Blast bangladesh legal aid and services trust service rules

BLAST
Orientation Program
Welcome !

OUTLINE
Appointment
Removal
Record of Service,
Seniority, Increment,
Promotion
Penalties.
General Policy, Leave
and joining time.
Pay and allowance.
Child protection.
Gender rule.

1.1 General Conditions of Appointment
1. Employees (other than ED)
Appointed by: Direct Recruitment/Promotion.
Period: As mentioned in the appointment letter.
2. Contract/Part-time basis
Appointed by: Any specific needs.
Period: As mentioned in appointment.
Made by the authority as per terms and conditions to be
specified in the appointment letter.

1.3 Probationary Period
1. Period Minimum 6 months.
2. Extension by 3 months at a time if necessary.
3. Further guidance to be provided by authority
4. Leave Will be eligible only for:
BLAST declared holidays
14 days medical leave
10 days casual leave
(all proportionately)

1.4 Job Confirmation
CONFIRMATION IF
 Recommended by
Supervisor based on
suitability and performance
prior to end of probation
period.
 ED’ s letter communicating
decision to confirm
Confirmation effective from
date specified in letter of
confirmation.
IF NOT CONFIRMED
 Will receive letter that
probationary period may be
extended
 Will receive letter of
termination/discharge
without showing any
cause
IF NOT LETTER ISSUED
• It shall be deemed that
Probationary period
extended until further
orders.

Assignment of Duty
 May be assigned any duty as determined by the Authority.
 May be required to serve at any time /place as directed by
Executive Director.
 Appointment on contract basis: May appoint a person in any
category of posts on contractual arrangement:-
 Stating the terms and conditions in the contract for a specific
period, as may be deemed fit for the benefit of the Trust.

2. REMOVAL
Termination, Discharge,
Resignation and Retirement

2.1 Termination of service
• Employees on probation  liable to termination
any time by the authority without assigning any
reason/service.
• Other employees  May be terminated by
Authority after one month’s notice in writing or
payment of one month’s pay.
• No compensation for termination of service.
• If confirmed employee, the authority may give
service benefit in addition to one month’s pay as
per rules., if any, if the authority deems fit and
proper.

IF BLAST considers anyone is incapable, or ceased to
be capable due to infirmity of mind or body or
continued ill health or such other reasons not
amounting to misconduct or punishable under rule
8.1A, the authority may discharge and pay him such
financial benefit as authority deems fit.
2.2 Discharge on medical ground

2.3 Resignation
MUST give 30 days notice
MUST return all BLAST properties in his/her
custody before resignation
BREACH of sub-rule (a) and (b)of rule 6.4 ,
ED/BLAST may withhold acceptance of
resignation and take action as they deem fit.
Retirement
• 65 years

Record of Service, Seniority, Increment and
Promotion

3.1 Record of service
The APR will have a column for recommendation for
increment or promotion which will also be suggested by
the Departmental Head and the Executive Director in
consultation with Departmental Head may approve it.
An employee shall not have access to his/her APR but
he/she shall be informed those part of the first annual
performance report which indicates adverse remarks and
strong necessity for improvement shall be given to the
employee concerned for his/her comment
To be returned by the Department Head concerned within
3 days of the receipt of such draft with his/her comment,
reaction, explanation and justification, if any, and such
response of the employee shall be a part of the record of
services of the employee.

3.2 Seniority
 From date of joining, subject to confirmation and
without any break in service.
 in case of confirmation of more then one employee on
the same date, length of service in the previous post
shall be considered in determining the seniority.
 Each department to maintain a seniority list of its
employee.
 For a position in which a direct recruitment is required
and a departmental employee is required to be
considered, the promotee should get a preference for
seniority.

One increment in his/her grade annually if not
determined otherwise by the authority.
For double or special increment-consultation
and approval by the ED required.
3.3 Increment
3.4 Promotion
Promotion to new/higher post/grade may be determined
by the ED or Authority as the case may be from among
employees based on:
Educational qualification as determined by the authority.
APR or such vacancies may be advertised under rule 5.3.

Punishment
Minor Penalties For
Negligence
Major Penalties for
misconduct
Censure
Warning
Withholding, for a specific
period, of promotion or
increment
Recovery from pay or
gratuity or provident fund of
whole or any part of
pecuniary loss caused to the
Trust by negligence or
breach of orders
Reduction to a lower
post/grade
Compulsory retirement
Removal from service
Dismissal from service

Negligence
For inefficiency,
Acceptance of outside employment or
engagement without permission/ consent of
the ED or the Authority,
Absence from duty or leave of duty station
without prior permission of the
departmental head, without any reason
acceptable to the Executive Director

Misconduct
• Willful insubordination or
disobedience, alone or in
combination with others,
to any lawful/ reasonable
order of superior
• Theft, fraud or dishonesty
re property of the Trust
• Taking/ giving bribe/ any
illegal gratification in
connection with his/her or
any other employees
employed under the Trust;
Habitual late attendance
• Habitual breach of any
law or rule or regulation
of the Trust
• Habitual negligence or
neglect of work
• Falsifying, tampering
with, damaging or
causing loss of the
Trust’s official record
• Any act detrimental to
the interest of Trust
• Acceptance of any gift or
benefit from any person
having or likely to have
dealing with the Trust
either in kind or in cash.

*If retirement
age is not
attained and the
office is not
abolished
*Subsistence
allowance Suspension
Dismissed after
facing Major
Penalty
Can be re-instated
(If acquitted by a trial
court or an appellate
court)
Not guilty
The payment for the
period of inquiry will
be adjusted.
*IF an employee refuses to accept any letter or post, BLAST
will hang a copy on the notice board and send one copy to
the employee’s address.
*In determining penalty, the authority may review the
employee’s past record

Procedure of penalties
Procedure of
penalties
Suspension
Inquiry
Not guiltyGuilty
Dismissed after facing
major penalty
Payment for the
payment of
inquiry can be
adjusted
Can be reinstated if
acquitted by trial court or
appellate court.
If retirement age is not
attained and office is
not abolished

Procedure of inquiry (Minor)
If no
explanation is
given, the
authority may
impose any
minor
penalties
Response
within time
frame either
in writing or
in person.
(7 days)
Rule 8.3
Make the
allegation
In written
Consider the
explanation

Frame a charge. Statement of allegation
Employee will have 7 days to show cause and also
specify if he wants to be heard in person. Upon request,
the authority may extend 5 days for submission of a
statement of defense.
No good Ground,
Charges will be
withdrawn
Good Grounds
Minor Penalty
Heard in person
Good Grounds
Major Penalty
Inquiry officer will be
appointed
Procedure for Inquiry (Major)
If the statement of defenses is not submitted within the
deadline , the authority may impose any penalty depending
on the charge.

Procedure for penalties (Major)
* The inquiry officers for the board of inquiry
shall start within 3 working days.
* Depending on the findings of the inquiry the
authority’s decisions will be communicated to
the employee as well.
* If the authority decides to impose any major
penalty, it shall ask the employee to show
cause within 7 days for defense against the
penalty.

Court Proceedings
 If there be any prosecution or legal proceedings against an employee
pending in any court on the same issue, there shall be no bar on the
disposal of the proceeding under these rules against him/ her; but if
the authority decides to impose any penalty on be stayed until
disposal of the prosecution or legal proceedings.
 In the case of an employee convicted by a court of any offence other
than an offence that has been dealt by BLAST, the authority shall
decide whether the employee so convicted should be punished
under these rules or not.
 If the authority decides to punish him under these rules, it may
impose such penalty as it deems fit in the circumstances of the case.
 Punishable with death, imprisonment for life or imprisonment for a
term exceeding six months or with fine with fine exceeding one
thousand taka or with both shall stand dismissed from service on the
date of delivery of the order convicting the employee.

Appeal
An employee who has
been imposed a
penalty may prefer an
appeal to the Board
within 7 days from
the date of the order
The departmental
head will do the same
with comments within
5 days from the
receipt of the appeal.
Decision in the
appeal shall be final.
Review
The order by which
the employee is
aggrieved, the
employee may apply
to the board for
review within 3
months from the
order.

Types of Leave
Casual leave: 10 days
Earned leave: 33 days
Medical leave: 14 days.
Maternity leave: 120 days.
Leave in lieu of overtime: 1 day for every 6 hour
continuous overtime.
Study leave: As per to service rule.
Extraordinary leave: Reasonable according to
the authority.
Paternity leave: 10 days.

Leave
 The authority may refuse, grant
leave and recall before
expiration.
 An employee will not leave
without having the leave
sanctioned.
 may not be allowed leave of
absence on the ground of
illness or maternity unless
there is a medical certificate
allowed by a practitioner.
 All applications for leave shall
be addressed to Executive
Director through Departmental
Head which must contain the
full address during the period
of leave.
 Executive Director shall grant
leaves of all employees
including casual leave of the
head of the departments or
projects. Casual leave of other
employees shall be granted by
the head of the department.
 The period spent on deputation
and on tour shall be counted
as on duty.
 An employee shall resume duty
on the expiry of leave initially
granted or as subsequently
curtailed or extended.

Leave (Cont.)
 Before proceeding on leave
an employee shall make over
charge to another employee
as may be directed by the
Departmental Head.
 An employee on leave will
report in writing upon his
return to duty, to his
Departmental Head.
 An employee who has been
granted leave on medical
ground shall not be allowed
to resume duty without giving
a proper medical certificate. It
will be needed if for a period
less than 14 days.
 An employee on leave shall
not accept any employment
of any office for profit during
the period of leave, without
prior permission of the
Authority or the E.D.
 60% of the unveiled earned
leave standing to the credit of
an employee shall be
encashed at the current rate
of basic pay on the date on
which the employee retires or
resigns or service is
otherwise terminated or at the
emergency of the employee
concerned according to the
authority.

Joining Time
 Joining time may be
granted to an employee
on transfer from one
station to another.
 Joining time shall not
exceed 03 (three) days,
exclusive of the number
of days spent on journey
within Bangladesh.
 If the transfer is in the
same station, the joining
time shall be one day.
Working Hours
 All employees shall work
eight hours daily from
9.00.a.m. to 5.00p.m. with
one hour recess from
1.00 p.m. to 2.00 p.m. or
1.30 p.m. to 2.30 p.m. as
scheduled by the
Authority for each
employee.

Attendance
All employees
immediately after arrival,
shall sign the attendance
register everyday in the
morning as required by
the Trust.
No employee shall,
during working hours,
leave the office premises
without informing his/ her
immediate superior.
Late-coming and early
leaving
All late comings and
early leaving will be
recorded in the personal
file.
Holidays
Normally weekly holiday
shall be observed as
may be prescribed by the
Trust from time to time.
At the beginning of each
calendar year, which
days in that year shall be
considered as public
holidays will be
announced.

6.1 Fares Payable (Head Office)
Grade 1 Air (economic class)
Train (1st class and air conditioned)
Bus/Coach (air conditioned)
Steamer/Launch (1st class cabin
and air conditioned)
Grade 2 Air (economic class)
Train (1st class and air conditioned)
Grade 3 and 4 Train (1st class and air conditioned)

6.2 Fares Payable (Head Office)
Grade 5 Train (air conditioned)
Grade 6, 7 and 8 Train (Shovon)
Bus/ Coach (air conditioned)
Steamer/ Launch (2nd Class)
Grade 9 Train (Shulav/2nd class)
Bus/ Coach (Normal)
Steamer/ Launch (2nd Class cabin)
Grade 10 and 11 Train (Shulav)
Bus/ Coach (Normal)
Steamer/ Launch (normal)

6.3 Fares Payable (Unit Office)
Grade A-1 Train (air conditioned)
Steamer/Launch (1st class
cabin and air conditioned)
Grade A-2,3 and 4 Train (Shovon)
Bus/ Coach (air conditioned)
Steamer/ Launch (2nd Class)
Grade A-5 Train (Shulav)
Bus/ Coach (Normal)
Steamer/ Launch (Normal)

Trustees / Executive Director
Grade – I
For TA
Actual fair multiplied by:
a. 1.2 for Air Ticket (economic
class)
b. 1.6 for Bus, Coach, Steamer,
Launch and personal vehicle.
c. 1.1 for hired vehicle or
Conveyance at actual.
If the journey performed by
personal vehicle then DA may
be
allowed for the Vehicle
Operator for Tk. 250.00 only per
day.
For DA
Taka 2000.00 only per day
(within the country)

Member of Management
Grade - II
For TA
a. 1.2 for Air Ticket (economic
class)
b. 1.6 for Bus, Coach, Steamer,
Launch and personal vehicle.
c. 1.1 for hired vehicle or
Conveyance at actual.
If the journey performed by
personal vehicle then DA may
be
allowed for the Vehicle
Operator for Tk. 250.00 only per
day.
For DA
Taka 1,600.00 only per day

Grade 3
For TA
Actual fair multiplied by 1.6
or
Conveyance at actual
For DA
Grade 4
For TA
or
For DA

Grade-V & Grade A –I
For TA
or
For DA
Taka 900 per day (within the
country)
Grade-VI
For TA
or
For DA
country)
Grade-VII ,VIII & Grade A-II,
For TA
or
For DA
country)

Grade-IX, X & Grade A–III &IV
For TA
or
For DA
Taka 650 per day.
Grade-XI & Grade A –V For TA
For DA
Taka 500 per day

TA and DA - Overseas
Class 1
• Trustees
• ED
Class 2
• Director
• President, Members,
UMC
• Secretary General
Class 3
• DD
• AD
Class 4
• Coordinator 
grade VIII

The countries are classified
in 3 groups to give DA in US
dollars.
Group 1
Saudi Arabia, Bahrain,
Qatar, Kuwait, Japan,
Brunei, Oman,
South and North
America,
Europe
Russia, Uzbekistan,
Kazakhstan,
Turkmenistan.
Group 2
 Africa
 Middle East
 Turkey
 Australia
 New Zealand
Group 3
 Countries of SAARC
group and other Asian
countries

Rent of Hotel and DA
Group of Countries Amount in US $ DA
1 100 50
2 100 50
3 100 50
1 75 50
2 75 50
3 75 25
1 50 30
2 25 30
3 50 20

Festival Allowance/Bonus (All
Employees?Probationers)
= Basic salary of the current month twice in
a fiscal year.
Authority may grant festival allowance/
bonus to any person not being an
employee but under the service of the
Trust at the rate of gross salary of the
current month.
Overtime ( Grade X & XI (Head Office vehicle
operator, messenger, guards and cleaners; Category
Grade –V (Unit)
 overtime allowance for duties performed
beyond normal working hours as per order
of the Authority from time to time.

Staff Benefit Fund (Confirmed Employees)
Staff benefit 1 X per fiscal year = f last
festival allowance/ bonus drawn
Amount transferred to Staff Benefit Fund
Payable on retirement, resignation,
termination, dismissal, deducting any amount
due to
During continuance of service, 75% of the
total deposited amount of staff benefit may
be withdrawn as advance subject to refund of
the amount withdrawn in 12 uninterrupted
equal installments from each monthly salary7.
BUT no employee entitled to staff benefit
before completing 1 year confirmed service.

Contributory Provident Fund (Confirmed Employees)
Every confirmed employee to contribute monthly at
the rate of 10% of the basic monthly salary
Insurance (Confirmed Employees)
Life insurance with any insurance company as
Authority thinks fit on payment of 40% of the total
premium and remainder 60% to be paid by the
Trust and payment of installments to follow
Insurance Company Rules
No employee may get benefit of insurance before
the completion of one-year confirmed service

Income Tax (All Employees)
To be paid by employee on the pay and
allowances to be drawn under Income Tax
Ordinance 1984 & Rules.

Child protection policy
Commitment to
protect children
 Awareness.
 Prevention.
 Reporting.
 Responding
Code of conduct
• Access to a copy of
this child protection
policy.
• Recruitment
procedure.
• Investigate possible
abuse.
• Training, learning,
support.

Gender policy
Equity and equality.
Affirmative action
Ensuring access to
justice.
Objective
1. Increased parity and
representation of
women.
2. Increased
participation of
woman in decision
making.
3. Organizational structure,
processes and facilities
promote gender equity.
 At least one-third of all members
should be women.
Ratio maintenance:
(Women:Men)
 Senior management 1:1 Current
(5:4)
 Prfoessional staff 1:1. Current
(9:13)
 Midelvel Staff 1:1 current (3:5)
 Support staff 1:4 current (1:7)

Special internship and
training. (Assigning
mentors, special
training.)
Identifying strengths
and weaknesses.
Further development
Staff development
policy will clarify all of
these and include much
more.
Working conditions
Working hours: Will be
examined by
management.
Maternity/Paternity
leave: 4months paid
maternity leave.
Paternity leave for 10
working days.
Space: Separate
Washrooms
Career development

Transports
Providing safe
transportation to
staffs working
late.
Accommodation
Safe and
sustainable
accommodation
for women.

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