Employment Policy
Brac University has a single policy for all of its employees which reflects non-discrimination against women and transgender people.
The Employment Guideline outlines the procedures and overall policy for recruitment and selection at Brac University. The principle objective of the recruitment process is to recruit, select and appoint employees appropriate to the present and future needs of the University. The purpose of this guideline is to identify the recruitment and selection process for recruiting employees at BracU and also to ensure that recruitment and selection decisions are made objectively in consistent with propriety, equity and justice.
The purpose of this policy is to inform hiring managers and staff of the processes required to find the best candidate for a vacant post. It incorporates best practice and follows equal opportunity guidelines. Applicants must not receive more or less favorable treatment on the grounds of gender, race, disability, sexual orientation, marital status, family responsibility, ethnic origin, trade union membership and political and religious beliefs.
In particular, recruitment and selection, is a critical feature in BracU. This is important because new recruits provide an opportunity to acquire new skills as well as amend University cultures. These guidelines provide a summary of the steps to be taken by BracU hiring managers during the recruitment process.
The recruitment process is closely tied to the corporate strategy of BracU. It continues to satisfy following key objectives:
- Encourage competent individuals to apply for a given position
- Increase the pool of knowledge and skills by adding new resources
- Increase university’s capacity to respond to demand
BracU employs the best candidate for the job based on competitive recruitment process. Therefore, employees are recruited through advertisement in the press, head hunting, campus campaign and drop-in CVs. A well-structured and systematic procedure is followed to hire the most suitable candidate. A person who has been convicted by any court of the land or overseas shall not be eligible for any post of the University.
1. Equal Employment Opportunity
BracU recruits, hires, and promotes employees and prospective employees on the basis of individual merit and without regard to age, sex, ancestry / caste, color, disability, gender identity, marital status, ethnic origin, parental status, race, religion, sexual orientation, physical ability and health, HIV/Aids, culture, beliefs or social background.
This policy includes BracU's commitment to maintain a workplace free from sexual harassment or illegal discrimination of any nature.
For details Code of conduct: https://www.bracu.ac.bd/sites/default/files/registrar/coc/Code-of-Conduc...
2. Age
- BracU will not hire anyone below 18 (eighteen) years of age on a permanent, contract or temporary status.
3. Salary
The employee’s pays are governed by a salary scale. The salary scale is determined by the Job Profile. If the employee temporarily performs another job in the capacity of substitute, the salary scale that previously applied to him/her continues to apply.
The salary is based on two components, namely:
- Grade - based on the requirements for a function as stated in the Job Profile.
- Step - related to the relevant experience of the employee.
Minimum wage: Minimum wage in Bangladesh as Government pay scale is Tk.8250.00 per month. The minimum salary of Brac University an employee is higher than the Government pay scale.
Every position is governed by a respective Job Profile. Based on the Job Profile the salary grading will be decided before hiring of employee. If a Job Profile undergoes major change, and there with the function requirements change, the Supervisor can forward the revised Job Profile with his/her recommendation to the HoD and HoD will forward it to HoHRD for onward approval.
Maternity leave policy
a. Confirmed female staff of BU will be entitled to maternity leave with full pay for 180 days. But, non-confirmed female staff will be entitled for 180 days of maternity leave without pay.
b. Leave salary of female staff will be confirmed after the approval of maternity leave.
c. No staff will be allowed maternity leave with pay who has two surviving children. If a confirmed staff goes for maternity leave having two surviving children then it would be without pay and she will loss her seniority accordingly.
d. Female staff having one child born before her joining BRACU services shall be allowed maternity leave with full pay only once after completion of one year’s service with BRACU.
e. In case a female staff has less than two live issues then she can take maternity leave with pay as many times as she wishes to even though she has taken maternity leave before.
Child Care Facility: Employees of Brac University can avail Day Care Centre (DOLNA) service for their children aged 4months to 5years for a monthly fee.
Paternity leave
Confirmed male staff of BU will be entitled to paternity leave with full pay for 7 days twice in his service life. This leave can be enjoyed any consecutive 7 days within one month after the delivery.