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 worlds 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 Design ACore

Features

Unique two tone, matte stitching appearance. Excellent sewability. Excellent seam quality. High sheen and brilliant colors.

J Metallic

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 Polyester

Brilliant colors with a high sheen stitch 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. Brilliant colors with a silky, lustrous appearance. Soft, smooth feel. Higher sheen than polyester. Made from high tenacity rayon. Available in 3 or 4 variegated color combinations. Unique two tone, high sheen stitch appearance. Made from high tenacity rayon.

Super Strength Rayon

Twister Tweed 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. Worldclass 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

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using Statistical Process Control (SPC). TTL has adopted Six Sigma and a culture of lean manufacturing for effectively improving our processes and products.

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

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Ltd.

47

286

333

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.:

Type of Machines Weaving Machine Soft W/M Dyeing Machine Drier Tontu Threads Ltd. 35 15 4 9

Sl # 01 02 03 04

Location:
32, Kamal Ataturk Avenue,

Corporate Office:

Faruk Rupayan Tower (16th Floor), Banani, Dhaka- 1213

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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

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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.

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.

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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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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

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used for seaming everything from bathing suits to automobile upholstery.

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

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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 Construction Core Fiber Type Thread Finish

Cotton wrapped polyester Polyester wrapped polyester

Soft

Soft

Spun

Cotton

Soft, Mercerized, or Glaced Soft

Polyester

Air Entangled

Polyester

Soft

Textured

Polyester

Soft

Twisted Multifilament

Nylon Polyester

Soft 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 departments 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 workers 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 rsum 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 TTLs 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 its a Class B job. For lower level job position like peon, driver computer composed CV will be appreciated.

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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 applicants 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 TTLs 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.

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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 .Companys 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.

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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.

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.

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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.

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

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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 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.

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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.

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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.

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.

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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.

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 Ltds 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 Ltds 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 Ltds 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 employees 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.

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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 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 persons computer without permission. Excessive private use, including mass mailing, reply to all etc. that are not part of the persons 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 persons work. Management has the right to access the system to determine whether private use is excessive or inappropriate.

The following activities, using Tontu Threads Ltds 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

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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 users 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 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 employees personal file to ensure it is included in the employees 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.

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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 Ltds 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.

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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 Ltds staff recruitment and retention processes.

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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 persons 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 individuals 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 persons 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 Ltds commitment to the principles of respect and safety,

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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.

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:

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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 ask the complainant for the full story, including what happened step by step take notes, using the complainants 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

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

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

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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 companys 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 employees 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 employees 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 employees 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.

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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 Ltds 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

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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 workers 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.

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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.

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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.

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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

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

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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.

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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.

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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 Ltds 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.

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Process

During the appraisal process the manager will identify and document which areas the employees 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 managers suggestions. Requests to attend these should be submitted in writing to the employees immediate manager and must include: o suggested dates o costs o anticipated outcomes

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Superannuation

Policy

Tontu Threads Ltds 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 employees salary. These deductions will terminate when the employee is 55 years of age.

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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 hours policy will be successfully applied when all the employees become reliable and punctual in reporting for scheduled work.

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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 44hour 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.

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Continued failure to meet attendance expectations after the initial corrective action may lead to further, progressive steps up to termination of employment.

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LEAVE POLICY:
Policy Statement
Tontu Threads Ltds 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 Between 01st April and 30th June Between 01st July and 30th September Between 01st October and 31st December

14 days 10 days 07 days 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.

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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, careers 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 employees immediate family or household requires care or support).

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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

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maternity leave or to an alternative position of comparable status and pay.

Maternity leave will not count towards continuous service.

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.

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Study Leave

Employees are entitled to study leave to undertake further education courses relevant to Tontu Threads Ltds 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

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individual basis. An exchange of letters is required setting out all conditions. Leave without pay will not count towards continuous service.

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 employees manager and forwarded to payroll for action.

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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 Ltds 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.

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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.

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Motor Vehicle Rental

Policy

Approval must be obtained from the employees 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.

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Expense Reimbursement
(a)

Inland Travel Arrangement For travelling within the country an employee is entitled to the following allowance.

Wor k Gra de

Mode of Transportation

Maximum Reimbursement for Hotel, Miscellaneous in a Daily basis; for Overnight stay only (The Maximum limit is on a strictly reimbursable basis) Dhaka, Chittagong, Coxs Bazaar & Sylhet Other Places within the country 1800 1600 1400 600

Other Expenses in a Daily basis (food, local transportation, personal perquisites, medicine, etc.)

IV III II I

By Air or 1st class Train or AC Bus/Car By Air or Shovan Train or AC Bus/Car Shovan Train or AC Bus/Car Shovan Train or AC Bus

2200 2200 1800 800

800 800 700 400

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.

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(b)

International Travel Arrangement For travelling outside the country an employee is entitled to the following allowances:

Wor k Gra de

Maximum Reimbursement for Hotel, Miscellaneous & other expenses; for Overnight stay only (The Maximum limit is on a strictly reimbursable basis) Southeast Asia Hotel Allowan ce (Maxim um Limit) Other Expenses (local transporta tion, personal perquisites , medicine, etc.) (Maximum Limit) Asia Pacific and Far East Hotel Allowan ce (Maxim um Limit) Other Expenses (local transporta tion, personal perquisites , medicine, etc.) (Maximum Limit) $80 $80 $80 $30 $30 $30 $100 $100 $100 Middle east & Rest of the World Hotel Allowan ce Other Expenses (local transportat (Maxim ion, um personal Limit) perquisites , medicine, etc.) (Maximum Limit) $30 $30 $30

IV III II

$80 $80 $80

$30 $30 $30

In case, an employee travels with a family member(s), any additional charges for the extra person(s) are at the employees 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.

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Any discrepancy arising out of these rules shall be finalized in consultation with Senior Management.

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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.

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Travel Request Form Name: Position: Request for Travel: Department: Date:

Visa Required (If yes, please have your passport and 3 copies photographs available in the administration department) No: Yes: Airlines Bus Train Class: First Business

Car

Economy

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

No. of Nights: .. For Experts Only (Check Business Trip: Vocation Trip: Transfer to/from Airport: OF HEAD ... one) Signatures: (For Overseas Travel Only) . DEPARTMENT Traveler HR Department Overseas: Supporting documents for accommodation and Room Rate: 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.

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Petrol/Mileage:

Air/Bus/Train fares: (Local/Overseas) Travelling Expenses Claim Summary Form Other Traveling Exp: (Local/Overseas) Name: Employment ID: Div/Region: Position: Accommodation:

Meal: (Local/Overseas) Miscellaneous i) ii) iii) (See Attached)

Total (BDT)

Less: Advance Taken Claimant/Date (Cash Advance Voucher No.)

***The above claims/expenditures are in accordance with company guidelines and (Cash Advance Voucher Attached) policies.

FINANCE & ACCOUNTANTS DEPARTMENTS USE ONLY

Claim/Refund Concern HOD

Checked and approved by:

***I certify that the above claims/expenditures are in accordance with company Name: and policies. guidelines

Date:

..........

Posted by: Date:

Chief Financial Officer: 43

Travelling Expenses Claim Summary Form (Contd) Name: Div/Region: Employment ID: Position:

PETROL/MILEAGE: DateExpensesReceipt #Amount (BDT) T TOTAL (BDT) Air/Bus/Train Fare: DateExpensesReceipt #Amount (BDT) T TOTAL (BDT) Other Traveling Expenses: DateExpensesReceipt #Amount (BDT) T TOTAL (BDT) Others: Airport Tax, Excess Baggage, Toll, Ferry and Refreshment.

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

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Travelling Expenses Claim Summary Form (Contd)

MEALS DateDestinationPurpose of DestinationAmount (BDT)FromToDeparture (Home/Office)Arrival (Home/Office) T TOTAL (BDT) ***Meal is allowed if trip is more than 6 hours.

Miscellaneous: D 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: Date: Endorsed by: Approved by: Immediate Supervisor If Any Signed by: Designation: Date: ________________________________ Chief Financial Officer HEAD OF DEPARTMENT

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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 employees personnel file.

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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 employees 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

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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 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 employees 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 employees 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

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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 representatives visit is to observe they are not participants. We should consider an employees 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

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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 supervisors manager detailing his/her objections to the disciplinary action within three working days of notification. Managers should:

acknowledge receipt of the employees 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 employees 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 Ltds 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 employees 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 employees 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 Ltds 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.

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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.

PRIVACY
You are required to observe and uphold all of the Companys 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 months 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

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the services of the company unless 60 days have elapsed from the drawing up of the departmental proceedings,

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

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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.

In any case where during a calendar year a worker is to be laidoff 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 months notice or one months 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 months 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 months 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

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One packet of safety pins and A first aid leaflet.

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 (Per month) a. Trainee b. Un-skilled worker c. Semi skilled d. Skilled Grade 2 e. Skilled grade 1 f. High skilled

Minimum wage BDT 1652 BDT 2134 BDT 2500 BDT 2800 BDT 3000 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 companys growth depends under two circumstances: first, when they strengthen a companys 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 moneyloser. Diversifying to stabilize earning results and boost investor confidence.

A clear understanding of a companys 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

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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 Productio n Manger

Administrati on 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 organizations chairman, owner(s)/shareholders) Plan and direct the organizations 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.

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 Must act as the channels representative in its dealings with the outside world. 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 Masters 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 50,000 7,500 7,500 10,333 8,000 TK 83333 (2500)

TK 80833 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.

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 Responsible for training and communication of annual performance appraisals process for employees in collaboration with Sr. Director of HR. Review all appraisals with managers ensuring accuracy and consistency and facilitate Management Performance Appraisal Process. Ensure salaries are competitive in the market placepartnering 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

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 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

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary TK 25000 3750 3000 5166 4750 TK 41666 (1250)

Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2)

TK 40416 TK 50000

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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.

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 Support the administering of compensation, benefits and performance management systems, and safety and recreation programs. 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.

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 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 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 20000 3000 2500 3333 4500 TK 33333 (1000)

TK 32333 TK 40000

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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

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 Knowledge of company HR management principles. Experience not mandatory 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary TK 10000 1500 1000 3166 1000 TK 16666 (500)

Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2)

TK 16166 TK 20000

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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 Managers 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:
Bachelors degree in any discipline from a recognized university. Knowledge of administrative and clerical procedures and systems.

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 Knowledge of the structure and content of the English and Bengali languages. Must have sufficient knowledge of MS Office. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175)

5658 TK 7000

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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.

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Job Requirements
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125)

4041 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

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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.

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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

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Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 25000 3750 3000 5166 4750 TK 41666 (1250)

TK40416 TK 50000

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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

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Conduct routine administrative duties such as completion of reports, filing, data retrieval, liaison with equipment suppliers and service personnel, as required. 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

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Demonstrated decision-making and strategic abilities Strong relationship and interpersonal skills

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Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 20000 3000 2500 3333 4500 TK 33333 (1000)

TK32333 TK 40000

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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.

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Prepare and review operational reports and schedules to ensure accuracy and efficiency.

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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary TK 10000 1500 1000 3166 1000 TK 16666 (500)

TK16166

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Yearly Bonus (Basic salary*2)

TK 20000

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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 Managers 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:
Bachelors degree in any discipline from a recognized university. Knowledge of administrative and clerical procedures and systems.

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 Knowledge of the structure and content of the English and Bengali languages. Must have sufficient knowledge of MS Office. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary TK 3500 525 550 558 700 TK 5833 (175)

Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2)

5658 TK 7000

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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.

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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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 6000 900 950 1150 1000 TK 10000 (300)

9700 TK 12000

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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.

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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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 1800 270 400 440 450 TK 3000 (90)

2910 TK 3600

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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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175)

5658 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 6000 900 950 1150 1000 TK 10000 (300)

9700 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100)

3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100)

3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary TK 3500 525 550 558 700 TK 5833 (175)

5658

298

Yearly Bonus (Basic salary*2)

TK 7000

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

298

 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

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 1800 270 400 440 450 TK 3000 (90)

2910 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 1800 270 400 440 450 TK 3000 (90)

2910 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 1800 270 400 440 450 TK 3000 (90)

2910 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100)

3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 25000 3750 3000 5166 4750 TK 41666 (1250)

TK40416 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.

298

 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.

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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 20000 3000 2500 3333 4500 TK 33333 (1000)

TK32333 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.

298

 Project management of commercial cycle activities and delivery service implementation. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500)

TK16166 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 Managers 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:
Bachelors degree in any discipline from a recognized university. Knowledge of administrative and clerical procedures and systems.

298

 Knowledge of the structure and content of the English and Bengali languages. Must have sufficient knowledge of MS Office. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175)

5658 TK 7000

298

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
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125)

4041 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.

298

 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 25000 3750 3000 5166 4750 TK 41666 (1250)

TK40416 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.

298

 Assign and review the work of systems analysts, programmers, and other computer-related workers

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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 20000 3000 2500 3333 4500 TK 33333 (1000)

TK32333 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.

298

 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. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500)

TK16166 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500)

TK16166 TK 20000

298

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 Managers 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:
Bachelors degree in any discipline from a recognized university. Knowledge of administrative and clerical procedures and systems.

298

 Knowledge of the structure and content of the English and Bengali languages. Must have sufficient knowledge of MS Office. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175)

5658 TK 7000

298

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
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125)

4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 25000 3750 3000 5166 4750 TK 41666 (1250)

TK40416 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:
Masters 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500)

TK16166 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.

298

 Keep thorough coordination with the Bangladesh Department of Taxation and Excise Duties. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 6000 900 950 1150 1000 TK 10000 (300)

9700 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 Managers 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:
Bachelors degree in any discipline from a recognized university. Knowledge of administrative and clerical procedures and systems.

298

 Knowledge of the structure and content of the English and Bengali languages. Must have sufficient knowledge of MS Office. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175)

5658 TK 7000

298

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
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary TK 2500 375 450 341 500 TK 4166 (125)

Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2)

TK 4041 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 companys 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.

298

 Fully participate in and collaborate with the executive management team, reporting to the Chairman 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 25000 3750 3000 5166 4750 TK 41666 (1250)

TK 40416 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

298

 Perform appropriate administration, budgeting, monitoring, reporting, communication, and liaison 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 20000 3000 2500 3333 4500 TK 33333 (1000)

TK 32333 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.

298

 Must coach the subordinate sales team

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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500)

TK 16166 TK 20000

298

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 Managers 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:
Bachelors degree in any discipline from a recognized university. Knowledge of administrative and clerical procedures and systems.

298

 Knowledge of the structure and content of the English and Bengali languages. Must have sufficient knowledge of MS Office. 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175)

TK 5658 TK 7000

298

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
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125)

TK 4041 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. Masters 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. Production managers, who regularly compromise, persuade, and negotiate, also need excellent interpersonal and communication skills.

298

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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 25000 3750 3000 5166 4750 TK 41666 (1250) TK 40416 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. Masters 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 20000 3000 2500 3333 4500 TK 33333 (1000) TK 32333 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 threedimensional 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 threedimensional 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 organizations 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 threedimensional 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 threedimensional 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 threedimensional space. Those running automatic cutting machines could need technical training, which is available from vocational schools.

298

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 threedimensional space.

298

Those running automatic cutting machines could need technical training, which is available from vocational schools.

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 threedimensional space. Those running automatic cutting machines could need technical training, which is available from vocational schools.

298

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 8000 1200 1100 2133 900 TK 13333 (400) TK 12933 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 threedimensional space. Those running automatic cutting machines could need technical training, which is available from vocational schools.

298

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 10000 1500 1000 3166 1000 TK 16666 (500) TK 16166 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 Managers 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:
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 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
Bachelors 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100) 3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100) 3233 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).

298

 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 TK 7000

298

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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 TK 5000

298

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.

298

 Ability to work as part of a team.

Compensation:
Basic salary House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100) TK 3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100) 3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100) 3233 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 3500 525 550 558 700 TK 5833 (175) TK 5658 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2500 375 450 341 500 TK 4166 (125) TK 4041 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 House rent Conveyance allowance Dearness allowance Medical allowance Gross salary Provident Fund (PF) [5% of Gross Salary] Monthly Withdrawal Net salary Yearly Bonus (Basic salary*2) TK 2000 300 450 283 300 TK 3333 (100) 3233 TK 4000

298

JOB RANKING:
Grade Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Salary Range TK 80000 - 100000 TK 40000 - 50000 TK 15000 20000 TK 5000 - 10000 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