Ericsson Bangladesh Hr Policy free essay sample

EBL HR Policy Manual Contents 1Recruitment:3 1. 1Recruitment Process:3 2Terms Conditions of Employment:3 2. 1Working Hours:3 2. 2Office Hours during Hartal:3 2. 3Public Holidays:4 2. 4Probation:4 2. 5Confirmation:4 2. 6Transfer:5 2. 7Promotion:5 3Termination of Employment:6 3. 1Termination:6 3. 2Exit Process:6 3. 3Dismissal:7 3. 4Discharge:8 4Disciplinary Action:8 4. 1Administration of Discipline:8 4. 2Disciplinary Procedure:8 5Grievance Handling:9 6Retirement:11 7Duties Responsibilities:11 8Confidentiality:11 9Conflict of Interest:11 9. General Considerations:11 9. 2Outside Business Undertakings:12 9. 3Ownership or Equity in other Companies:12 9. 4Family Interests and Other Alliances:12 9. 5Gifts:13 9. 6Entertainment13 9. 7Corporate Gifts and Entertainment13 10Remuneration Benefits:13 10. 1Remuneration:13 10. 2Remuneration Cycle:14 10. 3Festival Bonus:14 10. 4Performance Bonus Scheme:14 10. 5Gratuity:17 10. 6Provident Fund:18 10. 7Insurance:18 10. 8Medical:19 10. 9Leave:20 11Mobile Phone:22 12Transportation:22 12. Get and drop off service:22 12. 2Car Allowance22 12. 3Pool cars:23 13Allowances:23 13. 1Overtime Allowance:23 13. 2Field Maintenance Allowance:23 13. 3Emergency Callout Allowance:24 13. 4Shift Allowance:24 13. 5Food Allowance:24 13. 6OHS Allowance:24 14Employee of the Month:25 14. 1Long Service Award:25 14. 2Team of the Quarter:25 15Performance Management25 15. 1IPM Handover:26 16Training and Development26 16. 1Training Commitment Agreement:26 17Changes:28 18Revision History:28 Enrollment: 1 Recruitment Process: Please allude to the Recruitment Process for detail rules. Terms Conditions of Employment: 1 Working Hours: As of first August 2010, available time are from 9. 00 a. m. to 6. 00 p. m. from Sunday through to Thursday. A mid-day break of 1 (one) hour between 12. 30 p. m. to 1. 30 p. m. will be encouraged. The available time are set all in all dependent on a 40 hours working week. Be that as it may, workers can make a plan of adaptable available time in meeting with their Line Managers and putting need to the business needs. Special case: Front Office representatives of NOSC will labor for 6 days consistently followed by 2 days occasion as week after week occasion. 1 Shift Operation: This is pertinent for all Front Office representatives of NOSC. The tasks will be overseen in three (3) shifts: ? Move A: 6. 00 am †2. 00 pm ? Move B: 2. 00 pm †10. 00 pm ? Move C: 10. 00 pm †6. 00 am Female representatives are not permitted to work in C Shifts according to Company rules. Representatives will be required to work in all movements in pivot. Line Managers will guarantee that representatives must not work in a specific move persistently for over about fourteen days. Available time during Hartal: Regardless of the political circumstance of the nation the organization needs to guarantee business coherence and thusly Ericsson office stays open during Hartals; until explicitly referenced something else. Representatives are mentioned to utilize their own judgment and required to go to office just on th e off chance that they feel that it is ok for them to travel and there are no huge issues out and about. Representatives must inform their Line Manager or Department Coordinator if s/he can't come to office because of security and wellbeing issues. If there should arise an occurrence of nonattendance because of security reasons, representatives need to remunerate the lost working hours either showing up on Saturday or Sunday or working additional hours during other working days. Line Managers of the worker will monitor compensatory working days. Representatives entitled for extra time and end of the week stipend need to make up for lost working hours during hartal; before guaranteeing additional time and end of the week remittance. On the off chance that a worker can't come to office; s/he is required to present a leave application. Kindly note that, no leave will be deducted, this is for record keeping purposes as it were. All NOSC representatives will be qualified for remain in organization affirmed guesthouse during Hartals, nonstop street barricades and so forth. Earlier endorsement from Line Managers should be acquired to remain in the Guesthouse. Office timing stays adaptable during Hartal days and workers may come to office at a time they have a sense of security and agreeable out and about. Sensible transportation cost will be repaid (Claim structure) during hartal days. This expense can be guaranteed by means of SSC Manila according to the ordinary cost guarantee process. Cases should be endorsed by the Cost Center Owner. 3 Public Holidays: The Company will watch occasions according to the List of Holidays reported toward the start of the year. The Company will utilize the MCCI (Metropolitan Chamber of Commerce Industry) distributed rundown of occasions as the premise of deciding the special seasons it will see as Company open occasions. 4 Probation: All Bangladeshi perpetual representatives are required to experience a trial time of a half year. In the event that the presentation of an occupant isn't discovered reasonable during the initial a half year; the probation time frame might be reached out for an additional 3 months with clear targets. The length of the probation time frame might be differed at the caution of the Company. 5 Confirmation: HR will educate the Line Managers fourteen days ahead of time from the date of their subordinate’s affirmation. All Line Managers will assess their workers in the endorsed Probation Appraisal structure and rate their presentation during the probation time frame. No affirmation letter will be given until a Probation Appraisal structure is finished and properly marked by the Line Manager and Department Head. For more data allude to the Confirmation Policy for detail rules. 6 Transfer: The Company at its outright tact may move a worker starting with one occupation then onto the next or one area to another or starting with one division then onto the next, one Ericsson element to another, inside and outside Ericsson Bangladesh should it be required for business prerequisites or preparing advancement purposes or some other business necessities. The exchange agenda needs to appropriately finished and affirmed for any exchange. The exchange will be imparted through EBL Communication halfway. A duplicate of the exchange letter properly approved will be given over to the worker just if there are changes in the terms and states of business. Advancement: A representative is advanced either while proceeding onward to a vocation of a higher evaluation with expanded duty and multifaceted nature in the following level or when the present job has become altogether greater regarding obligation. An individual is considered for advancement when his/her aptitudes, capabilities, enco unters and possibilities have the correct counterpart for the activity to be elevated to, inside the extent of the association structure. What's more, the officeholder likewise needs to show expected practices in accordance with the Ericsson fundamental beliefs. If there should arise an occurrence of elevating an officeholder to a Line Management position or advancing a current Line Manager to the following level; the occupant must be estimated against the 3 Leadership measurements and 12 authority capacities of Ericsson. The Company follows a yearly advancement cycle; and special changes are made in January consistently. Be that as it may, advancements may occur at other season just if/when the accompanying rules are met: †¢ A Bangladeshi worker replaces an ostracize representative †¢ The position legitimizes a higher activity grade The exchange and advancement are according to the typical progression plan (concurred and archived in IPM) †¢ The officeholder has a reliable reputation of good execution, qualities and conduct †¢ For Leadership positions (JG 4 or more), Leadership evaluation results will be viewed as The Line director is answerable for setting up an advancement proposition for their worker. The proposition m ust incorporate the accompanying: †¢ Current Job Description †¢ Business case (proceeding onward to a higher job, must get ready case for advancement †open positions, predictable elite) †¢ Skills, capability, experience and capability of the officeholder Managerial and authority aptitudes (required for Job Grade 4 or more situations); according to Ericsson Leadership Framework The Line Manager must talk about and concur all advancement recommendations with the Department Head. When the Department Head is completely persuaded; s/he embraces the advancement and sends the proposition to HR. Subsequent to ordering data HR orchestrates a gathering to talk about the advancements. All advancements in EBL must be approved by the HR Director and affirmed by the Managing Director. An advancement increment at a foreordained concurred rate is considered on the current fundamental compensation. In any case, advancement pay increment ought not surpass the mid-purpose of the following Job Grade. The pay increment rate depends on employee’s current pay position in the new compensation run. The advancement letter appropriately marked will be given over to the representative with the updated terms and states of business. All Promotion Proposals should be made in the recommended structure. End of Employment: 1 Termination: During the probation time frame, the organization at its total tact may fire the work without relegating any reasons at all by giving 5 days notice recorded as a hard copy or installment in lieu thereof. The representative can likewise fire their work by giving 5 (five) days notice recorded as a hard copy. After affirmation of administrations, the organization at its supreme attentiveness may fire the work without doling out any reasons at all by giving 1 (one) month’s notice recorded as a hard copy or installment in lieu thereof. After affirmation of administrations, the representative can fire their work by giving 1 (one) month’s notice or by paying 1 (one) month’s net pay in lieu thereof. The Company holds the privilege not to acknowledge the acquiescence of pay in lieu of notice. 2 Exit Process: Every single lasting worker who have rendered acquiescence should finish the Company leave process according to the accompanying: If a representative chooses to leave, s/he should give n