Introduction:

DIRD Group is very open for its employment; a worker can easily join in DIRD Group
and subsequently he/she can lose his/her job due to unconsciousness of the rules &
regulations of DIRD Group. Being respectful to the rules and regulations of the
company, a worker can stay for long in the organization and enhance the
productivity and encourage others as well to do so.
To ensure proper discipline in the organization, there are some specified rules &
regulations prevailed in DIRD Group. To protect the factory work environment and
rectify the disciplinary errors, below procedures need to maintain.
A.
B.
C.
D.

Verbally informed at least 3 times

Verbally warned
at least 3 times
Show cause notice as per necessity
Written warning letter
at least 3 times

If the result are not positive based on the aforesaid process, disciplinary actions are
taken according to the prevailing disciplinary rules and regulations which is based
on the Bangladesh Labor Law 2006.
An important fact of DIRD Group Disciplinary Policy is employees are provided &
aware of necessary regular training; encourage them to be self disciplined. In any
cases for any disciplinary issues, no employees are being tortured both physically &
mentally, neither deprived of financial penalty or any other company benefits.
This disciplinary policy is applicable for all levels of employee (both worker & staffs).
The policy also applies to entire DIRD Group and also shall be applicable to any
future concerns/units of DIRD Group.

Procedure of punishment for conviction and misconduct:

Notwithstanding anything regarding lay-off, retrenchment, discharge and
termination of service as provided elsewhere as per section 23, BLL 2006, an
employee may be dismissed without prior notice or pay in lieu thereof if
he/she is
a. Convicted for any criminal offence; or
b. Is found guilty or misconduct under section 24, BLL-2006
The following acts and omissions shall be treated as misconducts as per
section 23, BLL-2006
a. Willful insubordination or disobedience, whether alone or in
combination with others to any lawful or reasonable order of a
superior;
b. Theft, fraud or dishonesty in connection with the employers business
or property;
c. Taking or giving bribes or any illegal gratification in connection with his
or any other employees employment under the employer;

d. Habitual absence without leave for more than ten days.

e. Habitual late attendance;
f. Habitual breach of any law or rule or regulations applicable to the
establishment;
g. Riotous or disorderly behavior in the establishment, or any act
subversive of discipline;
h. Habitual breach of any rule of employment, including conduct or
discipline, approved by the chief inspector
i. Falsifying, tempering with, damaging or causing loss of employers
official records.
No order of punishment under section 23, BLL-2006 against a worker shall be
made unless:a. The allegations against him are recorded in writing;
b. He is given a copy thereof and not less than seven days time to
explain;
c. He is given an opportunity of being heard;
d. He is found guilty;
e. The employer or the manager approves of such order
An employee shall be charged for misconduct may be suspended pending
enquiry into the charges against him and, unless the matter is pending before
any court, the period of such suspension shall not exceed sixty days. Provided
that during the period of such suspension, an employee shall be paid by his
employer a subsistence allowance equivalent to half of his average wages
including dearness allowance and ad-hoc or interim pay, if any.
An order of suspension shall be in writing and may take effect immediately on
delivery to the employee.
In an enquiry the accused employee may be helped by any person nominated
by him who is employed in the establishment.
If in an enquiry, any oral evidence is given on behalf of any party, the party
against whom the evidence is given may cross examine the witness.
If, on enquiry an employee is found guilty of any of the charges alleged and
punished under section 23(1) of BLL-2006, he shall not be entitled to his
wages for any period of suspension but shall be entitled to the subsistence
allowance for such period.
If the charge(s) against the worker is not proved in the enquiry, he shall be
deemed to have been on duty for the period of suspension for enquiry, if any,
and shall be entitled to his wages for such period of suspension and the
subsistence allowance shall be adjusted accordingly.