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帝人フロンティアダッカ事務所 雇用規定 | Service Rules for the Employees of TEIJIN FRONTIER CO., LTD. Dhaka Liaison Office (2013)
Contents | contents for update | contents for update | Contents | contents for update | contents for update | Updated | Abe Coments | Short ver.
意義 | (DEFINITION)
１-１ | Employerとは、帝人フロンティアダッカ事務所の代表者のことです | Article 1.1 | The 'Employer' means the Representative of TEIJIN FRONTIER CO., LTD. Dhaka Liaison Office who is responsible to operate the TEIJIN FRONTIER CO., LTD. Dhaka Liaison Office.
１-２ | Emplyeeとは、ダッカ事務所のローカルスタッフのことを言います。 | Article 1.2 | The 'employee' means any local person, whether an officer or not, who is employed to work for the TEIJIN FRONTIER CO., LTD. Dhaka Liaison Office.
１-３ | この雇用規定は、２０１３年１月から施行されます | →2024年7月で改訂します（バックデート） | Article 1.3 | The 'service rules' mean the 'SERVICE RULES FOR THE EMPLOYEES OF TEIJIN FRONTIER CO., LTD. DHAKA LIAISON OFFICE' effective from 1st JAN, 2013. | → Will be revised in July 2024 (backdated) | The 'service rules' mean the 'SERVICE RULES FOR THE EMPLOYEES OF TEIJIN FRONTIER CO., LTD. DHAKA LIAISON OFFICE' hereby updated effective from 1st July, 2024 (Initiated from 1st January 2013). | mention old one reference >>>>>Done
目的 | (PURPOSE)
2 | この規定の目的は、ダッカオフィスに努める従業員に統一した条件を確保することを目的とします。 | Article 2 | The purpose of the service rules is to ensure the uniform service conditions for all employees of TEIJIN FRONTIER CO., LTD. Dhaka Liaison Office and thereby to develop a congenial working environment.
それにより、働きやすい労働環境を築いていきます。
参照 | (REFERENCE)
この規定はバングラデシュの労働規定を参考に定められています・ | Article 3 | The service rules are laid down keeping in view the usual service regulations and the labor laws in Bangladesh.
雇用 | (EMPLOYMENT)
４-1 | 各従業員は、APPOINTMENT LETTER を与えられることで雇用される | Article 4.1 | Each employee shall be employed by giving an 'Appointment Letter'.
４-2 | 各従業員は、APPOINTMENT LETTER とサービスルールに署名して、雇用を受諾するものとする | Article 4.2 | Each employee shall sign the office copies of the 'Appointment Letter' and the 'Service Rules' to indicate his/her acceptance of the employment.
４-3 | 各従業員は、通常勤務を行る身体的精神的に健全であれば６０歳まで雇用されることができる | Article 4.3 | An employee may be employed by the employer until the employee reaches the age of 60 (sixty) provided that he/she remains fit both physically and mentally for the normal duties.
書類提出 | (DOCUMENTS TO BE SUBMITTED)
５-1 | 各従業員は、appoint mentletterにサインする際に、下記の書類を提出する | Article 5.1 | Each employee shall submit the following documents to the employer at the time of signing the duplicate copy of the Appointment Letter:-
a 誓約書 | (a) Written pledge (Form No. 1) | 1 copy
b 履歴書 | (b) Personal history (with certificate of date of birth) | 1 copy
c Refference Letter | (c) Reference letter | 1 copy
d 健康診断書 | (d) Health Certificate | 1 copy
e 写真 | (e) Photograph (passport size, showing head & shoulder and without any hat) | 1 copy
５-2 | 各従業員は、5-1 B/C/D に変更がある場合はすぐに雇用者に通知しなければならない | Article 5.2 | Each employee shall immediately inform the employer whenever there is any change in (b), (c) and (d) of Article 5.1
試用期間 | (PROBATIONARY PERIOD)
６-１ | 各従業員は、Empyoyment letterにサイン後、３か月の試用期間を経なければならない。雇用主の裁量により追加３か月の試用を継続できる | Article 6.1 | Each employee shall serve a probationary period of 3 (three) months on signing the Employment Letter and this may be extended for another 3 (three) months at the discretion of the employer.
６-２ | 18，19の規定条件にかかわらず、雇用主により試用契約を終了することができる。 | Article 6.2 | Notwithstanding the provisions of Article 18 & 19, the service contract of an employee may be terminated by the employer or an employee may resign voluntarily without giving any reason or serving any notice during the probationary period.
また、従業員も試用期間中は理由提示や通知なしに退職をすることができる。
業務執行 | (PERFORMANCE OF OFFICIAL DUTIES)
７ | 各従業員は業務に専念し、規定を順守しなければならず、守らない場合は雇用者が当該従業員に対して適切な措置を取ることができる | Article 7 | Each employee shall devote himself / herself to the official duties and shall abide by the service rules, failure of which shall endow the employer the right to take appropriate measure(s) against the employee concerned.
salary ＆ 手当 | (SALARY AND ALLOWANCE)
８-１ | 給与と手当は、各々のappointmentletterに明記しているものとします。 | Article 8.1 | The Salary and allowance(s) for each employee shall be clearly specified in the Appointment Letter.
８-２ | 給与とその他手当は毎月末に支払われるものとします。 | →翌月第一営業日に変更する （現行に合わせて） あるいは現行を改正し、月末に支払う | Article 8.2 | The Salary and other allowance(s) shall be paid by the employer on the first working day of next month for the previous month. | → Change to the first business day of the following month (to match the current system) or revise the current system and pay at the end of the month. | The Salary and other allowance(s) shall be paid by the employer at the end of each month through bank transfer.
８-３ | 給与というのは、すべての手当てとボーナスと雇用者が福利厚生として支払われるその他費用を除いた基本給を意味します。 | Article 8.3 | The Salary shall mean the 'basic wage' excluding all allowances, bonus and any other amount which the employer may pay as benefit to an employee.
勤務時間と週休日 | (WORKING HOUR AND WEEKLY HOLIDAY)
９-１ | 各従業員はすべての勤務日において、９時ー１８時まで勤務しなければなりません。昼１時ー２時は休憩時間。 | Article 9.1 | Each employee shall report to duty at 9.00 a.m. on all working days and work until 6.00 p.m. with a break of one hour from 1.00 to 2.00 p.m., except the driver who shall report to duty at 8.00 a.m. and shall work until 6.00 p.m. The other conditions for the driver are at Annexure - I.
運転手は８時に出勤し、１８時まで勤務しなければなりません。運転手の条件は補足１に別途記載 | Article 9.2 | The office shall remain closed on Friday and Saturday as weekly holidays.
９-２ | 事務所は毎週金曜日と土曜日を休業日とします。
勤務簿 | (ATTENDANCE REGISTER)
１０ | 各従業員は各出勤の際に署名しなければなりません。 | →事務所入り口の指紋認証にて出席登録をしなければなりません | Article 10 | Each employee shall sign in the attendance register at the time of reporting to duty each working day. | →You must register your attendance via fingerprint authentication at the office entrance. | To maintain accurate records of employee attendance and ensure accountability, all employees are required to use fingerprint authentication to record their attendance. Employees are responsible for ensuring that their attendance is accurately recorded at the beginning and end of each workday. Failure to authenticate attendance using the fingerprint system may result in discrepancies in attendance records, which could lead to disciplinary action or payroll discrepancies. | please make more simple ver. Also. >>>>Done | To maintain accurate records of employee attendance and ensure accountability, all employees are required to use fingerprint authentication at the office entrance.
残業と休日出勤 | (OVERTIME AND HOLIDAY WORK)
１１-１ | 従業員は残業や休日出勤を命じられた場合はやむを得ない場合を除き、従わなければならない。 | Article 11.1 | When an employee is instructed to work overtime or on holidays, he/ she shall be obliged to do so except in the unavoidable circumstances.
１１-２ | 役員を除く従業員は残業または休日出勤の労働に関して、雇用者が定めた率で計算された手当が支払われる | Article 11.2 | An employee (except the officer) shall be paid in respect of overtime or holiday work an allowance calculated at a rate decided by the employer.
１１-３ | 雇用主は特定の従業が持つ仕事の特性に応じて、残業代の制限を課すことができる | Article 11.3 | A limit in the overtime work per month may be imposed by the employer for a particular employee depending on the nature of his / her job.
１１-４ | 残業が自発的（雇用者の指示なしで）に行われていた場合、残業代は雇用主の裁量で支払われない場合がある。 | Article 11.4 | If overtime work is done voluntarily (i.e. without any instruction of the employer) by an employee the wage for such overtime work may or may not be paid at the discretion of the employer.
公的な出張 | 出張手当：国内出張（ダッカ事務所からの移動距離200㎞以上） 日当BDT 1,000taka | (OFFICIAL TRAVEL) | Travel allowance: Domestic travel (travel distance 200km or more from Dhaka office) Daily allowance BDT 1,000taka | Employees may be reimbursed for actual expenses incurred during business-related travel. However, prior approval from the Director is required to qualify for reimbursement. Employees must submit a formal request detailing the anticipated expenses before making any travel arrangements. Employees traveling for business purposes will receive a daily travel allowance. For domestic travel exceeding 200 kilometers from Dhaka City, the allowance is BDT 1,000 per day. For overseas travel, employees will receive an allowance of BDT 3,000 per day. Employees must submit a travel program/schedule and obtain necessary approvals prior to the trip. The company reserves the right to review and adjust allowance rates as deemed necessary. | もう少し、範囲を広げるべき。→実費 The scope of actual costs is limited.Be more generally. | Employees may be reimbursed for actual expenses incurred during business-related travel. However, prior approval from the Director is required to qualify for reimbursement. Employees traveling for business purposes will receive a daily travel allowance. For domestic travel exceeding 200 kilometers from Dhaka City, the allowance is BDT 1,000 per day. For overseas travel, employees will receive an allowance of BDT 3,000 per day.
１２-１ | 従業員は業務遂行出張を求められた場合はやむを得ない事情がある場合を除き、出張しなければならない | 海外出張 日当 BDT3,000taka | Article 12.1 | When an employee is requested to travel for the purpose of carrying out official duties, he / she shall be obliged to do so except in the unavoidable circumstances. | Overseas business trip daily allowance BDT3,000taka | もっとシンプルにできない？
１２-２ | 出張手当は雇用主の裁量により、支払われる | →この項目を右の通りに内容変更する | 交通費、宿泊費：実費（ただし所長の了承が必要） | Article 12.2 | Appropriate travel allowance shall be paid to an employee at the discretion of the employer. | → Change the content of this item as shown on the right | Transportation and accommodation costs: Actual expenses (however, approval from the director is required) | 細かい指示は本当に必要なの？
休暇 | (LEAVE)
１３-１ | 各従業員は次の規定に従って、年次休暇、臨時休暇、病気休暇を取得することができる | Article 13.1 | Each employee shall be allowed to take annual leave, casual leave and sick leave in accordance with the following provisions: | Each employee shall be allowed to take annual leave, casual leave and sick leave and maternity leave in accordance with the following provisions: | Please add maternity leave. >>>>Done
(a) Annual leave for 12 (twelve) days to be taken in one contract-year, which an employee shall be allowed to utilize on monthly pro-rata basis. | → You can take 1 day for every 18 days worked in the previous fiscal year. You can also carry it over to the next fiscal year (you can keep up to 40 days). | (a) Annual Leave: Employees are entitled to one paid annual leave day for every 18 days of actual work completed in the previous calendar year. Unconsumed annual leaves can be carried forward to next fiscal year subject to the maximum accumulated balance of annual leave is 40 days.
a 年次休は１２日間、契約年度ごと取得することができる。従業員は毎月＊＊で取得することが許可されます。 | →昨年度の出勤日数18日あたり1日取得可能 次年度への繰越しも可能（最大40日保持できる） | (b) Casual leave for 6 (six) days in a year, to be taken for the maximum period of 2 (two) consecutive working days at a time. | →Can be taken for 10 days (continuous leave can still be taken for up to 2 days) | (b) Casual Leave: Every Employee shall be entitled to casual leaves for 10 days in a calendar year. Such leaves shall not be accumulated and carried forward to the succeeding year. Casual leave can not be availed for more than 2 days consecutively.
b 臨時休暇は年間６日間取得することができる。最大２日連続で取得することができる。 | →10日間取得可能（連続取得は2日まで可能のまま） | (c) Sick leave for a total period of 7 (seven) days in a year on submission of genuine medical certificate. | → Available for 14 days | (c) Sick Leave: The Employees shall be entitled to get 14 days as sick leave per year. Such leaves shall not be accumulated and carried forward to the succeeding year.
C 病気休暇は正しい診断書を提出した場合、年間７日間取得することができる。 | →14日間取得可能 | (d) A female employee will be allowed additional 'Maternity Leave' for 4(four) months for giving birth to the first child. | →If it is the second or subsequent child, it must be clearly stated that it is 2 months | (d) Maternity Leave: The female employees under employment shall be granted the maternity leaves of 16 weeks with pay during maternity period. Such maternity leave normally begins 8 weeks before the expected date of confinement and ends 8 weeks after the actual date of confinement. For second and subsequent clield, the female employees would be eligible for a total of 8 weeks as maternity leave.
d 女性従業員は第一子出産の場合、４か月産休を取得することができる | →第二子以降の場合は2か月と明記必要
１３-２ | 従業員が１３-１の規定する休暇以上の休暇を取得した場合、雇用主の裁量による特別な場合を除き、給料から減額される | Article 13.2 | If an employee overtakes the leave specified in Article 13.1, a deduction of salary shall be made for the said overtaken period except for any special case at the discretion of the employer.
１３-３ | 遅刻は毎月３回を超えると１日の特別休暇としてカウントされる。早退の場合も同様の扱いとする。 | →（バングラ労働法に引っかかる） 交通事情などによるやむを得ない遅刻の場合は同等の時間を終業後に行わなければならない。 | Article 13.3 | Late attendance for 3 (three) days in any calendar month shall be counted as one-day casual leave, and the same manner shall also apply to early leaving from the office. | → (This violates Bangladesh Labor Law) In the case of unavoidable lateness due to traffic conditions etc., an equivalent amount of lateness must be worked after work hours. | In the event of unavoidable late due to circumstances such as traffic conditions, employees are required to make up the equivalent amount of time lost by working additional hours after the regular working hour. Employees must inform their supervisor as soon as possible regarding the late and the anticipated duration. Failure to comply with this policy may result deductions in salary.
早退の場合は、有給休暇を適用する | In the case of early departure, paid annual leave will be applied. | Employees who leave the office early without prior approval from management will incur a salary deduction proportional to the time missed. The deduction will be calculated based on the employee's hourly wage and the duration of the absence. Employees are required to notify their supervisor in advance when possible, and repeated early departures may lead to further disciplinary actions. This policy aims to ensure accountability while maintaining workplace productivity. | cannot use annual leave, Abe have to explain to client. Additional sentence should not removed. We recommend to keep it.
１３-４ | 従業員は特別な場合を除き、年次休、臨時休暇を取得する場合は雇用主の書面による許可を得なければならない。 | Article 13.4 | An employee must obtain prior written permission of the employer to take annual leave and casual leave except in the unavoidable circumstances. An emergency sick leave may be requested over the phone, but a written application along with the supporting medical certificate has to be submitted to the employer as soon as possible. In any case, the leave of any kind is to be approved by the employer.
緊急の病欠の場合は電話で申請できるが、診断書を書面申請書とともにできるだけ早く提出する必要がある。
いかなる場合にも雇用主の許可が必要。 | Article 13.5 | The employer does not have any provision to purchase any portion of the un- utilized leave of an employee under any circumstances. | →Only ANNUAL LEAVES can be purchased | The employee can encash the annual leaves after the end of year and the employees cannot encash the leaves more than 50% of his total gained/accumulated leave balance of the year. Such encashment is applicable only for Annual Leaves, not for any other leaves. | Mention that only Annual leave can be applied. >>>>Done
１３-５ | 雇用主はいかなる場合においても、従業員の未消化休暇を買い取ることはできない。 | →ANNUAL LEAVEのみを買い取り可能
祝日、祭日 | (PUBLIC AND FESTIVAL HOLIDAY)
１４ | バングラデシュ政府が定める祝日や祭日は順守される | Article 14 | The Public and festival holidays of the Government of Bangladesh during the calendar year shall be observed.
事務所規律 | (OFFICE DISCIPLINE)
１５-１ | 従業員は雇用者の名誉や利益を害してはならない | Article 15.1 | An employee shall not impair the honor and / or interests of Employer.
１５-２ | 従業員は業務で得た情報を漏らしてはならない | Article 15.2 | An employee shall not divulge any secret information which might have been obtained in the course of his / her official duties.
１５-３ | 従業員は業務上の利益をいかなる場合でも得てはならない | Article 15.3 | An employee shall not make any profit out of his / her official duties.
１５-４ | 従業員は業務活動に支障をきたす可能性のある他の職業、活動に従事してはならない。 | Article 15.4 | An employee shall not engage himself / herself in any other trade, profession or activities which might in any way impair the performance of his / her official duties.
１５-５ | 従業員は雇用主の許可なしに勤務時間中に退社してはならない | Article 15.5 | An employee shall not leave the office during working hours without permission of the employer.
１５-６ | 従業員は雇用主の許可なしに公文書を社外に持ち出してはならんあい | Article 15.6 | An employee shall not take any official document off the office premises without permission of the employer.
15－7 | 従業員はやむを得ない状況でない場合、会社の電話や携帯電話を私的に使用してはならない | Article 15.7 | An employee shall not use the office telephone and mobile for personal matters except in the unavoidable circumstances.
15－8 | 従業員は近隣住人、家族、自身が感染症にかかった場合は直ちに雇用者に伝えなければならない | Article 15.8 | An employee shall immediately inform the employer of any epidemic diseases contacted by him / her, any member of his / her family or the neighborhood.
損賠賠償 | (COMPENSATION FOR DAMAGE)
１６ | 従業員が不必要な過失、身体的な行動により会社所有物に故意に損害を与えた場合は、損害を賠償する義務がある。 | Article 16 | If an employee causes willful damage to any office property by negligence, unnecessary acts, or physical extremities, he/she shall be required to compensate for the damage.
不法行為 | (MISDEEDS)
１７ | 従業員の下記の行動や不作為は不法行為とみなす | Article 17 | The following acts and omissions of an employee shall be treated as misdeeds:
(a) Willful insubordination or disobedience, whether alone or in group, to any lawful or reasonable official duty; | The following acts of employees will be treated as misconducts and will lead to disciplinary actions: A. Willful disobedience to any lawful or reasonable order individually or in group altogether of a superior; B. Any theft, fraud, dishonest appropriation (grabbing) or dishonesty in case of business or property of the Employer; C. Taking or giving bribe in relating to job of his/her or any other worker under the Employer; D. Habitual late attendance; E. Habitual absence without taking leave or being absent from work. F. Habitual breach of any law or rule or regulation applicable to the establishment; G. Riotous or disorderly behavior in the establishment, or any activity subversive of discipline; H. Habitual negligent work; I. Habitually violation of any rule or discipline or conduct as approved by the chief inspector; J. Falsifying, tampering with, damaging or causing loss of the Employer official records; and K. Facilitating sexual harrasment and power harrasment in the office environment.
a 単独か集団かを問わず、故意の不服従 | (b) Theft, fraud or dishonesty in connection with the employer's business or property;
b 雇用主の事業、財産に関連した盗難、詐欺、不正行為 | (c) Habitual absence or absence without permission for more than 3 (three) consecutive days;
C 3日連続での常習的な欠勤、無断欠勤 | (d) Riotous or disorderly behavior or any act subversive of discipline;
d 暴動または無秩序な行為、規律を破壊する行動 | (e) Habitual negligence of duty;
e 常習的な職務怠慢 | (f) Falsifying, conspiring with, damaging or causing loss of the employer's official records or properties;
f 雇用主の公式記録、財産の改ざん、共謀、損傷、損失 | (g) Violation of any condition under the service rules. | ...I want to put something related to harassment here. | → Receive money or goods in return for orders from suppliers
g 規則違反 | ・・ここにハラスメント関係を入れたい | →仕入れ先からのオーダー見返りとなる金銭や物品の享受 | → [Behavior that harms the work environment through verbal or physical actions that are considered harassment]
→【ハラスメントと捉えられる言動により就業環境を害する行為】
雇用条件違反 | (BREACH OF EMPLOYMENT CONDITIONS)
１８ | 従業員は雇用条件違反とみなされた場合、事前通知なしに解雇されたり、雇用主の裁量により解雇手当が支払われる場合があります | Article 18 | An employee may be deemed to have invoked a breach of employment conditions and be dismissed without prior notice or be paid in lieu thereof any termination benefit at the discretion of the employer:
a 従業員が規約17条に基づく不正行為の責任があると判明した場合 | (a) if the employee is found liable for any misdeed under Article 17 of the service rules; or
b 従業員が刑法違反や道徳的反逆を伴う犯罪で有罪判決を受けた場合 | (b) if the employee is convicted and found guilty of penal code violation or an offence involving moral turpitude.
雇用の終了 | (TERMINATION OF EMPLOYMENT)
１９－１ | 従業員は身体的またら精神的不調による場合、 継続的な病気、不正行為を行った場合、解雇される場合があります | Article 19.1 | An employee may be discharged from service for reasons of physical or mental incapability or continued ill-health or such other reasons not amounting to misdeeds.
１９－２ | 雇用主は上記の理由以外でも、当該従業員に解雇の旨の４か月前に通知があることを条件として、説明なしで雇用終了の権利を有する | Article 19.2 | The employer reserves the right to terminate the service of an employee for any reason other than those already mentioned hereinabove and without giving any explanation for such action provided that the employee concerned is served 3-months notice to the effect of termination, or is paid an amount equivalent to his / her three months' salary in lieu thereof by the employer.
その場合、雇用者から4か月分の給料が支払われる。
１９－３ | 19－１、2の規定に基づいて解雇された従業員には、勤続年数ごとに1か月分の給与の割合で解雇手当が支払われる。 | Article 19.3 | An employee who is terminated under the provisions of Article 19.1 & 19.2 shall be paid by the employer a termination benefit at the rate of one month's salary (basic wage) for every completed year (12 months) of service. Any broken period of service above six months shall be counted as one year. | An employee who is terminated under the provisions of Article 19.1 & 19.2 shall be paid by the employer a termination benefit at the rate of one month's salary (basic wage) for every completed year (12 months) of service. If the working period of any employee is more than 10 years, he will get the termination benefit at the rate of 1.5 month's salary (basic wage) for every completed year (12 months) of service. Any broken period of service above six months shall be counted as one year.
6か月を過ぎる場合は1年と計算される。
Article 19.4 | For the purpose of calculating the termination benefit mentioned above, one month's salary shall mean the last drawn basic salary of the employee concerned. | For those who have worked for 10 years or more, the calculation is: Basic salary x number of years x 1.5
１９－4 | 退職金の計算においては、給料一か月分とは、最後に支給された基本給を意味する | 10年以上勤務は、基本給×年数×1.5 で計算する
Article 19.5 | An employee may also voluntarily terminate his/her service contract on giving a notice of one month (thirty days) to the employer, or on surrendering one month's salary in lieu thereof. In this case also, the employee concerned shall be paid by the employer a termination benefit at the rate of one month's salary (basic wage) for every completed year (12 months) of service, the basis of calculation being the same as that of Article 19.4.
１９－５ | 従業員は、雇用者に30日前に通知するか、代わりに1か月分の給与を放棄することにより、契約を破棄することができる。
この場合も、雇用主は従業員に対して1か月分の退職金を支払う必要がある。
賞与 | (BONUS)
２０ | 従業員には、雇用者の裁量により、年2回直近基本給の1か月分に相当する賞与を敷く宇することができる。 | Article 20 | Each employee may be paid, at the discretion of the employer, a bonus equivalent to his / her one month's last-drawn basic salary twice in a year. However, an employee who is not confirmed yet or has not served for at least 6 (six) months in a year shall not be eligible to get the bonus.
ただし、まだ正式に勤務が確定していない試用期間勤務者や6か月勤務していない従業員はボーナスを受け取り資格がない
総則 | (GENERAL)
２１ | 従業員は、雇用主から宛てられた手紙、通知、指示、その他文書の受け取りを拒否した場合、そのコピーが従業員の住所に | Article 21 | If an employee refuses to accept any letter, notice, order, or any other document addressed to him by the employer, it shall be deemed that such letter, notice, order, or the document has been delivered to him / her if a copy of the same has been exhibited on the notice board and another copy has been sent to his / her address, as available in the records of the employer, by registered post.
届けられていた場合は配達されたものとみなされます。
その他 | (OTHERS)
２２ | この規定にカバーされていない事項、明確に理解されていない点については、バングラディシュの関係法規に基づき、雇用主が帝人フロンティア日本と協議し、 | Article 22 | Any matter not covered by this set of service rules and any point not clearly understood shall be settled or clarified by the employer in consultation with Teijin Frontier Co., Ltd. Head Office in Japan. | Based on the relevant laws and regulations of Bangladesh, | Add the red part | Any matter not covered by this set of service rules and any point not clearly understood shall be settled or clarified by the employer based on the relevant laws and regulations of Bangladesh in consultation with Teijin Frontier Co., Ltd. Head Office in Japan.
解決解明するものとします。
赤字部分を追加する