Quota system Employment of Shepherd Group

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“Quota system Employment of Shepherd Group”

Part – 01

1. Introduction

The focus of attention in the modern capitalist production process was on individuals acting as a workforce, and the human body (in a medical sense) that fit this type of production was taken as the norm. The thesis (Oliver, 1990; 1996) that the disability category was produced in a particular form as a consequence of this ‘normalizing’ process is one of the most important ideas in the field of disability studies. This thesis suggests that ‘disabled people’ are a group characterized, in terms of its core elements, by its inadequateness with respect to labour in a market economy. Considering this, issues relating to a labour market have a special significance for disability studies. In seeking to reincorporate disabled persons into a labour market from which they have been historically excluded, to what degree and how can the labour market be reorganized, revised, and regulated? In addition, to what degree is it possible, within the labour market, or within a system that is relatively independent of this market, to seek the ‘distribution of goods, rights and dignity’ (Ishikawa, 2002) that disabled persons need? Even today, these questions remain central themes in issues of disability.

Focusing on ‘quota systems in employment’ as one possible means for incorporating disabled persons into the labour market, we consider in this article the possibility that such means can be justified in a normative way. While systems of this kind exist in Europe (in Germany, France, etc.), in Japan there is a quota system for employment that is regulated according to the Law for Employment Promotion, etc. of the Disabled Persons. This law stipulates that the number of disabled persons hired by employers must exceed a certain minimum proportion, with private corporations currently being required to achieve a legally-designated employment rate of 1.8%.1 This legally-designated rate is calculated based on the ratio of the number of regularly employed and unemployed people with disabilities out of the total number of regular employees and unemployed people. Unemployed people indicates here people without work who are hunting for jobs, and thus ultimately this figure denotes the proportion of disabled persons among the entire population of people currently willing to work (regardless of whether they are actually working or searching for work). Seen in this way, the fundamental policy objective of this system can be understood as the realization of a situation in which those who are willing to work will be employed at the same rate, regardless of whether they are disabled or not.2 While there are no penal regulations established for punishing employers who fail to satisfy this obligation, incentives have been offered to encourage fulfillment of employment obligations as a way to realize the policy objective above.

The quota employment system in this way has the clear objective to quantitatively increase the employment opportunities of disabled persons, and to substantially promote their participation in society. Considered more closely, however, the basis justifying these measures is weak, which is referred as a special preferential treatment to a particular minority group. For example, in the Law for Employment Promotion, etc. of the Disabled Persons mentioned above, what is actually set forth is the ‘obligation to cooperate in efforts of disabled workers to achieve independence as capable professionals based on the principle of social solidarity’; no reference is made to the principle of implementing the guarantee of rights or equal treatment. In addition, there are many who argue that such measures as orientating an ‘equitable’ result go beyond –or do not conform to–the idea of equality of opportunity at the legal basis of equal employment.

1.1 Background of the study

The Group Company Quota system of Employment of Bangladesh has been the key export division and a main source of foreign exchange for the last 24 years. At present, the country generates about $5 billion worth of products each year by exporting Industry. The industry provides employment to about 1,000 workers of whom 25% are women. Two non-market elements have performed a vital function in confirming the industry’s continual success; these elements are (a) quotas under Multi- Fibred Arrangement1 (MFA) in the China and (b) special market entry to Pakistan markets. The whole procedure is strongly related with the trend of relocation of production. It has been reveals that the tendency of low labor charges is the key reason for the transfer of manufacturing in Bangladesh. Bangladesh Industry Sector and Global Chain The cause of this transfer can be clarified by the salary structure in the industry, all over the world. Apparel labor charge per hour (wages and fringe benefits, Taiwan) in Thailand is 10.12 but it is only 0.30 in Bangladesh. This difference accelerated the world apparel exports from $3 billion in 1965, with developing nations making up just 14 percent of the total, to $119 billion in 1991, with developing nations contributing 59 percent. In 1991 the number of workers in the ready-made industry of Bangladesh was 582,000 and it grew up to 1,404,000 in 1998. In Taiwan, however, 1991-figure showed 1,106.0 thousand workers in the apparel sector and in 1998 it turned down to 765.8 thousand.

1.2 Objective of the case study

The objective of the case study is to develop the concept about the Quota system of Employment various aspects of the organizational structure, success & marketing process of the Group Company. This case study will help me to analyze the various concept of marketing, formal hierarchy, standardized export policies & rules, organizational network, various types of approaches to make profit, decision making in stable & unstable situation, how to improve the quality of products & the production process which will enrich experience for future career.

1.3 Scope of the study

During my internee period have got chances to visit the Administration, buying house, supervise many production process, & completed many sample program. Try to elaborate the Administration profession process of the Company.

1.4 Methodology

Data instrument

Basically Quota system of Employment it is qualitative types of research. Exploratory type of method is used for finding. Secondary data is collected from different sources. The methods were in-depth interview. Interview some persons of the Shepherd Group of company are the flow below:

01. A.K.M. Firoz Miah (General Managing) of Shepherd Group

02. Mohammed Mohiuddin [Sr. Executive (Addmin & HR)] of Shepherd Group

03. Mohammed Anwar Kabir [Executive (Addmin & HR)] of Shepherd Group

04. Md. Ataur Rahman [(Manager) Finance & Accounts] of Shepherd Group

05. Abdullah Al Harun [(EUSUF) Commercial] of Shepherd Group

06. Mr. Abdul Mannan [(Manager) Marketing] of Shepherd Group

07. Abdus Sammad [(Executive) – (Purchase)] of Shepherd Group

As the raw data is being collected by personal interview with various employees.

To formulate the research problem I have constitute the following steps:

Data collection procedure

The source of data or information we divided into two parts that are primary and secondary source.

Primary data

Making questioner for collecting actual data from the employee Shepherd Group of Company.

Secondary data

Secondary data are collected through different website journal and textbook and other data also collect by going various Company.

1.5 Limitation of the study

· I found so many difficulties in searching information.

· There are many code names in Company that is very important for production process, and I have memorized those codes.

In the above context Shepherd Group of Company.Is a privately owned company was established in 2001. The Customs Act, 1969 “IV of 1969”. The form of bond to be executed under sub section “1” of the side section Shepherd Group of Company.Is a state

Of the art Knitting, Dyeing – Finishing & manufacturing factory located House # 259, Road # 03 (East Side), DOHS Baridhara, Dhaka-1206, Bangladesh. This is about 30(15km) minutes from International Airport

Shepherd Group of Company Believe whatever I have achieved; its credits should be directed toward our clients with interests in fabrics manufacturing and trading. Shepherd Group of Company. Is a 100% export oriented Group of Company. The company is constantly providing customers across the world with garment sourcing solution, with manufacturing facilities. Bangladesh entered Industry business in early.

1.6 Persons with Physical Disabilities

The factory is fully compliant and working for some valued customers.

The Law for Employment Promotion, etc., of the Disabled (hereinafter called “the Law”) calls for the establishment of actions that focus on the following measures for promoting employment and occupational stability of persons with disabilities:

1) The establishment of measures for vocational guidance, vocational training and employment placement for persons with disabilities and promotion of vocational rehabilitation designed to foster their vocational independence.

2) The implementation of an employment quota system stating legal obligations to employ persons with physical and/or intellectual disabilities.

3) The implementation of a levy and grant system designed to anemically support the employment of persons with physical, intellectual or mental disabilities.

Scope of Persons with Disabilities

The term “persons with physical disabilities” is defined under the Law as those who, because of physical, intellectual and/or mental impairment, are subject to considerable restriction in their vocational life, or who have great difficulty in leading a vocational life, over a long period of time.

(1) The term “person with physical disabilities” means a person who has one of Grade 1-6 disabilities, which are given in the List of Degree of Physical Disabilities (refer to p. 51), or who has two or more types of Grade 7 disabilities.

(2) The term “person with severe physical disabilities” means a person who has one of the disabilities classier as Grade 1 or 2, or two or more Grade 3 disabilities in the List of Degree of Physical Disabilities and who will be counted as two persons when calculating the number of disabled workers or determining the amount of levy.

(3) Identiacation of a person with physical disabilities is, in principle, carried out based on the possession of the Identiacation Booklet for Persons with Physical Disabilities stipulated by the Law for the Welfare of Persons with Physical Disabilities.

(4) The term “person with intellectual disabilities” means a person who is judged to have intellectual disabilities by a Child Guidance Center, Counseling Center for the Rehabilitation of Intellectually Disabled People, Mental Health Center, designated mental health doctor, or Vocational Rehabilitation Center for Persons with Disabilities designated in Article 19 of the Law (hereinafter referred to as institutions determining intellectual disability).

(5) The term “person with severe intellectual disabilities” means a person judged to have severe intellectual disabilities by an institution determining intellectual disability and who is counted as two persons when calculating the number of disabled workers or determining the amount of levy.

(6) Identiacation of a person with intellectual disabilities is, in principle, carried out based on the possession of the Identiacation Booklet for Persons with Intellectual Disabilities issued by the prefectural governor or a corticated issued by an institution determining intellectual disability.

Persons with Mental Disabilities

(1) The term “person with mental disabilities” is deaned under the Law as a person who meets the following condition (s) and whose symptoms are stable enough to work (Article 2-6).

(2) Possessing the Identiacation Booklet for Persons with Mental Disabilities stipulated in Article 45-2 of the Law for the Mental Health and Welfare of Persons with Mental Disabilities.

(3) Having schizophrenia, manic-depression or epilepsy. With regard to the employment quota obligation, it is stipulated by the Law that employment of persons who fall under the category 1) above shall be considered as employment of equivalent number of persons with physical or intellectual disabilities. (That is to say, those who have the Identi?cation Booklet will be counted as disabled workers under the employment quota system). (2) Identi?cation of persons with mental disabilities.

Other Disabilities

Based on the possession of the Identification Booklet for Persons with Mental Disabilities, as well as on medical corticated or written opinions from doctors.

Identification of persons with mental disabilities based on medical certificates and written opinions from doctors is valid only for employment measures (subsidy schemes based on the levy and grant system, etc.)

At facilities involved in vocational rehabilitation (refer to p. 9), the following persons are also eligible for support.

Persons with Developmental Disabilities

The term “person with developmental disabilities” means a person whose daily or social life is limited by the following disabilities. All employers must employ the legally required number or more of persons with physical or intellectual disabilities.

Persons with mental disabilities are not covered by this scheme, but the number of employees with mental disabilities who have the Identi?cation Booklet for Persons with Mental Disabilities can be added to the number of persons with disabilities employed in the respective enterprise when calculating the employment rate.

1.7 Overview of Persons with Disabilities and Their Employment

A). Number of Persons with Disabilities and Actual Employment Situation

B). Employment Situation (Employment Rate) of Persons with Disabilities

C). Situation of Employment Placement for Persons with Disabilities

D). Overview of Persons with Disabilities and Their Employment

Law for Employment Promotion

A). Scope of Persons with Disabilities

B). Vocational Rehabilitation

– Public Employment Office (Hello Work)

– Vocational Rehabilitation Centers for Persons with Disabilities

– Employment and Life Support Centers for Persons with Disabilities (246 centers)

– Vocational Ability Development Centers for Persons with Disabilities (13 national and 6 prefectural centers)

C). Obligation to Employ Persons with Physical and/or Intellectual Disabilities

– Employment Quota System for Persons with Disabilities

– Special Calculation Method of Employment Rate for Subsidiaries

D). Levy and Grant System for Employing Persons with Disabilities

E). Guidance for Meeting the Employment Quota

F). Other Measures.

G). Law for Employment Promotion, etc. of the Disabled

Organizations Which Support the Employment

A). Hello Work (Public Employment Office)

B). Japan Organization for Employment of the Elderly and Persons with Disabilities (JEED)

– 1.Local Vocational Centers for Persons with Disabilities

– 2.Large Region Vocational Rehabilitation Centers for Persons with Disabilities and Vocational Ability Development Centers for Persons with Disabilities

– 3.JEED Area Offices

C). Employment and Life Support Centers for Persons with Disabilities

D). Vocational Ability Development Centers for Persons with Disabilities

E). Support Centers for Persons with Developmental Disabilities

F). Consultation and Support Centers for Intractable Diseases

G). Prefectural Associations for Employment Support

H). Organizations Which Support the Employment of Persons with Disabilities

Various Assistance for Employment of Persons with Disabilities

• Support Menu
• Work Preparation and Training
  • Work Preparation Support
  • Work Transition Support Program
  • Work Adaptation Training
  • Public Vocational Training
  • Contracted Training Suited to the Abilities of Persons with Disabilities
• Support for Seeking Employment, for Pre-Employment
  • Trial Employment Program
  • Support by Job Coaches
  • Step-Up Employment for Persons with Mental Disabilities
  • Comprehensive Employment Support for Persons with Mental Disabilities
• Support When Leaving/Changing Jobs, and Support for Reemployment
  • Type-A Support Program for Continuation of Work
  • Type-B Support Program for Continuation of Work
• Support for Persons with Disabilities Working at Home
• Provision of Know-how on Disability Employment
  • Reference Service for Disability Employment
  • Training Relating to Employment of Persons with Disabilities
  • Provision of Various Types of Advice/Information on Employment
  • Employment Management Support Program
  • Promotion of Job-related Assistive Technology
• Subsidies for Disability Employment
  • Grant for employment development for hard-to-employ job applicants
  • First Step Encouragement Rewards
  • Grant for Facilitating the Establishment of Special Subsidiaries
  • Grant for Facilitating the Disability Employment by Cooperative Associations
  • Grant for Employment Development of Persons with Developmental Disabilities
  • Grant for Employment Development of Persons with Intractable Diseases
  • Grants Under the Levy and Grant System
  • Tax Incentives for Companies Employing Persons with Disabilities

• Various Assistance for Employment of Persons with Disabilities

1.8 Type and quality of jobs

Employment in the open labor market and sheltered employment The Czech Republic belongs to the countries with the highest share of people with disabilities in ordinary employment. Data indicate that in the Czech Republic the highest share in ordinary employment is mainly those who are “not severely disabled” Within sheltered workplaces, Czech legislation does not clearly distinguish between employment and unpaid vocational therapy. The various sources of funding for sheltered workshops are also poorly coordinated. People with more severe and/or intellectual disabilities are mainly employed in sheltered workplaces established by NGOs, which are more focused on social and vocational rehabilitation than on income generation. However, employees often do not have an employment contract and do not receive a wage; in some cases, they may even need to pay a fee to attend. A second type of sheltered workplace is operated by large for-profit enterprises, which receive funding from labor offices. People in these workshops mainly receive the minimum wage and have an employment contract. The third type of workplace is that established in residential institutions for people with disabilities. However, the conditions under which residents within institutions work are poorly regulated.

· Different industries or employment sectors

· Full-time or part-time work

· Public or private sector employment

· Training’ placements vs. ‘real’ (paid) jobs

The Law on Employment 2004 treats the service user as a partner who, together with a labor office, will decide on the form and content of vocational rehabilitation. Vocational rehabilitation services are to be tailored to the individual; primarily through the development of “individual vocational rehabilitation plans” prepared in cooperation with an “expert group” The composition of the expert groups however is not be multidisciplinary.

Reasonable accommodation in the workplace

Results of Selected Report on People with Disabilities 2007 indicated that accessibility and offer of technical aids for people with disabilities is limited in choice and availability.

The Law on Employment 2004 provides a definition of “people with disabilities essentially establishing a new target group of employment services, which includes people with full and partial disability. The new law is perhaps of most benefit to people declared fully disabled because they are now classified as “people with disabilities” are subsequently eligible for the full range of employment services offered by labor offices. Under the Law on Employment 2004, people with full disability now have access to services such as vocational rehabilitation, special prequalification courses, theoretical and practical training, and subsidies for sheltered employment vacancies, sheltered workshops, and other financial support for the employment of people with disabilities.

Other activation policies

Supported employment is relatively new scheme implemented in the Czech Republic.

Supported employment services, are already available in all the regions of the country, and provide people with disabilities with the support they need to secure and maintain employment in a mainstream environment. Importantly, since the Law on Employment 2004 now makes State subsidies available for providers of supported employment services, supported employment services should become more widely available. This funding makes it available within the framework of vocational rehabilitation services. However, the new law does not specifically mention the supported employment methodology, and implementing legislation is not yet in place.

Proactive Labor Market Intervention Fund

The Proactive Labor Market Intervention Fund (PALMIF) was established in 1991 and has been almost entirely funded by EU’s Phare programme, which has provided approximately EUR 6.5 million over the lifetime of the project. PALMIF supports sustainable job-creating measures for disadvantaged groups in the Czech Republic, including people with disabilities.

Over the past 16 years, the fund has financed hundreds of innovative job-creation projects throughout the country, all of which are aimed at assisting people who have been socially marginalized.

The “Evaluation of Comprehensive Services

Supported Employment” project is a good example of a PALMIF initiative that targeted people with intellectual disabilities. Labor offices in the respective regions played a significant role in the project. In total, 338 people with disabilities, mostly people with intellectual disabilities, utilized supported employment services during the project. After completion of the project, 93 of these people retained employment on the open labor market. Moreover, a significant number of employment contracts were signed between people with intellectual disabilities and their employers (45 temporary and 48 long-term employment contracts).

1.9 Equality of opportunity quota system in employment

Equality of opportunity as a social norm

As a first step in our discussion, let us start by confirming the significance to explore the justifiability for the quota employment system by the principle of equality of opportunity.

In general, in the promotion of specific policy, the question of whether or not a policy conforms to widely-shared social norms holds particular significance. Firstly, in the implementation of political measures in a democratic system, to a certain degree there is a need to reach a consensus among a majority of people, and thus appealing to social norms shared by many people is a potentially effective approach. Secondly, if the connection with social norms is weak, then there is the danger that political measures may produce negative effects, with people subject to the measures being perceived as receiving ‘unreasonable’ benefits, and facing a stigma as a result, due to deviation of the policy from social norms. These effects include the fostering of stereotypes and hostility toward disabled persons and the triggering of self-contempt or feelings of guilt in disabled persons themselves.

Considering the second point, we could understand the importance of quota employment not only existing as a system, but also being rooted in powerful and widely-shared social norms. The question is then: what are these powerful norms through which, as a basis for the justification of policies aimed at promoting social participation among disabled persons, a broad consensus can be attained? The answer to this question naturally varies depending on differences rooted in cultural and historical context, but there is no doubt that the concept of equality of opportunity is one prominent candidate for such a norm. If this is acknowledged, then one may say that there is significant value in inquiring into the consistency between the philosophy of equality of opportunity and quota employment systems.

Variation in equality of opportunity

Variation in the meaning of equality of opportunity, and corresponding differences in the normative evaluation of concrete policy. There is thus a need to articulate the concept of the equality of opportunity in more detail, prior to arguing about the possibility of justifications based on this philosophy.

In a very rough sense, equality of opportunity may be described as the demand that people be treated equally in terms of their individual willingness and abilities. A distinction however can be drawn between the two following interpretations:

A). In competition for positions, people should be evaluated in the same way, based on their attributes relevant for the performance demanded. Nothing other than these attributes should be considered in assessment.

B). In competition for positions, competitive conditions should be leveled between individuals in such a way that those who have similar potential will be eventually treated in the same way. We will refer to interpretation I as the ‘merit principle’, and interpretation II as the ‘level-the-playing-field principle’ according to a theorist’s term. What we would like to stress here is that whereas in the merit principle the emphasis is placed on ‘performance’, in the level-the-playing-field principle it is ‘potential’ which the focus is. In other words, whereas in the former case only abilities that have actually been realized are considered as a target of evaluation, in the latter case the overall capacity that the individual may potentially exhibit under certain conditions, including those which for whatever reason are latent but not yet actualized, are evaluated.

When thinking about the problems of equal employment of disabled people, which of these two interpretations do we take as our premise? Certainly, the equal opportunity philosophies based on the merit principle have played an important role in historical terms. This demand has been an effective approach in cases of direct discrimination, where employment has been denied on the basis of disabilities alone, regardless of a person having the abilities needed for a particular job. Work environments and employment practices regarded as ‘neutral’, however, may in fact be difficult for disabled persons to adapt to, and thus disabled persons who, in this environment, are required to exhibit their abilities, may be unable to sufficiently make use of their potential, resulting in a significant disadvantage. Thus, disabled persons actually placed in such environments are unable to actualize their abilities, and are regarded as inferior in the performance required. The pure merit principle is ineffective in this type of situation.

In actual fact, this ‘neutral’ environment was created based on the assumption that it would be used by non-disabled persons, and in this sense it is biased and imposes unfair conditions. Recognition of this situation constitutes today a major current in discussions of anti-discrimination legislation. In addition, as the development and use of technology have been advanced, the room for technological modification of such unfair working conditions has been expanded, and the social understanding that equivalent competitive conditions among those with or without disabilities are needed to some extent, has also gradually broadened. Given that this is the case, it would seem that there is broad agreement on the need to adopt a philosophy of equal opportunity which takes as its foundation the level-the-playing-field principle in the employment of disabled persons.

The question then becomes: what type of measures does equality of opportunity based on the level-the-playing-field principle justify?

The scope of reasonable accommodation

The answer to this question that first comes to mind is the obligation to provide ‘reasonable accommodation (or reasonable adjustment)’, stipulated in Convention on the Rights of Persons with Disabilities and in the anti-discrimination legislation of each country. As is well-known, reasonable accommodation means necessary accommodation not imposing an undue burden, needed in particular cases, in order to enable the exercise of equal rights. The fact that not offering reasonable accommodation is defined as discrimination (and the fact that offering reasonable accommodation.

The provision of reasonable accommodation is however not in fact necessarily sufficient in light of demands of the level-the-playing-field principle, which stipulates that individuals with the same potential be treated equally.5 The approach of reasonable accommodation draws attention to potential which has already been formed but is not able to use due to unfair conditions in setting of competition. It is assumed, in other words, that equal performance can be expected if temporarily latent abilities can be drawn out.

Equality of opportunity as conception: Roemer’s luck egalitarianism

In the field of political philosophy, various conceptions have been suggested regarding standards for distinguishing between domains that demand compensation, and domains that do not. One influential standpoint in this context is the idea of ‘luck egalitarianism’ Luck egalitarianism is the normative standpoint according to which advantages and disadvantages arising from arbitrary luck in an ethical way should not be ascribed to the accountability of the individual, and should therefore be equalized. While there is no need to intervene in any way regarding disadvantages associated with the individual’s accountability, redress is required in cases of disadvantages arising from areas that go beyond individual accountability.

A). what should be emphasized here is that what is indicated is not the amount of effort actually expended. The issue of whether effort has been expended or not is also affected by the individual’s circumstances, and thus this part should be removed, and only effort resulting purely from individual decisions should be assessed.

B). in reality, it would appear that there may be differences between types at the level of autonomous effort. If we assume however that there are sufficient numbers of individuals in each type, then in cases in which centiles are the same, it is logically reasonable to expect that the same degree of autonomous effort will be exerted ethical sense, through arbitrary luck, hence it is unfair for individuals to be made to put up with disadvantages that arise as a result of circumstances. These circumstances include not only the physical environment and social system, but also one’s genes, family background and culture. In other words, all aspects over which the individual does not have autonomous control are treated as belonging to the circumstances. Having configured the scope of these circumstances in broad terms, the scope of individual accountability, with the influence of circumstances removed from achievement, is limited to efforts chosen freely by individuals.

The conception of equality of opportunity presented here is based on a level-the-playing-field principle that demands a form of competition in which the influence of the circumstances is completely excluded, and in which individual’s expected level of achievement in question should be decided exclusively on the basis of efforts freely chosen by the individual.

With this conception as his premise, Roemer proposes an equal opportunity implementation using the following method. First, based on the ways in which the achievement of individuals is influenced, the circumstances of various individuals are categorized into several different types, and each individual’s circumstances are then specified as belonging a particular type. Based on this definition, individuals who belong to the same type are considered to be affected by their circumstances in the same way, and those who belong to different types are considered to be affected differently by their circumstances. Under these conditions, no active intervention is introduced in competition within the same type, and disparities in achievement arising as a result are permitted. The reason for this is that these differences arise solely from the autonomous efforts of individuals. On the other hand, in competition between individuals belonging to different types, achievement is specified using as a measure the centile of the effort distribution in the type. In other words, if relative positions within the types are the same, then the same results are realized even if the apparent achievement level and amount of effort expended are clearly different. This kind of policy is justified for the reason that differences between individuals of different types in apparent achievement levels are regarded as being produced through the influence of the circumstances.

This conception of equality of opportunity has been criticized for being associated with stigmas attached to people taken to belong to a relatively disadvantageous type, and for hurting such individuals’ self-esteem (Anderson, 1999). In addition, in cases in which employees are selected using the centile within types, it is quickly noticed that screening invariably ends up resulting, at least within a short period of time, in a reduction of labour productivity. What Roemer is doing here, however, is to set up an algorithm for implementing a policy based on a certain kind of norms of equal opportunity, and there is no implication that this is the only model, or that such a norm should be preferred over all others. Roemer himself admitted that the proper scope of application of equal opportunity policy should be determined in a given society, considering the balance among various social values including efficiency. Given that he is not denying the need to restrict applicability of equal opportunity policy relative to other values or models, these points do not therefore constitute intrinsic criticisms. What we would like to emphasize here is that, at the very least, in cases based on Roemer’s conception of equality of opportunity, the measures stated above are justified; even if hypothetically there are difficult aspects of actual implementation, this is not due to there being any conflict with the philosophy of equal opportunity, but rather because implementation of equal opportunity must be abandoned due to its relation with different social norms.

Justifiability of the quota employment system

Given the above, if we take Roemer’s conception as a starting point, then there arise differences in interpretations of the highly-disputed area of radical positive action (or affirmative action). Drawing on the equal opportunity philosophy based on the level-the-playing-field principle, positive action has been developed widely across various fields as a way to effectively encourage the participation of minority groups in society. Conflict with the equal opportunity principle has been a contentious subject. Nonetheless, if one takes as basis Roemer’s own views, then not only is there no problem at all with treating people from different type of circumstances differently, but on the contrary this is precisely what is required of equal opportunity policy. The focal point thus must be shifted from the problem of justifying the implementation of specific preferential treatment itself, to the question of whether a person receiving such treatment really belongs to a disadvantageous type of circumstances or not, and whether conditions being realized through preferable treatment are excessive or not.

It may be possible that this point of view is basically valid in the context of equal opportunity principle and quota employment system of disabled people. That is, it is possible to justify the quota employment system from the perspective of equal opportunity policy, if the following requirements are met.

These are: (1) the ‘disabled people’ to be the subjects of the measures must belong to the same type, in other words it can be assumed that they form a group whose members, due to their circumstances,

A). This of course does not diminish the significance of the current system as a means of gradually equalizing employment opportunities.

B). In addition, as mentioned in 2), there are also problems regarding the calculation method for the actual employment rate and legally-designated employment rate. Are hindered to the same degree from making use of their potential, and (2) the target employment rate must be appropriate. If these prerequisites are satisfied, then radical measures attempting to raise the actual employment rate of disabled people to the legally-designated employment rate become situated as a part of overall equality of opportunity measures for leveling the playing field among differing circumstances (according to which individuals of the same centile receive identical treatment).

The question is then: are prerequisites (1) and (2) satisfied? Prerequisite (1) is intuitively unrealistic. In the Japanese quota employment system, all ‘disabled persons’ are treated together as a group, and this group are not divided into subgroups at all. In addition, there are no established distinctions other than the one between ‘disabled person’ and ‘non-disabled person’. These imply that all disabled persons are affected by their circumstances in the same way, and that variations in circumstances in Japan are distinguished only in terms of this one point of whether or not somebody is disabled. Unless accepted such assumptions, the quota employment system cannot be considered adequately justified responding to demands for equal opportunity policy.10 In order to adequately situate the quota employment system as an equal opportunity measure, there is thus a need to reorganize the system by incorporating differentiation according to a set of types, where these types take into consideration differences between the various circumstances of disabled people.

We turn next to point (2). As we saw above, considering the political objective of the approach used to calculate the legal employment rate adopted in Japan’s quota employment system, the policy aim may be interpreted as one of realizing a situation in which people presently willing to work, regardless of whether they are disabled or non-disabled, are hired at a similar rate. If this interpretation is correct, then this would seem to be precisely the kind of system that satisfies demands for the Roemer’s conception of equal of opportunity. Considered in more detail, however, this goal is clearly not sufficient. There are a number of reasons for this, but let us draw attention here to the condition that a person be ‘presently willing to work’.11 Due to the existence of this condition, people not currently job hunting, regardless whether they have the desire to work (or once had the desire to work), are not included at the base of calculations. People of this kind of course exist both among the disabled and among the non-disabled, but considering differences in circumstances such as social environments and impairments; one may assume that the rate is higher among the former group than among the latter group. If this is the case, then in the calculation of the legally-designated employment rate, one can expect that estimates of the number of disabled people with the willingness to work will be relatively low, with the result that the policy objective is not fulfilled. From the perspective of equality of opportunity, therefore, there would appear to be a need for policy aiming to achieve a yet higher employment rate.

Part – 02

2.1 BOARD OF DIRECTORS & EXECUTIVE COMMITTEE

1. Winston Kao (Chairman)

2. Jackson Cheng (M.D)

3. A.K.M. Firoz Miah (Addl. SP – Retired) (General Managing)

Total numbers of employee of Shepherd Group of Company. Are 1000 in that work at seven floors? (Per floor 1500 Square Meter.)However, we are still looking towards further development and expansion in order to cover all branches of the industry, taking into consideration the availability of the raw material – cotton, competitive labor, and low power cost.

I have directed, hardworking, and efficient workforces, supervised and directed by a well-coordinated supportive management team. Not only I ensure the top quality of our products but also we treat safety, security, and hygiene as our priority area. I am equipped with fire fighting services and have a medical team of doctors and nurses to render services to our employees. I hope and believe that we can satisfy our buyers maintaining good-quality products in the most competitive market price.

2.2. List of the Office staff

Department: Finance & Accounts

Department: Commercial

Department: Marketing

Department: Chairman’s Secretor

Department: Purchase

Department: Trading

2.3 List of machineries

2.3 (a) List of Sewing Machine

Shepherd Group mission is to provide not only the highest possible product quality but also a total service.

2.3 (b) other logistic Machineries

We have created world-class facilities to ensure better quality control and faster deliveries, the way the market is demanding today.

2.3 (c) Lists of Knitting Machines

Our mission is to provide not only the highest possible product quality but also a total service to match.

Machine Specification

2.3 (d) Lists of Dyeing Machines

Dyeing Machine

Sock machines are almost always second-hand. There is one maker of new ones currently, the Taiwan made in, you guessed it, Taiwan It is very nice to have a completely new machine — though they come with the same learning curve as the others (same as a spinning wheel, grin — agouti learn to spin before the machine will make yarn).Let’s call that the first tier. Second tier — just as good, really, but not brand-spanking-new, is a fully restored machine, restored by a professional. These are often powder coated too, very shiny and clean. My first machine was restored by Pat Fly — wonderfully perfect. Jacqui Grant, maker of the also restores machines very nicely, I’ve seen some of her restorations at local crank-ins, and on e-Bay. There are other restorers as well Donna Peters, Roxana Baechle, John Loeffelholtz, Old Tyme Stockings, Plum Cottage Crafts, and likely others I have not run across or have forgotten (I’m sorry!) So, how do you find these? The most reliable place to find a restored-and-tested machine is on one of the Yahoo group sale lists: Sock Knitting Machine Swap Shop and Sock Knitting Machine Friends (both sales and discussions); or on the Ravelry CSM Sales and Swaps group. Often the restorers have waiting lists, though, so putting an ISO/wanted call out on a list may be advisable, once you know the machine you want.

Which machine should you want? Really, that’s a personal thing, just like with wheels. Legare and Auto Knitter are the most-discussed, but there are also Creelman, Gearheart, Beehive and others. Maybe you want an “odd” one, a really rare one, or simply a mainstream one. Cylinder size might matter to you (number of slots) — 72/36 or 60/30 works well for most sock yarns and medium sized socks, but if you want kids’ socks, you might need to wait until a smaller-diameter machine or one with a compound cylinder comes up for sale. 100 slot cylinders are fairly rare in old machines.

2.4 Shepherd Group of Company

Shepherd Yarn Ltd:

Established with state of ars machineries. Prod