Daffodil International University Library

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Business Administration Project Report of MBA

2018-03-03

INTERNSHIP REPORT ON
COMPLIANCE MANAGEMENT
POLICIES AND PRACTICES OF
DESIGNTEX FASHIONS LIMITED: AN EVALUATI

Alam, Md. Joynul

Daffodil International University

http://hdl.handle.net/20.500.11948/2356
Downloaded from http://dspace.library.daffodilvarsity.edu.bd, Copyright Daffodil International University Library
 INTERNSHIP REPORT
ON
COMPLIANCE MANAGEMENT POLICIES AND
PRACTICES OF DESIGNTEX FASHIONS LIMITED: AN
EVALUATION

Date of Submission: 18th -August-2014

© Daffodil International University

 Internship Report
ON
COMPLIANCE MANAGEMENT POLICIES AND
PRACTICES OF DESIGNTEX FASHIONS LIMITD: AN
EVALUATION

Submitted by
Md. Joynul Alam
ID # 122-12-550
Program: MBA (Major: HRM)
Faculty of Business and Economics
Daffodil International University

Submitted to
Shiekh Md. Abdur Rahim
Assistant Professor and Head
Department of Real Estate and Department of Commerce
Faculty of Business and Economics
Daffodil International University

Date of Submission: 18th -August-2014

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 Letter of Transmittal

Date: 18th August, 2014

Mr. Shiekh Md.Abdur Rahim

Assistant Professor and Head
Department of Real Estate and Department of Commerce
Faculty of Business and Economics
Daffodil International University

Subject: Application for submission of Internship Report.

Dear Sir,

It is indeed a great pleasure for me to be able to hand over the result of my hardship of the
“Compliance Management Policies and Practice of Designtex Fashions Limited: An
Evaluation” This report is the result of the knowledge which has been acquired from the
respective course. I tried my level best for preparing this report. The information of this report is
mainly based on Internet information. Some other details were gathered from the HR personnel
of that company. I gave my hundred percent for making this report come together.

I, fervently hope that you will find this plan worth reading. Please feel free for any query or
clarification that you would like me to explain. Hope you will appreciate me hard work and
excuse the minor errors.

Thanking you for your cooperation.

Sincerely yours,

Md.Joynul Alam
ID # 122-12-550

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 DECLARATION

I declare that the student’s internship report entitled ‘‘COMPLIANCE

MANAGEMENT POLICIES AND PRACTICES OF DESIGNTEX FASHIONS

LIMITED: AN EVALUATION” has been prepared by me on the basis of knowledge

and experience gathered during the internship. The data used in this report has been

collected by me from the primary and secondary sources. ASSISTANT PROFESSOR

SHIEKH MD. ABDUR RAHIM. Any part of the report has not been submitted to any

other university or institute for any degree, diploma or for similar purposes.

MD. JOYNUL ALAM

Department of Business Administration,

Daffodil International University

Dhaka, Bangladesh

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 Letter of Acceptance

This is to certify that Md.Joynul Alam, bearing ID No-122-12-550, Major: Human

Resource Management is an Executive MBA student of department of Business
Administration under the faculty of Business and Economics, Daffodil International
University. He has completed his internship program at Designtex Fashions Limited,
Savar, Dhaka. He has prepared his internship report under any supervision. His assigned
internship topic is “Compliance Management Policies and Practices of Designtex Fashions
Limited: An Evaluation”

I think that the report is a worthy of fulfilling the practical requirements of MBA
degree at Daffodil International University.

I wish him every success in life.

Mr. Shiekh Md.Abdur Rahim

Assistant Professor and Head
Department of Real Estate and Department of Commerce
Faculty of Business and Economics
Daffodil International University

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 Acknowledgement
All praise to God, the almighty and the merciful. Without his blessing and endorsement this
report would not have been accomplished. The successful completion of this report might have
never been possible without the support and help of few people whose inspiration and suggestion
made it happen. First of all I would like to thank my academic supervisor Mr. ShiekhMd.Abdur
Rahim Assistance Professor helping me completing my report on “Compliance Management
Policies and Practices of Designtex Fashions Limited: An Evaluation”
.
First of all I would like to thank and my gratitude to honorable Supervisor, Mr Sheikh Md Abdur Rahim,
Assistant Professor, for letting me to prepare this report and guidance. He always gave me guidelines and
suggestions during the period of completing my internship paper. I am also grateful to all my teachers of
my department, who assigned me a conceptual analysis in earlier time and instructed me, how to write
report. Special thanks are due to

I would also like to thank Mr. Krinan Sabromony (out sourcing & Planning) Executive Director,
Mr. Nazrul Islam (Finance& Accounts) my General Manager & Mr. Mahabub Hosain
(HR/Compliance) Deputy General Manger in Designtex Fashions Limited and my colleague who
helped me by providing informative instruction. I was closely attached with them during my
internship period. Without their help this project would have been difficult. I also thank my
family, friends who directly or indirectly supported me on this long process.

I would like to take the opportunity to express my wholehearted gratitude to my fellow friends, near and
dear ones who offered encouragement, information, inspiration and assistance during the period of
constructing the internship report.

Finally, I would like to thanks my parents for their inspiration and support during the study period and
hence would like to dedicate this report to them.

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 Executive Summery
The country's Garments industry is now in Bangladesh is one of the leading readymade garments
exporters of the world. Every year Bangladesh earns more than 85% of its foreign currency from
this sector. That is why the study of garments technology does deserve well practical practices.
The global market favors more shipment from Bangladesh. Quality of products has helped
Bangladesh to carve a niche in the global market; the manufacturers in this sector are taking risks
while diversifying their designs into world-class standards.

Furthermore, the natural gas that is used in the kilns of the Bangladesh's Garments industry does
not contain any surplus and that is why the country's garment products look brighter and shiny.
The close competitors of Bangladesh are China and India, but they mostly produce traditional
items. Moreover, due to recent global financial crisis and rising labor cost, the developed
countries are placing more orders to low-cost countries like Bangladesh.

Designtex Fashions Limited, a concern of Designtex Fashions Limited, which has been
producing Garments since 2005, is exporting its products to U.S.A, Germany, U.K, and Spain
after meeting domestic demand. The company is engaged in manufacturing and marketing of
various types and sizes of floor Garments and glazed wall Garments in its factory at
Zirabo,Ahulia,Savar,Dhaka.

The company has created direct employment facilities for about 1500 people, 70 % of them are
women. Compliance management can be defined as a process of procuring; developing &
maintaining competent Compliance Management in the organization so, that goal of an
organization are achieved in an effective and efficient manner. Compliance Management ‘The
policies and practices involved in carrying out the “people” or Compliance management aspects
of a management position, including recruiting, training, rewarding, and appraising.

Compliance Management Division of Designtex Fashions Limited is one of the most valuable
departments with the responsibilities of staffing, training and development, organization
development, performance appraisals, rewarding, control and maintenance, Health and Safety,
Compensation benefit Industrial relation etc. The Compliance Management Policy & Practices of
Designtex Fashions Limited is exactly well thought and perfectly managed.

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Designtex Fashions Limited is committed to focus all its energy on its customer as well as its
employees. This is sure a strong Compliance practices will help Designtex Fashions Limited to
pave the way leading outmost destination. Compliance Division in Designtex Fashions Limited
is under massive reconstruction program ensures the future benefits and high corporate culture
and the secured place of contribution and dedication the experience and the exposure of high
professionalism.

In this report the Overall work of the Compliance department will be focused and described. To
know the details of the company we interviewed some Compliance Management personnel of
Designtex Fashions Ltd and other information were collected and gathered with the help of the
internet. Designtex Fashions Ltd is the organization where actually the Compliance Management
activities are applied with a huge effort, and the outcome is also very satisfying.

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 Table of Contents
Sl. No Chapter Contents Page
No.
1 Chap-1 Introduction 01
2 1.1 Introduction of Study 02
3 1.2 Objectives of the Study 03-03
4 1.3 Research Methodology 03-03
5 1.3.1 Data Sources 03-03

6 1.3.2 Data Collection Method 03-03

7 1.3.3 Data Analysis and Presentation Style 04– 04
8 1.4 Limitations of the Study 04– 04
9 Chap-2 Organizational Profile 5
10 2 Historical Background 6

11 2.1 Mission 7-7

12 2.2 Vision 7-7
13 2.3 Organ gram of the Factory 8-8
14 2.4 Production Range/capacity 8-8
15 2.5 Production Item 9-9
16 2.6 Certification 9-9
17 2.7 Existing Buyer 9-9
18 2.8 Buyer Lists 10
19 2.9 Links of Bankers 11-11
20 2.10 Company address 11-11
21 Chapt-3 Compliance Management Policies and Practices of Designtex Fashions Limited 12
:An Evaluation
22 3 Introduction 13
23 3.1 Definition of Compliance 13-13
24 3.2 Implications of compliance management 13-13
25 3.3 Type of Compliance 13-13
26 3.3.1 Type of Word Wide Compliance 14
27 3.3.2 WRAP (Worldwide Responsible Apparel Production) 14
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Sl. Chapter Contents Page
No No.
28 3.3.3 CSM 2000 (Compliance and Supply Chain Management 2000) 15
29 3.3.4 SA 8000 (Social Accountability 8000) 15-15
30 3.3.5 ISO 14000 (International Organization for Standardization 14000) 16

31 3.3.6 BSCI Code of Conduct 16-18

32 3.3.6 Difference Compliance Issue 18-21

33 3.3.7 On Policy on Compliance & Human Resource Management. 22

34 3.3.7 Introduction 22
35 3.3.8 Non-Discrimination 22-23
36 3.3.9 Recruitment Policy 23-26
37 3.3.10 Policy on Attendance Working Time 27

38 3.3.11 Salary and Wages Scale. 28– 30

39 3.3.12 Leave Policy 30-31

40 3.3.13 Policy on Maternity Benefit 31-32

41 3.3.14 Health Policy 32-33

42 3.3.15 Safety Policy 34-36

43 3.3.16 Policy on use of Chemical 36-38

44 3.3.17 Policy on used and Broken needle 39-40

45 3.3.18 Policy on Safety and C-T PAT. 40-41
46 3.3.19 Welfare Policy 42-43

47 3.3.20 Policy on Harassment & Abuse. 43-43

48 3.3.21 Policy on Grievances 43-45

49 3.3.22 Policy on Disciplinary Practice 45-47

50 3.3.23 Policy on Freedom of Association. 47-48

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Sl. Chapter Contents Page
No No.
51 3.3.24 Policy on Social Accountability 48-48

52 3.3.25 Performance Evaluation Policy 48

53 3.3.26 Policy on Training and Development. 49-50

54 Chapter-04 Findings of the Study, Recommendation, Conclusion, Bibliography 51

55 4.1 Findings of the Study 52

56 4.2 Recommendation 53
57 4.3 Recommendation, Conclusion 54-54

58 4.4 Bibliography 55

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 CHAPTER: 01

INTRODUCTION

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1.1. Introduction of Study
Compliance Management Policy and Practice plays a very much important role in every business
organization. It helps the organization to run perfectly & to achieve the organizational goals.
Naturally employees develop themselves day by day. They make any work broken down &
divide it into small & small job, which helps to do the work more effectively; When we hear this
word of Compliance Management Policy” naturally we think that it is related to human
activities. As part of the internship program of Masters of Business Administration (MBA)
course requirement, I was assigned for doing my internship in Designtex Fashions Limited for
the period of 90 days starting from 15th February, 2013 to 15th April, 2014. During my Internship
period in this company’s office at Savar Dhaka, I learn many things of Compliance Management
Policy and Practices.

Bangladesh is a potential industrial country. It has a huge human power. Unskilled labor is the
main opportunity to develop an industry in this country. When this is skilled a huge profit an
economic development can be achieved easily. Compliance Management Policy & Practice is
the track by which the country’s organizational activities can be developed.

With the increase in the size and complexity of business organization, man has become the most
important factor in business. Business needs people as owners, employees, and consumers.
Organizations need people to make them operated. An organization is nothing without human
resource. Of all the resources, the most important one is human resource, because human beings
play a dual role- as resource, as well as a motive force for all other resources by manipulating
them, by the way of developing, utilizing, commanding and controlling. So Compliance
management Policy & Practices (CMPP) functions include recruitment, selection, training and
development, performance appraisal, compensation and industrial relation in an organization.

Our report is focused on the Compliance Management activities that Designtex Fashions
Limited practices to develop its organization. After the survey and gathering all the information,
it is found that Designtex Fashions Limited practices all the basic functions of Compliance
Management. This report provides the details about the organizations:

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1.2: Objectives of the Study

The study has been conducted with the following objectives:

(i) To investigate the compliance management policies of Designtex Fashions Limited

(ii) To explore the compliance management practices of Designtex Fashions Limited

(iii) To analyze the gap between compliance management policies and practices of
Designtex Fashions Limited

1.3: Methodology of the Study

The methodology of the study has been designed in the following ways

1.3.1: Data Sources

There are two sources of data. These are as followers;

(a) Primary Sources

(b) Secondary Sources

1.3.2: Data Collection Methods

The primary data has been collected from the employee of Designtex Fashions Limited through
face to face interview and informal discussion. The secondary data has been collected from the
following sources:

(a) Annual Report of Designtex Fashions Limited

(b) Website of Designtex Fashions Limited

(c) Published books, journals, articles, magazines, etc.

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1.3.3. Data Analysis and Presentation Style
In the study, the data has been analyzed through Microsoft Office Package®. The data has been
presented in the form of tables, charts, graphs, etc. in the study.

1.4. Limitations of the Study

Therefore, the views expressed in this report are likely to be restricted by limitations. So, lack of
experience in preparing the report it also a limitation.

• Many officials of this company are not well informed about different systems of
Designtex Fashions Limited.

• The Officers are very co-operative but they are too much busy to give time to get
knowledge about practical activities.

• Lack of knowledge and experience was my limitations as well.

I am lucky enough to get a chance to prepare a report on “Compliance Management Policy and
Practices: An Evaluation report on Designtex Fashions Limited”. I tried heart & soul to prepare a
well-informed report. But unfortunately I faced some difficulties when preparing this report. We
tried to overcome the difficulties. In spite of trying our level best, some difficulties that hamper
our schedule report work.

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 CHAPTER:02

COMPANY PROFILE

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2. Historical Background

Designtex Fashions Limited. is a leading export oriented industries in Bangladesh. It started its
journey back in 2005. It has been 8 (eight) year’s company is running successfully. This
garments manufacturing units located at Zirabo, in Savar, which is just 21( Twenty one) km
away from the city is one unified complex with 1(One) independent buildings having nearly
52,000 ( 13,000×4)sq ft working space at the moment 1500 employees (30% Male & 70%
Female) and 350 staffs are working in the company. They are assuring smooth QA (Quality
Assurance), QC( Quality Control) Manufacturing process, compliance and ethics.

Fig: Factory View of Designtex Fashion`s Limited.

Designtex fashions Limited. Is a group of company, So it was initiated by Managing Director

Mr. Md. Khandokar Rofiqual Islam & Director Mr. Md. Jahangir Hossain Mollah in 2004.
For having interest in Textile sector they are established their own company in the year of 2005.
As they made it Manufacturer company started with producing 100% Export Oriented
Readymade Garment Products. Products item are Fleece, Polar- Fleece, Basic T-shirt, Polo-shirt,
Tank-top, Forge, Shorts, Trousers, Jogging Suits, Ladies Fashion wear, Kids wear etc. After
running those products successfully also started to produce fashionable designed of Product from
2010. Currently, all the units are running successfully.

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2.1. Mission

Designtex fashions Limited mission is to be the consumer’s number one choice in apparel products by
providing valued customers with a range of the finest quality apparel, through commitment to innovation,
service and value. Designtex fashions Limited. their main target is to satisfy the end buyer with:

Competitive price
Latest technology
Time consuming
In time delivery
Best quality

2.2. Vision

Committed to development and craftsmanship also to build up an organization that runs with a motivated
work force, beliefs in customer satisfaction, posse’s goods marketing strategy.

Different units of this group are

Designtex is a group of Companies. It’s sister concern companies are :

A TO Z ACCESSORIES
A TO Z PRINTERS
UNION LABEL & ACC. LTD.
UNION LABEL’S (PVT) LTD.
Z D D INDUSTRIES LTD.
J.L. FASHION’S LTD.
J.L. SWEATER LTD.
DESIGNTEX FASHIONS LIMITED.
DESIGNTEX SWEATER LTD.
T-DESIGN LTD.
T-DESIGN SWEATER LTD.
GOLDENREFIT GARMENTS LTD.

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2.3. ORGAN GRAM OF THE FACTORY

2.4. Production range/capacity

PRODUCTION
SECTION PER DAY PER MONTH
Minimum Maximum Minimum Maximum
6 Basic 12,000 pieces 14,000 pieces 3,60,000 pieces 4,20,000 pieces
Garments

T-shirt
lines
4 polo 3,200 pieces 3,500 pieces 96,000 pieces 1,05,000 pieces
shirt lines

Total Sales Volume : US$ 3 Million – US$ 4 Million

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2.5. Production items

GARMENT
T-shirt Kids wear
Polo shirt Pyjamas
Fleece Shorts
Polar- Fleece Trousers
Tank top Jogging Suits
Ladies Fashion wear Other knit items.
Forge

2.6 Certifications

BSCI
TUV
HGS
ASMIRA

Existing buyers

DESIGNTEX FASHIONS LIMITED is doing business with the American and European buyers, with
entire satisfaction and still we are exporting fabrics through readymade garments to the Europe and USA.

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BUYERS LISTS
BUYER COUNTRY BRAND NAME LOGO
GERMANY NKD
SPAIN EL-CORTEINGLES

EUROPE NEW-YORKER

Australia TIME-ZONE

GERMANY GERRY WEBER

Europe C&A

CANADA SIMONS
Italy SIMES

Usa ULLAPOPKEN
CANADA BUDDELEI

CANADA ROUTE (GGS)

ITALY OVIESSE

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Links with bankers

Jamuna Bank Limited Southeast Bank Limited

Mohakhali Branch, Mohakhali Corporate Banani Branch, Kemal Ataturk Avenue,
Area , Dhaka-1212 Banani C/A, Dhaka-1213
Bangladesh Bangladesh

Company address:
Head office Factory office
Designtex Fashions Limited Designtex Fashions Limited
Md. Rofiqual Islam Md. Rofiqual Islam
North Tower (11th Floor), Plot # 107, Sector #07, Zirabo, Savar,
Uttara Model Town, Dhaka- 1230, Bangladesh. Dhaka- 1341, Bangladesh.
Tel : +88-02-8932034, 8931184, 8932706, 8933359, Tel : +88-02-7793017, 7792996
8933269. Fax: +88-02-7708989.
Fax : +88-02-8931819.

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 CHAPTER: 03

COMPLIANCE MANAGEMENT POLICIES AND

PRACTICES OF DESIGNTEX FASHIONS LIMITED:
AN EVALUATION

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3. INTRODUCTION
In recent years, many consumers in western countries have advocated their concerns for human
right issues and the environment when making their decision to purchase a product. They expect
their products to be good quality, conforming to a code of ethics during the entire manufacturing
process, with no harm to the environment. Their views are shared by a growing number of
consumers worldwide and have formed a strong bargaining power. Manufacturers and suppliers
cannot care less in responding to their issues.
So, Social accountability standards have been developed by international organizations. Reputed
brand buyers in large supply chain have taken the guideline from those organizations and
formulated their own standard of COC and also the acceptable criteria.

“COC” The basic principles of COC have been derived from the principles of international
human rights norms as delineated in International Labor Organization Conventions, the United
Nation’s convention on the rights of the child and the universal declaration of human rights.

3.1. Definition of Compliance

Compliance means comply something i.e yield to the wishes another. Compliance is generally
defined as conforming to a specification, standard or law that has been clearly defined. In
readymade garment Industry, it is commonly enforced as “code of conduct” by the buyers, which
refers to a ‘list of labor standards’.

The main aim of compliance is to ensuring the all labor rights and facilities according to buyer
code of conduct.

3.2. Implications of compliance management

Compliance practices are aimed to ensure that production anywhere in the world is carried out
according to the law and under humane and ethnical conditions. Observers of compliance
practices promise to adopt implement and monitor a certain set of production principles and
rectify any diversions from these principles during the manufacturing process. With globalization
in trade, compliance practices have been adopted in major importing countries, such as the US
and many countries in Europe.
In 1998, the Hong Kong exporters’ Association commissioned an international business
consulting firm, Arthur Anderson , to a research project to study the significance for Hong Kong
manufacturing industries. The findings were presented in the report - Strategic study on the
implication of the compliance issues to Hong Kong’s exporting industries. It was found that

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overseas buyers regard product quality to be the most important sourcing criterion, followed by
compliance issues. Surprisingly, price comes only the third place when buyers setting the priority
for their sourcing criteria.
So, now compliance is not an obstacle but rather an opportunity for Bangladesh’s manufacturers.
It helps the whole industry to establish a quality assurance system of manufacturing and improve
factory management, relationships between workers and the management and safety standards.

3.3. Type of Compliance

3.3.1. Type of worldwide compliance
The common types of worldwide compliance standards for the textile and Ready Made Garments
(RMG) industries are followed:

WRAP ( Worldwide Responsible Apparel Production),

CSM 2000 (Compliance and Supply Chain Management 2000),
SA 8000 ( Social Accountability 8000),
ISO 14000 (International Organization for Standardization 14000).
BSCI (Business Social Compliance Initiative )

Briefly Describe

3.3.2. WRAP (Worldwide Responsible Apparel Production)

In 1998, American Apparel and Footwear (AAFT) set out 12 principles for global clothing
production and established in next year an independent organization known as WRAP to
promote self-monitoring and familiarization of the principles to the global clothing industry.

Key Issues
Compliance with Laws and Workplace regulations,
Prohibition of Forced Labor,
Prohibition of child Labor,
Prohibition of harassment or Abuse,
Compensation and Benefits Hours of work,
Prohibition of discrimination
Health and safety,
Freedom of association & collective bargaining,
Environment,
Customs Compliance,
Drug Interdiction.

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3.3.3. CSM 2000 (Compliance and Supply Chain Management 2000)
A consolidated compliance system developed in 1996 by Eco-Institute for applied Ecology from
various international management standards.

Key Issues
Quality Assurance,
Environmental performance,
Social Responsibilities,
Health and safety Issues,
Trade Regulations,
Others.

3.3.4. SA 8000 (Social Accountability 8000)

A compliance system established in 1998 by SAI (Social Accountability International) based on
a treaty of International Labor Organization (ILO), a declaration of United nations on human
rights and a treaty of united nations on children’s rights. The countries with the most certification
to SA 8000 include Brazil, India, China & Italy.

Key Issues:
Child Labor
Forced Labor
Health and Safety
Freedom of Association and Right to collective Bargaining
Discrimination
Discipline
Working Hours
Compensation/Remuneration/Wages/Salary
Management System for Human Resources

3.3.5. ISO 14000 (International Organization for Standardization 14000):

The ISO 14000 is a standard for environmental management systems that is applicable to any
business, regardless of size, location or income. The aim of the standard is to reduce the
environmental footprint of a business and to decrease the pollution and waste a business
produces. The most recent version of ISO 14001 was released in 2004 by the international
organization for standardization (ISO) which has representation from committees all over the
world. The ISO 14000 environmental management standards exist to help organizations
minimize how their operations negatively affect the environment.

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Key Issues:
Environment,
Health and Safety.

Briefly Describe

3.3.6. BSCI (Business Social Compliance Initiative)

BSCI Code of Conduct

In accordance with the ILO Conventions, the United Nations' Universal Declaration of Human
Rights, the UN's Conventions on children's rights and the elimination of all forms of
discrimination against Women, the UN Global Compact and the OECD Guidelines for
Multinational Enterprises, the BSCI Code of Conduct aims to attain compliance with certain
social and environmental standards. Supplier companies must ensure that the Code of Conduct is
also observed by subcontractors involved in Production processes of final manufacturing stages
carried out on behalf of BSCI members. The following requirements are of particular importance
and are implemented in a developmental approach.

1. Legal Compliance
Compliance with all applicable national laws and regulations, industry minimum standards, ILO
and UN Conventions, and any other relevant statutory requirements whichever requirements are
more stringent.

2. Freedom of Association and the Right to Collective Bargaining

The right of all personnel to form and join trade unions of their choice and to bargain collectively
shall be respected. In situations or countries in which the rights regarding freedom of association
and collective bargaining are restricted by law, parallel means of independent and free
organization and bargaining shall be facilitated for all personnel. It shall be ensured that
representatives of personnel have access to their members in the workplace.

- In accordance with ILO conventions 87, 98, 135 and 154.

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3. Prohibition of Discrimination
No discrimination shall be tolerated in hiring, remuneration, access to training, promotion,
termination or retirement based on gender, age, religion, race, caste, social background,
disability, ethnic and national origin, nationality, membership in workers’ organizations
including unions, political affiliation, sexual orientation, or any other personal characteristics.

- In accordance with ILO conventions 100, 111, 143, 158 and 159.

4. Compensation
Wages paid for regular working hours, overtime hours and overtime differentials shall meet or
exceed legal minimums and/or industry standards. Illegal, unauthorized or disciplinary
deductions from wages shall not be made. In situations in which the legal minimum wage and/or
industry standards do not cover living expenses and provide some additional disposable income,
supplier companies are further encouraged to provide their employees with adequate
compensation to meet these needs.

Deductions from wages as a disciplinary measure are forbidden. Supplier companies shall ensure
that wage and benefits composition are detailed clearly and regularly for workers; the supplier
company shall also ensure that wages and benefits are rendered in full compliance with all
applicable laws and that remuneration is rendered in a manner convenient to workers.

- In accordance with ILO conventions 26 and 131.

5. Working Hours
The supplier company shall comply with applicable national laws and industry standards on
working hours. The maximum allowable working hours in a week are as defined by national law
but shall not on a regular basis exceed 48 hours and the maximum allowable overtime hours in a
week shall not exceed 12 hours. Overtime hours are to be worked solely on a voluntary basis and
to be paid at a premium rate. An employee is entitled to at least one free day following six
consecutive days worked. - In accordance with ILO conventions 1 and 14.

6. Workplace Health and Safety

A clear set of regulations and procedures must be established and followed regarding
occupational health and safety, especially the provision and use of personal protective
equipment, clean bathrooms, access to potable water and if appropriate, sanitary facilities for
food storage shall be provided. Workplace practice and conditions and conditions in dormitories
which violate basic human rights are forbidden. In particular young workers shall not be exposed
to hazardous, unsafe or unhealthy situations.
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- In accordance with ILO Convention 155 and ILO Recommendations 164 and 190. In particular,
a management representative responsible for the health and safety of all personnel and
accountable for the implementation of the Health and Safety elements of the BSCI shall be
appointed. All personnel shall receive regular and recorded health and safety training, moreover,
such training shall be repeated for new and reassigned personnel. Systems to detect avoid or
respond to potential threats to health and safety of all personnel shall be established.

7. Prohibition of Child Labor

Child labour is forbidden as defined by ILO and United Nations Conventions and/or by national
law. Of these various standards, the one that is the most stringent shall be followed. Any forms
of exploitation of children are forbidden. Working conditions resembling slavery or harmful to
children's health are forbidden. The rights of young workers must be protected. In the event that
children are found to be working in situations which fit the definition of child labor above,
policies and procedures for remediation of children found to be working shall be established and
documented by the supplier company. Furthermore, the supplier company shall provide adequate
support to enable such children to attend and remain in school until no longer a child - In
accordance with ILO Conventions 79, 138, 142 and 182 and Recommendation 146.

8. Prohibition of Forced Labor and Disciplinary Measures

All forms of forced labor, such as lodging deposits or the retention of identity documents from
personnel upon commencing employment, are forbidden as is prisoner labor that violates basic
human rights.

The use of corporal punishment, mental or physical coercion and verbal abuse is forbidden.

- In accordance with ILO Conventions 29 and 105.

9. Environment and Safety Issues

Procedures and standards for waste management, handling and disposure of chemicals and other
dangerous materials, emissions and effluent treatment must meet or exceed minimum legal
requirements.

10. Management Systems

The supplier company shall define and implement a policy for social accountability, a
management system to ensure that the requirements of the BSCI Code of Conduct can be met as
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well as establish and follow an anti-bribery / anti-corruption policy in all of their business
activities. Management is responsible for the correct implementation and continuous

improvement by taking corrective measures and periodical review of the Code of Conduct, as
well as the communication of the requirements of the Code of Conduct to all employees. It shall
also address employees’ concerns of non compliance with this Code of Conduct. Annexes to this
Code of Conduct:

- Declaration of the supplier company

- Terms of implementation

- Consequences of Non-Compliance

3.3.6 Different compliance issues which they are obeyed:

Admin and Hr Department:

Personnel policies:
Recruitment policy,
Leave & Holiday policy.

Attendance and Leave register card:

Their weekly working hour not more than 60 hours
including overtime in a week,
They have the approved manpower list.

Health and Hygiene:

First aid ensures,
Medicine registers,
Maternity and pregnancy register,
Pure drinking water,
Towel for hand dry.

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Safety:
Safety committee,
Fire fighting committee,
Rescue committee,
Broken needle register,
Needle detector,
Fire alarm & switch,
Evacuation plan,
Rubber mats to every iron man.

Welfare
Welfare committee,
Day care center,
Canteen facility.

Salary And Wages:

Fix wages in considering minimum wages which is
declared by the government,
Salary and wages given before 7th day of month.
Physical Security:
They have separate cargo entrance area (receiving and unloading)
from the front side,
They do not keep any partially filled/ completed
cartons on the floor at the end of any working day.
They keep it to finished goods store.

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Education And Training Program:

They arrange security training program on regular

basis for all employee of the factory.

Verities Of Compliance Item Are Given Below:

First aid box,

Water pot,
Toilet,
Wash basin,
Complain box,
Evacuation plan,
Exhaust fan,

Emergency exit/ light/ light set,

Smoke detector,
Fire extinguisher,
Hose cabinet,
Manila rope,
Gas musk

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 POLICY ON COMPLIANCE AND HUMAN RESOURCE MANAGEMNET
Designtex Fashions Limited.

3.3.7 INTRODUCTION
Introduction: Readymade garments industry of Bangladesh is 100% export oriented. Huge
number of foreign currency is earned annually from this section. At the beginning of the new
century, the development, enhancement and diversity of this sector are quite encouraging
Experience Designtex Fashions Limited. Is a very renowned name is the garment sector in this
country. As 100% export oriented Garments Industry Designtex Fashions Limited started
functioning in 2005. This factory is committed to develop its entire factories to maintain the
highest possible standard of product safety, quality and compliance. Dedication is focused to
improve upon the working environment and coordinate the principles of compliance & human
rights.

Designtex Fashions Limited has formulated its various policies to operate its factories in line
with the convention and all other relevant laws existing in the country, like The Labor Law of
1965, The Apprenticeship Rules of 1967, The Minimum Wages Rules of 1961, The maternity
Benefit Act of 1939, the employment of children act of 1938 Bangladesh Labor Law Polices are
subjected to changes with reference to any amendment and changes by the government.

These Polices are equally applicable for all officers, staff and workers of the Designtex Fashions
Limited.

We also respect & comply with the SA 8000@: 2001

NON-DISCRIMINATION POLICY
3.3.8 Non-Discrimination:
a. Designtex Fashions Limited does not follow any discrimination like rich-poor, superior-
inferior etc. Political belief or social position of a person is never considered. Recruitment,
promotion and all other management are done on the basis of “equality” in Designtex Fashions
Limited.

b. Designtex Fashions Limited recruits worker on the basis of skill & efficiency irrespective of
gender, complexion, age or religion. Eligibility is the only identity of a worker.

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 c. Designtex Fashions Limited not believe that the female workers are weak and Male workers
are strong. Women are given proper respect. Their becoming mother in the natural way is
considered to be a normal phenomenon. That is why no question is asked during recruitment
regarding her pregnancy and no pregnant workers become victim discrimination.

d. Religion is considered as a matter of personal feelings or belief of an individual. Each worker

is allowed to follow his / her own religion without any interference.

RECRUITMENT POLICY
3.3.9 Recruitment: Designtex Fashions Limited implements the following policies to recruit
efficient work force:

a. All the factories of Designtex Fashions Limited ensure recruitment without Discriminating
religion, race, gender, age, complexion etc.

b. The candidate should be a citizen of Bangladesh and should have sound physical and mental
health. He/she should have the educational qualification as required for the post.

C. Generally following procedure is followed for recruitment:

i. Job circular against vacancy is the main gate of the factory.
ii. Head hunting is done by staff at different levels.
iii. For important vacancy / higher post circular is published though national newspaper.
iv. Applicants are scrutinized basing on their educational qualifications, efficiencies and
experience.
v. Interview is conducted by the concerned Production Manager/ Factory In-Charge.
vi.Basing on the result of interview and job test a candidate is candidate is selected for the
appointment.

Child Labor: Children (candidate below the age of 14 years) are never recruited in Designtex
Fashions Limited.

Forced Labor: It is totally prohibited in every factory of Designtex Fashions Limited to

detail workers for job under pressure. It is mandatory to keep all entrance and exits of this
factory open during working hours. It is totally contract labor in any installation of this
Designtex Fashions Limited. It is strictly forbidden in Designtex Fashions Limited to detail labor
for any job against his desire; All workers of this Designtex Fashions Limited join and work
voluntarily.

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Appointing Authority:
a. Generally the candidates for important appointment of the Group like Merchandiser,
Commercial officer, Safety officer, Medical officer, Security officer, Compliance officer, etc are
recruited by the Central Recruitment Committee of the head office.

b. Factory management or the Factory based Recruitment Committee recruits candidates for
Assistant Production Manager (APM) and other staff below APM and all others workers of the
production floor.

Central Recruitment Committee:

a) Mr. Chairman / Mr. MD - Chairman

b) Finance Director - Member

c) Department Head - Member

d) Head of H R/ Compliance - Member

Factory Based Recruitment Committee:

a) Factory In-charge - President

b) General Manager (Production) - Member

c) Production Manager - Member

d) Unit HR Executive - Member

e) Welfare Officer - Member

Documents Required: For any type of recruitment, a candidate should submit the following
documents:

a) Properly filled in Application From (as prescribed and provided by factory) along with
four copies of passport size photograph (Personal file 02, Service Book 01 and ID card

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b) Education Qualification Certificates are essential in the following cases:

(i) A Testimonial or School Leaving Certificate from the Head Master is required for
candidates having education up to Class Eight.

(ii) Certificate mentioning date of Birth and “Able to Singe / Can Identify Letters” is to be
collected from local government authority (Chairman of Municipality/ Union Council).

(iii) Registration Card is to be submitted by candidates passing Class Nine or Studying

in Class Ten.

(iv) Marks Sheet and Certificate of the Board/ Provisional Certificate are to be submitted by
candidates having education of SSC and above. The examination can be considered if certificate
from the concerned Head Master / Principal is obtained.

c) Technical / Other Certificates:

(i) Technical Examination Certificates (Mechanical/ Electrical) from respective board are to be
submitted for Technical Appointments.

(ii) For special appointments, related qualification / experience certificate is to be submitted.

(iii) Age Verification certificate by the Factory Doctors is to be submitted by all candidates.

a. Disposal of Certificate: Original certificates are returned to the individual after verification.
Only the attested photocopy of the certificate and mark sheets should be kept in the personal file.

Verification of Age: Following process should be followed:

a. Age verification by the registered doctor is not required for those candidates who have
educational certificate where date of birth is mentioned and the adequate physical growth is
observed. However, certificate of physical fitness is required for them. Doctors Age Verification
Certificate are necessary for other cases. Male and Female doctors are appointed for verifying
the age of male and female candidates respectively. Bone test is also conducted through
renowned diagnostic center if confusion arises regarding identification of correct age.

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b. Subsequent interview of a candidate is subjected to qualification of his /her age verification.

c. Job application and age verification certificate is placed before the doctor. Doctor registers the
age in those documents personally and puts initial on the photograph in a way that spreads over
both job application form and the photograph.

Final Selection and Employment: Following process is followed:

a. Candidates are finally selected after qualifying in interview, experience / job test and age
verification by the doctor.

b. Pay & allowances and other benefits are fixed on consolation / individual bargaining and
basing on skill and experience. Those along with the date of joining are mentioned the
application form.

c. Appointment letter is issued on a specific form of the company duly mentioning pay,
Allowances, other benefits and condition of the service as per present labor law. A handbook
(applicable for the workers) containing short description of service regulation, various policies
and service benefits is issued along with the appointment letter. As a proof of handing over all
the documents, signature of the concerned worker is kept on office copy. Of the time of handing
over the appointment letter the concerned worker is briefed about his pay & allowance, other
benefits, rights and service regulation.

Probationary Period: Every worker is kept on probation for a period of 3 months. During this
period if this discipline and performance is found satisfactory he is employed as a regular
worker, otherwise this period is extended for further 3 months. It can be mentioned that if any
worker fails to proof his /her worth within that extended time limit is released from the service
without showing any reason.

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POLICI ON ATTENDANCE AND WORKING TIME
3.3.10 Recording of Attendance / Working Time:

a) At present attendance and working time of the workers of all units of Designtex Fashions
Limited. Are determined by sweeping individual ID cards in an electronic attendance Control
Machine.
b) A bar code number is allotted on temporary basis to all newly recruited workers on the day of
employment of a new worker. There after identity card having ID number are issued to them.

c) Every individual sweeps his/her ID card at the beginning of the work and while departing
from the Factory in the pre designated Electronic Attendance Control Machine.

d) Individual Daily working hours and the OT hours are calculated automatically basing on the
sweeping of individual ID cards. A new ID card bearing the same number is provided if any ID
card is lost or damaged.

17.Normal Working Time : A total of 08(eight) hours per day is fixed as normal working time
for workers of all the factories of Designtex Fashions Limited. This working time is followed as
shown below:

a) 8.00 am to 1.00 pm = 05 hours working

b) 1.00 pm to 2.00 pm = 01 hour lunch break

c) 2.00 pm to 5.00 pm = 03 hours working

Overtime: Overtime hours are voluntary basis and not mandatory. No worker is allowed to
do overtime more than 2 hours in a day and 12 hours in a week. For overtime, workers are paid
double the rate of normal working hour.

Working Days: Weekly working days for workers are 6 days i.e. from Saturday to Thursday.

Weekly Holidays: There is a provision of weekly break of one day (Friday) after working
06(six) days. In case of any emergency or on special ground if weekly holiday cannot be given,
then one day leave is given on any other day within next 02(two) days.

Salary and Allowance in the Designtex Fashions Limited.

a. Salary Grade. Designtex Fashions Limited Pays salary and allowance as per Bangladesh
Government Gazette instruction.

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 A) SALARY AND WAGES SCALE:
All employees of Designtex Fashions Limited are classified in 07 categories as per their rank
and nature of job. The grading and wages scale of workers are given below.

3.3.11 WAGES SCALE:

BASIC WAGES H / RENT 40% OF MEDICAL,TA,DA TOTAL WAGES
NAME OF POST / GRADE BASIC

Grade – 1 8500 3400 1100 13000

Pattern Master , Chief Cutting Master, Chief Quality

Controller, Chief Mechanics

Grade - 2 7000 2800 1100 10900

Senior Mechanics , Cutting Master

Grade – 3 4075 1630 1100 6805

Mechanics, Sr. Electrician, Sr. Operator, Sr. Cutter, Sr.

Quality Inspector, Sr. Roaming Q/C, Sr. Marker, Sr.
Drawing Man

Grade – 4 3800 1520 1100 6420

Machine Operator, Marker, Drawing Man, Sr. Folding

Man, Sr. Packer, Quality Inspector, Roaming Q/C

Grade – 5 3530 1412 1100 6042

Jr. Operator, Jr. Marker, Jr. Drawing Man, Jr. Cutter,

Jr. Ironman, Folding Man, Jr. Electrician, Jr. Packer, Jr.
Roaming Q/C

Grade – 6 3270 1308 1100 5678

General Machine Operator, Process Checker

Grade – 7 3000 1200 1100 5300

Asst. Operator, Asst. Cutter, Asst Drawing Man, Asst.

Ironman, Asst. Folding Man, Asst. Packer, Jr. Process
Checker.

EXTRA 2200 808 1100 4180

Trainee

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 As per Scale suggested by Wage board 1993

SPECIAL GRADE
BASIC WAGES H / RENT 40% OF MEDICAL. TA.DA TOTAL WAGES
NAME OF POST / GRADE BASIC

Grade – 1 6500 2600 1100 10200

Store keeper

Grade-2 5000 2000 1100 8100

Accounts Assistant

Store Assistant

Cashier/Import/Export Assistant

Grade-3 4500 1800 11oo 7400

Typist/Clerk/Office assistant

Telephone operator

Time keeper/Senior security Guard

Driver

Grade-4 3250 1300 1100 5650

Peon

Guard/Checker/Sweeper

EXTRA 2300 920 1100 4320

Trainee

As a policy DESIGNTEX FASHIONS LIMITED is committed to pay not less than the
above mentioned scales.

b. Overtime: If any worker works beyond normal working hours i.e. Overtime (OT) hours his
payment is calculated in following ways.

c. Wages per OT Hours = Basic × 2

26 day × 8

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d. Payment of Salary and Allowances: Salary & Allowances of all workers of Designtex
Fashions Limited are paid in cash between 7th of each month. Pay slips mentioning detail salary
in Bengali are handed over to every worker before payment.

Other Facilities.

a) Bonus: Two festival bonus@50% of gross salary (on completion of continuous 6

months service).
b) Increment/Promotion: Increment and Promotion for the deserving employees as
per Bangladesh Labor Law Instruction.
c) Provident Fund: Permanent employee is subjected to contributory provident fund
facility as per Bangladesh Labor Law.
d) Tiffin Allowance : Tk. 5.00 to 8.00 (In case of overtime work)
e) Transport Facilities: Free transport facilities for workers up & down.
f) Medical Facilities: Whole time first aid treatment provided by companies nurse & in
case of serious sickness / injury / accident free treatment is provided by BGMEA
medical centre.

LEAVE POLICY
3.3.12 Existing leave rules approved by the Government for all industries are also followed by
the factories of Designtex Fashions Limited Types of leave for workers are as follows:

a. Earned Leave.

b. Festival Leave.

c. Causal Leave.

c. Sick Leave.

d. Maternity Leave.

Earned Leave: Workers having one year’s continuously service in the factory are entitled for
this type of leave with full pay. The leave is counted at the rate of one day leave for 22 working
days of the completed working year. This leave is enjoyed in the second year of service, however
it can be accumulated for the next subsequent years but it will never exceed the total of 30 days.

Festival Leave:

a) There is a provision of 10 days festival leave in a year with full pay. The dates are
linked with government-approved festivals and are predetermined by the Head
Office.
b) A worker may be employed to work on festival day if required. In that case he/
she will be paid wages at a double rate and will get leave on an alternate day.

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Casual Leave: In case of any necessity such leave can be granted but not exceeding 10 days in
a year. But on special ground Authority may grant more leave to worker. Worker gets full pay
for causal leave. Mentionable that causal leave will not be added with next year’s annual or earn
leave and ceases automatically at the end of the year.

Sick Leave: Sick leave is the period when a worker is given rest on recommendation of doctors
due to sickness. The worker will get wages at the half rate for the Sick Leave period but it will
not exceed the total of 14 days in a year

Maternity Leave: The pregnant female workers are entitled for maternity leave. The details are
given in the policy on maternity benefit.

POLICY ON MATERNITY BENEFIT

3.3.13 pregnant female workers having continuous service of ten months up to the Expected
Date of Delivery are entitled for Maternity Leave and Maternity Benefits.

Maternity Leave: The entitled female worker will get leave for six weeks before (and including)
the expected date of delivery and six weeks after (and including) the actual delivery. Total
maternity leave will be 16 weeks.

Maternity Benefit: The entitled female workers will receive maternity benefit at the rat of their
average daily wages (calculated for the last three months) for a period of sixteen weeks for every
child birth, i.e. eight weeks immediately preceding and six weeks immediately following the
child birth. She may take the payment in three ways viz:

a) Six weeks salary within 48 hours of the production of a certificate from doctor/ factory
doctor stating that the woman is expected to delivery a child within 8 weeks and the salary of the
remaining eight weeks will be paid within 48 hours on production delivery certificate or .

b) For the said period up to and including the day of delivery within 48 hours of the
production of proof that she has given birth to a child and for the remaining of the said period,
within eight weeks of the production of such proof or

c) For the whole period (16 weeks) within 48 hours of the production of proof that she
has given birth to a child.

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Payment of Maternity Benefits in case of worker’s death: In case of death of the entitled
female workers during the period of Maternity Leave and if the newly born baby remains alive,
her nominee or caretaker pf the baby will get the financial benefits. If both the woman and the
child die, the benefit will be payable to the woman’s nominee or her legal representative. If the
woman dies during the period of Maternity Leave but before giving birth to a child, the employer
shall be liable only for the period up to and including the day of her death, provided that any
amount already given to her will not be recovered from her legal representatives. If any amount
is due to her, it will be paid to her nominee or legal representatives.

Procedure to get the maternity benefit: The entitled worker will apply for 16 weeks leave in
the prescribe from with a certificate of doctor and fill up a notice from before 48 hours of leave.
Notice form and leave application will be available with unit executive. On receipt of notice &
leave application, record keeper will verify those and will place those to Unit Accountant who
will prepare 8 weeks payment sheet, take approval of the authority within 48 hours and make
payment. Similarly, after production of delivery certificate to the Unit executive, she will get
remaining 8 weeks pay within 48 hours.

A female worker is not allowed to work during maternity period or within 8 weeks from the date
of delivery.

Female worker will not be entitled to any maternity benefit, if she does not produce the proof of
birth of a child within 8 weeks of her delivery.

HEALTH POLICY
3.3.14 First Aid: One first aid box is to be kept in the factory for each 150 worker. Contents of
each box will be as follows:

a) Pain relief tablet (Paracetamol), Nix, OR Saline, and Roller bandage, Surgical Gauge, Cotton,
Surgical Scissor, Tourniquet, Adhesive Tape, Surgical Gloves and Antiseptic Cream (Savlon
Cream).

b. In each first aid box there will be an instruction how to use those medicines, Names of two
first aid qualified workers along with their photographs are written and displayed in a suitable
place of the box. In case of any undesirable incident in the factory trained workers will provide
first aid treatment.

Facilities of Doctors, Hospital & Ambulance: One Nurse will remains available in the factory
M.I room till the factory work continues. During this period any worker can visit doctor and get
free treatment. Arrangement of ambulance service is to be available for sick workers /
employees. But as an alternative arrangement vehicles of the factory are to be kept reserved for
use as ambulance.
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Drinking Water:

a) Arrangement of drinking waters is to be made in suitably located places in the factory

for the workers of the factory.

b) Drinking water is to be examined regularly.

Ventilation and Temperature: Free circulation of air is to be ensured for the factory and
required thermometers are installed in each floor.

Dust and Smoke:

a) At times, dust and dirt are stored or smoke exerts due to production system of
special time of garments in the factory, which may become harmful for health. Preventive
measures are to be taken does that, dust and dirt are not stored and smoke can go out easily.

b) Machines, which may contaminate environment in the factory, are to be kept in

open place and measures are adopted to prevent contamination.

Toilet:

a) Arrangement of adequate numbers of toilets are to be there at all times in easily

useable advantageous places for workers/ staffs of the factory.

a) Separate toilets are to be kept for male and female workers.

b) Toilets are cleaned properly and hygienically with toiletries & antiseptics.

Prohibition of Smoking: Smoking is fully prohibited in the vicinity of garments

Factory/unit:

Water Drainage: Attentions are to be given to have properly drainage system.

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SAFETY POLICY
3.3.15 Personal / Collective Safety: It is the primary responsibility of officers and workers
serving in garment factories to pay attention towards personal safety. It is possible to maintain
group/ collective safety if everybody is alert. Attention is paid to the under mentioned points.

a) To obey standing instruction of unit/factory regularly and properly.

b) To know and teach all rules & instructions correctly before operation machines.
c) To take help of electricians before starting and after completing works in piece
iron or finishing sections.

d) Not to engage new workers in unscheduled work.

e) To take prompt action by the trained first aids for injured persons.
f) To keep wastage of food etc in the dust bin.
g) Not to enter unauthorized in the Boiler Room.
h) To take advice of doctor immediately, if affected by any type of communicable
disease.
i) Not to use thinner/ chemicals openly.
j) To ensure regular use of personal protective equipment (PPE)
k) To use water and flash commode after use.
l) Not to throw wastage in to the commode from the basket kept for the women
workers.
m) Not to allow accumulate any dust on tube light shade, as that is a fire hazard.
n) To use ear plug / eardrum where sound is more.

Mechanical Safety: The rules to be followed regarding machines are given below:

a) Machine will not be operated if the snap button machine does not have any belt cover
(top cover).

b) Machine to be connected with chains will not be operated if connected with thread,
wire or rope in lieu of chain.

c) c) Machine to with missing nuts, solder opened or moves on table stand for any other
reasons, are not allowed to be operated.

d) It’s a discouraged to talk while operating machine.

e) There will be sharp parts in paddle or stand, which may injure any operation.
f) Machine will not be operated if it vibrates or makes any abnormal sound during
operation.
g) Machines will not be operated if the operators is sick / or sleepy.
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 h) While pressing snap button machine, should be careful whether finger is in secured
place or not.
i) Attention to be paid to protect fingers while operating in Snap Button Machines.
j) Operators to be careful while operating machine so that their clothes (Saree, Scurf,
Salwar-kamiz etc) do not role down with the rolling part of machine.
k) Hair should be fastened while working.
l) Safety glass should be there in button hole, button stitch, over lock, bar tack machine
or goggles should be used.
m) Operator of over lock machine must use mask.
n) All sewing machines should have needle safety guide
o) Steel hand of cutting machine to be smoothed.
p) Base plate of cutting machine to be smoothed.
q) Cutter/Scissor should be bound with rope in such a way that, in case of falling, there
will be no injury.

Electrical Safety: Electrical wire is a common source of fire. Electricity is used throughout
the working hours of the factory. So the under mentioned steps are to be taken to prevent electric
Fire Hazard.
a) To switch on/off all electric connection of floor / unit while starting or ending
work and to write down the timing in the register.
b) To keep the Boiler Room tidy and not to keep any leaked / open pipe.
c) Do not keep any wire naked.
d) To display the Danger plate in D.B. board and hang posters with instructions /
actions on electric shock.
e) To keep all D.B boards neat and clean and no goods to be kept nearest to it. The
boards are to be kept under lock & key.
f) Working place in never to be left without disconnecting the piece iron socket.
g) Piece iron and vacuum iron are to be kept completely serviceable and it should
always be kept in iron stand.
h) All machines must have motor pulley cover.
i) It is no accepted to have any bad sound of motor, fan or machine.
j) It is not accepted to have any broken and burnt plug, socket & switch.
k) Starters of tube light are to be kept serviceable and all lights are switched on at a
time.
l) All lights are to be put on.
m) All wires of motors and machines are to be dressed properly.
n) All channels are to be kept neat & clean. No dust is allowed to be deposited
inside.
o) Instructions/ actions to be taken in case of fire or smoke from electric wire are to
be written in English / Bengali and hung nearby.

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Fire Safety: Damage caused by fire cannot be foreseen. There are two ways to be safe from fire
firstly, prevention of fire and secondly, extinguishing the fire as per planned activities to prevent
fire or extinguish it:
a) To keep the team ready after identifying the places of fire.
b) To check and ensure that glass, hammer of alarm & switch boxes are kept near the
places of exit.
c) To check and ensure that the gong bell is hung up & fire hose cabinet is all right,
that water is available inside tank and there is clear approach way to hose cabinet.
d) To check and ensure that each motor of the machine has its motor pulley. Report
to be given to OIC through concerned in-charge.
e) To keep the Fire Extinguishing Team always ready and fit to operate the Fire
Extinguishing machine by continuous training.
f) To keep the Exit Light on till the working goes on.
g) To keep the Emergency Lights serviceable.
h) To ensure that fire service instruments are always clean and the Monthly
Inspection Cards are properly maintained.
i) To keep the fire mark always correctly and not to keep any blockade towards the
approach to the fire equipment.

POLICY ON USE OF CHEMICALS

3.3.16 It is a fact that chemical materials have helped to develop our life safely, but it can also
cause damage or even death to us if it is misused or used carelessly. It is necessary to follow
special care while washing garments with different chemicals in washing plant.

Damage by improper use of Chemical Materials: Serious accident may occur due to bad use
of chemical materials like fire hazards, explosion, environmental effects which may lead to serve
damage of human beings or death or both. The under mentioned damages may occur at the time
of using chemicals in washing plant.

a) Intolerable or abnormal situation may occur inside the body, if any excess
chemicals enter to the body beyond its tolerance through respiration.
b) Great damage can cause to the body if it is taken with food or water.
c) There is a chance to get injured, paralyzed or wound for ever if it comes in
contact with sensitive organs of the body, like mouth, eye, nose etc.
d) Skin burn or skin bulge may occur for the bad effects of acid or base of these
chemicals used in washing plant.
e) It may cause even death by creating hindrance of respiration due to evaporation of
gas/vapor after explosion if it is not properly handled.

Safe Storage: The under mentioned safety precautions are to be taken for storage of chemicals
items.

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 a) Unserviceable items must not be stored with serviceable items.

b) Avoid processing of unserviceable chemical items.

c) The containers of chemicals must not be rusted, cracked or damaged.
d) Ensure arrangement of sufficient light and ventilation to eliminate risk of
explosion.
e) Chemical items are to be kept in a cold and well-ventilated place.
f) Chemical stores are to be separated from the source of drinking water, plant and
living place.
g) Free entrance for fire fighting vehicle is to be made available.
h) Electric circuit, switch box and fixture are to be kept in a safe place to be avoid
any sudden accident.
i) The Store area is to be kept free from all types of flame, welding, smoke and heat
radiation.
j) Only authorized workers are to be done in stores and plant.

Poisoning: The under mentioned precautions are to be taken to prevent from poisoning by
chemicals during use.

a) To know about the behavior of chemicals to avoid risk as far as possible.

b) Select proper equipment while working with the chemicals in the plant.
c) Necessary steps are to be taken to avoid any accident due to lack of knowledge.
d) Controlling authority is take necessary safety precaution during maintenance and
repair of machines / equipment at the working place.
The following steps are to be taken to ensure safety while working with chemicals:

a) Check the equipment properly before you start the job and inform inspector
during emergency.
b) All are to be careful and attentive about the danger of chemicals while using.
c) Healthy atmosphere is to be ensured at the time using dangerous chemical,
especially for the female workers, pregnant ladies and breast-feeding children.
d) To provide treatment and compensation for the victims of chemicals.

Personal Safety Equipment: The under mentioned personal safety equipments are to be kept
available.

a) Nose Mask
b) Protective Gloves
c) Apron (For washing)
d) Rexene Apron (For sand blast)
e) Gum Boot / Short Boot
f) Eye Protector
g) Immediate eye wash facilities.
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Education and Training: Importance of education and training is essential to reduce the risk
of chemicals. All personnel dealing with the chemicals are to be given necessary education. Safe
guarding equipment is to be used and first aid treatment is to be given if there is any risk of
chemicals. It becomes easier to reduce the risk in using dangerous chemicals if the workers are
given training on chemicals.

Thinner and Machine Oil are risky chemicals. Enough safety precautions are to be observed
during maintenance e and use them. Under mentioned procedures are to be followed during use.

a) Thinner and machine oil containers are to be preserved in a protected place with proper
label and identification mark.

b) Smoking is prohibited in the preservation are of thinner and machine oil, and other
similar items, like matchbox and welding machine are prohibited to carry and preserve in
the same storage area.

c) Containers of thinner and machine oil are to be stored in such a way that, at least two feet
area are to be kept free and only authorized persons are allowed to enter.

d) thinner and machine oil and also at the time of refilling.

e) Special care is to be taken during refilling, so that hand pump does not come out from the
container or the container does not over flow.
f) Refilling is to be done only up to the red mark of the small container.
g) If any thinner and machine oil falls on the body of the container or ton the floor during
refilling, that must be cleaned /wiped out dry cloth or sponge.
h) Cloth or sponge, which is used to clean / wipe out thinner and machine oil, is to preserve
in a closed box and necessary safety precautions must be followed during dispose off.
i) The container of thinner and machine oil must be preserved in a barrel filled with sand
and this place must be well demarcated.
j) The container of thinner and machine oil can never be cut.
k) The empty containers of thinner and machine oil can not be used for other job in the
factory and these containers can not be issued to the employees of the factory.
l) It is totally prohibited to handle thinner and machine oil except the trained and authorized
person.
m) All employees of the factory are to inform about the harmful effect of thinner and
machine oil.

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POLICIES ON USED AND BROKEN NEEDLE
3.3.17. Needle plays a vital role in the Garment: Broken parts of a needle may remain inside a
garment undetected and it may cause injury to a person using that garment. It is more dangerous
for the children. Similarly, if a needle is used for a long time, it may get bent, or blunt which may
damage the fabrics of a garment. That is why, it is essential to be careful while dealing with
needles. The under mentioned procedures are to be followed to deal with broken or used needles.

Broken Needle:

It is very important to deal with broken needle carefully for the safety of the children when
producing their garments. The under mentioned procedures are to be followed if a needle is
broken during production of garments.

a) Operator must return the needle to the supplier of the needle.

b) The supplier of the needle is to confirm all parts of broken needle with the
specimen needle kept with him.
c) After receiving the broken needle, the supplier of the needle is to issue another
new needle to the operator writing his/her name and card no in the register.

The under mentioned procedures are to be followed if the operator fails to deposit all parts of
broken needle:

a) The supervisor will stop to pass this garment for the next process immediately
after the detection of broken needle.
b) That garment or part of it is to be marked for edification.
c) The bundle of this produced garments or part of it is to be examined by the needle
detector machine.
d) The Surrounding area of this sewing machine is to be examined by rolling
magnet/ hand held metal detector.
e) This garment is to be preserved in a separate place and to keep its record.

Used Needle

The sharpness of a needle is reduced or head of the needle gets curved if it is used for long time.
It may raise the following problem:

a) The thread of the fabric may get cut which may subsequently create a hole within
the fabric during wash.

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 b) If a needle is used for a long time, then head of that needle gets blunt which may
create marks in the fabric. It may be one of the reasons to reject the body after
wash.

POLICY ON SAFETY AND C-T PAT

Security

3.3.18 Entrance of unauthorized personnel and security of equipment in the Designtex Fashions
Limited are ensured through an effective security and C-T PAT system. Security of the
Designtex Fashions Limited is ensured through an effective security and C-T PAT system.
Security of the Designtex Fashions Limited is ensured for 24 hours under the supervision of a
Security Officer. The detailed policies on Security are mentioned below:

a) One Officer in Charge will be responsible for the entire security system.
b) Security guards will work under different guard commanders, which will be
supervised by the Security Officer.
c) The entrance, exit and different Vital Points of the factories are guarded for 24
hours.
d) A mobile team is detailed under a guard commander to inspect the security
system of different installations of the Designtex Fashions Limited at night.
e) Visitors Books are kept at the main Gates of all factories to record movement of
the visitors.
f) Movement of fabric, garments and other materials are checked and recorded in
the Main Gate.
g) Pay, allowances and other facilities are given to the security guards as per the
factory rules.
h) Disciplinary actions are taken against the security personnel when they commit
any offence.
i) Only authorized people are allowed to enter the factory after identification.
Customs, Trade and Partnership Against Terrorism (C-T PAT) is an organization of the
Homeland Security Bureau of the USA who are working to ensure safety and security of supply
system around the world to protect custom and border security against terrorism. Designtex
Fashions Limited has recently taken step to work under this policy. Some important aspects add
the policies are mentioned below.

Security of Boundary Fencing: Each Boundary fencing must be strong enough to protect from
terrorist activities. Following steps to be taken to ensure security of boundary fencing:

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 a) Entrance and Exit doors must have locking device.
b) Important items, dangerous items and other items to be identified and kept
separately.
c) Sufficient lighting arrangement should be made for personal transports and cargo
transports.
d) Separate parking arrangement should be made for personal transports and cargo
transports.
e) Must have communication system to inform the Local Security Organization
about any incidence regarding security.

Entrance Control

Entrance will be controlled as under:

a) Entrance to all officers, staff and workers will be allowed after proper identification
.
b) System must be devolved to challenge unauthorized.

Procedural Security

The following procedures will be followed for security:

a) One Security Officer will be details to ensure security of materials while getting
in or going out.
b) Materials are to be identified, counted and weighed as per list.
c) System must be prevailed to check the containers intactness.
d) Empty containers to be preserved properly to avoid illegal entrance.
e) Only approved personnel with specials dress to be detailed to work in packing and
loading areas.

Security of Personnel:

Recruitment of Officers and Staff to be done through proper and elaborate interviews. Previous
identities given in application forms are to be verified from time to time.

Education and Training:

One Training Program on Security to be made and all Officers and Staff must have adequate
knowledge on policies regarding C-T PAT. Policies on C-T PAT must be followed properly to
ensure Security System of the Designtex Fashions Limited.

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WELFARE POLICY
3.3.19 No law, rules and regulations can bring peace to the employees / Workers unless it is
properly formulated and effectively implemented. So, in order to ensure welfare of the workers
Designtex Fashions Limited has provided certain facilities which are narrated below:

a) Canteen Facilities. Canteen /During Hall Facilities are available for the workers of the
Factory. Plenty of pure drinking water are supplied in the canteen / Drinking Hall.

b) Child Care Room. Separate room has been arranged for the children of the workers
Designtex Fashions Limited Mothers of those children can work in the factory keeping their in
this room. One Caretaker always looks after the children. The mothers sometimes come to see
their children and breast-feeding mothers also feed their children when it is necessary.

Welfare Officer. To enhance possibilities of the management to monitor welfare of the workers,
Designtex Fashions Limited has appointed one welfare officer in each factory where the worker
strength is more than 500. The welfare officer has to perform following duties and
responsibilities.

a) To arrange / meeting between the workers and the authority in order to establish
co-operation.

b) To apprise authority for quick settlement if there is any complaint of any

individual worker or a group of workers.

c) To help authority and the workers in order to remove the mis-understanding

among them after hearing the statement of the workers.
d) Self-judgment is to be used for the settlement of any dispute, if there is any
difference between workers and the authority.
e) To discuss with the representative of workers and the authority about the
conditions of service and wages/salary of the workers.
f) To work in order to improve the relation between the workers and the owner of
the factory.
g) To liaise with the medical officer for better medical treatment of the workers.
h) To encourage workers to form different committees like Joint Production
Committee, Co-Operative Society Welfare Committee and to supervise their
work.
i) To look after different facilities like Canteen / Dining Hall, Rest Room, Children
Room, Toilets, Drinking water etc.
j) To apprise owner of the factory about the worker’s leave with salary and to make
workers understand about their leave and other rules and regulation.
k) To perform duties about the labor welfare activities, like social and recreational
facilities, health care, Children’s education along with retail priced co-operative
society, housing and food.
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 l) To recommend and advise for the improvement of their life style and also careful
for their welfare activities.
m) To advise authority for the training of newly joined workers in any Technical
Institute and to encourage.

POLICY ON HARASSMENT & ABUSE

3.3.20 Designtex Fashions Limited is determined to prevent harassment and abuse to any worker
at any time. If any one does it or any one instigates others to do it, authority takes disciplinary
action that defaulter.

Following Abuse and Harassment are strictly forbidden in the Factories and Premises of the
Designtex Fashions Limited.

a) Verbal Abuse. (Use of unpleasant language / shouting at a high voice).

b) Verbal Harassment (To threaten someone directly or indirectly )
c) Mental Harassment (To create mental depression, upsetting or misbehave to
create mental pressure).
d) Sexual Harassment (Unexpectedly taking/ giving chance to or from other sex
without consent, any physical or verbal attitude which falls under the definition of
sexual act).
e) Physical Assault (Unlawful physical touch, physical oppression or any
corporal punishment which may cause injury to health or cause any disease).
f) Threading (To throw anything or pretend to throw something at any one to scare)
g) Expulsion (To keep waiting outside the factory as a punishment).
h) Quarantine (Preventing from drinking water or using Toilet)
i) Over Worker (Forcing to do extra work as punishment)
j) Deduction (Deduction or treating about deduction from pay for any unjustified
act attitude of any worker).

POLICY ON GRIEVANCES
3.3.21 Having strict policies on no-discrimination and equality, there may even arise cases of
abuse and harassment. It is not possible for any management to monitor unpleasant happenings
and take care of them unless any monitoring system is followed Designtex Fashions Limited has
got pre set ways and systems to get the feedback or information regarding any violation / miss-
deeds.

The victim of the circumstance may ventilate his or her grief and sorrows by putting up
grievances to the authority for further necessary actions. Workers of Designtex Fashions
Limited may submit their grievances in 4 different ways as mentioned below:

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 a) Written or verbal Complaints
b) Complaint Box
c) Independent Social Survey
d) Social Survey by the External Auditor.

Written or Verbal Complaint

a) Every worker may place his / her grievances in writing or verbally to his
supervisor, line chief, In-charge or APM.
b) Supervisor in consultation with Line chief, In-charge & PM will try to solve the
problem, immediately.
c) If PM fails to solve the problem, immediately he will bring it to the notice of GM
& OIC of the factory. The GM & OIC will solve the problem as per law.
d) If any worker does not get the solution after written or verbal complaint to his
supervisor, Line-chief, In-charge, or PM in that he/she can put complaint through
welfare officer/ compliance officer or directly to OIC.
e) After receiving the complaint, welfare officer will try to solve it in consultation
with PM/AGM/GM. Any secret or important issue, which cannot be disclosed to
mid level officers, welfare officer will bring it to the notice of OIC & OIC will
take appropriate action to solve it.

Any worker can drop written complaint without giving their identity. The following procedures
are followed in case of any complaint comes through complain box:

a) Complaint box is placed in such a way so that the workers are free from any fear
or hesitation to drop their complain.

b) Any worker can put complain without his / her identity.

c) Complaint box is always kept under lock & key and key is kept with welfare
officer or OIC, welfare or OIC opens the complain box twice in a day.

d) Each complaint is noted down in a register and it is preserved in a separate file.

OIC takes appropriate action is consultation with other related officer, after
examining the complaint.

e) If the complaint is general in nature, its action is circulated to all through notice.
If it is confidential its action is informed to the complainer and if it is secrete, its
action its preserved separately, so the complainer is not face any harassment or
his/her security has not been hampered.

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Independent Social Survey: Human recourse & compliance department try to find out the
exiting relation between the workers and employer through independent social survey. During
survey the authority follow the under mentioned process:

a) Date, time & place of survey after discussion with factory In-Charge.
b) Survey team finds out the information through interview to the workers without
interference.
c) After survey the team complies the information and after verification of the
genuineness of information, they prepare a secret report and submit it to the
factory the In-Charge or Chief-Executive of the factory for necessary action and
later on they implement the decision of the Chief Executive.

Social Survey by the External Auditor: Authority employs external auditor in addition to
the internal surveyor who takes the interview of the workers independently. After interview, he
prepares a report on the basis of information and submits it to the authority. Authority takes
appropriate action as per law.

POLICY ON DISCIPLINARY PRACTICE

3.3.22 like any other Companies/ Factories, the Designtex Fashions Limited has formulated a set
of disciplinary actions to maintain law and order within its factories and to rectify the defaulters,
if any. Initially, the following steps are taken:

a) Motivation – at least 3 times.

b) Verbal warning – at least 3 times.
c) Show cause notice – As require.
d) Written warning – at least 3 times.

After applying above-mentioned procedures, if no fruitful result is achieved then authority takes
action as per law. Workers are made active and attentive to the job through training & briefing.
Physical / Mental / Sexual Harassments. Financial deductions or cut down of any facilities for
indiscipline cases are strictly prohibited in the Designtex Fashions Limited.

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The following activities are considered as indiscipline case:

a) Any violation of good order of the superior authority by any individual or a

group.
b) Any loss, damage or theft of the property of the company.

c) Receiving / giving bribe or illegal money to or from any one.

d) Habitual / frequent absent from duty without leave or continues absent more than
10 days without leave.
e) Violation of rules /regulation of the company.
f) Habit of showing unwillingness to work or not to work properly.
g) Willful absence from duties individually or in a-group.
h) Any unlawful act in the factory.
i) To participate alone or in-group in any work / act which is harmful for the
company.
j) Any financial transaction in the name of company without the knowledge of the
authority.
k) Smoking in the factory premises which is the declared “No smoking area”.
l) Willful disobey company policy like health policy like health policy, environment
policy etc.
m) To display any poster or leaflet in the factory premises or near to the factory
without permission of the authority.
n) Gambling in side the factory or factory premises.
o) To leave the working place without premises.
p) Sleeping in the working place.
q) To give false statement about name, age, eligibility or experience.
r) To destroy /damage of the document / property of the company.
s) Willingly work slowly or to instigate any one to do so, alone or in a group.

79. Retirement from service: To retire any permanent / temporary worker for no fault of
his / her, the following actions will be taken:

a) In case of a permanent worker, he or she will be served with a warning notice for
120 days in advance or will be paid the salary of 120 days and will be retired
there after.
b) In case of a temporary worker, he or she will be served with a warning notice for
60 days in advance or will be paid the salary of 60 days and will be retired there
after.
c) Provident fund, money for left over Earned Leave and salary of the worker will be
paid before retirement.
d) Worker on probationary period may be retired from the factory at any time. In
that case, his / her dues for working days only will be paid.

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Removal: Any worker may be removed from service at any time due to his or her
inefficiency or indiscipline activities or violation of any regulation of the factory or company. In
that case, a notice is to be served to the worker mentioning the reason. No worker will be
removed without giving proper notice to him or her.

81. Discharged from the service: Authority can discharge any worker from the service for
physical or mental disorder or long illness.

Dismissal from the service: If any worker is blamed as per labor; aw of the country, he may be
dismissed from service after paying the following benefits:

a) Payment of salary for actual working days.

b) Payment of the 14 days basic pay for each year.
c) Payments of left over earn leave pay.
d) Payment of the provident fund money.

Resignation from the service: If any permanent worker wants to resign from the service, he or
she has to submit written notice before one month. If he or she fails to serve the notice, he or she
has to surrender one month’s salary Designtex Fashions Limited follows labor law of the country
for all matters.

POLICY ON FREEDOM OF ASSOCIATION

3.3.23 Every worker has got the freedom to join in any organization legally and peacefully as per
the Section 3 of Industrial Ordinance 1967. According to this ordinance:

a) Every worker has the right to form and to join in any Association
indiscriminately, complying the rules and regulations of that society without the
prior permission of the factory.

b) Every owner has the right to form and to join in any Association indiscriminately,
complying the rules and regulations of that society without the prior permission of
the factory.
c) Trade Union and Owner’s Association have got the full independence in selecting
their representatives, administration of the society and their activities and to
formulate their policies.
d) Association of Workers and the Association of Owners have the right to join in
any Federation or Confederation of workers and the owners have the right to join
in any association of international labor organization or any other Confederation.

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Formation of a Trade Union for any legally accepted aim is also covered in the section while
mentioning the Formation of Association. Every worker is to comply with the law of the land at
the time of implementation of their rights as per section 3.

No Trade Union will be eligible for Registration unless a minimum of 30% of the total workers
of the organization are member of the proposed Trade Union. Applications for registration may
be processed with the signature of the President and the Secretary of the proposed Trade Union
only after fulfilling the above mentioned condition.

The job of the trade union will be to develop the interest of its members and to come to right
decisions after discussion with the owner.

POLICY ON SOCIAL ACOUTABILITY

3.3.24 In principle, the Designtex Fashions Limited is committed to all of its officers and
workers. The authority feels it to be important to keep the environment suitable for continuous
working for 8-10 hours in the factories. Workers soul will remain fresh and standard of
production will be good if the working environment is good. Production may be hampered due to
different diseases among the workers if the environment is good. Production may be hampered
due to different diseases among the workers if the environment is not hygienic. So all efforts are
taken to all keep the environment.

In the same way, the authority is concerned about the environment of the surrounding areas
Designtex Fashions Limited keeps an eye to prevent pollution of environment from garbage,
smoke, noise etc of its factories. In addition Designtex Fashions Limited. participates on public
welfare activities of the local areas like donation to religious installation, schools, colleges,
orphanage etc. It also extends co-operation in service to humanity in natural calamities.

PERFORMANCE EVALUATION POLICY

3.3.25 Management has the firm belief that all the workers must be rewarded according to
evaluation on the basis of their individual performance. Evaluation will be done irrespective of
sect, group, gender, rank or place. Evaluation of personal efficiency is the best way to evaluate
working efficiency. Management does not believe in evaluation the extraordinary performers
only, but also takes step to build a skilled manpower through education and training of the weak
cause. A simple but procedural and scientific method is applied to carry out perfect evaluation
every year. Management believes that no evaluation be surprising and exciting. A worker must
have clear idea about their good or bad performance. Mentionable efficiencies of each worker
must be recorded throughout the year and those should be consulted during the final evaluation.
Each worker must have clear ides on the points on which emphasis are put in the system of
performance evaluation.
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 Transparency of Evaluation System.

Transparency of Workers Evaluation System is important to make it effective. The only way for
transparency is to make all aspect of evaluation clear to both the evaluation as well as the worker
to be evaluated. The management will follow the under mentioned points to keep the
transparency:

a) All workers, supervisors, line chiefs and management staff are informed about
evaluation system through training.
b) All supervisors, line chiefs and other evaluators are directed not to make any
discrimination during evaluation.
c) Evaluation to be done through discussion between the evaluator and the person to
be evaluated.
d) Workers to be informed on their weak areas throughout the year instead of
informing during the evaluation time only.
e) Progress of Daily /Monthly/ Tri-monthly evaluation to be recorded and to be
analyzed regularly. This record to be consulted during the final evaluation.
f) Workers, who will be evaluated, must be advised regularly to improve their
performance.
The under mentioned directives will help the evaluation and the person to be evaluation in
understanding Evaluation System properly.

Subject Evaluation-factors Source of Information Total Score

Hourly EVALUATION ON PRODUCTION CAPACITY Daily Production report 20

Production

Production Mistakes, number of warnings for mistake, Quality of Inspection, own record, QC 20
Quality Production as per customers requirement, Rejection etc record etc.

Security Knowledge on security, number of incidence, training Inspection and reports of 20

others etc. different incidence

Punctuality Coming late, going early, unauthorized exit during working Attendance, leave records and 15
hour, over stay during leave, absence, without leave, observation
violation of factory rules, quarreling with colleagues etc

Behavior Responsibility, initiative, co-operation general behavior etc. Observations and others 15
opinions

House Cleanliness of working place, daily routine of cleanliness, Inspection and daily personal 10
keeping etc. interaction

Total 100

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It is obvious that training enhances skill to any staff. It also encourages and builds better career/
Management of the Designtex Fashions Limited is not an exception to this concept. The
authority arranges formal and informal training on different activities. The training cell with the
co-operation of the management determines the requirement of training for the workers and
officers of all other sections and also arranges their formal and informal training with the help of
the existing as well as external resources. The activities of the Training on compliance and
human rights, general behavior, health and hygiene, pollution of environment and other social
awareness like Family Planning, AIDS, Pollution of Arsenic, Dengue. Diarrhea, Child Care and
other contamination diseases.

POLICY ON TRAINING AND DEVELOPMENT

3.3.26 The company arranges the under mentioned types of Formal and Informal training for the
officers, workers and staff to raise consciousness on different aspects:

a) Orientation Training for the Officers and workers. This training is imparted to
newly recruited officers and workers to appraise about the structure, policies and
other aspects of the company.
b) Training for the Compliance Officers/Welfare Officers. Compliance/Welfare
Officers, Time Clerks, HR, Admin and Accounts Staff are trained on compliance
matters.
c) Training for Mid level Manager. PM, APM Line chief and Supervisors are
trained on the workers right, compensation and benefits, different policies, labor
laws, general behavior etc.
d) Training for Workers.
i)Trade Training: Trade Training is arranged for workers of sewing, cutting,
finishing and other sections to make the workers skilled.

ii) Training on Personal Health and Social Awareness. Workers are trained on
different diseases and their cure, like Dengue, Jaundice, Fever, Eye problem,
Diarrhea, Skin and Venereal disease, more so on Family Planning, Child Care,
Sanitation, Plantation etc.

iii) Training on use of Personal Safety Equipment for all workers.

iv) Training on Duties, Rights and Benefits of Workers. Workers are
trained on Duties, Rights and Benefits (Leave, Complaint Procedure,
Discipline etc).
e) Training on Fire Fighting. Training on Fire Fighting is conducted by skilled and
training fire service train at least 40% of the man power.
f) Training on First Aid. First Aid training is conducted in the factory to make at
least 20% manpower trained as First Aids.
g) Product Safety. Officers and workers are trained on production of safe and high
quality garments.
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 CHAPTER:04
FINDINGS, RECOMMENDATIONS,
CONCLUSIONS

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4. Findings of the Study

The findings of the study are as follows:

• Designtex Fashions Limited Garments Industries have a strong and effective Compliance
management Policies and Practices. They have about 1500 employees whose are directly
involved with company’s operation.

• They have about 1050 female workers, which is large portion of the total employee in the
company and this company is involved with women empowerment in the Garments industry.

• They have a well organized Compliance managements planning for organizational objectives
and future plan and others.

• Designtex Fashions Limited Garments Industry believes in the process of attracting qualified
job applicants and the process of finding and attempting to attract job candidates who are capable
of effectively filling job vacancies.

• Regarding the selection of perfect candidate background investigation is mostly done for the
experienced one.

• Although there are certain circumstances where-even through complaint is within jurisdiction
the company can dismiss any employee without considering its merits, the service of a
permanent employee by giving him or her in a written notice under a certain period of time.

• The training of Designtex Fashions Limited involves the change of skills, knowledge, attitude
and behavior of an employee. The training system of this company’s is more present day
oriented and job specific and designed to make effective and efficient employee in their current
position.

• The motivation process of Designtex Fashions Limited is basis for an exchange. The employee
offers specific behaviors desired by the organization to meet its goals and objectives in return
offer money, goods and services.

• Performance appraisal system of Designtex Fashions Limited is highly useful tool by which
they measure the performance of an individual and identify the gaps and plan future development
in order to enable a better fit between the job and the incumbent.

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• Designtex Fashions Limited does not use any software Compliance Management.

• The company does not have any practice of “Compliance Management Survey”, which is a
negative point for the company’s Administrative Department.

• At present, the company does not have any systematic practice of employee counseling.

• The company does not have any practice of “Compliance Management Survey”, which is a
negative point for the company’s Administrative Department. Therefore, this practice should be
introduced to the company’s Compliance Management policies.

• At present, the company does not have any systematic practice of employee counseling. Such a
practice might be beneficial to the employees.

4.1 Recommendations
In the light of the findings, the recommendations are as follows:

• Designtex Fashions Limited has a strong and effective Compliance management system. They
may use software for the Compliance management.

• They have a well organized Compliance management system planning for organizational
objectives and future plan and others. However, they need to assigning necessary manpower for
every job.

• Regarding the selection of perfect candidate background investigation is mostly done for the
experienced one. For the selection of manpower of the industrial projects, proper study should be
conducted in time.

• The training of Designtex Fashions Limited involves the change of skills, knowledge, attitude
and behavior of an employee. However, the company should improve the knowledge of the
system through more training and proper managerial observation and cooperation is required for
the manpower development.

• The motivation process of Designtex Fashions Limited is basis for an exchange. The company
should introduce gain-sharing approaches to motivate its employees. Non-monetary incentives
might be a great motivation for the officers and service workers.
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4.2 Conclusions
4.3 Demands of garment industries are increasing day by day with the expansion of civilization.
The quality of Bangladeshi garments has found its identity in the outside world. In order to
enhance the earning of foreign currency through this industry as well as to uphold this industry is
essential to look into its root stem first. And the root stem of this industry is the working force.
Secured working environment is the pre-requisite for the production. Healthy environment and
safety of man and material will inspire all workers to increase production. It is essential for all
workers to know the policies and implement them. Any industry can achieve its target if it
follows a proper and complete set of policies. Accordingly, Designtex Fashions Limited
prioritizes the policies regarding dealing with workers and makes its implementation
compulsory; Designtex Fashions Limited believes that the good relationship between owner and
workers is the key to its production.

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© Daffodil International University

Bibliography
Professor Moshiur Rhaman (Phd), & Advocate, Kawser Hossain, Bangladesh Labor Law-
2006.2nd Edition: January-2013.

Khan Gary Abdul, Human Resource management & Industrial Relations, Abir Publication, 1st
edition.

Designtex Fashions Limited Industry Annual Report, 2012-13

Internship Report Designtex Fashions Limited, 2012.

Manual of Designtex Fashions Limited

Prospectus of Designtex Fashion`s Limited.

http://www.designtexbd.com/, date: 08/06/13, 11/06/13 & 15/07/13

www.humanresourcesmanagement.com, date: 06/06/13, 08/06/13

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© Daffodil International University