All employees i.e. probationers and permanent nature and also the branches are covered under this policy.
Human Resource Policy
1. Attendance.
1.1. Employee is expected to report to work on time and to remain on the job throughout regular work hours.
1.2. If an employee knows He/she will be late or absent from work He/she must inform supervisor as far in advance of the start of the workday as possible.
1.3. If an Employee has an urgent reason for leaving work He/she must have permission from His/her supervisor or Department head.
1.4. Attendance will be calculated by our Finger print device and hard copy. Both should match
2. Job responsibilities.
2.1. We aspect our entire Employee will work with us sincerely.
2.2. Higher authority or department head will assign Employee’s daily schedule job.
2.2.1. If higher authority or department head unable to assign the job to that
employee then he/she must complete their regular schedule job.
2.2.2. Employee must find their pending job and need to complete on time.
2.3. Employee must complete their daily job on time and give report to His/her senior or department head.
2.4. If the employee fail to complete their daily schedule job then His/her must give written statement reason for un-completing schedule job.
2.5. While on duty Employee are not allowed to use his personal laptop, mobile device etc. And Employee is not allowed to bring or use any kind of Removable device.
2.6. If any Employee doesn’t obey this rule and found responsible, company will take immediate action to that Employee. As per clause 6 (Employee Termination)
2.7. The entire employee will work for 8 hour and rest 2 hour they must solve the customer’s pending issue before leaving office.
3. Salary/ Bonus / Increment & others.
3.1. Salary
3.1.1. The Employee's will receive his basic salary, and it will calculate as their
attendance sheet and our biometric machine. If any employee get absent
without notification then it will deduct from the monthly salary.
3.1.2. If any employee is in probation period he will not get any increment or
bonus during first 3 month of service.
3.1.3. After completing 3 month probation period if the management is happy
with His/her performance then He/she might get increment, but it
depends on employee performance as per clause 5 (Employee
Performance).
3.1.4. If any employee do absent more than 10 days without any notification
the company will deduct his Earned leave if he/she have one, or else all
the leave will be unpaid and deduct from monthly salary.
3.2. Increment
3.2.1. For the permanent employee who has past more than 12 month with
Company they will get increment. As per article 4 (Company secrecy
Part ).
3.2.2. For the temporary Employee Increment will be decided by their performance
on every 6 month. As per clause 5 (Employee Performance).
3.2.3. Increment will be decided by higher authority and will declare after the board
of directors meeting. As per Article 4 (Company Secrecy)
3.3. Bonus
3.3.1. The entire Employee will receive 2 full bonuses every year.
3.3.2. if any other facilities decided by higher authority all the employee will
receive. But it depends on a he/her performance.
3.3.3. Full bonus will receive that employee who had past more than 12 month
with company.
3.3.4. Half bonus will receive that employee who hasn’t complete 12 month with
company.
3.4. Medical
3.4.1.
3.4.2.
3.5. Education
3.5.1.
3.5.2.
3.6. Transport
3.6.1.
3.6.2.
3.7. Provident fund
3.7.1.
3.7.2.
4. Leave and holiday.
4.1. Casual Leave:
4.1.1. Total CL is 5 days in a year.
4.2. Sick Leave:
4.2.1. Total Sick Leave is 10 days in a year.
4.2.2. Prescription / Medical Certificate should be attached with the Leave form.
4.3. Earned Leave:
4.3.1. Total Earned Leave is 10 days in a year.
4.3.2. All permanent employees who have already passed three consecutive years
Of service with MIM Technology Ltd. It means during first 2 years of service,
employee will not get any earn leave.
4.3.3. Earned Leave cannot be encash more than 30 days. It means accumulation
cannot be possible more than 30 days.
4.4. Three days advance intimation is required to be given for availing leave. In the
event of sick leave Employee will be required to furnish a doctor’s certificate for
the period of leave.
4.5. The company follows strict time schedule and late comings are discouraged, unless otherwise notified by Employee in advance. Late marks will be accorded
to Employee for every late entry with one day of absence counted for every
three late marks.
4.6. All Employees will get the weekly holiday, In case of any emergency if any employee has to come on duty during his holiday, he will receive an extra overtime end of the month.
5. Employee performance.
5.1. ATTENDANCE - Employee's attendance (within company guidelines) had a negative impact on the department productivity. Employee's attendances are countable. As per clause (1 Attendance)
5.2. ATTITUDE / COOPERATION - Employee's soft attitude towards most senior person, towards office colleague. Employee is a pleasure or a assignment to work with them.
5.3. DEPARTMENT AND Job Responsibilities.
5.3.1. Employee will have a broader view and deeper understanding than simply
his or her own duties.
5.3.2. Does he or she speak of the department head or company Management if
the Employee doesn’t understand their job responsibilities?
5.3.3. Employee has to complete the schedule job which may assign by
department head or company’s higher authority.
5.3.4. After completing daily schedule job, need to submit report to department
head.
5.3.5.
5.4. IMPROVEMENT FROM PREVIOUS EVALUATION - Employee demonstrated marked improvement from the previous performance evaluation.
5.5. INTEGRITY - Employee demonstrate ethical behavior in the office. Does he or she respect the privacy of other employees and of customers?
5.6. Client – The entire employee Performance can be count by our customer report. Employee need to behave well with our client and serve them on time. Client must be satisfied with employee’s service.
6. Employee termination.
6.1. Damaging Company Property
Employer will conduct a full and fair investigation of the incident. As part of the
investigation employer will try to find out whether the employee damaged the
property on not. If the employee found responsible, company can terminate him
or punished him.
6.2. Violating Company Policy.
6.2.1. If any employee doesn’t obey the attendance, absent and leave policy As per
clause (1 Attendance) then management can terminate him 1 month
advance notice.
6.2.2. If any employee disclose the company confidential information to someone
who is not employee of MIM Technologies ltd. If he found responsible
management can terminate him without any notice.
6.2.3. If any employee’s doesn’t behave well toward his department head, higher
authority or our client. Management will put that employee on probation
period for 30 days. If that employee unable to change his behavior, then
management can terminate him without notice.
6.2.4. All employees will use company mobile number, and email ID. If any
Employee found to use personal email or mobile number for company
purpose then management will take restrict action against him.
6.2.5. If any employee found to be used a personal email address, any kind of
messenger id or any social networking site while they on duty then
management can take restrict action against him or can terminate him at
the same time.
6.2.6.
6.3. Poor Performance.
6.3.1. Where the employee’s performance is grossly deficient and the likelihood
of discharge should be obvious to the employee, after 3 month probation
warnings and reasonable notice are not required to terminate the employee.
6.3.2. If the employee’s attendance is poor in every month. Employee will receive
2 warning latter on running month then management can terminate him
end of the running month or beginning of the next month.
6.3.3. If the employee fail to complete his daily schedule job, not well manner to
our client, irresponsible to work, warnings and reasonable notice are not
required to terminate the employee
6.4. High absenteeism.
6.4.1. Management will talk to employee and let him/her know that their
attendance is unsatisfactory. Management will write a note that employee has
been spoken to about he’s attendance, the employee need to sign it. It will be
kept in the file of that employee.
6.4.2. In front of the department head that employee will get written warning letter
from management for his/her assent’s, the employee must sign it. And
management will put that employee on probation period for 30 days.
6.4.3. If at the end of the 30 days the attendance of that employee has not
improved then management can terminate that employee without notice.
6.4.4. If any non permanent employee make absent more than 15 days without any
notice, then management has right to terminate him without any notice.
6.4.5. If any permanent employee attend the office after 15 days of absent without
notice, then he/she has to prove the reason of absent, if the reason is
acceptable then management will review the daily activity performance. Then
management will decide.
6.5 Using Company Property for Personal use.
6.5.1 We use computers and technical equipment to handle large amounts of
proprietary and sensitive information about our clients and vendors;
Employee’s are not allowed to use any kind of information for their personal
use.
6.5.2 While on duty Employee are not allowed to use his personal laptop, mobile
device etc, and they are not allowed to visit or use any kind of social
network site.
6.6 Negligence of work.
During working time, no employee shall solicit, or distribute literature to another employee
for any other purpose. “Working Time” refers to that portion of the working day in which
the employee is supposed to be performing actual job duties; it does not include such
times as lunchtime, break time, or time before or after a shift.
6.7 Termination.
6.7.1 If management terminates any employee with in one month advance notice, then he must inform the entire client or vendor via email or any other media which he was using to contact them before.
6.7.2 The employee must return the entire hardware product, e.g. mobile device, laptop, any other equipment provide by company with a good condition.
6.7.3 The employee must return all the USER ID and password including email address to the management with proof.
6.7.4 After terminating any employee if accounts department doesn’t give clearance report of any kind transaction, then management will stop his current month salary. Salary will paid after receiving clearance report from accounts.
7. Permanent employee policy.
7.1. A 'permanent employee' is one who has successfully completed the probationary
period.
7.2. Permanent Employee is expected to report on time to the higher authority or
department head and maintain the regular working hours and timing.
7.3. Permanent Employee's attitude should be polite towards his junior, and office
colleague.
7.4. Permanent employee wants resigned the company then he must give notice 3
month before to Management.
7.5. If Management is unsatisfied with permanent employee performance then
management can terminate him with 1 month notice.
7.6. Department head Responsibilities During the Probationary Period of new
employee.
7.6.1. Explain the purpose of the 90-calendar day probationary period to that
employee on the first day of work.
7.6.2. Provide the employee with a copy of the job description.
7.6.3. Explain the expectations regarding performance in the new position.
7.6.4. Provide training which covers the specific duties and responsibilities of the
position.
7.6.5. During the first 90 days of employment, the department head should carefully
evaluate the new employee performance, attitude, and potential for success
in the job
7.7. The department head is responsible for obtaining a Probationary Review of new employee, and submit the report after completing 90 days of probation period.
8. Probationary employee policy
8.1. A 90-calendar day probationary period is required upon initial employment as a regular, full-time or part-time staff member with our company.
8.2. Absences of 5 consecutive workdays or longer will pause the probationary period, the
department head should establish a new end date for the probationary period and inform to that employee.
8.3. If that employee can probe the reason for absent with hard copy, then management will take decision about new end date probationary period.
8.4. During the probation period new employee can take the access of all server’s with limited access.
8.5. After completing the probation if those employees got terminate then he/she must return all the username and password with evidence.
8.6. Unsatisfactory performers and unsuitable employees should be released during the end of probationary period without delay.
8.7. At the end of the probationary period, Department head should have complete confidence that the employee meets or exceeds performance standards; to know that department head must evaluate job performance.
8.8. If the employee is clearly not meeting the requirements of the job, the employee may be terminate at any time during the probationary period.
8.9. Unless account department don’t receive clearance from management about server access issue, that employee will not get his salary.
9. Working hour/shifting.
9.1. Working Hour -The hours of work and workweek, for office personnel are
generally as outlined herein. However, management may alter or change the
workday and workweek, for greater efficiency.
9.2. 1st shift hours are from 7:00 a.m. to 5:00 p.m. Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week.
9.3. 2nd shift hours are from 10:00 a.m. to 8:00 p.m. Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week
9.4. 3rd shift hours are from 1:00 P.m. to 10:00 p.m.; Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week.
9.5. 4th shift hours are from 10:00 P.m. to 7:00 a.m.; Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week.
9.6. The Office Manager or department head will schedule the.
From Bangladesh
Human Resource Policy
1. Attendance.
1.1. Employee is expected to report to work on time and to remain on the job throughout regular work hours.
1.2. If an employee knows He/she will be late or absent from work He/she must inform supervisor as far in advance of the start of the workday as possible.
1.3. If an Employee has an urgent reason for leaving work He/she must have permission from His/her supervisor or Department head.
1.4. Attendance will be calculated by our Finger print device and hard copy. Both should match
2. Job responsibilities.
2.1. We aspect our entire Employee will work with us sincerely.
2.2. Higher authority or department head will assign Employee’s daily schedule job.
2.2.1. If higher authority or department head unable to assign the job to that
employee then he/she must complete their regular schedule job.
2.2.2. Employee must find their pending job and need to complete on time.
2.3. Employee must complete their daily job on time and give report to His/her senior or department head.
2.4. If the employee fail to complete their daily schedule job then His/her must give written statement reason for un-completing schedule job.
2.5. While on duty Employee are not allowed to use his personal laptop, mobile device etc. And Employee is not allowed to bring or use any kind of Removable device.
2.6. If any Employee doesn’t obey this rule and found responsible, company will take immediate action to that Employee. As per clause 6 (Employee Termination)
2.7. The entire employee will work for 8 hour and rest 2 hour they must solve the customer’s pending issue before leaving office.
3. Salary/ Bonus / Increment & others.
3.1. Salary
3.1.1. The Employee's will receive his basic salary, and it will calculate as their
attendance sheet and our biometric machine. If any employee get absent
without notification then it will deduct from the monthly salary.
3.1.2. If any employee is in probation period he will not get any increment or
bonus during first 3 month of service.
3.1.3. After completing 3 month probation period if the management is happy
with His/her performance then He/she might get increment, but it
depends on employee performance as per clause 5 (Employee
Performance).
3.1.4. If any employee do absent more than 10 days without any notification
the company will deduct his Earned leave if he/she have one, or else all
the leave will be unpaid and deduct from monthly salary.
3.2. Increment
3.2.1. For the permanent employee who has past more than 12 month with
Company they will get increment. As per article 4 (Company secrecy
Part ).
3.2.2. For the temporary Employee Increment will be decided by their performance
on every 6 month. As per clause 5 (Employee Performance).
3.2.3. Increment will be decided by higher authority and will declare after the board
of directors meeting. As per Article 4 (Company Secrecy)
3.3. Bonus
3.3.1. The entire Employee will receive 2 full bonuses every year.
3.3.2. if any other facilities decided by higher authority all the employee will
receive. But it depends on a he/her performance.
3.3.3. Full bonus will receive that employee who had past more than 12 month
with company.
3.3.4. Half bonus will receive that employee who hasn’t complete 12 month with
company.
3.4. Medical
3.4.1.
3.4.2.
3.5. Education
3.5.1.
3.5.2.
3.6. Transport
3.6.1.
3.6.2.
3.7. Provident fund
3.7.1.
3.7.2.
4. Leave and holiday.
4.1. Casual Leave:
4.1.1. Total CL is 5 days in a year.
4.2. Sick Leave:
4.2.1. Total Sick Leave is 10 days in a year.
4.2.2. Prescription / Medical Certificate should be attached with the Leave form.
4.3. Earned Leave:
4.3.1. Total Earned Leave is 10 days in a year.
4.3.2. All permanent employees who have already passed three consecutive years
Of service with MIM Technology Ltd. It means during first 2 years of service,
employee will not get any earn leave.
4.3.3. Earned Leave cannot be encash more than 30 days. It means accumulation
cannot be possible more than 30 days.
4.4. Three days advance intimation is required to be given for availing leave. In the
event of sick leave Employee will be required to furnish a doctor’s certificate for
the period of leave.
4.5. The company follows strict time schedule and late comings are discouraged, unless otherwise notified by Employee in advance. Late marks will be accorded
to Employee for every late entry with one day of absence counted for every
three late marks.
4.6. All Employees will get the weekly holiday, In case of any emergency if any employee has to come on duty during his holiday, he will receive an extra overtime end of the month.
5. Employee performance.
5.1. ATTENDANCE - Employee's attendance (within company guidelines) had a negative impact on the department productivity. Employee's attendances are countable. As per clause (1 Attendance)
5.2. ATTITUDE / COOPERATION - Employee's soft attitude towards most senior person, towards office colleague. Employee is a pleasure or a assignment to work with them.
5.3. DEPARTMENT AND Job Responsibilities.
5.3.1. Employee will have a broader view and deeper understanding than simply
his or her own duties.
5.3.2. Does he or she speak of the department head or company Management if
the Employee doesn’t understand their job responsibilities?
5.3.3. Employee has to complete the schedule job which may assign by
department head or company’s higher authority.
5.3.4. After completing daily schedule job, need to submit report to department
head.
5.3.5.
5.4. IMPROVEMENT FROM PREVIOUS EVALUATION - Employee demonstrated marked improvement from the previous performance evaluation.
5.5. INTEGRITY - Employee demonstrate ethical behavior in the office. Does he or she respect the privacy of other employees and of customers?
5.6. Client – The entire employee Performance can be count by our customer report. Employee need to behave well with our client and serve them on time. Client must be satisfied with employee’s service.
6. Employee termination.
6.1. Damaging Company Property
Employer will conduct a full and fair investigation of the incident. As part of the
investigation employer will try to find out whether the employee damaged the
property on not. If the employee found responsible, company can terminate him
or punished him.
6.2. Violating Company Policy.
6.2.1. If any employee doesn’t obey the attendance, absent and leave policy As per
clause (1 Attendance) then management can terminate him 1 month
advance notice.
6.2.2. If any employee disclose the company confidential information to someone
who is not employee of MIM Technologies ltd. If he found responsible
management can terminate him without any notice.
6.2.3. If any employee’s doesn’t behave well toward his department head, higher
authority or our client. Management will put that employee on probation
period for 30 days. If that employee unable to change his behavior, then
management can terminate him without notice.
6.2.4. All employees will use company mobile number, and email ID. If any
Employee found to use personal email or mobile number for company
purpose then management will take restrict action against him.
6.2.5. If any employee found to be used a personal email address, any kind of
messenger id or any social networking site while they on duty then
management can take restrict action against him or can terminate him at
the same time.
6.2.6.
6.3. Poor Performance.
6.3.1. Where the employee’s performance is grossly deficient and the likelihood
of discharge should be obvious to the employee, after 3 month probation
warnings and reasonable notice are not required to terminate the employee.
6.3.2. If the employee’s attendance is poor in every month. Employee will receive
2 warning latter on running month then management can terminate him
end of the running month or beginning of the next month.
6.3.3. If the employee fail to complete his daily schedule job, not well manner to
our client, irresponsible to work, warnings and reasonable notice are not
required to terminate the employee
6.4. High absenteeism.
6.4.1. Management will talk to employee and let him/her know that their
attendance is unsatisfactory. Management will write a note that employee has
been spoken to about he’s attendance, the employee need to sign it. It will be
kept in the file of that employee.
6.4.2. In front of the department head that employee will get written warning letter
from management for his/her assent’s, the employee must sign it. And
management will put that employee on probation period for 30 days.
6.4.3. If at the end of the 30 days the attendance of that employee has not
improved then management can terminate that employee without notice.
6.4.4. If any non permanent employee make absent more than 15 days without any
notice, then management has right to terminate him without any notice.
6.4.5. If any permanent employee attend the office after 15 days of absent without
notice, then he/she has to prove the reason of absent, if the reason is
acceptable then management will review the daily activity performance. Then
management will decide.
6.5 Using Company Property for Personal use.
6.5.1 We use computers and technical equipment to handle large amounts of
proprietary and sensitive information about our clients and vendors;
Employee’s are not allowed to use any kind of information for their personal
use.
6.5.2 While on duty Employee are not allowed to use his personal laptop, mobile
device etc, and they are not allowed to visit or use any kind of social
network site.
6.6 Negligence of work.
During working time, no employee shall solicit, or distribute literature to another employee
for any other purpose. “Working Time” refers to that portion of the working day in which
the employee is supposed to be performing actual job duties; it does not include such
times as lunchtime, break time, or time before or after a shift.
6.7 Termination.
6.7.1 If management terminates any employee with in one month advance notice, then he must inform the entire client or vendor via email or any other media which he was using to contact them before.
6.7.2 The employee must return the entire hardware product, e.g. mobile device, laptop, any other equipment provide by company with a good condition.
6.7.3 The employee must return all the USER ID and password including email address to the management with proof.
6.7.4 After terminating any employee if accounts department doesn’t give clearance report of any kind transaction, then management will stop his current month salary. Salary will paid after receiving clearance report from accounts.
7. Permanent employee policy.
7.1. A 'permanent employee' is one who has successfully completed the probationary
period.
7.2. Permanent Employee is expected to report on time to the higher authority or
department head and maintain the regular working hours and timing.
7.3. Permanent Employee's attitude should be polite towards his junior, and office
colleague.
7.4. Permanent employee wants resigned the company then he must give notice 3
month before to Management.
7.5. If Management is unsatisfied with permanent employee performance then
management can terminate him with 1 month notice.
7.6. Department head Responsibilities During the Probationary Period of new
employee.
7.6.1. Explain the purpose of the 90-calendar day probationary period to that
employee on the first day of work.
7.6.2. Provide the employee with a copy of the job description.
7.6.3. Explain the expectations regarding performance in the new position.
7.6.4. Provide training which covers the specific duties and responsibilities of the
position.
7.6.5. During the first 90 days of employment, the department head should carefully
evaluate the new employee performance, attitude, and potential for success
in the job
7.7. The department head is responsible for obtaining a Probationary Review of new employee, and submit the report after completing 90 days of probation period.
8. Probationary employee policy
8.1. A 90-calendar day probationary period is required upon initial employment as a regular, full-time or part-time staff member with our company.
8.2. Absences of 5 consecutive workdays or longer will pause the probationary period, the
department head should establish a new end date for the probationary period and inform to that employee.
8.3. If that employee can probe the reason for absent with hard copy, then management will take decision about new end date probationary period.
8.4. During the probation period new employee can take the access of all server’s with limited access.
8.5. After completing the probation if those employees got terminate then he/she must return all the username and password with evidence.
8.6. Unsatisfactory performers and unsuitable employees should be released during the end of probationary period without delay.
8.7. At the end of the probationary period, Department head should have complete confidence that the employee meets or exceeds performance standards; to know that department head must evaluate job performance.
8.8. If the employee is clearly not meeting the requirements of the job, the employee may be terminate at any time during the probationary period.
8.9. Unless account department don’t receive clearance from management about server access issue, that employee will not get his salary.
9. Working hour/shifting.
9.1. Working Hour -The hours of work and workweek, for office personnel are
generally as outlined herein. However, management may alter or change the
workday and workweek, for greater efficiency.
9.2. 1st shift hours are from 7:00 a.m. to 5:00 p.m. Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week.
9.3. 2nd shift hours are from 10:00 a.m. to 8:00 p.m. Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week
9.4. 3rd shift hours are from 1:00 P.m. to 10:00 p.m.; Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week.
9.5. 4th shift hours are from 10:00 P.m. to 7:00 a.m.; Saturday through Thursday
normally scheduled 10 hours per shift, 60 hours per week.
9.6. The Office Manager or department head will schedule the.
From Bangladesh
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