Chapter 101: Rules and regulations for the Bangladesh Mela Cultural Organization’s
committee structure and governance:
Committee Formation and Structure
1. The Core Committee, consisting of four members, will establish an Annual
Committee composed of selected individuals.
2. The tenure of the Annual Committee will be one year, coinciding with the
organization’s fiscal year.
3. The Annual Committee will be considered dissolved following the conclusion of
the annual fair.
Meetings and Responsibilities
1. The Annual Committee shall convene for 7-8 meetings throughout the year.
2. Each meeting will aim to review progress, plan upcoming events, and manage
organizational affairs.
3. The committee is responsible for maintaining transparent records of funds and
expenditures.
4. A detailed financial report shall be presented at the end of the fiscal year.
Accountability and Ethics
1. A quorum of three members from the Core Committee is required to make
decisions regarding the appointment or expulsion of Annual Committee
members.
2. Grounds for expulsion include unethical behavior or actions detrimental to the
organization’s interests.
3. The Core Committee reserves the right to take disciplinary actions in accordance
with the organization’s code of conduct.
Transition and Succession
1. The Core Committee will oversee the organization’s management until a new
Annual Committee is formed.
2. The formation of the new committee must occur within 90 days following the
previous committee’s term expiration.
3. An interim plan will be in place to ensure continuity of operations during the
transition period.

Amendments and Additions
1. These rules may be amended by a majority vote of the Core Committee.
2. Additional resolutions may be passed to address unforeseen circumstances,
provided they align with the organization’s mission and values.
These detailed rules are designed to ensure a structured approach to governance, with
a focus on accountability, transparency, and ethical conduct within the Bangladesh
Mela Cultural Organization. It’s important that all committee members are aware of
these rules and commit to upholding them throughout their tenure.
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Chapter 102 : Committee members for the Bangladesh Mela Cultural Organization are
typically selected through a process that aims to ensure representation, expertise, and
commitment to the organization’s goals. Here’s a general outline of how the selection
might occur:
Selection Process for Committee Members
1. Nomination: Potential committee members may be nominated by current
members of the Core Committee or by other stakeholders in the organization.
2. Criteria: Nominees are evaluated based on their:
o Expertise in relevant fields such as event management, finance, cultural
activities, etc.
o Commitment to the organization’s mission and values.
o Past contributions to the organization or similar nonprofit activities.
o Leadership qualities and ability to work collaboratively.
3. Review: The Core Committee reviews all nominations and may conduct
interviews or discussions to assess the suitability of each candidate.
4. Election: Depending on the organization’s bylaws, committee members may be
elected through a vote among the Core Committee or the general membership.
5. Approval: Final approval of the selected members is given by a majority vote of
the Core Committee.
6. Orientation: Newly selected members are provided with an orientation to
understand their roles, responsibilities, and the organization’s operational
procedures.
7. Term: Each member serves for a predetermined term, typically one year, with the
possibility of re-nomination for subsequent terms.
It’s important to note that the specific details of the selection process can vary based
on the organization’s bylaws and the discretion of the Core Committee. The process
should be transparent and align with the principles of fairness and inclusivity.
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Chapter 103 : If a committee member of the Bangladesh Mela Cultural Organization
resigns, the following steps are typically taken to ensure continuity and maintain the
integrity of the committee’s work:
Procedure for Handling Resignation
1. Notification: The resigning member should provide a formal resignation letter to
the Core Committee, stating the reasons for their departure and the effective
date.
2. Acknowledgment: The Core Committee acknowledges the resignation and
informs the rest of the committee and relevant stakeholders.
3. Transition: If possible, the resigning member is encouraged to assist in the
transition process by handing over responsibilities, documents, and any pertinent
information to the Core Committee or a designated successor.
4. Succession Planning: The Core Committee will then decide whether to:
o Appoint an interim member to serve the remainder of the term.
o Leave the position vacant until the next scheduled selection process.
o Initiate an early selection process to find a replacement.

5. Review of Commitments: The committee reviews any ongoing projects or commitments
that the resigning member was involved in to ensure they are not adversely affected.
6. Amendment of Records: Official records are updated to reflect the change in committee
composition.
7. Communication: The change is communicated to the organization’s members and
external partners, if necessary.
8. Reflection: The Core Committee may also take this opportunity to reflect on the reasons
for the resignation and consider any improvements or changes to prevent future
occurrences.
It’s important for the organization to have a clear and documented process for handling
resignations to minimize disruption and maintain trust among members and stakeholders. The
process should be aligned with the organization’s bylaws and governance policies.

Chapter 104: Replacements for resigning members of the Bangladesh Mela Cultural
Organization’s committee are selected through a process that ensures minimal
disruption to the organization’s activities. Here’s a general outline of the steps involved:
Selection Process for Replacements
1. Assessment: The Core Committee assesses the need for a replacement based
on the current workload, upcoming events, and the remaining term of the
resigning member.

2. Nomination: Potential replacements may be nominated from within the
organization or from the broader community, depending on the bylaws and the
urgency of the need.
3. Eligibility Check: Nominees are vetted for eligibility, ensuring they meet the
criteria previously set for committee members, such as commitment to the
organization’s mission, expertise, and availability.
4. Voting: If the organization’s bylaws allow, the Core Committee or the remaining
committee members may vote to select the replacement.
5. Appointment: The selected individual is formally appointed to the committee
with the approval of the Core Committee.
6. Orientation: The new member is quickly brought up to speed with an orientation
session covering their duties, the current state of affairs, and any urgent matters
that need attention.
7. Integration: Efforts are made to integrate the new member into the committee,
ensuring they are included in communications and decision-making processes.
8. Announcement: The appointment of the new member is announced to the
organization’s members and relevant stakeholders.
This process is designed to be flexible yet robust enough to handle the unexpected
departure of committee members, ensuring the organization continues to function
effectively without significant interruptions.