1. 15,42. Draft Policies - April

8/3/2019 1. 15,42. Draft Policies - April

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Radiant HR Manual

Objectives ofHR Manual

The HR Manual for the employees of The Radiant Group setsout the HR Policies and Procedures for all its businessunits and functions with a view to providing uniformity in theexecution and monitoring of HR policies and practicesthroughout The Group.

The manual is produced to enable employees to be aware ofThe Group's HR policies and procedures. This will be

applicable for all the units of Radiant Group, i.e.,Radiant Pharmaceuticals Ltd., Radiant DistributionsLtd., Radiant Business Consortium Ltd., and other suchupcoming units. Company referred hereinafter wouldmean, any of these units. Hereinafter the term TheGroup or Company would mean Radiant Group.

The manual will be available to all Line Managers/Head of theDepartment who should on request permit his staff to haveaccess to it. Besides, there will be option for on-line accessthrough The Radiants network.

This manual has articulated the broader aspects of theemployee issues only as such minor details exacting slightvariations can be adopted to solve a particular problem inconsultation with the Head of HR.

The manual should be used with the discretion to the extentthat some of the contents are confidential and should not bedisclosed to any one outside The Group.

The HR Manual supersedes all existing and previous

Administrative Instructions on the subject covered. It is theauthoritative guide for all HR affairs of the employees of TheRadiant Group.

Any changes in the manual will be published by the Head ofHR.

HumanResourcePolicy

The Group recognises that the employees are an integral partof The Group being the most important resources in theorganisation. Therefore, the employees, who serve in different


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Business Units/Regions/Locations of The Group, are united intheir common endeavour to contribute to the strength andgrowth of The Group representing The Radiant Group.

Objectives The Radiant Group believes in providing uniformity in matters

of HR affairs throughout The Group and based on that beliefthe objectives of the HR Policies are:

1. To attract the quality and caliber employees who wouldmeet its operational need.

2. To retain and motivate all its employees with a view tomaximise their contribution with efficiency andproductivity.

3. To provide a working environment in which employeesat all levels and in conformity to their positions aretreated fairly and consistently wherever they are

required to work and thus developing and maintainingan effective workforce.

4. To develop employees to assume position of authorityand responsibility in The Radiant Group with a thoroughknowledge and commitment to The Groups objectives.

To achieve the above objectives, The Radiant Grouprecognises the basic aspirations of the employees asindividuals which may be stated as:

They desire worthy and challenging work. They want to be associated with The Groups objectives

and they feel committed to them. They have joined The Group to pursue a meaningful

career. They are willing to accept responsibility. They expect recognition of their contribution and

rewards commensurate with their merit andperformance.

Trust and confidence of the employees in the management isthe pillar of good employee relations in The Group. It is an

established fact that industrial unrest is generally createdbecause of :

- Inequality of treatment- Lack of promotion opportunities- Out-dated system of wage payment- Poor working conditions- Inadequate training- Poor communication- Inadequate disciplinary procedure


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It is therefore essential that:- employees at all levels throughout The Group

have confidence in the leadership of theirsupervisors

- The Group has a sound HR policy and laid down

procedures- work is as meaningful as possible- availability of promotion opportunities in The

Group- existence of good welfare facilities, and- compliant.

Equality oftreatment

The key note of our policy of management is a constantendeavour to achieve fairness. All our regulations, proceduresand actions should ensure that all persons connected with our

operation and business, - be they customers or employees aretreated fairly and with due consideration for their feelings.

Our policy is to provide promotion opportunities to ouremployees based on merit and fitness for the job. Whereverpossible preference should be given, to the employees in lowergrade to fill up vacancy in a higher grade, particularly whensuch vacancies offer promotion or broader experience toexisting employees.

Compensatio

n andBenefits

With a view to retain and motivate our employees to achieve

the maximum efficiency and productivity, it is essential that theterms and conditions of employment compare favourably withother companies. To maintain that situation, salary/wages andterms and conditions of employment are reviewed periodicallyand are matched with market forces.

Training andDevelopment

Training and Development activities help new employees learnhow to perform their jobs and help existing employees improve

job performance and prepare for higher positions. The primarypurpose of training and development in The Group is to assistits employees to improve their skills, knowledge and overall

abilities in order to enhance both their personal growth andtheir contribution to the achievement of The Group's objectives.


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Policy No: D-01

Subject: Employee Responsibilities & Obligations - GeneralEffectiveDate:

RevisionDate:

01.1PolicyStatement

The Radiant Group expects certain standards from itsemployees regarding job attitude and performance. Thefollowing listing describes some of such expectations.

All supervisory personnel are required to review these items aspart of the orientation process for newly hired employees. Allemployees are responsible for meeting these criteria. Part of

each supervisor's responsibility is to take appropriate actionwhen an employee fails to meet these standards. This mayinclude Standards of Conduct (Policy No: ...) and the stepscontained in Policy No. ... on "Employee Discipline"

01.2AttendanceandPunctuality

All employees are expected to be at their work place inaccordance with the hours of work established by The Groupfor its various business units and locations. The various timingof general and other shifts of any particular locations would beannounced separately by the HR Department. If an employeeexpects to be late or absent from work, the employee shall

make every attempt to notify his or her supervisor.

No employee should leave the work place during his/herworking hours without prior permission.

Complying with working hours and maintaining a goodattendance record are necessary so that The Group can planand conduct its business with minimum disruption.

Employees who are late or absent continually/frequently aresubject to disciplinary action.

01.3Overtime

Availability

Efforts should be made to schedule overtime with notice so thatemployees can adjust their schedules and outsidecommitments.

However, there are times when advance scheduling may notbe possible. Employees are expected to be available forovertime work as required. Refusal to work overtime withoutvalid reasons is tantamount to violation of lawful orders.


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01.4Performance

Performance of all employees will be reviewed by theirsupervisors. Employees should be encouraged to discuss theirperformance with their supervisors any time they areconcerned about how they are being evaluated. Details are inPolicy No. on Performance Management.

01.5Safety, Health&Environment

All employees are expected to comply with the Group's safetyprocedures, to work in safe manner and to report any safetybreach or concerns to their supervisors. (Consult Policy No. on "Safety, Health & Environment")

01.6PersonalConduct

As part of employment responsibilities, employees areexpected to maintain good relationship with co-employees,acceptable behaviour with the customer and those havingbusiness with The Group. If an employee has access to or isauthorised to use The Groups supplies, funds etc., honesty isexpected.

01.7Liability toSearch

Any employee while leaving his work place is liable to besearched by a person authorised by the management, ifneeded under certain conditions. The search must beundertaken in the presence of a witness.

01.8Identity Card

All employees while on duty are instructed to carry with themtheir Identity Cards provided by The Group. Duplicate IdentityCard will be issued in the event of losing the first one onpayment ofTk:

01.9Terms &Conditions ofService

Every employee is issued with the terms and conditions ofservices at the time of appointment or at a later date which willbe required to be signed by him/her on each and every page astoken of acceptance which will always be binding while on theservice.

01.10Workassignment

No employee should refuse to work which may be assigned tohim whether of the same, lower or higher grade.


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Policy No: D-02

Subject: AttendanceEffectiveDate:

RevisionDate:

02.1PolicyStatement:

To ensure uniform, proper and correct recording ofattendance and to simplify the procedure, all supervisorypersonnel are advised to strictly adhere to the proceduresdescribed below:

01.2Procedure:

a. Attendance of all employees at all the locations to berecorded electronically through time punch/ID card.

b. The system requires the employee to punch/swipe the cardboth at the time of reporting for duty and at the time ofdeparture after the end of his/her duty.

c. Overtime should also be recorded electronically through thepunch/ID card.

d. The holders of the card should him/herself punch/swipe thecard and anybody other than the holder foundpunching/swiping the card would make him/herself as

well as the holder of the card liable for disciplinary actionwhich could result in dismissal.

e. As a control measure for correct recording of attendancethrough time punch/ID card electronically, regular/surprisecheck at the point of recording attendance or cross checkwith physical presence in the department should be carriedout.

f. In locations/sites where there is no electronic attendancecontrol machine yet, attendance will be recorded in the

Attendance Register by marking self attendance countersigned by supervising management staff.

g. No grace period is allowed for attendance and late by evenfive minutes is considered LATE and three times late in amonth or late for more than thirty minutes (cumulative) in amonth, irrespective of the number of times, will disqualifyindividual employee for any incentive scheme in existence.

h. Frequent/continued late over a long period would be


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considered as habitual latecomer and will make him/herliable for disciplinary action.

i. At the end of every month a statement of late attendance(form attached) should be prepared centrally through HRsoftware and a copy circulated to the Department Heads for

information and necessary action.


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Policy: D-02.

(Annexure 2/1)

The Radiant Group

STATEMENT OF LATE ATTENDANCE

MONTH: __________________

LOCATION/BU:

DIVISION/DEPARTMENT:

Current month

Cumulative up to

Previous month in the

current service year

Name of Employee PN No. of

occasion

Total time

Late

No. of

occasions

Total time

late

Remarks

__________________

Authority


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Policy No. D-03

Subject: Manpower PlanningEffectiveDate:

RevisionDate:


The objectives of manpower planning is to determinemanpower requirement for a given period, keep in view theutilisation level of existing workforce in conformity with thecorporate business objectives. In order to achieve that, onregular basis management should carry out job analysis todetermine the job forecast, the number of employees needed

for various jobs, recruit employees needed for various jobs,recruit employees from inside and outside the organisation byusing techniques such as test, interviews and plan their careerand development.

The Groups policy is to have a minimum number of jobs with aconsistent approach towards organisational effectiveness.

Manpower planning is essential for :

1. Projecting systematical manpower requirement on

realistic basis2. Removing skill obsolescence3. Removing employees imbalance4. Enabling The Group to establish standard of

performance.5. Adopting technological changes6. Ascertaining cost involvement for new projects7. Provide realistic training and deve1opment8. Career planning

03.2The Groupsmanpowermachinery

Department and Functional Heads in coordination with andassistance of the Head of Group plan their manpowerrequirement on a continuous basis as far ahead as possiblecorresponding to the level of business activity both short rangeand long range. This plan is then submitted to theChairman/Managing Director as appropriate and whenapproved constitutes the Business Unit establishment.

03.3Responsibility

The Head of HR will therefore have the following functions:


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1. To review periodically the manpower positions ofdifferent Business Units /Department/Functions.

2. In view of The Groups changing business requirement,wherever necessary, consult the Business Unit Heads /Departments/Functions with regard to their respective

establishments and recommend to theChairman/Managing Director as appropriate forappropriate enhances in the BUs/ Department's /Functions establishment.

3. To identify opportunities for reducing manpower

4. Whenever necessary carry out job analysis of differentpositions and where necessary recommend changes.

5. To examine the implication of any new project and

recommend the manpower requirement in thatconnection.


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Policy No. D-04Organisation Structure - Establishment

Effective Date:Revision Date:


Various Business Units as well as Functions and Departmentshave job positions approved by the Chairman or ManagingDirectors as appropriate. Organisation Chart is preparedaccordingly and positions other than those on the OrganizationChart must be approved by the Chairman or the ManagingDirector as the case may be.

Normally job descriptions will be formulated by Corporate HRDepartment after receiving the information from related

Business Units, Departments and Functions as the case maybe.

04.2Procedures

1. Existing manpower resource will be reviewed, re-evaluated and re-assessed after a years interval duringformulating annual budget, in relation to employees

job specification, job requirement and compensationlevels. The Group's production/growth requirements willalso be kept in consideration.

2. Vacancies arising as a result of employees separationfor whatever reasons, unless the position is abolished,shall be approved by the Business Unit Head/FunctionalHead as the case may be.

3. Employee Requisition Form should be initiated by theconcerned Department Head either because ofvacancies created due to separation or creation of a newposition. Prior to initiating the employee RequisitionForm, the concerned Department Head should criticallyreview the job description to obtain the followings:

a. Is it up-to-date?

b. Have duties and responsibilities changedsignificantly since the description was lastwritten?

c. Does nature of job require any change becauseof changed environment, changed businessconditions or different demands? If so, this is thetime to make certain that the description


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accurately describes the job the new incumbenthas to do. Corporate HR Department is to beprovided with updated description if the job haschanged significantly.

04.3Position/Jobevaluation

Before a new position is approved, job description shall beprepared by the Head of the concerned department inconsultation with Corporate HR Department, who wouldarrange to evaluate the position for proper grading andcompensation purposes. Similarly all key positions should bere-evaluated on regular intervals.

04.4JobSpecification

The job specification spells out the quality of employees to fillthe job such as education, knowledge, skills, abilities andexperience that the person must have in order to be able to do

the job competently. While the job specification is primarilyused for recruitment purpose, job description provides theevaluation.

Job specifications must be carefully determined. Specialcaution must be given when height, weight, age, sex and otherphysical requirement are included to assure that they arebonafide occupational requirements.

04.5Organisation

Structure

To ensure that all employees are aware of the variousdepartment and functional organisations, name of

supervisory persons, etc., the Corporate HR Department isresponsible for monitoring and when necessary periodicallyupdating and issuing organisation charts.

The Corporate HR Department shall distribute copies ofrespective organisation charts to each Business UnitHead/Functional Head/Department Head, who will then makethem available as they deem necessary for the informationof others in the Business Unit/Function.

No Business Unit or Function will have organization chart of its

own without having the same approved or amended in aprescribed manner through Corporate HR Department asdescribed above.


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Policy No. D-05Recruitment and Selection



This Recruitment and Selection Policy has been framed withthe view of recruiting and selecting right caliber people whohave a strong desire and competence to achieve The RadiantGroups vision, and the business results

05.2Procedure:

Minimum requirements are detailed throughout this policyand include:

1. The position is defined and justified by the requisitioning

Business Unit Head / Function Head / Department Headand authorised and processed by Human ResourceDepartment.

2. The position is advertised unless a person has beenidentified through the succession planning process orother business requirements.

3. The Business Unit Head / Function Head / DepartmentHead is involved in the recruitment and selectiondecision. As a minimum, at least one other person from

the Business Unit/Function/Department competent in therecruitment process, should assist.

4. Pre-requisite skills, qualifications, experience,competencies and Groups or legislative requirementsare met and documented

5. At least 2 reference checks are completed anddocumented

6. Offers are approved and made by Head of HR and in

some cases by the Chairman/Managing Director

7. All people, whether internally or externally recruited, areinducted

05.3RecruitmentProcess Flow

The recruitment process of The Radiant Group:

1. Review the annual HR Planning2. Review the approved establishment


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3. Review vacancy. If the position does not exist as per theapproved establishment then the steps in OrganisationStructure Establishment Policy (Policy No. D-05)needs to be followed and the post to be createdaccordingly.

4. Requisition needs to be made as per the specified

process.5. Decision needs to be made on how the position to be

filled in whether through fresh recruitment or thoroughtransfer/promotion of the deserving employee.

6. If through internal transfer/promotion:a. Review the job description of the positionb. Review the Succession Planning and IDPc. Execute the structured interview and follow the

selection process7. If through fresh recruitment:

a. Review job description of the position

b. Place advertisement as appropriate (job site,news paper, intra-net, company notice boardsetc.)

c. Follow screening process and carry out selectiontests as would be applicable.

d. Execute structured interviews.e. Carry out medical check upf. Follow up selection processg. For entry level sales recruitment carry out the

training and select the successful candidates.

05.4Link withSuccessionPlanning

The Radiant Group has succession planning which is a tool toassist with planning Groups future people needs. Within thesuccession planning process, potential successors areidentified for certain management positions. When such aposition becomes vacant, an individual may be approachedabout the vacancy. However, this may not precludeadvertisement, or consideration of people who respond to thatadvertisement. Vacant positions not filled through thesuccession process are advertised.

05.5

The role ofBusinessUnit / Function

It is the BU Head/Function/Line Manager who will work with the

new person. Thats why the BU Head/Function /Line Managerare involved fully in recruitment and induction. The BUHead/Function/Line Manager depends upon the people thatthey recruit to assist them in achieving their CRAs and KPIs oraction plans. The BU Head/Function/Line Manager is in thebest position to assess the candidates technical ability as wellas the candidates fit into the team.

05.6RecruitmentStandard

Recruitment Standards for different positions will be availablewith the HR Department which should be strictly adhered toand no deviation there from should be made without the


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approval of the Head of HR.

It is the responsibility of the Head of HR to review and updatethe Recruitment Standard from time to time. Such standardswould not be applicable to existing employees but forpromotion cases, the set standards except the educationalqualification should be considered.

05.7Employee

RequisitionForm

When a vacancy comes about within the approvedestablishment and it is deemed necessary to fill in the vacancy,the Employee Requisition Form (attached) should becompleted and a copy thereof should be sent to Head of HR atthe Corporate Office who should find out if there is anysuitable candidate already working in the Group for whom atransfer to the vacant position would mean either a promotionor better prospect promotion. Authorized person from HRDepartment will return the Requisition Form with his commentsto the requiring department at the earliest. Recruitmentprocedure will then be set in motion where replacement ofexisting employee is not possible.

05.8Hiring from

the outside vs.from within

While hiring, preference is given first to employees working forthe Company. The fact that a qualified employee is doingessential work in a position that may be harder to fill thanthe current open position may be an influencing factor, butwhen making such decisions supervisors must be careful inorder not to block career advancement merely for immediateconvenience.

05.9FillingVacancyThroughPromotions

Each BU Head / Functional Head has involvement in theselection process, since their assessments of employeeperformance directly influence the BU / Function operations.However, the following guidelines may be followed in thepromotion selection process:

1. Such promotions should be purely need oriented butwherever possible mid term promotion should beavoided.

2. Promotions will be based upon merit.

3. Evaluations must be job-related.

4. Supervisors must consider as many potential candidatesas necessary to assure high quality candidates.

5. Management retains the right to select or not selectcandidates from any source it considers appropriate.


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05.10FillingVacancyThroughTransfer

Employees may be moved to different Business Units /Functions/ departments by transfer or promotion. If the move isnot a promotion then the transfer should not cause an increasein salary.

05.11Attracting theCandidates

ADVERTISING

1. Internal versus External Advertising

2. The objective is to recruit the best person for theposition. Therefore it is always better to advertise theposition unless a person has already been identifiedthrough the succession planning process or other

business requirements.a. Internal

Its easy to overlook an internal candidate, yetplacing an internal advertisement is at noexpense, so internally the position may beadvertised if deemed appropriate on NoticeBoards at all Company Locations as per attachedformat (Annexure). This way, everyone is given afair opportunity to have their application evaluatedon its merits, and it can be a good opportunity to

talk to the person about their career aspirations.b. External

Those who best meet the skills, qualifications,experience and competencies required for theposition should fill vacancies. Therefore, if it isbelieved that there is no candidate within TheRadiant Group who is suitable for the role, theadvertisement should be done externally as wellas internally. It may be chosen to advertiseinternally and externally at the same time if thereis a tight time frame.

Where to advertise externally

Depending on the time the avenues like Websites (ownor placement firms); Campus Recruitment; Outsourcedplacement /HR Firms should also be used, other thansimply advertising in a newspaper. It is a good idea tothink laterally how we might attract the right candidate.

3. HOW TO ADVERTISE


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a. Once the recruitment is approved, anadvertisement needs to be drafted based on theskills, qualifications, experience andcompetencies as have been identified andspecified in the respective job descriptions.

b. A common template should be used designed byCorporate HR Department. Authorized personfrom HR would draft out the advertisement andarrange for publishing the same.

05.12Screening &Selection of

Applicants

On receipt of employment application(s) may they be inresponse to the advertisement, through mail, e-mail, web-siteor by hand, authorized person from HR will arrange weighted

scoring or preliminary interview as the case may be for thepurpose of listing potential candidates. Depending on the levelof the position, following screening procedures will be followed:

a. For the positions above Assistant Manager: preliminaryinterviews to assess technical (professional) andbehavioural competencies

b. For the positions of officers up to Assistant Managers:aptitude, technical (professional) and behaviouralcompetencies, communication, psychological tests.

c. For the positions below officers: technical (professional) ,

dexterity/mechanical aptitude, communication tests.d. For those meeting the stipulated specifications and passthe tests as applicable will be recorded separately.Application being rejected in the initial scrutiny/screeningtests or after preliminary interviews need not be informed.

e. For specified positions (listed by Corporate HRDepartment) the candidates for the entry level positionmay have to go through the Assessment Centre

f. Concerned Function/Department Head at the BU orCorporate Office will then be forwarded with selectedapplicants for review and if necessary for future short

listing of at least three suitable candidates. They to becalled for further interview along with theFunction/Department Head of the requiring Department,if necessary.

g. Structured interview will be held in line with The Groupguidelines following interviewing techniques (Structuredinterview forms and questions are available withCorporate HR Department).

h. Such applicant shall be forwarded with the Radiant'sstandard application blank (attached) which he/she willbe required to bring along duly completed with at the


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time of final interview.i. If however, the applicants do not appropriately match the

job requirement, the position shall be re-advertised andre-searched

j. Assessment of the interviews should be recorded on theAssessment Form (as available with Corporate HR

Department) and maintained in HRIS as applicable.

05.13Verification ofInformation

The Corporate HR Department will verify the information offeredby an applicant in his or her employment application. While it ispreferable to do so before hiring an applicant, there are manyexamples, when verification may be received after hiring anemployee.

All applicants should be advised that false statements on the

Company's employment application form are grounds forimmediate dismissal, regardless of length of employment beforethe falsification is discovered.

05.14HiringDecision

For Managers and above positions, Chairman will make finalselection in agreement with the requisitioningBU/Function/Department Head and decide on appropriatesalary grades. However, he will consult the Head of HR.

For the positions of officers up to Assistant Manager, Head ofHR will make final selection in agreement with the

requisitioning BU/Function/Department Head and decide onappropriate salary grades.

For the positions below officers level Authorized person fromHR will make final selection in agreement with therequisitioning BU/Function/Department Head and decide onappropriate salary grades having consulted Head of HR.

05.15Treatment of

Job Applicants

Many job applicants, whether they are hired or not, may formdefinite opinions of The Radiant Group. Following cautions to

be followed in the treatment:

a. All job applicants will be looked upon as potentialfriends and colleagues and will be treatedaccordingly.

b. Avoid all practices that create ill-will.c. Do not give applicants false hopes. If there is no

chance of employing an applicant then tell him/herso.

d. Make no vague promises about a job in the future ornever tell the applicant to keep checking back with


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us.e. Unless there is a bonafide vacancy to be filled, or

unless we anticipate a vacancy in the immediatefuture, do not give out any application blank to anyone who comes looking for a job.

05.16InterviewExpenses

Candidates called for interviews are not entitled to any paymentfrom the Radiant Group excepting the expenses for pre-employment medical check-up.

05.17Documentation

Copies of solicited applications, appointment letter and relatedmaterial, including interview notes for all interviewedcandidates should be maintained by Corporate HRDepartments as applicable in HRIS.

Employees must be asked to produce originals of theirdegrees, testimonials /certificates, if previously employed;

employment letter from the last employer, acceptance ofresignation letter, last pay slip (from the immediate previousemployer) and checked and copies will be retained for theGroup record.

05.18MedicalCheck-up

Selected candidates will have to go through required medicalcheck up by the Groups designated medical center/physician.

Corporate HR Department will obtain the comments on fitnessof the candidates in the prescribed format.

05.19Issuance of

AppointmentLetter

Candidates selected in the final interview and found medically fitshall be given a written "Appointment Letter" in prescribedformat of the Group (available with the Corporate HR) and sentRegret Letters to candidates called for subsequent interviews(for the positions of officers and above only) after initialscrutiny/screening and preliminary interviews but not offeredemployment.

All appointment letters shall be signed by the Chairman or hisnominated person for the positions of Managers and above andby Head of HR for the position of Assistant Managers and below

as the case may be.

05.20ReportingMemo

Authorized person from HR will issue a Reporting Memo(attached) to the concerned department to which the newemployee is assigned. This will be issued after the issuance ofappointment letter to the new employee to the concerneddepartment.

Appointment Letter along with all the related documents will besent to the designated person in HR for further action as per therequirement of HRIS and payroll.


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05.21Joining Report

On joining the Company all new employees will submit a JoiningReport in two copies.

One copy will be retained in the personal file of the employee,while the duplicate copy will be forwarded to Central Payroll.

05.22Assignments /JobDescription

All new employees will be issued with an assignment memo(attached), indicating the department to which the newemployee's service has been assigned.

A full job description will also be issued by the HR Departmentwhere applicable


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Policy 05

(Annexure)

THE RADIANT GROUP

EMPLOYMENT REQUISITION

JOB TITLE __________________________

B/UNIT/FUNCTION _______________________________

DEPARTMENT ______________________ LOCATION ________________________

WHEN REQUIRED ____________________________

STATE JOB RESPONSIBILITIES/ATTACH JOB DESCRIPTION (WHERE APPLICABLE)_____________________________________________________________________________________

_____________________________________________

STATE EDUCATION& EXPERIENCE REQUIREMENTS:_________________________________________________________________________________

OTHER SKILLS _________________ ________ _____ _______________________ANY OTHER

REQUIREMENTS _____________________________

NEW POSITION YES _______ NO _______REPLACEMENT YES ______ NO _________

SIGNED _________________ DATE _____________ APPROVED _____________

DAT E _________________

FOR Authorized Person of HR

Existing employee is/are available/NOT available to fill-up vacancy. (If available name,

Employee No., Grade, present basic salary and location should be mentioned)

FOR HR DEPARTMENTS USE ONLY DATE RECEIVED____________________

FOR HR USE ONLY DATE RECEIVED


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JOB GRADE ___________

SIGNED _______________

DATE _________

POSITION FILLED BY

(NAME)

STARTINGDATE

STARTPAY


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Policy 05

(Annexure)

THE RADIANT GROUP

REPORTING MEMO

NOTE: The job level of the new employee often dictates how wide spread circulation is

for the memo. If the new employee is a senior member or will assume a position whichwill require contact with most employees, the memo is often circulated organization-

wide. Other position may dictate only a department distribution.

From: Head of HR/Authorized person from HR

to:

Re: New Employee:

I am pleased to announce that Mr/Ms.. .. .. will be joining as (job title) on (dayand date) Mr/Ms..................................., will report to (name of supervisor) and will be

responsible for (brief statement of responsibilities).

(Insert a short paragraph about the employee's background and previous work experience,

for the senior position only)

I am sure you will join me in welcoming Mr/Ms. .......................... to

(BUnit/Function/Department) of The Radiant Group.

_________________

Draft HR Manual: Radiant Page 23 of 83


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Policy 05

(Annexure)

INTERVIEW CALL LETTER

Ref:

Date:

Dear Mr/Ms. ......

RE: INTERVIEW

We thank you for your application in response to our advertisement and interest you haveshown in our Company.

You are requested to please call on the undersigned at our Office for an interview on

.. at .. hours.

Please bring along with you the original testimonials.

Please note that no TA or DA will be admissible.

Yours faithfully,

Head of Group HR/Authorized person



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Policy 05

(Annexure)

(Regret Letter)

THE RADIANT GROUP

Ref :

Date:

Mr/Ms.. .......................................

...............................................

...............................................

Dear Sir/Madam,

We thank you for your interest in a position with this Company.

We have reviewed your education and work experience and regret that there is no similar

position open in which we would best utilise your qualifications.

We will keep your application/resume on file and contact you if any position becomes

available in the near future.

We wish you good luck in your job pursuit else where.

Yours sincerely,

Head of Group HR/Authorized Person



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Policy 05

(Annexure)

ASSIGNMENT MEMO TO NEW EMPLOYEE (Before joining)

THE RADIANT GROUP

Date....................

Our ref: ..........................

Name: ...................................

Address:................................

..

..

Dear Mr./Ms,

Re: Assignment

Welcome to The Radiant Group. I am pleased that you will be joining us as (Position

title).

Enclosed for your information are:

Orientation program

Assignments for the probation period

Please review it prior to your first day. Human Resource Department will be happy toanswer any questions about it for you.

Please report to HR Department. In the meantime, if you have any questions, please donot hesitate to call me: (Phone number )

Look forward to working with you.

Yours sincerely,

...........................................



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APPLICATION FOR EMPLOYMENT

RADIANT GROUP(Please read through this form first, and then complete it in your own handwriting)

PERSONAL INFORMATION

Full Name: ...

(in block letters)

How are you addressed? Mr./Mrs.:

Fathers Name: .

Present Address: .

.

.

Telephone No: .

Permanent Address:

.

Home District:

Telephone No. ........

Date of birth ..

dd/mm/yyyy

Sex: Male /Female Nationality Religion ...

Marital Status Single Married No. of Children Blood Group

Spouses Name:

..

Spouses Profession

..

If you have any relative(s) working in RADIANT GROUP, give name(s), designation(s), place of work and relationship:Name: ...

Department: ..

Name: ...

Department: .

Relation: ..

Designation .

Relation:

Designation: ..

Unit:

Unit:

Professional membership ..



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LANGUAGE PROFICIENCY (Excellent = 1, Good = 2, Satisfactory = 3, Poor = 4, None = 5)

Language Speak Read Write

Bengali

.

.

.

English

.

.

.

..

OTHER QUALIFICATION (Courses attended, training received or certificates obtained - not less than 7

days)

Dates Course attended Institute Country

From To

EMPLOYMENT RECORD (Start with your present job first)

Month & Year Name and Address

of Employer

Last Salary

Drawn*

Job Title &

Duties

Reason for

Leaving

From To

* You will have to provide proof of the last drawn salary of the current job, if employed by

Radiant.

Have you had any serious illness? Give details.

No Yes

Have you ever been arrested? Give details.

No Yes

1. 1.

2. 2.



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Position applied for:

Expected salary: Taka .. per month.

Notice period required days / months

Have you applied to RADIANT GROUP for a job before? If so, when & where, please give details.

CAREER PLANS AND FURTHER INFORMATION

..

HOBIES AND INTERESTS

1

2..3

SPECIAL SKILLS

1 .2 .3..

.

REFERENCES

Name Occupation/Designation Address

1. ..

..

..

Tel No. (if any):

2. .. .

.

.

Tel No. (if any):

CONTACT PERSONS



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Name Relationship Address

1. ..

....

.

....... .

...

Tel No. (if any): ..

..

2.

Tel No. (if any):

EDUCATION

Year School/College/University/

Professional body

Month & Year Major Subject/

Group

Qualification

attained

Class/

CGPA/

Div

Awards

From To



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DECLARATION

I, .. hereby declare that

1. The particulars furnished in this application are accurate and complete to my knowledge and beliefand I have not knowingly withheld any information, which, if disclosed, would affect my

application unfavourably.2. I shall be deemed to have been guilty of gross default, misconduct in the event of my appointmentwith Radiant Group if at any future date it is found that my declaration as above is false or

materially incorrect in any respect and in that case my service with the company will be liable to

be terminated without notice or payment of benefit whatsoever.

3. In the event of my being selected for employment with the Radiant Group, I agree to abide by therules and regulations of the company which may be in force from time to time.

---------------------

----------------------------------

Date Signature of theapplicant



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Policy 05

(Annexure)

THE RADIANT GROUP

INTERVIEW RATING FORM (OTHER STAFF)

NAME _______________________________POSITION________________________

Out

Standing10

Very

Good7

Fair

5

Average

3

Poor

0

Remarks

APPEARANCE

SPEECH &EXPRESSION

EXPERIENCE

FOR WORK

MATURITY

POTENTIALFOR

DEVELOPMENT

TOTAL SCORE

STRENGTH FOR THIS JOB: ___________________________________

___________________________________

RECOMMENDATIONS: Suitable for employment

Hold for comparison with others

Not Recommended

______________________

Date _________ Signature of the Interviewer



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THE RADIANT GROUP

INTERVIEW RATING FORM (MANAGEMENT STAFF)

Applicant : Time:Position: Date:

BU/Function: Place:

Criteria Rating Comments

Work experience/exposureRelationship between candidates workexperience / exposure and position available

Decision making and judgmentCandidates logic, opinions & soundness ofreasoning and decision making

Emotional stability & maturityCandidates self-confidence, independence(self-sufficiency) and ability to take on thepressure, rejection or failure

Ambition-motivationCandidates expectations, initiative & desireto advance

Energy & driveCandidates interest, energy and speed ofreactions to meet the demands of the

situation/environment relating to the job

Work styles and valuesAbility to handle unpredictable situation,challenges and also routine jobs with highdegree of professionalism and ethics

FlexibilityAbility to handle multi task, wide range ofproblems, different environments, coping withconflicting and ambiguous demands

Intellectual capacity & effectiveness

Ability to deal with intellectually demandingaspects, thinking and conceptualization

RelationshipsAbility to maintain boss-subordinaterelationship, team working, peer relationship,external/public relations



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Recommendation:Employ Consider Turn Down

Overall comments:

Interviewers name & signature:

Date:

Instructions:

1. During the interview, please indicate on the form by scoring in the appropriate box,how well the candidate matches the requirements for the position. Possible ratings:Outstanding 5; Above average 4; Adequate 3; Poor 2; Unacceptable 0.

2. Your ratings should represent a comparison of this individual to the job requirements.3. In the comments column, please write evidences as found against the particular

criteria during the interview. In doing so please ask politely appropriate questions(open, probing etc.) to find out the evidences from the candidates given answers.

4. If you need, please add extra page and attach with the form.5. After the interview the interviewer should review the form and make recommendation

by ticking the appropriate box as to whether the person should be employed orconsidered for the employment or rejected



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Policy 05

(Annexure)

(Internal Recruitment Notice)

From : Our ref:

To : ALL NOTICE BOARDS OF Date:

THE COMPANY

RECRUITMENT

Applications are invited for the position of " ............................................... to be initially

placed at......................... from employees having the following qualifications.

Educational Qualification :

Special Attributes :

Experience :

Educational qualification may not be followed strictly incase of employees provided they

are found suitable in all other respects.

Applications should reach the undersigned on or before. .....

Existing employees should apply through their respective Manager.

Signature

Copy to:

Policy 05



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(Annexure)

Appointment Letter (Assistant Manager & Above)

Confidential

Date:

...

.

.

.

Dear Mr/Ms. ..,

Appointment

Further to our series of interviews and follow-up discussions, the management of The

Radiant Group (hereinafter referred to as Company) is pleased to offer you an

appointment in Radiant Pharmaceuticals Limited as ., Department ,on the following terms and conditions:

:

a. Your employment with The Radiant Group will commence on (Date).

b. You will be based at (Location) and will report to the (Job Title).

c. You will be on probation for 6 months from the date of your appointment. On

satisfactory completion of the period you will be confirmed in permanentemployment.

d. Unsatisfactory progress during probation may result in extension of the period

at the discretion of the Company. During the period of probation, one monthsnotice or payment of one months basic salary in lieu of notice will be

required on either side for termination of employment. No reason need be

given for such termination.

e. Effective from the date of your joining, the following salary and allowances

will be paid to you in arrears:

a. Basic Salary : Tk. ..

b. Other Allowances: Tk.



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In addition, you will be entitled to Incentives/Bonuses which will depend on

the Bonus Scheme in existence.

f. Other benefits, facilities and welfare, obligations and regulations are as per the

attached Conditions of Employment and Service Regulations of the Company.

These together with amendments from time to time will be applicable to youand binding on you.

If you agree to accept this employment on the terms and conditions noted above, pleasesign the duplicate of this letter along with the attached Service Regulations and return to

us.

We would welcome you to The Radiant Group and sincerely hope that your career withthe Company will be prosperous and rewarding.

Yours sincerely,

Chairman/Head of HR

The Radiant Group

I ______________________________ confirm that I accept the employment with

_____________________ on the terms and conditions specified above.



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Policy 05

(Annexure)Service Conditions Assistant Managers and above

Strictly Confidential

THE RADIANT GROUP

Conditions of Employment and Service Regulations For

Management Staff

(Will be attached later)



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Policy 05

(Annexure)Appointment Letter (Other Management Staff)

Strictly Confidential

Date:

Ref: HR//

Dear Mr/Ms. ,

APPOINTMENT

We are pleased to offer you employment in The Radiant Group as .. in

Department of the (Business Unit) on the following terms and conditions witheffect from (Date).

1. Your consolidated monthly remuneration will be Tk. payable in arrear,itemized breakdown of which will be communicated to you duly upon joining. In

addition, you may be entitled to the bonus/incentive as per the bonus/incentive

scheme, if any in existence.

2. a) Other benefits, facilities, welfare, obligations, rules and regulations applicable to

you are mentioned in the enclosed service conditions for the Management Staff.

The said conditions of Employment and Service Regulations as may be amendedfrom time to time will be binding on you.

b) You will not disclose your salary, job group & other terms & condition to anyonein the Company.

3. All taxes, if any on your income will be on your account and deducted from your

monthly salary.



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4. You will be on probation for a period of 6 months from the date of your joining.

During the probation period your employment can be terminated by either partywithout assigning any reason therefor and without payment of any compensation by

serving on the other one month notice or payment of one month salary in lieu thereof.

5. On successful completion of probation period, your employment will be confirmed in

writing. Probation period may be extended if the performance is not upto the

expectation.

6. You will join in . Department. Your place of posting will be at the (Location)

and you will report to (Job Title) in . Department.

7. During the period you are on probation, you will not be entitled to any leave except

on account of sickness.

8. It is an expressed condition of this contract that you will not pass on, disclose to ordiscuss with any unauthorised person either during your employment with the

Company or after cessation of employment any information, incident or documentconcerning the Company's business, agreements, finances, planning, manuals etc. or

staff salaries. Failure to observe this condition will be construed as breach of trust

and can warrant your dismissal and or make you liable to such action as deemed

appropriate under law.

9. You should understand that confirmation of your employment is subject to

verification of the information contained in your employment application.

Should you agree to accept this offer on the terms and conditions set out in this letter, you

are requested to return the duplicate copy of this letter duly signed by you.

We congratulate you on your selection and welcome you in The Radiant Group.

Yours faithfully,

Chairman & CEO

The Radiant Group

I ______________________________ confirm that I accept the employment with

_____________________ on the terms and conditions specified in Clause 1 to 9.



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Policy 05

(Annexure)

Service Conditions Other Management Staff

(Strictly Confidential)

THE RADIANT GROUP

Conditions of Employment and Service Regulations For

Other Management Staff

(will be attached later)



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Policy 05(Annexure)

Appointment letter Non-management Staff

Our ref :

Date .

Mr/Mrs _____________________

____________________________

____________________________

Dear Mr./Ms.,

RE: EMPLOYMENT

We are pleased to appoint you as ....................................." in Grade ...............................

The terms and conditions of your employment would be as follows:

1. Basic Pay

Your starting monthly Basic Pay will be Tk: (Taka ...................)

payable in arrears.

2. Other Allowance & Benefits

In addition to the Basic Pay, you will receive other allowances benefits,Privileges and facilities applicable to your Grade under the General

Conditions of Employment & Service Conditions for the Non-management

Staff.

3 . Tax Liability

All Taxes if any, on your income will be on your own account.

4. Probation Period



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You wi11 initially be on probation for a period of 6/3 months with effect

from the ......... During this period your employment can be terminated by either

party at any time without assigning any reason there for and without payment ofany compensation.

Further during the period of probation you shall not be entitled to any leaveexcept on ground of illness which will be without pay.

5. Confirmation in Employment

Upon satisfactory completion of your probation period you will be confirmed

in writing.

6. Notice Period

After confirmation , your employment can be terminated by either party byserving on the other due notice or payment in lieu thereof under

appropriate Labor Laws.

If however, the termination of your employment by the Company results from

a Disciplinary Action by way of dismissal/discharge , you would not be entitled to

any notice or compensation in lieu thereof.

7. Staff Provident Fund

On confirmation you will be required to join the staff Provident Fund of

Company.

8. Place of Posting

Your place of work will initially be at our (Location) but you may be posted at

any place within Bangladesh, at any time convenient to the Companys operation.

9. Companys Rules & Regulations

You will be required to abide by the Company's Rules & Regulations which are

presently in force and as amended by the Company from time to time.

10. Confidential Information

It is an expressed condition of this contract that you will not pass on, disclose to

or discuss with any unauthorized person either during your employment with theCompany or after cessation of employment, any information, incident or

document concerning the Companys business, agreements, finances, planning,

manuals etc. or staff salaries. Failure to observe this condition will be construed



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as breach of trust and can warrant your dismissal and /or make you 1i ab1 e to

such action as deemed appropriate under law.

Should you agree to accept the employment with us on the terms and conditions set

out in this letter, you are requested to return the duplicate copy of this letter duly

signed by you.

.

(Not on original but on all other copies)

I ........ confirm that I accept the employment with TheRadiant Group on the terms and conditions specified in Clause 1 to 10.

Copy to:



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Policy No D-06Minimum Standards for Employment

EffectiveDate:

RevisionDate:

06.1PolicyStatement

Candidates for the job opening will be selected on the basis ofqualification, merit, competence, experience, future potentialand satisfactory character and employment reference, withoutregard to race, creed, sex, origin, etc.

06.2

Non-eligibility

Candidates not qualified for employment are those who

have previously worked in a permanent, full time job for theCompany and were terminated for any cause includingresignation.

Candidates not having attained the age of 18 years.

Candidates not found fit by Company Medical Officer.

Minimum Standards for different positions as prescribed in therecruitment standard.

Candidates should possess general qualification of merit in therelated field, ability, competence education background andhave potential for promotion and further advancement in theCompany.



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Policy No D-07Equal Employment Opportunity

EffectiveDate:

RevisionDate:

07.1PolicyStatement

The Company will maintain a policy of nondiscriminationwith all employees and applicants for employment. All aspectsof employment within the Company will be governed on thebasis of merit, competence and qualifications and will not beinfluenced in any manner by religion, caste or region.

07.2Decisions All decisions made with respect to recruiting, hiring andpromotions for all jobs will be made solely on the basis of

individual qualifications related to the requirements of theposition, likewise, the administration of all other HR matterssuch as compensation, benefits, transfers, reduction-in-force,recall, training, education and social/recreational programs willbe free from any discriminatory practices.



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Policy No D-08Employment Interview

EffectiveDate:

RevisionDate:

08.1PolicyStatement

In most jobs, candidates will be interviewed in person.Generally, the Human Resource Department's interview is toexplore the candidate background, attitude, etc, while thedepartment which has the opening evaluates the employees

job knowledge and capacity for growth in the position.

08.2Guidelines The following guidelines cover interview areas which allinterviewers may keep in mind:

Give the candidate information about the Company, thejob, working conditions, benefits and opportunities foradvancement.

Use the interview to discover more information aboutthe candidate's qualifications. Use the Structured"Interview Checklist (attached) as a guide.

Try to put the candidate at ease.

Don't build reasonable false hopes, if you are not bereasonably confident that the candidate will not begetting the position, make sure he or she does not leavethe interview thinking he/she has been selected

Get the candidate to talk about his or her experience,education, abilities, training, etc. But avoid questionswhich deal with matters which are not related to the job.

Keep in mind that it is against Company policy foran interviewer to influence an otherwise acceptablecandidate to reject a position offer or to withdraw his orher application from further consideration in order toimprove the employment prospects of some one else.

The interviewer should be an attentive and interestedlistener. Neither his or her manner nor works should



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imply criticism or impatience .

Write down facts, useful for follow-up interviews and willprovide helpful insights for other interviewers who maybe involved in them subsequently.



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Policy 08

(Annexure)

STRUCTURED INTERVIEW CHECKLIST

Name of Applicant:________________________________________________________

Address: ________________________________________________________________

Telephone: ________________________________________

Position: _____________________________Department: ________________________

Interviewed by: _______________________ Date ______________________________

JOB FACTORS GENERAL (Ask these questions for the applicants last

three positions)

___________ On your application you indicated you worked for ________ how long

were you employed there?

___________ Please describe your responsibilities and duties with this Company.

___________ What were some of the things that you particularly enjoyed about that job?

___________ What were some of the things you enjoyed least in that position?

___________ Tell me what you consider to be your major accomplishment at that

Company.

___________ Tell me about some of your setbacks and dis-appointments on that job.

___________ Tell me about the progress you made while with that Company.

___________ What was the most valuable experience you obtained in that position?



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___________ Why did you leave (or why do you want to leave) this Company?

II. EDUCATION

A. For applicants who did not attend university.

__________ What was the highest level of schooling you completed?

_________ Why did you decide not to continue your formal education?

_________ What were your overall grades?

_________ In what extra curricular activities did you participate?

_________ Tell me about the class or club offices you held.

_________ If you worked, how many hours a week? What kinds of jobs?

_________ What steps have you taken to acquire additional education since leavingHigh School?

_________ What training did you have in High School (or special Schools) thathelped your career?

B. For university graduates and those who have had some universityeducation.

_________ I see that you attended ____________ University. Why did you select thatUniversity?

_________ What was your major ? What determined this choice?

_________ What were your overall university grades? How did they compare with

your High School Grades?

_________ What courses did you start in the University and later drop? Why ?

_________ In what types of extra curricular activities did you participate in theUniversity?

_________ If you worked during High School or College, how many hours per week?

Summers? What types of Jobs?



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_________ What were your vocational plans when you were in the University?

_________ If they are different now, when did you change your thinking? Why ?

_________ What additional education have you had since you graduated from the

University?

III. TECHNICAL OR SPECIAL FACTORS

Questions related to specialised skills, training and experience should be

developed for each types of work for which applicants are being interviewed.

IV. INTANGIBLE FACTORS

A. Goals and motivation

- Tell me about your career goals, short-term and long term.

- How do you expect to reach these goals?

- In what way would a job in your Company meet your career objectives?

- What are your criteria for your own success?

- What factors in the past have contributed most to your own growth?

-What factors do you believe may have handicapped you from movingahead more rapidly?

- What aspects of a job are important to you?

- What are your present earnings expectations? How do you arrive at this

figure?

- What do you seek in this job that you are not getting in your present job?

B. Job performance and attitudes

- How would you describe the most effective superior you have had? What

were his or her strengths? Limitations? Describe your least effective

superior.

- In the past, on what have superiors complimented you? For what have theycriticised you?



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- Tell me about some of the significant problems you encountered on your

jobs. How did you approach them?

- If you join our Company, where do you think you can make the best

contribution?



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Policy No D-09Pre-placement Medical Examination

EffectiveDate:

RevisionDate:

09.1PolicyStatement

All prospective employees for a permanent position shall berequired to undergo medical examination to determine if theprospective employee is physically and mentally fit to performthe job for which he/she is being considered, and that physicaland mental condition of the prospective employee would notendanger the health, safety and well being of existingemployees.

09.2Procedure 1. Pre-placement medical examination of all prospective

candidates will be the responsibility of HR Department.

2. HR Department will issue a letter in the name of theCompany

3. Doctor (nominated by the Company) to carry out medicalexamination.

4. The examination of applicants shall consist of thefollowing:

- Medical History (both physical and mental)

- Complete physical examination

- Chest X-Ray (for management staff)

- Blood TG DG ESR, HBS AG, VDRL (formanagement staff)

5. Medical examination report should be in the Company'sprescribed form (if supplied) and accompanied by allpathological test report.



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Policy No D-10Reference Checking

EffectiveDate:

RevisionDate:

10.1PolicyStatement

For recruitment, job applicants references should be checkedincluding the previous employer only after they have beencarefully checked for their previous academic and professional(job related) records with a view to predict future attitude,conduct and potential.

10.2

Procedure1. HR Department shall be responsible tocollect pre-employment references of theprospective candidates and verify them.

2. Contact at least two most recentemployers as shown on the EmploymentApplication'.

3. In addition to reference check fromprevious employers also confirm.

- Personnel Character Reference- Birth Certificate- School /College Certificate & Degrees- Physical verification of permanent address

as the need may be.

4. All reference checks shall be filled inemployee's personal file.

5. Telephone Inquires:

Information from previous employers may beverified by telephone which may be limited to thefollowing :

- date of hire and date of separation



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- reason for separation

- Career progression and strengthand weakness.

- Information on involvement in anyactivities subversive to the organizationand discipline

- Job Title

- salary (confirmation only)

6. Written Inquiries

If the request for information is in writing, detail

salary information may be obtained in addition tothe above and a copy retained in the employeesfile.



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Policy No D-11Definition of Employment Status


11.1PolicyStatement

The Company will maintain Standard definitions ofemployment status and will classify employees for purposesof HR administration and related payroll transactions inaccordance with the following definitions.

11.2 Definitions

EMPLOYEE All persons who receive wages or salaries directly from theCompany and are offered employment in writing.

PROBATIONARY

EMPLOYEE

Is one who is employed on a full time basis against a

permanent vacancy initially for a period of three months forFactory Staff (workers), and six months in case of Office Staff(clerical) and Management Staff. If the performance of suchemployee during the initial period of 3 or 6 months as thecase may be is not satisfactory, their services would beterminated without notice or pay in lieu of notice and withoutassigning any reason.

The probationary period of a factory (worker) or office staffmay however be extended by a further period up to threemonths or any period for management staff at the discretion

of the Management. In case of poor performance when theincumbent fails to demonstrate his abilities for the positioneven in the extended period, his services should beterminated forthwith without any notice.

Probationary employee is not eligible to certain benefits likemembership of provident fund, festival bonus , paid leaveof any types etc. but he would be entitled to the benefits



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undergroup and accident insurance. In case a probationaryemployee falls sick, leave may be granted on therecommendation of the Company Doctor but that leave willbe without pay.

PERMANENTEMPLOYEE Is one who has been appointed for a work of permanentnature and who has successfully completed his/herprobationary period and has been confirmed as such by theCompany in writing.

Permanent employee is eligible to all employee benefitsincluding bonuses, provident fund, group insurance, paidleave, gratuity etc. in accordance with the appointment letterand Company Rules.

TEMPORARY

EMPLOYEE

Is one who is employed for specific period or a specific workof a temporary nature which is likely to be completedwithin a specified period. A temporary employee is noteligible for benefits except payment for prescribed holidaysand those specifically mentioned in his terms of employment.Such temporary employment will be through temporaryemployment written contract (attached)

BADLI/CASUALEMPLOYEE

Is one who is engaged on ad-hoc/daily basis without anywritten employment contract. Payment to such employeeis made through CV (Cash Voucher) approved byauthorised Manager.

All employment be it probationary, permanent, temporary orcasual are made by Manager authorised to do so and areincluded in the monthly employee return. Deployment of anyperson as casual for long time against permanent position isdiscouraged and if absolutely unavoidable should be donewith extreme care.

JOB

CONTRACTOR -VS EMPLOYEE

Job contractor is an individual or a firm who is/are givencontract to do or accomplish a particular work and is/are paidfor the work (Policy No.) and not on time basis. Suchcontractor is not an employee and is not included in themonthly employee return.

EPLOYEE

GRADES

For the purpose of fair and equitable compensation and jobevaluation, the different categories of job through out theCompany shall normally be classified into different gradeswhich would be made available on request from HRDepartment. HR Department will keep the grades updated



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and bring changes as would be required and throughapproved process.

Policy No: 11

(Annexure)

THE RADIANT GROUP

JOB CONTRACT

Contract No. ______________________________

_________________________________Son of _________________________________(Name)

do hereby agree to complete the following work on or before __________________

The Total cost for the work will be Taka .. (__________________________)

in word

Work description

______________________________________________________________

I undertake not to ask for any payment before satisfactory completion of the work.

________________ _________________ Name of Contractor Signature of Manager

Date __________ Date _____________

CASHIER



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As the work has been satisfactorily completed, please pay

Tk: ____________________ (Taka ______________________ ) to the contractor(in words)

Signature of Manager

Date: ____________



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Policy No: 11

(Annexure )

THE RADIANT GROUP

CASUAL/BADLI WORKERS TICKET

Mr/Ms. ___________________________Son/Daughter of ________________________

is employed as a Casual/Badli worker at ________________________ Factory/Office of

The Radiant Group, for the following job likely to last _________________________

day (s) ________________________________________________________________

Wages @ Taka _________________ per working day payable for the number of days

worked.

___________________ _______________________ Signature of Worker Signature of Manager/Officer

RECORD OF ATTENDANCE

DATE INITIAL OF SUPERVISOR/OFFICER

_____________________ ___________________________

_____________________ ___________________________

_____________________ ___________________________

Total days worked ________________

To: Cashier, CV NO: ______________

DATE: _______________



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Please pay the following amount to the holder on surrender of this ticket.

Number of days ________________________ @ Tk. ________________ per day

Total: TK. _______________ (________________________________________)

in word

________________________ __________

Signature of Manager/Officer Date



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Policy No D-12

Job Contract ContractorEffectiveDate:RevisionDate:

12.1PolicyStatement

There may be some jobs for which employment of people maynot be necessary but contract may be given either to anindividual or to a firm for accomplishment of the job. Thecontractor, at his own convenience and depending on the

volume of the work may either do the work himself or employone or more people to do the same.

12.2Examples

Payment will be fixed on job basis and not on time basis.

Example:

- Contract may be given to load and unload a truck.

- Contract may be given to cut grass in a garden.

- Contract may be given to clean premises.

- Contract may be given to install a pipeline.

12.3Procedures

1. All such contract should be written contract (attached)and signed by the contractor as acknowledgement of theterms and conditions of the contract.

2. There should be two copies of the contract one for theDepartment file and the other for the Central Accounts.

3. Our normal Purchase Order (PO) may be used in lieu ofthe contract and treated as purchase of services.

4. Payment will be made on submission of bills by theContractor as per the terms of the Contract or PO.



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5. The cost for such contract is charged against the workand not treated as employment cost.

6. The contractor and/or his people will not be consideredas The Radiant employee and hence, will not be

included in the monthly employee return.



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Policy 12

(Annexure)

THE RADIANT GROUP

W ORK CONTRACT

CONTRACT NO......

MR. S/0. of ____________ is hereby

given to do the following work: on/from . . . . . . . . . . . . . . . . . ( date )

WORK DESCRIPTION:

PAYMENT

The cost of the work will be Tk....... Tk:..per...... payable on

completion of the work and on submission of bill.

In case of failure to perform the contracted job as described above, proportionate

deduction will be made by the Company from the amount receivable by the Contractor.

This work contract may be terminated by the Company at any time without giving

any prior notice and without assigning any reason.

___________

MANAGER

ACKNOWLEDGEMENT

I do hereby accept the above contract and the conditions thereof. I will be entitled topayment only after completion of the work to the satisfaction of the Company. I also

confirm that this is purely a work contract, and does not entitle me to any

employment with the Company or payment other than what is stipulated above.

_________

Contractor

Note : To make 2 copies : one for the department file and the other for Accounts.



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Policy No D-13New Employee Orientation

Effective

Date:RevisionDate:

13.1PolicyStatement

To invest time and effort in the new member, with theexpectations of being repaid by loyalty, hard work and rapidlearning, ensure congenial and homogeneous workingatmosphere for all new employees. Familiarize new employeeswith the Company culture and train them, and teach them whatis important in the organisation.

The basic stability and effectiveness of the organisation,depends upon its ability to familarise new members.Orientation will help the new employees to become an effectivemember of The Radiant Group.

13.2Objectives

To establish logical objectives which makes an orientationprogramme more meaningful.

Objectives might include:

a. To provide accurate and relevant information about thejob(s) and the organisation so that new employeemorale remains high and good performance isfacilitated.

To provide a clear understanding of what the organisationoffers and what it expects from a new employee.

To define the terms of employment.

To acquaint the new employees with the physical surroundings

(i.e., the department, building, canteen etc.).b. To familiarize new employees with their job duties, and

to introduce them to others in similar positions.

c. To introduce the employee to employees and withdetailed understanding of various aspects of theorganisation. (Make sure that these people remain



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accessible).

d. To provide clear information regarding how problem getresolved: who do the new employees turn to forassistance with particular questions?

e. To offer a forum in which issues and questionspertaining to policies, benefits, etc. can be raised andresolved.

f. To promote the bond between the new employees andthe organisation.

g. To reduce the level of anxiety new employees have andto increase their comfort level with the job and theorganisation.

13.3Procedures 1. EMPLOYEE AND THE COMPANY

(HR Department)

- Tour of the facility

- Benefits

- Shifts, annual leave, holidays, sick leave.

- Basic policies : security, discipline, transfers andpromotions, code of conduct, wages, efficiency,incentives, etc

- Safety : safety committees, procedure and its linkwith efficiency bonus, accident prevention etc.

2. INTRODUCTION (Department Manager -Person whomhe/she reports )

- Welcome (given by the Department Manager )

- Company History

- Products, Services and Department overview

- Introduction to other members of theSections/Department



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3. QUESTIONS AND ANSWERS

- Encourage employees to ask question freely.

NOTE:

Other objectives may come to mind that are more suitable for aparticular position. But remember, dont try to fulfill allobjectives in one day, or even one week. Let employeesknow which matters have high priority - cover these items first.Detailed information which is not necessary for reducinganxiety and succeeding on Day One should be left for anothertime.



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Policy No. D-14Performance Management Management Staff

EffectiveDate:

RevisionDate:

14.1PolicyStatement

The long-term success of the Company depends on thecompetitive edge we build in our people. Dealing with thechallenges of the future will require focus, the resilience tohandle rapid change, and finding innovative solutions throughour people.

Managing performance is not about filling in forms. Managingperformance is about identifying what the individual or teammust do to achieve business goals, and finding ways to do thisbetter than before. Continuous improvement must become away of life. Managing performance is about getting the right

job done now, and developing the individual to do a better jobtomorrow.

Company rewards people for a job well done. Company needsto adhere to smart ways of recognising specific contributionsthat add exceptional value. Company must also confront

performance that does not meet the required standard andcorrect the situation.

Optimum management of performance is not a science - it isan art. It requires day-to-day juggling of changing priorities in ashifting and competitive environment.

Our business goals are achieved through the performance ofall employees in the Company. Performance ManagementSystem is the means by which to get alignment of personalgoals with business strategy, provide feedback for performance

improvement and help identify and exploit the potential of ourpeople.

14.2Elements

Performance Management System is viewed as a cycle havingdifferent inter-linked components each of those having sub-components. The entire Performance Management System inRadiant includes:

Performance Management Document (PMD), i.e.; Critical



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Result Areas (CRAs) and Key Performance Indicators(KPIs), (Attached Toolkit)

Career Plan i.e.; Individual Development Plan (IDP),(Attached Toolkit).

Learning Agreement (Attached Toolkit)

14.3Objectives

There are four main reasons to manage appraiseesperformance in a particular way:

a. To align the outputs of appraisee and teams with theobjectives or goals of the Company, and in relation toone another,

b. To build productive working relationships betweenappraisee and appraiser, with shared meaning about thework to be done.

c. To optimize individual work performance by continualimprovement, and so achieve superior work outputs

d. To encourage appraisee behaviour that demonstrates thevalues adopted by this Company.

14.4Principles

Performance of every appraisee is managed according to thefollowing principles:

a. Every appraisee, at all levels is managed in line with the

principles of this Performance Management process.b. The performance objectives (CRAs) of every appraisee are

aligned with the team and organizational goals.

c. Formal objective setting and review discussions take placebetween appraisee and appraisor at least once a year,preferably more often, and incorporate multiple input wherepossible.

d. Appraisees are managed on a day-to-day basis accordingto the principles of the Performance Management process.

e. Standards to be met by appraisees (Key PerformanceIndicators) incorporate:

Customer expectations

All relevant Company, professional or legislated standards.



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Those agreed between appraiser and appraisee.

f. Pay increase and Incentive Scheme are linked toperformance and these are determined as an outcome ofthe Performance Management process.

g. The appraiser maintains a Performance Managementrecord for each appraisee, which contains both formaldocumentation and informal notes about the appraiseesperformance and the appraisee has the right of access tothis record.

h. The appraisees Performance Management record isreviewed by the appraisers at least once a year, andpreferably more often.

i. The Performance Management Process is based on joint

discussion and comment between appraise

Documents

1. 15,42. Draft Policies - April