Kamarjuri, Natun Bazar, National University, Gazipur-1704, Bangladesh

(Anti-Harassment Policy)
Date of Policy Preparation : 25.06.2022 Date of Policy Approval : 31.12.2021
Policy Implementation Date : 01.01.2022 Revision Date : 25.12.2025 (1st Edition)
Definition t
Verbal, physical or mental harassment of any worker, officer or employee at work is called harassment.
And the policy that is made for remedy is called anti-harassment policy.
Introduction t
The objective of BHML Industries Ltd. authorities is to create a harassment free work environment for all
the officers, employees and workers of the organization. For this purpose, the authorities have formulated
these policies. Which is managed according to the prevailing laws of Bangladesh, ILO standards and
company's own policies. Authorities take any form of harassing behavior seriously, take appropriate
action and provide solutions within a short period of time. Harassment of any kind against the employees
and officers employed in the organization is strictly prohibited Here every worker, employee and official
is treated with respect. There is an effective committee called Anti Harassment Committee against all
kinds of harassment, oppression and torture of workers, employees and officials working in factories,
consisting of representatives of all levels of workers and employees of the factory. The Authority has a
ZERO (0) Tolerance harassment policy, the Authority does not tolerate any form of harassing behavior
anywhere and will not do so in the future.
Purpose t
The management of BHML Industries Ltd. is committed to ensure job satisfaction. The purpose of this
policy is to ensure that no type of harassing activity takes place in the institution. Authorities believe that
all workers should be treated with dignity and respect. No employee shall be subjected to physical, verbal,
emotional or sexual harassment, which impairs productivity growth. Therefore the above harassing
activities cannot be done in any order.
Scope/Target Group t
These policies are equally applicable to all the workers and officers working in BHML Industries Ltd.
Any worker, employee and officer can approach the authorities with any grievance they may have at any
time.
Management Representative t
Bangladesh Labor Act-2006 and Amendments-2013 and 2018 and Bangladesh Labor Rules-2015 and
Amendments-2022 Rule-361(a) empowers a group of representatives from the management to ensure that
management practices and policies are properly established in the workplace. It has been implemented
and is being managed properly.
Organization t
Implementation of anti-harassment policy is assigned to specific individuals of BHML Industries Ltd.
Which is presented through the organizational chart given below:
Chief Operating Officer t
Responsibilities: Ensure accountability for all harassment allegations.
Authority: Giving final decision.
Manager (Admin, HR & Compliance) t
Responsibilities:
1. Ensure resolution of complaints received from complainants/ media/ subordinates/ production
managers/ administration managers.
2. Seeking assistance from superiors regarding unresolved complaints.
3. Provide training to all trainees involved in Grievance related activities.
4. Verify post-training responses.
5. Verify the necessary educational qualifications, skills, experience applicable to the trainees for
imparting the training program.
6. Oversee the proper resolution of all harassment complaints.
Authority: The power to provide all legal remedies and penalties arising out of harassment complaints.
Welfare Officer t
Responsibilities:
1. Grievance box is opened twice every month in the presence of participating committee representative,
grievance committee representative, anti-harassment committee and each section head.
 Kamarjuri, Natun Bazar, National University, Gazipur-1704, Bangladesh
2. If any harassment complaints are found in the box, forward it to Manager “Human Resources”.
3. Report and resolve all complaints received during daily floor visits directly to the “HR” manager.
4. Maintain Grievance Register.
5. Conduct harassment training for workers.
6. Recording any harassment complaints received by the workers at the participating committee meetings
and providing it to “Human Resources”.
7. Monitor the complaint register every month and record the newly received complaints/suggestions in
the register.
8. Informing the result of the complaint through the notice board.
9. If line chiefs, supervisors ever misbehave with someone, talk to that line chiefs, supervisors. If it is not
resolved after this then inform the head of the department.
Authority: Right to redressal of verbal complaints or complaint types.
Compliance Officer t
Responsibilities: Allegations of harassment should be immediately Inform to the Complainant's Head of
Department and reported to the Manager “Human Resources”.
Authority: In relation to grievance redressal, the manager assists “Human Resources”.
HR Officer t
Responsibilities: Allegations of harassment should be immediately reported to the Complainant's Head of
Department and reported to the Manager “Human Resources” and recorded in the register. Preparation of
all types of complaint letters, investigations and investigation reports.
Authority: To provide all kind of assistance to the “Human Resource” Manager in redressal of grievances
to provide the redressal of any grievance to the complainant and record it in the register.
Harassment Committee t
Responsibilities: Allegations of harassment against any member of the Committee shall be immediately
reported to the Complainant's Head of Department and the Manager “Human Resources” shall be
informed and meetings shall be called by the Committee on a case-by-case basis. Then resolve the merits
of the complaint subject to negotiation.
Authority: Assisting Manager “Human Resource” in grievance redressal.
In charge/Supervisor
Responsibilities: If there is any kind of harassment complaint, it will be reported to the head of the
department and handed over to the manager administration, then the administration department will
inform the “Human Resources” department.
Authority: Assisting Manager “Human Resource” in grievance redressal.
PC Members t
Responsibilities:
1. Any harassment complaint should be immediately reported to Manager “Human Resources” and
Grievance Committee through Welfare Officer, Administration Officer, Human Resource Officer, and
Compliance Officer.
2. A member of the Grievance Committee may report any harassment complaint directly to the Human
Resource Manager.
3. Inform the workers if there is any solution to the complaint.
4. Creating a harassment free work environment.
Routines & Procedures t
Types of Harassment t
a) Physical harassment.
b) Verbal harassment.
c) Psychological harassment.
d) Sexual harassment.
According to Bangladesh Labor Rules-2015 and Amendment-2022, Rule-361(a), the following types
of harassing behavior towards women workers are completely prohibited in the workplace:
a) Unwanted sexual behavior such as physical touching or similar attempts or any form of physical abuse;
b) attempting to establish sexual relations with anyone using institutional and professional power;
c) sexually harassing and harassing statements;
d) Illegal proposals for sexual opportunism;
 Kamarjuri, Natun Bazar, National University, Gazipur-1704, Bangladesh
e) showing pornography;
f) sexually suggestive comments or gestures;
(g) Verbal conduct by means of obscene remarks, abusive names, obscene words/words, indecent
gestures, indecent language or remarks, teasing or approaching or following a person for obscene
purposes, mocking or mocking by using sexually suggestive language. ;
h) Writing any sexually suggestive, offensive material on letter, telephone, mobile, SMS, picture, notice,
cartoon, chair-table, notice board, office or toilet wall; Verbal abuse of men and women, use of obscene
words related to men and women to address any person, sending letters and invitations with ill intent etc.
(i) using still or video images for spamming or impersonating purposes;
j) forced to refrain from participating in cultural or institutional activities due to sexual harassment;
k) threatening or pressurizing after making an offer of love and being rejected;
l) Inducing or attempting to induce sexual intercourse by intimidation or false assurance or deception.
The types of harassing behavior that can occur in the workplace are:
1) Verbal abuse or threats are strictly prohibited in the workplace.
2) Any kind of physical torture or mental torture or hitting with any object is strictly prohibited.
3) Misbehavior of any kind is strictly prohibited.
4) Workers shall not be killed by throwing anything.
5) No laborer/employee shall be abused for any mistake/error in his work.
6) No employee/officer shall intimidate or threaten any worker to submit a confessional report.
7) For any offense committed by the employee, legal action should be taken according to the company's
rules. No employee/officer can take the burden of justice into his own hands.
8) One should not touch anyone's body, especially women's body, or talk with hands.
9) No sexually suggestive comments can be made to anyone.
10) No bad comments can be made about someone's physical structure.
11) Showing obscene pictures or making obscene gestures towards anyone at work place.
12) If a worker goes to any officer/employee regarding his personal problem, he will try to solve the
problem, if not, he will take the help of the concerned higher authorities. No bad behavior can be done in
this regard.
13) No financial assistance shall be accepted from any worker/employee by coercion/otherwise.
14) Fundamental rights cannot be interfered with.
15) Restrictions on movement shall not be imposed.
16) Employment benefits shall not be offered in exchange for the benefits of physical relations between
men and women.
Informal method: All complaints of harassing behavior raised informally or verbally for resolution are
resolved in the following manner. It is considered as the first step in informal grievance redressal. The
main steps of the informal system are:
First Step t
1. The complainant shall first report the complaint to his immediate supervisor/line chief/administrative
officer/welfare officer/compliance officer/production officer.
2. The Supervisor/Line Chief/Administrative Officer/Welfare Officer/Compliance Officer/Production
Officer shall try to resolve the complaint orally in consultation with others/related persons if necessary
within 1 working day of receiving the complaint and inform the complainant of the decision.
3. If the complainant is dissatisfied with the decision of the supervisor or officer, he/she can proceed with
the matter to the next step.
Second Step t
1. Any complaint raised against his/her direct superior or if the complainant is dissatisfied with the
informally settled decision shall inform the Head of Department for proper resolution of the matter.
2. The Head of Department shall try to resolve the matter within 1 working day of receipt of the
complaint in the presence of both the parties to properly understand the possible misunderstanding and by
informing those by whom the complaint was being handled. In this case, you can take the help of human
resource department to conduct dialogue in settling the complaint.
Third Step t
If the complainant is not satisfied with the decision of the Head of Department, he shall inform the
Human Resource Manager. The Human Resource Manager shall organize a dialogue in the presence of
both parties within 1 working day of becoming aware of the matter to clarify the possible
 Kamarjuri, Natun Bazar, National University, Gazipur-1704, Bangladesh
misunderstanding and inform those through whom the matter was being handled, whereby a permanent
resolution of the matter/problem may be reached.
The matter finally resolved within 1 working day through which the complaint was presented he or the
Welfare Officer or HR Manager will directly inform the complainant about the resolution of the
complaint before his/her Head of Department and all the resolution matters will be recorded in the Human
Resources Department HR Officer file or specific register. Complaints of any type of harassing behavior
are resolved in the following written manner :-
Formal/Written Procedure t
If the grievance cannot be resolved verbally or informally or if the grievance is raised on a sensitive
matter, the formal procedure is followed. The main steps of formal education are:
First Step t
1. When a complaint cannot be resolved through informal procedures or the complainant is not satisfied
with the decision taken in this manner, the complainant shall report the matter in writing to the “Human
Resources” department through the Administrative/Welfare Officer/Compliance Officer stating the
subject of his complaint and the reason for his dissatisfaction. The Manager “Human Resources” will
investigate the complaint in consultation with the concerned department as necessary for proper
resolution of the problem.
2. Manager “Human Resource” will organize a meeting with the concerned category of person for
possible resolution of the complaint and a decision will be taken based on the discussion and the said
decision will be communicated in writing to the concerned complainant within 2 working days and a
written record will be kept along with it.
Second Step t
1. If the complainant is dissatisfied with the decision proposed by the head of the department, he will
make a written appeal to the concerned human resource manager, citing clear reasons.
2. The Human Resource Manager will arrange a meeting with the concerned persons to reach a negotiated
agreement for the proper resolution of the complaint and inform the complainant in writing of the
decision/outcome of the meeting within 3 working days.
Third Step t
1. If the complainant is dissatisfied with the decision of the concerned human resource manager, he can
apply in writing to the Chief Operating Officer stating the reason.
2. The Chief Operating Officer will hold a meeting with all concerned to discuss the matter of the
complaint and the steps taken in that regard and discuss how to reach a proper solution to the problem and
take a decision based on the discussion and the decision/result will be communicated to the concerned
person within 7 working days. Will inform in writing.
3. If the complaint falls under Disciplinary Matter, the complaint will be recorded in the Chief Operating
Officer and signed by the Chief Operating Officer.
4. The Chief Operating Officer's decision regarding settlement or resolution of the complaint shall be
final.
If it is not possible to resolve the complaint within 7 working days or no proper solution can be reached,
then the manager 'Human Resource' will issue a written notice to the complainant as per Bangladesh
Labor Act-2006 and Labor Amendment Act-2013 and 2018 and Bangladesh Labor Rules-2015 and
Amendment-2022 Do and ask him to answer, if the manager HR is not satisfied with the answer, then he
will form the inquiry committee and take legal action according to the inquiry committee's report. A copy
of the resolved issue or report will be given to the complainant and the resolution of the complaint will be
communicated to him orally and in writing in front of his head of department.

Prepared By Review By Distribution Approved By