방글라데시 노무관리 법제 및 관행_6_부록, 최저임금 외

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부록 A; 수출가공지역내 근로자들의 고용관련 지침 (Directives on Service Matters concerning Workers and Officers Employed in the companies Operating Within the Export Processing Zones of Bangladesh)

ln exercise of the powers conferred under Section 3A of the Bangladesh Export Processing Zones Authority Act, 1980(Act No.XXXVI of 1980), the Bangladesh Export Processing Zones Authority, hereinafter referred to as BEPZA, is pleased to issue following directives on SERNlcE MATTERS cONcERNlNG WORKERS AND OFFlcERS EMPLOYED lN THE cOMPANlES OPERATlNG WlTHlN THE ExPORT PROcESSlNG ZONES OF BANGLADESH.

 

PART l

1. These instructions shall apply to;
workers, officers and Apprentices of the companies, unless the terms and conditions of service have been determined under a contract specially entered into by and between a company and the said employee.
companies operating in the Zones may have their own rules regulating the terns and conditions of employment and in that event no rules or terms and conditions of employment of an individual company shall ve less favourable than those contained in these instructions.

 

PARTII ll

2. Definitions ;
(a) ”Apprentice” means a learner who is paid an allowance or fixed pay during the period of his training;
(b) ”casual” worker is a person whose employment is of a causal nature;
(c) ”company” shall mean and include any undertaking registered in Bangladesh and operating in the Export Processing Zone or Zones of Bangladesh;
(d) ”Employee” means any worker or officer in the company;
(e) ”Employer” means the Board of Directors of the company which inter alia means the chairman/Managing director/Director of the company or any other officer if so authorised by the company in this behalf;

(f) ”Factory” means the factory of the company and it shall include and workshop premises or the precincts thereof located in the Export Processing Zones of Bangladesh where ten or more workers are ordinarily employed;
(g) ”Pay” means the amount drawn monthly or weekly by an employee as basic pay.
(h) ”Worker” means any person including an apprentice employed in the office or factory of a company to do any unskilled, technicla, trade promotional or clerical or supervisory work for hire or reward, whether the terms of employment be expressed or implied, but does not include any person who is employed mainly in a managerial, executive, or administrative capacity;

 

PART lll

3. classification of employee Employees shall b classified as follows ;
(a) Permanent;
(b) Temporary;
(c) Probationer;
(d) On contract;
(e) Apprentice;
(f) casual;

4. The definitions of employees are as follows.
(a) ”Permanent employee” is an employee who has been engaged on a permanent basis after satisfactory completion of four months service.
 

(b) ”Temporary employee” is an employee who has been engaged for
work which is essentially of a temporary nature and is likely to be finished within a limited time.
(c) ”Probationer” is an employee who is provisionally engaged to fill a permanent vacancy in a post and has not completed the period of his probation. lf a permanent employee is engaged as a probationer in a new post, he may be reverted back to his previous post if his work is foun unsatisfactory at any time during the probationary period of six months.
(d) Employee on contract An employee ”On contract” is a person with whom a specific contract of employment has been entered into. But the said contract shall not bel less favourable to the employee than those provided in these instructions.
(e) Apprentice menas a leanrer sho is paid an allowance during the period of his training.
(f) ”casual” employee is a person whose employment is of a casual nature.

 

PART lN; Service Record

5. Appointment letter ; An Appointment letter, mentioning the terms and conditions of service, nature of work, pay and/or any other relevant matter shall be given to an employee concerned on his appointment, excepting in the case of casual employees.

6. Maintenance of service records etc. ; Service records of the workers shall be maintained in a ”Service Book” which will contain names & other particulars of the persons employed, data of employment, nature of work, rate of wages, leave taken & records of conduct etc.

PART N; Leave and Holiday

7. Right to leave etc ;
(a) Leave is a privilege and cannot be claimed as a matter of right. The manager or the person empowered to grant leave shall have the discretion to refuse or revoke the leave of any description when the exigencies of his services so require.
(b) Leave entitlement shall be calculated on the basis of English calendar year.
(c) For the purpose of these instructions, the expression ”Service” means
(ii) Actual days of work;
(iii) Period of leave with pay;
(iv) compulsory ”off” days;
(ix) Period of probation of the employee who is confirmed in a permanent post on the expire of the probation period and
(x) The period of leave without pay not exceeding ten days.
(d) An employee shall be deemed to have completed a year’s service notwithstanding any interruption in service during the year on account of authorised absence.
(e) An employee who remains absent for any period in excess of the period leave originally sanctioned or subsequently extended shall be liable to satisfactory action unless he is able to explain his overstay in a satisfactory manner to his Manager. Such absence shall be treated as ”Misconduct” and the employee shall be liable to such punishment as may be specified herein.
(f) Friday or Holiday falling in between the first & the last days of any leave period shall count as part of the leave.
(g) A ”day or days off” which an employee becomes entitled to by virture of having worked on a Friday or on a Holiday notified by the Management shall be allowed to be affixed or perfixed to privilege leave.
(h) lf the application for leave is on medical ground, the employee shall submit with his application a certificate from the Doctor of the company at Stations where such Doctor is available or from a qualified registered Medical Practitioner at places where his employer’s Doctor is not available stating the probable period for which leave is required.

8. casual leave and sick leave ;
(a) Every worker shall be entitled to casual leave with full wages for ten days in a year.
(b) Every worker shall be entitled to fourteen days’ sick leave on half average wages in a year.
Provided worker that sick leave or casual leave admissible under this section shall not be accumulated and carried forward to the succeeding year.

9. Day off ; 
An Employee when required to work on a Friday or holiday a ”day off” shall be given as a substitute on any other day.

10. Maternity Benefit ;
A female employee who has completed a minimum of ten months service shall bel entitle, on application, to maternity leave with pay for six weeks before and six weeks after the confinement on ground of maternity(child birth). This benefit may be granted only twice in the whole period of service life of a female employee.
Provided further that maternity leave for the second time shall be admissible only after a period of 3 years from the date of availing of first such leave.

11. Earned Leave
An employee shall be eligible for earned leave with pay for every completed year of service as under ; (a) One day for every twenty two days of work performed by him during the previous period of 12 months.
(b) lf an employee does not, in any such period of 12 months service, takes such leave to which heis entitled under sub para (a) either in whole or in part, any such leave not taken by him shall be allowed to be added to the succeeding year provided that an employee sghall cease to earn any leave when the earned leave due to him amounts to thirty days. lf earned leave is refused in the interest of the company, employee shall have the option to encash the leave so refused.
12. Festival leave
(a) Every employee shall be allowed at least ten days festival holidays with pay in calendar year. The day or days and the dates for such festival shall be fixed by the Management in such manner as they deem fit but in keeping with the general consensus of the employees.
(b) The day or days and dates of festival holidays shall be fixed and conspicuously notified in the month of January i.e. at the beginning of the year.
(c) An employee may be required to work on any festival holiday but two days compensatory holidays with pay shall be allowed to the employee within thirty days immediately after that holiday.
(d) lf an employee so desires in writing, two days’ pay in lieu of compensatory holiday may be granted.

PART Nl; Termination/Resignation of Employment

13. Termination of service
For termination of the services of a permanent/temporary employee by the employer, 120 days’ notice in the case of permanent employee and
60 days’ notice in the case of Temporary Employee shall be given by his employer.
Provided that pay for 120 day or 60 days, as the case may be shall be paid in lieu of such notice provided further that the worker whoxe employment is so terminated, shall be paid compensation at the rate of one month’s pay for every completed year of service or for any part thereof in excess of six months in addition to any other benefits to which he may be entitled to under the terms of employment.

14. Resignation
(a) A permanent employee shall be required to give one month’s notice should he wish to resign from the services of the company.
(b) An employee who resigns from service of the company but fails to give the required notice shall surrender pay in lieu of such notice thereof.
 

(c) The employer shall accept the resignation if due notice is given
or due payment in lieu of notice is made pay is surrender in lieu of such notice.
(d) Notwithstanding anything stated above no employee against whom a disciplinary proceeding is pending shall resign from the services of the company unless 60 days’ have elapsed from the drawing up of the department proceeding.
Provided that the employer may allow such employee to resign on such conditions as he may deem fit.

15. Discipline and grievance procedure
(a) Where an employee of company in the opinion of the employer is
(i) inefficient, or (ii) corrupt, or (iii) guilty of misconduct, the employer may impose on him one or more of the penalties specified in Par 16, if after lnquiry, he is found guilty of any of the above charges.
(b) Note I ”Misconduct” means conduct prejudical to good order or service discipline un becoming of an employee or a gentleman and shall include
(i) Wilful insubordination of disobedience, whether alone or in combination with others, to any lawful or reasonable order of a superior ;
(ii) Theft, fraud or dishonesty in connection with the business or property of the factory/enterprise ;
(iii) causing damage to any property of the factory/enterprise ;
(iv) Taking of giving bribes or any illegal gratification ;
(v) Habitual late attendance or habitual absence from duty without leave or without sufficient cause. Absence without leave for ten days in a year shall be regarded as habitual absence without leave.
(vi) continuous absence for more than ten days without permission and without satisfactory caused of absence ;
(vii) Habitual breach of any law order, instruction applicable to him;
(viii) Habitual neglect or negligence of work ;
(vx) Wilful abstention or absence from work singly or with others ;
(x) Drunkeness, fighting & riotous, disorderly or indecent behaviour ;
(xi) Taking part in or suspected or being engaged in subversive
 

activities either alone or with others ;
(xii) collecting of canvassing or the collection of any money within the premises of the enterprise/company/factor for any purpose not approved by the employer ;
(xiii) Smoking within the premises of the company or enterprise/factory where it is prohibited ;
(xiv) Distribution or exhibition within the boundaries of the premises of the company/factory of any hand bill, pamphlets or poster without the previous permission of the competent authority ;
(xv) Holding meeting within the boundaries of the premises of the company/factory without sanction of the employer ;
(xvi) Gambling within the boundaries of the premises of company/factory ;
(xvii) Habitual indiscipline ;
(xviii) Leaving work without permission ; (xvx) Sleeping while on duty ;
(xx) Theft of any kind inside the premises of the factory/company or within the zone ;
(xxi) Giving false information regarding name, age, qualifications, previous service etc ;
(xxii) carrying on money lending or any other private business, within the premises of the factory/company ;
(xxiii) Sabotage or wastage caused to materials & stores of the company/factory
(xxiv) Malingering and slowing down work either alone or in collaboration with others ;
(xxv) conviction in any court of law forany criminal offence ;
(xxvi) lmproper use or non use of protective clothing, uniforms (if any) while on duty;

16. Penalties
(a) The following are the penalties which may be imposed by the employer upon an employee;
(i) censure ;
 

(ii) Stoppage of increment or promotion on grounds of inefficiency,
irregular attendance and misbehaviour ;
(iii) Recovery from the pay of the employee of the whole or part a pay to defray any pecuniary loss caused to the company/enterprise by negligence, default or breach of orders or of contract on the part of the employee ;
(iv) Reduction in rank ;
(v) Dismissal from service ;
(b) No penalty shall be imposed on any employee without disciplinary proceedings. lf the employee concerned remains under suspension during the period of the lnquiry, he will be entitled to substance allowance for the period of suspension equivalent to half of his average basic pay and full amount of house rent allowance and medical allowance. ln the lnquiry if he is found not guilty of the charges he shall be entitled to the rest of the amount of his pay for the period of suspension.

17. lnquiry procedure
(a) When an employee is to be proceeded against for any offence under Para 15 above, the employer shall;
(i) frame a charge sheet specifying the charges brought against an employee and communicate it to the employee concerned (hereafter called the accused) on which it is based ;
(ii) require the accused to submit within three days from the day the charge has been communicated to him, a written statement of his defense.
(b) The employer shall appoint an lnquiry Officer/committee to hold an lnquiry.
(c) The employer may nominate any person/officer to present the case in support of the charge sheet before the lnquiry Officer/committee.
(d) The lnquiry Officer/committee shall follow the following coursed of actions wile conducting lnquiry against any accused employee.
(i) The lnquiry Officer/committee shall issue a notice asking the accused to appear before the lnquiry Office/committee at a particular place stating the specific time of appearance with all documentary
 

evidence and witnesses if any with a copy to the nominee of the
employer/company who will present the case in support of the charge sheet before the lnquiry Officer/committee.
(ii) The accused shall be entitled to cross examine the witnesses against him and he should be allowed to present witnesses in his defence.
(iii) The lnquiry Officer/committee shall record the statement of the accused and witnesses of both sides and shall obtain signature of all the witnesses in their respective statements duly read over to them in the language they understand. lf the accused so agrees, his signature should be obtained in the statements of all witnesses to keep a record that the evidence of all the witnesses were taken in his presence. lf the accused refuses to sign the statement at the time of lnquiry, this fact would also be recorded and signed by other witnesses and the lnquiry Officer/committee.
(e) lf the accused person admits the charge against him the lnquiry Officer/committee will record ’Pleads Guilty’ and thereafter shall give his/its findings.
(f) lf the accused pleads ’not guilty’ then all witnesses in support of the charge sheet will be examined individually in presence of the accused. No witness shall be allowed to be present during the examination of another witness.
(g) lf the accused, after being duly informed, absents himself from the lnquiry without proper reason or permission, the lnquiry shall proceed exparte.
(h) The lnquiry shall be confined to the charges and no irrelevant evidence shall be admitted by the lnquiry Office/committee.
(i) The lnquiry Officer/committee shall submit his/its report to the employer with his/its findings.
(j) The employer, having regard to the findings on the charge, shall pass appropriate orders.

18. Suspension
An employee against whom a disciplinary action is proposed to be
 

taken may be placed under suspension pending inquiry into the charges.
during suspension an employee shall be entitled to an amount equivalent to half of the basic pay and other allowances in full.
Provided that the company may, instead of his suspension, require him to proceed on such leave as may be due and admissible to him from such date as may be specified in that order.

19. Grievance procedure
Any individual employee including a person who has been dismissed, discharged, laid off or otherwise removed form employment and who has a grievance in respect of any matter covered by these instructions and intends to seek redress thereof shall observe the following procedures;
(a) The employee concerned shall bring his grievance to the notice of his employer in writing within 15 days of the occurrence of the casue of such grievance and the employer shall, within 15 days of receipt of such grievance, inquire into the matter, and give the employee concerned an opportunity of being heard and communicate his decision, in writing, to the said employee.
(b) lf the employer fails to give a decision under clause (a) or if the employee is dissatisfied with such decision, he may make a representation to BEPZA within 30 days from the last date of the decision with which he is dissatisfied or within 30 days from the last date of imposition of the first penalty under para 17(10), as the case may be.
(c) On receipt of the said representation under clause (b) the Executive chairman, may constitute a committee of inquiry with one or more officer of the BEPZA not below the rank of Deputy General Manager or equivalent who will enquire into matter giving due hearing to the parties concerned and submit the report to the Executive chairman of BEPZA or to an officer designated by the chairman for the purpose.
(d) ln deciding the matter the chairman or such designated officer may pass such orders as he may deem just and proper.

20. “Lay off”
(a) Whenever a worker (other than a badli or casual worker) whose
 

name is borne on the muster roll of a company and who has completed
not less than one year of continuous service under the employer is laid off, he shall be paid by the employer, for all days during which he is so laid off, except for such weekly holidays, as may intervene, compensation which shall be equal to half of the total of the basic wages and dearness allowance, and the full amount of housing allowance, if any, that would have been payable to him had he not been so laid off.
Provided that a badli worker whose name is borne on the master rolls of the company shall cease to be regarded as such for the purpose of this section, if he has completed one year of continuous service in the company.
Provided that further that no worker shall, unless there is an agreement to the contrary between him and the employer, be entitled to the payment of compensation in the aforesaid manner for more than forty five days during any calender year.
Notwithstanding anything contained in the above proviso, if during a calendar year a worker is laid off for more than forty five days, whether continuously or intermittently, and the laid off after the expiry of the first forty five days comprises periods of fifteen days or more the worker shall, unless there is an agreement to the contrary between him and the employer be paid for all the days comprised in every subsequent period of lay off for fifteen days or more, compensation which shall be equal to one fourth of the total of the basic wages and dearness allowance, and the full amount of housing allowance if any, that would have been payable to him had he not been so laid off.
(b) ln any case where, during a calendar year, a worker is to be laid off, after the first forty five days as aforesaid, for any continuos period of fifteen days or more, the employer may, instead of laying off such a worker retrench him under section 21.
(c) Master roll for laid off workers; Notwithstanding that the workers or any section thereof employed in a company have been laid off, it shall be duty of every employer to maintain a master roll, and to provide for the making of entries therein by or for the laid off workers who may present themselves for work at the company at the appointed time during
 

normal working hours.
(d) Workers not entitled to compensation in certain cases;
(ii) lf he refuses to accept, on the same wages, any alternative employment not requiring any special skill or previous experience, in the same shop or the commercial or industrial establishment from which he has been laid off, or in any other company belonging to the same employer and situated within a radius of five miles from the company.
(iii) lf he does not present himself for work at the company at the appointed time during normal working hours at least once a day if so required by the employer ’ or
(iii) lf such lay off is due to unauthorised absence from work by workers in another part of the company.

21. Retrenchment
(a) Where any employee is to be retrenched on ground of redundancy and he belongs to a particular category of employee, the employer shall ordinarily follow the procedure of ’Last come First Go’. The employer may deviate from this order for reason of special efficiency of an employee and in exceptional circumstances.
An employee who has rendered a continuous service for not less than one year under his employer shall be given one month’s notice or one month’s pay in lieu of such notice for his retrenchment.
(b) Re employment of retrenchment employee where any worker is retrenched, and later on the company proposes to recruit any person within a period of one year from the date of such retrenchment, the employer is expected to give an opportunity to retrenchment employee belonging to the particular category concerned.
(c) a retrenchment employee shall be entitled to receive one month’s pay as compensation for every completed year o service or for any part thereof in excess of 6 months.

22. Discharge
An employee may be discharged from service for reason of physical or mental incapacity or continued ill health or such other reasxon not
 

amounting to misconduct. Such employee having completed one year of
continuous service, if so discharged, shall be paid compensation by the employer at the rate of one month’s pay for every completed year of service or for any part thereof in excess of 6 months.

23. Stoppage of work
The employer may at any time, in the event of fire, catastrophe, break down of machinery or plant, or stoppage of power supply, epidemics, civil commotion or other causes beyond his control, stop the work of any section of the company wholly or partly for any period. An employee who has completed not less than one year of continuous service under his employer may be laid off in case of this stoppage of work, but he shall be paid compensation for all days during which he is so laid off, at the rate of half of his basic pay including full amount of house rent and medical allowance if such allowances are paid as part of the pay every month as per rules of the company, provided that no employee shall be entitled to the payment of such compensation for more than 45 days unless there is no agreement, the employees may be retrenched by giving him 30 days’ pay as notice pay and compensation @ one month’s pay for every completed year of service or for any part thereof in excess of 6 months if the stoppage of work so continues after 45 days.

24. Service of Notice etc.
lf any employee refused to accept any notice, letter, charge sheet, or any other order or document addressed to him by his employer, it shall be deemed that such notice, letter, charge sheet or document has been delivered to him if a copy of the same has been exhibited on the Notice Board and another copy has been sent to the address of the employee, as available from the record of the employer, by registered post.

25. Provident Fund
No employee, who is a member of a Provident Fund of the company shall be deprived of his subscription to Provident Fund due to retrenchment, dismissal discharge or termination from service, if he is so entitled to it under the rules of the Fund.

26. Payment in lieu of unavailed earned leave
lf the services of an employee are dispensed with as a result of retrenchment, termination, retirement or by reason of his resignation before he has availed any of his earned leave, the employer shall pay in lieu of the unavailed Earned Leave.

27. Reference of dispute to zone office
ln case of any general disagreement on any common issue between the employer and the employees. the matter may be referred to BEPZA in which event BEPZA may appoint an officer, not below the rank of Deputy Secretary or equivalent t act as an arbitrator or conciliator for settlement of such an outstanding issue.

28. Unauthorised absence etc.
Notwithstanding anything contained hereinabove, in case of an unauthorised absence from work or slowing down of work by a group, the company may discharge or dismiss some or all of such employees or inflect such other punishment on them by notice posted on the Notice Board, after obtaining written permission from the BEPZA. Before giving such permission, BEPZA may endeavour to cause an amicable settlement of the point at issue.

29. Settlement of lndividual Grievances ln case of any individual grievance;
(i) The employee concerned shall place his grievance before the competent Authority of the company through proper channel;
(ii) lf the employee is not satisfied with the decision of the employer he may make a representation to the Manager(lndustrial Relations) of the Zone who may dispose of the case himself or in approprialte cass refer the same to BEPZA for decision and BEPZA will give a decision in the matter after hearing the parties.
 

PART Nlll; Welfare

30. Washing Facilities
There shall be provided and maintained in every company a reasonable number of toilets and washing facilities.

31. First aid to the injured
There shall, in every factory, be provided and maintained, so as to be readily accessible during all working hours, First Aid boxes or First Aid cupboards equipped with at least;
(ai) Sterilized dressings (small size) ; (ib) Sterilized dressings (medium size); (ic) Sterilized dressings (large size) ; (vd) Sterilized Burn dressings ;
(ve) One (One ounce) bottle containing 2% alcoholic solution of iodine or its substitute ;
(if) One (One ounce) bottle containing rectified spirit ;
(ig) Analgesic tablets, ointment for burns & suitable surgical antiseptic solution ;
(ih) Roller bandage 4” wide ; (ixi) Roller bandage 2” side ; (xj) Touriquet ;
(k) Suitable splints ;
(l) One pair of scissors ;
(m) One packet of safety pins; and
(n) A FlRST AlD leaflet

32. Rest Room/canteen
ln every company there shall be a suitable rest room where employees can take rest or can eat their meals brought by them and where the number of the employees is more than 100 the employer shall provide canteen facilities for the employees. Rest Room/canteen must have adequate drinking water available for the employees. 

33. Protective clothing
The Management shall provide proper protective clothing pears etc. to employees, who work on machines, handle toxic chemicals or perform specialized jobs or in case where the Management considers protective clothing or uniform necessary for them in the interest of preventing accidents.

34. Medical centre Trustee Board
Each company shall contribute a sun of money to BEPZA per year as prescribed by the Authority for the maintenance of EPZ Medical centre established for providing First Aid medical services to the employees of the companies within EPZ.

PART lN; Social Security

35. compensation for injury sustained while on duty The relevant laws of the country shall apply.

PART x; Payment of Wages

36. Payment of wages
(a) for employees paid on monthly basis, salary shall be paid by the 7th day of the following month.
(b) For employees paid on weekly basis, sages shall be paid by the 1st working day of the following week.
(c) For terminated employees, termination benefit and any other dues payable to the terminated employees shall be paid within 7 days from the date of termination.

37. Determination of Minimum Wages
The Authority may determine from time to time the minimum wages of the employees of any company operating EPZ. The Authority shall communicate its decisions in this regard from time to time to the
company concerned for implementation.

38. Festival Bonus
Every employee, having completed a minimum of six months continous service, shall be entitled to 2(two) months’ basic wages as festival bonus in a year payable in 2(two) instalments i.e. one on the eve of Edi ul fitre & the other on the occasion of Eid ul Azha for Muslim employees. For employees belonging to other communities, the festival bonus may be paid on their major religious festivals.

39. Provident Fund
Management of each company operating in EPZ shall establish a Provident Fund for the employees of the company and required rules shall be framed therefor for the operation fo the said Fund.

40. Revision or amendment of instruction
BEPZA may, in its discretion, revise or amend the above instructions if it so likes or may issue, from time to time, such additional instructions, as it may deem fit, covering any matters pertaining to employees and such instructions shall be complied with by companies operating in EPZs of Bangladesh.

 

 

DHAKA; JUNE 14, 1989
 
(ABU SAUD NUR)
Member(lnvestment Promotion) Bangladesh Export Processing Zones Authority
 

 

 

 

 

부록 B; 최저임금과 부가급여에 대한 지시서(Directives On Minimum Wages and Other Benefits)

BEPZA는 EPZ내 운영되고 있는 회사의 근로자 및 피고용인을 위한 각종 특 혜 및 최저임금을 고정시키기 위한 사항을 결정하는 지시서를 다음과 같이 발행한다.

 

제 1 장

1. 대상;
 회사와 별도의 근로조건에 대해 계약을 맺지 않은 근로자 및 실습생.
 구역 내에서 자체근로규정이 있는 회사 및 별도로 이런 규정을 갖지 못하는 개인회사로써 근로조건이 이 지시서 내용보다 불리한 경우.

 

제 2 장

2. 정의
규정에 별도로 명시되어 있지 않으면 지시서 1호(DlREcTlNES ON SERNlcES OF EMPLOYEE)의 정의를 준용한다.

 

제 3 장

3. 근로자 등급
근로자는 산엽분류를 기준으로 등급을 나눈다. i) 의류산엽
i) 전자산엽 i)테리 타울 산엽 v) 방직산엽
v) 가죽/신발 산엽 i) 중공엽
i) 경공엽
i) 기타

4. 일반사항
a) 이 지시서는 제3조 간엽분류 i)부터 v)에 대한 최저임금 및 기타 부가급여를 명시화하고 있다.
계속해서 타산엽의 최저임금 및 기타 부가급여에 대한 지시서가 발행 될 것이다.
b) 최저임금은 마화로 결정되고 현지화(Taka)로 지급된다.
c) 최저임금에 포함되지 않은 기타 부가급여 또는 이 지시서에서 특별히 정한 것들은 회사가 정한 규칙에 의거 지속적으로 지급되어야 한다.

 

제 4 장

5. 최저임금과 기타 부가급여의 결정
A. 의류산엽
a) 의류산엽의 근로자들의 최저임금과 기타부과급여는 다음과 같다.

 근로자 임금 최저임금 비 고
1) 실습생(훈련생) US$20(TK658) 3개월간의 연수; 최대한 3개월
연장이 가능
2) 조수 1) US$30(TK887) 연수 중에 근로자가 연수를 그만
            2) US$25.(TK822.50) 두지 않으면 고정근로자가 됨
기본급; TK500 60 800
3) 초급 기사 1) US$35(TK 1151.50) 조수가 기계운영을 할 수 있도록
                  2) US$30(TK987.00) 초급기사로 간주 됨.
                   기본급;TK600 75 975
4) 기사 1) US445(TK1480.50) 초급기사로 2년이 경과된 자
           2) US$40(TK1360.00) 기본급TK750 90 1200
5) 중급기사 1) US$50(TK1645.00) 기사로서 2년이 경과된 자
                 2) US$45(TK1480.00) 기본급; TK900 11 1450
6) 고급기사 1) US$58(TK1908.00) 중급기사로서 2년이 경과하고 승진에 적합한 자.

                기본급;TK1260 140 2240
                 상여금을 포함하지 않은 경우

 

b) 위의 최저임금에 덧붙여, 각 회사는 다음의 부가적인 급여를 제공해야 한다;
i) 2개월의 기본급에 해당하는 축제상여금을2회 지급한다.
ii) 각 회사는 수시로 결정되는 적절한 율에 따라 Provident Fund를 부담한다.
      현재율은 기본급의 83.3%임.
iii) 회사에 지급규정이 있는 경우 생산 장려금 및 출큰 장려금을 지 급해야 한다.
v) 이전부터 회사가 계속해서 제공되었다면, 식수 및 음식의 제공
v) 이전부터 회사가 계속해서 제공하였다면, 출퇴큰 운송수단의 제공.

c) 근로자는 3개월 또는 6개월을 성공적으로 수습을 마친 경우 고정직이 될 수 있다
i) 조수는 기계운영을 할 수 있도록 허용될 때 초급기사로 간주된다.

ii) 중급기사로서 기본기술이 축적되고 큰무기간이 경과된 자는 승진할 수 있다.
iii) 근로자는 매년 급여총액의 최소 10%를 인상 받을 수 있다.
v) 최저임금 또는 이면계약에 어떠한 혜택도 포함되지 않았다면 전 규정대로 지불해야 한다.

 

B. 전자산엽
 i) (a) 전자산엽 근로자들의 최저임금과 기타 부과급여는 다음과 같이 구분 결정되었다.

근로자 등급 최저임금 비고
1) 훈련생      US$22(TK. 700)(통합) 3개월간의 연수;최대한 3개월 연장이 가능
2) 초급기사   US$38(TK.1250) 연수를 마친 후 고정근로자가 됨.
                    기본급;TK.750 75 1050 1350
3) 기사         US$40(TK.1645/) 초급기사로 3년이 경과한 자.
                   기본급;TK.1050 120 2250
4) 중급기사   US$60(TK.1974/) 중급기사로 3년이 경과하고
                   승진에 적합한 자. 기본급;TK.1530 130 2830.
 

i)(b) 위의 최저임금에 덧붙여, 각 회사는 다음의 부가적인 급여를 제공해야 한다;
ii) 2개월의 기본급에 해당하는 축제상여금을 2회 지급한다.
iii) 각 산엽은 수시로 결정되는 적절한 율에 따라 Provident Fund를 부담한다. 현재율은 기본급의 8.33%이다.
iiii) 회사에 지급규정이 있는 경우에는 출큰장려금을 지급해야 한다. ivv) 회사가 점심을 제공하고 있다면 이를 계속하여 제공하여야 한다. vv) 이전부터 회사가 계속해서 제공하였다면, 출퇴큰 운송수단을 제공하여야 한다.
vii) 근로자는 매년 급여총액의 최소 10%를 인상 받을 수 있다.
viii) 최저임금 또는 이면계약에 어떠한 혜택도 포함되지 않았다면 전 규정대로 지불해야 한다.

 

c. 테리 타월 산엽
i) (a) 테리 타월 산엽 근로자들의 최저임금과 기타 부과급여는 다음과 같 이 구분한다;
i) 연수생인 경우;
연수생은 월 US$20(TK.568)를 통합적으로 지급받는다. 3개월 간의 연수; 최대한 3개월 연장 가능.
iii) 도급제 근로자의 경우;
도급제 직공의 최저임금은 노동관련 법에 규정한 작엽시간동안 큰무할 경우 월 US$30을 지급받을 수 있다.
iiii) 월급제 근로자의 경우;
동 산엽에 있어서 월급제 근로자는 최저임금으로 월 US$30의 임 금을 지급받을 수 있다. 임금이란 기본급여, 수당, 집세, 의료수 당, 교통수당. 생산보너스 등을 의마한다. 각각의 근로자들은 매년 급여의 10%를 인상 받을 수 있다.
상기의 최저 임금에 더하여 각각의 회사들은 다음과 같은 부가급 여를 월급제 근로자들에게 지급하여야 한다;
iiv) 2개월의 기본금에 해당하는 축제상여금을 2회 지급한다.
iv) 각 산엽은 수시로 결정되는 적절한 율에 따라 Provident Fund를 부담한다. 현재율은 기본급의 8.33%이다.
ivi) 출근장려금

vvii) 상기에 언급되어 있지 않지만 기존에 지급되고 있는 부가급여들.

 

D. 방직산엽
a) 방직산엽 근로자들의 최저임금과 기타 부과급여는 다음과 같이 구분 결정되었다.

근로자 등급 최저임금 비고
1) 훈련생 US$20(TK658)(통합) 3개월간의 연수;최대한 3개월 연장이 가능
2) 비숙련 근로자 US$35(TK1151) 연수 중에 근로자가 연수를 그만 두지않으면 영구근로자가 됨. 기본급;TK680 85 1105
3) 반숙련공 US$40(TK1316) 영구직의 비숙련공으로 1년이
경과하고 직기 및 기계를 운영 하고 있는 자
기본급; TK750 90 1380
4) 2등급 숙련공 US$45(TK1480) 반숙련공으로 2년이 경과한 자.
기본급; TK 900 110 1620
5) 1등급 숙련공 US$50(TK1645) 2등급 숙련공으로서 3년이
경과한 자
기본급; TK1020 120 1620
6) 고급 숙련공 US$58(TK1908) 1등급 숙련공으로서 4년이 경과한
자(기술보유) 기본급;1260 140 2240

상기의 임금은 다음과 같은 구성요소로 이루어졌다. 기본금, 주택수당, 주요수당, 통큰수당, 의료수당, 생산장려금 등.

) 위의 최저임금에 덧붙여, 각 회사는 다음의 부가적인 급여를 제공해야 한다;
i) 2개월의 기본급에 해당하는 2개월 분의 축제상여금을 지불하여야 한다.
i) 회사에 지급규정이 있는 경우에는 출큰장려금을 지급해야 한다. i) 이전부터 회사가 계속해서 제공하였다면, 식수 및 음식의 제공. 

v) 이전부터 회사가 계속해서 제공하였다면, 출퇴큰 운송수단의 제공.
v) 근로자는 매년 급여총액의 최소 10%를 인상 받을 수 있다.

 

6. 일반규정
a) 지시서는 EPZ내에서 큰무하는 피고용인 및 근로자에게 지급할 여러 특혜 및 최저임금을 포함하고 있다. 그러나 현재의 임금과 부가급여가 지시서에서 명시한 것보다 고을 경우는 그대로 사용한다.
근로자 및 피고용인에게 불이익이 가도록 현 부가급여를 바꿀 수 없다.
b) 근로자/피고용인을 위한 Providend Fund 계획을 갖고 있지 못한 회사는 즉시 시행하도록 한다. Provident Fund의 운영을 위해서는 회사의 적 절한 계정유지 및 관리담당이 필요하다.
c) EPZ내의 모든 회사는 BEPZA의 변경사항이 없는 한 이 지시서를 따 라야 한다.

7. 해석
지시서 해석상 문제점이 있을 경우는 BEPZA로 문의 할 것.

8. 효력발생일
이 지시서는 1989. 9월부터 효력을 발생한다.

(ABU SAUD ABDUN NUR)
Member(lnvestment Promotion) Bangladesh Export Processing Zones Authority
 

부록 c; 마국계 회사의 협력회사의 행동강령

(주)OOOO는 나이키 주식회사의 협력엽체로서 나이키의 기엽윤리규범을 존 중하며 이러한 나이키의 경영원칙을 준수하여 (주)OOOO를 운영하기 위해 다음과 같이 cOc을 제정하여 준수하다.

제 1조(목적) 본 cOc는 관리자가 근로자를 관리하는데 준수해야 할 사항을 명시하여 관리의 효율화를 기하는데 목적이 있다.
제 2조(용어의 정의) 본 cOc에서 사용하는 용어의 정의는 다음 각호와 같다.
1. 관리자
1)한국인 관리자; 본사에서 파견된 한국인 관리자를 의마한다.
2)현지인 사무직; 방글라데시 현지인으로 사무직 직원을 의마한다.
3)현지인 관리자; 방글라데시 현지인으로 생산관련 관리자(Lineman 이상)를 의마한다.
2. 종엽원; 생산관련 현지인(Lineman 마만)을 의마한다.
제 3조(적용범위) 본 cOc는 관리자 대 근로자에 대한 사항을 명시하고 있 으나 관리자 대 관리자, 관리자 대 사무직에 대해서도 포괄적으로 적 용할 수 있다.
제 4조(관리자 기본태도)
1. 종엽원이 좋아하는 공장, 종엽원이 좋아하는 관리자가 되어야 한다.
2. 관리자는 종엽원의 존중과 사,,을 받아야 통솔이 가능하다.
3. 종엽원를 인격적으로 존중하고, 아끼고, 보살피고, 가르쳐야 한다. 제 5조(관리방법) 한국인 관리자는 현지인 관리자를 통하여 교육, 지도한다. 제 6조(종교, 문화, 전통 등을 고려한 관리)
1. 한국인 관리자는 현지 종교, 문화, 전통 등을 이해하고 존중해야 한다.
2. 전통적인 복식 문화를 존중한다.
3. 엽무에 지장을 주지 않는 전통적 기호(습관, 수염기르기 등)를 존중한다.
제 7조(폭력행위 금지)
1. 관리자는 종엽원을 때리거나 벌을 세워서는 절대로 안된다.
2. 관리자는 종엽원에게 고성, 욕설, 협박성 발언 등을 해서는 절대로 안된다.
3. 관리자는 종엽원을 밀거나 끌어 당겨서는 절대로 안된다.
4. 관리자는 종엽원과 적당한 거리에서 지시하고 교육하며 폭력행위 오해를 예방한다.
5. 관리자는 종엽원 신체의 어1-- 부분도 접촉해서는 안된다.
6. 관리자는 위압감, 불쾌감, 협박하는 1--낌, 공포감을 주지 말아야 한다.
제 8조(성폭력금지)
1. 관리자는 손과 봄으로 종엽원의 신체를 절대로 접촉해서는 안된다.
2. 종엽원에게 음란한 말을 해서는 안된다.
3. 종엽원과 사적으로 밀폐된 장소에서 단들이 만나서는 안된다.
4. 조엽원이 싫다는 표현을 진지하게 받아 들여 오해소지를 예방한다. 제 9조(관리자 교육)
1. 한국/현지 관리자는 관리자 맹세, 성폭력금지 맹세를 매일 아침 낭독한다.
2. 한국/현지 관리자는 관리자 맹세, 성폭력금지 맹세 카드를 휴대 하고 실행한다.
3. 한국/현지 관리자는 매주 1회 cOc에 관한 토론해야 한다. 제10조(종엽원 교육)
1. 종엽원에게 매주 1회 정신교육을 시킨다.
2. 종엽원 교육은 교육카드를 만들어 4주 간격으로 반복해서 실시 한다.
3. 교육카드는 계속 새로운 내용을 만들어 실시한다.
4. 교육내용은 나라사,,/공장사,,/품질/생산성/신속납기 등이다.
5. 교육내용은 Audit/Abusement/Penalty/위생 등이다. 제11조(종엽원 벌칙)
1. 종엽원이 규칙위반, 지시위반 등을 할 경우 Yellow card를 보인다.
2. 위반자는 Yc Note에 이름을 적고 3번 기록되면 부서를 옮간다.
3. 3번 이상 위반자가 새 부서에서 다시 위반하면 지역 및 BEPZA 규칙에 따라 해고 조치한다.
제12조(우수 종엽원 기록)
1. 우수 종엽원 선발은 현지/한국 관리자가 한다.
2. 매일 우수 종엽원을 부서별로 몇 명을 선발하여 기록한다.
3. 매월 우수 종엽원은 부서별로 선발하여 포상한다. 

4. 우수 종엽원은 매년 집계하여 급여, 승진에 반영한다.
제13조(불량 종엽원 기록)
1. 불량 종엽원은 매일 현지인 관리자(Supervisor/Lineman)가 기록 한다.
2. 지역/BEPZA/사규 위반, 엽무지시 불응, 작엽방해, 종엽원을 불량 종엽원으로 본다.
3. 불량종엽원은 매일 기록하고 매월 집계하여 분기별로 부서를 이동 시킨다.
4. 불량 종엽원은 우수 종엽원에 비하여 차별화 급료를 책정한다.
5. 상기조항을 수행하는데 지역 및 BEPZA 규칙을 염격하게 따른다. 제14조(관리자 평가)
1. 종엽원은 친절한 관리자를 추천한다.
2. 종엽원은 학대하는 관리자를 보고한다.
3. 매월 우수하고 친절한 관리자는 사진과 함께 친절 관리자로 게시 한다.
4. 학대하는 관리자는 매월 선발하여 8시간 자기반성과 교육에 들어 간다.
5. 우수하고 친절한 관리자는 1년간 종합하여 매년 포상한다.
6. 학대하는 관리자는 문제가 3개월 이상 계속되면 인사조치 한다.

 

부 칙
제 1조(시행일) 본 cOc는 2000년 12월 1일부터 시행한다.