1. 1
1.Introduction
Human Resources Management (HRM) is a new concept. It is a combination of HR,
Accounting, Management, Financial Management and Economics. Globalization to would
economy has exposed the corporate business organization to worldwide competition,
mobilization of professional manpower and modern quantitative management practice
For the means of understanding and the implications of globalization, technological
change, workforce diversity HR Operations is a significant part of HR activities in an
organization. So to perform the Operations successfully proper planning and formulation
are mandatory. Beside this, now management realizes that effectiveness of their HR
functions as well as HR Operations have a substantial impact to achieve expected
organizational success. To face these complex management challenges, effective
objectively measurable database system to measure and apply HRM information. Also HR
Operations are related with law and policy implementation for an organization where the
compliance and non-compliance of labor law and policy issues are came in attention.
Realizing this need I tried to find out the differences and similarities between theoretical
aspects with the practical steps taken by the company regarding the topic of ‘“Human
Resource Operations Process Evaluation and a Comparative Study on Labor Law
Compliance of BRAC”’. This is an attempt to demonstrate the feature for the further
improvement through comparison with the real world.
1.1Origin of the Study
As a student of Dhaka university, human resource management students I have assigned to do
my internship in BRAC HRD. But the projects presented through this study are conferred by
BRCA. Both the policy and the procedure of HR division have changed over time. BRAC has
the largest human resource division in Bangladesh. They have brought a lot of changes in
recent year to make the HRD match up with the time and survive the competition. To present
their SOP they have assigned the project the first project. They also wanted to acknowledge
the lacking and highlight their gaining in LABOR law implantation through the study

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1.2 Problems of the Study
 The collection of primary data is always a difficult thing because it is hard to ensure
the authenticity of the data. People might answer the questions but might not be
expressing what they actually do or feel.
 It is likely that employees might be skeptical about sharing certain information with
outsiders.
 Therefore, getting the exact picture is always a challenging task.
 As it is 1st experience in Operations system of an organization, there was always
scarce of knowledge and experience of mine.
 There were short of time from both mine and organization’s ends.
1.3 Objectives of the Study
General Objective:
To evaluate HRD Operations’ standard operation processes and also to present a comparison
between Bangladesh labor act 2006 and existing policies of BRAC.
Specific Objectives:
 To acquire knowledge about the Units associated with HR Operations of BRAC.
 To identify how information flows or handled by HRD Operations of BRAC.
 To identify the gaps in the flow chat that is making the work process slow.
 To better understand the Bangladesh Labor Act 2006.
 To represent the gap between the laws and existing policies of BRAC.
 To get practical knowledge on the subject matter.

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1.4 Rational/Importance
From Interns point of view
 Gaining knowledge about HR Operations processes to apply in future career.
 Also to have experience in labor law compliance in practical situation will help
to understand it better.
From organizations point of view
 To have ideas about the present SOP of BRAC HRD.
 Through this study they will hopefully be able to know about the gap in their
Operations process.
 Comparison with labor law will provide a clear idea about which policies need
to be adjusted with Bangladesh labor act.
 BRAC has many employee oriented policies and some important of them are
mentioned here. This will important in a way as to highlight those facilities will
help in employers branding.

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1.5 Organogram of the Study
Figure 1: Organogram of the Study
Organogram of
the Study
Overview of BRAC
HRD
Profile of BRAC
Labor law Complience
Operations process of
HRD.
Attendene
Leave
Compensation
Higher Studies
Int. Travelling
Laon
Health Insurance
Transfer
Separation
Fact Finding and
Analysis
Fact Finding
Potential/Critical
Information
Reasoning/Analysis
Conclusion and
Recommendation

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2. Theoretical Framework
HR Operations are the group or sub-function that develops, strategically integrates and
executes HR Operational excellence imperatives. On the other hand, it is considered that
the typical HR shared services sub-function the entity that simply executes transactional HR
activities. In many firms, the sub-functions of HR Operations and HR shared services may
overlap or the leadership of the HR shared services sub-function may act as the HR
Operations initiative owners.
1. Overview & HR Structural Alignment
There appeared to be three general reporting structures of the HR Operations sub-function.
These three can be described as follows:
i) HR Operations within Shared Services & Support: The most common general model
deployed, this structure featured either an HR Operations group embedded within a
broader HR services group, or an HR shared services group that functioned as, and was
undistinguished from, an HR Operations group. Firms that operate with this structure
consider their HR shared services group the main entity accountable for driving HR
Operational efficiency. The official title for this sub-function varies from firm to firm,
although typical titles include “HR shared services,” “HR Operations” or “HR
Operations, shared services and support.”
ii) HR Operations as a Center of Excellence: In this typical model, firms have chosen to
create an HR Operations center of excellence, which is sometimes organized and situated
among other HR centers of excellence such as learning and development and
compensation. This center of excellence almost always is separate from HR shared
services and support, which either exists as part of a tertiary model (most common case)
or reports outside of HR entirely. In several cases, advanced initiatives and HR
Operations employee competency models are developed.
iii) HR Operations Embedded Among HR Generalist Support: In this model, which is the
rarest observed among the three noted, HR Operations is divided along the same lines as
the HR generalist support, which is often delineated by business unit or geographical
region. Firms that utilize this structure may operate in many different geographic regions,

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have disparate and distinct business units, or operate their firms in true conglomerate
form. When this model is deployed, HR Operations professionals may have a business
unit or geographical region manager as well as an HR Operations manager, or have one or
the other considered as a “dotted line” manager.
.
2. HR Operations Internal Structure Composition
HR Operations internal structures generally can be categorized into three structural
frameworks:
i) Work stream,
ii) Region or business specific, and
iii) Work stream/business & regional hybrid structure.
Work Stream
Most firms internally structured their HR Operations groups by work stream. Firms that
organized their groups by work stream stated that their HR Operations group either operated
as a center of excellence or existed as an HR shared services group with some or all HR
Operations responsibilities. Typical work streams that exist in most firms include:
 Staffing
 Vendor Management:
 HR Analytics
 Service Delivery
 Payroll
 HR Information Systems.
3. The SOP of General Operations Process
Figure 2: SOP Process
Plan Develop Implement Monitor
Procedure Problem
People problem

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4. Challenges
Each organization is unique in its operating context; each firm will have its unique set of challenges.
The value that can be derived from this section is the examination of common challenges across firms.
i. Critically Important & Salient Information Integrity and Privacy
Information integrity and privacy is a challenge given the amount of sheer data dealt with, the
number of internal parties involved and the presence of third parties such as contractors.
ii. International Variation & Fluctuation
International variation in legislation, culture and requisite language capability as a significant
challenge for HR Operations is somewhat intuitive as variation is a natural enemy of process
excellence, which is precisely what the HR Operations function is seeking to drive.
iii. Important & Salient
a) Customization versus standardization: Challenge of continually attempting to balance
between HR Operations process standardization and regional or business specific
customization. Much like other HR processes, HR Operations seeks to maximize
economies of scale for cost purposes while still delivering effective service.
b) Education of HR and line management: Given that the field of HR Operations is
fairly novel, HR Operations professionals have to continually advise other parties within
the organization what the purpose of the function is as well as how to use tools HR
Operations may commonly provide.
c) Global HR Operations consolidation: HR Operations functions are becoming more
centralized are faced with the often daunting challenge of consolidating work streams,
service vendors or other aspects of the function.
d) HR paradigm shift: As HR Operations continues to assume more responsibility within
firms; the duties of all HR professionals are shifting, as are the normal operating
assumptions made by HR professionals. This shift, which can be highly emotional, is a
significant challenge for HR Operations.

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5. Obstacles
The SOP development leaders should be aware of five obstacles to participative management
i) Resistance to change.
ii) Mistrust by workers of management’s motives.
iii) Lack of clear expectations.
iv) Lack of participative skills.
v) Lack of commitment from top management.
6. HR Operations Talent
The growing importance of the HR Operations function mandates firms to closely examine
HR Operations professionals and the management of HR Operations talent. While HR
Operations usually exist as a sub-function within the HR function, there are unique attributes
with respect to the management of HR Operations talent.
i) Process & continuous improvement
-Experience/ knowledge of the latest, most prominent continuous improvement tools and
methodologies (value stream, six sigma, etc.)
-Exceptional ability to harness the power of analytics to make effective decisions
-Keen ability to proactively address potential process issues
ii) HR technology & information systems
-Experience/ knowledge of the latest HRIS capabilities and functions, and practical
applications within the organization
-Deeply understands the user perceptions and end-use efficacy of HR information systems
-Adroitly communicates complex HRIS information in simple, usable terms
iii) Project management
-Experience/ knowledge of leading full cycle projects in technical (i.e., new implementation
of HRIS) and strategic (i.e. org. restructuring) capacities
-Adept at handling vendor/service supplier relationships
-Keenly aware of the potential project impact of firm budgetary processes and operating
cycles.

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iv) HR functional knowledge
-Experience/ knowledge of various HR functional disciplines (learning, comp.) and their
theoretical basis and practical implications
-Experience & knowledge of HR generalist role duties and knowledge requirements
-Understands the HR Operations strategic integration within HR
v) Leadership & change management
-Exceptional ability to manage emotions and reactions common to transactional and
transformational change
-Skillfully communicate across organizational boundaries and functional borders.
-Keen ability to teach and mentor others, particularly in other parts of HR and other functions
entirely, about issues salient to HR.

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3. Methodology
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. This paper is a case
study about the information system of BRAC.
Data Collection Method
There are various techniques or methods in collecting the data. Here both primary and
secondary data has been used. These are:
Primary Sources
 By observation
 Through personal interview
Secondary Sources
 Different text book & journals
 Various reports & articles related to study.
 Websites
 BRAC HRPP.
Data can be collected either through experiment or through survey. As a researcher, I
collected the information through personal interview.
Data Analysis Technique
SWOT Analysis: The aim of the SWOT analysis is to identify the key internal factors
(strengths, weaknesses) which are controllable and external factors (opportunities, threats)
which are uncontrollable.

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4. Profile of BRAC
BRAC is a development organization based in Bangladesh. It is the largest non-governmental
development organization in the world. BRAC has been established by Sir Fazle Hasan Abed
in 1972 soon after the independence of Bangladesh. BRAC is present in all 64 districts of
Bangladesh as well as in Afghanistan, Pakistan, Sri Lanka, Uganda, Tanzania, South Sudan,
Sierra Leone, Liberia, Haiti, The Philippines and Myanmar. BRAC employs over 100,000
people, reaching more than 135 million people. The organization is 70-80% self-funded
through a number of commercial enterprises that include a dairy and food project and a chain
of retail handicraft stores called Aarong. BRAC always encourages saying as “Differently
able People” instead of “Disable People “Poverty is a result of rigid social stratification.
BRAC works on poverty alleviation by eliminating social stratification through -
• community development
• Our development intervention approach is holistic
• Combination of business methods with a particular view of poverty
 BRAC at a Glance
Head Office: BRAC center,
75 Mohakhali, Dhaka 1212, Bangladesh
T: +8829881265
F: +88028823542
E: info@brac.net
W: www.brac.net
Coverage in Bangladesh:
• Total Districts in Operations - 64
• Total No. of Upazilas - 509
• Field Offices - 2,661
• Population Covered - 113 million
BRAC International
• Population Covered – 28 million
• Total Operating Countries – 12

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 Guiding Principles
• Focusing on Women- We work with poor women, who are the worst affected by
poverty.
• Organizing the Poor- Organizing the poor is at the heart of our work.
• Unleashing Human Potential- We act as a catalyst presenting a multitude of
opportunities - both economic and social- that allows poor families to transform their own
lives and futures.
• Approaching Comprehensive - We believe that there are many underlying causes of
poverty, and these causes are interlinked.
 Values of BRAC
• Innovation
• Integrity
• Inclusiveness
• Effectiveness
 BRAC Vision
 A world free from all forms of exploitation and discrimination where everyone has the
opportunity to realize their potential.
 BRAC Mission
 Empower people and communities in situations of poverty, illiteracy, disease and social
injustice. Their interventions aim to achieve large scale, positive changes through
economic and social programs that enable men and women to realize their potential.
 Governance, Management & Capacity Building
• Administration
• Communications
• Construction and Maintenance
• Finance and Accounts
• Human Resource

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• ICT
• Internal Audit
• Learning Division
• Legal and Compliance
• PSU and Administration
• Procurement & Estates
• Research and Evaluation
• Social Innovation Lab
• Monitoring and Investigation
• Fleet Management
 Innovations over the Decades
Decade Innovations
1970s
• Fonctionnel éducation
• Village organisations (VO) s
• Para-Professional
• BRAC Training Division
1980s
• Homemade Oral Rehydration Solution Campaign
• Incentive Salary System
• Education for dropouts and non-entrants
• Enterprises for value chain support
• Directly observed treatment (DOT) for tuberculosis control
• Credit ++ approach
1990s
• Empowerment and livelihood for adolescents
• Adolescent clubs
• Pre-primary schools
• Hybrid maize
• Popular theatre
• Artificial inseminators
2000s
• Sharecroppers’ scheme
• Challenging the frontiers of poverty reduction
• Birthing huts
• M-health services
• Unique management model

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 BRAC Enterprises
BRAC Enterprises are the social businesses of BRAC. Our effort at BRAC Enterprises is not
only driven towards maximizing profit for the shareholders but to serve the society as well as
stakeholders through employment generation, quality product & services etc.
Reason for being of BRAC Enterprises
To enable BRAC to attain its vision and mission statements by-
 Sustaining the development interventions
 Creating job opportunity and thereby contributing to poverty alleviation
 Transforming the rural poor into entrepreneurs
 Generating surplus for BRAC to reducing donor dependency
BRAC Social Enterprises
• Aarong
• Dairy and Food Project
• BRAC Artificial Insemination
• BRAC Chicken
• BRAC Feed Mills
• BRAC Fisheries
• BRAC Poultry Rearing Farms
• BRAC Seed and Agro
• BRAC Nursery
• BRAC Print Pack
• Cold Storage
• BRAC Recycled & Handmade Paper
• BRAC Salt
• BRAC Sanitary Napkin and Delivery Kits
• BRAC Sericulture
• BRAC Tea Estates

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5. Project1:HR Operations process evaluation
BRAC HRD Operations consists offollowing units-
Figure 3 : At a glance HRD Operations of BRAC
Compensation and Benefit Management- CnBM
Compensation & Benefit Management Unit is responsible for works related to Salary,
Increment, Adjustment, Leave, Loan, and many other benefits.
Transfer Management
Transfer Management Unit receives transfer orders from programs and processes them on the
basis of policy compliance and then updates the database of the staff.
BRAC HRD
OPERATIONS
CnBM
TRANSFER AND
SEPARATION
Transfer
Separation
HRIS

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Staff Separation Management-SSM
The separation unit deals with all the papers of the employees who are leaving BRAC. It
might be retirement, termination, dismissal, maternity or paternity leave, release order,
resignation etc. All these goes to the separation unit and they deals with this kind of
situations.
.
HR Information System
HRIS is facilitating in bringing all the staff related information under one umbrella so as to
get the maximum benefit. Thus it ensures a proper flow of information within the department
as well as other programs. The section also provides IT related support for HRD. The total
recruitment process has been brought under IT to make the process faster and eventually
make it more efficient.
1. Attendance
CnBM Unit
HRMS
Staff punching from
head office
Data stored in
server
Data download
Staff punching from
outside head office
Leave & visit
information update
Modifications of
missing attendance (if
needed)
Attendance flag/string
update
Flow chart: Attendance

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i) Attendances from Staff punching: Stuff punching is mandatory for every staff to
record their attendance. All the records related to staff attendance data are Stored in
the head office Server. Those are downloaded by BRAC HRD. They put those data in
human resource management system of BRAC.
ii) Data stored in HRMS Has two way impacts
a) Leave and visit information: If any employee takes half day leave or full
day leave it will be recorded accordingly in HRMS.
b) Missing of attendance data: It is possible that sometime an employee can
miss to record his/her attendance for various reasons e.g. missing of punching
card, problem in recording machine and so on. Those can also be checked
through data saved in HRMS.
iii) Attendance flag /string update: Attendance flag / string updates are done as per
policy and requirement.
iv) My BRAC: Every individual employee will be able to see their perspective attendance
and related issues available in a website for employee information called My BRAC.
This will help them to correct if any irregularities happen with their attendance related
issues.
2. Extra ordinary leave
Extra ordinary leave are only allowed for the employees who have already worked with
BEAC for 5 to 10 years or above. .If an employee applies for 1 to years of leave form BRAC
then it will be considered as extra ordinary leave.
i) Get application from programs: HRD will accept the application only from the
respective programs of the leave applicants.

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ii) Check and process for approval as per policy-
a) Recommendation from program director
b) Approval of ED or MD: If the leave application fails to get approval from
the ED and MD the leave application process will be stopped by BRAC
HRD. Otherwise it will be set for next procedure.
c) Duration of leave
Get application
from program
Check & process
for approval as
per policy
Is it approved
By ED/MD?
Yes
No Stop
Approved decisions &seniority
loss are informed to the person
by preparing letter
IPLA flag on/off
Entry into HR module (leave
& attendance)
Disburse letter to
Staff/Program/Financ
e &Accounts
Scan all the documents
EDMS
Flow chart: Extra Ordinary Leave
w chart:
Flow chart:
Flow chart:

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d) Years of service with BRAC
e) Calculation of the period of seniority loss.
iii) Seniority loss letter issue: A seniority loss letter will be issued to the applicant
informing him/ her about the period of seniority loss they are going to have because of
this extra ordinary leave.
iv) Disburse letter: A letter is issued by the HRD to the staff/ program and to finance and
Account department informing about the without pay leave.
v) IPLA Flag On/Off: BRAC HRD will adjust the IPLA flag through switching off the
increment, payment, absent flags and switching on the leave flag.
vi) Enter into HR module (leave and attendance): After finishing checking and verifying
all the data are being entered into HR module for filing and future references.
vii) Scan all documents and check: All the related document are being the checked and
scanned for preserving in HRMS and EDMS.
viii) Joining post op: The record of joining should be entering into the HRMS and all the
document are scanned to preserve in EDMS. The IPLA flag got readjusted by human
resource division. If the employees miss the joining date then further enquiry is done
or HRMD notifies him according to the rules and regulations.
3. Quarantine leave
These types of leave applications are generally submitted to the BRAC HRD after the
applicant returns back from the leave.

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i) Leave application received through HRDFO/program and check: HRD will accept
the application through the human resource field officer in case of field office or from
program director in case of head office. The human resource division then enters the
leave application date in the HRMS as well as in EDMS.
ii) Procedure after reception of leave application: The BRAC HRD has to check -
a) Duration of leave.
b) Approval of first supervisor.
c) Medical report and prescriptions along with doctor’s approval.
iii) Enter into HR module (leave and attendance) scan all documents for filing: After
finishing checking and verifying all the data are being entered into HR module for
filing and future references.
iv) Scan all documents and check: The entire related documents are being the checked
and scanned for preserving in HRMS.
Leave application received
through HRDFO/Prog &
Check
Calculate leave duration
after leave joining
Entry into HR
Module (Leave &
attendance)
Scan all documents
for Filing
Received entry in HRMS
Joining post Operations
Flow chart: Quarantine Leave
w chart:
Flow chart:
Flow chart:

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v) Joining post op: The record of joining should be entering into the HRMS and all the
document are scanned to preserve in EDMS. If the employees miss the joining date then
further enquiry is done.
4. Accidental Leave
These types of leave applications are generally submitted to the BRAC HRD after the
applicant return back from the leave.
Leave application received
through HRDFO/Prog &
Check
Calculate leave duration after
leave joining & SL (if
applicable)
Entry into HR
Module (Leave &
attendance)
Scan all documents
for Filing
Seniority loss letter issued
(If without pay leave 20/23
or more working days
Cancel & generate
adjustment/ increment
slip or IPLA flag
off/on (if applicable)
Seniority loss letter sent to
HRDFO/Accounts/program for
disbursement
Scan all documents & Check
Received entry in HRMS
Joining post Operations
Flow chart: Accidental Leave

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i) Leave application received through HRDFO/program and check: HRD will accept the
application through the human resource field officer in case of field office or from
program director in case of head office. The human resource division then enters the
leave application date in to the HRMS as well as EDMS.
ii) After reception of leave application : The BRAC HRD has to check
a) Days of leave
b) Recommendation from first supervisor/ program head and Approval of the
program director.
c) Medical report and prescriptions along with doctors approval
iii) Seniority loss letter issue (if needed) : If an employee enjoys more than with pay leave it
will be considered as without pay leave .there for a seniority letter to be issued to the
applicant after returning to their respective job.
iv) IPLA flag adjustment: In case of seniority loss or without pay leave IPLA flag get
readjusted.
v) Enter into HR module (leave and attendance): After finishing checking and verifying all
the data are being entered into HR module for filing and future references.
vi) Scan all documents and check: all the related document are being the checked and
scanned for preserving in HRMS.
vii) Joining post op: The record of joining should be entering into the HRMS and all the
documents are scanned to preserve in EDMS. IPLA flag will be readjusted if needed.
Moreover, if the employee misses the joining date then further enquiry is done or HRMD
notifies him according to the rules and regulations.

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5. Paternity Leave
These types of leave applications are generally submitted to the BRAC HRD after the
applicant return back from the leave.
i) Leave application received through HRDFO/program and check: HRD will accept
the application through the human resource field officer in case of field office or from
program director in case of head office. The human resource division then enters the
leave application date in to the HRMS as well as EDMS.
ii) Procedure after reception of leave application: The BRAC HRD has to check
a) The duration of leave (paternity leave is for 7 days)
b) Regular worker (at least 1 year of working experience with BRAC)
c) Number of children (in case of two children/adopted child)
iii) Enter into HR module (leave and attendance) scan all documents for filing: After
finishing checking and verifying all the data are being entered into HR module for
filing and future references.
Leave application received
through HRDFO/Prog &
Check
Calculate leave duration
after leave joining
Entry into HR
Module (Leave &
attendance)
Scan all documents
for Filing
Received entry in HRMS
Joining post Operations
Flow chart: Paternity Leave
w chart:
Flow chart:
Flow chart:

24. 24
iv) Scan all documents and check: The entire related documents are being the checked
and scanned for preserving in HRMS.
v) Joining post op: The record of joining should be entering into the HRMS and all the
document are scanned to preserve in EDMS. If the employees miss the joining date
then further enquiry is done or HRMD inform him according to the rules and
regulations.
6. Maternity leave
These types of leave applications are generally submitted to the BRAC HRD before 3 months
prior to the time of leave.
i) Leave application received through HRDFO/program and check: HRD will accept
the application through the human resource field officer in case of field office or from
the applicant in case of head office.
i) Enter into HR module: The human resource division then enters the leave application
date along with duration of leave, type of employment (regular/service/contract etc.)
and approval of first supervisor in to the HRMS. These data are also scanned to save
in EDMS.
ii) Calculate leave duration after joining and seniority loss (if applicable): The HRD
has to calculate the duration of leave to determine if the leave deserves seniority loss
or not. If seniority loss is applicable then a seniority loss letter is issued by HRD to
the applicant.
iii) Enter into HR module (leave and attendance): The joining date has to be entered
into HR module otherwise HR Alarm software show that the joining of the staff is
still pending.

25. 25
iv) Cancel and generate adjustment IPLA flag: In case of seniority loss for without pay
leave, IPLA flag get readjusted.
Seniority loss letter sent
to Finance & Accounts
department
Mail sent to HRDFO for
seniority loss letter
disbursement
Cancel and generate
increment adjustment,
IPLA flag on /off (if
applicable)
Get application from
HRDFO/ program
Receive entry in HRMS
Module (staff status
history modification
screen)
Calculate leave duration
after leave joining &
seniority loss (if
applicable)
Seniority loss letter
issued (if without pay
leave 20 or more
working days)
Entry into HR Module
(leave & absence)
EDMS
Store leave application and
seniority loss letter
Flow chart: Maternity Leave

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v) Mail sends to HRDFO/program/applicant for seniority loss letter: In case of leave
without pay a seniority loss letter will be issued stating that he /she will not get any
payment according to the rules and conditions of leave policy of BRAC. Otherwise a
letter will be issued by BRAC HRD.
vi) Seniority loss letter sent to finance and Accounts Department : BRAC HRD also
sends a seniority loss letter to the finance and account
Store in EDMS: The entire related documents are being checked and scanned for
preserving in EDMS.
7. Salary of Head Office
i) Salary related entries in salary module: Various department and enterprises BRAC enter
their salary related changes into the salary module.
ii) Information processing by C&BM unit: C&BM unit check those changes of salary for
each individual staff and bring modification such as addition or deduction in their
salaries.
iii) Salary process: Then C&BM unit start salary process. In this stage they have to calculate
the leave without pay calculation that is done previously by the HRD in every month. The
deductions such as income tax, loan, YP control, DPS, mobile bill etc. done by Accounts
Department are adjusted while doing the salary process.
iv) Auto pay slips generation: After the salary processing is done then the salary module
starts auto pay slip generation for all the employees.
v) Pay slip modification (if needed): C&BM unit also modify pay slip flag in case of any
error is found. They do ‘without pay list’ checking and pin wise checking on every

27. 27
month’s salary adjustments and other special information as more or less deduction
happens in employees’ salaries.
vi) Final monthly salary: after the above steps are done successfully then final salary is
prepared and transferred to bank ready to be received by the employees.
Salary transfer to
bank
Salary
changes as
different
unitrequest
PMU
Confir
mation
Enterpr
ise
Appoint
ment
BI
C&BM Unit
Add/Modification
Leave without pay
calculation
All deduction
(Accounts)
Salary process
Salary generate
Pay slip
modification (if
needed)
Final monthly
salary
Flow chart: Salary of head office

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8. Salary of Field office
EnterprisesHRDFO C&BM BIOthers
Salary related entry
and modification
CD
Loan Income tax DPS
amount
Local adjustment/deduction
Staff salary
CD send to HQ
Individual salary sheet
CD uploadedinbranchmodule
Salary Transferredtobank
Information saved in HO
Salary Month close
Upazilla accountant
Provident fund
CD /Salary Software
modification
Other structure and info
Branch accountants
Flow chart: Salary of Field office

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i) Salary related entries in CD: All the department and enterprises and human resource
division of field office along with modifications from C&BM unit enter salary related
information in a HRMS and in the 20th of the month they transfer all the information into
a CD. The CD includes information like income tax, loan, PDF, DPS and other salary
structures. In 25th of the month this CD is sent to Upazilla accountant.
ii) Entry into branch module: After receiving the CD Upazilla accountant copy the
information into branch module.
iii) Individual salary sheet: Upazilla accountant then prepare individual salary sheet for each
employee with their salary information and send the information to the branches under
the Upazilla accountant.
iv) Salary adjustment for field office: Brach office accountants then compare the salary
sheets with previous month’s salary. If any mismatch happens they check it with the help
of Upazilla accountant .Before generating field office salary accountants have to adjust
local deduction like transportation cost, accommodation cost etc.
v) Net salary information: With all this information and deduction net salary information is
formed. The Upazilla accounts have to check the payment type (bank or cash).This is then
verified by the accounts and saved to transfer the final salary to the bank.
vi) Information to HQ: The accountants with modified information create another CD and
5th day of the next month sent this to head office.
vii) Information update in HO: All these information finally updated and saved in head
office at the 10th of that month. Through this head office can directly check if any
payment is due or not, if any problem is occurring or not etc.
i) Month close: after finishing all above steps account does salary month close otherwise
HRMS won’t be able to process the information of payment. If any staff is not paid then
salary halt will occur.

30. 30
9. Training and Higher Study
Higher study/ training
application
Yes, nominated by program
Funded by BRAC
If arranged
by self
Prepare nomination/ payment/
with pay letter
Process for bond (if needed)
Payment letter sent to CFO for
approval
Disburse letter to staff/program
Prepare without pay
letter
Store and update staff file
EDMS
STOP
Yes
No
Store and update staff file
(payment letter &approval
docs etc.
No, arranged by self
Check & process for
approval as per policy
Is it BRAC
Nominated?
Is it approved
by CPO, CFO,
and ED?
Payment
type
Flow chart: Training and higher studies

31. 31
i) Higher study and training application: Applicants fill the higher study and training
application forms are filled by the applicants with a sign of program director. Then
the forms are sent to BRAC HRD for further verification and procedures.
ii) BRAC nomination: The first step of verification by BRAC HRD is to check whether
the application form is nominated by BRAC or it is self-arranged.
 Nominated by program: BRAC nomination is done once in every year. This is
approved by ED through CPO.
 Arranged by self: A person can always apply for self-arranged higher study or
training program comply with the policy but before reaching HRD division it must
get approval by BRAC management.
iii) Check and process for approval as per policy: The age of employment with BRAC,
grievance histories etc. need to be verified. The selected employee must be regular
and have 2 years of working experience with BRAC; grievance history and position
fill up systems are checked here.
iv) Approval of CPO, CFO, and ED: The next procedure is about getting approval
consecutively from Chief People Office, Chief Financial Officer and Executive
Director. Approved applications are sent for further procedures.
v) Payment type: Here the payment type needs to be checked by BRAC HRD.
a) Funded by BRAC: The following steps are to maintain if funded by BRAC
program-
 The BRAC HRD has to prepare nomination letter (if needed) along with pay letter.
Nomination letter is made for the university or institution providing the particular
higher study or training program
 The next step is process for bond (if needed) , if the expense of higher study or
training range more than 2,00,000 taka the employee has to sign a bond of
working with BRAC after returning from training and higher study.

32. 32
 The payment letter is then sent to the Chief Financial Officer for approval and a
copy of which is sent for store and maintenance in HRMS and EDMS.
 Disburse letter to staff/program: A letter is also sent to the staff and program by
BRAC HRD.
b) Funded by self: There is no need of signing any bond and the nomination letter is
prepared without pay letter.
vi) Store and maintenance: A copy of all the documents including payment letter,
approval form and other supporting documents are sent to BRAC HRMS and EDMS
for the purpose of store and preservation.
vii) After Joining procedure: After returning from the higher study or training, the staff
has to confirm their joining through providing joining after higher study or training
letter to the human resource division. If the staff fail to join in due time HRD will
follow up the staff/ program for joining.
viii) Loss of seniority letter (if needed): In the case of self-arrangement, after joining the
BRAC HRD will prepare and disburse a seniority loss letter to the employees (if
needed).
10. International Travelling approval
i) Get application form program/persons: After getting invitation from a program or to
visit international offices BRAC staffs need international travelling approval from
BRAC. In this regard an application form is submitted by the applicant. The
application form first need to be approved by the program director and then it is sent to
the BRAC human resource division.

33. 33
Get application from
program/persons
Check &process for
approval as per policy
Is it approved
by CPO, CFO,
and ED?
Yes
NO Stop
Prepare to whom
certificate
Yes
Process for per Diem
Paymentletterpreparation
Paymentletterpreparation
Disburse letter to staff/
program
EDMS
&
HRMS
Store
certificate &
approval Docs
Store payment letter & approval
documents
Is it
sponsored
by BRAC?
Disburse lettertostaff
/programNO
Flow chart: International Travelling Approval

34. 34
ii) Check & process for approval: BRAC HRD verifies the application form submitted
by international travelers where the details checking of his/her profile and of the
travelling procedures are being stated, special attention is given whether there is any
mismatch in payment procedure, extent of travelling period and the information about
the organizations and organizers arranging the programs.
iii) Approval of CPO, CFO, and ED: The next procedure is about getting approval
consecutively from Chief People Office, Chief Financial Officer And Executive
Director. Application form is deemed invalid if it fails to manage approval from any
person stated above. Approved applications are sent for further procedures.
iv) Preparation of “to whom” certificate: Here a certificate is prepared by BRAC HRD to
facilitate in visa facing in the embassy and they also issue a formal letter for
immigration.
a) Sponsored by BRAC: Payment letter is prepared by BRAC. It varies as per
policy.
b) Sponsored by organizing company/donor agency: If 100% sponsored by
organizing company/donor agency a payment letter is issued to them.
v) Process for Per-Diem: Per-Diem will not be applicable for visiting BRAC
international offices. A fixed daily allowance designation wise is prepared by HRD
and BRAC offices in those countries will bear the expense (if needed). For other than
those countries a fixed Per-Diem will be provided (if needed).
vi) Payment letter preparation: While preparing payment letters a crosschecking is also
done by HRD along with air ticket, invitation letter and other related document.
vii)Payment letter approval: The payment letter is then sent to the Chief Financial Officer
for approval and a copy of which is sent to store and maintenance in HRMS and
EDMS.
viii) Disburse letter to staff/program: A payment letter is disburse to the staff and
program after being approved by finance division.

35. 35
ix) Storing and maintenance of documents: A copy of all the documents including
international travelling authorization form, air tickets, invitation letter and other
supporting document and mails are sent to BRAC HRMS and EDMS for the purpose
of store and preservation.
11. Staff / PF/ Mobile/ Computer loan
i) Loan application: BRAC HRD receives application forms from BRAC staffs. After
reception they have to check in EDMS and HRMS
a) If the employee is regular or not.
b) If they are eligible for getting the loan or not through their grievance
history; amount exists in their provident fund, prior loan history etc.
c) For staff, mobile and computer loan BRAC HRD will get two individual
forms and for Provident fund, they will get three individual forms.
ii) Formalities with accounts: After verification BRAC HRD will send the application
forms to accounts for their sign.
Scan all documents for filing & checking
Received final approval copy from accounts
Re sent to accounts after approval of another committee member (HRD)
Received from accounts after approval a committee member (Accounts)
Sent to accounts after signing & keeping records
Loan application received from Prog/staff (check with EDMS & HRMS)
Flow chart: Staff /PF/ mobile/computer loan

36. 36
a) Keeping record: HRD will save this information in a personal file and at the
end of the month save all loan application with disbursement in integrated report.
b) Reception from accounts: HRD will again receive the application forms from
accounts after approval of a committee member (accounts).
c) Resend to accounts: BRAC HRD then obtain a signature from a selected
committee member of human resource division and resend to Accounts
Department for formal approval
d) Receive final approval: Accounts will send final approval copies to HRD.
iii) Scan and check: Scan all documents for filling and checking and store in EDMS and
HRMS.
12. Special Loan
Scan and check
Finally received a copy of loan application from accounts
Handover loan sanction all information in finance & accounts Department
Writes down sanction amount in loan application and ensure sign on behalf of
HRD & done entry in HRMS
Approval copy uploads in EDMS
Arrange meeting
Export data in excel & prepare for meeting
Staff wise loan report in server data
Special loan application received from program/staff & check
Flow chart: Special Loan

37. 37
i) Reception of loan application: BRAC HRD will get the application from the
employees and program.
ii) Things to be checked: They have to check if the applicant is or is not working in
BRAC for five years and whether their applications have recommendation of first
supervisor and approval of their program director.
iii) Received entry in HRD module. Loan applications are entered into HR module by the
BRAC HRD.
iv) Loan entry in server data: They will enter the application in server data where staff
wise loan reports are kept. There the previous records of loan of the employees are
also given with information about outstanding loan which they have not paid yet or
condition of provident fund amount.
v) Export data in excel and prepare for meeting
a) All the data then exported in excel.
b) They prepare for meets they have to ask for time for the committee
members for meeting.
vi) Arrange meeting: HRD arrange the meeting in due time where the decision to approve
the loan or not is decided.
vii) Approval copy uploads in EDMS: BRAC HRD then receive the approval copy and
save it in EDMS
viii) After approval activity:
a) Then they write down sanction amount in loan application form which has been
approved by the committee and they have to ensure sign from a selected person on
behalf of HRD and enter all these information in HRMS.
b) They handover loan sanction information in finance and Accounts Department.
c) HRD then again receives a copy of loan from finance and accounting department
with a sign of a particular person of that department.

38. 38
ix) Scan and check: After scanning and checking they store all these records in EDMS.
13. Health insurance
i) Reception of application: BRAC staff will send the health insurance application
through their supervisor in case of both field office and head office. After reception
they have to check-
a) Types of employee and year of experience.
b) Whether this accident / death happened while working or not.
c) Main copies of hospital admission.
d) Doctor’s visiting fee, Main copies of patient’s medical tests, medicine,
residing fee of one month (general word), ambulance or transportation fee etc.
e) If the employee has taken IOU. In case of IOU, the HRD will align the amount
with health insurance payment amount.
f) Whether the employee is a transferred worker. In this case his or her prior
health insurance history about how many time and how much amount they
have taken in past will come into consideration.
Scan approved application & check
Received approval letter & application
Sent to accounts with a disburse copy
Received entry inpersonal file
Insurance application received from program/staff & check
Flow chart: Health Insurance

39. 39
ii) Received entry in persona file: After receiving health insurance applications HRD
will save those in personal file.
iii) Sent to accounts with a disburse copy: After that they will send the application forms
to accounts department.
a) In case of approved application a copy of approval will be sent to the HRD
by Accounts Department.
b) In case of disapproved application the forms will retune back to HRD which
they will resend to the program for correction or other adjustment. The prior
steps then again will be repeated
iv) Approval of committee members: BRAC HRD will seek approval of committee
members for health insurance.
v) Received approval letter and application: HRD will get the approval letter along with
the application forms.
vi) Scanning and Check: Scan approved application and committee members approval’s
top sheet, a copy of register according to annexure 2 which will be preserved under
supervision of head of committee members.
vii) Monitoring and Auditing: HRD will monitor and audit the health insurance case to
take action if any irregularities happen in future.

40. 40
14. Transfer process
Start
Program/division/enterprise
Transfer proposal
HRD – HO
Transfer unit
HRD field Office
EDMS
T/P hard copy
Soft data
Checking
T/P
Disburse
No
Yes
HRD field
office
Transfer unit HO
T/O
generate
Disbursement
Program/department
/enterprise
Staff
supervisor
To get release and JAT
Upazilla
Accountant
For joining
New area
Upazilla
Accountant
Update HRMS
END
Disbursement
Staff
Transfer & separation Unit
Flow chart: Transfer

41. 41
i) Program/department/ enterprise: the transfer proposal comes to BRAC HRD from
program or department or enterprise.
ii) Checking online transfer software: HRD transfer unit use staff online transfer
software for doing transferring process.
iii) Transfer proposal
a) HRD head office transfer unit: Head office receives both the soft copy and
hard copy of a transfer proposal which they are supposed to dissimilate.
After getting hard copy, transfer unit looks for data in online transfer
software (transfer .brac.net). Hard copies are scanned and saved in EDMS.
b) HRD field office: BRAC field office does not get any soft copy or data for
transfer proposal. They receive the Hard copies for local transfers only and
save scanned copies in EDMS. Soft copies of all the related transfers are
sent to head office directly.
iv) Transfer proposal disbursement: If field office is to dissimilate the transfer proposal
HO transfer unit (click “yes”) then the proposals are forwarded to the field office. If
the answer is negative (click “no”) the HRD keeps the letter for further processing.
v) Transfer order generation and disbursement: HRD then generate a transfer order
with the sign of authority. In case of head office they get the physical sign of authority
but field office has to work with scanned sign of CPO. Then H.O/F.O send the issued
letter to program .They will forward this to the staff supervisor.
vi) Release and JAT (Joining after Transfer): The staff supervisor will provide a letter
to the staff. Then the staff will take this to the current Upazilla accountant for release
and JAT. After getting release and JAT the staff will take those to new area Upazilla
accountant.
vii) Update in HRMS: After the Upazilla accountant update the present status of the
transferred employee using online transfer software, the joining and present location
will be automatically updated in HRMS.

42. 42
15. Termination
Termination
order
GMT including
SHRC
HRD Separation Unit
Generate related
paper
Program/
Enterprise/
Department
Signed documents
Yes
Information and
document
validation checking
Start
EDMS
Separation unit
Disburse letter
Program/
Department/
Enterprise
Disburse
Staff
For storage
Stop
Entry in HRMS
&IPLA Flag
adjustment
No
Entry in internal
Operations software
Disburse letter
Flow chart: Termination

43. 43
i) Reception of Termination order: Termination order comes to HRD separation unit
from program/department /enterprise or it can also be provided by GMT including
SHRC.
ii) Check and validation: Next, HRD separation unit check and validate the order
according to the procedure. For example name, pin number, program, working area,
etc. If any kind of inconsistency is found they send the termination order back to the
program or where it has come from.
iii) Save in software: After receiving termination order HRD separation unit then save
the letter in internal Operations software.
iv) Generate related paper: If there is no inconsistency then HRD separation unit starts
the termination process through generating related papers. Here they have to check
the name of the person to send, head office concerned person, concern office, types of
employees (job base, job status base) etc. relevant information.
v) Sign by authority: The documents then signed by the concerned person according to
the list of authority. They also change status of the terminated employee in the HRMS
and perform IPLA flag adjustment which will be effective from the day of
termination.
vi) Store in EDMS and issue of disburse letter: HRD separation unit then store all the
documents in EDMS and change the employee’s status followed by an issued letter to
the program/ department / enterprise.
vii) Termination order To Staff: Staff gets the termination letter From Program.

44. 44
16. Resignation
Resignation letter
Program/
Enterprise/
Department
HRD Separation Unit
Generate related
paper
Signed documents
Yes
Information and
document
validation checking
EDMS
Separation unit
Entry in internal
Operations software
For storage
Stop
Entry in HRMS &
IPLA Flag
adjustment
Start
Staff
Acceptance letter to
staff
Exit interview
No
Flow chart: Resignation

45. 45
i) Reception of resignation order: Staff sends the resignation letter to their related
department /program /enterprise. From them HRD separation unit receives the
resignation order.
ii) Check and validation: Next, HRD separation unit check and validate the order
according to the procedure. For example name, pin number, program, working area,
etc. If any kind of inconsistency is found they send the resignation letter back to the
program or where it has come from.
iii) Save in software: HRD separation then save the resignation order in internal
Operations software.
iv) Generate related paper: Here they have to check the name of the person to send, head
office concerned person, concern office, types of employees (job base, job status base)
etc. relevant information. If there is no inconsistency then HRD separation unit starts
the process through generating related papers.
v) Sign by authority: The documents then signed by concerned person according to the
list of authority. They also change status of the terminated employee in the HRMS and
perform IPLA flag adjustment which will be effective from the day of resignation.
vi) Acceptance letter to staff: An acceptance letter is sent back to the staff. The HRD also
try to know the suitable exit date from the staff by mailing or calling staff.
vii) Store in EDMS and issue of disburse letter: HRD separation unit then scan save all
the documents in EDMS and change the employee’s status followed by an issued letter
to the staff.

46. 46
17. Redundancy
Redundancy order
Program/
Enterprise/
Department
HRD Separation Unit
Generate related paper
Signed documents
Yes
Information and
document
validation checking
EDMS
Separation unit
Disburse letter
Staff
For storage
Stop
Entry in HRMS
& IPLA Flag
adjustment
Start
Program/
Department/
Enterprise
Disburse
No
Entry in internal
Operations software
Flow chart: Redundancy

47. 47
i) Reception of Redundancy order: Redundancy order comes to HRD separation unit
from program/department /enterprise.
ii) Check and validation: Next, HRD separation unit check and validate the order
according to the procedure. For example name, pin number, program, working area,
etc. If any kind of inconsistency is found they send the Redundancy order back to the
program or where it has come from for correction.
iii) Save in Software: HRD separation then save the redundancy order in internal
Operations software.
iv) Generate related paper: Here they have to check the name of the person to send, head
office concerned person, concern office, types of employees (job base, job status
base) etc. relevant information If there is no inconsistency then HRD separation unit
starts the process through generating related papers.
viii) Sign by authority: The documents then signed by the concerned person according to
the list of authority. They also change status of the terminated employee in the HRMS
and perform IPLA flag adjustment which will be effective from the day of resignation.
v) Store in EDMS and issue of disburse letter: HRD separation unit then store all the
documents in EDMS and change the employee’s status followed by an issued letter to
the program/ department / enterprise.
vi) Redundancy order To Staff: Staff gets the letter from the related Program.

48. 48
18. Retrenchment
Retrenchment order
Program/
Enterprise/Department
HRD Separation unit
Generate related paper
Signed documents
Yes
Information and
document
validation checking
EDMS
Separation unit
Disburse letter
Staff
For storage
Stop
Entry in HRMS
& IPLA Flag
adjustment
Program/ Department/
Enterprise
Disburse
Start
No
Entry in internal
Operations software
Flow chart: Retrenchment

49. 49
i) Reception of Retrenchment order: Retrenchment order comes to HRD separation unit
from program/department/enterprise.
ii) Check and validation: Next, HRD separation unit check and validate the order
according to the procedure. For example name, pin number, program, working area,
etc. If any kind of inconsistency is found they send the Retrenchment order back to the
program or where it has come from.
iii) Save in Software: HRD separation then save the Retrenchment order in internal
Operations software.
iv) Generate related paper: Here they have to check the name of the employee, head
office concerned person, concern office, types of employees (job base, job status base)
etc. relevant information. If there is no inconsistency then HRD separation unit starts
the termination process through generating related papers.
v) Sign by authority: The documents then signed by the concerned person according to
the list of authority. They also change the employees’ status HRMS and perform IPLA
flag adjustment which will be effective from the day of retrenchment.
vi) Store in EDMS and issue of disburse letter: HRD separation unit then store all the
documents in EDMS and change the employee’s status followed by an issued letter to
the program/ department / enterprise.
vii) Retrenchment order To Staff: Staff gets the letter From Program.

50. 50
19. Dismissal
Dismissal Order
GMT including SHRC
HRD Separation Unit
Generate related paper
Signed documents
Yes
Information and
document
validation checking
EDMS
Separation unit
Disburse letter
Program/
Department/Enterprise
Disburse
Staff
For storage
Stop
Entry in HRMS
& IPLA Flag
adjustment
Start
No
Entry in internal
Operations software
Flow chart: Dismissal

51. 51
viii) Reception of Dismissal order: Dismissal order comes to HRD separation unit from
program/ department /enterprise or it can also be provided by GMT including SHRC.
ix) Check and validation: Next, HRD separation unit check and validate the order
according to the procedure. For example name, pin number, program, working area,
etc. If any kind of inconsistency is found they send the Dismissal order back to GMT
including SHRC for correction or inquiry.
x) Save in software: HRD separation then save the dismissal order in internal Operations
software.
xi) Generate related paper: Here they have to check the name of the person to send, head
office concerned person, concern office, types of employees (job base, job status base)
etc. relevant information. If there is no inconsistency then HRD separation unit starts
the dismissal process through generating related papers.
xii) Sign by authority: The documents then signed by the concerned person according to
the list of authority. They also change employee’s status in HRMS and do IPLA flag
adjustment which will be effective from the day of dismissal.
xiii) Store in EDMS and issue of disburse letter: HRD separation unit then store all the
documents in EDMS followed by an issued letter to the program/ department /
enterprise.
xiv) Dismissal order To Staff: staff gets the dismissal letter From Program.
20. Retirement
BRAC Retirement can be of two types. Procedures to follow are slightly different from each
other.
A. Voluntary retirement: voluntary retirement application comes from the Staff to the
program.

52. 52
Retirement Prayer
Program/
Enterprise/
Department
HRD Separation Unit
Generate related paper
Signed documents
Yes
Information and
document
validation checking
EDMS
Separation unit
Disburse letter
Staff
For storage
Stop
Entry HRMS &
IPLA Flag
adjustment
Staff
Start
Program/ Department/Enterprise
Disburse
No
Entry in internal Operations
software
Is it approved By
ED/MD?
Yes
No
Flow chart: Voluntary retirement

53. 53
i) Reception of Retirement order: Retirement letter comes to HRD separation unit from
program/ department /enterprise.
ii) Check and validation: Next, HRD separation unit check and validate the order
according to the procedure. For example name, pin number, program, working area,
etc. If any kind of inconsistency is found they send the Retirement letter back to the
program or where it has come from for correction and inquiry.
iii) Save in software: HRD separation then save the retirement prayer letter in internal
Operations software.
iv) Approval of ED: Then the letter is sent for approval to ED. If ED doesn’t approve the
letter then it again goes back to the program for enquiry and correction.
v) Generate related paper: Here they have to check the name of the person to send, head
office concerned person, concern office, types of employees (job base, job status
base) etc. relevant information. If there is no inconsistency then HRD separation unit
starts the retirement process through generating related papers.
xv) Sign by authority: The documents then signed by the concerned person according to
the list of authority. They also change the employees’ status HRMS and perform IPLA
flag adjustment which will be effective from the day of retirement.
vi) Store in EDMS and issue of disburse letter: HRD separation unit then store all the
documents in EDMS.
vii) Retirement order To Staff: Staff gets the issued letter From Program.

54. 54
B. Retirement: For ordinary retirement the HRD send a reminder letter to the concerned
person 6 months prior to retirement date. For that reason HRD identify staff from HRMS.
Retirement process
(20-15 days prior)
HRD Separation Unit
Generate related paper
Signed documents
EDM
S
Separation unit
Disburse letter
Program/ Department/Enterprise
Disburse
Staff
For storage
Stop
Entry in HRMS & IPLA
Flag adjustment
Start
Reminder letter (6
months prior notice) to
staff
Yes
HRMS
Disbursement
Identify staff for
retirement from
HRMS
Flow chart: Retirement

55. 55
i) Generate related paper: 15 to 20 days prior to retirement HRD separation unit starts
the retirement process through generating related papers .Here they have to check the
name of the person to send, head office concerned person, concern office, types of
employees (job base, job status base) etc. relevant information.
ii) Sign by authority: The documents then signed by the concerned person according to
the list of authority. They also change employee’s status in HRMS and do IPLA flag
adjustment which will be effective from the day of retirement.
iii) Store in EDMS and issue of retirement letter: HRD separation unit then store all the
documents in EDMS and issue a termination letter to the program/ department /
enterprise. They also send a letter to the concerned staff.
iv) Retirement letter To Staff: Staff gets the retirement letter From Program.
21. Release Order
i) Release order: After they staff being confirmed of his or her termination, the release
order then send by the program/department /enterprise to HRD separation unit. If the
realize order is not issued by the program then HRD send them reminder of release order
from a list of separated employees having pending payment.
ii) Entry in software: Entry of receiving the release order is done in internal Operations
software and they also keep a note in HRMS module.
iii) Checking and validation: HRD separation unit has to check the type of separation the
employee having to decide the amount of payment according to the procedures. They also
check information about joining date, last working day, attendance and leave balance,
grievance history, IOU or other loan histories and so on.

56. 56
Release order
Program/
Enterprise/
Department
HRD Separation Unit
Generate
related paper
Yes
Information and
document
validation checking
EDMS
Separation unit
Disburse letter/top sheet
Staff
For storage
Stop
Top sheet and “to
whom” certificate
Finance and
Accounts
Cheque for payment
Start
No
Flow chart: Release order

57. 57
iv) Generate related paper: HRD separation unit then generate related papers to be signed by
authority according to the list of authority. They have to generate a top sheet with basic
information (pin number, salary etc.) and notes (outstanding payments, seniority loss
etc.). They have to issue a ‘to who concerned ‘certificate.
v) Finance and accounts: Copies of these signed documents are sending to finance and
Accounts Department. They send cheque for payments to staff. They also send back the
top sheet and disburse letter signed by finance and Accounts Department copies to HRD
separation unit.
vi) Entry in HRMS: The information of the staff about last gross salary, basic salary etc. is
entered in HRMS by HRD so that other employees can see that information.
vii) Store in EDMS: After getting papers from finance and Accounts Department and cheque
received document are scanned and stored by HRD separation unit.
There are two parts in the HRIS unit of BRAC HRD. One part works on network, intranet,
and extranet. Another one works on software and system development.
Figure 4: HRIS unit of BRAC
HRIS unit of
BRAC
Networking
Software
Development
HMIS (Human Resource Management Information System) Department

58. 58
6. Project 2: Labor Law compliance
Bangladesh Labor Act 2006 is an act to consolidate and amend the laws relating to
employment of labor, relations between workers and employers, determination of minimum
wages, payment of wages and compensation for injuries to workers, formation of trade union,
raising and settlement of industrial disputes, health, safety, welfare and working conditions of
workers and apprenticeship. When an organization follow the instructions for different
provisions of Bangladesh Labor Act 2006 in case of company policy making and practices as
much as possible considering working class, working environment, socio-economic status of
workers and their attitudes to work, management ideologies, role of the state, then it can be
said that the organization is in compliance with Labor law of Bangladesh. On the other hand,
when an organization does not follow the instruction for different provisions of Bangladesh
Labor Act 2006 in case of company policy making and practices then it will be counted as
non-compliance of Labor law of Bangladesh.
1. Gratuity:
According to the law BRAC policy Comment
More than 6 month and less than
10 years ‘thirty days’ wages for
every completed year of service.
For more than ten years of
service it will be equivalent to not
less than forty five days’ wages
for every completed year of
service.
The payment of gratuity varies from type
of separation and year of employment. If
any worker works less than 3 years in
BRAC or dismissed, no gratuity will be
provided to him/her.
Otherwise for more than 3 years of service
resigned and terminated employees will
get 30 days of salary.
Retired, redundancy and trenched
employees will get 1.5 times of last salary
of completed year. After working more
than 3 years and for more than 10 years
they will get two times more the last salary
BRAC doesn’t comply with
the law. BRAC provides
gratuity according to its
own policy.

59. 59
2. Leave
According to the law BRAC policy Comment
A worker who asks for leave of absence shall
apply to the employer
1. In writing stating his leave address therein.
The employer or his authorized officer shall
issue
2. orders has to be issuedon the application -
a) within seven days of the application
Or
b) two days prior to the commencement of
leave applied for, whichever is earlier
In BRAC employees write
email to their supervisors
asking for leave .
BRAC provide more
facility and flexibility
for this purpose.
Urgent reasons the leave applied for is to
commence
 on the date of application or
 within three days thereof
Order shall be given on the same day.
If the leave asked for is refused or postponed the
fact of such refusal or postponement, and the
reasons thereof shall be -
1. Communicated to the worker before the
date on which the leave was expected to be
commenced.
2. Recorded in a register to be maintained by
the employer for the purpose.
BRAC employees apply for
leave through e-mail to their
direct supervisor. and the
supervisor also send reply of
approval or disapproval
through e-mail in case of
paternity, accidental leave
and quarantine leave the
employees apply for leave
after enjoying the leave
period.
BRAC provide more
facility and flexibility
for this purpose.
If the worker, after convincing of leave, desires an
extension the employer as far as practicable send
a written reply either granting or refusing
extension of leave to the worker to his leave-
address
Refusals are communicated
through e-mail or phone call,
before the leave is expected to
commence. The rejection is
recorded in HRMS. In case of
leave extension employees
apply through phone or e-
mail, and supervisors also
reply through phone or e-mail
BRAC provide more
facility and flexibility
for this purpose.

60. 60
3. Deprived Annual leave:
According to the law BRAC policy Comment
If the services of a worker, to whom any
annual leave is due, is dispensed with whether
as a result of retrenchment, discharge,
removal, dismissal, termination, retirement or
by reason of his resignation before he has
availed of any such leave, the employers shall
pay his wages in lieu of the unveiled leave at
the rate he is entitled to the payment of wages
during the period of leave in accordance with
the provisions of this Act.
BRAC has its own policy as
any retrenched employee
who has leave pending only
can ask for up to 60 days of
leave.
To comply with labor law
BRAC supposed to provide
payment for all the
deserving due leave.
4. Death Benefit:
According to the law BRAC policy Comment
If a worker dies while in service after a
continuous service of not less than three
years, his dependent shall be paid by the
employer a
1. compensation at the rate of thirty days
wages for every completed year of
service,
Or
2. Gratuity,
3. If any, whichever is higher
4. For accidental death while working the
worker will be paid 45 days rate
compensation or gratuity which over will
be higher.
Natural death
BRAC provide gratuity in case of
natural death which is two times
more than the basic salary for
every completed year of service
but the number of gratuity will
not be more than 50.
Accidental death:
In case of special security benefit,
death while working, the nominee
and dependent will be paid
compensation equal to last base
salaries of 100 months.
BRAC doesn’t comply
with the law.
5. Retrenchment
According to the law BRAC policy Comments
Any worker who has been in continuous service
for not less than one year under an employer
shall be retrenched by the employer unless-
(a) The worker has been given one
month’s notice in writing,
BRAC provide retrenched workers
4 months’ notice or 4 months’
salary
BRAC may
consider complying
with labor act.

61. 61
indicating the reasons for
retrenchment,
or
(b) the worker has been paid in lieu of
such notice, wages for the period of
notice;
He should be paid, compensation which shall be
equivalent to thirty days wages or gratuity for
every completed year of service
If any, whichever is higher.
Where any worker belonging to a particular
category of workers is to be retrenched, the
employer shall, retrench the worker who was
the last person to be employed in that category
BRAC gives priority to the
Management decision about
reemploying retrenched worker.
BRAC prefers qualified person for
the job whether retrenched or not.
BRAC does not
comply with the
law
6. Discharge:
According to the law BRAC POLICY Comment
A worker may be discharged
from service for reasons of
physical or mental incapacity
or continued ill-health
certified by a registered
medical practitioner
Discharge is not considered as a type of
separation in BRAC. As they put mental or
physical employees in redundancy category of
separation. These employees are paid according
to the redundancy rules and regulation.
BRAC does not comply
with the law.
7. Dismissal
According to the law BRAC policy Applied by BRAC
(a) a worker may be dismissed without
prior notice or pay in lieu thereof if
he is Convicted for any criminal
offence ; or
(b) He is found guilty of misconduct
BRAC dismiss their employees
without prior notice in case of
misconduct.

Punishment for misconduct-
(a) Removal;
(b) Reduction to a lower post, grade or
scale of pay for a period not
exceeding one year;
Increment, fine and period of
suspension (period of suspension
in BRAC is not more than 90
days) is not maintained by
BRAC. Some other issues as


62. 62
(c) Stoppage of promotion for a period
not exceeding one year;
(d) Withholding of increment for a
period not exceeding one year;
(e) Fine;
(f) Suspension without wages and
subsistence allowance for a period
not exceeding seven days;
higher studies or training get
cancelled.
8. Payment of Dismissed worker
According to the law BRAC policy Comment
A dismissed worker will get compensation
1. at the rate of fifteen days wages for
every completed year of service,
or
2. Gratuity,
3. If any, whichever is higher.
4. No compensation shall be payable if the
worker is dismissedfor misconduct.
Dismissed worker will get no
facility or compensation from
BRAC.
To comply with labor law
BRAC may consider
proving the stated
compensation if possible.
The following acts and omissions shall be
treated as misconduct -
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 employer’s business or property;
(c) Taking for giving bribe in connection with
his or any other worker’s employment under
the
employer;
(d) Habitual late attendance;
(f) Habitual breach of any law or rule or
regulation applicable to the establishment;
(g) Riotous or disorderly behavior in the
establishment, or any act subversive of
discipline;
(h) Habitual negligence work;
(i) Habitual breach of any rule of employment,
BRAC has its own code of
conduct which includes all the
stated acts and some more. It
is compulsory for every
BRAC worker to maintain the
code of conduct.
BRAC complies with the
law. Its policy is standard
then labor law as it is more
employee oriented.

63. 63
including conduct or discipline, approved by
the
chief Inspector;
(j) Falsifying, tampering with, damaging or
causing loss of employer’s official records.
If a worker who is dismissed from service, is
innocent on an appeal-
He will be reinstated to his original post or to
any new post suitable to him;
BRAC comply with the law
and the reinstated employee
will get paid from the date of
reinstatement.
BRAC complies with the
law.
9. Misconduct
According to the law BRAC policy Comment
a. A worker charged for misconduct may
be suspended and unless the matter is
pending before any court, the period of
such suspension shall not exceed sixty
days;
b. The period of such suspension, a worker
shall be paid by his employer a
subsistence allowance equivalent to half
of his average wages, and dearness
allowance and ad-hoc or interim pay, if
any.
BRAC Employees Suspension
Period can be up to 90days. The
employee will get 50% of his
base salary in that period.
To comply with the law
BRAC may consider
lessening the suspension
90 days to sixty days.
10. Termination
According to the law BRAC policy Complied by BRAC
The employment of a permanent worker
may be terminated by the employer by
giving to him in writing-
(a) one hundred and twenty days’ notice, if
he is a monthly rated worker;
(b) sixty days’ notice, in case of other
worker.
If a regular employee gets terminated
he will get one month notice from
BRAC.
×
Termination of temporary contract:
if termination is not due to the completion,
cessation, abolition or discontinuance of the
temporary work for which he was appointed,
In BRAC termination of temporary
employees is done according to the
process stated in employment
contract.
×

64. 64
terminated employee will get -
(a) thirty days’ notice, if he is a monthly
rated worker;
(b) fourteen days’ notice, in case of other
worker.
Where an employer intends to terminate the
employment of a worker without any notice,
he may do so by paying to the worker, wages
in lieu of the notice.
If for any reason BRAC terminate a
regular employee without notice, the
terminated employee will get 1 month
payment.
×
The terminated employee will be paid by the
employer compensation -
1. at the rate of thirty day’s wages for
every completed year of service
or
2. Gratuity,
3. If any; whichever is higher.
4. Any other benefit to which he may
be entitled under the law.
BRAC prefers providing gratuity to
its terminated employees. For more
than 3 years’ service the terminated
worker will get gratuity equal to the
last base salary. In both cases the
number of gratuity will be not more
than 25.
×
11. Resignation
According to the law BRAC Policy Comment
1)A permanent worker may resign from his service
by giving to the employer in writing sixty days’
notice
Resigned employees in BRAC
have to give 1month notice.
BRAC does not
comply with the
law
2)A temporary worker may resign from his service
by giving to the employer in writing-
(a) thirty days’ notice, if he is a monthly rated
worker;
(b) fourteen days’ notice in case of other worker.
Resignation happens According
to the contract.
BRAC does not
comply with the
law.
 Where a worker intends to resigns from his
service without any notice, he may do so by
paying to the employer wages in lieu of the
notice.
 If any employee without notice stays absent from
the workplace for 10 days , the employer will
give the employee another 10 days’ time to
explain the reason for remaining absent and also
ask him/her to rejoin work through a notice
•Without notice resignation the
employee has to provide 1
month payment to BRAC.
•Without approval if any
employee remain absent from
work it will be deemed as crime.
.
BRAC provide
more scope for an
employee in the
unapproved leave
process than
stated in labor
law.

65. 65
 And if the employee within the given time
provide no written explanation or join the
service the employer will give another 7 days for
the self-defense of the employee.
 Even then if the concerned employee does not
join the workplace or does not do self-defense
that employee will be deemed resigned from
work from the day of absence.
•For regular employee after 7
days of unapproved leave the
supervisor will send the
employee a rejoining order
notice through registered post
consecutively every after 7 days
for three times.
•Within 30 days of absence from
work the employee will be
terminated.
 Where a permanent worker resigns from his
service under this section, he shall be paid by
the employer compensation-
1. At the rate of fourteen days wages for every
completed year of service, it he has
completed five years of continuous service or
more but less than ten years;
2. At the rate of thirty days wages for every
completed year of service if he has completed
ten years of continuous service or more; or
gratuity, if any, whichever is higher,
3. Any other benefit to which he may be
entitled under this Act.
BRAC will provide up to 10,000
taka to a resigned employee.
For more than 3 years’ service
the resigned worker will get
gratuity equal to the last base
salary. In both cases the number
of gratuity will be not more than
25.
BRAC does not
comply with the
law
12. Retirement
According to the law BRAC policy Comment
 A worker employed in any
establishment shall, retire from
employment on the completion of the
fifty-seventh year of his age.
 For the purpose of counting age of
the worker under this section the
date of birth recoded in the service
book of the concerned worker shall
be the conclusive proof.
 Every retiring worker shall be paid
his benefits due to him.
In BRAC, employees retire at
60 years of age.
BRAC has more employee
oriented policy.

66. 66
13. Payment from provident fund
According to the law BRAC policy Comment
No worker, who is a member of any
provident Fund, shall be deprived due to
retrenchment, dismissal, removal, discharge
or termination of service of the benefit of the
provident Fund including the employer’s
contribution thereto,
The type of separated
employees mentioned here get
only their contribution from
provident fund.
BRAC does not comply with
the law.
14. Payment of separated employees
According to the law BRAC policy Comment
Where the employment of a worker has been
ceased due to a retirement, discharge,
retrenchment, dismissal and termination etc.
all amounts due to him shall be paid within
maximum thirty working days by the
employer.
BRAC takes up to 49 days for
this procedure to complete.
BRAC does not comply with
the law.
15. Certificate
According to the law BRAC policy Comment
Every worker shall be entitled to a certificate
of service from his employer at the time of
his retrenchment, discharge dismissal,
removal, retirement or termination of
service.
Dismissed workers and
employees working less than 1
year in BRAC will get no
certificate.
BRAC does not comply
with the law.
16. Maternity Benefit
According to the law Complied by BRAC
No employer shall knowingly employ a woman in his establishment during the
eight weeks immediately following the day of her delivery

No woman shall work in any establishment during the eight weeks
immediately following the day of her delivery

No employer shall employ any woman for doing any work which is of an
arduous nature or which involves long hours of standing or which is likely to
adversely affect her health.

According to the law BRAC policy Comment
Every woman employed in an establishment shall Female employees will be BRAC exceeds

67. 67
According to the law Complied by BRAC
1The maternity benefit shall be payable at the rate of daily, weekly or monthly
average wages, such payment shall be made wholly in cash.

For the purpose of sub-section (1) the daily, weekly or monthly average wages, as
the case may be, shall be calculated by dividing the total wages earned by the
woman during the three months immediately preceding the date on which she gives
notice under this act by the number of day she actually worked during the period.

17. Cleanliness
According to the law Applied by BRAC
Every establishment shall be kept clean and free from effluvia arising from
any drain, privy or other nuisance, and in particular-
(a) Dirt and refuge should be removed by any effective method from
the floors and benches of work-rooms and from staircases and
passage and disposed of in a suitable manner;
(b) The floor of every work-room shall be cleaned at least once in every
week by washing, using disinfectant where necessary or by some
other effective method;
(c) All inside walls and partitions, all ceilings, or tops of rooms, and
walls, side and tops or passages shall-
i. Where they are painted or varnished, be repainted or re varnished
at least once in every three years,
ii. Where they are painted or varnished and have smooth imperious
surface, be cleaned at least once in every fourteenth months.
. 
Sufficient and suitable lighting, natural or artificial, or both. 
be entitled to and her employer shall be liable for,
the payment of maternity benefit in respect of the
period of eight weeks preceding the expected day
of her delivery and eight weeks immediately
following the day of her delivery:
A woman will not be entitled to such maternity
benefit unless she has worked under the
employer, for six month.
eligible for maternity leave after
1 year of employment. BRAC
will provide these female
employees 6 months with pay
leave.
providing maternity
benefit more than the
law asked for in terms
of leave period
BRAC may consider
to lessen the period of
employment from 1
year to 6 months
No maternity benefit shall be payable to any
woman if at the time of her confinement she has
two or more surviving children.
BRAC provide no maternity
benefit to a female worker if she
already has two surviving
children
Complied by BRAC

68. 68
In every establishment all glazed windows and skylights used for the
lighting of the work-room shall be kept clean on both the outer and inner
surfaces and free from obstruction as far as possible.

In every establishment effective provisions shall, so far as in practicable, be
made for the
prevention of-
(a) glare either directly from any surface of light or by reflection from or
polished surface, and
(b) The formation of shadows to such an extent as to cause eye strain or
risk of accident to any worker.

18. Drinking water
According to the law
Complied by
BRAC Comment
A suitable point conveniently situated for all
workers employed therein, a sufficient
supply of wholesome drinking water.
 BRAC strongly maintain every regulation
stated in this section
19. Latrines and urinals
According to the law
Complied by
BRAC Comment
In every establishment-
(a) Sufficient latrines and urinals of
prescribed types shall be provided
conveniently situated and accessible to
workers at all times while they are in the
establishment.
(b) Such latrines and urinals shall be
provided separately for male and female
workers;
(c) Such latrines and urinals shall be
adequately lighted and ventilated;
(d) All such latrines and urinals shall be
maintained in a clean and sanitary condition
at all times with suitable detergents and
disinfectants

BRAC strongly maintain every regulation
stated in this section

69. 69
20. Dust beans and spittoons
According to the law Complied by BRAC
(1) Every establishment shall be provided with at least one
alternative connection stairway with each floor and such
means of escape in case of fire and firefighting apparatus, as
may be prescribed by rules.

(2) The doors affording exit from any room shall not be
locked or fastened. All such doors shall be constructed to
open outwards or where the door is between two rooms, and
all such doors, in the direction of the nearest exit from the
building and no such door shall be locked or obstructed while
work is being carried on in the room.

Every window, or other exit affording means of escape in case
of fire, other than the means of exit in ordinary use, shall be
distinctively marked in Bangla and in red letters of adequate
size or by some other effective and clearly understood sign.

Every window, door, or other exit affording means of escape
in case of fire to every person employed therein.
A free passage-way giving access to each means of escape in
case of fire in every room of the establishment.

Effective measures shall be taken to ensure that all the
workers are familiar with the means of escape in case of fire
and have been adequately trained in the routine to be
followed in such case.

Once in a year a mock fire-fighting and the employer shall
maintain a book of records in this regards.

21. Precaution in case of fire
According to the law
Complied by
BRAC Comment
In every establishment there shall be
provided, at convenient places, sufficient
number of dust beans and spittoons which
shall be maintained in a clean and hygienic
condition.
 BRAC strongly maintain every regulation
stated in this section
No person shall throw any dirt or spit within
the premises of an establishment except in
the dust beans and spittoons provided for the
 BRAC strongly maintain every regulation
stated in this section

70. 70
purpose.
A notice containing this provision and the
penalty for its violation shall be prominently
displayed at suitable places in the premises.
 BRAC strongly maintain every regulation
stated in this section
22. First-aid appliances
According to the law Complied by
BRAC
Comment
Every establishment should provide and
maintain readily accessible first-aid boxes or
cupboards equipped with the contents
prescribed by rules during all working
hours.
× BRAC supposed to maintain readily
accessible first aid boxes or cupboards
with contents prescribed by rules to
comply with the law.
Every one hundred fifty workers shall not be
less than one first aid box or cup board.
× For each 150 workers BRAC supposed to
maintain at least 1 first aid box or cup
board.
Every first-aid box or cupboard shall be kept
in charge of a responsible person who is
trained in first-aid treatment and who shall
always be available during the working
hours of the establishment.
× The first aid box and cupboard should be
in charge of a person who is
1. Trained in first aid treatment
2. Always available
A notice shall be affixed in every work-room
stating the name of person in charge of the
first and box or cupboard provided in
respect of that room and such person shall
wear a badge so as to facilitate identification.
× Name of the person who will be in charge
of first aid box or cupboard should be
written in every work room
In every establishment wherein three
hundred or more workers are ordinarily
employed,
1. There shall be provided and
maintained a sick room
2. Dispensary of the prescribed size,
Prescribed equipment or similar
facilities,
3. In the charge of such medical and
nursing staff as may be prescribed.
 According to the law BRAC always needs
to ensure ( for every 300 worker)
1. a sick room with dispensary of
prescribed size,
2. availability of prescribed
equipment
3. medical and nursing stuff
In an institution where 5 thousand or more
worker works that institute or institutions
owners according to the law should govern a
× According to the law a permanent
healthcare for 5 thousand workers is
needed.

71. 71
permanent healthcare center.
If an employee or worker has work related
disease or accident while working, the owner
will treat the disease, injury or sickness by
specialist doctor with his own expense and
responsibility.
× BRAC provides compulsory health
insurance in this regard.
Every institution where 500 or more workers
employed those institutions owner according
to the law must employ a welfare officer.
× According to the law BRAC is supposed to
appoint a welfare officer of every 500
worker or more
23. Washing facilities
According to the law Applied by BRAC
Adequate and suitable facilities for washing and bathing shall
be provided and maintained for the use of the workers therein;

Separate and adequately screened facilities shall be provided
for the use of male and female workers;

Such facilities shall be conveniently accessible and shall be
kept clean

24. Canteen
According to the law Applied by BRAC
For more than one hundred workers should be provided with
adequate number of canteens for the use of the workers.
The managing committee should determine the foodstuff to be
served in the canteen, and the charges therefore.

25. Shelter room, lunchroom and resting room (for women)
According to the law Comment
For more than fifty workers supposed to have
 Adequate and suitable shelters or rest rooms,
and
 A suitable lunch room, with provision for drinking water,
Where workers can eat meals brought by them, shall be provided
and maintained for the use of the workers. Provided that where a
lunch room exists, no worker shall eat any food in the work room.
According to the law no worker is
supposed to eat any food in the work
room Other than that BRAC comply
with the law.

72. 72
The shelters, rest rooms or lunchrooms shall be sufficiently lighted
and ventilated and shall be maintained in a cool and clean condition
Lunch room with the mentioned
facilities are provided by BRAC
In the establishments wherein more than 25 female workers are
employed, separate shelter rooms are to be maintained and in
establishment wherein less than 25 female workers are employed,
separate and adequate spaces with screen shall be provided
BRAC supposed to have separate
shelter room for more than 25 female
workers. It very essential for the female
workers.
26. Childcare center
According to law Comment
Forty or more workers are ordinarily employed, there shall be
provided and maintained a suitable room or rooms for the use of
children under the age of six years of such women. Adequately
lighted and ventilated and maintained in a clean and sanitary
condition.
 Under the charge of woman trained or experienced in the care
of children and infants.
 Solidly constructed and all the walls and roof shall be of suitable
heat resisting materials and shall be water-proof.
 The height of such rooms shall not be less than 360cm from the
floor to the lowest part of thereof and there shall be not less
than 600sq. cm of floor area
 Circulation of fresh air.
 A suitable fenced and shady open air ply-ground shall be
provided for the older children
BRAC strongly maintain every
regulation stated in this section except -
1. They allow children under age
of 5 instead of 6.
2. Suitable fenced and shady
open air ply-ground for
children.
27. Compulsory Group Insurance
According to the law Comment
1. The institution having more than 100 permanent workers
according to current insurance law should start a group
insurance.
2. Money claimed by insurance will be deemed additional to
other payments of the employees and owner will pay the
realized insurance claimed amount directly to employees.
3. Another condition is whatever stated in other laws,
according to this law after claiming the insurance amount
the insurance company and the owner will settle together
within 120 days.
Not applied by BRAC. Compulsory
Group Insurance is beneficial for
employees and BRAC is an employee
oriented organization. BRAC may
consider providing this facility.

73. 73
28. Working hour
According to the law BRAC policy
No adult worker shall ordinarily be required or
allowed to work in an establishment for more than
eight hours in any day:
any such worker may work in an establishment not
exceeding ten hours in any day
Employees working in BRAC head office have to work 8
hours 15 minutes ( Excluding resting or lunch time)
No adult worker shall ordinarily be required or
allowed to work in an establishment for more than
forty-eight hours in any week.
BRAC head office employees work 45 hours a week. So
BRAC comply this law.
29. Interval for rest or meal
According to the law BRAC policy Comment
Any worker in any establishment shall not be liable to
work either-
(a) For more than six hours -interval of at least one
hour during that day for rest or meal;
or
(b) For more than five hours -interval of at least half an
hour during that day for rest or meal;
or
(c) For more than eight hours - two such intervals
during that day for rest or meal.
BRAC provides
half hour of interval
for meal. But
according to the law
BRAC supposed to
provide 2 intervals
for rest or meal to
the employees.
Not applied by BRAC
30. Weekly holyday
According to the law BRAC policy
An adult worker employed in an establishment shall be
allowed in each week one and half day’s holiday and in
factory and establishment one day in a week.
BRAC provide 2 days holiday except for the
employees working in logistics and security.
A worker is deprived of any of the weekly holidays
provided for in that section, he shall be allowed, as soon
as circumstances permit, compensatory holidays, of
equal number to the holidays so deprived of
This facility of enjoying deprived holydays is not
provided by BRAC

74. 74
31. Extra-allowance for overtime
According to the law BRAC policy
In respect of overtime work, employees will be
entitled to allowance at the rate of twice of his
ordinary rate of basic wage and dearness allowance
and ad-hoc or interim pay, if any.
BRAC has customized the rate of overtime which varies
with the level of workers. BRAC is going to have new
modification about the overtime allowance in upcoming
modified human resource policy and procedure
32. Restriction on double employment
According to the law BRAC policy
No adult worker shall be employed or allowed to be
employed for work in more than one establishment.
Applied by BRAC
33. Casual leave
According to the law BRAC policy Comment
Every worker shall be entitled to
casual leave the full wages ten
days in a calendar year
Casual leave is not provided
by BRAC.
Casual leave is very important from the
employees’ sake. So BRAC may consider
providing it as soon as possible.
34. Sick leave
According to the law BRAC policy Comment
Every worker shall be entitled to
sick leave with full wages for
fourteen days in a calendar year.
In BRAC each employee is entitled
5 days of with pay sick leave. On
the contrary, any employees with
specified sickness mentioned by
BRAC can enjoy up to 21 days of
paid leave according to the rule of
BRAC.
BRAC has customized the sick leave
policy in a employee oriented way.
However, they may consider
increasing the days of sick leave.
Requirement before sick leave:
a. Registered medical
practitioner appointed
by the employer or,
b. Any other registered
medical practitioner
After examination, certifies that
the worker is ill andrequires sick
leave for cure or treatment for
such period as may be specified
by him.
For consecutive 3 days of sick
leave BRAC employees have to act
according to the law. Otherwise, in
case of less than 3 days of sick
leave BRAC does not comply with
the law.
BRAC has customized their policy in
an employee oriented way.

75. 75
Such leave shall not be
accumulated and carried
forward to the succeeding year
Applied by BRAC
35. Annual leave
36. Festival holidays
According to the law BRAC policy
Every worker shall be allowed in a calendar year
eleven days of paid festival holiday.
This law is compiled by BRAC. BARC provides at
least 11 days of festival holidays.
If a worker required to work on any festival holiday,
a. two day’s additional compensatory holidays
with full pay and
b. A substitute holiday shall be provided for him.
This law is not complied by BRAC.
37. Employer’s Liability for compensation
According to the law BRAC policy Comment
The amount of compensation
for death of employees shall be
Where death results from the
injury: 100000TK,
In case of natural death BRAC provide;
Less than 1 year: Amount equivalent to 12
months of Basic salary
1 to less than 5years: Amount equivalent to 24
months of Basic salary
5 to less than 10 years: Amount equivalent to 36
months of Basic salary
More than 10 years: Amount equivalent to 50
months of Basic salary
BRAC has customized
this policy. When it is
more than the decided
amount by Bangladesh
labor law it is employee
oriented but if for any
reason it is less than the
100000 taka BRAC may
consider adjust their
According to the law BRAC policy Comment
Every adult worker, who has completed one year of
continuous service in an establishment, shall be
allowed during the subsequent period of twelve
months, 1 day leave with wages for every eighteen
days.
BRAC provide more annual
or earned leave than stated
in labor law. Here
employees enjoy 20 days of
annual leave.
BRAC earned leave
policy is employee
oriented.
If a worker does not, in any period of twelve
months, take the leave to which he is entitled either
in whole or in part, any such leave not taken by him
shall be added to the leave to be allowed to him, in
the succeeding period of twelve months.
If a worker does not take
annual leave entitled to
him those won’t be added
to the number of leaves
next year.
BRAC does not comply
with the law.