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

Submitted by

Submitted
to to
Submitted
PROF PROF
MD MONIRUZZAMAN
MD
BHUIYAN,
MONIRUZZAMAN
BHUIYAN,
Assistant
Professor,

1. MANIKA DHAR
Roll: 17/2012

Assistant
University
of Chittagong.
Professor,

Executive HR & Admin

AK Khan Pen fabric Company Limited

University of
Chittagong.
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.

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.

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

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
5

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
6

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.

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.

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.

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.

10

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

11

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.

12

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.

13

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.

14

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
15

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 publicsector 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.

16

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. Its 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 countrys employee they are not happy with their current job
only for unfair practice of their employer.

17

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.

18

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:

19

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

20

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.
21

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.
22

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 employers 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,
23

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
24

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.

25

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 shalla) 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,

26

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-

27

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.

28

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.

29

Questionnaires
For all operators/ workers

Highly Disagree

-1

Disagree

-2

Normal

-3

Satisfied

-4

Highly Agree

-5

30

Employee Maternity Leave wages Salary Motivation Training Food Appraisal Bonus OT S
Leave
1

10

11

12

13

14

15

16

17

18

19

20

31

Maternity Leave
Are you getting the prescribed 112 days for maternity leave ?
Variable

Frequency

Percent (%)

Highly Disagree

Disagree

Normal

Satisfied

10

50

45

20

100

Highly Agree
Total

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

Disagree

Normal

Satisfied

40

Highly Agree

11

55

Total

20

100

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

32

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

Frequency

Percent (%)

Normal

Satisfied

11

55

Highly Agree

40

Total

20

100

Highly Disagree
Disagree

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 (%)

Normal

15

Satisfied

40

Highly Agree

45

Total

20

100

Highly Disagree
Disagree

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

33

Motivation
Are you motivated to do your job effectively ?
Variable

Frequency

Percent (%)

Normal

10

Satisfied

45

Highly Agree

45

Total

20

100

Highly Disagree
Disagree

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 (%)

Satisfied

45

Highly Agree

11

55

Total

20

100

Highly Disagree
Disagree
Normal

Above this table 45% satisfied, 55% highly agree so about

training here workers are happy.

34

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

Frequency

Percent (%)

Normal

Satisfied

45

Highly Agree

10

50

Total

20

100

Highly Disagree
Disagree

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 (%)

Satisfied

10

50

Highly Agree

10

50

Total

20

100

Highly Disagree
Disagree
Normal

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

system.

35

Bonus
Do you get bonus timely? Are you satisfied?
Variable

Frequency

Percent (%)

Satisfied

12

60

Highly Agree

40

Total

20

100

Highly Disagree
Disagree
Normal

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 (%)

Satisfied

11

55

Highly Agree

45

Total

20

100

Highly Disagree
Disagree
Normal

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 (%)

Satisfied

14

70

Highly Agree

30

Total

20

100

Highly Disagree
Disagree
Normal

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 (%)

Satisfied

25

Highly Agree

15

75

Total

20

100

Highly Disagree
Disagree
Normal

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 :
Its 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

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