CHAPTER I

INTRODUTORY REMARKS

1.1. Introduction

An internship is any carefully monitored work or service experience in which a student has an
intentional learning goal and reflects actively on what he or she is learning throughout the
experience. An internship includes an intentional "learning plan" that is structured into the
experience; Promotes academic, career and/or personal development; typically includes learning
objectives, observation, reflection, evaluation and assessment; balances the interns learning
goals with the specific work the organization needs completed; can range from one month to one
year in duration; a typical internship lasts three months; may be part-time or full-time; could be
part of an educational program and may be carefully monitored and evaluated for academic
credit.
An internship is a true learning experience with constructive feedback. An effective evaluation
will focus on the interns learning objectives that were identified at the start of the internship.
Internship is core part of study because it will provide the opportunity to develop attitudes
conducive to effective interpersonal relationship. BILS is such organization where work for labor
rights and try to provide legal and medical support to perform in labor force.
This report is a short description of my three month internship carried out as compulsory
component of the M.S. Degree in Criminology and Police Science. The internship was carried
out within the organization BILS (Dhaka, Dhanmondi-32) in 11, April 2013. Since my MS
Second Semester exam was completed and then I was interested to complete my internship at
NGOs whose work with labor force and labor rights. At the beginning of the internship I
formulated several learning goals, which I wanted to achieve:
to understand the functioning and working conditions of a non-governmental
organization;
to see what is like to work in a professional environment;
to see if this kind of work is a possibility for my future career;
to use my gained skills and knowledge;
to see what skills and knowledge I still need to work in a professional environment;
to learn about the organizing of a research project (planning, preparation, permissions
etc.)
to learn about research methodologies (field methods/methods to analyze data)
to get fieldwork experience/collect data in an environment unknown for me;
to get experience in working in another environment thats means real setting/with
persons from another culture;
to enhance my communication skills;
to build a network.
This internship report contains my activities that have contributed to achieve a number of my
stated goals. In the following chapter a brief discussion about the organization BILS and the
activities is given. After this a reflection on my functioning, the unexpected circumstances and
the learning goals achieved during the internship are described. Finally I give a conclusion on the
internship experience according to my learning goals.

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1.2. Background of the Internship

Bangladesh Institute of Labour Studies-BILS is a research, training and education centre on

labour issues that deals with advancing opportunities for working people through their capacity
development in a way to conduct training, study, campaign etc in conditions of their rights,
freedom, equity, security and human dignity at workplace. The main goals of this organization is
to make trade union activists and working people more capable and conscious in facing the
challenges of globalization and achieving their rights of social safety, secured and decent work
place, occupational health and safety, trade union rights, equal pay for equal work, gender
equality and other rights.

Labor are always victims in developing countries or third world countries like Bangladesh but
some organization try to provide awareness about their right and protection against violation
their rights as a labor, BILS is one and only organization whose main focus in every sector
( formal and informal). BILS was studying most of the sector like RMG, Rice processing sector
Tea worker, Brick ling Workers, Domestic workers, Waste pickers, Stone crashing sector,
Transport sector, Jute and other Informal Sectors, Construction, Re-rolling, Shrimp workers,
Fishing and dry fish workers for workers development and increasing their skill development.

In my internship period, I was working with BILS and IDWN who work with domestic worker
in whole world and I was also work in research division for studying Ship breaking sector as a
result one survey report was conducted by me and conducting documentation about OHS in
RMG sector and Migrant Workers in Bangladesh. I also gather some knowledge about the Waste
pickers in Dhaka city.

Domestic workers perform a variety of household services for an individual or a family, from
providing care for children and elderly dependents to cleaning and household maintenance,
known as housekeeping. Responsibilities may also include cooking, doing laundry and ironing,
food shopping and other household errands. Some domestic workers live within the household
where they work. A domestic worker may work on full-time or part-time basis; may be employed
by a single household or by multiple employers; may be residing in the household of the
employer (live-in worker) or may be living in his or her own residence (live-out). Their work
may include tasks such as cleaning the house, cooking, washing and ironing clothes, taking care
of children, or elderly or sick members of a family, gardening, guarding the house, driving for
the family, and even taking care of household pets. At present, domestic workers often face very
low wages, excessively long hours, have no guaranteed weekly day of rest and at times are
vulnerable to physical, mental and sexual abuse or restrictions on freedom of movement. In
Bangladesh, more than 4.50 lack domestic workers works and approximately 2 1 lack domestic
workers are works in Dhaka city. So that this huge amount of population are mostly countable

1 Source : Bangladesh Institute of Labour Studies-BILS studies

2
whose have no legal support by government and there have no living place and they belong in
sorrow and suffering.

The ship breaking and recycling industry (SBRI) converts end-of-life ships into steel and other
recyclable items. Ship recycling offers the most environmentally sustainable way of disposing of
old vessels, with virtually every part of the hull and machine complex being reused or recycled
as scrap metal. With an area of more than 14 kilometers from Fouzdharhat to Kumira at
Sitakund, Chittagong; countrys only and largest ship-breaking zone consists of 179 ship-
breaking yards surrounded by vast sea-cost where 50-55 yards always remain in full swing
operation. Currently 55 yards are functioning. The number of workers and employees are near
about 30,0002. Beaching, cutting, dismantling & recycling of old ships are done here. Directly
and indirectly 2, 50,000 people from all over the country are involved and dependent on this
trade for livelihood.

1.3. Objective of the internship

Working in Bangladesh Institute of Labor Studies-BILS to get involved in various formal and
informal sectors in labor market was the main objective of this internship. Through this
involvement, I acquired the ability to learn and exercise manners and mode of behaviors of an
organization. Other objectives were;

1. To acquire knowledge about Bangladesh Institute of Labor Studies-BILS.

2. To gain conception about formal and informal labor force and their present conditions.
3. To gather information about the recent trends of Ship breaking sector, Domestic workers
and Migrant workers and RMG sector in Bangladesh for measuring cycle victimization
and their basic right violation.
4. To prepare a final report on internship and submit within due time.

1.4. Methodology the of internship

Methodology is a structured procedure of conducting any work in a specified way. The selection
procedure of this organization was purposive. I have performed my assigned duties through
observation and participation. I have also used secondary source to study about BILS Social
Safety Net project and to enrich the quality of the report I was about to prepare.

2 Source : Bangladesh Institute of Labour Studies-BILS studies

3
 CHAPTER II

BRIEF DISCUSSION OF THE ORGANIZATION

BANGLADESH INSTITUTE OF LABOUR STUDIES-BILS

2.1. Initial idea: Bangladesh Institute of Labour Studies-BILS is a research, training and
education centre on labour issues that deals with advancing opportunities for working people
through their capacity development in a way to conduct training, study, campaign etc in
conditions of their rights, freedom, equity, security and human dignity at workplace. Through the
capacity building of its associated trade unions BILS helps them to play positive role toward the
economic development of Bangladesh. BILS was established in 1995 on 2nd November as an
institute of the working people. It was initiated and established by the eminent labour leaders of
our country, and almost all the major national trade union federations were actively involved in
its initiation. BILS always try to make trade union activists and working people more capable
and conscious in facing the challenges of globalization and achieving their rights of social safety,
secured and decent work place, occupational health and safety, trade union rights, equal pay for
equal work, gender equality and other rights.

2.2. Vision, Mission and objectives:

Vision: BILS, established by the labour movement, shall contribute to develop Bangladesh to be
a prosperous democratic society, which will be free from discrimination and exploitation of all
kinds and where equal rights and opportunities will be ensured for all people in respect of fulfills
their basic needs like food, shelter, education, medical care, social security, rule of law, peace
and progressive socio-cultural environment.. Workers should not be treated as a commodity but
the respectable partner of progress.

The mission of BILS is to co-operate the Trade Union movement in Bangladesh to grow like a
social partner and as vanguard for democratic development and common prosperity.
Forthcoming days are challenging and yet prosperous. The TU movement has always and shall in
future too, have to overcome the challenges and embrace the prosperity. It is only a united,
strong, capable, effective and responsible TU movement, which can accomplish the task. The
BILS mission is to cooperate the TU Movement in Bangladesh to grow like that. It is only way
to improve the capacity of the National Trade Union Movement to put into effects in an
organized and effective way, the real desire of the workers at large, who have learnt from their
experience the necessity of unity, knowledge and skill. This is what the BILS wants to do as an
institute of the working people.

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Objectives are:

1. To strengthen the capacity of the trade union movement to become recognized as an active
partner in the social dialogue regarding the development process of Bangladesh.
2. To contribute in the effective participation and functioning of the TU movement in the
tripartite mechanism.
3. To contribute for greater unity in labour movement and encourage organizing more workers
in Trade Unions.
4. To contribute in the strengthening of the democratic process of Trade Unions and their ability
to improve services to their members.
5. To contribute in the process of establishing an exploitation free society by ensuring workers'
fair share of the national wealth and development, ensuring equality and the integration of
women in the mainstream TU at all levels, elimination of child labour, ensure safe
workplaces and to introduce a social safety net.
6. To contribute to the generation of ideas, the formulation of policies and the undertaking of
effective programs by the TU movement.
7. To contribute in the strengthening of regional and international solidarity and networking of
the working people.
8. To ensure the ability and skill of the TU movement to render services, and the capacity to
address the priorities of the members.
9. To enhance the ability of the TU movement to recruit more members and gain more practical
strength to combat challenges.
10. To generate resources required for the sustainability of BILS

2.3. Activities

Research
Project based research
Need based study
Situation analysis
Small level study
Baseline study/Survey
Communication and exchange of information.
Press Clipping
Fortnightly in Bengali
Monthly in English
Bulletin
Bengali (Bi-monthly)
English (Quarterly)
Half-yearly Journal
Bengali (Sramik)
English (Labour)

Fortnightly English e-magazine BILS Newsflash

5
 Yearly survey on workers occupational accidents and humiliation based on different
national dailies.
Formulation of projects for implementation.
Training, education and vocational programmes
Child Labour Elimination programme.
Education & Training Centre
Tongi
Keraniganj
Activities
Basic Skill Training
Non Formal Education
Primary Healthcare Support
Motor Workshop for Teenagers
Electrical Workshop
Legal assistance service.
Organizing forums for exchange of ideas, meetings, exhibition, seminars, symposiums,
workshops, study circle, rally, round table, campaign etc.
Publicity, publication and printing.
Producing and demonstrating educational short films, videos and slides
Catalyst role playing in the Tripartite Mechanism between Government, Employers
and Employees.
OHS service:
o An OHS House has been established in Chittagong for giving support and
service to Metal Workers.
o A physiotherapy and rehabilitation centre has been established at
Kalyanpur, Dhaka aimed at providing treatment, medicine, therapy and
artificial limbs replacement. Training and employment continue in a mean
to rehabilitation.
Organizing unorganized: For bringing workers of informal sectors under the protection of
social safety net different committees have been formed in Rice processing and Shrimp
sectors. Besides, Ship breaking Workers Trade Union Forum has been formed in Chittagong
in this regard.
Empowerment of women in trade union: Different campaign teams have been formed to
continue different activities like advocacy, campaign, training, lobbying etc to fulfill the
Common Minimum Demand for all working women.

6
 2.4. A. Structure of the Organization and Federation
Organizational Structure

General Council - GC
ILS General Member, life time members and nominated members from associated national centers)

Executive Committee - EC Advisory Council - AC

BILS Core Project Organogram

(BILS / LO-FTF Project

LO/FTF

Executive Committee - EC

BILS Management
Executive Director
Assistant Executive Director

Information Research & Project Development

Finance & Admin Training and Network

Project Development and Research Officer -1

Programme officer -1

7
 BILS Administration & Organogram

Executive Director

Assistant Executive Director

Program officer -SSNP Research

Program officer- & Project Development
Information Program officer (WWP)
Officer Officer Program officer
LO-FTF (CLEP)

Asst. Program officer

Asst. Program officer Research
Information
Associate& Documentation
Asst. Associate
Program Asst.
officer-Program officer

Program Assistant

Support Staf

2.4. B. BILS associated TU Federations: BILS has been implementing its activities with the
active support and participation of 14 National Trade Union Federations. These are:
JSFB : Jatiya Sramik Federation Bangladesh
JSF : Jatiya Sramik Federation
BSSF : Bangladesh Sangjukta Sramik Federation
JSL : Jatiya Sramik League
BJSD : Bangladesh Jatiyatabadi Sramik Dal
BTUK : Bangladesh Trade Union Kendra
BFTUC: Bangladesh Free Trade Union Congress
BLF : Bangladesh Labour Federation
BMSF : Bangladesh Mukto Sramik Federation
JSJ : Jatiya Sramik Jote

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BSF : Bangladesh Sramik Federation
BJSF : Bangladesh Jatiya Sramik Federation
BJSJ : Bangladesh Jatiya Sramik Jote
JSJB : Jatiya Sramik Jote, Bangladesh

2.5. Brief Outline of ongoing projects

Name (s) of the Project : BILS/LO-FTF Project, funded by LO-FTF Council,

Denmark.

Scope of work : By 2014 BILS and its member organizations have advocated for
protection of vulnerable groups in the labour market especially
children, adolescents and workers in hazardous sectors through
improved implementation of labour law and providing the children
with non-formal, basic skill training on various trade which ensure
their better jobs in future. It will also ensure the fare wage and
decent work for construction, metal and adolescent workers

Name (s) of the Project : BILS/National Campaign on Ensuring Social Safety Net for
Workers, funded by Manusher Jonno Foundation, Bangladesh

Scope of work : To develop capacity of the national trade unions on advocacy and
policy related matters regarding safety net issues with special focus
on minimum wage for all workers and maternity benefit rights for
all women workers.

: To develop implementation status of the wage and maternity

rights condition at work places of selected sectors by trade union
interventions.

: Main activities
Study
Training/discussion
Campaigning
OHS
Legal aid

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 CHAPTER IV
DISCUSSION

Assignment I

CONDUCTING FGD AND REPORT WRITING

Focus Group Discussion with the Domestic Workers to Organizing Domestic Workers in
Bangladesh current situation, strengths and challenges

Introduction

A domestic worker is a person who works within the employer's household. Domestic workers
perform a variety of household services for an individual or a family, from providing care for
children and elderly dependents to cleaning and household maintenance, known as
housekeeping. Responsibilities may also include cooking, doing laundry and ironing, food
shopping and other household errands. Some domestic workers live within the household where
they work.

A domestic worker may work on full-time or part-time basis; may be employed by a single
household or by multiple employers; may be residing in the household of the employer (live-in
worker) or may be living in his or her own residence (live-out). Their work may include tasks
such as cleaning the house, cooking, washing and ironing clothes, taking care of children, or
elderly or sick members of a family, gardening, guarding the house, driving for the family, and
even taking care of household pets. At present, domestic workers often face very low wages,
excessively long hours, have no guaranteed weekly day of rest and at times are vulnerable to
physical, mental and sexual abuse or restrictions on freedom of movement.

Bangladesh Institute of Labor studies-BILS is to establish a network among domestic workers

for their legal and social support under the social safety Net project named Domestic Workers
Rights Networks, where have 24 members organization and federation. DWRN network try to
give some training, rights basis idea, strengthening everyone for their domestic workers.

FGD report

Sample

Date: 15 May, 2013.

FGD Place: Anondanagar, Merol Badda Area
Number of Participants: 10 Women
Name of Committee / Union: Bangladesh Jatio Sromik Federation (BJSF).

10
A domestic worker may work on full-time or part-time basis; may be employed by a single
household or by multiple employers; may be residing in the household of the employer (live-in
worker) or may be living in his or her own residence (live-out).In Anondanagar area, more then
1000-1200 domestic workers in this area and most of them are comes from Jamalpur, Sherpur
and Mymansing area.Most of the domestic workers are not educated and they are so poor and
they live in slum area.

Structure of Union

In Anondanagar area, the Bangladesh Jatio Sromik Federation (BJSF) has 06 areas in Dhaka city
and every area have a committee. This executive committee will be change by selection process
within every two years. The total committee members are 60-70 members and where twelve
members are manage the union activities and five executive are making decision about any
program. Where Fatema Aketr is the Chairman, Firoza is Vice-chairman, Parvin Akter is General
Secretary, Hosneara Begam is Joint Secretary and Kolpona is Casher or treasurer. Some other
executive members are Housing and public work and Publicity Secretary and Cultural Secretary.
Their committee structure are given below

Chairman

Vice Chairman

General Secretary

Joint Secretary

Treasurer

Housing and
public Work Publicity
secretary Secretary Cultural Secretary

11
Questionnaire:

1. How long have you been working as domestic worker?

Answer:
In the findings of FGD, we find several working duration as domestic worker. Everyone works
as a par time or not permanent workers in domestic area. . They said that their working period is
08, 03, 04, 15, 05, 03, 02, 03, 01, 05 years. Everyone works as a par time or not permanent
workers in domestic area. Most of the workers go to their work place at 06.00 am and finished it
at 08.00 pm. The workers do not work in a one home some of them work in two or more than
two homes by contractual basis. They also said that they work at 03-08 hours in a day

Name Service Nos. of Categories of work Total Previous job (if

duratio house (Dish Washing, House wages any)
n (Workplace) Cleaning, Cloth (BDT)
washing, Cooking,
Caring children, PWD
and elderly people etc.)
Parvin Akter 08 years Three house ( 3 + 3+4) 2500 garments
workers
Hosneara 03 years Two house (1+2+3) 2200
Begam
Shirin 04 years One house Working hours( 8 am to 1000 garments
02 pm ) and do workers
everythings
Kholsom 15 years One house ( 2 work in two hours) and 1500 garments
do everythings workers
Fatema Akter 05 years Five house ( 1+1+1+1+ 2) 900 garments
workers
Kolpona 03 years Two house ( 1 + 3) 1200
Masoda 02 years Two house ( 3 + 2) 1600
Akter
Firoza Akter 03 years Two house ( 3+ 3) 1200 Self tailoring
Kishoara 01 years One house Do everythings at 9am to 1000 garments
Begam 02 pm workers
Rizia 05 years One house Cooking in mess 800

2. What issues are affecting you?

Answer:
House owner do huge works without any rest but their wage is less, which is most affecting
issues in Bangladesh domestic workers. Some Example about their working categories:
Cold and fever, low wages, no specific working hours and a holiday.

12
 Sometimes house owner didn't take any wages, when we are absence.
House owner's gives work overloads or cutting wages, when we are no present at work
because of illness.
Less wages but done excessive work
House owner force fore working but they didnt give overtime wages.
No proper working hours
Have no holiday and if absence, house owner threatening and use slang language and
worked forcefully.
According to Kolsom , " I am walking long distance in everyday and work in one house, if one i
am getting late the house owner threaten for this and the master also increase my workload for
getting late".

3. When did you become member of this TU/ Union/ Committee?

Answer
Domestic worker stated that they become a member of Bangladesh Jatio Sromik Federation
(BJSF) within one year. Our federation has 60-70 domestic workers member and we are
aggregate together to discuss about our federation

4. Why have you become member of TU/ Union?

Answer:
To gather knowledge about our rights and sharing our life history and sorrow and suffering
condition with other domestic workers. Other domestic worker said that we comes for some
basic issues
For getting some favor about increasing our knowledge
More unionize in workplace about increase our wages
We demand one holiday in one week without cutting wages
We need a status as a labor of another working sector
According to Parvin Akter, when we saw that house owner threatening and torturing a domestic
worker, we are all support this domestic worker and we also conduct bargain with the house
owner and try to protect this occurrence. Another domestic worker said that we united our
organization for protecting torture and promoting our rights by this union.

5. Who motivated you to become member?

Answer:

13
At first, Firoza Apa and Salma Apa motivated our to become a member of this union. Then
Hosne Ara and Fatema Apa also motivated us to become a member of this committee. domestic
workers own selves motivated to become a member of this federation.

6. What activities are performed by your union?

Answer:

Arrange monthly at list two meeting and discuss about the problems of their own selves
and try to solve this problem.
Arranged human chain, Meeting , protest rally and sometimes permanents domestic
workers are not present at this activities because of their workload and sometimes their
house owner didnt gave permission to attained this activities.
Conducted protest rally or human chain against torturing the domestic workers
Another activity are posturing, veneering and giving leaflet and conducting track rally for
aware people about the domestic worker rights and their union activities
Supporting domestic worker who was already victimized or tortured by house owner.
According to Salma Akter," we arrange meeting with the help of political leaders, doctors
community leader and discuss about our problem and taking their support and discuss about ILO
convention, labour Law and define our problem and our present situation"

7. Do you join these activities?

Answer:
Every domestic worker said that they are always joining these activities and conducted human
chain, protest rally, posturing, veneering and perform some other activities for protect torturing at
domestic workers.

8. Do you contribute for your union?

Answer:
Domestic worker stated that they didnt contribute anythings for their union. Primarily our
meeting will be arranging by organizers and they did not take large program because of financial
problem. Domestic worker rights network also contributed rally, monthly meeting and the
networks also give some money for snacks and foods.

9. Being a member, what benefits/facilities are you getting?

Answer:

14
Domestic worker said that when we become a member of this union we got some benefits from
this union. At first when we became a member, we realized that we are not alone to fight against
torturing domestic workers. Today we are so well-built in our union and we are well known
about our rights.
Capacity building about our rights, working hours and appropriate wages
Economic gain and awareness building about domestic worker rights
Conscious about woman rights
Protest husband torturing a domestic worker
Sometimes we feel stronger then other
When any problem is created every one try to solve this problem
Increase our confidence level
According to Hosneara Begam, when we getting some problem we can solving by financial
support and mental support.

10. What prevents you to participate in activities of your Union?

Answer:
Domestic workers stated that house owner create some problem in several way like they force to
do work till 12pm at night. Domestic worker stated that when we attained the union activities
there have some probability of losing jobs. Sometimes house owner cutting their wages,
threatening and cruel for attending protest rally or human chain against domestic workers
tortured and killed by house owner. Sometimes community fundamentalist also show negative
attitude about our movements. They swing them from work.
According to Hosneara Begam, "where I doing my work, there have some problems when t
getting leaves"
According to Masoda Akter," when I was attained in meeting , I face some family problems like
husband resistant me and asking about what are you doing there"

11. How do you take part in decision making process of your Union?

Answer:
Domestic workers stated that they didnt make a part of any decision making.. Normally our five
executive members decided to everything about our welfare and sometimes when any problem is
arise in this area we can take a part of decision making for what should we do and how it is
possible.

12. Why other workers are not joining Union?

Answer:

15
Domestic workers stated that we are invited other to join these federation but they didn't
interested to join these federation. Sometimes community fundamentalist also show negative
attitude about our movements for this reason. Domestic worker also said that most of them are
not know about their union and they didnt get enough time participants this union. Most of the
permanent domestic workers are not going outside without permission of house owner and they
have no time to spending with this Union.
There have lot of family work in their own house
we have no meeting place so most of the domestic worker are not interested to joint this
union
Lack of communication
Generally meeting will be held in nights so that some members of this union are afraid to
come.
They feel much tried when they comes from their workplace.
sometimes house owners didnt get permission to permanent domestic workers to joint
union meeting
According to Kolpona, we are motivated them to become a members of these federation and
Other works are not joining union because there have not enough times for spending outside for
organizing union and most them are engaged by their familys work and take caring their baby

13. What do you expect from TU/union?

Answer:
The entire domestic worker said that they have some expectation form this union. Some other
expectation which are given below:
Ensuring our living place and decrease our house rent
We expect to provide our basic needs like decrease house rent and protection
against destroying slum area by constructing high-rises building.
Legal Support and counseling about domestic worker cases
Training about their rights and laws about domestic workers
Capacity building for organizing domestic workers
Financial support when we facing some problem.
Network should provide training about domestic work and other alternative work
Training about organizing union
Increase our wages and fix our wages more then 3000 taka (only)
According to Masoda Akter, we expect from union is one holiday in a weak and we need one
venue place where every domestic worker meets together.

14. What actions do you think needed to make your committee/union/TU more effective?

16
Answer:

At first action is that union should fix one place where every domestic workers meet
together and discuss their problem
Creating opportunities in alternative work like tailoring or productive work
Committee more strengthens and discusses about increasing member their union
Arrange monthly three or four meeting to met together to know about the problem of any
members and try to solve this problem.

15. According to you, what actions are needed to make domestic workers unionized?
Answer:

We should commitment taking more domestic workers for unionized.

Networks can provide training about our rights and responsibilities.

Union should make participation committee where arranging monthly meeting between
house owner and domestic workers. We should make a commitment to bring more
domestic workers for unionize.

Provide training about organizing union.

Our union should provide ID card for every domestic workers of this area
Union should provide some job opportunities and legal protection when any domestic
worker fallen into any problem in her workplace and every union member should work
together for protecting any kinds of domestic violence.

Picture : BILS Office, Domestic Workers Picture : Nobinbag, Shipahibag Area, Jatio
Rights Network organizer Garhostho Nari Sromik Union

17
 Assignment II

Survey Report on Ship Breaking Sector: A Study on Workers Employment.

Executive Summary

The ship breaking and recycling industry (SBRI) converts end-of-life ships into steel and other
recyclable items. Ship recycling offers the most environmentally sustainable way of disposing of
old vessels, with virtually every part of the hull and machine complex being reused or recycled
as scrap metal. Although the industry is beneficial from a life-cycle assessment point of view,
over the years it has gravitated toward countries with low labor costs, weak regulations on
occupational safety, and limited environmental enforcement. The global shift in the industry to
countries with comparatively weaker regulatory systems is of particular concern as ships contain
many hazards that can have significant detrimental effects on humans and the environment if not
dealt with properly.
With an area of more than 14 kilometers from Fouzdharhat to Kumira at Sitakund, Chittagong;
countrys only and largest ship-breaking zone consists of 179 ship-breaking yards surrounded by
vast sea-cost where 50-55 yards always remain in full swing operation. Currently 55 yards are
functioning.
The number of workers and employees are near about 30,000. Beaching, cutting, dismantling &
recycling of old ships are done here. Directly and indirectly 2, 50,000 people from all over the
country are involved and dependent on this trade for livelihood. This trade is being conducted
since last four decades by influential local businessmen. Some Industrialists of national level has
also recently been involved in this trade as well. However, Chittagong ship yards provide 12-15
lakh metric tons of iron each year as the countrys demand of total iron-ores is 22-25 lakh metric
tons. Nearly 325 re-rolling mills of Chittagong & Narayanganj depend on the iron-ores from the
ship yards of Chittagong.
In recent decades, ship breaking yards became one of the major sources for the employment of
both skilled and unskilled workers who comes basically from the northern regions of the country.
Due to socio-economic and natural reasons and conditions once who used to work as peasant
changes his profession and thus turns into a ship-breaking yard worker in course of time.
With no ID cards or appointment letters issued, at a very low amount of daily-basis payment, no
work, no pay-basis recruitment, based on oral contract by the contractors & middlemen in an
indescribable working condition thousands of ship-breaking workers are working in various
yards day and night facing numerous discrimination in terms of wages, working hour, leave and
other facilities covered by the Bangladesh Labour Law-2006. These workers are being deprived
18
every now and then from having proper food and pure drinking water, housing and sanitation
facilities, adequate safety measures, minimum health & treatment amenities.

Introduction
Ship breaking is the process of dismantling an obsolete vessels structure for scrapping or
disposal. Conducted at a pier or dry dock or dismantling ship, it includes a wide range of
activities, from removing all gears and equipment to cutting down the ships infrastructure. Ship
breaking is a challenging process, due to the structural complexity of ships and the many
environmental, safety, and health issues involved (OSHA, 2001).

Currently, the global center of the ship breaking

and recycling industry is located in South Asia,
specifically Bangladesh, India, and Pakistan. These
three countries account for 7080 percent of the
international market for ship breaking of ocean-
going vessels, with China and Turkey accounting
for most of the rest. Only about 5 percent of the
global volume of such vessels is scrapped outside
these five countries.
Ship breaking activities are being practiced in the
coastal areas of Bangladesh and have gained
importance in the macro and micro-economy of poverty stricken Bangladesh. Increasing demand
of raw materials for re-rolling mills and other purposes and negative impacts on our coastal
environments, ship breaking activities present both challenges and opportunities for coastal zone
management in a holistic manner. These activities exemplify both the potentialities and the
dangers of an increasingly globalised economy.
Working conditions have historically been poor for the majority of these workers, with limited
use of personal protective equipment, frequent exposure to hazardous materials, and unsafe
conditions. Accidents causing fatalities and injuries are frequently reported in the local media. A
wealth of reports from nongovernmental organizations, academia, and other the ship breaking
and recycling industry in South Asia (Bangladesh, India and Pakistan) has grown over the past
three decades and accounts for close to 70% of the global ship breaking industry.
Background of Ship breaking:
In Bangladesh the ship breaking industry was born out of a severe cyclone in 1960, which killed
thousands of people and a Greek ship M D Alpine was driven ashore by the devastating tidal
storm and could not be refloated and was confined to Fauzdarhat sea shore of Sitakunda
Upazilla.
The ship remained there for a long time. In 1964 Chittagong Steel House bought the vessel and
scrapped it. It took years to scrap the vessel, but the work gave birth to the industry in
Bangladesh. During the liberation War in 1971, a Pakistani ship Al Abbas was damaged by
19
bombing. Later on this was salvaged by a Soviet salvation team from Chittagong port and bought
to the Fauzdarhat seashore. In 1974 the Karnafully Metal Works Ltd bought this as scrap, which
is considered as introduction of commercial ship breaking in Bangladesh.
Ship breakers in Bangladesh; think 1980s as the golden age. At that time, although there was
already a substantial body of legislation, particularly in respect of industry, the owners of the
ship breaking yards took advantage of the laisser-faire climate (FIDH, 2002). At present there are
24 ship breaking yards in this area and the area extend from over 14 kms along Fauzdarhat to
Kumira Coast (YPSA, 2005). Every year 60-65 ships are either being dismantled or awaiting
dismantling process (SHED, 2002). Once about 150 companies were engaged in ship scrapping
activities (Rahman, 1994). At that time, more than sixty ship breaking yards were tearing tankers
and container ships apart, but paying no taxes or levies. Nor was there any oversight of the yards.
The new industrial sector was also preyed upon by shady businessmen who bought ships for
millions of taka using government (subject to corruption) loans and then disappeared with the
loans. As time went on the banks began to be more careful and the government imposed tax on
the industry.
The huge profits and scams of all types of the 1980s gave way to a less anarchical, more
controlled activity. Within a decade or so the number of operating ship breaking yards was
reduced by two-thirds. Despite this change, the ship breaking yards remain a distinct industry in
Bangladesh, an activity which employs more than 100,000 blue and white collar workers for
which it is impossible to obtain statistics, a dirty and dangerous industry which prefers to keep its
secrets to itself and businessmen who generally consider themselves to be above the law.

Steel Mill and related

retirement/reprocessing
industry

Dhaka-Chittagong
Highway

Ship breaking yards

Inter-tidal Zone

Sub tidal Zone

Fishing Area

20
Fig. 1: Overview of the ship scrapping area of Chittagong.
Following these tentative beginnings, the ship breaking sector experienced a boom in the 1980s.
As developed countries like United Kingdom, Spain, Scandinavian countries, Brazil, Taiwan, and
South Korea wanted to get rid of an industry, which was not in compliance with the new
environmental protection standards, Bangladeshi industrialists took the opportunities allured by
huge profit. Businessmen involved in the industry imported more and more ships and Bangladesh
bit by bit began to play a major role. As a result, within a short period Bangladesh established
monopoly in the international market of big ship scrapping.
Generally the following three types of vessels are scrapped in the Chittagong ship breaking yards.
a. Tankers, b. Cargo ships, c. Container ships.
Bangladesh breakers prefer to demolish the above types of vessels for reasons, such as
availability of lucrative items, relatively safe and easy breaking operation and secured journey of
the vessels to beaching site. The main sources for purchase of unserviceable vessels are Russia,
Bulgaria, Romania, Greece, Italy, Turkey, Japan, Singapore, South Korea, etc. Towing of a dead
ship for scrapping is costly and time consuming, so the Bangladeshi ship breakers and their
agents generally prefer to buy ships on voyage or ships anchored in Singapore or at a port near to
Chittagong, i. e. located at any port of India, Sri Lanka, Myanmar and Thailand (Rahman
&Tabarok Ullah, 1999; FIDH, 2002). Another reason for preference of ships on their last voyage
is that it can easily bypass the laws of pollution- free certification.

Objectives of the study

The objective of the study is to identify the present situation of ship breaking workers and their
employment related information, which helpful to identify their need basis working conditions.
The main objective are given below-
The study addresses the following:

To know the socio-demographic conditions of the ship breaking workers.

To discern their working nature in ship breaking sector.
To identify their working condition, facilities and jobs security in ship breaking area

Methodology:
Considering objectives and goal of this study, survey method was used to collect the required
information for designing the future plan of action. Here used non-probability sampling that is
purposive sampling for identifying research goal. Questionnaire based face to face interview was
considered for quantitative approach. Visiting some ship breaking yards, workers residences and
interviewing workers and TU organizers in and outside of the ship breaking zone.

Findings and Analysis of the Study:

In an inhumane working condition the ship breaking workers are working round the clock for the
greater sake of their survival and livelihood. Their lives are full of miseries, sorrow and
unbearable pain.

21
Workers Age group:

Age of the workers

9% 15-25 years
20% 26-35 years
41%
36-45 years
45+ years
30%

In this study, 41% respondents are belong to 15-25 years so that we can said that maximum ship
breaking workers are too young and they have no working experience. Then 30% percent
respondents are belong to 26-35 years of age and 20% respondents are 36-45 years of old and
only 9% respondents are belong up to 45 years in total respondents

Educational status:

Educational Status Frequency Percentage

Illiterate 30 30.0
Primary 33 33.0
Secondary 37 37.0
Total 100 100.0

Educational qualifications of ship breaking workers, 30% respondent are illiterate, 33%
respondents have primary education and 37% respondent have secondary education in total
population.
Marital status:

Marital status Frequency Percentage

Married 70 70.0
Unmarried 30 30.0
Total 100 100.0

22
In ship breaking yard, most of the workers are married and some of them are unmarried. In this
study 70% respondents are married and 30% respondents are unmarried.
Family Types of the workers:

Family Types Frequency Percentage

Nuclear 16 16.0
Joint 44 44.0
Broken family 40 40.0
Total 100 100.0

In this study, there have three categories of family structure like nuclear, joint, and broken
family. Here only 16% percent respondents are comes from nuclear family, 44% percent
respondents are comes from joint family and 405% percent respondents are comes from broken
family in total population.

Measuring dependency in family environment:

Number of dependent Frequency Percentage

family member
1-3 36 36.0
4-6 57 57.0
6+ 7 7.0
Total 100 100.0

To measure dependency in family, there are 1-3, 4-6, and more than 6 members. Here 36%
percent respondents are dependents on 1-3 members, 57% percent respondents are dependents on
4-6 members, and 7% percent respondents are dependents on more than 6 members in total
observation.

Appointment card:

Getting any appointment Frequency Percentage

card
No 94 94.0
Yes 6 6.0
Total 100 100.0

To get any appointment card in ship yard, workers said that most of us have not any appointment
card. In this study, 94% percent respondents are not getting any appointment card by ship yards
owners and Only 6% percent respondents are getting appointment by their owners.

23
Contract Types:

Nature of works
Contractual Permanent Day basis Casual

3%10%
9%

78%

There are four types of working patterns in ship breaking yards; these are contractual, permanent,
day basis and casual. In this study, 78% percent respondents are working as a day basis, 10%
percent respondents are working as a contractual basis, 9% percent respondents are working as a
permanent basis and only 3% percent respondents are working as a Casual Basis. A very few
number of ship yard workers are recruited permanent basis. Most of the workers are casual and
temporary.

Type of ship breaking workers:

Type of works
29
25
20

9
4Percentage
2 2 3 2 2 2

Our study found the following types of ship breaking workers working in different yards at
Chittagong. These are such as cutter, cutter helper, loader, filter, ware group workers, foreman,
24
carrying, supervisor, cutting, loading and carrying, CNG operator, Foot group workers. Here
29% percent respondent are working in loading section, 25% percent respondent are filter
workers, 20% percent respondent are work as a cutter helper and 9% percent workers are work in
cutter section, 4% percent in ware group, 3% percent in supervisor, and 2% percent respondent
are works in foreman, carrying, cutting, loading and carrying, CNG operator and foot group
workers.

Working schedule:

Working schedule Frequency Percentage

Day 25 25.0
Night 2 2.0
Day & night 73 73.0
Total 100 100.0

In this study, respondents have different working schedule in ship breaking sectors. Here 73%
percent respondents Re working in both day and night time and 25% percent respondents are
working in day time and only 2% workers are work in night.

Working Hour:

Duration of working hour Frequency Percentage

(daily)
<10 hours 10 10.0
10-12 hours 74 74.0
12+ hours 16 16.0
Total 100 100.0

Most yard workers serves in the yards from 9-16 hours both at day and night. Working shift is
counted in general from 7am -7pm. Some workers work even for the whole night and they are
treated as Night Shift workers. Even Day-Shift workers retire from work after sunset. Here 74%
percent respondents are working 10-12 hours, 16% percent workers are work in up to 12 hours
and only 10% percent respondents are work at below the 10 hours.

Job guarantee:

Job guarantee Types of job guarantee Frequency Percentage

Written 0 0
Yes Verbal 6 6.0
Others 0 0
No 94 94.0
Total 100 100.0

25
In ship breaking yards, most of the workers have no job guarantee. In this study, 94% percent
respondents has no job guarantee and only 6% percent respondents has job guarantee but it is not
written, it is verbal.

ID card:

Getting any ID card

No
89% 11% Yes

Neither an appointment letter nor an ID card is issued to a newly recruited person. However, our
survey shows that, only one yard named Kabir Steel once issued ID cards to a very few number
of workers. In fact, most yard authorities never issued any appointment letter or ID cards to the
workers. In this study, 89% percent respondents have no job any ID card in this work and only
11% percent respondents have identity card in his workplace.

Recruitment Procedure:
Some office staffs, skilled supervisors and foremen, or even trained security guards at a very low
numbers are permanently recruited by the yard owners. But, in general, workers are recruited
temporary basis either by the employer directly, or by the contractor himself. Some manage a job
through relatives who are/were engaged in yard activities or personally known to the employer or
contractor. Majority of the workers are recruited through the contractors. In some cases, workers
are recruited contractual basis for a specific period of time. No work, No Pay- basis workers
are recruited and terminated every now and then. Even in some cases, skilled and unskilled
workers of rural and remotest parts of the country borrow money from the contractors and sell
themselves as ship breaking laborers in advance.

Recruitment Procedure in this job Frequency Percentage

By contractor 70 70.0
By employer 29 29.0
By friends 1 1.0
Total 100 100.0

26
Here, 70% percent respondents are recruited by their contractors, 29% workers are recruited by
their employers and only 1% respondents are recruited by their friends.
Labor Agreement:

In ship breaking yards there is no labour agreement in true sense. Based on the quantity of work,
number of ships ready for beaching, cutting, dismantling & recycling, employers hire and fire
workers according to their sweet will.

Mode of agreement Frequency Percentage

written 0 0
Verbal 100 100.0
others 0 0
Total 100 100.0

Generally, workers are mostly recruited when ships newly arrive in the yards and there are heavy
workloads. During fresh recruitment or even in case of termination no agreement or
documentation is properly done, maintained or provided by the employers. In this study, workers
have no written labor agreement, they have only verbal agreements and Most of them are
committed verbal agreements. There is no written contract/agreement between the ship breaking
employers and the employees.

Orientation/Training:
During the year of 2010 and 2011-2012 Bangladesh Ship breakers Association (BSBA)
conducted some professional training programs with the help of related government ministries
both at Chittagong City and Sitakund area for various categories of workers. At present, no
orientation or training program is run by the organization. In some yards employers or
contractors provide short-term orientation/training facilities which are of irregular basis.

Orientation and training of the workers

No
Yes
82% 18%

27
In this study, 82% percent respondents have no job orientation or have no previous experience in
this work and they have also no any kind of training and only 18% percent respondents have
some training and job orientations of his works.
Time Sheet/Cards:

Time sheet/card Frequency Percentage

No 99 99.0
Yes 1 1.0
Total 100 100.0

Workers are not provided any time sheets or cards by the yard authorities or the employers. Here
99% percent respondents have not any time sheet or card and only 1% respondents have time
sheet or card.

Break-times:

Getting any break during your working hour Frequency Percentage

Yes 100 100.0
No 0 0
Total 100 100.0

Generally workers enjoy a one hour or fewer breaks for their mid-day meal or lunch. In this
study, we saw that all of the workers are getting any kinds of break during their working hours

Wage Pattern:
Workers receive their wages daily, weekly, fortnightly and monthly basis. In some yards payment
are made weekly or fortnightly. In other yards workers are paid daily and monthly basis. A daily
basis worker receives BDT. 230/- to 500/- per day at an average. Our study shows that, teenage
loaders or helpers just joined in this sector gets even BDT. 130/- for a days work. According to
the pattern of work, some mature workers receives BDT. 170/- per day who works as just
appointed loader or cutter. However, a ship breaking yard worker earns minimum BDT. 7,000/-
to maximum BDT. 13,000/- per month.

Monthly Income Frequency Percentage

<9000 TK 39 39.0
9000-12000 TK 52 52.0
>12000 TK 9 9.0
Total 100 100.0

28
Here 52% respondents have monthly income is 9000-12000 TK, 39% respondents have monthly
income below 9000TK and only 9% respondents have up to 12000 TK monthly income.

Leaves:
Permanent yard workers enjoy a one-day leave per week with payment. Temporary and casual
workers dont get any payment for the weekly holiday. Besides, all workers get religious holiday
leaves. But it is fact that, even during some significant national and international events and
holidays workers are forced to work in the yards. In most cases, workers dont enjoy casual or
sick leaves.

Getting leave when needed Types of leave Frequency percentage

Casual 56 56
Annual 1 1
Yes 90 Both 33 33
No 10 10 10

In this study, 90% percent respondents are getting leave. Here 56% percent respondents are
getting causal leave, only 1% percent respondents are getting annual leave, 33% percent
respondents are getting causal and annual both leave and only 10% percent respondents are
getting any kinds of leave.

Dismissal Procedure:
Job dismissal procedure Frequency Percentage
No work no pay basis workers are recruited & 50 50.0
terminated
Workers are terminated often/ now & then 2 2.0
Have not yet seen anything like in owner yard 6 6.0
Workers are recruited & terminated by every now 8 8.0
& than
A contractor dismiss a worker verbally often 7 7.0
without paying dues
Without explaining reason, employer dismiss a 6 6.0
worker very often
Often to deprive a worker for his dues & basic 1 1.0
rights
Terminated instantly showing no cause or verbal 15 15.0
direction
For less quantity of work 1 1.0
Happens suddenly 2 2.0
May loose anytime by the order of employer 2 2.0
without due payment
Total 29 100 100.0
In case of dismissal no legal procedure is followed by the yard authorities. No work, No Pay-
basis workers are recruited and terminated every now and then. It is commonly seen in the yards
that, workers are dismissed verbally either by the employers or by the contractors. In most cases,
dismissed workers dont get their due wages and other legal benefits covered by the Bangladesh
Labour Law-2006. It is evident that, neither termination notice is issued to the workers before
dismissal, nor termination benefits are provided afterwards.

Average Service Length:

Average service length of a ship breaking yard worker in a particular yard is 2-5 years. Our study
found even some workers who have been serving in different ship breaking yards for more than
30 years. However, average service length of a yard worker is really very sort.

Average Service Length Frequency Percentage

<5 years 47 47.0
5-10 years 22 22.0
10+ years 31 31.0
Total 100 100.0

In this study, 47% percent respondents have below 5 years average service duration, 21%percent
respondents have 5-10 years service in their workplace and 31% percent respondents have up to
10 years service experience.

Terminated from jobs:

workers terminate from their job

Often
87%
13% Never

Workers terminated from their jobs are common terms in ship breaking area. In this study, we
saw that, most of the workers are terminated from their jobs. Here 87% percent respondents are
often terminated from their works and only 13% percent respondents are never terminated from
their jobs.

30
 Causes of termination from jobs Frequency Percentage
Causes Due to less Workload 76 87.4 of
If any worker is not faithful, he 5 5.7
terminated
Due to sickness or other default 4 4.6
Due to technical fault 1 1.1
If worker is not cooperate and 1 1.1
dutiful
Total 100 100.0
termination from Jobs:

Workers terminated from their jobs are common terms in ship breaking area. In this study, we
saw that, most of the workers are terminated from their jobs. Here 87.4% percent respondents are
terminated from their jobs due to less workload, 5.7% percent respondents are terminated from
their jobs, if any worker is not faithful, 4.6% percent respondents are terminated from their jobs,
due to sickness or other default and only 1.1% percent respondents are terminated from their jobs
due to technical fault and workers is not cooperate and dutiful.

Compensation and Benefits:

Workers hardly receive legal compensation and benefits in case of termination, minor or major
accident and even death in easy way. Until a case on behalf of a ship yard worker or his family
member is filed in the 1st Labour Court of Chittagong compensation and legal benefits are not
provided. It is reality that, if the numerous ways of deprivation and sufferings of yard workers
are focused in local print and electronic Medias and any trade union federation/government
labour inspection department officials/ labour leaders or lawyers seriously handle a case then
compensation is ensured.

Getting any compensation Type of Frequency Percentage

or financial aid compensation

Monetary 99 99.0
Yes Replace 0 0
Others 0 0
No 1 1.0
Total 100 100.0

31
In this study, workers are getting any compensation or financial aid by ship breaking yard owner.
Here 99% percent respondents gets monetary compensation by their owners and only 1%
percent respondents are not get any types of compensation by their ship breaking owners. When
there is an injury some immediate treatment may be given but there is no long term treatment for
those who have a long term or permanent injury. In terms of compensation, only a nominal
amount of compensation given and often only when there is public pressure.
Recommendation

Considering the positive role of ship breaking in national economy ship breaking cannot be
stopped. Rather a sustainable approach should be taken to minimize the negative consequences
of ship breaking activities in our coastal zone. However, following steps may be taken for
sustainable practice of ship breaking activities in Chittagong coastal area:
1. First and foremost, ship breaking workers should be brought under compliance. A
systematic and periodic inspection of the whole yard should be done before a certificate
of compliance is issued by the Department of Environment (DoE) & Department of
Shipping for control of pollution during ship breaking.

2. Government should formulate and implement a national policy and principles for safe
and sustainable ship breaking after having consultation with relevant organizations,
employers and workers.

3. Government should include this sector under the ministry of industry defined by the
Factory Act, 1965 and formulate a policy so that, workers rights and welfare;
occupational safety & health (OHP) could be ensured and it could be eco-friendly as
well.
4. Recruitment and dismissal of the workers should be done following proper legal
procedure.
5. Workers should be provided with appointment letter, ID card, PPE and vocational
training facilities.
6. Like some other sectors they also should be given wages in comparison of the market
price and living standard.
7. Labour sheds should be built in all the yards with drinking water and sanitary latrine
facilities.
8. Ship breaking sector should be transformed into a labour and environment-friendly
sector.
9. Related government and non-government bodies should work together to improve the
prevailing overall poor condition in this sector.

Conclusion:
Finally, Working conditions on Chittagongs yards have not improved. Domestic legislation is
disregarded in all fields working hours, rest and holidays, freedom of association, minimum
wage, overtime payment, compensation to injured workers or the family of dead workers,
training for the workers and protective equipment. Last but not least, provisions concerning

32
minimum age for work are blatantly violated as well.The government of Bangladesh holds
however a clear responsibility to ensure respect of domestic legislation in the yards, and to
harmonize the laws of the country with international human rights and environmental standards.
Government should take immediate steps to frame necessary rule and regulation so that
hazardous ships that are threat to the environment of the country may be prevented from entering
into territorial waters of the country in any manner.
Assignment III
Documentation on Migrant workers in Bangladesh

Conventional provision for Migrant workers:

International instruments and Documents about migrant workers in Bangladesh

R 100- Protection of Migrant Workers (Underdeveloped Countries) Recommendation, 1955(No.

100); ILO convention No. 143 Migrant Workers (Supplementary Provision), 1975; Migrant
Workers : Information and reports on the application of convention and Recommendations
General Survey on the reports on the Migration for Employment Convention (Revised) (No.97),
and Recommendation (Revised) (No.86), 1949, and the Migrant Workers ( supplementary
Provisions) Convention (No. 143), and Recommendation (No.151), 1975; C97, Migration for
Employment convention(revised), 1 949; United Nations Convention against Transnational
Organized Crime , Protocol to Prevent, Suppress and Punish Trafficking in Persons, Especially
Women and Children, supplementing the United Nation Convention against Transnational
Organized Crime and Protocol against the Smuggling of Migrants by Land, Sea and Air,
supplementing the United Nations Convention against Transnational Organized Crime

Regional instruments and Documents about migrant workers in Bangladesh

Task Force on ASEAN Migrant Workers: ASEAN Civil Society Proposal For the ASEAN
Framework Instrument on the Promotion and Protection of the Rights of Migrant Workers, 2009;
ASEAN Declaration on the Protection and Promotion of the Rights of Migrant Workers; South
Asian Regional Trade union Council (SARTUC): Declaration On Migrant Labour; Ministerial
Consultation on Overseas Employment and Contractual Labour for Countries of Origin and
Destination in Asia (The Abu Dhabi Dialogue); Regional symposium on deployment of
workers Overseas: A Shared Responsibility (ASIAN- Decent Work Decade 2006-2015).; Asia
Pacific Migration Research Network (APMRN), Migration issues in the Asia Pacific Issues
Paper From Malaysia.

National instruments and Documents about migrant workers in Bangladesh

The Emigration Ordinance, 1982; Wage Earners Welfare fund rules, 2002; Recruiting Agents
conduct and License Rules, 2003( in English; Recruiting Agents conduct and License Rules,
2002( in Bangle); Bangladesh Labor Warfare Fund Act, 2006( in Bangle); Bangladesh Labor
Welfare Foundation Rules, 2006; Given Special facilities for Bangladeshi migrant workers

33
whose providing foreign remittance Rules, 200; Overseas Employment Policy , 2006; The
Emigration Ordinance, 1982; Wage Earners Welfare fund rules, 2002; Recruiting Agents
conduct and License Rules, 2003( in English); Recruiting Agents conduct and License Rules,
2002( in Bangle); Bangladesh Labor Warfare Fund Act, 2006( in Bangle); Bangladesh Labor
Welfare Foundation Rules, 2006; Given Special facilities for Bangladeshi migrant workers
whose providing foreign remittance Rules, 200; Overseas Employment Policy , 2006; Grant No.
51 (65-Ministry of Expatriates Welfare and Overseas Employment) Medium Term Expenditure;
2010-2011 fiscal years ADP included Ministry of Expatriates Welfare and Overseas
Employment development policy, 2010.; Mission, vision, objectives and activities in Ministry
of Expatriates Welfare and Overseas Employment; Ministry of Expatriates Welfare and Overseas
Employment; Government to Government policy for job seekers registration from for Malaysia;
Statistic about migration of workers in south Korea; Overseas Employment in 2012; Overseas
Employment from 1976 to 2008.

National &International Organizational activities

Workshop on migrant workers- partnership between unions in origin and destination countries;
Overview of the status of Migrant Workers of Bangladesh : Home and Abroad; Bangladesh
Migrant Worker: Main problem Development process and present situation TU; Press Release
about Bangladeshi Human Rights commission within Malaysia Governments; The Citizens
Charter (BMET); Background paper about migrant worker (BMET); Planning about safe
working environment (BRAC); Labour Migration, IOM; BLAST welcome the Adoption of the
Convention Concerning Decent Work for domestic workers; The case for Ratification: 1990 Un
Convention on the Protection of Migrant Workers Rights, RMMRU; Signatory campaign on
Migrant Workers Right and their Demands, 2000 WARBE; Gather information about migration
WARBE; National and International Instruments for Migrant workers: How Trade Union Can
Make use of it, WARBE; Statistics of BOISAL; Role of Trade Unions in respect to Migrant
Workers, ILO-Migrant; Partnership Agreement on migrant labour Between MTUC and ITUC-
BC; ITUC-AP/ SARTUC/ ILO Workshop on Decent Work For Migrant Workers, Kathmandu,
Nepal, 2008; ITUC CSI IGB ( 2nd World congress) Resolution on Migrant workers; WFTU on
the international migrants Day.

News Clipping about Migrant Worker

1. Women migrant workers find a voice in Bangladesh Posted on July 5 2012.

2. Problems and prospects of labour migration from Bangladesh; published by Syed Ashraf
Ali , Published : Wednesday, 12 June 2013, The Financial Express.

Research paper, thesis, article and journal about migrant workers in Bangladesh:

Migration Scenario: Nature, Patterns and Trends by Dr. Md. Nurul Islam

34
 Study on Women Migrants Situation (Profile of women migrants, causes, problems &
prospects of migration); Conducted by Dr. Md. Nurul Islam
Migration of Highly Skilled and its Impact on the Economic and Technological
Development of Pakistan and Bangladesh; Project Report Submitted on 10th Round
Regional Research Competition of South Asia Network of Economic Research Institutes
Returning International Labor Migrants From Bangladesh: The Experience and Effects of
Deportation, Nazli Kibria, Working Paper #28, July 2004

Trends in international migration and remittance flows: Case of Bangladesh , K. S. Farid,

L. Mozumdar, M. S. Kabir and K. B. Hossain, Department of Rural Sociology,

Bangladesh Agricultural University, Mymensingh-2202, Bangladesh and 1Department of

Statistics, University of Chittagong, Bangladesh
Labor Migration in Bangladesh: Patterns of Malpractices in Post-Migration Stage,
published by Prakash Chandra Roy, Md. Bashir Uddin Khan, Md. Abdul Kader Miah,
Md. Omar Faruk and Md. Asaduzzaman Saadi.
Migration as a livelihood strategy of the poor: the Bangladesh case by Tasneem Siddiqui
Refugee and Migratory Movements Research Unit, Dhaka University, Bangladesh,
rmmru@aitlbd.net, rmmrubj@aitlbd.net, cabrar@citechco.net
Decent Work and International Labour Migration from Bangladesh; Tasneem Siddiqui,
University of Dhaka
Migrant Workers: Responsible Recruitment and Fair Hiring Practices to Combat
Trafficking in South Asia India Habitat Centre, Delhi 13th March 2012
Migrants Caught in Crisis : the IOM experience in Libya
Migrant Worker Remittances and Micro-Finance in Bangladesh; published by Tasneem
Siddiqui, Chowdhury R. Abrar & (Refugee and Migratory Movements Research Unit)
September 2003
Protecting Migrant Workers in a Globalized World By Ryszard Cholewinski, University
of Leicester , march 2005.

Study on the International Demand for Semiskilled and Skilled Bangladeshi Workers
Work Condition of Bangladesh Factory workers in the Middle Eastern Countries,
published by Tasneem Siddiqui, Mohammad Jalal Uddin Sikder and K.N.M. hossainul
Haque And WARBE &RUMMRU.
Beyond Borders: Exploring Links between Trafficking and Migration; GAATW Working
Papers Series 2010, Global Alliance Against Traffic in Women 2010

35
 Migration and Social Protection: A Concept Paper Published by RACHEL SABATES-
WHEELER and MYRTHA WAITE, Institute of Development Studies, Sussex, December
2003

Place, Social Protection and Migration in Bangladesh: A Londoni Village in Biswanath;

published by Katy Gardner and Zahir , Sussex Centre for Migration Research,
Jahangirnagar University, Dhaka, November 2006
Assignment IV
Documentation about Occupational Health and Safety

Occupational safety and health is an area concerned with protecting the safety, health and
welfare of people engaged in work or employment. The goals of occupational safety and health
programs include fostering a safe and healthy work environment. OSH may also protect co-
workers, family members, employers, customers, and many others who might be affected by the
workplace environment. Occupational safety and health can be important for moral, legal, and
financial reasons. All organizations have a duty of care to ensure that employees and any other
person who may be affected by
the companies
undertaking remain safe at all
times. Legal reasons for
OSH practices relate to the
preventative,
punitive and compensatory
effects of laws that protect
worker's safety and health.
OSH can Occupational Health and Safety measure also reduce
employee injury and illness
related costs, including medical care, sick leave and disability benefit costs.

The main focus in occupational health is on three different objectives are the maintenance and
promotion of workers health and working capacity, the improvement of working environment
and work to become conducive to safety and health and Development of work organizations and
working cultures in a direction which supports health and safety at work.

Bangladesh Constitution articles 14, 15,18 and National Labour Policy, 2012; The Bangladesh
Labour Act, 2006; Fire Protection and Prevention Act, 2003; The Factories Act,1965; ILO
Convention No. 155-Occupational Safety and Health Convention, 1981; ILO Convention No.
161- Occupational Health Services Convention, 1985; ILO Convention No. 187-Promotional
Framework for Occupational Safety and Health Convention, 2006; C120 - Hygiene (Commerce
and Offices) Convention, 1964 (No. 120); C167 - Safety and Health in Construction Convention,
1988 (No. 167); Bangladesh National Building Code.

36
 CHAPTER IV
4.1. Reflection on the internship

In this chapter I reflect on the internship. Regarding my learning goals I shortly discuss my
experiences; if I have achieved my goal, whether I experienced difficulties and what I think I
have to improve.

The functioning and working conditions of a Non-Governmental Organization

At the beginning I did not have any experience of working within a NGO. Although I have seen
one, I understand better the functioning like the organization structure and setting up projects.
Trying to operate as a non-profit organization I saw the importance of financial support and
personal capacity. The dependence on extern institutions and people force you to have a flexible
attitude. During my stay I also experienced the dependence. There was often uncertainty whether
and when projects could start. In the first instance the dependence and uncertainty was annoying,
but it forced me to be flexible and to see what other things I could do.

Enhancing communication skills

More than I had expected I experienced language difficulties. When I worked with Fish Ip who
comes from Hong Kong conducted one baseline survey about organizing Domestic worker with
the help of DWRN networks which perform by BILS and BILS research division assign me to
work with Fish Ip. I thought that I could communicate well in English and with my basic
knowledge of English Grammar, however the majority of persons I worked with talked in
Bangla. Therefore I was reserved in communication at the beginning, but in the course of months
it went better. My stay has contributed to my communication skills, but I would like to pay more
attention to it in the future. I can come across as reserved and uncertain. To contribute more to
research and to progress faster, I want to learn to make a more confident impression and to
express my ideas and opinions more certain.

The use of skills and knowledge gained in the university

It is difficult to say what skills and knowledge gained in my study I could put in practice in my
internship. I can think of the use of the experience from my studies about labor related issues. In
the internship courses that I have taken I learned about labor related research concepts and doing
labor right based research in general; I was taught some basics on data collection, data
processing and setting-up research projects proposal and report writing about labor rights and
their situation. This is reasonable and I have seen that within research projects you acquire the
skills and knowledge needed.

37
Skills and knowledge that might be improved to work in a professional environment

Although everyone should learn and develop the necessary skills and knowledge while working
in an organization, there are several things that I could improve already. I did not have totally
clear what activities I could have done to reach my learning goals. Therefore during my stay I
had some difficulties to determine tasks that I could carry out. In advance of my internship I
talked with the organization about the project in which I could participate, however clear
agreements on my activities were not made. A more assertive attitude from my side could have
helped. To prevent uncertainties in future projects I will pay more attention to making clear
agreements and back-up plans. Other aspects to which I want to pay attention in general are:
defining a clear research question and determine what data collection and analysis is suitable. I
often have the tendency to concentrate more on data collection activities. Also in the internship I
have seen that it is important to have your research clear, because it guides you in the process.

Organizing projects proposal and Research methodologies (field methods/methods to

analyze data)

Within the internship I did a lot of fieldwork. Because of this I have seen of what aspects you
have to think while organizing a project proposal. Furthermore I have learned how an education
program can be set up and what things have to be taken into account. It is important determine
the knowledge present and to adjust the program to each sector. It is of importance to convey an
objective and supported message taking the viewpoints of people into account. I became also
aware that local people have a lot of knowledge that could help in research and conservation.
Before the internship I did not have any experience in organizational survey and I had no idea if
it could work. In the future I would like to do some organizational survey.

I increased my knowledge on methodologies used to my academic and literature reviewed about

labor force and develop some idea which helpful to me. I planned to help in the data analysis of
the first cycle victimization survey about vulnerable sector of labor force in Bangladesh. The
participation in the baseline survey and writing report in different sector of labor force which is
helpful me to build idea of next project proposal. a little late in my internship period and there
was no time left to do analyses. I would have liked to practice more within my internship, but at
the end I only learned about conducting FGD and report writing and survey report writing and
some other activities like documentation about Migrant workers and OHS of the workers in
Bangladesh.

Working in different environment from another culture

The internship was an opportunity to get immersed on a deeper level in another culture. It was
really experiencing to see how other people work in professional life. It also helped to look at
things from a different perspective. Beside mode of adaptation is increase from this internship
period and sometimes I feel internship is most important to diverse one person from academic
study to professional life. An interesting and open attitude of the people has helped.

The influence on future career plans

38
Before my internship in BILS, I had some doubts about my future career. I was not sure if I
would like to continue in research after finishing my M.S. I also did not know what type of
research I would like to do. Through this internship, I have seen what elements of my career I
like and I got enthusiastic again to continue in research. I have found out that part of the research
should contain fieldwork as I did in the internship. I would like to continue in the research on
labor victimization survey.
4.2. Conclusion

On the whole, this internship was a useful experience. I have gained new knowledge, skills and
met many new people. I achieved several of my learning goals, however for some the conditions
did not permit. I got insight into professional practice. I learned the different facets of working
within a NGO. I experienced that financing, as in many organizations, is an important factor for
the progress of projects. Related to my study I learned more about the human right practice in
different working sectors. There is still a lot to discover and to improve. The methods used at the
moment are still not standardized and survey a consistent method is in development.

In BILS, research division conducted huge survey which helping me to develop my ideas and
skill about my next target. However I was working with the supervision of research division and
advocacy officer and gathering knowledge about Domestic workers, Migrant workers, Ship
breaking workers and Occupational Health and safety of the workers in Bangladesh.

Learning process is not one sided, but it is a way of sharing knowledge, ideas and opinions. The
internship was also good to find out what my strengths and weaknesses are. This helped me to
define what skills and knowledge I have to improve in the coming time. It would be better that
the knowledge level of the language is sufficient to contribute fully to projects. I think that I
could start my working career. However I could perform certain tasks in research better if I
practice know more the research methodologies applied in cetacean studies. It would also be
better if I can present and express myself more confidently.
At last this internship has given me new insights and motivation to pursue a career in social
research.

Reference
Migrant workers in Bangladesh, 2013. Retrieved from http://www.mgrant workers in Bangladesh
related survey.htm.
Ship bracking workers in Bangladesh, 2013. Retrieved from http://www.shipbracking workers in
Bangladesh related survey.htm.
Survey report review and Literature review from BILS library.
Retrieved from http://www.Domestic workers in Bangladesh. com

Retrieved from http://www.weikipedia.com.

Retrieved from http://www. encyclopedia.com.
Retrieved from http://www. bils.org.com.

39
 APPENDIX I

Work Plan in Internship Period

April May June July

Months 11,2013 11,2013
Tasks week week week week week week week week week week week week week
2 3 4 1 2 3 4 1 2 3 4 1 2
Acquire
knowledge about
BILS and their
activities
Documentation
about Migrant
workers
Documentation
about OHS

Baseline survey
with Domestic
worker
Writing Survey
report on Ship
breaking sector
Investigation and
reporting about
Killing domestic
workers
Assist supervisor
to organizing
programs with
DWRN network
and TU leader
During my
internship period ,
assist research
division

40
 Appendix II
Baseline Studies of Domestic Workers in Asia: Organizing Domestic Workers in
Bangladesh current situation, strengths and challenges
Agreement
Between
International Domestic Workers Network - IDWN
c/o AMRC,
Flat 7, 9th Floor, Block A, Fuk Keung Industrial Building,
66-68 Tong Mi Road,
Kowloon, Hong Kong,
Fax: (852) 2385-5319
Email: idwn@idwn.info
And
Bangladesh Institute of Labour Studies - BILS
House 20 (3rd floor), Road 11 (new), 32 (old), Dhanmondi R/A, Dhaka -1209, Bangladesh
Tel: 880-2-9143236, 9120015, 9126145
Fax: 88-02-8114820 Email: bils@citech.net
Referred in the following as contractor

Introduction and Background

Domestic worker is one of the marginalized and highly vulnerable working communities in
Bangladesh. The situation is more acute due to the fact that a very high proportion of the
domestic workers are children and women. They do not know about their rights and suffer in
silence when these rights are violated (Ahmed, 2009). Even in many households they are not
treated as complete human beings. They face severe deprivations in wages and do not get
education and basic health care. Indecent behaviour and torture are their regular experience and
house-workers do not have minimum social recognition.

According to the Labour Force Survey-2006 (BBS) an accurate updated data about the number
of total domestic workers in Bangladesh is 331,000 and according to ILO-UNICEF Baseline
Survey 2007 the number is 420,000. But on a calculation based on household of the Dhaka and
Chittagong City Corporation it is estimated that the number of domestic workers is about 2
million in Bangladesh.

There is another concerning area regarding the victimization of domestic workers in Bangladesh.
The statistics (Jan-June 2012) shows that at least 42 domestic workers are became the victim of

41
torture and accident among them three faces accident in workplace, died 21 and the number of
injured are 18 due to torture in workplace. (BILS, 2012)

Although all domestic workers were forced to choose this occupation due to acute poverty, there
are some others specific causes like food requirement and repaying family debt/loan as the main
causes of engaging themselves in house-work. Because of being divorcee and broken family
effects the house-workers come to this occupation also.

Rationale of the Study

The provision and idea of decent work is totally missing in this working sector, the workers are
not recognized as labourers and there is no law or policy to protect their rights. Though the
number of domestic workers in Bangladesh is gradually increasing and at the sometime the
incidence of victimization of the domestic workers is also increasing alarmingly but there is no
such law and monitoring system to ensure the welfare and to protect the rights of the domestic
workers in Bangladesh. On this ground organizing domestic workers in order to build collective
strength on advocating for rights and representation is needed.

The study deems its significance on the ground of formulating a base of information regarding
the organizing effort and situation and role of stakeholders in domestic worker of Bangladesh. At
present, there are around 11 domestic workers organizations in Dhaka. The study will look into
the strengths and needs of domestic workers organizations and how domestic workers can be
organized to have representative voice in the society and achieve their rights. This study will also
be influential to determine future action plan and to consolidate broader scale of organizing
effort on domestic workers. The implementation of the ILO Convention C189 - Domestic
Workers Convention, 2011 (No. 189) will also be facilitated by the outcome of the study.

The International Domestic Workers Network, supports existing efforts to improve the living and
working standards for Domestic Workers. By strengthening the collaboration between trade
unions, civil society, NGOs and governments as well as the promotion of self-organizing efforts
and capacity building of Domestic Workers, IDWN hopes to achieve increased sensitization for
the situational needs of Domestic Workers.

IDWN, with the support of the Friedrich-Ebert-Stiftung, Office for Regional Cooperation in
Asia, is conducting baseline studies in Indonesia, Nepal, India, Bangladesh and the Philippines in
order to achieve the aforementioned aim. In Bangladesh, IDWN will conduct the studies in
collaboration with BILS, the secretariat of Domestic Workers Rights Network (DWRN). DWRN
is comprised of trade union centres, civil society organizations, advocacy groups, domestic
workers union and organizations to advocate for domestic workers rights and it has been
promoting the organizing of domestic workers. BILS will coordinate with its network members
and other concerned groups to provide inputs and information for the studies. IDWN will
participate with some of the study activities. The researcher provided by BILS will write the
report with the input from the research team of BILS and IDWN.

Objectives

42
 To know about the condition of the domestic workers in term of labour standards as
determined in international labour conventions and national laws.
To identify the different action, initiatives taken by the government, NGO, Civil Society and
Trade Unions to uphold the rights of domestic workers in Bangladesh
To map existing domestic workers organizations and organization working for protecting
domestic workers interests/rights and organizing them
To identify the challenges and potentialities of organizing domestic workers and
determining roles of the stakeholders for bringing domestic workers into organization.

Methodology
The baseline study will employ qualitative research method with focus group discussions and
interviews with leaders and members of domestic workers organizations and those from their
supporting trade unions and NGOs. It will involve study of literature and other documentation on
the subjects.

Task
IDWN will contract BILS, with the leading researcher, Mr. Mostafiz Ahmed to conduct a
Baseline Study analysing the situation of Domestic Workers in Bangladesh taking into account
the focal points of interest as indicated in paragraph Overall objectives.

Coordination/Communication
The contractor will work in direct co-operation IDWN (International Domestic Workers
Network) through regular e-mail communication during the entire duration of the mission. The
contractor furthermore agrees to participate in (a) project meeting(s) to agree on the terms of
procedural methods used to carry out the assessment.

Time Frame
The research work will commence beginning 11 May, 2013 and ending 31 Aug 2013. Initial
result of the study must be presented by 15 Jul 2013. A final paper shall be existent by 31 Aug,
2013.

Payment of Fees
For the rendering of the services set out in paragraph Tasks of this Agreement, the Contractor
shall receive a lump sum remuneration of USD5,551. The payment of USD5,551 will be made to
the contractor upon submission of the final paper is submitted to IDWN.

Taxes and Social Levies

Taxes and social levies are to be paid by the contractor. The contractor is not insured by IDWN
during the period when the service is rendered. In particular, the contractor is responsible for
taking out any insurance covering illness, accidents (or any other case of prevented work
attendance), liability claims or travel luggage.

Undertakings of IDWN and Researcher

43
IDWN will support the researcher by providing information, reference materials and will release
the funds to facilitate the study process. The contractor should provide acknowledgement receipt
for receiving the funds and will provide relevant documents as needed for proper accounting.

Intellectual Property Rights

The final paper and all collected information as part of the Baseline Study will be property of
IDWN and its partner FES. The final paper and all collected information cannot be used for any
purpose without prior consent.

Validity and Termination

This contract is valid from 11 May 2013 to 31 Aug 2013. IDWN reserves the right to terminate
this contract if deadlines are not followed or extended without consultation and/or failure to
fulfill the obligations as stipulated in this contract after a written notice is issued two weeks
before the intended day of termination. No additional rights may result from this agreement.

Subsidiary Agreement
Any collateral agreements, amendments to or supplements of this agreement must be in writing
in order to be valid.

Separability clause
Should this agreement contain a gap or should a provision thereof be or become wholly or
partially unenforceable, the rest of the agreement shall remain enforceable.

Agreement
Should you agree to the aforementioned terms, kindly affix your signature on the space provided
below

On behalf of the contractor:

______________________ ___________________
Syed Sultan Uddin Ahmmed, Date
Assistant Executive Director,
Bangladesh Institute of Labour Studies (BILS)
Accepted:

______________________ ______________________
[Insert name here] Date
International Domestic Workers Network (IDWN)

44
 Appendix III

Ship breaking workers profile

Characteristics Frequency Percentage
Age of worker
15-25 years 41 41.0
26-35 years 30 30.0
36-45 years 20 20.0
45+ years 9 9.0
Sex
Male 100 100
Educational Status
Illiterate 30 30.0
Primary 33 33.0
Secondary 37 37.0
Marital status
Married 70 70.0
Unmarried 30 30.0
Family Types
Nuclear 16 16.0
Joint 44 44.0
Broken family 40 40.0
Number of family member
0-4 25 25.0
5-8 68 68.0
8+ 7 7.0
Number of income generating family member
1 person 64 64.0
2 person 21 21.0
More than 2 person 15 15.0
Number of dependent family member
1-3 36 36.0
4-6 57 57.0
6+ 7 7.0
Monthly Income
<9000 TK 39 39.0
9000-12000 TK 52 52.0
45
 >12000 TK 9 9.0
How did you recruit in this job?
By contractor 70 70.0
By employer 29 29.0
By friends 1 1.0
Nature of works
Contractual 10 10.0
Permanent 9 9.0
Day basis 78 78.0
Casual 3 3.0
Did you get any orientation or training from your
employer
No 82 82.0
Yes 18 18.0
Mode of agreement between you and your employer?
Verbal 100 100.0
Type of work
Cutter 9 9.0
Cutter helper 20 20.0
Loader 29 29.0
Fitter 25 25.0
Ware group worker 4 4.0
Foreman 2 2.0
Carrying 2 2.0
Supervisor 3 3.0
Cutting, loading, carrying 2 2.0
CNG operator 2 2.0
Foot group worker 2 2.0
Duration of working hour (daily)
<10 hours 10 10.0
10-12 hours 74 74.0
12+ hours 16 16.0
when do you work
Day 25 25.0
Night 2 2.0
Day & night 73 73.0
Do you have any time sheet/card?
No 99 99.0
Yes 1 1.0
Do you get any break during your working hour
Yes 100 100.0
Did you get any leave when needed
No 10 10.0
Yes 90 90.0
If yes, which types of leave do you get
Casual 56 62.2

46
 Annual 1 1.1
Both 33 36.7
How long have you been involved in this work (in years)
<5 years 47 47.0
5-10 years 22 22.0
10+ years 31 31.0
Did your employer provide any job guarantee
No 94 94.0
Yes 6 6.0
If yes, what types of job guarantee you got
Verbal 6 6.0
Did you get any appointment card?
No 94 94.0
Yes 6 6.0
Did you get any ID card?
No 89 89.0
Yes 11 11.0
Did any workers terminate from their job?
Often 87 87.0
Never 13 13.0
Why workers terminate from their job?
Due to less Workload 76 87.4
If any worker is not faithful, he terminated 5 5.7
Due to sickness or other default 4 4.6
Due to technical fault 1 1.1
If worker is not cooperate and dutiful 1 1.1
If any worker loses his/her job how it happens?
No work no pay basis workers are recruited & terminated 50 50.0
Workers are terminated often/ now & then 2 2.0
Have not yet seen anything like in owner yard 6 6.0
Workers are recruited & terminated by every now & than 8 8.0
A contractor dismiss a worker verbally often without paying
7 7.0
dues
Without explaining reason, employer dismiss a worker very
6 6.0
often
Often to deprive a worker for his dues & basic rights 1 1.0
Terminated instantly showing no cause or verbal direction 15 15.0
For less quantity of work 1 1.0
Happens suddenly 2 2.0
May loose anytime by the order of employer without due
2 2.0
payment
If any worker get injure or die during perform their job,
do they get any compensation or financial aid?
No 1 1.0
Yes 99 99.0
If yes what type of compensation?

47
 Monetary 99 99.0
System 1 1.0
Total 100 100.0

48