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AN ASSESMENT OF THE LABOUR PRACTICE

A CASE STUDY ON AKPEN

DATE OF SUBMISSION 22 DECEMBER, 2013

BANGLADESH INSTITUTE OF MANAGEMENT SUB - CENTER : CHITTAGONG

CHANDGAON R/A

CHITTAGONG

BANGLADESH INSTITUTE OF MANAGEMENT

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Submitted by

1. MANIKA DHAR

Roll: 17/2012

Executive HR & Admin

AK Khan Pen fabric Company Limited

2. FARHANA ZAMAN

Roll: 13CH019

HR Executive

Jumairah Holdings Limited

3. MEETRA CHOWDURY

Roll: 13CH006

Deputy Manager HR & Compliance.

KDS Accessories

4. RUMANA RASHID

Roll: 13CH013

Executive

Aspect Ratio Creative Communication

THIS TERM PAPER IS SUBMITTED TO BANGLADESH INSTITUTE OF MANAGEMENT (BIM) AS PARTIAL FULFILMENT FOR THE P.G.D IN HUMAN RESOURCE MANAGEMENT.

Submitted to PROF MD MONIRUZZAMAN BHUIYAN,

Assistant Professor,

University of Chittagong.

Submitted to PROF MD MONIRUZZAMAN BHUIYAN,

Assistant Professor,

University of Chittagong.

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Preface

This is the term paper for PGDHRM course as a partial fulfillment of the course. The aim of this study is to determine the gap between theoretical principles and practical implication of unfair labour Practice in selected organization of Chittagong . At the end of the course, we though that it would be useful to make a (comparative) study on unfair labour practice practicing in the industries. Accordingly we have proposed our opinion to our guide, who has cordially accepted our idea. Thus I titled the study as “AN ASSESMENT OF THE LABOU PRACTICE “(A case study on AKPen)

The subject of our studies is vast. The study represents the analysis of the perception, observation and the information collected through questionnaires covering the present labour practice. The respondents were operators / workers. Special attention was given in this regards, to make the result of the research effective.

The study also highlight in what direction actions are needed for creating conditions congenial for sincere and whole-hearted co-operation of the operators people for increased productivity.

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Post Graduate Diploma in HUMAN RESOURCE MANAGEMENT Declaration

we do solemnly declare that this term paper submitted, in partial fulfillment of the requirements for the post Graduate diploma in Human Resource Management of Session 17/2012 & 2013 of Bangladesh Institute of Management, Chittagong, is the result of our research work and written in our own language. That no part of this term paper consists of writers and that all materials, borrowed or reproduced form other materials, copied of plagiarized from published or unpublished work of other published or unpublished source have either been put under quotation or duly acknowledged with full reference in appropriate place (S). we understand that the diploma, conferred on us, may be cancelled/withdrawn if subsequently it is discovered that this term paper is not our original work that it consists of materials copied/plagiarized or browed without proper acknowledgement.

1. MANIKA DHAR

ROLL NO -17/2012

EEXCUTIVE HR & ADMIN

AK KHAN PENFABRIC COMPANY LIMITED

2. FARHANA ZAMAN

ROLL NO – 13CH019

HR EXECUTIVE

JUMAIRAH HOLDINGS LIMITED

3. MEETRA CHOWDURY ROLL NO -13CH006

DEPUTY MANAGER HR & COMPLIANCE

……………………………………………………….. KDS ACCESSORIES

PROF. MD. MONIRUZZAMAN BHUIYAN 4. RUMANA RASHID

ASSISTANT PROFESSOR ROLL NO – 13CH013

UNIVERSITY OF CHITTAGONG EXECUTIVE

ASPECT RATIO CREATIVE COMMUNICATION

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Table of Contents

Letter of submissions

Letter of Authorization

Preface

Acknowledgement

Chapter -I ………………………………………………………… 8

Importance of the study

Objectives

Scope and benefits of the study

Methodology of the study

Chapter -II ………………………………………………………… 13

Introduction

Company profile of AKPen

Concept of fairness

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What is unfair labour practice

Chapter –III ……………………………..……………………….. 17

Back ground of labour practice Any employment relationship has three stages

Unfair conduct of an employer during the course of

employment

Types of unfair practice

Some example

Unfair labour practice on the part of employers

Unfair labour practice on the part of workers

Chapter – IV ……………………………………………………….. 29

The Actual Practice: The Picture of Truth

Questionnaires

Chapter – V ……………………………………………………..… 38

Findings

Recommendation

Conclusion

Bibliography

Reference

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Acknowledgement

At the very beginning of preparing the term paper, we express gratitude to the Bangladesh Institute of Management for kindly extending the opportunity to us for attending post Graduate Diploma course in Human Recourse Management for the session 2012 & 2013.

Then, we wish to express special and heartfelt sense of gratitude to the guide PROF. MD. MONIRUZZAMAN BHUIYAN, Assistant professor, Chittagong University for his valuable suggestions, instructions, encouragement, guidance and other necessary helps to prepare the term paper.

We are also indebted to the counselors and Guest speakers of BIM for their valued instructions and guidelines throughout the session.

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Chapter I

IMPORTANCE OF THE STUDY

One author has rightly said that 1+1 make an organization .An organization is a human grouping in which work is done for the accomplishment of some specific goal or mission. An organization is consisting of Men, Material, Money, and machinery among which the human resources are the indispensable component. Without the support of the people Machine remains idle, raw materials lie stacked and money gets tied up. It is human factor, which keeps the business in constant motion. For all type of staff, operator, workers and all the employee have lot of facilities which is define , declared by law, Bangladesh labour law-2006

Its very import that all employee are happy. Employee and employer s relation ship is sound or not. Its should be sound , perfect. All types of facility is consuming by worker or not. What actually happing, what should be its our motto. To find what which area is still backward.

It is very high time to build up the relation between employee and employer.

Yes , of course there are lot of gap between employee and employer. We should start practice now how to improved the relation . It will help the production lot of ways because employee are happy and they will work willingly.

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OBJECTIVES

Purpose & Objectives of the study

The term paper is the partial fulfillment of the PGDHRM course. It is also treated as the internship of the said course. The main objective and purpose is the study to gather the ideas about the tools, techniques and how to conduct survey for collecting primary data and information through questionnaires/observation from the selected organization for research work. Finally, the comparative statement has been made through statistical analysis.

The main objectives of the study are :

To find out the gap between theories and practical implication of the Labour practiced.

To find out constraints (problems and limitations) faced by the Human Resources Management practicing managers of the selected industries.

To compare which organization is more effective in labour practicing skillfully.

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Objective:

The objectives of Unfair Labour Practice are follows: a) It is concerned with the Workers Right (such as: Leave, Probation, Promotion,

ill Health of injury, Hours of work, Skill Development, Collective Bargaining) of the Organization.

b) It is concerned with the creation of conditions in which each employee is encouraged to make his best possible contribution to the effective working of the undertaking.

c) It is also concerned with the development of a sense of mutual respect and trust between management and workers through sound relations.

d) It endeavors to increase the productivity efficiency of the workers through decrease the gap between labour and management.

e) It rises to raise morale of the employees.

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SCOPE AND BENEFITS OF THE STUDY

In Bangladesh there are many Private & foreign industries under CEPZ like Modern Towel (BD) Ltd., Plot No. 9, 10 & 11, Sector-1, Lims (BD) Limited, Plot 3-7, Sector-7, Pasific Jeans Limited, Plot No. 16-19, Sector- 5, Chunji Industrial Co. Ltd, Plot No. 9-13, Sector-5, Mithun Knitting dyeing, Plot43, 44, 45 & 46, Sector- 4 and Youngone Group, Plot No.3-6, 11-16, Sector-2. Plot No. 7-20, Sector-3. Plot No. 9-20, Sector-7. All industries play an important role for the development of socio-economical condition of the country. Massive unemployment and cheaper rate of labour have allured the foreign investors to invest in industry. Skilled manpower is essential to run the business.

Therefore, we have tried to analyze how far the real practice from the law and it is practicing in the selected industry AKPen in Chittagong . In this Connection we have selected the following organization under the study.

AK KHAN PENFABRIC COMPANY LIMITED

AK KHAN GATE , NORTH KATTALI, PAHARTALI , CHITTAGONG

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METHODOLOGY OF THE STUDY

The methods followed in preparing the term paper are as follows:-

Questionnaire method.

Observation.

A Questionnaire was prepared covering each and every factors of labour practice. By recording the written answers of questionnaire supplied to the operators

(workers) of the selected organization and collected primary data/information.

To make the study much more realistic and meaningful observation method was also followed to have a clear understanding.

Secondary data was collected from files. The collected data and information were tabulated, processed and analyzed critically with a view to making the study informative and purposeful.

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Chapter II

INTRODUCTION

This study is about “unfair labour Practices” in 01 selected Private foreign industries in Chittagong . Before going for detail discussion I would like to clear the subject matter; we want to find out the present labour practice . what is should be and what is practicing. This company is 100 % export oriented . I have selected one multi national company A K KHAN PENFABRIC COMPANY LIMITED , Ak khan gate , North Kattali , Sagorika , Chittagong.

In this factory we have 6oo workers, most of them are female. Actually 90% female workers.

Name of the selected organization

State owned Industry and 100% export oriented

AK KHAN PENFABRIC COMPANY LIMITED we have gone to the close contact of the supervisors and some line leader of the above industry & discussed the relative matters of the study. Data / information have been collected through questionnaire & observations.

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COMPANY PROFILE

FACTORY NAME : AK KHAN PENFABRIC COMPANY FACTORY ADDRESS : AK KHAN GATE ,NORTH KATTALI, HOLDING NO.135/148 P.O.EAST FIROZSHAH COLONY, P.S. PAHARTALI,DHAKA-TRUNK ROAD, DIST.CHITTAGONG-4207,BANGLADESH. DATE OF INCORPORATION : 7TH JUNE 2010. OPERATION TO COMMENCE : 1ST APRIL 2011. MAIN PRODUCT/ : SPUN YARN, POLYESTER 100% MONTHLY PRODUCTION : CAPACITY 380 TONS @ AVERAGE YARN CAPACITY :COUNT 55.9, 63/2 – 63/3 PROCESS : SPINNING MAIN MACHINERY : * RING SPINNING 14832 SPINDLES 35 SETS * TWISTER 3240 SPINDLES 27 SETS MANPOWER : 600, (3 SHIFT IN 24 HOURS) LAND AREA : 38,000 SQ.M SHAREHOLDERS : AK KHAN, PENFABRIC. ISSUED & PAID UP CAPITAL : USD 10 MILLION. DESTINATION : 100% EXPORT.

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Concept of fairness

“Fairness can be used as a synonym for equitable, reasonable, impartial, just,

honest, balanced, according to the rules, right” . These entire synonyms contain a

high degree of ethical and moral notions and consequently so do the notion of

fairness. As such the notion of fairness is not only difficult to define but is also

flexible. Different people from different culture and backgrounds also might have

different views as to exactly what constitutes fairness. As Baxter points out,

fairness is a concept that is ambiguous and difficult to ascertain. Consequently its

meaning must be deduced with reference to surrounding circumstance.

What is Unfair Labour Practice ?

“Unfair labour practice” means any unfair act or omission that arises between an

employer and an employee involving—

(a) Unfair conduct by the employer relating to the promotion, demotion, probation

(excluding disputes about dismissals for a reason relating to probation) or training

of an employee or relating to the provision of benefits to an employee;

(b) The unfair suspension of an employee or any other unfair disciplinary action

short of dismissal in respect of an employee;

(c) A failure or refusal by an employer to reinstate or re-employ a former employee

in terms of any agreement;

The definition of unfair labor practices is comprehensive and includes a wide range

of acts. Unfair labor practices are defined as acts committed by employers or trade

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organizations that are contrary to the Bangladesh labour law. The laws that protect

against certain acts apply to a majority of the workers in the Bangladesh. Labor

law related to unfair practices in the workplace may vary for specific private-sector

employees, such as airline workers and railroad employees. Also, some public-

sector employees are subjected to other provisions.

The People's Republic of Bangladesh has many laws governing the relationship

between workers and employers, including the 1965 Employment of Labour Act

and the 1969 Industrial Relations Ordinance.

Interfere with two or more employees acting in concert to protect rights

provided for in the Act, whether or not a union exist

To dominate or interfere with the formation or administration of a labour

organization

To discriminate an employee from engaging in concerted or union activities

or refraining from them

To refuse to bargain with the union that is the lawful representative of its

employee.

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Chapter III

BACK GROUND OF LABOUR PRACTICE

The main concern of labour relation is on the relationships that exist between the

employer and the employee, and the labour practices that arise from the interests of

such relationships. Lot of times we found that employee are deprived from

various kind of facilities like – promotion, Transfer , Salary & Increment and many

more things. Sometimes employers like to do unlawful dismissal, termination.

In Bangladesh Labour Law 2006 there are some of sections to save, to enrich, to

have some right and facilities by the law, but the real face is different. If we check

the practice we will find out the discrimination. It’s very common that every year

20% of employee keeps quiet, 10% resign, 40% frustrate, and 30% lost their

motivation and 10 % unemployed by unfair labour practice.

Most of the 3rd world country‘s employee they are not happy with their current job

only for unfair practice of their employer.

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Any employment relationship has three stages:

1. A beginning : when the employee applies for employment

2. A middle : as long as the employment relationship continues

3. An end: when the employee is dismissed. Resigns or retires

Unfair conduct of an employer during the course of employment

1. Refusal to promote or demotion

2. Unfair conduct during the course of the probation period

3. Refusal to provide benefits or training

4. Unfair suspension

5. Disciplinary action short of dismissal such as warnings or suspension

without pay or transfer.

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Types of unfair practice

However, without an explanation of what "unfair" means the entire definition of an

unfair labour practice is meaningless.

For example, there are many fair actions relating to discipline and many unfair

ones. How do we distinguish between these, in addition to the definition of

"unfair" that I proposed above, it is useful to examine the way in which arbitrators

attempting to resolve labour disputes decide whether an act of an employer is fair

or unfair.

Some Example:

In the case of Bosman vs SA Police Services (2003 5 BALR 523) Bosman had

been selected as second best candidate by a selection committee for a promotion

and a black female had been selected as the first choice for the position. The SAPS

provincial commissioner then amended this selection decision recommending that

Bosman be first choice for the promotion. However, the committee decided that

the black female should be promoted for reasons of population group

representation.

However, the committee was unable to prove at arbitration:

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that the appointment of the black female would have promoted

representation, and

That the black female was the best suited candidate.

In the light of this the arbitrator found that the failure to promote Bosman was

unfair and ordered the employer to promote her. The "unfairness" decision here

was made on the basis that:

Bosman was the best candidate and therefore had the right to be promoted,

and

The decision to promote the black female was inappropriate because she was

not the best candidate and there was no proof that her promotion would have

served the purpose of affirmative action.

A further problem plaguing arbitrators at the CCMA and bargaining councils

is having to decide what does and does not constitute an unfair labour

practice. This problem is so complex that arbitrators are sometimes unable to

agree with each other as to what actions do and do not fall under this

definition.

For example, in the case of SAPU obo Louw vs SAPS (2005, 1 BALR 22)

the arbitrator found that failure to pay the employee a merit award did fall

within the definition of an unfair dismissal. This is despite the decision of

another arbitrator made at the same forum a little earlier that payments of

merit awards do not fall into the definition of unfair labour practices.

Yet another question is how the arbitrator rectifies an unfair dismissal. It

appears that arbitrators are required to try to put the employee back in the

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same position he/she would have been in had the unfair labour practice not

occurred.

For example, in Kwepile vs Department of Foreign Afairs (2005, 12 BALR

1225) the employee was unfairly recalled from overseas duty before his term

of duty had expired. The arbitrator ordered the employer to pay the

employee for those benefits he would have received between the date of

premature recall and the scheduled end date of his term at the overseas

office.

At the root of many "unfair"' practices is the employer's attempt to gain

something. There is nothing wrong per se with an employer gaining

something, as long as the employee does not lose out unfairly as a result.

Thus, an employer is entitled to protect its interests or save money by

disciplining an employee or changing the employee's benefits provided that

the discipline is merited or the loss to the employee is justified.

As always, the challenge for the employer is to judge when its actions are

merited and justified. Due to the complexity of the law such judgment

cannot be done via guesswork. Every employer must therefore obtain

comprehensive and in-depth expertise in labour law via the use of a

reputable labour law expert and via training of all levels of management in

the application of labour law.

Another example can be given in the perspective of Bangladesh workplace.

That is a female employee after conceiving baby does not get confirmed and

does not get any kind of maternity benefits from the company though she

has completed working period of one year and two months in the company.

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Rather she is threatened by saying that she can lose her job because of

getting baby immediately after joining. It is catastrophic that she is found

working after ten days of her delivery. Whereas as per BLA 2006, every

woman employed in an establishment shall be entitled to and her employer

shall be liable for, the payment and leave of maternity benefit in respect of

the period of eight weeks preceding the expected day of her delivery and

eight weeks immediately following the day of her delivery . Provided that a

woman shall not be entitled to such maternity benefit unless she has worked

under the employer, for a period of not less than six month immediately

preceding the day of her delivery. This is a clear and shocking example of

discrimination as well as Unfair Labour Practice.

1. Unfair practice “benefits”

Many benefits that are payment in kind form part of the essentially (essential

aspects) of practically all contemporary employment contracts. Many extras are

given to employees as a quid pro quo for services rendered just as much as a wage

is given as a quid pro quo for services rendered. The cost-to-company package has

become, for many employees and employers, a standard contract of employment.

Extras are often important issues during the negotiation of contracts of

employment and the link between salaries or wages and benefits or extras is

illustrated by the fact that contributions to medical aid schemes and pensions and

provident schemes are often agreed to on the basis of a ‘salary sacrifice’ because

this is a tax effective way of structuring an employment package.”

There are many employer and employee rights and obligations that exist in many

employee benefit schemes. In many instances employers enjoy a range of

discretionary powers in terms of their policies and rules.

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2.Unfair labour practice “ remuneration”

Same office = same grate = same post = same status = same responsibility =

same right

But not same remuneration or salary!!

Unfair discrimination:

The law provides for redress for an *employee who is subject to an unfair labour

practice in the workplace. An unfair labour practice includes any unfair act or

omission that arises between an employer and employee, involving unfair

discrimination, whether directly or indirectly, against an employee. (*employee

includes an applicant for employment.)

Any employer’s policy or practice showing favor, prejudice or bias for or against

employees in terms of any arbitrary ground including, but not limited to:

Race,

Gender,

Sex,

Pregnancy,

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Marital Status,

Family Responsibility,

Ethnic or Social Origin,

Color,

Sexual Orientation,

Age,

Disability,

Religion,

HIV Status,

Conscience,

Belief,

Political Opinion,

Culture,

Language and Birth, and which is not fair can be deemed to be unfair

discrimination.

There are two forms of discrimination related to “unfair discrimination”

namely-

Direct discrimination; and

Indirect discrimination

Direct discrimination is easily identifiable and involves overt differential

treatment between employees and job applicants on the basis of arbitrary grounds.

For example an employer follows a policy of remunerating a female employee on a

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lower scale simply because she is a women, whereas a male employee is

remunerated at a much higher scale for doing the same work.

Indirect discrimination, on the other hand, is not as easily recognizable as it is a

more subtle form of discrimination. It involves the application of policies and

practices that are apparently neutral and do not explicitly distinguish between

employees or job applicants but that, in reality, have a disproportionate and

negative effect on certain individuals or groups. The laws also emphasize that:

Sexual harassment will be prohibited;

Medical testing will not be allowed unless it is an inherent requirement of

the job;

Psychological testing or other assessment cannot be done unless such tests

are validated and will not be biased;

In addition, HIV testing can only be carried out if authorized by the Labor

Court;

All these protections also apply to applicants for employment.

Essentially one has to give consideration to the impact of actions, policies and

procedures when evaluating discriminatory practices rather than the intention

thereof.

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Unfair Labour practices on the part of employers

As per Bangladesh labour law, Section 195

No employer or trade union of employers or no person acting on behalf of either shall-

a) Impose any condition in a contract of employment seeking to restrain the right

of a person who is a party to such contract to join a trade union or continue his

membership of a trade union.

b) Refuse to employ or refuse to continue to employ any person on the ground

that such person is, or is not, member or officer of a trade union;

c) Discrimination against any person in regard to any employment, promotion,

condition of employment or working condition on the ground that such person

is , or is not, a member or officer of a trade union ; or

d) Dismiss, discharge, remove from employment or threaten to dismiss, discharge

or remove from employment a worker or injure or threaten to injure him in

respect of his employment by reason that the worker is or proposes to become,

or seeks to persuade any other person to become , a member or officer of a

trade union or participates in the promotion , formation or activities of a trade

union;

e) Induce any person to refrain from becoming , or to case to be a member or

officer of a trade union, by conferring or offering to confer any advantage on,

or by procuring or offering to procure any advantage for such person or any

other person;

f) Compel or attempt to compel any officer of the collective bargaining agent to

sign a memorandum of settlement by using intimidation, coercion, pressure,

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threat, confinement to a place, physical injury, disconnection of water, power

and telephone facilities and such other methods;

g) Interfere with or in any way influence the balloting provided for in section 202;

h) Deliberately fail to take measures as per the recommendation of the

participating committee;

i) Fail to give reply to any communication made by the collective bargaining

agent regarding any industrial dispute.

j) Commence or continue an illegal lock-out or incite others to take part in that.

Unfair Labour practices on the part of workers

1) No worker shall join in any trade union activities during his working hour

without the Permission of the employer:

Provided that nothing contained in this sub-section shall apply to the president

or the General Secretary of a trade union which is the collective bargaining

agent for the establishment, if such activities relate to the participation in any

committee, negotiation, conciliation, arbitration or proceeding under this Code,

and the employer has been duly informed of such activities.

2) No worker or trade union of workers or no person acting on behalf of such

trade union shall-

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a) Intimidate any worker to become, or refrain from becoming , or to

continue to be, or to cease to be a member or officer of a trade union;

b) Induce any person to refrain from becoming, or cease to be a member or

officer of a trade union, by conferring or offering to confer any

advantage on, or by procuring or offering to procure any advantage for,

such person or any other person;

c) Compel or attempt to compel any worker to pay, or refrain from paying,

any subscription towards the fund of any trade union by using

intimidation, coercion, pressure, threat, confinement to a place, physical

injury, disconnection of telephone, water power facilities and such other

methods;

d) Compel or attempt to compel the employer to sign a memorandum of

settlement by using intimidation, coercion , pressure , threat,

confinement to a place, physical injury, disconnection of telephone,

water or power facilities or such other methods;

e) Commence or continue any illegal strike or go slow, or incite others to

take part in that ; or

f) Resort to gherao, obstruction to transport or communication system or

destruction of any property in furtherance of any demand or object of a

trade union.

3) It shall be an unfair practice for a trade union to interfere with a ballot held

under section 202 by the exercise of undue influence, intimidation,

impersonation or bribery through its executive or through any person acting on

its behalf.

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Chapter IV

The Actual Practice : The Picture Of Truth

In most cases we see that lots of companies /organizations have no service rule,

they are not following BLL-2006, female staffs are getting deprived from all types

of facilities, getting no promotion, working in dangerous fields. In group

employees are getting advantages, higher salaries, and higher ranks than efficiency.

Unfair labour Practice is a vast topic to capture it in short. Discrimination is the

major topic which is defining unfair labour practice. (By employer).

Sometimes employees also can do the wrong, by standing and taking the wrong

side. For example: Practicing illegal work, using trade union as a weapons, making

the management confused.

Now a day in this fast moving world employees and employers relationship should

be sound and smooth.

Both parties should realize that they are one coin just opposite side. For their own

benefit, they should make good relationship between them.

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Questionnaires

For all operators/ workers

Highly Disagree - 1

Disagree - 2

Normal - 3

Satisfied - 4

Highly Agree - 5

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Employee Maternity

Leave

Leave wages Salary Motivation Training Food Appraisal Bonus OT Safety

1 5 5 4 5 4 5 5 5 5 5 4

2 3 4 4 3 4 4 4 4 4 5 4

3 4 5 4 4 3 5 5 5 5 5 4

4 5 5 5 5 5 5 5 5 5 5 4

5 4 4 4 4 4 5 4 4 4 4 4

6 5 3 3 3 5 5 5 5 5 5 5

7 5 5 5 5 5 4 4 4 4 4 4

8 4 4 4 4 4 4 4 4 4 4 4

9 5 5 5 5 5 5 3 4 4 4 4

10 4 4 4 4 4 4 4 4 4 4 4

11 4 5 4 4 4 4 4 4 4 4 4

12 5 5 5 5 5 5 5 5 4 5 5

13 4 4 4 5 5 5 5 5 5 4 5

14 4 4 4 3 3 4 5 5 5 5 5

15 4 4 4 4 4 5 5 5 5 5 5

16 5 5 5 5 5 5 5 5 4 4 4

17 4 4 4 4 4 4 4 4 4 4 4

18 5 5 5 4 5 4 4 4 4 4 4

19 4 5 5 5 5 5 5 5 5 5 5

20 5 5 5 5 4 4 4 4 4 4 4

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Maternity Leave

Are you getting the prescribed 112 days for maternity leave ? Variable Frequency Percent (%)

Highly Disagree 0

Disagree 0

Normal 1 5

Satisfied 10 50

Highly Agree 9 45

Total 20 100

The above table represents the data of 20 female workers. It also shows that overall operators are happy and they are satisfied with their job.

Leave

Are there leaves CL, SL, AL, FL matches with the standard ?

Variable Frequency Percent (%)

Highly Disagree 0

Disagree 0

Normal 1 5

Satisfied 8 40

Highly Agree 11 55

Total 20 100

Above the table shows that workers are happy. Because 55 % workers are highly agreed.

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Wages Are you getting the wages according to the government provided standards ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal 1 5

Satisfied 11 55

Highly Agree 8 40

Total 20 100

Table shows that 40% workers are highly agree, 55% satisfied so here labour practice is fair.

Salary Are you getting the salary on time ? Is it enough ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal 3 15

Satisfied 8 40

Highly Agree 9 45

Total 20 100

This table shows that 45% highly agree and 40 % are satisfied, here practice also fair.

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Motivation Are you motivated to do your job effectively ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal 2 10

Satisfied 9 45

Highly Agree 9 45

Total 20 100

Above here 45% normal, 45% highly agree, and 10 % normal so we can say in this factory workers are motivated.

Training Do the training provided is enough ? Are these training helpful for you ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal

Satisfied 9 45

Highly Agree 11 55

Total 20 100

Above this table 45% satisfied, 55% highly agree so about training here workers are happy.

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Food Are there any breakfast, lunch, dinner provided by your company? Is it sufficient?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal 1 5

Satisfied 9 45

Highly Agree 10 50

Total 20 100

This table shows workers are highly agree that they are pleased with their food which is provided by the company.

Appraisal Dose the appraisal system works perfectly ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal

Satisfied 10 50

Highly Agree 10 50

Total 20 100

Here 50 % satisfied and 50 % highly agree with their appraisal system.

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Bonus Do you get bonus timely? Are you satisfied?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal

Satisfied 12 60

Highly Agree 8 40

Total 20 100

About bonus workers are divided into two group 60 % and 40 % actually they wants gross but as per law basic is appropriate for all, and common practice also same.

Over time (OT) Are getting your OT? Is the OT for vacation given to you ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal

Satisfied 11 55

Highly Agree 9 45

Total 20 100

About overtime workers are 55% satisfied and 45% is highly agree. So here practice is fair.

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Safety Equipment Are you satisfied with the safety equipment provided ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal

Satisfied 14 70

Highly Agree 6 30

Total 20 100

Above this table 70% actually need safety equipment in every moment and they have this equipments . 30% are highly agree because they have available of this equipment.

Fire safety Do the overall fire safety system works ? Is it sufficient ?

Variable Frequency Percent (%)

Highly Disagree

Disagree

Normal

Satisfied 5 25

Highly Agree 15 75

Total 20 100

Above this table we come to know 25 % are satisfied and 75% are highly agree with their fare safety. Because this company have all the facilities like fire evacuation plan , fire alarm , emergency exit doors and other facilities.

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Chapter V

Findings : It’s a big journey when we start this , but at the end of this we can say in this factory workers are highly agree with their welfare program. They actually satisfied with their salary administration and other facilities. The real practice is good.

Bangladesh labour law -2006 and the practice of this company is same. There is no unfair practice in this company.

Some time employee are very disappointed because of absence of welfare and other facilities.

Grievance is very sensitive for employee and employers. Employers should take proper step to remove the problem.

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Recommendation: This is the time to make good relations between employees and employers. They should know they are depending on each other. Moreover, if every company comply the welfare for workers, then the employees will do anything for the company. They will be highly motivated and enthusiastic in their job.

So company should take care of them to improve their motivation level to a top level. Finally, if employers can take care of their employees properly, then there will be no such unfair practice in the future.

Conclusion: It is quite obvious from the survey done in the company that there is no difference in the theories and the practical evidence. Moreover, from the survey, we found no unfair labor practice in this factory. We also found that the salary, wages, overtime, food, transport, maternity and all other leaves, appraisal system, safety equipment, safety measures etc are provided to the standards. To conclude, we can say that the welfare related to workers complies 100% with the respective Bangladesh labor law 2006

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Bibliography

(1) Synopsis of PGDHRM course supplied by BIM

(2) Bangladesh labour Law -2006

(3) Grievance register of AKPen – 2012 ,2013

(4) Primary data

(5) Some example from Internet

Reference

1. Journal of labour practice , Chittagong University, 2002.

Volm.xvii, page no 208

2. The Daily Prothom Alo (month of June and July ) 2013