BLAST
Orientation Program
Welcome !
OUTLINE
Appointment
Removal
Record of Service,
Seniority, Increment,
Promotion
Penalties.
General Policy, Leave
and j...
APPOINTMENT
1.1 General Conditions of Appointment
1. Employees (other than ED)
Appointed by: Direct Recruitment/Promotion.
Period: As ...
1.3 Probationary Period
1. Period Minimum 6 months.
2. Extension by 3 months at a time if necessary.
3. Further guidance t...
1.4 Job Confirmation
CONFIRMATION IF
 Recommended by
Supervisor based on
suitability and performance
prior to end of prob...
Assignment of Duty
 May be assigned any duty as determined by the Authority.
 May be required to serve at any time /plac...
2. REMOVAL
Termination, Discharge,
Resignation and Retirement
2.1 Termination of service
• Employees on probation  liable to termination
any time by the authority without assigning an...
IF BLAST considers anyone is incapable, or ceased to
be capable due to infirmity of mind or body or
continued ill health o...
2.3 Resignation
MUST give 30 days notice
MUST return all BLAST properties in his/her
custody before resignation
BREACH ...
Record of Service, Seniority, Increment and
Promotion
3.1 Record of service
The APR will have a column for recommendation for
increment or promotion which will also be suggest...
3.2 Seniority
 From date of joining, subject to confirmation and
without any break in service.
 in case of confirmation ...
One increment in his/her grade annually if not
determined otherwise by the authority.
For double or special increment-co...
Punishment
Minor Penalties For
Negligence
Major Penalties for
misconduct
Censure
Warning
Withholding, for a specific
pe...
Negligence
For inefficiency,
Acceptance of outside employment or
engagement without permission/ consent of
the ED or the...
Misconduct
• Willful insubordination or
disobedience, alone or in
combination with others,
to any lawful/ reasonable
order...
*If retirement
age is not
attained and the
office is not
abolished
*Subsistence
allowance Suspension
Dismissed after
facin...
Procedure of penalties
Procedure of
penalties
Suspension
Inquiry
Not guiltyGuilty
Dismissed after facing
major penalty
Pay...
Procedure of inquiry (Minor)
If no
explanation is
given, the
authority may
impose any
minor
penalties
Response
within time...
Frame a charge. Statement of allegation
Employee will have 7 days to show cause and also
specify if he wants to be heard i...
Procedure for penalties (Major)
* The inquiry officers for the board of inquiry
shall start within 3 working days.
* Depen...
Court Proceedings
 If there be any prosecution or legal proceedings against an employee
pending in any court on the same ...
Appeal
An employee who has
been imposed a
penalty may prefer an
appeal to the Board
within 7 days from
the date of the or...
Types of Leave
Casual leave: 10 days
Earned leave: 33 days
Medical leave: 14 days.
Maternity leave: 120 days.
Leave i...
Leave
 The authority may refuse, grant
leave and recall before
expiration.
 An employee will not leave
without having th...
Leave (Cont.)
 Before proceeding on leave
an employee shall make over
charge to another employee
as may be directed by th...
Joining Time
 Joining time may be
granted to an employee
on transfer from one
station to another.
 Joining time shall no...
Attendance
All employees
immediately after arrival,
shall sign the attendance
register everyday in the
morning as require...
6. Pay And Allowances
6.1 Fares Payable (Head Office)
Grade 1 Air (economic class)
Train (1st class and air conditioned)
Bus/Coach (air conditio...
6.2 Fares Payable (Head Office)
Grade 5 Train (air conditioned)
Bus/Coach (air conditioned)
Steamer/Launch (1st class cabi...
6.3 Fares Payable (Unit Office)
Grade A-1 Train (air conditioned)
Bus/Coach (air conditioned)
Steamer/Launch (1st class
ca...
Trustees / Executive Director
Grade – I
For TA
Actual fair multiplied by:
a. 1.2 for Air Ticket (economic
class)
b. 1.6 fo...
Member of Management
Grade - II
For TA
a. 1.2 for Air Ticket (economic
class)
b. 1.6 for Bus, Coach, Steamer,
Launch and p...
Grade 3
For TA
Actual fair multiplied by 1.6
or
Conveyance at actual
For DA
Taka 1,400.00 only per day
(within the country...
Grade-V & Grade A –I
For TA
Actual fair multiplied by 1.5
or
Conveyance at actual
For DA
Taka 900 per day (within the
coun...
Grade-IX, X & Grade A–III &IV
For TA
Actual fair multiplied by 1.5
or
Conveyance at actual
For DA
Taka 650 per day.
Grade-...
TA and DA - Overseas
Class 1
• Trustees
• ED
Class 2
• Director
• President, Members,
UMC
• Secretary General
Class 3
• DD...
The countries are classified
in 3 groups to give DA in US
dollars.
Group 1
Saudi Arabia, Bahrain,
Qatar, Kuwait, Japan,
Br...
Rent of Hotel and DA
Group of Countries Amount in US $ DA
1 100 50
2 100 50
3 100 50
Group of Countries Amount in US $ DA
...
Festival Allowance/Bonus (All
Employees?Probationers)
= Basic salary of the current month twice in
a fiscal year.
Authorit...
Staff Benefit Fund (Confirmed Employees)
Staff benefit 1 X per fiscal year = f last
festival allowance/ bonus drawn
Amou...
Contributory Provident Fund (Confirmed Employees)
Every confirmed employee to contribute monthly at
the rate of 10% of th...
Income Tax (All Employees)
To be paid by employee on the pay and
allowances to be drawn under Income Tax
Ordinance 1984 & ...
Child protection policy
Commitment to
protect children
 Awareness.
 Prevention.
 Reporting.
 Responding
Code of conduc...
Gender policy
Equity and equality.
Affirmative action
Ensuring access to
justice.
Objective
1. Increased parity and
rep...
Special internship and
training. (Assigning
mentors, special
training.)
Identifying strengths
and weaknesses.
Further d...
Transports
Providing safe
transportation to
staffs working
late.
Accommodation
Safe and
sustainable
accommodation
for wo...
THANK YOU. 
Blast bangladesh legal aid and services trust service rules
Blast bangladesh legal aid and services trust service rules
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Blast bangladesh legal aid and services trust service rules

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This is a presentation i developed on the service rules of Bangladesh Legal Aid and Services Trust.

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Blast bangladesh legal aid and services trust service rules

  1. 1. BLAST Orientation Program Welcome !
  2. 2. OUTLINE Appointment Removal Record of Service, Seniority, Increment, Promotion Penalties. General Policy, Leave and joining time. Pay and allowance. Child protection. Gender rule.
  3. 3. APPOINTMENT
  4. 4. 1.1 General Conditions of Appointment 1. Employees (other than ED) Appointed by: Direct Recruitment/Promotion. Period: As mentioned in the appointment letter. 2. Contract/Part-time basis Appointed by: Any specific needs. Period: As mentioned in appointment. Made by the authority as per terms and conditions to be specified in the appointment letter.
  5. 5. 1.3 Probationary Period 1. Period Minimum 6 months. 2. Extension by 3 months at a time if necessary. 3. Further guidance to be provided by authority 4. Leave Will be eligible only for: BLAST declared holidays 14 days medical leave 10 days casual leave (all proportionately)
  6. 6. 1.4 Job Confirmation CONFIRMATION IF  Recommended by Supervisor based on suitability and performance prior to end of probation period.  ED’ s letter communicating decision to confirm Confirmation effective from date specified in letter of confirmation. IF NOT CONFIRMED  Will receive letter that probationary period may be extended  Will receive letter of termination/discharge without showing any cause IF NOT LETTER ISSUED • It shall be deemed that Probationary period extended until further orders.
  7. 7. Assignment of Duty  May be assigned any duty as determined by the Authority.  May be required to serve at any time /place as directed by Executive Director.  Appointment on contract basis: May appoint a person in any category of posts on contractual arrangement:-  Stating the terms and conditions in the contract for a specific period, as may be deemed fit for the benefit of the Trust.
  8. 8. 2. REMOVAL Termination, Discharge, Resignation and Retirement
  9. 9. 2.1 Termination of service • Employees on probation  liable to termination any time by the authority without assigning any reason/service. • Other employees  May be terminated by Authority after one month’s notice in writing or payment of one month’s pay. • No compensation for termination of service. • If confirmed employee, the authority may give service benefit in addition to one month’s pay as per rules., if any, if the authority deems fit and proper.
  10. 10. IF BLAST considers anyone is incapable, or ceased to be capable due to infirmity of mind or body or continued ill health or such other reasons not amounting to misconduct or punishable under rule 8.1A, the authority may discharge and pay him such financial benefit as authority deems fit. 2.2 Discharge on medical ground
  11. 11. 2.3 Resignation MUST give 30 days notice MUST return all BLAST properties in his/her custody before resignation BREACH of sub-rule (a) and (b)of rule 6.4 , ED/BLAST may withhold acceptance of resignation and take action as they deem fit. Retirement • 65 years
  12. 12. Record of Service, Seniority, Increment and Promotion
  13. 13. 3.1 Record of service The APR will have a column for recommendation for increment or promotion which will also be suggested by the Departmental Head and the Executive Director in consultation with Departmental Head may approve it. An employee shall not have access to his/her APR but he/she shall be informed those part of the first annual performance report which indicates adverse remarks and strong necessity for improvement shall be given to the employee concerned for his/her comment To be returned by the Department Head concerned within 3 days of the receipt of such draft with his/her comment, reaction, explanation and justification, if any, and such response of the employee shall be a part of the record of services of the employee.
  14. 14. 3.2 Seniority  From date of joining, subject to confirmation and without any break in service.  in case of confirmation of more then one employee on the same date, length of service in the previous post shall be considered in determining the seniority.  Each department to maintain a seniority list of its employee.  For a position in which a direct recruitment is required and a departmental employee is required to be considered, the promotee should get a preference for seniority.
  15. 15. One increment in his/her grade annually if not determined otherwise by the authority. For double or special increment-consultation and approval by the ED required. 3.3 Increment 3.4 Promotion Promotion to new/higher post/grade may be determined by the ED or Authority as the case may be from among employees based on: Educational qualification as determined by the authority. APR or such vacancies may be advertised under rule 5.3.
  16. 16. Punishment Minor Penalties For Negligence Major Penalties for misconduct Censure Warning Withholding, for a specific period, of promotion or increment Recovery from pay or gratuity or provident fund of whole or any part of pecuniary loss caused to the Trust by negligence or breach of orders Reduction to a lower post/grade Compulsory retirement Removal from service Dismissal from service
  17. 17. Negligence For inefficiency, Acceptance of outside employment or engagement without permission/ consent of the ED or the Authority, Absence from duty or leave of duty station without prior permission of the departmental head, without any reason acceptable to the Executive Director
  18. 18. Misconduct • Willful insubordination or disobedience, alone or in combination with others, to any lawful/ reasonable order of superior • Theft, fraud or dishonesty re property of the Trust • Taking/ giving bribe/ any illegal gratification in connection with his/her or any other employees employed under the Trust; Habitual late attendance • Habitual breach of any law or rule or regulation of the Trust • Habitual negligence or neglect of work • Falsifying, tampering with, damaging or causing loss of the Trust’s official record • Any act detrimental to the interest of Trust • Acceptance of any gift or benefit from any person having or likely to have dealing with the Trust either in kind or in cash.
  19. 19. *If retirement age is not attained and the office is not abolished *Subsistence allowance Suspension Dismissed after facing Major Penalty Can be re-instated (If acquitted by a trial court or an appellate court) Not guilty The payment for the period of inquiry will be adjusted. *IF an employee refuses to accept any letter or post, BLAST will hang a copy on the notice board and send one copy to the employee’s address. *In determining penalty, the authority may review the employee’s past record
  20. 20. Procedure of penalties Procedure of penalties Suspension Inquiry Not guiltyGuilty Dismissed after facing major penalty Payment for the payment of inquiry can be adjusted Can be reinstated if acquitted by trial court or appellate court. If retirement age is not attained and office is not abolished
  21. 21. Procedure of inquiry (Minor) If no explanation is given, the authority may impose any minor penalties Response within time frame either in writing or in person. (7 days) Rule 8.3 Make the allegation In written Consider the explanation
  22. 22. Frame a charge. Statement of allegation Employee will have 7 days to show cause and also specify if he wants to be heard in person. Upon request, the authority may extend 5 days for submission of a statement of defense. No good Ground, Charges will be withdrawn Good Grounds Minor Penalty Heard in person Good Grounds Major Penalty Inquiry officer will be appointed Procedure for Inquiry (Major) If the statement of defenses is not submitted within the deadline , the authority may impose any penalty depending on the charge.
  23. 23. Procedure for penalties (Major) * The inquiry officers for the board of inquiry shall start within 3 working days. * Depending on the findings of the inquiry the authority’s decisions will be communicated to the employee as well. * If the authority decides to impose any major penalty, it shall ask the employee to show cause within 7 days for defense against the penalty.
  24. 24. Court Proceedings  If there be any prosecution or legal proceedings against an employee pending in any court on the same issue, there shall be no bar on the disposal of the proceeding under these rules against him/ her; but if the authority decides to impose any penalty on be stayed until disposal of the prosecution or legal proceedings.  In the case of an employee convicted by a court of any offence other than an offence that has been dealt by BLAST, the authority shall decide whether the employee so convicted should be punished under these rules or not.  If the authority decides to punish him under these rules, it may impose such penalty as it deems fit in the circumstances of the case.  Punishable with death, imprisonment for life or imprisonment for a term exceeding six months or with fine with fine exceeding one thousand taka or with both shall stand dismissed from service on the date of delivery of the order convicting the employee.
  25. 25. Appeal An employee who has been imposed a penalty may prefer an appeal to the Board within 7 days from the date of the order The departmental head will do the same with comments within 5 days from the receipt of the appeal. Decision in the appeal shall be final. Review The order by which the employee is aggrieved, the employee may apply to the board for review within 3 months from the order.
  26. 26. Types of Leave Casual leave: 10 days Earned leave: 33 days Medical leave: 14 days. Maternity leave: 120 days. Leave in lieu of overtime: 1 day for every 6 hour continuous overtime. Study leave: As per to service rule. Extraordinary leave: Reasonable according to the authority. Paternity leave: 10 days.
  27. 27. Leave  The authority may refuse, grant leave and recall before expiration.  An employee will not leave without having the leave sanctioned.  may not be allowed leave of absence on the ground of illness or maternity unless there is a medical certificate allowed by a practitioner.  All applications for leave shall be addressed to Executive Director through Departmental Head which must contain the full address during the period of leave.  Executive Director shall grant leaves of all employees including casual leave of the head of the departments or projects. Casual leave of other employees shall be granted by the head of the department.  The period spent on deputation and on tour shall be counted as on duty.  An employee shall resume duty on the expiry of leave initially granted or as subsequently curtailed or extended.
  28. 28. Leave (Cont.)  Before proceeding on leave an employee shall make over charge to another employee as may be directed by the Departmental Head.  An employee on leave will report in writing upon his return to duty, to his Departmental Head.  An employee who has been granted leave on medical ground shall not be allowed to resume duty without giving a proper medical certificate. It will be needed if for a period less than 14 days.  An employee on leave shall not accept any employment of any office for profit during the period of leave, without prior permission of the Authority or the E.D.  60% of the unveiled earned leave standing to the credit of an employee shall be encashed at the current rate of basic pay on the date on which the employee retires or resigns or service is otherwise terminated or at the emergency of the employee concerned according to the authority.
  29. 29. Joining Time  Joining time may be granted to an employee on transfer from one station to another.  Joining time shall not exceed 03 (three) days, exclusive of the number of days spent on journey within Bangladesh.  If the transfer is in the same station, the joining time shall be one day. Working Hours  All employees shall work eight hours daily from 9.00.a.m. to 5.00p.m. with one hour recess from 1.00 p.m. to 2.00 p.m. or 1.30 p.m. to 2.30 p.m. as scheduled by the Authority for each employee.
  30. 30. Attendance All employees immediately after arrival, shall sign the attendance register everyday in the morning as required by the Trust. No employee shall, during working hours, leave the office premises without informing his/ her immediate superior. Late-coming and early leaving All late comings and early leaving will be recorded in the personal file. Holidays Normally weekly holiday shall be observed as may be prescribed by the Trust from time to time. At the beginning of each calendar year, which days in that year shall be considered as public holidays will be announced.
  31. 31. 6. Pay And Allowances
  32. 32. 6.1 Fares Payable (Head Office) Grade 1 Air (economic class) Train (1st class and air conditioned) Bus/Coach (air conditioned) Steamer/Launch (1st class cabin and air conditioned) Grade 2 Air (economic class) Train (1st class and air conditioned) Bus/Coach (air conditioned) Steamer/Launch (1st class cabin and air conditioned) Grade 3 and 4 Train (1st class and air conditioned) Bus/Coach (air conditioned) Steamer/Launch (1st class cabin and air conditioned)
  33. 33. 6.2 Fares Payable (Head Office) Grade 5 Train (air conditioned) Bus/Coach (air conditioned) Steamer/Launch (1st class cabin and air conditioned) Grade 6, 7 and 8 Train (Shovon) Bus/ Coach (air conditioned) Steamer/ Launch (2nd Class) Grade 9 Train (Shulav/2nd class) Bus/ Coach (Normal) Steamer/ Launch (2nd Class cabin) Grade 10 and 11 Train (Shulav) Bus/ Coach (Normal) Steamer/ Launch (normal)
  34. 34. 6.3 Fares Payable (Unit Office) Grade A-1 Train (air conditioned) Bus/Coach (air conditioned) Steamer/Launch (1st class cabin and air conditioned) Grade A-2,3 and 4 Train (Shovon) Bus/ Coach (air conditioned) Steamer/ Launch (2nd Class) Grade A-5 Train (Shulav) Bus/ Coach (Normal) Steamer/ Launch (Normal)
  35. 35. Trustees / Executive Director Grade – I For TA Actual fair multiplied by: a. 1.2 for Air Ticket (economic class) b. 1.6 for Bus, Coach, Steamer, Launch and personal vehicle. c. 1.1 for hired vehicle or Conveyance at actual. If the journey performed by personal vehicle then DA may be allowed for the Vehicle Operator for Tk. 250.00 only per day. For DA Taka 2000.00 only per day (within the country)
  36. 36. Member of Management Grade - II For TA a. 1.2 for Air Ticket (economic class) b. 1.6 for Bus, Coach, Steamer, Launch and personal vehicle. c. 1.1 for hired vehicle or Conveyance at actual. If the journey performed by personal vehicle then DA may be allowed for the Vehicle Operator for Tk. 250.00 only per day. For DA Taka 1,600.00 only per day (within the country)
  37. 37. Grade 3 For TA Actual fair multiplied by 1.6 or Conveyance at actual For DA Taka 1,400.00 only per day (within the country) Grade 4 For TA Actual fair multiplied by 1.6 or Conveyance at actual For DA Taka 1,200.00 only per day (within the country)
  38. 38. Grade-V & Grade A –I For TA Actual fair multiplied by 1.5 or Conveyance at actual For DA Taka 900 per day (within the country) Grade-VI For TA Actual fair multiplied by 1.5 or Conveyance at actual For DA Taka 800 per day (within the country) Grade-VII ,VIII & Grade A-II, For TA Actual fair multiplied by 1.5 or Conveyance at actual For DA Taka 700 per day (within the country)
  39. 39. Grade-IX, X & Grade A–III &IV For TA Actual fair multiplied by 1.5 or Conveyance at actual For DA Taka 650 per day. Grade-XI & Grade A –V For TA Actual fair multiplied by 1.5 For DA Taka 500 per day
  40. 40. TA and DA - Overseas Class 1 • Trustees • ED Class 2 • Director • President, Members, UMC • Secretary General Class 3 • DD • AD Class 4 • Coordinator  grade VIII
  41. 41. The countries are classified in 3 groups to give DA in US dollars. Group 1 Saudi Arabia, Bahrain, Qatar, Kuwait, Japan, Brunei, Oman, South and North America, Europe Russia, Uzbekistan, Kazakhstan, Turkmenistan. Group 2  Africa  Middle East  Turkey  Australia  New Zealand Group 3  Countries of SAARC group and other Asian countries
  42. 42. Rent of Hotel and DA Group of Countries Amount in US $ DA 1 100 50 2 100 50 3 100 50 Group of Countries Amount in US $ DA 1 75 50 2 75 50 3 75 25 Group of Countries Amount in US $ DA 1 50 30 2 25 30 3 50 20
  43. 43. Festival Allowance/Bonus (All Employees?Probationers) = Basic salary of the current month twice in a fiscal year. Authority may grant festival allowance/ bonus to any person not being an employee but under the service of the Trust at the rate of gross salary of the current month. Overtime ( Grade X & XI (Head Office vehicle operator, messenger, guards and cleaners; Category Grade –V (Unit)  overtime allowance for duties performed beyond normal working hours as per order of the Authority from time to time.
  44. 44. Staff Benefit Fund (Confirmed Employees) Staff benefit 1 X per fiscal year = f last festival allowance/ bonus drawn Amount transferred to Staff Benefit Fund Payable on retirement, resignation, termination, dismissal, deducting any amount due to During continuance of service, 75% of the total deposited amount of staff benefit may be withdrawn as advance subject to refund of the amount withdrawn in 12 uninterrupted equal installments from each monthly salary7. BUT no employee entitled to staff benefit before completing 1 year confirmed service.
  45. 45. Contributory Provident Fund (Confirmed Employees) Every confirmed employee to contribute monthly at the rate of 10% of the basic monthly salary Insurance (Confirmed Employees) Life insurance with any insurance company as Authority thinks fit on payment of 40% of the total premium and remainder 60% to be paid by the Trust and payment of installments to follow Insurance Company Rules No employee may get benefit of insurance before the completion of one-year confirmed service
  46. 46. Income Tax (All Employees) To be paid by employee on the pay and allowances to be drawn under Income Tax Ordinance 1984 & Rules.
  47. 47. Child protection policy Commitment to protect children  Awareness.  Prevention.  Reporting.  Responding Code of conduct • Access to a copy of this child protection policy. • Recruitment procedure. • Investigate possible abuse. • Training, learning, support.
  48. 48. Gender policy Equity and equality. Affirmative action Ensuring access to justice. Objective 1. Increased parity and representation of women. 2. Increased participation of woman in decision making. 3. Organizational structure, processes and facilities promote gender equity.  At least one-third of all members should be women. Ratio maintenance: (Women:Men)  Senior management 1:1 Current (5:4)  Prfoessional staff 1:1. Current (9:13)  Midelvel Staff 1:1 current (3:5)  Support staff 1:4 current (1:7)
  49. 49. Special internship and training. (Assigning mentors, special training.) Identifying strengths and weaknesses. Further development Staff development policy will clarify all of these and include much more. Working conditions Working hours: Will be examined by management. Maternity/Paternity leave: 4months paid maternity leave. Paternity leave for 10 working days. Space: Separate Washrooms Career development
  50. 50. Transports Providing safe transportation to staffs working late. Accommodation Safe and sustainable accommodation for women.
  51. 51. THANK YOU. 

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