Christ First-Child First
(A Christian, Child based Humanitarian, Non Profit, Non Political, Development Organization)
A DRAFT CONCEPT PAPER OF CFirst ORGANIZATION TO BE BORN AS AN NGO
CFirst means Christ first-Child first. Basically CFirst is a brain child of three siblings (Michael Das, Juliet Das and Samson Das). In 1999 that siblings had been thinking and committed with the aim to do something meaningful work for the neglected, and disadvantage children through build an organization with the engagement of like minded and much closed young leaders. Some initial discussion and working paper work had been done but due to shortage of practical experience that perception could not be matured into the reality. After 10 years, this same idea with a new approach and strong commitment is going to develop a constructive framework of a Christ & Child based organization.
1. My Personal Testimony:
Before I enlarge this idea, I must express my personal testimony which is the key and the turning points to motivate me to build up this organization.
a) New born baby in the garbage:
In 1999 we (Samson Das & Tuly Das) went to our family friend’s home (Wilson Polash Mondal & Luna Banarjee) for a get together program behind the Al Razi Hospital at Firmgate in Dhaka . At the evening, we came back by walking in a narrow road. The garbage was located under a street light post. When we came to the near of that light post and dustbin, we heard a sound of crying a baby. We saw one infant who is just born was crying and swing hands and legs. We were very much surprised, depressed also disappointed to saw this awful heartless activity. We didn’t decided what should we do right now. We shouted loudly and then made a huge crowd and from that crowd one old man came and rescues that baby and keeps the baby in his own body with deep love. (Lamentations 2:11 “My sprit is poured out in agony as I see the desperate plight of my people. Little children and tiny babies are fainting and dying in the streets”.)
b) Promila seeks God’s love, care and right to live:
In January 2008, I went to Ranigong bazar, which is located in Ghoraghat, Dinajpur district for my official visit. I visited Ramesharpur village which is full of Indigenous communities. I saw one girl child is helping her grand mother in a green pepper garden. I came to know that she is Promila Murmu, 5 years old and her father gone away far from her because he got married again. Then her mother got nuptial as her ex-husband did and gone to India ( India is very near to their home) with her new husband for ever. So Promila is living along and get down a serious trouble as a burden of family because they are very poor and helpless. And also the marginalized Aborigines are always exploited and neglected by the majority part of the society. My heart was becoming painful with full of sorrows to her. I touched her shoulder and said,” Don’t worry, God bless you”. Then I came back to Savar, Dhaka and discussed all of this with my wife (She is a teacher of disabled children since a long time).
After one month I brought and put all the responsibility of Promila’s future upon my shoulder from her grand mother and came back to my home. I gave her all of her basic needs and she went to Sunday school at Savar Baptist Church with my daughter. She flourished with my daughter Maitree because she called me –Father.
In January 2009 Promilla is 6 years old and it is the right time to admit to a school. I went to International Needs Home and told the entire unpleasant story to the authority and beg to do something for her. They agree to admit her to their orphanage at Rajashon, Savar, Dhaka . Now Promila reads grade one and getting improved livelihood security with love, care, and the spiritual empathy from Bethel Church . (1 Samuel 2.26: “Meanwhile, the boy Samuel grew taller and grew in favor with the Lord and with the people”.)
c) Child created in His own image:
In November 2008, we saw a biscuit packet in the trash near a clinic at Annandapur, Savar, Dhaka . When the cleaner from corporation office of Savar (sub-district) opened the box, we saw one new born baby but s/he was killed by a tragic way because and perhaps s/he was unwelcome in this world. Then the policemen came and received this box and baby for the next course of action.
As far as I know, there are lots of couples lived in our family, society, church but they haven’t a child and they are crying and praying to God for his blessing and gift years by years. Then, I decided I must protest against this such kind of immoral and brutal activities which is absolutely in contradiction of God’s creation because God created human in His own image (Genesis: 1:27). Then I wrote a touchy story about this to inform and aware our readers. This story was published in Sargomorto Magazine (A leading Christian magazine in Bangladesh ) during the Christmas Issue in December 2008.
2. Biblical Reflection:
According the above witness, we see, in response to the great Commission, CFirst exist as an advocate for children to release them poverty and achieve the child’s rights; enable them to become enlighten and fulfilled Christ focused person. We strongly believe that each and every child in the globe has the right to learn Gospel and we, CFirst must have to have the God given responsibility to reach the children for Christ in order to prepare Christ value oriented leadership for tomorrow. (Key Verse: Matthew 19:13-15, Mark 10: 13 -16, Mathew 18:1-14, Luke 18: 15-17). We see, Matthew 18.2- Jesus called a little child to him and put the child among them. Then he said, “I tell you the truth, unless you turn from your sins and become like little children, you will never get into the Kingdom of Heaven . So anyone who becomes as humble as this little child is the greatest in the Kingdom of Haven . And anyone who welcomes a little child like this on my behalf is welcoming me”.
Jesus loved children. He demonstrated the need for love in guiding children. He took a child as an example to challenge adults about entering into the Kingdom of God . He emphasized that the kingdom of God belongs to young children. He identified himself with the little child. We cannot hope to enter the fragile world of children until we knows the mind of a child and recognizes that child for what he is –a precious and unique part of God’s family. We seek to follow Jesus Christ in His identification with the poor, the afflicted the oppressed, the marginalized in His special concern for children.
We must remember that-
a) The child is created by God in His own image.
b) The child is the best gift from God.
c) The child is a person
d) The child has right to live
e) The child has potential for good and evil
f) The child has needs
g) The child is vulnerable
The developed world is now challenged by a serious economic threat. The rich are becoming richer , the discrimination of rich and poor are becoming bigger and on the other hand millions of poor and their children and also the new poor are being created due to the reverse affect of globalization and the free market economy. The state, financial institutions (World Bank, ADB), donor organization and the United Nations are strongly trying to save the poor from the present severe economic crisis.
4. Millennium Development Goal (MDG):
According the millennium development goal the number one goal is-“Eradicate extreme poverty and hunger by 2015”. All of us are implementing a lots of poverty eradication projects to achieve this goal. But due to the population explosion, food insecurity, increase of new poor, changes of dimension of poverty, climate changes, terrorism, absent of democracy, fundamentalism, war and war trade business, corruption, lack of good governance are the main constrain to achieve this goal.
5. About Bangladesh & the Poverty Scenario:
Bangladesh is a developing country and lives in 15 million of inhabitant 143,999 squire kilometers. Bangladesh has an agrarian economy. Agriculture accounts for nearly 46 percent of GDP and provides employment to more than 61 percent of the workforce. Jute and rice are main cash crops. Other crops are tea, sugarcane, oilseeds, fruits, vegetables, spices, wheat, potato, tobacco and cotton. The major industry in Bangladesh is jute processing followed by cotton, steel, garments, and pharmaceutical.
There are five religious groups in Bangladesh . The majority is Muslims (88.3%) and the other minorities are– Hindus (10.5%), Buddhists (0.6%), Christians (0.3%), Tribal (0.1%) etc. Bangladesh is one of the largest Muslim countries in the world. Islam is the state religion but provides for the right to learn others religion of one’s choice. While the Government generally respects this provision in practice, religion exerts powerful and the government is sensitive to the Muslim consciousness of its political allies and the majority of its citizens. Religion is taught in government schools and parents can have their children taught in their own religion.
However many government-employed religious teachers of minority religions are neither members of the religion they teach. On the other hand, in the last two decade, the Islamization process has been accelerating in all the sector of society, state organs which are supported by the major political parties and the ruling government.
As an emerging nation, Bangladesh places priority on economic and social development. In order to accelerate the development process, the government has decentralized the administration and has undertaken massive development programs. A large number of non-government organizations (NGOs) are also involved in development activities to benefit the rural and urban poor. A lot of development programs have been implementing from the 1972 to till but the poverty spectrum is still in an increasing trend.
The latest poverty situation said that, “At present 50 percent of people in Bangladesh are under the poverty line. Among them, 36 percent are hardcore poor. The 34 percent of hardcore poor are not able to feeding 3 meals in a day. Due to the price hiking of food, 40 lac (0.4) millions people are added as a new poor.
The statistic shown, that the majority poor is 52 percent in Barisal division. In Rajshahi and Khulna they are 50 and 45 percent. Those poor have their own shelter and less than 5 decimal lands for cultivation. These poor are come to the city or town 4/5 times in a year for seeking job. An only 1.5 percent ultra poor have received the primary health care services. To save these poor community, Government has been taken 27 action plans/programs/interventions as to strengthen social safety net which is less than 1 percent of gross national income. But it needs 5 percent at least. In this reason, the NGO communities have been implementing 75 percent of development projects to ensure social livelihood security alongside of the Government.
Research Report said that only 16 percent of poor are able to feed 3 times in a day. Among these families 2 persons are working and getting Tk 2500.00($36) but their total monthly house hold expenditures are Tk 3000.00($44). The remaining or excess operating cost Tk 500.00($7) is borrowed by some means. (SOURCE: Research Report of Bangladesh Center for Advance Studies-BCAS, publishes by The Daily Amader Shomoy, dated on 8 March, 2009 )”
6. Who we are:
We are some Christian educated, well accepted young people those who are willing to do some meaningful work to glorify God. These people know deeply each other since their childhood and did a lot of spiritual, church supported social work as like their parents with the Baptist Church at Barisal under Bangladesh Baptist Church Sangha (BBCS)- Apex body of the Baptist Church in Bangladesh and affiliated with the World Council of Churches (WCC). We strongly believe that principal, 2 Corinthians 9.9- “They share freely and give generously to the poor. Their good deeds will be remembered forever.”
7. What we have-our strength:
- Scope of work: Lamentation 4:4-“The parched tongues of their little ones stick to the roofs of their mouths in thirst. The children cry for bread, but no one has any to give them.”
- Understanding God’s will: Proverbs 22;6-“ Direct your children onto the right path and when they are older, they will not leave it”
- Crystal clear slogan: Our slogan is very clear, easy to understand and self driven to everybody which is “Christ First-Child First.”
- Deserving Directors/Leaders: 1Timothy 3:1-7 said and illustrated the qualities of a Christian’s directors or leaders. We strongly believe that our CFirst directors, members have been serving in a long time for the Christ and leading to the Child based organization through encompasses those criteria.
- Pro-poor democratic Government: In December, 2008, we found a pro-poor democratic secular Government with a huge mandate of people’s vision. People want to see a tremendous change among their livelihood security. This Government virtually the poor friendly and secular in nature also have one Christian representative in the Parliament. We entrust that in this regime, the minorities and of course the contribution of the Christian Society to nation would be protected and promoted by their commitment and also the constitutional rights of minorities must be recognized and flourished.
- Networking with the local church: There is lots of networking activities have with and among different churches, denominations, faith based institution, donors, Christian families and NGOs and Bible said that,” Galatians 6.2- Share each other’s burdens and in this way obey the law of Christ”.
- Information Communication Technology (ICT): Now access of information, communication technologies is available and reachable to all. ICT now fastening all the people in this global net. This hi-tech communication makes us more closely and through this system the Good News of Kingdom is very easy to communicate to the non-believers via sms, e-mail and other appropriate digital media. God wants that we would be united in His salvation, in His name and act for His mission.
- Self motivated Volunteer: There are lots of self motivated, spiritually empowered volunteers and they want to seek opportunity to do the best to glorify the Lord.
- Young leader: We found some proven young leaders and have exceptionally experienced and a long professional tenure in Christian Organization/Faith based organization. We have nothing- man, money, material, machinery but believe that we have chosen to understand God, s will and impel to implement His Mission.
8. Why CFirst:
We strongly believe that-as a believer of Christ we must serve the people especially children those who have been suffering by the physical & mental poverty in order to establish Love, Justice and Peace in the society as Jesus taught us. Jesus said that Matthew 19.14-15: “Let the children come to me. Don’t stop them! For the Kingdom of Haven belongs to those who are like these children.” and he placed his hands on their heads and blessed them before he left.
We must address the social issues which makes children weaker. James said in 2.15-16: Suppose you see a brother or sister who has no food or clothing, and you say, “Good-bye and have a good day, stay warm and eat well”- but then you don’t give that person any food or clothing. What good does that do?
For gaining happiness as individual & community we need to care our children for building a strong family & community. A strong child could be a stronger man or women if we could nurture them. Jesus said that Mathew 18.10 “And anyone who welcomes a little child like this on my behalf is welcoming me” and “Beware that you don’t look down an any of these little ones” Cfirst wants that all children would be the blessed and value based adult. That is why CFirst is proposed to born as a child based NGO considering the above context.
To accomplish the great Commission of Lord, to create a society where the disadvantaged children of Bangladesh will become fulfilled, enlighten adults & to liberate them from the socio-economic & spiritual poverty.
To facilitate opportunities of holistic development to the poor and vulnerable children in order to release their hidden potential thus enable them to become contributing, valuable members of the society and they are empowered to live in fullness of life with Godly values and enjoy their rights & dignity.
- We are Christ Focused
- We value Child First
- We are Compassionate
- We Serve the Poorest of the Poor
- We are Servant Leader / Foot-washers
- We are Participative & be a Partner
The following guiding principle is the prerequisite to all the members, staff and volunteers. We anticipated that we must be followed to all these into our policy planning, decision making and operational management system.
Who may worship in your sanctuary, Lord? Who may enter your presence on your holy hill? (Psalm-15)
- Innocent : Those who lead blameless lives
- Justice: Do what is right
- Openness: Speaking the truth from sincere hearts.
- Genuineness: Those who despair flagrant sinners
- Respect: Honor the faithful followers of the Lord
- Devoted: Keep their promises even when it hurts.
- Non-profit: Those who lend money without charging interest
- Integrity: Who cannot be bribed to lie about the innocent
Objectives of the Organization:
- To inform & understand the children about the Godly values and empower them to fulfill blessed life with salvation.
- To ensure safer shelter and nutritious food for the street, orphan and the vulnerable children.
- To increase the literacy rate among the disadvantage children and give the children value based education for improved life.
- To improve the health status of the most vulnerable children and mother of the community by providing both curative and preventive health care services, education and training.
- To assist the special care for physically disabled children and provide them appropriate schooling and treatment facilities for hearing impaired children.
- To facilitate the empowerment process to the vulnerable, disadvantages children and poor and increase their sustainable livelihood security.
- To promote advocacy and campaign for the child rights and facilitate to establish good governance in all the arena of life.
- To alleviate the sufferings of disaster- affected children at risk, families and save their lives and support them for their rehabilitation.
- Christ’s Values Promotional Based
- Participation & Partnership with Ministry based organization
- Child’s Rights Advocacy & Campaign Based
- Sustainable Development Based
- Transformational Development Based
The poorest of the poor, vulnerable in terms of abandon, orphan, disabled, street children, indigenous and tribal children and families ,rural, urban garment worker’s children and families of Bangladesh is the focal point not considering of culture, caste, color, and religion.
(A) Children Ministry Based-
- Children Ministry: Mentoring, Counseling, Personal Prayer, Gospel learning, E-Ministry, Personal Sponsorship, Building Godly Values, Work for Salvation from Spiritual Poverty.
(B) Children Poverty Based-
- Children Orphanage: Ensure safer shelter and nutritious food.
- Children Education: Formal & Non-formal School , Scholarship, English Languages training, Computer & Internet training.
- Children Health: Primary Health Care, Anti-Drug Campaign, Child Protection Program, Adolescent Girl Child, HIV/AIDS.
- Children Disabilities: Special care for physically disabled children, schooling and treatment for hearing impaired children.
- Children Livelihoods Security Enhancement: Facilitate skills and leadership development training, small and medium micro-enterprise development, Kingdom Business, Promote advocacy and campaign for Child Rights and Good governance.
- Children at Risk/Disaster management: Rescue, Relief and Rehabilitation program.
Working Area: This organization’s ambition is to work through out all part of Bangladesh but initially its work will be limited in three districts which are as follows:
Type of the area
( Middle part of Bangladesh )
( Southern part of Bangladesh )
( Northern part of Bangladesh )
Challenges for Changes:
CFirst child development approaches are a long term process. However we don’t afraid to set of our sail right now because we believe God must be with us and this is why we will discover the new island where we will build His committed Kingdom.
- Fund Constrain: In reality it is very difficult to manage an NGO without foreign donation. Now all the potential donors have their web site and open to all to submit their request/proposal of projects as per their guidelines. CFirst must visits these like minded sites and seek their partnership as per their criteria. Also CFirst will select some ministry driven development advisors & advocates those who will be the key to fund rising campaigner for value based child development of CFirst and the change makers of building His Kingdom. But initially CFirst must start its work with his own ability and using by the local funds.
- Government Policy: Government has a lot of child development policy guidelines and projects which are funded by the main stream donors and UN sister concern but some times these kinds of NGOs have challenged such kind of children ministry. And its might be resolve through the good relations with the local government and the transparency of mission.
- Fundamentalism: In last ten years, the fundamentalist and extortionist activities are being strongest by the Jihad minded Islamic groups or the banded Islamist political party. It may be created some trouble and threat as they did it to and against the other development organization before. The present government is very strong to eliminate this anti social and anti state activities according their election manifesto and their political mandate.
Organizational Policy: The subsequent policy need to be developed as soon as possible
a) Child Protection Policy
b) Specific Program Operational Management Policy
c) Personnel Policy
d) Finance policy
- Set a temporary office with necessary furniture & equipments.
- Select five 4 male and 1 female volunteer.
- Train the volunteers conceptually.
- Collect related information of project area.
- Collect list of Christian youth in Savar area.
- Collect list of the Christian NGOs working in Savar Upazilla.
- Continue rapport building with the like minded person and institutions/organization.
- Continue regular prayer meeting which lead by the Harmon Hira, the ex CLB worker.
- Do plan to participate a disabled ministry program will be held on April which is being implemented by CARITAS Bangladesh.
- Provide information to our friends, kith and kin and well wishers those who are now in abroad in different countries.
- Regular visit of like minded web sites those who are to be potential partners and donors.
- Start one pre school at Anandapur/Genda, Savar for the garments worker’s children.
- Plan one e-magazine and prayer calendar.
- Organize meeting with the key leaders and gate man of the community.
- Conduct youth and children seminar on CFirst vision.
- Do plan to participate a training program on Christian Foundation will be held on May which is being implemented by Ami College & Seminary.
- Prepare Thematic Paper (on the basis of Christ First & Child First) on Children Ministry, Globalization-MDG & Poverty, Girl child & Gender, Children Education & Health (Primary Health Care, Disability, HIV/AIDS, and Lepporasey), Child Rights & Good Governance.
Organizational Structure of CFirst:
The organization has a General Council of 19 members, which is the supreme policy and decision-making body. The members meet once per year for approve annual plans, budget, the annual report, the audit report and other policy related issues. It also may meet on emergency as many times as may require. Elected from the General Council, an Executive Committee is comprised of 7 members. The General Secretary of the Executive committee, Samson Das, being the founder of the organization, is the Chief Executive accountable to the Executive Committee and it is in a permanent, non-elected position and the other positions are Chairman, Vice-chairman, Treasurer and three members in the Executive Committee, who will serve there for a term of consecutive two years at a time.
The first Executive Committee of the Society given below as follows:
|Sl.||Names & Address||
|1.||Michael Susovon Das||
|2.||Philip Sukanto Roy||
|3.||Juliet Diba Boidoy||
|5.||Lillian Lipi Thomas||
|6.||John Paul Sarker||
|7.||Agnes Tonushree Malaker||
After finalization the Bylaws and according the approval of the committee we will take appropriate action to get registration from The Register of Joint Stock Companies and Firms (RISC), The Government of the Peoples Republic of Bangladesh, under “Certificate of Registration of Societies (Act XXI of 1860)”.
Samson Das, Standard Chartered Bank, Dhaka , BD, No # 24258565001
Samson Das, United Commercial Bank, Dhaka , BD, No # 05012100087751
- Formation of General Body, Executive Body and Advisory Board.
- Formulate a seed project.
- Prepare a draft Bylaws.
- Finalize the Bylaws and take appropriate action to get registration from Joint Stock Company under Societies Registration Act, 1860
- Take action for an open official Bank Account.
Contact Mailing Address:
House-44/3, Level-2, Block-B, Ward No-9,
TEL: 01552417617, e-mail:firstname.lastname@example.org
THANKS & REGARDS.
Prepared By: SAMSON DAS, March 2009.
Cfirst Development Society .
CFirst Personnel Policy and Condition of Service
Effective from 1 July 2009
Subject of alteration if /when necessary
In order to protect the interest of all concerned, CFirst shall maintain “CONDITIONS OF SERVICE” for its employees/staff, which may be amended/modified from time to time, if, found necessary and expedient.
The “CONDITIONS OF SERVICE” of CFirst , Bangladesh shall apply to all employees, both Nationals and Expatriates employed in the country office, any branch and all projects implemented by the organization. Every existing employee shell be given a copy free of cost and she/he will sing a declaration to abide by the in word, deed and spirit.
3. Classification of Employee:
3.1 Contract Employee:
All regular employees of CFirst – Bangladesh will be appointed on a contract basis, which may be renewed bi-annually if both sides agree to the revised terms and conditions. All contract employees will receive full service benefits as per this manual.
3.2 Probationary Employee:
All employees will be on probation for 6 months from the date of appointment. The probationary period could be shortened/extended by the country manager at her/his discretion and/or at the advice of the employee’s supervisor. If extended, the employee will be informed be told what corrective action is needed on his/her part. The service of an employee could be terminated from either side with 24 hours notice during this period. Employees on probation are entitled to sick leave only. No leave will be earned during probation.
3.3 Part-time Employee:
A parson may be hired on a part-time basis. The specified terms of employment including benefits, if any, and the terms of employment will be set froth in writing by CFirst Bangladesh at time of engagement. A part-time but regular employee may be considered to receive the benefits as per the decision of the management.
3.4 Temporary Employee:
A temporary employee is a consultant any individual who is engaged in a temporary task for a specified period of time (usually anything less than 2 years). The specified terms of employment including benefits, if any, and the term of employment will be set forth in writing by CFirst Bangladesh at the time of engagement. A temporary employee will not normally receive the benefits and allowances as described in this manual.
3.5 Casual Employee:
An employee who is employed for work on a daily basis, which is essentially of an occasional or casual nature, remuneration/wages, will be decided at the time of employment.
A person who is learner or is gaining experience, who may or may not be paid a stipend or any allowance during period or training, and who may or may not be employed after training. The authority will fix the training allowance before sending him/her to the training. No leave will be allowed during the training period, except in case of sickness.
4. Appointment Policy:
4.1 Vacancies may be advertised thought Cooperating Agencies, Missions, Different Organization, CFirst Bangladesh Office, Project offices and also thought National Dailies, if necessary.
4.2 Appointments, along with curricular Vitae, tow recent passport size and photographs and attested copies of all certificates, should be made in writing to country Manager or the person indicated in the advertisement before the closing date.
4.3 Manner of interview may be determined by country manager or interview committee as assigned by country manager.
4.4 Appointments will be made by the country Manager based on the interview and other incidental matters upon recommendation of the interview committee as was formed by country Manager.
4.5 A formal letter of appointment will be issued to all employees by country manager or under authority of country Manager indicating the classification of employment, salary scale, and type of responsibility or special terms, if any.
4.6 Standard appointment agreement is to be signed by the employee duly singed by country manager. copy of appointment agreement is to be
retained by the employee, in the office where the employ is actually appointed and by the office of country manger. the employee concerned will be provided with a copy of the personnel policy and conditions of service at the time of appointment.
4.7 Normally CFirst will not employ anyone over 60 years of age, and on completion of 60th year, an employee will retire automatically unless otherwise determined by the management or administrative committee.
CFirst reserves the right to transfer any every employee from one office to the other or from one project to the other or from project to CFirst office and vice-versa for greater interest of the organization.
6. Office hours and rules:
The specific hours of duty may vary from station to station. office to office and project to project to the type of work and season. Working hours will be set at the discretion of the Head of the office/project with the prior written approval from Executive Director.
6.2The Working Days:
There shall be 5(five) working days from Sunday to Thursday for Head Office. For project or field office , i.e. for ayas, security guards, field workers, teachers, supervisors, project managers etc, there will be different working days as decided by the Executive Director, Coordinators, and respective Project Managers.
6.3 Working Hours:
Employees will usually be expected to work 40 hours per week in which time will be allowed for a 30 minutes lunch break per day. Some staff may work more or less hours depending on their position, workload and contract.
Office hours will be 8.00 a.m to 4.00 p.m. with no normal lunch break. Staff is allows time to take a quick lunch only.
Devotions in office for Christian staff will begin daily at 8.00 a.m. All are encourage to attend, but it is not compulsory for Non-Christian.
An employee arriving late or leaving early from work is considered to be tardy. For 3 occasions of tardiness one days gross pay will be deducted.
If rain causes an employee to be late, the time lost must be made up by the employee on the same day. If an employee may have any reason to be tardy the next day, S/he must inform his /her immediate supervisor of the reason and get approval in advance. The time lost must be made up within the same day.
6.7 Drinking, Smoking etc:
Dirking alcohol, smoking and use of beetle leaf or beetle nun in the office or project premises by employees is prohibited.
6.8 Working Hours for Field Workers:
Admin Workers-40 hours (Excluding Lunch Hour)
Field Workers-42 hours (Excluding Lunch Hour)
6.9 Overtime (Appropriate for A & B Level staff only):
Overtime will be paid to the Security Guards, Drivers and Boat Drivers for the actual period of overtime worked beyond the time mentioned in clause 6.8. The supervisor /controlling officer shall calculate and certify the overtime beyond the actual working hours.
6.10 Rate of Overtime Payment:
The rate of overtime payment will be calculated on hourly basis. Presently it is fixed as double/twice of the basic salary. But the rate may be reviewed by the management from time to time.
7. Daily Attendance Register:
All CFirst employees will be required to sign an attendance Register on and off duty at
Commencement and finishing the work. Such attendance should invariably be counter –singed regularly by the controlling /supervising officer and will be taken into consideration for calculation of salary/overtime/meals allowance etc.
8.1 Regular employees shall be paid such salaries and allowances as may be decided by the management from time to time. Salaries shall be paid or sent to individual bank accounts on the date as fixed by the CFirst Management.
8.2 No advance against salary will be paid except when on annual leave with prior written approval of Executive Director.
8.3 Annual increments will be given to those contract employees who have satisfactory completed 12 (twelve) months of service and the date of increment shall be 1st of January of each year. Adjustment of fraction of the month from appointment date will be considered by the management. If the service has not been considered to be satisfactory, the annual increment may be withheld for a stated period of time at the discretion of the Management.
8.4 Taxes will be withheld from the salaries of those tax liable employees in accordance with the laws of the Government of Bangladesh, and in consultation with the staff regarding his/her liability. This will not be done if the employee provides to finance coordinator written proof that she/he has paid her/his taxes, and promises in writing to continue to pay her/his taxes, and provides proof of the payments regularly. the accounts department will maintain copies of this in his fillies to satisfy auditors.
9. Salary Scheme:
9.1 Employees and staff will be placed at a salary level to be recommended by the Executive Director, Coordinators, Project Managers as appropriate in consideration of qualification, relevant experience, duties and responsibilities of the post concerned.
10. Promotion/ Up-Grading Policy:
On the basis of an annual evaluation of skills, qualifications to be acquired in service or other training of the employees, they may be recommended for promotion/upgrading and if the management is satisfied on the report of evaluation committee and /or other reports and circumstances, they may be promoted/up-graded.
No recommendation of the aforesaid evaluation committee should be taken for granted nor the recommendation of the evaluation committee shall be binding on the management for promotion/up-grading. It is in the absolute discretion of the Management. Salaries and benefits for promoted/upgrading of employee will be determined at the time of such promotion/up-grading.
11.1 Medical Allowance:
Medical allowance will be paid at a fixed rate to be decided by the Management from time to time. For the expatriates, medical allowance will be such as decided and paid by the sending agencies.
11.2 Housing Allowance:
Housing allowance may be paid to the employee as decided by the management from time to time.
For the expatriates, housing allowance will be decided and paid by the sending agency.
11.3 Conveyance Allowance:
Conveyance allowance may be paid to the employee at such rates as may be decided by the management from time to time.
11.4 Traveling Allowance:
a. Interview: Expenses for pre-employment interview shall be borne by the applicant.
b. Joining or transfer: Expenses for joining new employment shall be borne by the employee himself/herself. Employees will be entitled to traveling allowance for transfer in the following manner.
I. Grade A to D employees shall be entitled to second-class single fare by train or steamer and 25% of the fare as incidental cost.
II. Grade E to G employees shall be entitled to first class single fare by train or steamer plus actual cost as incidental; but economy class train should be used during daytime traveling.
III. The aforesaid allowances shall normally be paid for the (1) transferee, (2) his/her spouse and up to a maximum of two dependent children under 18 years of age.
IV. Cost for transferring furniture and other personal effects will be fixed according the distance as worked out by the management from time to time. Presently 0.5 %( 1/2 of 1%) of basic salary x distance of the travel in miles will be provided.
11.5 Official Travel Allowance:
For E to G grade, first class will be allowed during nighttime but economy class during daytime; and for A-D grade employees Salvo class train fare will be provided. In addition, the daily allowances will be paid as per rate fixed by the Management. The present rates are as follows:
Grade A & B-@Tk.100/-
Grade C, D & E -@Tk.120/-
Grade F & G-@Tk.150/-
For Relief Work:
Grade A – E-@Tk.150/-
Grade G & F-@Tk.200/-
If a staff occasionally works in an unusual place, he may get up to TYK 20/- for snack by submitting actual voucher.
12. Other Benefits:
12.1 Gratuity Benefit:
a. All employees will be eligible to gratuity benefits at the rate of one month’s basic salary for each completed year of service, provided that s/he retires on satisfactory completion of service or his/her service is dispensed with on any ground other than disciplinary action.
b. The gratuity will be calculated from the time of his/her initial joining in the organization be it as a trainee or on probation.
c. An employee will not be entitled to gratuity benefit unless s/he completed at least 2 years of service altogether.
d. The calculation will be as follows; last-basic pay x completed years of service. Prorated benefit would be given if the outgoing employee has completed at least 6 months of the last year, provided that h/se had earlier completed 2 years of service satisfactory.
12.2 Saving Fund:
A separate saving fund rule is attached with this policy.
12.3 Annual Gift:
One month’s gross salary, subject to satisfactory service, shall be payable for Christmas, Eid or Puja depending on individual’s religion. Staff who has been employed for less that one will be paid such annual gift proportionately. Payment will be done one month earlier of the festival.
Uniforms will be provided to such category of staff as may be decided by the Management on the recommendation of the controlling officer or project management /office –in-charge.
12.5 Life Insurance:
All regular contact employees will be permitted a life insurance policy with Tk.1, 00,000 death benefit. Premium for this policy will be shared between the employee and CFirst at the rate of 75% and 25% respectively.
13.1 Accommodation will not normally be provided to employees.
13.2 If accommodation is provided by the Management, an amount of rent will be realized at an appropriate rate to be decided by the Management.
13.3 If accommodation is provided with electricity, gas and water connections the charges/bills on the consumed quantity will be borne by the employee concerned.
13.4 If accommodation is provided, the employee will be responsible to see that the accommodation is not used for illegal purpose or by any unauthorized person. Painting or white washing may be done by the landlord once every two years.
13.5 Accommodation provided to an employee by CFirst remains to be CFirst property. No employee has the right to make any addition or alteration to the same or subject any part of it to anyone in any manner.
13.6 On transfer within the organization or leaving the service of the organization for any reason, such as retirement, resignation, discharge, termination, dismissal, removal, etc; an employee must, within 7(seven) days of his transfer or leaving the service, will hand over to the concerned controlling authority full vacant possession of any provided accommodation in the same condition and with the same furniture and fittings as per the inventory list as was provided to him. If any loss or damage is caused to the furniture, fittings or fixtures, except normal wear and tear, the same will be recovered from him/her at the time of settlement of financial claims.
13.7 The Management at discretion and in special and required circumstances may make special provision for accommodation for any particular employee but such special arrangement will not be considered as precedence for any subsequent case/claim.
14. General Leave Rules:
14.1 Leave is earned by duty only. Duty includes any period of authorized absence also.
14.2 Temporary and casual workers are not entitled to any leave with pay, except what is specified in the letter of appointment/contract.
14.3 Regular part-time employees are entitled to leave in proportion to their period of work.
14.4 Taking of leave by any employee at any particular time cannot be claimed as a matter of right. When emergencies of the services will require, the Management may ask an employee to post porn the leave or resume service immediately.
14.5 No employee while on leave shall undertake any service or accept employment elsewhere without taking prior sanction from the Management. This does not include voluntary service given to church or other NGOs etc.
14.6 All applications for leaving must be made in writing in the prescribed form and be submitted through proper channel to the leave granting authority prior to proceeding on leave. For project staff, respective project manager will grant leave; coordinators will grant leave for staff supervised by them, and for all project managers and coordinators, executive director will grant leave.
14.7Application for leave should be recorded as well as address at which the employee can be contacted, if necessary. Return from leave should be intimated to the departmental head.
14.8 All leave shall be calculated within 12 months period from January to December of each calendar year. Normally leave shall be available as per leave roster within that period.
14.9 Cash payment in lieu of annual leave or holding will normally not be given. Exceptions will only be made under unusual circumstance and only with the specific authorization from Executive Director.
14.10 Any employee going outside of Bangladesh on official duty must apply at least one week before the departure date and must obtain an official letter to clarify his/her position and responsibility in CFirst.
15. Annual Leave:
15.1 Regular employee are permitted 20 working days of annual leave, of which 6-8 days will be added with festival holidays and 4 days may be taken as single odd days, and the remaining 8-10 days will be taken in two portions during the year. Temporary and part-time employees will be permitted a prorated number of days based on a 40 hour working week or as decided by the Management.
15.2 All employees are required to avail themselves of their annual leave as scheduled and are encourage to take it during periods, which do not inconvenience the work of their department or project. The actual timing is to be determined by the project management / department head.
15.3 Application for annual leave should normally be made minimum 15 days in advance. An annual leave plan for staff of each individual project may be done at the beginning of each year.
16. Sick Leave:
16.1 All regular employees will be permitted 10 working days of sick leave per year incase of actual sickness. Temporary and par-time employee will be permitted a prorated number of days based on a 40-hour working week. More than 2 consecutive days of sick leave must be supported by a medical certificate from CFirst approved doctor. Sickness of a staff members must be reported in writing or by telephone within the day of sickness to the staff members, s immediate superior.
16.2 In case of prolonged illness, employees should first use all of their leave entitlement (holidays, annual, sick and casual leave) after which each individual case shall be dealt with on its own merit by the Management.
17. Emergency Leave:
All regular employees may be allowed 5 working days of emergency leave. Not more than two days of emergency leave will be granted at a time and none in conjunction with annual or sick leave. Emergency leave is not cumulative from year to year and payment will not be given in lieu of emergency leave.
Emergency leave must be requested at least one day in advance to one’s immediate superior who has authority to approved or not approved the emergency leave. A copy of the emergency leave application must then be forwarded to the project manager/ department head. This leave is granted only in emergency situation and usually after all annual leave has been used up.
18. Maternity Leave:
Only married female confirmed employees shall be eligible for maternity leave up to the 2nd living baby. Maternity leave shall be for 6 (six) weeks straight with pay in addition to all other leave, and may be taken in conjunction with any other leave or holidays, but employees who worked for less than one year with CFirst would be allowed maternity leave without pay.
19. Day-care Center:
CFirst would have a day-care center for the babies of CFirst female employees adjacent to the Head office. Physical facilities within the capacity of the organization would be provided, but all food costs and some running expenses are to be provided by the employees themselves who would be using the facility.
20. Leave without pay:
In the event of an emergency or other justifiable circumstance arising, when the employee has no further regular leave available within the year, special consideration may be given by the Management to grant limited days of leave without pay. If a staff is granted leave without pay for any period, s/he will be entitled to receive gratuity benefit that period.
21. Study Leave:
A period up to 10(Ten) working days annually may be granted for study leave within the country, provided that the study will contribute towards the employee’s professional proficiency and staff development.
22. Extension of Leave:
Normally extension pf leave shall not be allowed. However, if an employee, after proceeding on leave desires an extension of leave for unavoidable circumstances, s/he shall be required to obtain approval of his/her extended leave prior to the expiry of his sanctioned leave.
23. Absence without Leave:
23.1 Employee who stays away from work without previous leave or applying for leave or extension of leave will be marked absent and their pay and allowances will be deducted for the period of unauthorized absence. Absence without leave for a continuous period of 30 days will terminate the service of an employee and s/he may not receive any benefit for previous service/s, if her/his employment is so terminated.
23.2 3 days in arrival at office in a month, 15 minutes or more will be treated as 1-day absence and salary with all allowances will be deducted accordingly.
24.1 vehicles are not provided by CFirst for individual use, but may be allowed for program purpose at the discretion for Executive Director. CFirst will not have any responsibility for the employee in case of any injury from accident.
24.2 A separate Motor Bike Policy is attached herewith.
a. Loss or theft or CFirst Money: Employees who handle CFirst money are liable, if it is stolen or lost.
B.Court Cases: In the carrying out of her/his duties without negligence or improper behavior or action (to be proved after investigation), if an employees becomes the victim of a court case, CFirst will bear the cost and will represent him/her in the case.
25. Rules Governing Conduct:
CFirst Executive Director is the sole judge in respect of the standard of conduct of an employee.
The following acts and omission will be treated as misdemeanors:
26.1 Discourtesy with other employees and outsiders and interference with the work and responsibility of other employees.
26.2 Careless work.
26.4 Bad time –keeping while on duty.
26.5 Quarreling with others within the office premises during duty hours.
26.6 Loitering in the office premises while not on duty.
26.7 Absence without leave from the appointed place of work during the office hours.
26.8 Smoking, spitting or soiling within the office premises.
26.9 Committing any nuisance within the office premises or attempting to enter or leave office premises except through a gate or fixed entrance.
The following acts and omission on the part of an employee shall amount to misconduct.
27.1 Conduct prejudicial to good order or service discipline.
27.2 In subordination or disobedience, whether or not in combination with others, to any lawful and reasonable order of the superiors or flouting of any orders or directives issued from time by the superior officers, or submission of petitions before any authority regarding any matter containing wild, vexations , false, frivolous and baseless allegations against anybody else.
27.3 Going on illegal strike or acting in furtherance thereof.
27.4 Theft, fraud, dishonesty, misappropriation, negligent use of organization’s money or property or property of any colleague in service.
27.5 Taking or giving bribes or any illegal gratification.
27.6 Absence without leave or habitual overstay after going on leave without sufficient grounds or proper and satisfactory explanation.
27.7 Habitual late attendance in duty.
27.8 Breach of any terms and conditions of employment or any law applicable to the organization or any rules made there under.
27.9 Collecting or receiving of money without the permission of Executive Director except as sanctioned by any law or rules or orders for the time being in force.
27.10 Unauthorized possession of drugs/alcohol etc.
27.11 Drunkenness or drug addiction, riotous, disorderly or indecent behavior by any
Employee or his dependents including beating of spouse. Entertainment or encouragement of any person, within the CFirst premises, who is drunken or of disorderly or indecent behavior, shall amount to misconduct.
27.12 Breach of any rules or instructions regarding maintenance and running of office or office discipline.
27.13 Habitual neglect of work or gross negligence.
27.14 Willful damage to work in process or to any property of the organization.
27.15 Holding of any undesignated meetings within CFirst premises or working area without previous permission Executive Director of CFirst.
27.16 Disclosing to any unauthorized person, any information of confidential nature of official matters of the organization or its function, which may come within the knowledge or possession of an employee in the course of her/his duty, and also tampering with or alteration of records, registers or any other documents for any purpose other than official.
27.17 Illegal use of CFirst property.
27.18 Any act of immorality, gambling or smuggling.
27.19 Failure to observe the notified safety instruction or interference with any safety device or equipment of the organization.
27.20 Distribution or exhibition within the premises or working area of the organization of any handbills, pamphlets, posters, and such other things or causing to be displayed by means of signs or writing or other visible representations on any matter without the previous permission of Executive Director.
27.21 Unauthorized possession of any lethal weapons.
27.22 Refusal to vacate CFirst accommodation when asked to do under the accommodation 13.6.
27.23 Soliciting and obtaining signatures from employee or others or canvassing or instigating to do so any matter whatsoever without previous permission of Executive Director.
27.24 Doing any part-time job outside of the organization
27.25 Conviction by any court of law for any criminal offence.
27.26 Conduct which endangers the lives and safely of others.
27.27 Willful inefficiency.
27.28 Direct communication with any donors without prior permission of Executive Director.
28. Penalties for Misdemeanors:
28.1 On receipts of report or allegation of any sort of misdemeanor against an employee, the same shall be investigated by the in-charge of the office where the employee is in service. If the report/allegation is found to be substandard, a letter of warning will be issued by the in-charge of the office along with the copy of report/ allegation and also the result of investigation and the in-charge of the office will send the whole proceeding to Executive Director for information and confirmation.
28.2 The delinquent, if aggrieved, may appeal to the management and the decision on the appeal shall be final.
28.3 If any employee is issued 3 such warning letters, s/he will be liable to be dismissed from the service without any further proceeding. If any loss has been caused to the organization due to the misdemeanors leading to the issuing of the third warning letter, an appropriate compensation will be deducted by management prior to the final payment of benefits, allowance and salary.
28.4 For two warnings, the punishment of withholding of the annual increment, at the discretion of Executive Director, may be imposed upon the delinquent.
29 Penalties and procedures for Misconduct:
29.1 Penalties: There shall be two kinds of penalties, which may be imposed under these rules, viz., minor penalties and major penalties.
1. The following are minor penalties:
a) Censure / warning
b) Withholding, for a specified period, of annual increment or promotion.
c) Recovery from salary, allowance or gratuity fund of the whole or any part of the pecuniary loss caused to the organization by negligence or breach or order.
d) Any other sort of penalty not being a major penalty within the discretion of Executive Director.
II. The following are major penalties:
a) Reduction to a lower rank/grade.
b) Compulsory retirement without benefits.
c) Asking for resignation without benefits.
d) Removal from service without benefits.
e) Termination from service.
f) Dismissal from service.
29.2 Procedure for imposition of penalties:
I. The allegation against the delinquent shall be made known to him/her in writing and he/she will be called upon to show cause within 7 days of receipt of the allegations.
II.The authority designated by Executive Director shall consider the explanation and the allegation, and arrive at a decision regarding the allegation and shall suggest whether a minor penalty or a major penalty is to be imposed.
III. If the suggestion is for minor penalty, the records will be forwarded to the Executive Director whereupon the Executive Director shall notify the delinquent and give his/him a personal hearing and may also consider other aspect of the matter including his/her previous service records and then shall either concur with the suggestion or reject the same. In case of concurrence of Executive Director, the suggestion minor penalty will be imposed upon the delinquent.
IV. If the authority designated by Executive Director suggests that the allegation call for imposition of a major penalty, Executive shall appoint an inquiry officer or from an inquiry committee (which may consist of any number up to 3) with person/persons not below the Grade/Status/Rank of the delinquent. The inquiry officer/inquiry committee, with notice to the delinquent, shall hold an inquiry as is required with regard to the allegation and shall also take evidence, here the delinquent in person and pursue the records and documents. The aforementioned designated authority may also be appointed or included in the inquiry committee.
V. Upon completion of the inquiry, the inquiry officer/inquiry committee shall submit to Executive Director the report of the inquiry along with suggestions as to the proposed penalty and Executive Director shall consider the inquiry report and other concerned papers and documents and if the suggestion of penalty is concerned with, the penalty shall be imposed upon the delinquent.
VI. The delinquent may within 15 days of receipts of order of penalty paper to make an appeal to Executive Director or through Executive Director to a special committee established to rule on appeals. The written appeal must point out the defects in the inquiry carried out by the inquiry officer of inquiry committee and also the grounds on which s/he relies. The special committee shall then hear the delinquent in person and pursue the papers and documents and also the grounds of appeal. The special committee or Executive Director may also designate some other person not below the rank/grade/status of the inquiry officer/committee to hear the delinquent personally and to dispose of the appeal. Order on the appeal shall then be final.
29.3 Time limit for inquiry proceeding and suspension:
I. The inquiry referred to above shall be completed as soon as possible without any unexplainable delay.
II. During the period of inquiry, the delinquent may be placed under suspension or may be transferred to some other office/project.
III. During the period of suspension, the delinquent will be paid subsistence allowance (Half of basic salary but the other admissible allowance shall be paid in full).
IV. If after inquiry, the delinquent is found innocent, s/he will be reinstated in service, if on suspension and the salary held back shall be paid. If any penalty is imposed after inquiry, the delinquent will not be entitled to the withheld salary for the period of suspension.
29.4 Effect of Dismissal etc:
If the delinquent is dismissed, terminated, retired, or called upon to resign on the basis of the inquiry/appeal, s/he shall not be entitled to gratuity.
29.5 Case of Expatriates and Refusal to Resign:
I. In case pf expatriates, if a major penalty is imposed on inquiry, the sending agency will be requested to withdraw him/her immediately.
II. If the delinquent refuses to resign as per recommendation of the inquiry committee, s/he may be dismissed without any further reference and rightful authorities of the GOB will be informed that s/he is no longer a member of CFirst.
30. Leaving CFirst Service:
30.1 a) It any national employee wants to resign, s/he will submit a resignation letter to Executive Director through the departmental head/office head/project head who will immediately forward the same to Executive Director with his/her opinion therein.
b) Before acceptance of the resignation, clearance will be obtained from all concerned regarding his non-liability with CFirst. As soon as s/he is released, all financial transactions including gratuity fund, saving funds, loans etc. shall be cleared and s/he shall surrender all CFirst property including identity card to the rightful authority.
C) Issuance of the release order/service certificate will be the conclusive proof of release. Service certificates will only be issued by Executive Director.
D) Resignation will not be effective unless accepted by the Management.
E) For the employee of A-C grade , one month’s notice or pay in lieu thereof and for those of D above grades two month’s notice or pay in lieu thereof will be required.
30.2 a) If the service is for a particular project, the service will automatically terminate with closure of the project, whatever be the length of service. CFirst may at discretion employ him/her in some other post/office/project but in no case the previous service period will be counted and no claim for such new employment will be entertained.
b) The employment of a confirmed contract employee can be terminated by CFirst without assigning any reason by giving one-month’s notice or pay in lieu thereof in case of A-C grade and with two month’s notice or pay in lieu thereof in case of D and above grades.
c) If the employment is terminated/retrenched in the process of reorganizing, the employee will be entitled to retrenchment benefits of up to 2 months gross pay.
d) Probationers, trainees, part-time and casuals may be terminated at any time without assigning any reason and without notice or notice pay. They will be paid salary for the actual period worked.
e) Employment of temporary employee/consultants may be terminated with due notice period or pay in lieu thereof, if situation demands and even if the contract period remains up expired.
30.3 Confirmed contract employees applying for jobs elsewhere must give prior information to the management, that is, s/he must apply through the Management.
The retirement age in CFirst is 6 years for all categories of employee. In exception cases, employment may be offered to a person above 70 years of age on the basis year-to-year contract subject to satisfactory medical examination by a CFirst approved doctor as well as work performance.
32. Grievances of employees:
Any employee desirous of redress of an alleged grievance arising out of any matter of employment shall first try to resolve the matter by mutual discussion failing to which s/he may submit a complaint in writing to the senior administration of the project or CFirst office, who will personally investigate the complaint at such time and place as she/he may fix with notice to the aggrieved employee and completion of the investigation ,the aggrieved employee will be informed of the final action in the matter.
If warranted by situation, the aggrieved employee may thereafter make an appeal to Executive Director whose decision on the matter shall be final and conclusive.
Under no circumstances shall any employee communicate directly to the CFirst head office or any donor. Appeals or representations, if any, shall be made through Executive Director. Deviation there from will amount to misconduct.
Here are some suggestions for your first post.
- You can find new ideas for what to blog about by reading the Daily Post.
- Add PressThis to your browser. It creates a new blog post for you about any interesting page you read on the web.
- Make some changes to this page, and then hit preview on the right. You can alway preview any post or edit you before you share it to the world.