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. In any case, representatives can make a game 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 persistently followed by 2 days occasion as week after week occasion. 1 Shift Operation: This is material for all Front Office workers of NOSC. The activities 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 turn. 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 progression and accordingly Ericsson office stays open during Hartals; until explicitly referenced something else. Workers are mentioned to utilize their own judgment and required to go to office just on the off chance that they feel that it is ok for them to travel and there are no critical issues out and about. Representatives must advise 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 repay 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 additional time and end of the week remittance need to make up for lost working hours during hartal; before guaranteeing extra time and end of the week stipend. On the off chance that a worker can't come to office; s/he is required to present a leave application. It would be ideal if you 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 endorsed guesthouse during Hartals, ceaseless street barricades and so forth. Earlier endorsement from Line Managers should be gotten 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 typical 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 changeless workers are required to experience a trial time of a half year. On the off chance that the exhibition of an occupant isn't discovered appropriate during the initial a half year; the probation time frame might be reached out for an additional 3 months with clear targets. The span of the probation time frame might be changed at the attentiveness of the Company. 5 Confirmation: HR will illuminate 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 recommended 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 total watchfulness may move a representative starting with one employment then onto the next or one area to another or starting with one office then onto the next, one Ericsson substance to another, inside and outside Ericsson Bangladesh should it be required for business necessities or preparing improvement purposes or some other business prerequisites. The exchange agenda needs to appropriately finished and affirmed for any exchange. The exchange will be conveyed through EBL Communication halfway. A duplicate of the exchange letter appropriately approved will be given over to the representative just if there are changes in the terms and states of business. Advancement: A worker is advanced either while proceeding onward to an occupation of a higher evaluation with expanded obligation and multifaceted nature in the following level or when the present job has become fundamentally greater as far as duty. An individual is considered for advancement when his/her abili ties, capabilities, encounters 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 additionally needs to exhibit expected practices in accordance with the Ericsson fundamental beliefs. In the event of elevating an occupant to a Line Management position or advancing a current Line Manager to the following level; the officeholder must be estimated against the 3 Leadership measurements and 12 authority abilities of Ericsson. The Company follows a yearly advancement cycle; and limited time changes are made in January consistently. Be that as it may, advancements may happen 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 predictable reputation of good execution, qualities and conduct †¢ For Leadership positions (JG 4 or more), Leadership appraisal results will be viewed as The Line administrator is liable for setting up an advancement proposition for their representative. The proposition must inc orporate the accompanying: †¢ Current Job Description †¢ Business case (proceeding onward to a higher job, must get ready case for advancement †open positions, reliable superior) †¢ Skills, capability, experience and capability of the occupant Managerial and administration aptitudes (required for Job Grade 4 or more situations); according to Ericsson Leadership Framework The Line Manager must examine and concur all advancement recommendations with the Department Head. When the Department Head is completely persuaded; s/he supports the advancement and sends the proposition to HR. In the wake of gathering 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 essential pay. 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 pay extend. The advancement letter appropriately marked will be given over to the representative with the amended terms and states of business. All Promotion Proposals should be made in the endorsed structure. End of Employment: 1 Termination: During the probation time frame, the organization at its supreme attentiveness may fire the work without doling out 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 total prudence may fire the work without appointing 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 worker can fire their work by giving 1 (one) month’s notice or by paying 1 (one) month’s net compensation in lieu thereof. The Company holds the privilege not to acknowledge the acquiescence of compensation in lieu of notice. 2 Exit Process: Every single changeless representative who have rendered abdication should finish the Company leave process according to the accompanying: If a worker chooses to leave, s/he should give n