Script
Slide 1: Title Slide & Group member
“Hello, everyone. My Name is ………….. And my bearing ID is …………. Thank you, our
honorable Couse Teacher Md. Miraj Hossen Sir, for giving me this opportunity to present this
on behalf of my group. Today, I’ll be presenting on The Daily Star's compensation management
practices & policies. In this presentation, we’ll explore how The Daily Star structures and
manages compensation for its employees within the framework of the Wage Board system in
Bangladesh. These are our group and welcome to our presentation.
Slide 2: Introduction & Company Overview
“To start, first overview our organization The Daily Star, a leading English-language newspaper
in Bangladesh, it was founded on January 14, 1991, by Syed Mohammed Ali. Follows the 8th
Wage Board to structure its compensation policies, ensuring compliance and supporting
employee welfare. Mahfuz Anam currently leads as Editor and Publisher and the owning
Company is Transcom Group
Slide 3: The Wage Board System in Bangladesh
“Now, let’s discuss the Wage Board system. Established under the 1974 Act, the Wage Board
regulates newspaper wages and conditions in Bangladesh, adjusting for inflation and industry
growth.
Its objective is periodically set up to assess and revise wage structures, taking into account
inflation, cost of living, and the financial health of the newspaper industry and implemented in
2013, the 8th Wage Board addressed inflation and cost of living, ensuring fair compensation
for newspaper employees, including those at The Daily Star
Slide 4: The Daily Star: Compensation Management and Regulatory Compliance
The Daily Star Compliance with the 8th Wage Board which is the 2013 Wage Board guidelines
to ensure fair, inflation-adjusted wages for newspaper employees and adheres to Bangladesh
Labor Law Act 2006 for additional employee welfare and benefits.
Slide 5: Components of Compensation of The Daily Star
Basic Salary, House Rent, Medical Benefits, Conveyance Allowances, Festival Bonus,
Provident Fund, Gratuity, Insurance, Overtime, Special Allowances and Promotion.
Slide 06: The Daily Star uses a
• Salary Grades: 1 to 6 grades based on job roles and experience
• Annual Increments: Based on grade 1: 1200, Grade 02: 1050, Grade 03: 900, Grade 04:
700, Grade 05: 600 and grade 06: 450.
• Grade Promotions: Every 16 years, ensures wage equity
Slide 07: In addition to salary, they provide
• House Rent Allowance: Up to 70% of basic salary for housing support
• Medical Allowance: Ranges from 1500 to 5000 based on grade
• Festival Bonuses: Two bonuses per year during Eid, equivalent to one month’s basic
salary
Slide 08: Employees also benefit from financial programs like
• Provident Fund: 8-10% of salary, matched by employer contribution
• Gratuity: Six months' salary for employees with 3+ years of service
• Insurance: Group coverage, with premium paid by The Daily Star
Slide 09: Overtime and Special Allowances
• Overtime: Compensated at 1.5 times basic salary for extra hours
• Additional Allowances: Includes night shift, outfit, newspaper, and transport
allowances
• Leave Benefits: Casual, earned, medical, and maternity leave as per labor law
Slide 10: Although effective, the Wage Board system has some limitations
• Inflexibility: Limited wage adjustments between reviews
• No Performance-Based Pay: Limits recognition for high performers
• Implementation Delays: Financial constraints affect timely adoption
Slide 11: To address these limitations, we recommend that The Daily Star
• Introduce Performance-based Incentives: Recognize and reward high achievers
• Regular Compensation Reviews: Align wages with market and economic changes
• Expanded Non-Monetary Benefits: Professional development and flexible work
arrangements
• Engage Employees in Compensation Discussions: Increase transparency and trust in
policies
Slide 10: Conclusion
“In conclusion, The Daily Star’s commitment to the Wage Board system promotes fair and
structured compensation. Moving forward, adding performance incentives and benefits could
help retain top talent, balancing legal compliance with strategic HR goals. Thank you for your
attention.”
