ORGANIZATIONAL CODE OF CONDUCT AND POLICY AGREEMENT
Manosh Bangladesh (it is a project but will act as an entity/organization) appreciates your commitment and will do the best to make your work experience enjoyable and rewarding; to make sure you have the best possible experience we have created this agreement which sets out our commitment to you and what we hope you can contribute;
Manosh as a nonprofit entity is committed to
- Giving you a great and steadfast experience of learning, collaborating and comprehensive growth,
- Being responsive to your requirements,
- Providing you with an induction,
- Providing support throughout your volunteer or work experience,
- Being flexible in relation to your volunteering hours, recognizing your need for holiday time and other commitments,
- Honoring the time commitment, you have agreed to give us and not to expect more from you unless offered and agreed,
- Providing training required to undertake the role,
- Reimbursing agreed out-of-pocket expenses following procedures set out in our Expenses Policy,
- Ensuring that all volunteers/workers are treated fairly and in accordance with our Equality, Inclusion and Diversity Policy,
- Follow up on any feedback or questions you may have regarding your involvement as a volunteer/workers,
Manosh as a recruiter expects workers/volunteers/employees to follow the rules and regulations below:
- Performing volunteering role to the best of the ability;
- Working as agreed in the volunteer role description;
- Following the organization’s policies and procedures;
- Maintaining the confidential information of the organization;
- Meeting time and other commitments as agreed but when unable to do so to give reasonable
notice so that other arrangements can be made; - Returning any loaned equipment when ending volunteering/ working time period;
- Maintaining the overall General Code of Conducts of employee*,
- Always follow social distancing, basic hygiene rules and all other effective strategies as per
IEDCR and CDC health recommendations for Covid-19 safety measurement;
[This agreement is not intended to be a legally binding contract between organization and workers,
may be stopped at any time by either party] (condition applied)
General Code of Conducts (GCoC) for employee/Volunteers/workers
Professional work environment:
The Organization expects its employees to conduct themselves in a professional, efficient and well-organized manner; Unprofessional behavior both offline – online such as discrimination, harassment, professional misconduct, unethical act and incivility etc. is not accepted within working environment,
Conflicts of Interest:
The Organization expects that employees will perform their duties conscientiously, honestly, and in accordance with the best interests of the Organization; Employees must not use their positions or the knowledge gained as a result of their positions for private or personal advantage,
Dealing with Outside People and Organizations:
Employees must take care to separate their personal roles from their Organization positions when communicating on matters not involving organizational business; Employees must not use organization identification, stationery, supplies, and equipment for personal or political matters,
Prompt Communications:
In all matters relevant to our work, all employees must make every effort to achieve complete, accurate, and timely communications – responding promptly and courteously to all proper requests for information and to all complaints,
Privacy and Confidentiality:
All members must prioritize privacy and confidentiality both for interpersonal relations and organizational relations,
Gifts, Entertainment, and Favors:
Employees must not accept entertainment, gifts, or personal favors that could, in any way, influence, or appear to influence, organizational decisions,
Organization Funds and Other Assets:
Employees who have access to Organization funds in any form must follow the approved procedures with honesty, integrity and transparency.
Members may have to contribute into yearly funds if the decision is accepted unanimously.
Manosh Bangladesh Well-being Policy for All
At Manosh Bangladesh, we recognize that the well-being of our team members is of utmost importance. We believe that a healthy and happy team is essential for productivity, creativity, and the overall success of our organization. This Well-being Policy is designed to support our team members in achieving physical, mental, and emotional well-being, thereby enhancing their quality of life and contributing to the improved quality of work.
Section 1: Physical Well-being
1.1 Healthy Work Environment:
- We are committed to providing a safe and ergonomic work environment that minimizes physical stress and risk factors.
- Regular workplace inspections and adjustments will be made to ensure safety and comfort.
1.2 Flexible Work Arrangements:
- We offer flexible work schedules and remote work options where feasible to support work-life balance.
- Team members can request flexible working hours when needed.
1.3 Health and Fitness Initiatives:
- We encourage regular physical activity and offer wellness programs, such as yoga or fitness classes.
- We provide access to healthy snacks and drinking water in the workplace.
Section 2: Mental and Emotional Well-being
2.1 Stress Management:
- We promote stress awareness and provide resources for stress management, such as workshops and counseling services.
- Regular breaks are encouraged to prevent burnout.
2.2 Work-Life Balance:
- We respect personal boundaries and support a healthy work-life balance.
- Team members are encouraged to utilize their paid time off to recharge.
2.3 Mental Health Support:
- We offer access to confidential mental health counseling services and resources.
- Stigma-free environment: We foster a culture of open communication about mental health.
Section 3: Quality of Life and Productivity
3.1 Career Development:
- We invest in team members’ professional growth through training and development programs.
- Opportunities for skill enhancement and career advancement are available.
3.2 Recognition and Rewards:
- We acknowledge and celebrate achievements and contributions through a recognition program.
- Competitive salaries and performance-based bonuses are part of our compensation structure.
3.3 Workload Management:
- We promote reasonable workloads to prevent excessive stress and support a healthy work-life balance.
- Project planning includes consideration of team members’ capacity and availability.
3.4 Feedback and Communication:
- Regular feedback sessions are conducted to facilitate open and constructive communication.
- Suggestions for improvements are actively encouraged and implemented where feasible.
Section 4: Additional Well-being Initiatives
4.1 Community Engagement:
- We support team members’ involvement in community service and volunteer opportunities.
- Paid time off is granted for participating in charitable activities.
4.2 Financial Wellness:
- Financial wellness programs are offered to educate and assist team members in managing their finances.
- We provide access to financial planning resources.
4.3 Employee Assistance Program:
- Confidential assistance is available for personal and professional challenges through an Employee Assistance Program (EAP).
4.4 Well-being Committee:
- A well-being committee composed of team members will be formed to continuously evaluate and enhance well-being initiatives.
- Feedback from team members will be actively sought and incorporated into the policy.
we are dedicated to the holistic well-being of our team members. This Well-being Policy is a testament to our commitment to creating a supportive, healthy, and empowering workplace where everyone has the right to live better. Together, we aim to improve the quality of life for our team members while enhancing productivity and the quality of work delivered.
Equality, Inclusion and Diversity (EID) Policy of Manosh Bangladesh
Manosh is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society, patrons, and for each employee to feel respected and able to give their best;
Manosh expects from both employer as well as employee to
- Create a working environment free of bullying, harassment, victimization and unlawful judgement including all sorts of sexual harassment, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognized and valued;
- Following the global standard for EID policy which is The Equality Act 2010 (UK) contains measures which have direct implications for our functions and underpins the legal framework in which we operate. It informs our approach as an employer, regulator, NPO and public body;
- The Equality Act 2010 identifies nine protected characteristics; These are: age-disability-gender reassignment-marriage and civil partnership-pregnancy and maternity-race-religion or belief-sex-sexual orientation; Manosh will not tolerate any sort of physical, mental, online, offline misconduct against these groups.
- Manosh, employer and employees are all bound to maintain interpersonal confidentiality with respect.
- Manosh fully acknowledges and recognizes the value of diversity and different opinions but Manosh
- also accepts as true that diversity and different opinions are by no means hateful, derogatory and
- discriminatory attitude, behavior towards individuals or group of individuals; any such of misbehavior/
- wrongdoings will not be tolerated and proper actions will be taken against;
Manosh will not take any responsibility or represent any opinion of any individual within or outside of the organization unless it truly resonates with what Manosh believes
Expense policy of the organization
Any out of pocket payments of volunteers or workers for required travel and assignments will be compensated if they follow the procedures below;
- Informing associated member/supervisor about future or present expense for the given task
- Show invoice/money receipts for buying organizational assets (online/offline)
- For unrecorded transportation cost, keep it recorded in mobile notes or write on the paper with details of expense