bangladesh

Largest agent from Bangladesh since 1984 with 30 million pieces annual volume.

c. Textile Offices:

ALPHA START LTD – Hong Kong

In house trim/fabrics sourcing team of over 100 people working on trim/fabric development and sourcing of trims/fabrics for our garment orders.

CLASSIC TEXTILES LTD – China

Textile converter in China exporting 20 million yards of fabric to client in USA and Europe.

d. Manufacturing Facilities:

EPIC VIETNAM LTD – Ho Chi Minh

Fashion factory making jackets, pants, skirts. With in-house washing facilities and an annual production of 3 million pieces, this factory is in Vietnam, which is due for a WTO membership, by early 2006.

DESIGN ARTWORKS PVT LTD – Bangladesh

Embroidery facilities using latest Barudan and Tajima computerized machine.

C. I. P. L (COSMOPOLITAN INDUSTRIES PVT. LTD) – Bangladesh

State of Art, Modern, fully air-conditioned Garment manufacturing facility with the capacity of producing 30,000 pcs per day.

Washing plant capable of washing 34,000 pieces per day with various washing facilities viz. enzyme wash, vintage denim washes, tinting, sand blasting and garment dyeing.

First of its kinds Post cure/Wrinkle free unit in Bangladesh with continuous ovens capable of permanent crease, Wrinkle free, Stain resistant, Fade resistance and other such finishes.

SECTION 3: ROLE & MISSION

q To Achieve Qualitative leadership in Garments Market through:

Ø Develop & supply products suitable for the emerging trends in the International market and to develop an image of the company as most suitable for these new trends.

q Continuous improvement in the service levels of Order Dispatches to customers so as to be considered the most reliable supplier in the Industry, by:

Ø Greater coordination and information flow between Garments, Washing Plant, Wrinkle Free, Production Support and Service Support Divisions

Ø Modification of inventory control and production planning systems.

Ø Establishing a more efficient computerized system for order execution.

q Improvement in sales-force capabilities by providing training in the areas of:

Ø Technical knowledge

Ø Selling Skills

Ø Understanding of specific requirements of foreign buyers.

Ø Problem solving ability

q Improvement in knowledge in the following areas:

Ø Emerging trends in international market.

Ø Customer’s requirements

Ø Quality of competitor’s products.

Ø Feedback of quality of our products.

q Adapting communication modes and messages to establish among consumers a favorable image for the company and its products.

q To maintain a high degree of consumer orientation across functions in the company through sharing of market responses and our commitment to consumers as an objective to achieve leadership in woven Garments market.

SECTION 4: INTRODUCTION TO THE MANUAL

· This manual aim to cover in detail Personnel policies of the company that are applicable to employees of staff cadre in CIPL, Ashulia, Dhaka. Its coverage includes personnel administration, salary, perquisites, allowances, statutory benefits, others benefits and other miscellaneous issues.

· Contents have been organized under various sections for the convenience of users. There are sections, which are policy related and administrative in nature. A section on General Work Practices to be observed has also been included.

· Section on ‘Benefits’ are governed by enactments, statutes and rules determined by the Government and the respective Company Policies. These sections, as described in this manual, give the provisions in vogue at the time of release of the manual.

· Any amendments to the procedures and systems outlined in the Manual will be notified. These notifications will be incorporated and an updated version of the Manual will be brought out once every three years.

· The Managing Director (CIPL, Ashulia Dhaka) is the releasing authority for sections of the Manual.

· Suggestions for improving this manual and modifying existing local policies should be made to the Managing Director (CIPL, Ashulia Dhaka).

This manual is the property of :

Cosmopolitan Industries (Pvt.) Limited

Khejurbagan, Bara Ashulia

P.S.: Ashulia, Dist. : Dhaka

Bangladesh.

This manual should not be given to any person outside CIPL without the prior approval of the Managing Director, CIPL

SECTION 5: FUNCTIONAL ORZATIONAL STRUCTURE

CIPL Bangladesh functional organization structure classification is as follows:

(Attached herewith in separate sheet)

A. DIVISIONS: There will be 6 functional divisions:

1. GARMENTS

2. WASHING PLANT

3. WRINKLE FREE

EMBROIDERY

SECTION 6: FUNCTIONAL ORGANOGRAM

(Attached herewith in separate sheet.)

(Attached herewith in separate sheet)

SECTION 7: POSITIONAL ORGANOGRAMS

SECTION 8: GRADE, LEVEL

SALARY GRADE AND LEVEL FURNISHED BELOW

GRADE & LEVEL

Sl. No.	Grade Level	Designation	Salary	Basic Qualification	Additional Qualification	Minimum Experience
01.	G-2	Sr. GM/GM	60000 -100000	Graduate/ Professional	Post Graduate Diploma	15 yrs
02.	G-1	DGM/AGM	50000 - 75000	Graduate/ Professional	Post Graduate Diploma	10 yrs
03.	M-2	Sr. Manager/ Manager	40000 - 55000	Graduate/ Professional	Post Graduate Diploma	8 yrs
04.	M-1	Dy. Manager/ Asst. Manager	20000 - 40000	Graduate/ Professional	Post Graduate Diploma	5 yrs
05.	M-0	Management Trainee	15000 - 20000	Business Graduate/ Professional	BIFT Diploma	N/A
06.	E-2	Sr. Executive / Executive	15000 - 20000	Business Graduate/ Professional	BIFT Diploma	N/A
07.	E-1	Dy. Executive/ Asst. Executive	12000 - 15000	Business Graduate / Diploma / Vocational	BIFT Diploma	2
08.	E-0	Executive Trainee	7000 - 10000	Business Graduate / Diploma / Vocational	BIFT Diploma	N/A
09.	O-2	Senior Officer / Officer	8001 - 12000	Graduate / Diploma / Vocational		3
10.	O-1	Dy. Officer/ Assistant Officer	6001 - 9000	Graduate / Diploma / Vocational		2
11.	O-0	Officer - Trainee	3000 - 5000	Graduate / Diploma / Vocational		0

SECTION 9: COMPONENT OF SALARY

Proposed component of wages has been furnished below:

Stds

Items

Criteria

Frequency

G-2

G-1

M-2

M-1

E-2

E-1

E-0

S-2

S-1

S-0

W-3

W-2

W-1

W-0

Legal & Statutory

Basic Salary

All

Monthly

House Rent Allowance

All

Monthly

Medical Allowance

All

Monthly

Conveyance

All

Monthly

Production Bonus

All

Yearly

Festival Bonus

All

½Yearly

Yearly Increment

All

Yearly

Special Increment

Deserving

Yearly

P.F

All

Monthly

Group Insurance

All

Yearly

Gratuity

All

Yearly

Canteen

All

Daily

Medical Center & First Aid

All

Daily

Others Benefit

Entertainment allowance

Staff

Daily

Lunch

All

Daily

Tea

Staff

Daily

Leave Traveling Allowance

Staff

Yearly

Long Service Benefits

All

5 Years

Personal Conveyance

Managers

Mobile Phone

Managers

Monthly

Special Allowance Incentive

Land Phone Connection

GM's

Monthly

Laptop facility

GM's

Internet Connection

Sr.Officers

Picnic/Sports/Cultural show

All

Yearly

Sports Complex

All

Daily

Transport Pickup/drop

All

Daily

Personal Assistant

Sr.Officers

Daily

Air Condition

Sr.Officers

Daily

Training facility

All

Spl add responsibility allow

Deserving

Monthly

SECTION 10: EMPLOYMENT POLICY

10.1 OBJECTIVES:

§ Ensure right person in right position on right time

§ Ensure fair judgment throughout the recruitment processes

§ Ensure recruitment done systematically and smoothly

§ Ensure everyone gets equal opportunity for employment

10.2 POLICY:

Ø CIPL employs the best person for every position amongst those made available for selection, according to the company’s authorized employment procedure.

Ø No employment in any category can be made unless the position has been approved in writing by competent authorities.

Ø CIPL shall hire staff directly and referenced employment is discouraged

Ø All employment should be based on fulfilment of respective minimum qualification and requirements for respective position.

Ø CIPL shall not employ any employee below eighteen (18) years of age

Ø CIPL shall ensure Equal Opportunity and no discrimination. No discrimination is made in selection due to religion, cast, creed, gender or regional consideration.

Ø Probation period is 6 months for the employees in staff cadre and its may extended for another period of 3 to 6 months if individuals performance found not satisfactory

Ø Increments & promotions are given based on the individual skill & performance without any discrimination.

Ø Maternity benefits to the female staff are given as indicated by the law of the land.

Ø No discharged or dismissed employees of the company shall be re-employed except under the requirements of law.

Ø Any person related to any employee of the company, might it be the management or a officer, will not be employed in the department supervised or managed by such members. This is necessary to prevent likely friction, suspicion, criticism and possibilities of favouritism.

Ø Those who have been convicted by any court of law for criminal offences like theft, assault, forgery, murder and the like will not be considered for employment if it has been declared to the management. In the event the management finds out at a later date, will not allow the person to work as they made a false declaration at the time of interview.

Ø The date on which the employee reports to work after recruitment will be the date of his appointment in the company. The probationary period of employee will begin thereafter as usual.

EXTENT OF APPLICATION:

This policy shall equally apply to all full-time permanent staff members working in CIPL under Bangladesh.

SECTION 11: EMPLOYMENT PROCEDURES

11.1 OBJECTIVE

Ø Ensure recruitment and selection done in an organized & systematic manner.

Ø Ensure employer provide equal opportunity to every candidates

Ø Ensure manpower plan and recruitment plan followed properly

11.2 TYPE OF RECRUITMENT

Ø Increase in the sanctioned staff manpower strength for the Plant.

Ø Separation of staff due to resignation, termination/discharge, death, superannuating and retirement.

11.2 PRE RECRUITMENT ACTIVITIES

Recruitment shall be conducted in the following manner:

1. Concerned Divisional Head shall submit Manpower Requisition on company’s prescribed Manpower Requisition Form (annexure 1) to the HR & Personnel Section at least 1 month before of selection and placement. The following documents shall be submitted by the Divisional Head with Manpower Requisition Form:

a. Approved Manpower Plan/Standard Manpower Set up (annexure 2)

b. Job Evaluation for required position (annexure 3)

2. Recruitment team of HR & Personnel shall review the Manpower requisition and take necessary steps to approve it.

3. Recruitment team of HR & Personnel prepare recruitment plan and send it to concerned divisional head, CEO, CFO and COO for information

4. Recruitment team of HR & Personnel formally starts sourcing the applications by following methods:

a. Check internal and Application/CV data Bank

b. Search suitable candidates through internet browsing

c. Paper Advertisement

d. Through Head Hunting

e. Sourcing applications from Placement consultants and agencies.

5. Recruitment Team collect / receive CV/Application and prepare a candidate summery.

6. Recruitment Team short list candidates from candidate/applicant summery sheet

7. Short listed candidates shall be called for preliminary interview on a schedule date.

11.3 RECRUITMENT, DAY ONE

1. PRELIMINARY INTERVIEW

On the day of interview, Recruitment Team shall arrange Preliminary Interview.

Purpose of Preliminary Interview is as follows:

Ø To check Appearance of candidates

Ø To check individual’s getup and presentation

Ø To check whether the candidate is fit or not for the next interview

INTERVIEW BOARD FOR PRELIMINARY INTERVIEW

Grade	Member of Interview Board
G-1, G-2	Head of HR & Admin
M-2, M-1, M - 0	Concerned RO 1 and RO 2 and Head of HR & Admin
E –2, E-1,	Concerned RO 1 and RO 2 and Manager (Recruitment)
E-O, O-2, O-1, O-0	Concerned RO 1 and RO 2 and Manager (Recruitment)

*RO : Reporting Officer

2. 2^ND INTERVIEW

A. WRITTEN TEST FOR NOT TECHNICAL POSITIONS

Candidates successfully overcome the preliminary interview, shall appear for written examination. This written shall be arranged for non-technical positions. Purpose of the written examination is:

Ø Report written capability

Ø Subject oriented knowledge

Ø Job related knowledge

SUBJECT OF WRITTEN TEST

Post	Grade	Tests to be administered	questioner prepared by	Points	Time
Management Trainee	M-0	a. Academic Subject oriented test, b. Written capability test, c. General Knowledge	Concern Divisional Head	100	1½ hr
Dy. Executive, Asst. Executive, Executive Trainee	E-1 E-0	a. Job related Theoretical knowledge test b. Report writing capability	Concern Divisional Head	50	½ hr
Dy. Officer, Asst. Officer, Officer Trainee	O-1 O-0	a. Job related Theoretical knowledge test b. Report writing capability	Concern Divisional Head	50	½ hr

GUIDELINES FOR SHORT LISTING CANDIDATES AFTER THE WRITTEN TEST: The tests are eliminative in nature and their purpose is to screen out candidates without the basic knowledge aptitude and mental ability. A candidate must secure a minimum of 40% marks to qualify in the written test for the group discussion or the preliminary interview. Candidates applying in the workmen cadre must qualify in the physical and Colour tests to be considered for the preliminary interview.

B. TECHNICAL/SKILLED TEST FOR TECHNICAL POSITIONS:

Candidates successfully overcome the preliminary interview, shall appear for technical test/practical test. Technical/Practical test is for the Technical positions. Purpose of the Technical Test is:

Ø Technical/Skilled Knowledge test

Ø Knowledge on production processes

Ø Job related knowledge

SUBJECT OF TECHNICAL TEST

Post	Grade	TECHNICAL TEST PROGRAM	Test program prepared by	Points	Time
Manager/Dy. Manager/Asst. Manager	M-0	i. Machine Knowledge, ii) Processes Knowledge, iii) Line layout, iv) Pattern making, v) worker handling	Concern Divisional Head	100	3 hrs
Sr. Executive, Executive, Dy. Executive, Asst. Executive	E – 2 E - 1	a. Job related Theoretical knowledge test b. Report writing capability	Concern Divisional Head	50	3 hrs
Dy. Officer, Asst. Officer, Officer Trainee	O – 2 O - 1	a. Job related Theoretical knowledge test b. Report writing capability	Concern Divisional Head	50	3 hrs

3. FINAL INTERVIEW

Candidate successfully passed in preliminary test and written test/Skilled or Technical Test , shall be called for final interview. The interview board for the final interview is as follows:

Grade	Member of Interview Board
G-1, G-2	CHAIRMAN/MD Assist by CEO, CFO
M-2, M-1, M - 0	MD, CEO, CFO (BD), COO, Head of HR & Admin
E –2, E-1,	MD, CEO, CFO (BD), COO, Head of HR & Admin
E-O, O-2, O-1, O-0	CEO, COO, Concern Divisional Head, Head of HR & Admin

The purpose of final interview is as follows:

Ø The panel should cross check the evaluation done by the preliminary panel and then come to an independent decision.

Ø Scrutinize the original certificates of the candidate.

Ø This panel, being a senior one, should not only look at the fit of the candidate for the post applied for but also for other posts within the plant.

Ø Detailed comments of the interview panel are to be recorded in the company application form. The panel may select, waitlist or reject the candidate.

Ø Give final approval for selection and issue appointment letter

4. MEDICAL EXAMINATION

Medical examination for the selected candidates shall be done as per the medical tests specified. Candidates declared medically fit for duty by the Company’s Medical Adviser should be made an offer of appointment and joining instructions specifying the procedure for completion of joining formalities.

All through recruitment procedure, both candidates and interviewers will fill up the following documents:

a. Personal information form to be filled up by the candidates (annexure 4)

b. Interview evaluation form for staff by the interviewer (annexure 5)

c. Fitness certificate by Medical Officer (annexure 6)

d. Salary fixation form (annexure 7)

11.4 POST EMPLOYMENT FORMALITIES

a. VERIFICATION OF REFERENCES:

The Personnel Manager shall do verification of References given by the candidate during the interview. Personnel Manager shall intimate the References and obtain their report on the Reference Reporting Formats. The candidate shall be sent for medical examination based on a favourable report from the references.

d. Submission & Verification of CERTIFICATES:

Manager Personnel will verify the following certificates and retain a photocopy of each for the purpose of company record to be filed in the personal file:

a) Mark sheets and certificates of SSC, HSC, and Graduation, Post Graduation degree.

b) Testimonials & proof of courses attended.

c) Date of birth certificate or proof thereof (School Leaving certificate)

d) Relieving letter and service certificate from previous employer, if previously employed.

e) The recruit shall also submit two stamp size photographs for the purpose of identity card.

c. Issue of Appointment LETTER:

Personnel Manager Shall issues the appointment letter to the candidate only after verification of all certificates. On issue of the appointment letter the candidate must sign the acceptance of the terms and conditions as specified in the appointment letter.

Recruitment Flow Chart

Person Responsible

Place Manpower Requisition placed

Form/Format

Concern Divisional/Departmental Head

Manpower Requisition Form, Job description, Manpower planning

Check and verified the Manpower Requisition with Manpower Planning and get approval

Personnel Manager

Standard Manpower Planning Form

Personnel Manager will check existing CV Bank First

Concern Personnel Officer

CV Bank at HR & Personnel Office

If CV not found available

If available CV found in CV Bank

Concern Personnel Officer will call Interview

Over phone, Mobile and email

Personnel Manager/Personnel Officer

Advertisement in News Paper, Internal Job Search, Head Hunting

Standard Format of Paper Advertisement

Collect/Receive the Application and arrange Preliminary Interview by Prs Manager, Con. RO1, RO2

Personnel Manager/Officer will collect CV and Job Applications, and arrange Preliminary Interview

Personal Information Form, Interview Evaluation Sheet.

2^nd Interview : Written Test/Technical Test

Recruitment Team conduct written test

a. paper

b. pen

c. questioner

d. clip board

e. technical test machine and equipments

FINAL INTERVIEW

Chairman, MD supported and assists by CEO

Full Application and CV of candidate along with all other recruitment documents

FITNESS TEST

Company’s Medical Advisor

Fitness Test Format

REFERENCE & CERTIFICATES CHECK

MANAGER (RECRUITMENT)

Oval: ISSUE APPOINTMENT LETTER

Appointment letter signed by Head of HR & Admin

Standard Appointment Letter Format

SECTION 12: INDUCTION PROCEDURE

12.1 objective:

Ø Welcome the newly appointed employees with a positive manner so that he/she not think alone in the organization

Ø To give a positive feeling to the newly appointed employees about the company’s working environment

Ø Make the newly appointed employees feel free

12.2 Induction Programme

All employees joining in the Staff cadre shall undergo a Plant induction programme. The induction programme shall be designed to integrate the employee in plant operations and to impart understanding of various functions of the plant and systems in operation. The Personnel department will schedule the induction programme for new recruits.

12.3 Induction Workbook

The induction workbook has been designed for employees joining in the staff cadre. The induction workbook is divided into the following sections:

1. Section One: This section comprises of subsections on the history of the company, functions of other departments/sections and certified Standing Orders.

3. Section Two: This section comprises of the specific activities, processes of the concerned section, and the department /section induction workbook.

The Staffs during his probation period will interact with various sections of production, and other departments and gain understanding about their functioning.

12.4 Responsibility

The Section Head and Manager Personnel shall be responsible for completion of the Induction workbook.

12.5 ON DAY OF JOINING

STEP 1: Newly appointed employee shall report to personnel section at 8.00 AM. Personnel Manager shall welcome the newly appointed employees. Short briefing shall be given to the newly appointed employees about the followings:

i. Introduction of CIPL

ii. Objectives of the Company

iii. Rules and Regulations

iv. Salary and Benefits

v. Policies and procedures

vi. Working ethics and company culture

STEP 2: Personnel Section shall open concerned new employees account in the software, open file/files, issue attendance & ID card. After that newly employees shall be guided to visit whole plant and introduce with the key personnel of different Division/Department/Section.

STEP 3: Introduce with CEO, CFO and COO.

After that, Personnel Section shall handover the new employees to their concerned Divisional/Departmental Head.

STEP 4: Divisional/Departmental Head shall introduce the new employees to other staff and workers. A detail briefing by Divisional/Department Head shall be given to the newly appointed employees. Main points of that briefing shall be as follows:

Ø Concerned Division/Department

Ø Role of concerned Division

Ø Divisional Functions

Ø His/their responsibilities

Ø Rules of handling company propriety

Ø Production Processes

Divisional/Departmental Head shall allocate new employees job station and issue job description.

SECTION 13: TERMS OF EMPLOYMENT & SERVICE RULE

13.1 EMPLOYMENT

Offers made to the Employees Staff cadre are for permanent employment in the company. To become a member of CIPL family, employees has to go through all recruitment and selection procedure as prescribed by the company.

13.2 PROBATION PERIOD & CONFIRMATION OF SERVICE

Probation period shall be 6 months for the employees in staff cadre. After successfully complete the period of probation, employees shall become a permanent in service. If any employees performance dissatisfactory during probation period, the concern’s period of probation may be extended for another period of 3 to 6 months.

13.3 PROMOTION:

The management will give promotion to its employees based on the followings:

Competency to jump the next level: To achieve promotion or up gradation, employee must prove himself/herself competent and fit for the next level by dint of performance. Performance & personal development will be the main basis of getting promotion and up gradation.

Fill up the vacant position: If any existing position becomes vacant, the first priority should be given to the existing employees to fill up that vacancy.

13.4 INCREMENT:

Annual Increment shall be given to every employee of CIPL once in a year. Performance shall be the only basis to be entitled for annual increment.

13.5 OFFICE HOUR AND BREAK TIME FOR STAFF

Office hour for the staff shall be from 8 AM to 4.30 PM with ½ hour lunch break for lunch and prayer

13.6 WEEKLY HOLIDAY

a. Every employee in staff cadre shall be allowed with one-day holidays in each week.

b. Employees in staff cadre may be allowed to work in any weekly holiday if they could not finish their task during actual hour. For working on any weekly holiday, staff shall not be entitled with any extra benefits.

13.7 ATTENDANCE SYSTEM

13.8.1 EMPLOYEE ID CARD

Every employee will receive an ID card from the company as soon as he join the company. This card is proximity time attendance card, which every employee must punch/use in the time attendance machine during; entry in the office to start the duty and during departure from the office after end of the day’s work.

13.8.2 ABSENT

Ø Any type of unauthorized leave will be treated as absent from duty and any staff remains absent from duty without any information to his/her concern supervisory authority and HR & Personnel Department, he/she will be treated as absent.

Ø If any employees in staff cadre unable to attend duty for emergency reason or sudden sickness, he/she must inform his/her concern-reporting supervisor/authority within 1 hour of duty start and must provide documents (medical certificate) in favor of such sudden leave as availed. Otherwise concerned employee shall be treated as absent.

13.8.3 LATE ATTENDANCE

Ø If any staff fails to reach at office before office time starts (8 AM), he shall be considered as late for that day.

Ø If any staff is late 3 days in a month, his/her one-day basic shall be deducted.

Ø Late for more than 6 days shall be treated as habitual late attendance and proper action shall be taken against concern person.

13.8.4 OUT DUTY

In case of out duty, employee must follow the followings procedure:

Ø Arrange out permit on get pass from concern’s RO 1, RO 2.

Ø Obtain approval of the same gate pass from Divisional Head and GM (HR & Administration)

Ø Make entry of out duty details in the out duty register in the main security gate

13.9 RULES OF SEPERATION FROM SERVICE

13.9.1 RESIGNATION

An employee has to submit his/ her resignation in writing to the company at least 30 days before he/she intend to leave the company. The company would pay all the dues & accrued wages on or before the date of he/she departure.

13.9.2 TERMINATION

To terminate the service of employees by the Company, 120 days notice or 120 days basic wages in lieu of such notice must be given to the terminated Employee. The full payment of such termination must be done within 48 hours or within the date of termination

13.9.3 DISCHARGE

An employee may be discharged from service for reason of physical or mental incapacity or continued ill health or such other reasons not amounting to misconduct. The employer at the rate of one month’s basic wages, if so discharged, shall pay such employee having completed one year of continuous service, compensation for every completed year of service or for any part thereof in excess of 6 months.

13.9.4 DISMISSAL FROM SERVICE

An employee may be dismissed from service without prior notice or pay in lieu thereof or any compensation - a) If he/she is convicted for an offence involving moral turpitude or b) if he/she is found guilty of misconduct under section 18 of Terms of Employment of labor (S. O.) Act. 1965.

13.9.5 DISCIPLINARY PROCEDURES AND PUNISHMENTS

A. MISCONDUCTS:

The following act and omissions shall be treated as misconduct:

(a) Willful insubordination of disobedience, whether alone or in combination with others, to any lawful or reasonable order of superior;

(b) theft, fraud or dishonesty in connection with the employer's business or property;

(c) taking or giving bribes or any illegal gratification in connection with his or other worker's employment under the employer;

(d) habitual absence without leave or absence without leave for more than ten days;

(e) habitual late attendance;

(f) habitual breach of any law or rule or regulation applicable to the shop or commercial or industrial establishment;

(g) riotous or disorderly behavior in the shop or commercial or industrial establishment; or any act subversive of discipline;

(h) habitual negligence or neglect of work;

(i) frequent repetition of any act or omission for which an fine may be imposed;

(j) resorting to illegal strike or 'go-slow' or inciting others or resort to illegal strike or 'go-slow';

(k) falsifying, tampering with, damaging or causing loss or employers official records;

B. PROCEDURE FOR PUNISHMENT

(1) No order for discharge or dismissal of an employee shall be made unless-

(a) the allegations against him are recorded in writing; (b) he is given a copy thereof and not less than four day's time to explain; © he is given a personal hearing if such a prayer is made; and the employer or the manager approves of such order.

(2) An employee charged for misconduct may be suspended pending enquiry into the charges against him and unless the matter is pending before any Court, the period of such suspension shall not exceed sixty days; (during the period of such suspension a worker shall be paid by his employer a subsistence allowance equivalent to half of his average including dearness allowance, if any.

(3) An order of suspension shall be in writing and may take effect immediately on delivery to the worker;

(4) (a) If, on enquiry, a worker is found guilty of any of the charges alleged and is punished shall not be entitled to his wages for any period of suspension for enquiry but shall be entitled to the subsistence allowance (b) If the worker is found not guilty, he shall be deemed to have been on duty for the period of suspension for enquiry, if any and shall be entitled to his wages for such period of suspension and the subsistence allowance shall be adjusted accordingly (c) In cases of punishment, a copy of the order inflicting such punishment shall be supplied to the worker concerned.

(5) If an employee refuses to accept any notice, letter, charge-sheet, order or any other documents addressed to him by the employer, it shall be deemed that such notice, letter, charge-sheet order or the document has been delivered to him if a copy of the same has been exhibited on the notice board and another copy has been sent to the address of the worker as available from the records of the employer, by registered post

(6) In awarding punishment under this Act the employer shall take into account the gravity of the misconduct the previous record, if any, of the employee and any other extenuating or aggravating circumstances that may exist.

(7) Notwithstanding anything contained, an employer in cases of 'go-slow' or illegal strike, may discharge or dismiss one or more employee or inflict such other punishment on him or them, individually or collectively, by notice posted on the notice board, after obtaining permission from the labor court.

C. PUNISHMENTS

The Company may impose any of the following punishments depending on the gravity of the offence:-

1. Warning

2. Suspension upto seven days as a measure of lesser punishment without salary

3. Stoppage of yearly increment

4. Demotion

5. Discharge as a measure of lesser punishment

SECTION 14: SALARY & BENEFITS

14.1 SALARY

Company shall pay to their every employee in staff cadre competitive market match salary and benefits, which is not less as per legal requirements given in section 8.

14.1.1 PAYMENT OF SALARY AND MODE OF PAYMENT

CIPL shall pay the monthly salary for its every employee before 7^th of next months. Salary shall be paid through bank. Every employee in staff cadre shall maintain an account at company’s nominated Bank. Company shall send employees salary to individuals Bank Accounts based on the attendance provided by Personnel Section. The accounts department shall provide a Pay Slip to every single employee. The payslip is as follows:

Name				Employee Status
Designation				Date of Joining
Card #				Date of Confirmation
Section
Department
Division
Month	Total Days	Weekly Holiday	Govt. Holiday	Actual working Day	Present	On Leave	2) Absent	Total days due for payment
February	28	4	1	23	20	2	1	22 days
Current Salary	Other Allowance		Sub Total	Deductions		Net pay for the Month
Basic: H. Rent: Medical:__________ Total:	Conveyance: Telephone: -----------: -----------:__________ Total :		Salary: Allowance:________ Total:	PF : Tax : Advance : Absent:___________ Total		Basic H. Rent Medical Gross Total________________ + Other Allow.:______________ - Deduction: __________________ Net payable salary:

14.2 LEAVES

Ø Every staff is entitled to take leave as per the mentioned below. (This is only after their employment has been confirmed by the company and after successful completion of their probation period.)

Ø If any staffs are found to be absent from work without any written information to the authority for 10 or more days, he/she shall be dismissed from the service for misconduct.

14.2.1 CASUAL LEAVE

Ø Every employee is entitled for a full paid casual leave for 10 days every year.

Ø Employees who are on probation are also entitled to get casual and sick leave proportionately

Ø It can never be carried forward to the next year if not taken during the current year.

Ø It cannot be taken for more than 3 consecutive days without the prior permission of the authority.

Ø An employee has to apply to the authority in the prescribed from provided by the company to obtain such leave.

Procedure for taking casual leave:

Ø Applicant must apply on companies prescribed leave application at least 3 days before availing such leave.

Ø Applicant shall fill-up their part and take approval from their concern RO-1 and submit to the Personnel Department.

Ø Concern Personnel Department employees check his/her leave status in part 2 of leave application and forward it to the Divisional/Departmental Head to give leave permission.

Ø Divisional Head shall permit leave on part 3 of leave application and return to Personnel Department

Ø Personnel Department shall allow the concern employee to go for such leave and handover the leave permission slip (part 3 of leave application) to the concern employee.

Ø Casual leave is to meet emergencies and as such no prior permission is required for short casual leave. But if he wants to extend it , then the management has to be informed.

14.2.2 SICK LEAVE

Every employee shall be entitled to sick leave with full salary for a total period of fourteen days in a year, such leave not availed of by any employee during a calendar year may be carried forward, but the total accumulation of such leave shall not exceed twenty eight days at any one time.

Procedure for availing Sick leave:

Ø Any staff falling sick during working hour, must meet the in-house Medical Officer with prior permission from his/her concern RO 1

Ø Medical Officer examines the concern person and recommend for immediate leave or bed rest for sometimes or send back to his/her workplace based on such physical examination.

Ø Employee become sick in his/her residence and unable to attend duty, he/she must inform to his/her RO 1 or Personnel Department with the detail information (how many days need to recover). After recovering such sickness, concern employee shall first go to Company’s Medical Center.

Ø In-house Medical Officer/Doctor shall examine him/her and check his/her medical certificate. Based on in-house physical checking and examine the Medical Certificate, in house Medical Officer/Doctor will recommend for leave and also certify fit for work.

Ø Based on in house medical officers recommendation, Personnel Department complete necessary formalities for sanctioning leave.

14.2.3 ANNUAL LEAVE

Ø Every employee is entitled to full pay earn leave of 1 day for per 22 working days for staff of a year only after they have completed 12 months of continuous employment with the company.

Ø Earn leave can never be demanded as a right. The employee has to formally apply to the authority and the authority may either sanction this leave or approve the same for encasement.

Ø Earn leave can be carried forward to the next year if not taken during the current year, but the cumulative total earn leave should not exceed 30 days at any time of the year.

Ø If the earn leave is sanctioned by the authority, any holidays between the leave period will be considered within the leave.

Procedure for taking Earned leave:

Ø Employees shall apply for Earned Leave in writing.

Ø Concern Divisional/Departmental/Section shall approve/not approve this leave considering Departmental workload.

Ø Earned leave may be refused, in that case it shall encase in by the employer and money shall be paid/encash within February of every year.

Ø Employee completed one year continuous service with the company, will be entitled EL or pay in lieu of Earned Leave’

14.2.4 MATERNITY LEAVE

Ø Every female staff is entitled to maternity leave for a period of 12 weeks only after she has completed 9 months continuous employment with the company before the date of delivery.

Ø Maternity leave will start 6 weeks earlier from the expected delivery date.

Ø Concerned female staff has to apply for such leave along with the doctor’s advice at least 6 weeks before the expected delivery date.

Ø Concerned female staff has to inform the company in writing within 7 days after the child is born.

Ø A female staff is entitled to a maximum of 2 maternity leave during her employment with the company and can be apply for the 2^nd maternity leave at least 3 years after the 1^st child is born.

Procedure for maternity leave:

Ø Female staff shall inform the In-house Medical Officer/Doctor about her pregnancy soon after she conceives.

Ø In house female Doctor shall open a file for her case and will recommended her baby birth date.

Ø Counsellors of Personnel Department will arrange maternity leave as per the advise of the Doctors.

Every staff must apply leave by the company’s’ prescribed leave form attached (Annexure 8):

14.3 FESTIVAL HOLIDAYS

Every Staff shall be allowed at least 10 days’ festival holidays, with full salary in a year. The Management shall fix the days and dates for such festivals during start of the calendar year.

14.4 FESTIVAL BONUS:

Every staff will be entitled to two festival bonuses in a year equivalent to two basic salaries after completion minimum 6 months service with the company.

14.5 FREE FOOD DURING LUNCHTIME & CANTEEN FACILITIES

a. Company provides free food during Lunchtime.

b. All employees shall be taking their lunch in Factory’s canteen.

14.6 PICK UP AND DROP

Ø Company shall provide pick up and drop facilities for each and every employees under staff cadre.

Ø It is the responsibility of the staffs to reach duty on time. The company may provide pick-drop from specific locations as per company policy. It is ultimate responsibility of the employees to make plan of his/her attending duty.

14.7 PROVIDENT FUND

Company shall have a plan to introduce Provident Fund for its every staff as per the law of the land.

14.8 GRATUITY

Company shall have a plan to implement gratuity facilities for its every employee as per the law of the land.

14.10 GROUP INSURANCE

Group insurance for every employee is done as per company’s policy and existing law of the land.

14.11 Social and Cultural Policy

Company shall have the plan social and cultural programme for the employees. Social programme like Annual Picnic, Family day and some other social and cultural programme shall be designed time to time.

14.12 Medical Center and First Aid Facilities

A. MEDICAL CENTER

In order to provide basic medical facilities to all employees in line within our premises, CIPL will appoint doctors and nurses.

The company has also arranged a Health Card for every employee for the above purpose. The Health Card will be retained at the medical canter that has to be produced at the doctor’s office for treatment. The Health Card will also contain basic medical statistics including an estimated age certification by the doctor.

In addition to the above, First Aid & Nursing service will be available at the medical center during working hours.

Where there is a need of extended medical service, patients will be referred to the nearby Govt. Medical and Health Care Center or Gonoshatra Medical Center or any other nearby Clinic.

B. FIRST AID FACILITIES:

Adequate no of First Aid box will be available in every floors and workplaces. The first Aid Box’s shall contain the necessary medicine as indicated by BGMEA and local labor law. Every Aid Box will be locked and key will be hanged beside the floor security areas/floor in charge.

SECTION 15: TRAINING AND DEVELOPMENT

15.1 OBJECTIVE OF TRAINING AND DEVELOPMENT

Ø Support and Assist the Manufacturing and Business to develop highly skilled and efficient workforce in order to achieve the target of maximum quality product with customer’s satisfaction.

Ø Increase job related knowledge and skills of company’s employees for the interest of the company

Ø Ensure maximum job satisfaction by developing positive mind set up of its employees towards the company and its betterment

15.2 IMPLEMENTATION OF TRAINING AND DEVELOPMENT

Ø Facilitate job rotation.

Ø Identify suitable training venues.

Ø Arrange cross-visits.

Ø Arrange management development training.

Ø Maintain training database

Ø Establish a resource library with management-related books, videocassettes and audiocassettes.

Ø Provide guidelines for structured On-the-Job-Training

15.4 AWARENESS TRAINING

Ø Awareness on company rules and regulations

Ø Buyer Code of Conduct

Ø Health and Safety Training

Ø Use of Personal Protective Equipments

Ø Use of Fire Fighting Equipments

Ø First Aid Training

Ø Other Training

15.5 PROCEDURE FOR IDENTIFICATION OF TRAINING NEEDS

The Department Managers shall maintain training cards for all employees in their department.

The Manager (Personnel) shall send the identification of training needs formats (annexure ) for Staff employees to the Department heads in the first week of January every year. The Department head / Section Executive shall identify training needs for Staff and workmen based on the following criteria:

1. Performance on the current job and identification of areas, which need corrective inputs.

2. Areas, which need addressing for bringing about improvements in performance.

3. Nature of change in the job in future and enhancement of expected standards of performance

4. Individual’s potential to perform additional jobs and shoulder higher responsibilities.

The training needs shall be classified into the following:

a) Job related training needs

b) Generic training needs

· The Department heads and the Sectional Executives will identify training needs of Staff employees in their Departments/Sections. The Staff member must be involved in the process of identification of his training needs and the training needs must be communicated to him.

· The training needs formats duly filled must reach the Plant Personnel department by the first week of February. The training needs identified must be recorded on the training card for each employee.

15.6 PROCEDURE FOR NOMINATION OF CANDIDATES FOR TRAINING PROGRAMMES

TRAINING ANNOUNCEMENT SHEET

The Manager (Personnel) will schedule training programme as per the Plant Training Calendar. The training announcement sheet shall be sent to all concerned Departmental Managers stating the type of training programme, the date and venue, two weeks prior to the programme. The training announcement sheet will be accompanied by the profile of the Staff in the department for nomination.

15.7 NOMINATION OF CANDIDATES:

The concerned Divisional/Department head will nominate participants for the training programme as per the identified training need and send the nomination list to the Plant Personnel department within one week from receipt.

SECTION 16: PERFORMANCE MANAGEMENT

16.1 OBJECTIVE

For the Company:

Ø Having the feedback regarding a performance/achievement of the goal of the individual as well as organization in order to improve efficiency of the company.

Ø Planning personnel in order to recruitment, termination, promotion or transferring from evaluation result

Ø Planning training program to develop employee’s career matching with company’s wish

Ø Development of a skilled, technically sound, loyal and highly motivated workforce.

For the Employee:

Ø Having supporting document in order to increase salary, promotion, transfer by developing own skills and efficiency.

16.2 MAIN CONTENTS TO EVALUATE

Ø Achievement goal desired

Ø Effort to Achievement goal desired

Ø Potentiality for the future

16.3 PERFORMANCE MANAGEMENT SYSTEM

Ø Standardize job descriptions, Individual Operating Plans and other tools for defining performance standards.

Ø Ensure training in performance management.

Ø Ensure that supervisors perform their responsibilities vis-à-vis performance

Management.

Ø Ensure that midterm appraisals are performed and documented.

Ø Develop, revise and disseminate policy guidelines on staff appraisal system.

Ø Develop and monitor appraisal grievance procedure.

Ø Organize training on appraisal and monitor processes.

Ø Work with staff to achieve objectives for personal development as identified in appraisals.

Ø Ensure salary increases and other incentives as per organization's policy.

16.4 EVALUATION DURING PROBATION PERIOD:

After one month of joining, Personnel Section send performance appraisal from to concerned employees RO-1. RO-1 and RO-2 shall appraise the employee’s performance and send the same to Departmental/Divisional Head. Departmental/Divisional Head shall review the same employees performance and make comments and return to personnel section.

After three months of joining, personnel section again sent appraisal form to the concerned employees RO-1. RO-1 shall appraise the same and sent to Divisional/Department Head for review and comments. RO –2 shall review of the performance of employees, put his recommendation and send back to Personnel Section.

At least 7 days before end of probation period, Personnel section again sent appraisal form to the concerned employees RO-1 similarly. RO-1 and RO – together shall review the performance of the concerned employee and make a recommendation through Divisional Head and Operational Head. Based on the comment and recommendation of RO-1 and RO-2, Divisional Head and Operation Head shall take the final decision for confirmation

of service, extension of Probation Period or terminate the service of the concerned employee before end of probation

period. In case of extension, another performance shall be conducted for the extended period. If concerned employee fail to meet the expectation or not found fit to confirm service, his/her service shall be terminated without giving any more chance or without further extension of his/her probation period for another period of three months. If concerned employees performance found satisfactory, his/her service will be confirmed within extended period of service.

Appraisal during probation period are shown below flow chart

Flow Chart

People in charge

Form applied

Recruitment

Personnel Manager

RO 1, RO 2, Departmental/Divisional Head

Performance appraisal form

RO 1, RO 2, Departmental/Divisional Head

Performance appraisal form

Oval: Reject Rounded Rectangle: Final Appraisal after 6 month

RO 1, RO 2, Divisional Head/Departmental Head

Extension of Probation Period letter or Confirmation letter or Termination from service letter

Confirmation in Service

Extension of Probation

Personnel Manager

To issue above documents

Oval: Reject Rounded Rectangle: Appraisal for extended period

RO 1, RO 2, Divisional Head/Departmental Head

Extension of Probation Period letter or Confirmation letter or Termination from service letter

Confirmation in Service

Termination From Service

Personnel Manager

To issue above documents

16.5 APPRAISAL FOR INCREMENT/PROMOTION:

Performance of a permanent employee shall be evaluated once in every month. Personnel Section shall issue performance appraisal form for every employee in staff cadre one month before end of financial year. Every employees concerned RO-1 and RO-2 together shall conduct this performance evaluation and send back the similar to Performance Section to follow further process of early appraisal.

Performance Appraisal form(annexure 9)

SECTION 17: EMPLOYEE COMMUNICATION

17.1 NOTICE BOARD

Employer will use notice board to communicate important company information such as safety rules and management memos, notices. Each employee is responsible for reading the information that is posted. Employee should not use notice board to post material on notice board without management approval at management discretion.

17.2 EMAIL

Employees, who have email connection, should utilize it for communication with other Divisional/Departmental employees for official purpose. Official email should not use for any type of personal purpose.

17.3 SUGGESTION SCHEME

Suggestion will be available all over the Factory premises. Management always encourage to communicate with the management, always looking for suggestions that improve methods, procedures and working conditions, reduce costs or errors, and benefits the enterprise and its employee.

17.4 INTERNAL ANNOUNCEMENT

Staff shall get the Management notice, message through internal announcement by sound box that will be fixed in every workplace.

SECTION 18: MATERIAL RESPONSIBILITIES

18.1 PROTECTION OF COMPANY’S PROPERTY

a) Respect and protection of enterprise property and employees personal property in everyone's concern. If any employee find property missing or damaged, should report it to his/her Departmental Head or concern Departmental Head.

b) Am employee must not possess enterprise property for his/her personal purposes without permission or legitimate reasons.

18.2 MATERIALS RESPONSIBILITY

a) An employee who causes damage to enterprise tools and equipment or takes other action causing damage or harm to organizational property must compensate for that loss or damage in accordance with local labor law

An employee who loses tools and equipments or other property provided by the employer or who uses more materials than allowed on case by case basis, must compensate for part of, or all of, that damage at the then market price except in the case of force majored. The employer regulates cases of compensation for all of damages at the market price.

SECTION 19: USE OF OFFICE INSTRUMENTS

19.1 COMPUTER SOFTWARE PROTECTION:

It is the policy of the employer to prohibit any Employee from copying copyright protected computer software on any computer, whether owned by the employer, either directly or indirectly are required to follow the specific rules laid down by the employer

19.2 TELEPHONE, EMAIL AND INTERN ATE USE:

Telephones, e-mails and the Internet are vital part of company's business since much of company's business is handled on the phone or by e-mail or use of the Internet. Personal use of the telephone, e-mail and the Internet should be limited to emergencies and unusual circumstances. Also, personal calls should be brief. Personal long distance calls not billed to an employee may not be made without maintaining accurate records and reimbursing the employer for the cost of the call. All employees working with computers owned the employer, either directly or indirectly, is required to follow the specific rules laid down by the Employer concerning e-mail and Internet use.

SECTION 20:GENERAL POLICIES

GENERAL POLICY STATEMENT FOR THE EMPLOYEES

20.1 HEALTH AND SAFETY POLICY

New Line Clothings Ltd. recognizes that a good environmental, health safety management as a desirable and integral part of its business performance and culture and is committed to:

Ø The employee have access to proper food and water and to a healthy and clean work environment with basic health care facilities

Ø Proper cleaning methods and housekeeping are applied to all areas of work place includes toilets, canteen and proper ventilation is provided

Ø Employees will have a workplace where safety is paramount in equipment, training, management and work practices, and adequate fire system is in place and a proper Health and safety system. Management maintains the system

Ø Give due regards to the conservation of physical environment by giving high priority to minimize the impact of its activities

Ø Provide and ensure proper personal protective equipment (PPE) usage through training and supervision where appropriate

Ø Comply all National and Internal laws and buyers code of conduct in regards health and safety related issues

Ø Pro-actively seek cost-effective measures to protect the health and safety of its employees and non-company personnel on company premises and the physical environment.

Ø Train and motivate the employees to fulfil their part of the responsibility on environmental, health and safety issues and follow safe work practices

20.2 WASTAGE POLICY

The CIPL is committed to minimize the environment in all impact of its operation through:

1. Minimizing waste in production process by-

A. Deploying competent manpower and state of the art technology to maximize the fabric yield.

B. Implement more than adequate Quality control measure at every production process to reprove quality rejects.

2. Disposal of waste through vendors ensuring:

A. Recycling of waste as applicable.

B. Disposal of waste using environmental friendly processes

3. Comply all regulations related to waste disposal.

4. Encourage sourcing of raw materials from environment friendly suppliers for use in production processes.

5. Ensure adequate measure to minimize use of natural resources like gas, electricity and water.

6. Take effective steps to ensure proper accumulation and documentation of generated and disposed waste and periodically review trends on regular basis.

SECTION 21: SAFETY AND SECURITY GUIDLINE

21.1 PRIMARY TREATMENT

IF ELECTRIFIED

1. If anyone gets electrified with his/ her dress please take the blanket from the ‘Fire Point Box’ placed in front of the exit door, get it wet and embrace the burning person.

2. Let the electrified employee lie down.

3. If electrified employee becomes thirsty, wet the lip with the wet cloth.

4. If he/ she faints, take the help from company’s doctor at once.

5. It the condition is still critical, send the patient to the hospital.

DUST IN THE EYES

1. Wash the eyes with cold water to clear the dust.

2. Open up the eyes in sufficient light, point the dust in corner of eyes with soft cloth.

3. If the condition is still critical then consult the physician.

CUT & WOUND

1. Ask help from the counselor of the floor.

2. You can use ‘First Aid Box’ placed in every floor.

If the wound is of serious nature consult the doctor immediately.

21.4 FIRE SAFETY INSTRUCTIONS

1. Ring the bell at once after fire breaks out.

2. Don’t panic; go fast to the safe place and wait.

3. Charge the ‘Fire Extinguisher’ to the fire directly.

4. Firemen should ensure their own safety.

5. Inform the ‘Fire Service & Civil Defense in the preliminary stage of any type of life.

6. Switch off the main switch in case of electrical fire.

7. Roll on the floor once fire catches wearing clothes or cover yourself with the wet blanket kept in fire point. Never run-it is more dangerous.

8. Charge to the fire with the fire extinguisher using procedure.

9. Rushing may be the cause of your danger, so go slow to the safe place through emergency exit.

Uses of Fire Extinguisher

1. Remove the safety pin first.

2. Target the extinguisher to the fire.

3. Press the handle.

SECTION 22: CONCLUSION

RESPONSIBILITIES OF IMPLEMENTATION

Ø All Divisional Head, Departmental Heads are responsible to implement this Manual. HR & Personnel Department is responsible to maintain, follow up and ensure proper utilization of it.

Ø Personnel Section shall keep maintain and update of the Manual and will follow up there are no violation of HR Manual

Ø Personnel Section shall raise proposal for update, change amend this manual

Ø Employees can offer valuable suggestion through proper channel.

COSMOPOLITION INDUSTIES (PVT.) LIMITED

INDEX

SECTION 1: STATEMENT OF CORPORATE MISSION

SECTION 2: INTRODUCTION OF THE COMPANY

SECTION 4: INTRODUCTION TO THE MANUAL

SECTION 5: FUNCTIONAL ORGANIZATIONAL STRUCTURE

SECTION 6: FUNCTIONAL ORGANOGRAM

SECTION 7: POSITIONAL ORGANOGRAM

SECTION 8: GRADE, LEVEL AND EMPLOYMENT

SECTION 9: COMPONENT OF SALARY

SECTION 10: EMPLOYMENT POLICY

SECTION 11: EMPLOYMENT PROCEDURES

SECTION 12: INDUCTION PROCEDURE

SECTION 13: TERMS OF EMPLOYMENT & SERVICE RULE

SECTION 14: SALARY & BENEFITS

SECTION 15: TRAINING AND DEVELOPMENT

SECTION 16: PERFORMANCE MANAGEMENT

SECTION 17: EMPLOYEE COMMUNICATION

SECTION 18: MATERIAL RESPONSIBILITIES

SECTION 19: USE OF OFFICE INSTRUMENTS

SECTION 20:GENERAL POLICIES

SECTION 21: SAFETY AND SECURITY GUIDLINE

SECTION 22: CONCLUSION

SECTION 1: STATEMENT OF CORPORATE MISSION

THE ‘MARKET’ AND ‘ENVIRONMENT’ ARE ALWAYS CHANGING AND WE KNOW WE MUST CHANGE TOO, AS ONLY THEN CAN WE MEET THE CUSTOMER’S NEEDS”

SECTION 2: INTRODUCTION OF THE COMPANY

THE ORGANIZATION:

Corporate Offices:

a. Head Office:

EPIC DESIGNERS LTD – Hong Kong

Epic Designers Ltd Hong Kong is group prime interface office for the whole Epic Group.

b. Sales Office:

EPIC DESIGNERS LTD – Hong Kong

Proven leader in Product Development and Design area.

EPIC AMERICAS INC. – New York

Bases a strong market intelligence team & a sales team to strengthen service, communication & follow up with key clients.

EPIC CANADA – Toronto

To expand on market intelligence throughout Canada & to expand links with Canadian clients.

EPIC DESIGNERS LTD. – Bangladesh

Largest agent from Bangladesh since 1984 with 30 million pieces annual volume.

c. Textile Offices:

ALPHA START LTD – Hong Kong

In house trim/fabrics sourcing team of over 100 people working on trim/fabric development and sourcing of trims/fabrics for our garment orders.

CLASSIC TEXTILES LTD – China

Textile converter in China exporting 20 million yards of fabric to client in USA and Europe.

d. Manufacturing Facilities:

EPIC VIETNAM LTD – Ho Chi Minh

DESIGN ARTWORKS PVT LTD – Bangladesh

Embroidery facilities using latest Barudan and Tajima computerized machine.

C. I. P. L (COSMOPOLITAN INDUSTRIES PVT. LTD) – Bangladesh

State of Art, Modern, fully air-conditioned Garment manufacturing facility with the capacity of producing 30,000 pcs per day.

Washing plant capable of washing 34,000 pieces per day with various washing facilities viz. enzyme wash, vintage denim washes, tinting, sand blasting and garment dyeing.

First of its kinds Post cure/Wrinkle free unit in Bangladesh with continuous ovens capable of permanent crease, Wrinkle free, Stain resistant, Fade resistance and other such finishes.

SECTION 3: ROLE & MISSION

q To Achieve Qualitative leadership in Garments Market through:

Ø Develop & supply products suitable for the emerging trends in the International market and to develop an image of the company as most suitable for these new trends.

q Continuous improvement in the service levels of Order Dispatches to customers so as to be considered the most reliable supplier in the Industry, by:

Ø Greater coordination and information flow between Garments, Washing Plant, Wrinkle Free, Production Support and Service Support Divisions

Ø Modification of inventory control and production planning systems.

Ø Establishing a more efficient computerized system for order execution.

q Improvement in sales-force capabilities by providing training in the areas of:

Ø Technical knowledge

Ø Selling Skills

Ø Understanding of specific requirements of foreign buyers.

Ø Problem solving ability

q Improvement in knowledge in the following areas:

Ø Emerging trends in international market.

Ø Customer’s requirements

Ø Quality of competitor’s products.

Ø Feedback of quality of our products.

q Adapting communication modes and messages to establish among consumers a favorable image for the company and its products.

SECTION 4: INTRODUCTION TO THE MANUAL

· The Managing Director (CIPL, Ashulia Dhaka) is the releasing authority for sections of the Manual.

· Suggestions for improving this manual and modifying existing local policies should be made to the Managing Director (CIPL, Ashulia Dhaka).

This manual is the property of :

Cosmopolitan Industries (Pvt.) Limited

Khejurbagan, Bara Ashulia

P.S.: Ashulia, Dist. : Dhaka

Bangladesh.

This manual should not be given to any person outside CIPL without the prior approval of the Managing Director, CIPL

SECTION 5: FUNCTIONAL ORZATIONAL STRUCTURE

CIPL Bangladesh functional organization structure classification is as follows:

(Attached herewith in separate sheet)

A. DIVISIONS: There will be 6 functional divisions:

1. GARMENTS

2. WASHING PLANT

3. WRINKLE FREE

EMBROIDERY

SECTION 6: FUNCTIONAL ORGANOGRAM

(Attached herewith in separate sheet.)

(Attached herewith in separate sheet)

SECTION 7: POSITIONAL ORGANOGRAMS

SECTION 8: GRADE, LEVEL

SALARY GRADE AND LEVEL FURNISHED BELOW

GRADE & LEVEL

Sl. No.	Grade Level	Designation	Salary	Basic Qualification	Additional Qualification	Minimum Experience
01.	G-2	Sr. GM/GM	60000 -100000	Graduate/ Professional	Post Graduate Diploma	15 yrs
02.	G-1	DGM/AGM	50000 - 75000	Graduate/ Professional	Post Graduate Diploma	10 yrs
03.	M-2	Sr. Manager/ Manager	40000 - 55000	Graduate/ Professional	Post Graduate Diploma	8 yrs
04.	M-1	Dy. Manager/ Asst. Manager	20000 - 40000	Graduate/ Professional	Post Graduate Diploma	5 yrs
05.	M-0	Management Trainee	15000 - 20000	Business Graduate/ Professional	BIFT Diploma	N/A
06.	E-2	Sr. Executive / Executive	15000 - 20000	Business Graduate/ Professional	BIFT Diploma	N/A
07.	E-1	Dy. Executive/ Asst. Executive	12000 - 15000	Business Graduate / Diploma / Vocational	BIFT Diploma	2
08.	E-0	Executive Trainee	7000 - 10000	Business Graduate / Diploma / Vocational	BIFT Diploma	N/A
09.	O-2	Senior Officer / Officer	8001 - 12000	Graduate / Diploma / Vocational		3
10.	O-1	Dy. Officer/ Assistant Officer	6001 - 9000	Graduate / Diploma / Vocational		2
11.	O-0	Officer - Trainee	3000 - 5000	Graduate / Diploma / Vocational		0