Assignment on The provision of International/

national labour act follow by the readymade

garments (RMG) industry of angladesh!
Submitted to
Md. Jahid Hassan
Lecturer of FBA
Eastern University
Submitted by
Md. Shahidul Islam
ID !"#$!!!%$
&rou'#
Eastern University
Date of Submission: 23.12.20012

Table of content
Aim
Aim #
Objective #
Body part (
Conclusion $$
Reference $$
Appendix $#
My aim is to find out the labor actfollow by the readymade garments (RM! industry of
"angladesh.
Objective:
#hat is the current situation of RM sector$
%re they follow labour act$
&abour are follow the act$
#hat should we do$
' go to %l(muslim garments &td. 1) edda* +arana,ara* ulailSa-ar* Dha.a* "angladesh.
/hone (000(2!11)3230(40)* 5a6((000(2!11)202)* #ebsite( www.al(muslimgrou,.com
7o com,lete this re,ort Syed Md. 5erdous %sst. general manager 8R9 com,liance* 8e
hel, me a lot. ' sur-ey 2 wor.ers to com,lete this re,ort.
Body Part:
Identity card
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
LAW:
Letter of Appointment and Identity Card:=o em,loyer shall em,loy any wor.er without
i-ing
such
wor.er a
letter of
a,,ointment and e-ery such em,loyed wor.er shall be ,ro-ided with
%n identity card with ,hotogra,h.
%l(Muslin arments &td. /ro-ide identity card for their labour.
yes
)
(
#
$
*
!
Provide service book
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid no 2 100.0 100.0 100.0
no
)
(
#
$
*
!
LAW:
'f the ser-ice boo. handed o-er to the wor.er or the du,licate thereof maintained by him is lost
by the wor.er* the em,loyer shall ,ro-ide him with a du,licate ser-ice boo. at the cost of the
wor.er.
%l(Muslin arments &td. Do not ,ro-ide ser-ice boo..

Leave for labor
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes ) 00.0 00.0 00.0
no
1 20.0 20.0 100.0
7otal
2 100.0 100.0
no yes
(
#
$
*
!
LAW:
Procedure for leave :(1! % wor.er who desires to obtain lea-e of absence shall a,,ly to the
em,loyer for the same in writing stating his lea-e address therein.
(2! 7he em,loyer or his authoresses officer shall issue orders on the a,,lication whthin seen days
of
the a,,lication or two days ,rior to the commencement of lea-e a,,lied for* whiche-er is earlier>
/ro-ided that if due to urgent reasons the lea-e a,,lied for is to commence on the date of
a,,lication or within three days thereof the order shall be gi-en on the same day.
(3! 'f the lea-e as.ed for is granted* a lea-e ,ass shall be issued to the wor.er.
()! 'f the lea-e as.ed for is refused or ,ost,oned the fact of such refusal or ,ost,onement* and
the
reasons thereof shall be communicated to the wor.er before the date on which the lea-e was
e6,ected to be commenced. and shall also be recorded in a register to be maintained by the
em,loyer for the ,ur,ose.
(2! 'f the wor.er* after con-incing of lea-e* desires an e6tension thereof* he shall* if such lea-e is
due to him* a,,ly sufficiently in ad-ance before the e6,iry of the lea-e to the em,loyer who
shall*
as far as ,racticable send a written re,ly either granting or refusing e6tension of lea-e to the
wor.er
to his lea-e(address
%l(Muslin arments &td. i-e lea-e for labour.
Provide for retrenchment
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 3 40.0 40.0 40.0
no
2 )0.0 )0.0 100.0
7otal
2 100.0 100.0
no yes
#.!
$.)
$.!
*.)
*.!
!.)
!.!
LAW:
etrenchment :(1! % wor.er em,loyed in an establishment may be retrenched from ser-ice
on the ground of redundancy.
(2! =o wor.er who has been in continuous ser-ice for not less than one year under an em,loyer
shall be retrenched by the em,loyer unless(
(a! 7he wor.er has been gi-en one month?s notice in writing* indicating the reasons for
retrenchment* or the wor.er has been ,aid in lieu of such notice* wages for the ,eriod of notice>
(b! a co,y of the notice is sent to the chief 'ns,ector or any other officer authori@ed by him
and also to the collecti-e bargaining agent in the establishment* if any> and
(c! he has been ,aid* com,ensation which shall be e:ui-alent to thirty days wages or
gratuity for e-ery com,leted year of ser-ice if any* whiche-er is higher.
(3! =otwithstanding anything contained in sub(section (2!* in the case of retrenchment of a
wor.er
under section 14(1!* no notice as mentioned in sub(section (2! (a! shall be necessary> but the
wor.er
so retrenched* shall be ,aid fifteen days wages in addition to the com,ensation or gratuity* as the
case may be* which may be ,ayable to him under sub(section (2! (c!.
()! #here any wor.er belonging to a ,articular category of wor.ers is to be retrenched* the
em,loyer shall* in the absence of any agreement between him and the
%l(Muslin arments &td. i-e establishment.
Punishment for convection
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
yes
)
(
#
$
*
!
LAW:
Punishment for conviction and misconduct :(1! =otwithstanding anything regarding lay(off*
retrenchment* discharge and termination of ser-ice as ,ro-ided elsewhere in this %ct* a wor.er
may
be dismissed without ,rior notice or ,ay in lieu thereof if he is(
(a! con-icted for any criminal offence > or
(b! he is found guilty of misconduct under section 2).
30
(2! %ny wor.er found guilty of misconduct may* instead of being dismissed under sub(section
(1!*
in consideration of any e6tenuating circumstances* be awarded any of the following
,unishments*
namely:
(a! Remo-al>
(b! Reduction to a lower ,ost* grade or scale of ,ay for a ,eriod not e6ceeding one year>
(c! Sto,,age of ,romotion for a ,eriod not e6ceeding one year>
(d! #ithholding of increment for a ,eriod not e6ceeding one year>
(e! fine>
(f! sus,ension without wages and subsistence allowance for a ,eriod not e6ceeding se-en
days>
(g! censure or warning.
(3! % wor.er who is dismissed under sub(section (1! or remo-ed as a measure of ,unishment
under
sub(section (2! (a! shall* if his continuous ser-ice is not less than one year* be ,aid by the
em,loyer
com,ensation at the rate of fourteen days wages for e-ery com,leted year of ser-ice* or gratuity*
if
any* whiche-er is higher>
/ro-ided that no com,ensation shall be ,ayable if the wor.er is dismissed for misconduct as
s,ecified in sub(section ()! (b!
()! 7he following acts and omissions shall be treated as misconduct (
(a! willful insubordination or disobedience* whether alone or in combination with others to any
lawful or reasonable order of a su,erior>
(b! theft* fraud or dishonesty in connection with the em,loyer?s business or ,ro,erty>
(c! ta.ing for gi-ing bribe in connection with his or any other wor.er?s em,loyment under the
em,loyer>
(d! habitual late attendance>
(f! habitual breach of any law or rule or regulation a,,licable to the establishment>
(g! riotous or disorderly beha-ior in the establishment* or any act sub-ersi-e of disci,line>
(h! habitual negligence wor.>
(i! habitual breach of any rule of em,loyment* including conduct or disci,line* a,,ro-ed by the
chief 'ns,ector>
(A! falsifying* tam,ering with* damaging or causing loss of em,loyers official records.
(2! 'f a wor.er who is dismissed from ser-ice under sub(section (1! (a!* is ac:uitted on an a,,eal*
he
will be reinstated to his original ,ost without bac. wages or to any new ,ost suitable to him> and
if
such reinstatement is not ,ossible* he shall be ,aid com,ensation at the rate ,ayable to a ,erson
on
discharge e6cluding the com,ensation already ,aid to him for his dismissal.
%l(Muslin arments &td gi-es ,unishment if any wor.er creates -aliance.
Provision relatin! to fine
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
yes
)
(
#
$
*
!
LAW:
"pecial provisions relatin! to fine :(1! =o fine e6ceeding one(tenth of the wages ,ayable to a
wor.er in res,ect of a wage(,eriod may be im,osed in any one wage(,eriod on any wor.er.
(2! =o fine shall be im,osed on a wor.er who is under the age of fifteen years.
(3! =o fine im,osed on any wor.er shall be reco-ered from him by installments or after the
e6,iry
of si6ty days from the day on which it was im,osed.
()! B-ery fine shall be deemed to ha-e been im,osed or the day of the commission of the offence
in
res,ect of which it was im,osed.
32
(2! %ll fines and all reali@ations there of shall be recorded in a ,rescribed register to be .e,t by
the
em,loyer and all such reali@ations shall be s,eeded only to such ,ur,oses beneficial to the
wor.ers
em,loyed in the establishment.
%l(Muslin arments &td. 'f any wor.er miss one day * com,any cut there salary.
#mployment of children
LAW:
Prohibition of
employment of children
and adolescent :(1! =o child shall be em,loyed or
,ermitted to wor. in any occu,ation or establishment.
(2! =o adolescent shall be em,loyed or ,ermitted to wor. in any occu,ation or establishment
unless(
(a! a certificate of fitness in the ,rescribed form and granted to him by a registered medical
,ractitioner is in the custody of the em,loyer > and
(b! he carries * while at wor.* a to.en gi-ing a reference to such certificate.
(3! =othing in this sub(section (2!* shall a,,ly to the em,loyment of any adolescent in any
occu,ation or establishment either as an a,,rentice or or the ,ur,ose or recei-ing -ocational
training therein:
32
()! 7he o-ernment may* where it is of o,inion that an emergency has arisen and the ,ublic
interest
so re:uires* by notification in the official a@ette* declare that the ,ro-isions of this sub(section
(2!*
shall not be in o,eration for such ,eriod as may be s,ecified in the notification.
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 3 40.0 40.0 40.0
no
2 )0.0 )0.0 100.0
7otal
2 100.0 100.0
%l(Muslin arments &td ha-e child labour. 7his is ageist law.
esection of adolescent
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes ) 00.0 00.0 00.0
yes
1 20.0 20.0 100.0
7otal
2 100.0 100.0
yes yes
(
#
$
*
!
LAW:
estriction of employment of adolescent in certain $ork :=o adolescent shall be allowed in
any establishment to clean* lubricate of adAust any ,art of machinery while that ,art is in motion
or
to wor. between mo-ing ,arts* of any machinery which is in motion.
%l(Muslin arments &td also ha-e adolescent.
Workin! on dan!erous machine
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
yes
)
(
#
$
*
!
LAW:
#mployment of adolescent on dan!erous machines :=o adolescent shall wor. at any
machine unless(
(a! he has been fully instructed as to the dangers arising in connection with the machine and the
,recautions to be obser-ed* and(
(b! has recei-ed sufficient training in wor. at the machine* or is under ade:uate su,er-ision by a
,erson who has thorough .nowledge and e6,erience of the machine*
34
(2! 7his ,ro-ision shall a,,ly to such machines as may be notified by the go-ernment to be of
such a dangerous character that an adolescent ought not to wor. at them unless the re:uirements
of sub(section (1! are com,lied with.
(3! 7he o-ernment may from time to time ,ublish in the official ga@ette the list such of
ha@ardous wor.s where* no adolescent shall be em,loyed.
Interval of rest
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
yes
)
(
#
$
*
!
La$:
Interval for rest or meal :%ny wor.er in any establishment shall not be liable to wor. either(
(a! for more than si6 hours in any day unless he has been allowed an inter-al of at least one
hour during that day for rest or meal>
(b! for more than fi-e hours in any one day unless he has been allowed an inter-al of at least
half an hour during that day for rest or meal> or
(c! for more than eight hours unless he has had an inter-al under clause (a! or two such
inter-als under clause (b! during that day for rest or meal.
%l(Muslin arments &td gi-e time for rest or meal.
Work in ni!ht shift
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
LAW:
%i!ht shift: #here* an adult wor.er in an establishment wor.s on a shift which e6tends
beyond midnight:
(a! for the ,ur,oses of section 103 a holiday for a whole day shall mean in his case a ,eriod
of twenty(four consecuti-e hours beginning from the end of his shift> and
(b! the following day for him shall be deemed to be the ,eriod of twenty(four consecuti-e
hours beginning from the end of this shift and the hours he has wor.ed after midnight
shalle counted towards the ,re-ious day
yas
)
(
#
$
*
!
%l(Muslin arments &td ha-e some wor.er who wor. at night shift.
Allo$ance
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
yes
)
(
#
$
*
!
LAW:
#&tra'allo$ance for overtime :(1! #here a wor.er wor.s in an establishment on any day or
wee. for more than the hours fi6ed under this %ct* he shall* in res,ect of o-ertime wor.* be
entitled
to allowance at the rate of twice his ordinary rate of basic wage and dearness allowance and ad(
hoc
or interim ,ay* if any.
(2! #here any wor.er in an establishment are ,aid on a ,iece rate basis the em,loyer* in
consolation with the re,resentati-es of the wor.ers* may* for the ,ur,oses of this section* fi6 time
rates as nearly as ,ossible e:ui-alent to the a-erage rates of earnings of those wor.ers* and the
rates
so fi6ed shall be deemed to be the ordinary rates of wages of those wor.ers.
(3! 7he go-ernment may ,rescribe registers to be maintained in an establishment for the ,ur,ose
of
securing com,liance with the ,ro-isions of this section.
%l(Muslin arments &td ,ro-ide e6tra ,ayment for o-ertime.
Casual and sick leave
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 3 40.0 40.0 40.0
no
2 )0.0 )0.0 100.0
7otal
2 100.0 100.0
no yes
#.!
$.)
$.!
*.)
*.!
!.)
!.!
LAW:
Casual leave :B-ery wor.er shall be entitled to casual lea-e the full wages for ten days in a
calendar year* and such lea-e shall not be accumulated and carried forward to the succeeding
year:
/ro-ided that noting in this section shall a,,ly to a wor.er em,loyed in a tea ,lantation.
"ick leave :(1! B-ery wor.er other than a news,a,er wor.er* shall be entitled to sic. lea-e
with full wages for fourteen days in a calendar year.
(2! B-ery news,a,er wor.er shall be entitled to sic. lea-e with half wages for not less than
oneeighteenth
of the ,eriod of ser-ices.
(3! =o such lea-e shall be allowed unless a registered medical ,ractitioner a,,ointed by the
em,loyer or* if no such medical ,ractitioner is a,,ointed by the em,loyer* any other registered
medical ,ractitioner* after e6amination* certifies that the wor.er is ill and re:uires sic. lea-e for
cure or treatment for such ,eriod as may be s,ecified by him.
()! Such lea-e shall not be accumulated and carried forward to the succeeding year.
%l(Muslin arments &td don?t gi-e any casual lea-e.
(ealthy payment
LAW:
)i&ation of $a!e'periods :(1! B-ery ,erson res,onsible for the ,ayment of wages under
section 121 shall fi6 ,eriods* to be called wage ,eriods* in res,ect of which such wages shall be
,ayable.
%ll wor.er said that they are not ,aid healthy ,ayment but %l(Muslim arments &td
gi-e the basic wage that fi6 by the go-ernment .
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid no 2 100.0 100.0 100.0
"e&ual harassment
5re:uency /ercent ;alid /ercent
<umulati-e
/ercent
;alid yes 2 100.0 100.0 100.0
yes
)
(
#
$
*
!
LAW:
Conduct to$ards female $orkers :#here any female wor.er is em,loyed in any wor. of the
establishment* irres,ecti-e of her ran. or status* no one of that establishment shall be ha-e with
the
female wor.er which may seem to be indecent or re,ugnant to the modesty or honour of the
female
wor.er.
'n %l(Muslim arments &td some female are harassed.
<onclusion:
Ready Made Garments sector is the largest source of foreign e"change
earning in angladesh and a largenumber of people is employed! #owever$ it
is evident that wor%ers are fre&uently creating unrest in this sector! 'oor
labour management such as lower wage rate$ late payment of wage$
inade&uate overtime allowance$ low house rent allowance$ gender
discrimination$ lac% of training$ inade&uate promotion$ high wor% load$
absence of e(ective performance appraisal$ poor relationship between
wor%ers and supervisors$ insu)cient safety and security condition$ relocation
among di(erent *oors$ lac% of self+respect$ lac% of wor%ers participation in
decision ma%ing! ,o we hope RMG sector follow the labour act and ma%e this
sector high pro-table!
Reference.
/! angladesh 0abour Act$ 1223
1! ,yed Md! 4erdous
Asst! general manager
#R5 compliance
6! www!google!com
7! www!wi%ipedia!com
8! www!al+muslimgroup!com
Appendi".
1. %fter Aoining* did your com,any ,ro-ide any identity card$
(a! Ces (b! =o
2. Did they ,ro-ide ser-ice boo. to you$
(a! Ces (b! =o
3. 's there any ,rocedure for lea-e$
(a! Ces (b! =o
). 's there any ,rocedure for retrenchment$
(a! Ces (b! =o
2. 's there any ,unishment for con-iction and misconduct that your com,any follow$
(a! Ces (b! =o
4. 's there com,any maintain any s,ecial ,ro-isions relating to fine$
(a! Ces (b! =o
1. 's there any ,rohibition of em,loyment of children and adolescent in your com,any$
(a! Ces (b! =o
0. Does your com,any follow restriction of em,loyment of adolescent in certain wor.$
(a! Ces (b! =o
3. 's there any em,loyment of adolescent on dangerous machines$
(a! Ces (b! =o
10. 's there any inter-al for rest or meal$
(a! Ces (b! =o
11. Do you wor. in night shift or o-er time$
(a! Ces (b! =o
12. 'n night shiftDo-er time* dose your com,any ,ay e6tra allowance$
(a! Ces (b! =o
13. 's there any casual lea-e and sic. lea-e in your com,any$
(a! Ces (b! =o
1). Do you thin.* you are ,aid a healthy ,ayment for ser-ice$
(a! Ces (b! =o
12. 's there any female wor.ers often face any se6ual harassment in your com,any$
(a! Ces (b! =o