industrial relation 2

8/2/2019 Industrial Relation 2

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Assignment On:-

A study of the compliance of Leave &

Holidays with and without wages

Submitted To:

Sabnam Jahan

LecturerUniversity of Dhaka

Faculty of Business Studies

Department of Management Studies

Submitted by:

Group No-06

Mahbubur Rahman Sec: B ID # 123

Md. Wahidud Jaman Tusher Sec: B ID # 147Tariqul Islam Sec: B ID # 173

Roufun Siraj Lingkon Sec: B ID # 156

Mohammad Monir Hossain Sec: B ID # 125

Nipu Heubert Hasda Sec: B ID # 217

Ujjal Barua Sec: B ID # 216


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Submission Date :- 12/04/2011

Table of Contents

S.L No. Name of the topic Page No.

1. Introductory part

Introduction

Objective of the study

Methodology

Scope of the study

Limitations of the study

5

6

7

8

8

2. Provisions of Labor Law Act 2006 Regarding Leave and Holiday 9

3. Company Profiles :-

Dada Garments Limited

Simco Bangladesh Limited

The Rose Garments Ltd.

Kins Collections Limited

Chaity Group Limited

Nimmi Apparels Limited

Simco Dresses Limited

Fashion apparles Ltd.

Hazrat Amanat Shah Spinning Mills Ltd

Sinha Textile Ltd.

11

4. Findings About Leave and holiday Policy 21

5. Statistical Analysis 23

6. Recommendation 25

7. Workers Opinion 28

8. Conclusion 29

Appendix 30

Reference 34

Letter of Transmittal


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12th April, 2011

Sabnam Jahan

LecturerCourse InstructorIndustrial Relation

Department of Management Studies

University of Dhaka.

Subject: Submission of the assignment on the leave and holidays with or without wages in

RMG sectors.

Dear Madam,

With great respect, we inform you that we have finally completed our report assignment. We haveprepared this assignment on the basis of the Labor Law Act-2006 in RMG sectors.

In preparing this assignment we faced some problematic situations and handled them carefully because

we believe these experiences will help in our future life.We want to thank you for having been given this report assignment and for giving us such opportunity of

facing such practical situations.

Finally we assure you that we tried our level best to make this assignment. Our assignment will be

successful if you give us any kind of advice about this assignment. For any more information please see

the references or for more details please call us. We noted that we would be available anytime for anyassistant in interpreting this report.

Sincerely yours

Group-06

B.B.A. 16th batch,Section B

Department of Management StudiesUniversity of Dhaka.


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Executive summary

The Ready Made Garments (RMG) sector is perhaps the most important component of the

industrial segment of the economy of Bangladesh. At present, there are about 5,300 (4,250) from woven

garments and 1,050 from knitwear) factories in operation, employing approximately 2.2 million people

in two divisions. The sector also supports various other allied sectors and sub-sectors like accessories

suppliers, and buying houses. Of the 2.2 million employees, the bulk happens to be factory workers of

various levels and virtually close to 10 million people of Bangladesh depend directly and indirectly on

the RMG Sector for their livelihoods. The lucrative investment opportunity in RMG sector has propelled

the overall industrial development of Bangladesh with positive impact on other sectors like various

service providers, manufacturing elements, and banking/financing houses.To have a practical idea, we

make a visit on 10 garment industries. The labor law act 2006 provides us with the laws and provisions

that a RMG sector must follow in order to ensure better workability and proficiency. We tried to prepare

our report by following the provisions of leave and holidays in the labor act-2006. Prior to the

promulgation of the Bangladesh Labor Law 2006, the total number of Acts and Ordinances in this field

was fifty, of which :

15 were enacted during the British regime

23 were enacted during the Pakistan regime, and

12 were passed after the independence of Bangladesh

Maternity benefits have been increased to 16 weeks and the qualifying service length has been

decreased to six months, but this benefit is limited only up to the birth of two living infants.

A total of 10 garment and dyeing factories, all situated in the Tongi and Uttara industrial estate, formed

the sample for this study, in an effort to better understand the labor law act they are following as well as

those environmental aspects that are particularly relevant for the garment and dyeing industry. Above

all, garment workers are deprived of the basic rights of getting leave and holidays.

From this study we also know are they following the labor law or are they abiding it. Also are theworkers satisfied with this labor law.


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1. Introductory part

Introduction:-

The RMG industry of Bangladesh has expanded dramatically over the last three decades.

Traditionally, the jute industry dominated the industrial sector of the country until the 1970s. Since the

early 1980s, the RMG industry has emerged as an important player in the economy of the country and

has gradually replaced the jute industry. The export-quota system1 in trading garment products played

a significant role in the success of the 1 Unilateral restriction, short-term arrangement (STA), long-term

arrangement (LTA), Multi fibre Arrangement(MFA) and finally the WTO Agreement on Textiles and

Clothing (ATC) are the chronological steps. Although Bangladesh is not developed in industry, it has

been enriched in Garment industries in the recent past years. In the field of Industrialization garmentindustry is a promising step. It has given the opportunity of employment to millions of unemployed,

specially innumerable uneducated women of the country. It is making significant contribution in the

field of our export income. That is why the Labor Law Act 2006 was introduced, which described all the

rules and regulation to protect the rights of Labors and workers in Bangladesh. The Ready Made

Garments sector has more potential than any other sector to contribute to the reduction of of poverty.

Despite the phenomenal success of the RMG sector the working conditions and leave and holidays with

or without wages of workers in the industry are cause for serious concern. Bangladeshs current position

as a leading garments exporting nation needs to be consolidated. The economy-wide reverberations of

failure would be disastrous. We believe it is in everybodys interest to sustain this industry an industry

which changed the lives of so many people, particularly women, in Bangladesh. Although Bangladesh is

not developed in industry, it has been enriched in Garment industries in the recent past years. In the field

of Industrialization garment industry is a promising step. The sector now dominates the modern

economy in export earnings, secondary impact and employment generated. It has given the opportunity

of employment to millions of unemployed, especially innumerable uneducated women of the country. It

is making significant contribution in the field of our export income. The Bangladesh Labour Act 2006

contains provisions regarding the rights of the employees. From those provisions Section

103,104,116,117,118 contains the rules regarding the leave and holiday policy of the workers. This

report will discuss the condition of this specific sight, that is, the condition of leave and holiday policy of

the RMG sectors of Bangladesh.


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Objective of the study

The goal of the project is to ensure adherence to (internationally accepted) Labor Law Act 2006.

The impact envisaged is an overall improvement of the lives of the RMG workers through improved

workers-employers relationships and increased awareness of workers rights, and globally accepted

social and environmental standards and Laws. It is premised that the workers need to be aware about

their rights so that they can claim their dues properly and are not exploited. The employers need to be

aware of providing good working environment, adequate and timely compensation, and structured

employment conditions, and to claim their rights to about leave and holidays with or without wages to

sustain and motivate their work force. Both, on the other hand, need to be responsible to the environment

and the community at large. Keeping these goals in mind, the objectives of this study are

(i) To better understand the Bangladesh Labor Act 2006

(ii) To find out the major areas of compliance issues in which the workers are not aware

(iii) To understand the provisions regarding the leave and holiday Act.

(iv) To better, understand the working condition of the workers of RMG sector of

Bangladesh.

(v) To analyze the implementation of the acts in the sector.

(vi) To get practical knowledge on the subject matter

(vii) To experience practical situation of the industries

(viii) To develop better strategies to disseminate information amongst employers and

employees in an effective manner.

(ix) To aware the workers about their rights and claim from the organization such as proper

leave and holiday for the workers.

(x) To find out the current status of the RMG sector workers, such as how they are doing in

the society.

(xi) To make them aware about the Labor Law Act, that there is a law that can protect their

rights.


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Methodology

This paper examines Labor Law Act 2006 in Bangladesh regarding theleave and holiday policy with or without wages and their importance and current condition from two

perspectives. Firstly,a comparative analysis Labor Law Act 2006 in Bangladesh regarding the leave and

holiday policy and secondly, how the RMG sectors are applying or following these laws in order to

protect the rights of their workers. The paper focuses not on the overall status of Labor Law Act rather it

focuses only a small segment, consists of workers Leave and holiday policy in Bangladesh .We also

described how it is a protective device used by the economically weaker sections against the exploitation

and oppression of the economically strong and also we can get a proper idea about the Labor Law in our

Country and its objectives.

Data collection for the Project has employed both primary and secondary sources, which includes:

Primary sources:-

Review of the Labor Law Act-2006 in Bangladesh.

From the internet and other sources.

Discussion between group members.

Secondary Source:-

Help from various text books

But most of all the important part of the method is by conducting field work and taking interviews of the

worker and talking with them face to face is another kind of experience for us. We have conducted field

work in the Savar DEPZ , Uttara and Tongi. In order to collect information of primary sources from

visiting 10 garment industries. We take three steps for collecting the information from the sources. The

steps are:

Step 1:- Taking information from workers

Step 2:- Taking information from the supervisor or manager

Step 3:- Taking information from observation


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Scope of the Study

The scope of this research is limited. Attempts have not been made to elaborate on the suffering

and plight of the workers; rather efforts have been made to identify

(i) areas where workers feel that they have insufficient knowledge or inadequate

exposure to the Labor Law; and

(ii) develop ways which could be effective in communicating with the workers.

The report covers an introduction on The Bangladesh Labor Law Act 2006, provisions regarding Leave

and holidays from the Act, a practical study on the implementation of the Act, analysis of the study and

at last, a brief comment of the study.

Limitations of the Study

Time had been the major limitation in preparing this report. It was mostly impossible to

interview the staff or management of the RMG manufacturing units, as they were apprehensive of

speaking with others asking about such questions. However, it was also difficult to assemble workers

after or during their working hours because they were tired and did not want to spend the evening after a

hard days work in answering questions. For the purpose of this paper, the primary study is limited to

depth interviews. No extensive rating/scoring/model has been used for reducing the length and

procedural details of the study. Results from samples of 10 garments or so participants have been

generalized for the entire industry on grounds that similar. We have, however, made an attempt to make

this report a comprehensive one so that the information-dissemination need assessment can be carried

out from one control point, i.e., this report. The report has some limitations because of some

methodological problem and confidentiality of the different organizations. As we collected informations

and data from primary sources, we have to go through some confidential matters. We have to take most

of the information from the workers of the organizations and they take a policy of giving everything

positively. Because each company has some issue with providing data rather them ask directly they like

to do this formally by taking permission form their higher authorities.


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2. Provisions Of Labor Act according to Bangladesh

Labor Act :-

The Bangladesh Labor Code, 2006 is one of the very recent laws with major overhauling

changes in the field of labor legislation. The laws, which this code has replaced, were mostly during the

British Colonial regime and Pakistan period and they were as many as 50 in number. Some words like

worker, employee, owner, employer etc had different meaning under different laws previously. In

this translation, we used worker and employer commonly throughout the work.

Workers Leave And Holidays

Daily Hours:

Section 100 makes a provision of 8 working hours a day for an adult worker, but an adult worker

may work 10 hours a day provided all the conditions of section 108 have been fulfilled. According to

that section, the employer is required to pay the worker, overtime, double the rate of her/his usual wages.

i.e. basic & dearness allowance, if any. The employer is also required to maintain an overtime register as

per the law.

Changes in the present law:

Daily hours has been reduced to 8 hours-a-day from previous 9 hours-a-day

Provisions of the new labor code:

Interval for rest is provided in the following manner:

1. One hour interval for rest or meal for six hours of work;

2. Half an hour interval for rest or meal for 5 hours of work.

Changes in the present law:No change has been made.

Weekly hours**


The new law makes a provision of total 48 (forty eight) working hours for a worker, but it can be

extended up to sixty hours, subject to the payment of overtime allowances as per section 108 of the law.

However, an average of 56 working hours per week in a year for a labour must not be exceeded under

any circumstances. But the new law makes a provision for exemption approved by the government if it

thinks so fit.


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* Section 101 of the Labor Law, 2006

** Section 102 of the Labor Law, 2006

*** Section 103 of the Labor Law, 2006

Changes in the new law:No change.

Procedure of leave :-

Section 10 of the act enunciates that a worker who desires to obtain leave of absence shall apply to

the employer for the same, in writing, stating his leave- address there in. The employer or his authorized

officer shall issue orders on the application within a week of its submission to two days prior to the

commencement of leave applied for, which ever is earlier. Provided that if, due to emergent reasons the

leave applied for the order shall be given on the same day. If the leave asked for is granted, a leave pass

shall be issued to the worker. If the leave is refused or postponed, the fact of such refusal or

postponement and the reasons thereof shall be recorder in writing in a register to be maintained by the

employer for the purpose. If the worker, after proceeding on leave, desires an extension there of, he

shall, if such leave is due to him, apply sufficiently n advance before the expiry of the leave to the

employer who shall, as far as practicable, send a written reply either granting or refusing extension of

leave to the worker to his leave-address.

Provisions regarding leaves of workers :

Plain grammatical meaning of the word leave in relation to an employee is voluntarily

leaving of the service by him. The labor act makes provisions for annual leave, casual and sick leave and

as per the maternity benefit act of 1939 the law provides the full pay maternity leave for the women

workers. On completing one year of continuous service, every adult worker shall be entitled to one day

of leave with pay for every 18 days of work in case of shop or commercial or industry or factory or road

transport agency. And one day of leave with pay for every 22 days of work in case of tea estate and one

day of leave with pay for every 11 days of work in case of newspaper employees. On completing one

year of continuous service, every young person worker shall be entitled to one day leave with pay for

every 15 days of work in case of factory, one day of leave with pay for every 18 days of work in case of


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tea estate and one day of leave with pay for every 14 days of work in case of shop or commercial or

industry. Every worker shall be entitled to 10 days of casual leave with full wages in a year. Every

worker shall be entitled to 14 days of sick leave with full wages in year.

Casual leave:

Provisions of the new labor law: Section 115 of the act ensures the right of casual leave which is

granted upon contingent situations such as sudden illness or any other urgent purpose. It should be

obtained on prior application unless the urgency prevents the making pf such application. As a

customary practice, casual leave is approved in most cases. Section 115 of the new labor law deals with

the provisions for casual leave of a worker. It makes a provision for 10 days casual leave with full

wages.

Sick leave:

Provisions of the new labor law: Sick leave, on the other hand, may be availed of on support of a

medical certificate. Management should not refuse the leave asked for if it is supported by a medical

certificate. No such leave shall be allowed unless a registered practitioner appointed by the employer,

and in the absence of such practitioner, any other registered practitioner certifies on examination that theconcerned employee is sick and needs leave as mentioned an the certificate for his treatment. According

to section 116 of the act, every worker except newspaper employees shall be entitled to sick leave with

full wages for a total period of 14 days in a year. All workers employed in a factory shall be entitled to

get 14 (fourteen) days sick leave with full average wages. Provided, such a leave shall not be granted

unless a Registered Physician employed by the employer or any other Registered Physician has certified

her/his illness.


Earlier laws provided for the same period of leave with half average wages, whereas, the new law makes

provisions for the sick leave to be one with full average wages. The requirement for certification by a

Registered Physician does not exist in the earlier laws. However, it has been added to the new law.

* Section 118 of the Labor Law, 2006

** Section 116 of the Labor Law, 2006


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Annual leave with wages:

Provisions of the new labor law:Entitlement of annual leave with pay for any adult worker under the

Bangladesh labour act of 2006 is in the case of a shop, commercial or industrial establishment or factory,

or transport establishment, one day for every eighteen days of work, in the case of a worker in a tea

plantation, one day for every 22 days of work and in the case of newspaper employee, one day for every

11 days of work actually performed by him during the previous period of 12 months continually.

According to section 117(2) of the act, new labor law deals with the provisions for annual leave with

wages. The section provides as follows:

1) Each worker, who has completed one year of continuous service in a factory, shall be allowed

during the subsequent period of twelve months leave with wages for a number of days calculated at the

rate of :-i) for adult workers, one day for every 18 (eighteen) days of work performed by her/him during

the previous twelve months;

ii) For adolescent worker, one day for every 15 (fifteen) days of work performed by her/him

during the previous twelve months.

2) An adult worker shall cease to earn any such leave when the leave due to her/him amounts to 40

(forty) days and an adolescent worker shall cease to earn the said leave when the leave due to her/him

amounts to 60 (sixty) days.

Festival holiday :

Provisions of the new labor law:

1) Every worker shall be entitled to eleven days festival-leave for every calendar year. The

employer shall, at the beginning of the year, fix the day and date of such leaves.

2) The employer may require any worker to work on a festival holiday provided that two days

additional compensatory holidays with full pay and one alternative holiday should be given to

her/him under section 103.



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Festival holiday has been increased by a day in the new labor law 2006.

Maternity leave :


In section 46 of the new labor law 2006 provisions have been created for maternity leave of 16 weeks (8

weeks before and 8 weeks after the delivery). But the law also makes a provision that no worker shall be

entitled to receive the benefit unless she has served under the owner for a minimum period of six months

prior to the notice of the probability of the delivery.

Provisions of the previous labor laws: Section 3 of the Maternity Benefits Act, 1939 provides

maternity leave of 12 weeks (6 weeks before and 6 weeks after the delivery).

Changes in present law:

The new law increases the maternity leaves to sixteen weeks from twelve weeks and decreases the

duration of the qualifying service period - for availing the benefit - to six months from 9 months. Also,

no maternity benefit shall be payable to any woman if at the time of her confinement she has two or

more surviving children.

3. Company Profiles :-


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In order to perform this report we went to 10 different garments to collect data about a workers

leave and holidays with or without wages. The profile of these garment sectors and our findings

regarding workers leave and holidays are given below :

a) Dada Garments Ltd:-

Name: Dada Garments Limited

Location: Uttara, Dhaka

Number of Employees: 1187

Address: Plot-23, Sect.6, Uttara C/A.

City: Dhaka

Phone: 8913042, 8813784, 8914825

Fax: 880-2-8913052

Establishment Settings regarding Leave and Holiday Policy :

Weekly Holidays 1 day

Sick Leave 14 days

Maternity leave 112 days

Casual leave 10 days

Earned Leave 1 days within 18 daysFestival Holiday 11 days

b) Simco Bangladesh Limited :-

Name: Simco Bangladesh Limited


Number of Employees: 600

Phone : 880-2-8921604, 8923829

Fax : 880-2-8923831

E-mail :[email protected]

mailto:[email protected]:[email protected]:[email protected]


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Sick Leave 14 days

Maternity leave 16 weeks

Casual leave 10 days (ANYTIME)

Earned Leave/ Annual Leave 20 days (1 day within 18 work days)

Festival Holiday 11 days (per year)

i) If anyone is absent for 10 days without notice then wages is deducted.

ii) If anyone does not take any leave then his/her leave is carry forward to next year and

one can enjoy up to 40 days of leave.

iii) Service benefit is given for this leaves.

c) The Rose Garments Limited :-

Name: The Rose Garments Ltd.

Location: Uttarkhan adarsha Para, Mazar Road

Number of Employees: 1200 (approximately)


Weekly Holidays 1 daySick Leave According to doctors orders (10-12days)

Maternity leave 3 Months


Earned Leave/ Annual Leave 5 days


i) Only work days wage is given, No wage is given for weekly holiday.

ii) Wage is deducted if anyone is absent from work . (per day 100 tk)

iii) Earned leave is not provided to the workers.iv) No festival holiday is given to the workers with different religion, rather they get only 6

days of festival holiday for Eid.

v) When there is no orders or work then the garments remain close and the work is done in

weekly holidays and festive holidays.

d) Kins collections Limited :-


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Name: Kins Collections Limited





Sick Leave 14 days





e) Chaity Group Limited :-

Name: Chaity Group Limited

Location: Ashique Complex, 43, Chalabon, AzampurUttara

Number of Employees: 723 (proxiametely)Phone: 880 2 8923670

Fax: 880 2 8913701

Web: http://chaity.sigmabd.com



Sick Leave According to doctors orders (10-12days)



Earned Leave/ Annual Leave 28 days (1 day within 18 work days)Festival Holiday 11 days (per year)

i) If anyone gets sick then he/she is relieved from duty immediately.

ii) Wage is deducted if anyone is absent from work willingly. (per day)

f) Nimmi Apparels Limited :-
http://www.bdyellowbook.com/go/18018/373536343e37343033613b663266373037353664353536373661376237353236373437623e65346537313b65373036323761http://www.bdyellowbook.com/go/18018/373536343e37343033613b663266373037353664353536373661376237353236373437623e65346537313b65373036323761


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Name: Nimmi Apparels Limited


Number of Employees: 600 (Approximately)



Sick Leave 14 days





g) Simco Dresses Limited :-

Name: Simco Dresses Limited

Location: Uttara, Gazipur

Number of Employees: 670 (Approximately)



Sick Leave 14 days







h) Fashion Apparels Ltd :-


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Name: Fashion apparles Ltd.

Location: Razzak Tower, Purba tek, Mazar Road




Sick Leave 9 days

Maternity leave 3 Months

Casual leave -------

Earned Leave/ Annual Leave 6 days




i) Hazrat Amanat Shah Spinning Mills Ltd :-

Name: Hazrat Amanat Shah Spinning Mills Ltd

Address: Ali Bhaban (5th Floor) , 9, Rajuk Avenue, Motijheel C/A. City: Dhaka-1000

Phone: 880-2- 7170674, 7176213, Cell: 0174435235

Fax: 880-2-7176130Factory: Vatpara, Narsingdi.




Sick Leave 14 days


Casual leave 10 days (ANYTIME)Earned Leave/ Annual Leave 20 days (1 day within 18 work days)


j) Sinha Textile Ltd :-


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Name: Sinha Textile Ltd.

Address: Kachpur, Narayangong.

Number of Employees: 2000 (approxiametely)



Sick Leave 14 days





These are the 10 garment industry we visited. After visiting these Garment factory we collect the data.

We asked Questions to the authority about their leave and holiday policy. They all said that abide the

law. But in reality the picture is different. We also asked some straight question to the workers regarding

their leave and holiday policy. And they all disagree with the managements answer. They may get some

benefits like sick leave, festival leave but in case of annual leave, casual leave and weekly holiday they

do not get enough facilities.

4. Findings about the Study :-


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After conducting our interview we find some drawbacks that helps us to understand the why

the Labor Law Act is not abided by the RMG sectors. These findings are as follows :-

1. Lack of Government Policy :- The government of our country does not pay much attention to thesesector. Because of that the Labor law policy is not followed by everyone. Not only the Leave and

Holiday Policy but also all other provisions are needed to modified.

2. Trade union does not pay much attention : The trade unionof RMG Sectors does not pay much

attention towards Leave and holiday policy. Their main attention is toward wage an bonus. They ignore

it because as long as they get paid nothing else matter.

3. Authorities does not follow the Labor Law Act . The authorities does not follow the Labor Law Act

Because they think there is no one to blame him and also the authorities think that the worker are

illiterate, so they would not understand a thing .

4. Low awareness of the workers. The workers who are working in the RMG industry are Not aware

about the Labor Law Act or any other act that protect their rights. Because of their lack of awareness the

authorities take the opportunity to make them work as a puppet.

5. Lack of education : More than 74% of the workers are illiterate. So they have little or no Knowledge

at all about the importance of education.. If they have education then they can gain their right .

6. The Labor Law Act is Backdated. The labor law we use for RMG sectors are Backdated and not

modified at all. The labor law act we use are not suitable compare to the modern world. The Bangladesh

Labour Code, 2006 is one of the very recent laws with major overhauling changes in the field of labour

legislation. The laws, which this code has replaced, were mostly during the British Colonial regime and

Pakistan period and they were as many as 50 in number. So the change and modification of the Labor

Law Act is a crying need. Factory law of 1965 should be enforced with slight modification in all the garments

industries. This modification should consider the present situation

of the county as well as changing global environment.


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7. The Government does not monitor the RMG Sector . Because of that many garments are doing as

they please with workers. The workers are suffering with low wages, no leave and maternity benefits

because there is no one to monitor them about their conditions.

8. Deduction of wages . According to the Labor Law Act the provision for wage with leave is allowed.

But in many Garment factory this rule is not followed. The wage is deducted from the salary if anyone

take leave. Even weekly holiday is not added.

9. Festival Holiday. Festival holiday is for 11 days according to the law. But for other worker who have

different religion does not get any holiday for their festivals. The festival holiday they get is Eid Day.

10. Maternity Leave. Maternity leave is not allowed in many Factories. Some may follow the rule about

paying the maternity benefit with wages but some take it too far. A maternal leave means a less worker

and wage is given for free. Because of this many workers are suspended or released from their jobs.

11. Casual Leave. Casual leave is not allowed to the workers at all. Because it is bad for the authorities.

Moreover the wage is deducted. For Example :

Wage 3000/= Per month. So the wage is :- (3000/30)=100 per day. So for absent or leave the

wage is deducted by :- (3000-100)=2900/=.

12. Compensation for weekly holiday. No compensation is given for weekly holiday. The workers get

their wages based on work days. In one month there are four weekly holidays and the workers get only

26 days of wages. If anyone do work on holidays then it count as overtime not as wage. 72% of workers

dont get entitled leave. According to workers, processing of leave is a hassle.

However, 96% of workers said that leaves were granted without wage.

13. Working in Holidays. When there is no work or orders the Garments remain close. But no wage is

given to the workers for closing days. Rather they have to work in holidays or festival holiday to make

up for the loss time. But do not get any compensation for working in holidays.

5. Statistical Analysis Of the Study :-


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The statistical analysis for the study is depend on the Questionnaire we made for conducting the

research. The answer of the questions are statistically analyzed.

Here we divided the Garments Factory according to their answer and Knowledge.

Figure :- Level Of Awareness

Level of Awareness

Level of Awareness about the provisions of Holidays and Leave of the Bangladesh Labor Law

Act, 2006 ?

A. Very Low B Low. C. No Comment D. High E. Very High

Here,

5 Stands for Very High

4 Stands for High3 Stands for No Comment

2 Stands for Low

1 Stands for Very Low

DADA

SimcoBangladesh

KinsCollection

ChaityGroup

SimcoDresses

NimmiAppre

als

TheRose

Fashion

AmantShah

Sinha

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

DADA Simco Bangladesh Kins Collection Chaity Group Simco Dresses Nimmi Appreals The Rose Fashion Amant Shah Sinha


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The following data Provides the percentage of dismissal in a Garment Industry :-

Respondent Percentage (%)

Factory closure 1 3.7

Absence without notice 6 22.2

Absence for sickness 16 59.3

Factory relocation 3 11.1

Conflict with management 1 3.7

Total 27 100.0

Figure: Reason for dismissal by factory


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6. Recommendations:-

After analyzing the Act, experiencing the real fact from the organizations visited we can say that

the leave and holiday System of RMG sector should be organized with more industrial settings and by

the effort of both the owner and worker community.

1. Government must take necessary initiatives like upgrading the technical structure of the RMG

Sector. Beside these government must take necessary steps to improve the condition of the workers

leave and holiday policy.

2. Trade union can play a significant role in this provision. Because the main aim of a trade union

is to se that the members are getting their rights according to what they deserve.

3. The authorities who run the RMG sector can also improve this system by abiding the Labor

Law Act. So the workers can be benefited from this. Beside this can also reduce the cause of future

conflict between the Labor and authorities.

4. The workers, often did not know what kind of leave/rest they were entitled to and therefore,

could not claim for leave/other rest and recreation emoluments properly. So by creating awareness

among the workers can help the leave and holiday policy to male sure that the workers are getting it.

5. The laws, which this code has replaced, were mostly during the British Colonial regime and

Pakistan period and they were as many as 50 in number. So the change and modification of the Labor

Law Act is a crying need. Factory law of 1965 should be enforced with slight modification in all the

garments industries. This modification should consider the present situation of the country as well as

changing global environment. Modification of the current law can change the course of the Labor

Industry.

6. Maternity benefits, rest and recreation amenities, child care facilities, hygiene facilities, leave

plans, etc should be provided to the female workers.

7. Government should create a monitoring team to monitor all the RMG sector, and see that the

workers are getting the leave and holiday that they deserve. Beside this monitoring team can also make

sure that the authorities are abiding the Law.


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8. A open discussion can help the workers to understand the Labor Law Act, that the

government created for them. A discussion can clear all the doubts and make them understand.

9. Education is another way to make them aware of their rights. Workers should be made aware

of their responsibilities alongside privileges/dues.

10. Information could be disseminated amongst the workers by posters, pocket books,

training materials, leaflets, programmes on the electronic media/TV spots, video

shows, seminars, workshops, training programs, etc.

11. Workers need to know the core information of national Labour laws related to basic

rights of workers.

12. The core learning areas and information cycle for workers could be concentrated to:

o Leaves and holidays

o Working hours

o Minimum wages and other benefits

o Appointment Letter

o On time payment

o Occupational Healtho Occupational safety

o Working Environment

o Grievance procedure, etc.


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The Ready Made Garments industry of Bangladesh has been playing an important role in our

economy in terms of employment and export earnings. This sector accounts for 76% of total foreign

exchange earnings of the country. It employs about 180,000 managers and 1.8 Million workers, of whom

1.4 Million are women. In Bangladesh, the RMG industry has emerged as a major economic sector and

has had its impact on the financial services sector, communications, transportation, and on other related

industries. Above all, we can go for a conclusion that, the workers of the industries are now under-

privileged. The Ready Made Garments sector has more potential than any other sector to contribute to

the reduction of of poverty. Despite the phenomenal success of the RMG sector the working conditions

and wages of workers in the industry are cause for serious concern. The Labor Law act should provide

the guide line about how a garment factory should work, What are the garment workers rights etc.

Moerover the it determines the how a worker should be treated. Today the garment workers are sufferingfrom leave and holiday policy. They does not get their leave and holiday, money is deducted from their

main wages. They do not get suffuicient festival Leave. Sometime they have to work in a holiday. It is

high time we realise the importance of the labor law. So necessary steps muct be taken to improve the

labor law so the workers of the RMG sectors can get their rights. Above all we can say that the leave and

holiday policy is important for the workers. The LLAbor Law Act is Important also, but it needeed tobe

modified.

Appendix


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Demographic Characteristics of the respondent

Age . Gender: A. Male B. Female

Institutional Data

No. of employees:

1. Does your industry follow the Labor Law Act 2006?

A. Yes B. No

2. There are three provisions 103.104 and 118 about the leave and holidays. Does your industry or youare aware of that ?

A. Yes B. No

3. What is the Working hour of an adult worker working in your industry ?Ans:-

4. What is the break system for an adult worker working in your industry ?

Ans:-

5. There are different provision by the government in a Labor Law Act, Does your industry follow these

provisions while giving break to the worker?Ans:-

6. Do you get any Weekly holiday ? If not then do you get any overtime for that day ?

Ans :-

7. If anyone fall sick during working hours, does he/she get to leave ?Ans :-

8. What is the Compensatory weekly holiday for a worker ?Ans :-


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9. How much day a worker can take leave from work ?

Ans :-

10. Do you know that your industry is obliged to pay you during the leave and holidays?

Ans:-

11. Do you get overtime during working in a holiday ? (exp : Weekly Holiday)

Ans:-

12. What is the Festival holiday for a worker ?

Ans :-

13. Is the Festival holiday is appropriate for other religions too ?Ans :-

14. a) What about the rules of casual leave and sick leave ?

Ans :-

b) Does your company allow you to take any casual leave during working hours ?Ans :-

15. a) What about the rules of annual leave ?

Ans :-

b) Did you get paid while you are on leave ?

Ans :-

16. What about the rules of Maternity leave for female workers and how much day?

Ans :-

17. What is the procedure of leave policy in your industry ?

Ans :-

18. If anyone stop coming to work without noticing the authority then what happens ?


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25. Does your Industry pay you for taking a leave without their concern ?Ans:-

26. What are results/punishments for taking a day off without the authorities concern ?

Ans:-

Level of Awareness

Level of Awareness about the provisions of Holidays and Leave of the Bangladesh Labor Law Act,2006

?

A. Very High B. High C. No Comment D. Low E. Very Low

Questionnaire-2

1. Do you get your Weekly holiday ?

A. yes B. no

2. a) Do you get your Festival holiday ?

A. yes B. no

b) How much day you get for festival holiday ?

Ans:-

3. Did you get paid for you weekly holiday ?

A. yes B. no

4. a) Is sick leave available for you worker ?

A. yes B. no

b) How much day do you get for sick Leave ?

Ans:-

5. a) Did you get any annual leave ?

A. yes B. no

b) How much day do you get for Annual Leave ?

Ans:-

6. Does the female workers get the maternity leave?


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A. yes B. no

7. Do you get any maternity benefits ?

A. yes B. no c. Sometimes

8. What are the waging procedure of your industry?

Ans:-

9. Does your industry allow you to have casual leave ?

A. yes B. no c. Sometimes

10. Are you satisfied with the leave and holiday policy of your industry ?

A. Yes B. No c. No comment

11. Are you aware of the Labor Law Act in our country ?

A. Yes B. No


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References :

1. Bangladesh Labor Act-2006. By Dr. Zulfiquar Ahmed.

2. The Labor Law Act-2006.

3. Bangladesh Labor Law (amendment) 2010.

4. Labor Policy -2010 (Draft)


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industrial relation 2

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