PROHIBITION OF
CHILD LABOUR
LOCAL LAW REFERENCE - BANGLADESH LABOUR CODE-2006
POLICY
♦ (YOUR COMPANY NAME). will not employ
any person below the age of 14 years in any of its
departments. No Contract labor under the age of 14 years is allowed to be provided by any of its
Contractors.
♦ (YOUR COMPANY NAME). does not support
the use of Child Labor below 14 years of age nor
does it allow young workers to be employed in any of its suppliers.
♦ (YOUR COMPANY NAME). will discontinue business relations
with such supplier who use Child
Labor or continued to do so even after insistence by (YOUR COMPANY NAME). for remediation of child labor.
PROCEDURE
Documents
for Age Verification
• Admin Department ensures that the following documents
should be maintained in all the personal files of staff and workers weather directly
employed or indirectly.
o Copy of National Identity Card or,
o Birth
Registration Certificate or,
o Copy of Education Board / University Certificate containing date of birth or,
o Age
Verification & Fitness Certificate in the prescribed form from the company registered Doctor.
Verification
of Documents authenticity
• At the time of hiring,
for direct employment and contractors for indirect employment Admin Department
verifies the photocopies against their original
documents. Furthermore, after
verification photocopy document is stamped “verified”.
Hiring
process for permanent staff
Hiring process for permanent
employees (staff and workers) at (YOUR
COMPANY NAME)., comprises of the
following steps, Submission of signed or thumb
marked job application (in English or
Bangla)
• Interview by the Head of Admin / Department Head / In-charge / Factory Manager
and Managing Director (if required) for
suitability of the person in terms of skills, technical expertise and work experience.
• Filling
of employee profile.
• Review
of
documents
e.g.
NIC (original and copy), or birth registration certificate, academic certificates, work experience certificate.
• Issuance
of Appointment letter and its
acknowledgement.
• Issuance
of confirmation letter at the end of
probation period.
Hiring
process for Contractual worker
• Due to the nature of the business (fluctuating business volumes)
and the prevailing economic situation, the workers turn over rate is predominantly high for contractual
workers.
• Before hiring the worker, contractors are allowed to induct a potential employee for a trial period but this
trial period does not exceed more
than 3 days. In such cases the
contractor before starting the trial period, submits the
potential employee ID card copy to Company.
After 03 days Company ensures that if the worker is still on trial to get
him/her engaged with the proper documentation as required by documented procedure.
• The
hiring process for contractual worker is as follows:
o Interview by the contractor for suitability of the person
in terms of skills, technical
expertise and work experience.
o Review of documents by the contractor and Company e.g. NIC (original and copy), or birth
registration certificate, academic certificates, (Copy and Original) work experience certificate,
o Photograph are taken and attached in the file.
o Issuance of Temporary Appointment letter and its acknowledgement.
o Admin Department prepares the Temporary Appointment letter in duplicate and one copy to the
worker while the other copy is maintained
in the personal file, after employee
acknowledgement signature.
o Admin Department
updates the contractual workers file.
Discouragement
of Child Labour
• (YOUR
COMPANY NAME). discourages child labor at all levels in the society and uses following
steps to show its resentment.
o Discontinuation
of business, with suppliers, who fail
to address child labor.
o Immediate
termination of contractor, if found
employing child labor.
Discouragement
of Pregnancy Test
• (YOUR
COMPANY NAME). ensures that no pregnancy
test is conducted for ladies at the time of
appointment.
RESPONSIBLE PERSON
Factory
Manager & Coordinator responsible for:
• Communicating,
deploying and monitoring the above practices of Administration.
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