Internship Report

“Compliance with Bangladesh Labor Act-2006 regarding Women

Employees

And Perception of Employees regarding These Acts”

-A Mercantile Bank Ltd., Gareeb-E-Newaz Avenue Branch Study

Exam Roll: 142344

 Internship Report on
“Compliance with Bangladesh Labor Act-2006 regarding Women
Employees

And Perception of Employees regarding These Acts”

-A Mercantile Bank Ltd., Gareeb-E-Newaz Avenue Branch Study

Prepared for:

Chairman

Internship Placement Committee

Prepared by:

Exam Roll # 142344

Batch: 23rd

BBA Program

Academic Session: 2011-12

Institute of Business Administration

Jahangirnagar University

August 03, 2018

August 03, 2018.

Chairman

Internship Placement Committee

Institute of Business Administration

Jahangirnagar University,

Savar, Dhaka - 1342.

Subject: Submission of the internship report

Dear Sir,

In accordance to your requirement of “Internship Report”, here is the report on” “Compliance
with Bangladesh Labor Act-2006 regarding women employees and perception of employees
regarding these acts-A Mercantile Bank Ltd., Gareeb-E-Newaz Avenue Branch Study” for your
scrutiny and review. I prepared this report while working in Gareeb-E-Newaz Avenue Branch of
Mercantile Bank Ltd as a compulsory requirement for internship program. The report topic was
chosen with due concern of Dr.Ireen Akhter, Associate Professor, Institute of Business
Administration, Jahangirnagar University and my internal supervisor; and my external
supervisor, Syed Ahsanul Hoque Nuri, First Assistant Vice-President, Mercantile Bank Ltd.

The report is aimed at compliance with BLA-2006 regarding women employees and perception
of employees regarding these acts. To serve this purpose, this report also contains an overview
of the Bangladesh Labor Act-2006 regarding women employees. This report further contains
some recommendation to solve those problems.

Therefore, I’m submitting this internship report for your kind consideration and assessment. I
will be available for any further queries.

Sincerely Yours

………………………..

Exam Roll Number: 142344

Batch: 23rd

BBA Program Academic Session: 2013-114

 Acknowledgement
First of all, I would like to express my deepest gratitude to the most Merciful and Almighty
Allah for giving me the strength and blessings to complete the report successfully.

I would like to express my earnest gratitude to Dr. Ireen Akhter for her invaluable advice in
choosing the internship topic; as well as her support and guidance throughout the preparation
of internship report as my internal supervisor.

I also express my grateful appreciation to my external supervisor Syed Ahsanul Hoque Nuri,
First Assistant Vice-President and Credit in-charge, Mercantile Bank Ltd.; and Nasrin Siddiqua,
Senior Executive Officer, Mercatile Bank Ltd. And General Banking in-charge for giving me the
priceless opportunity of on-the-job learning about the Banking operations for their supervision
in various aspects of my internship program and preparing the report. My special gratitude
goes to Mahmudur Rahman Osmany, Executive officer, Mercantile Bank Ltd. and Shahin Parvin,
Officer, Mercantile Bank Ltd for mentoring me and providing me with information to prepare
the report. In addition to them, I’m also highly grateful to all of my co-workers of Mercantile
Bank Ltd, Gareeb-E-Newaz Avenue Branch.

I would also take this occasion to thank our batch manager Dr. S. M. Rafiul Huque (Professor,
IBA-JU) for his intellectual thoughts and involvement.

Finally, I also express my sincere gratitude to all the people who were directly or indirectly
involved with the successful completion of this report. Their patience, positive attitude,
responses and suggestions provided valuable inputs in preparation of this report.
 Table of Contents
Executive Summary

1.0 Introduction……………………………………………………………………………………………………..1-3

1.1 Origin of the Report…………………………………………………………………………………….1

1.2. Scope of the Study………………………………………………………………………………………2

1.3. Objectives of the Report……………………….………………………………………………….. 2

1.4. Methodology…………………………………………………………………………………………...2-3

1.5. Limitations…………………………………………………………………………………………………3

2.0. Organization Overview……………………………………………………………………………………3-6

2.1. Vision………………………………………………………………………………………………………..3

2.2. Mission……………………………………………………………………………………………………..3

2.3. Strategic objectives…………………………………………………………………………………..4

2.4. Core Values………………………………………………………………………………………………4

2.5. MBL Business Operation…………………………………………………………………………..4

2.6. MBL Subsidiaries………………………………………………………………………………………4

2.7. MBL Network……………………………………………………………………………………………5

2.8. Awards & Recognition………………………………………………………………………………5

2.9. Culture……………………………………………………………………………………………………..6

3.0. MBL Product & Services………………………………………………………………………………...6-9

3.1. Deposit Product……………………………………………………………………………………...6-7

3.2. Loans & Advances……………………………………………………………………………………..7

3.3. SME Financing…………………………………………………………………………………………. 7

3.4. MBL Card………………………………………………………………………………………………….7

3.5. E-Banking Services…………………………………………………………………………………..8

 3.6. Corporate Social Responsibility……………………………………………………………..8

3.7. Organizational Structure in MBL…………………………………………………………...8-9

4.0. Internship experience/ Observation details………………………………………………10-13

4.1 Function of the departments I worked on………………………………………….…10-11

4.2 Job Responsibilities………………………………………………………………………………11-13

4.3. Internship Outcome/ Issue Analysis………………………………………………………..13

5.0. Bangladesh Labor Act 2006 ………………………………………………………………………….13

5.1. Data Analysis and Findings…………………………………………………………………13-28

6.0. Recommendations & Conclusion………………………………………………………………28-29

6.1. Recommendations……………………………………………………………………………………28

6.2. Conclusion………………………………………………………………………………..………………29

6.3. References

6.4. Appendix
Executive Summary
Mercantile Bank limited is very much concerned about their human resource. So this report
portrays the compliance of Bangladesh Labor Act-2006 with Mercantile Bank Limited regarding
women employees.

This report is divided into two parts. A brief overview of Mercantile Bank Ltd. is given in the
first part of the report along with existing products and services of the company as well as
internship responsibilities during my internship in Mercantile Bank Ltd.

Second part of the report is prepared based on the compliance with Bangladesh Labor Act-
2006 regarding women and perception of employees’ regarding these acts. To provide a better
understanding of the topic, this part contains a brief overview BLA-2006 regarding women
employees. From the data analysis and findings part, it is found that Mercantile Bank has a
good level of compliance with BLA-2006 regarding women employees which helps them to
provide better work environment, rights and benefits for women employees

Based on the data found by using questionnaire some feasible recommendations are given.
Experimentation can be done based on these recommendations.
1.0. Introduction:
In recent years, the developing countries of the world including Bangladesh have been focusing
on the most disadvantaged group in the society – the women. Realization has gradually
dawned on all concerned that a society cannot afford to waste half of its human resources by
discrimination on grounds of gender. This increasing awareness on the part of the government
has led to the adoption of national policies to facilitate a development process involving
women in all spheres particularly in economic activities focusing especially on employment
development. As well as in Bangladesh half of the population is women and in banking sector
their participation rate is also high so every organization should make sure that they are full-
filling all the labor laws as well as women employee related labor laws to make the work
environment better for the women employees.

Banking is essentially a person-to-person business. In a service industry like banking, the

quality of human resources assumes vital importance, bank customers would normally do
business with a bank whose staff are well informed and well disposed. For this reason the best
personnel are selected, motivated and trained to conduct marketing function in a better way.
Improved efficiency and promotion of personalized services are required on the part of the
employees for them to offer convincing service to customers. Bank officers form a delicate link
between the management and the clerical staff. The success of the bank depends upon the
coordination, synchronization and cooperation of the bank officers with these two very
divergent entities. Women in the labor force have been at the forefront of Bangladesh’s recent
successful economic growth. Hence making the work-environment better for women
employees is one of the important things to offer convincing service to customers as the better
work environment will help them to perform better which can be confirmed by following
Bangladesh Labor Act-2006 and also many other rules and regulations.

As in Mercantile Bank Ltd (MBL), there are many women employees so it needs to confirm that
MBL have compliance with all the women employee related Labor laws.

1.1. Origin of Study:

This internship report was assigned as a partial requirement for the completion of the BBA
Program of Institute of Business Administration, Jahangirnagar University. The intention was to
give an opportunity to the students to gain some real world experience by working in a
practical environment. For my internship I was placed in Mercantile Bank Limited, Gareeb-E-
Newaz Avenue. During my internship period my supervisor was Mr. Syed Ahsanul Hoque Nury
who is a First Assistant vice president (FAVP) and in-charge of Credit Department, who
supervise the intern related duties and responsibilities in that branch and Nasrin Siddiqua,
Senior Executive Officer & In-charge of General Banking my Faculty Supervisor was Dr. Ireen
Akhter, Associate Professor of Institute of Business Administration, Jahangirnagar University. I
feel privileged enough to work under their supervision.
1.2. Scope of the Study:
There is a certain boundary to cover this report. This particular report only covers the
compliance with Bangladesh Labor Law Act-2006 regarding women employees and
employees’ perception towards these acts that actually practiced in Gareeb-E-Newaz Avenue
Branch of Mercantile Bank Limited. Mainly I will focus on all the employees of Mercantile Bank
Limited, Gareeb-E-Newaz Avenue Branch. And I also talked with the First Vice President who is
the Branch Manager of this Branch. There are 10 employees, 1 Direct Sales Executive (DSE) and
1 internee in this branch those are actively working in the branch I will survey among all the
employees of this branch. As well as I gathered information through internet, Mercantile Bank
Limited official web-site. Moreover I got some confidential information which is not possible to
disclose publicly, so those data and information had to be ignored for this report.

1.3. Objective of the Study:

I will prepare this report based on two purposes:

1. Primary Objective:

The report aims to provide information on “Compliance with Labor Act regarding women &
perception of employees regarding these acts” which will help us to know about Bangladesh
Labor Law act- 2006 regarding women employees and how this is followed by the employers of
Mercantile Bank Limited and perception of employees towards these acts.

2. Secondary Objectives:

• To see whether the organization is following Bangladesh Labor Act-2006 regarding

women employees.
• To know about the perception of employees regarding these acts.
• To focus on the findings of the survey and come up with some solutions for
development of company’s policy regarding women employees.
• To know the culture of MBL regarding women employees.

1.4. Methodology:
For making any report most of the data should be taken that reflect actual situation. For my
report I will collect various types of primary and secondary data. In a disciplined way I can say
that the report input will be collected from two sources-

1. Primary sources:

For my Primary data, I will go through

• Face to face Conversation

• Personal observation through several informal conversations
 • Questionnaire

2. Secondary sources:

• Mercantile Bank Ltd. official web-site

• Annual Reports

1.5. Limitations:
• The internship duration is only for 3 months which is not proper for learning on the job
experience and knowing about real-life work environment.
• During the survey, the branch manager was on vacation so it would be better if the he could
response to the survey which will provide us the more accurate result.
• For the reputation of the organization the employees can give biased response which can
impede us from knowing the actual result.

1.0. Organization Overview

Background Mercantile Bank Limited (MBL) is originated by a group of perceptive investors of
aiming significant contribution to the financial system for an extent sustainable economic
growth of Bangladesh. Since its inception in June 2, 1999, the Bank has already created a
credible brand impression and achieved its customers trust and loyalty. Their exposure in
capital market provides country’s significant economic growth by enlisting in Dhaka Stock
Exchange (DSE) and Chittagong Stock Exchange (CSE). MBL renders customer services with
evolving technology by the cluster professionals and also working for innovative and need
based banking product and services. Public confidence is of outmost importance for the
development of banking industry in Bangladesh. Keeping that in mind, MBL ensures a culture of
good corporate governance to thrive. MBL promotes greater efficiency, accountability and
transparency in its business decision. Another crucial step of MBL is to synchronize the
attitudes, belief and culture in accordance with the needs of our human resources, clients,
stakeholders and the overall financial system of Bangladesh.

2.1. Vision:
“Would make finest corporate citizen”

2.2. Mission:
“Will become most caring, focused for equitable growth based on diversified deployment of
resources and nevertheless would remain healthy and gainfully profitable bank”
2.3. Strategic objectives:
 To increase shareholders’ value.
 To achieve economic value addition.
 To be market leader in product innovation.
 To be one of the top three financial institutions in Bangladesh in terms of efficiency
 To be one of the top five financial institutions in Bangladesh in terms of market share in
all significant market segments we serve.

2.4. Core Values: Their seven core values are the foundation of their culture, their brand
and their business strategy. These Core Values embody who they are as a Company, guide their
decisions and inspire them to go ahead.

 Customer Delight: Customer satisfaction saturates all their activities.

 Innovation: Stimulating innovation for reinforcement of their business. Origination and
materialization of change management for attainment of perfection and they believe
change is always constant.
 Ethical Values: They continue to be responsible, ethical, sincere and transparent in
their thoughts and actions.
 Caring for Human Resources: Realization of latent potentialities of employees,
respecting individual worth and dignity to ensure smooth career progression as well as
welfare orientation in Human Resources Management policy and practices.
 Commitment: They always keep high on the agenda of their commitment towards
valued depositors as their trustworthy custodian and to maintain the same spirit for all
other stakeholders.
 Socially Responsible: Constant endeavor to act and respond in a socially responsible
manner keeping in mind society and the country and care for the environment.
 Shareholders Value: Creation and Maximization of values for the shareholders.

2.5. MBL Business Operations:

For over 18 years, they have been operating across the country as a leading private commercial
bank complying with central bank’s directive and guidelines. The core activities of the Bank are
to provide all kinds of consumer, corporate and institutional banking services to its clients.
Apart from the core banking activities, MBL extended their services through agent banking, off-
shore banking, mobile & internet banking and many more. They also set up Hi-Tech ATMs in
the major business hub in the distinctive districts of the country.

2.6. MBL Subsidiaries:

MBL is also providing other services through its 2 (two) subsidiary companies.

 Mercantile Bank Securities Ltd. (MBSL) and

  Mercantile Exchange House (UK) Limited.

MBSL formed on 27 June 2010 to deal with stocks buying and selling. MBSL started its
commercial operation on September 14, 2011 through obtaining stock dealer and broker
license from concerned authorities. Currently, it is operating with 7 (seven) branches.

Mercantile Exchange House (UK) Limited, another subsidiary company of MBL incorporated as
private limited company on December 1, 2010. It commenced its business operation on
December 6, 2011. Currently, it is operating with 1 (one) branch in London with a view to
providing faster, easier and safer remittance services to the Bangladeshi expatriates living and
working in UK.

2.7. MBL Network:

Particulars Numbers
Number of Branches 129
Number of AD branches 22
Number of Off-shore Banking Units (OBU) 2
Number of Subsidiaries 2
Number of Employees 2,192
Number of ATMs 163
Number of CDMs 20
Number of Credit Cards 10,230
Number of Debit & Prepaid Cards 187,268
Total Assets (BDT in Million) 260,169.93

MBL has broad network coverage across the country. It has 129 branches as on December 31,
2017. The Bank has 2 Off-shore Banking Units (OBU) operating at Gulshan and Chittagong EPZ
areas. MBL has 163 ATM booths and 20 CDMs (Cash Deposits Machine) as on December 2017
covering important locations across the country. Mercantile Bank Securities Limited (MBSL), a
subsidiary company of MBL dealing with stock and broking has 7 (seven) branches and
Mercantile Exchange House (UK) Limited, another fully owned subsidiary company of MBL is
facilitating inflow of remittance with 1 (one) branch in London.

2.8. Awards & Recognition

An award is not only a great prestige and mark of excellence but also a tremendous boost for a
Company to strive and excel higher and aim for even bigger accomplishments in future. We
have received a number of awards and recognitions. Some distinguished achievements are as
under:

 ICAB National Award (for best presented Annual Reports in 2016).

 Top Ten Remittance Award 2017.
 Best Primary Dealer.

They have achieved the Certificate of merit in the private bank category in ICAB National Award
for Best Presented Annual Reports 2016. They have been awarded Top Ten Remittance Award
2017 by Center for NRBs for providing commendable remittance services. Bangladesh Bank has
selected Mercantile Bank Limited (MBL) as the Best Primary Dealer (PD) of Bangladesh during
the quarter April-June, 2017.

2.9. Culture:
Slogan of MBL is “efficiency is our strength” depicts the culture of Mercantile Bank Limited
in a nutshell. They are continuously marshaling to create and sustain diverse work culture
through improving organizational effectiveness, providing safe and ethical work environment,
and maintaining stability and sustainability amidst the rapidly changing business environment
and growth.

As “Banglar Bank”, they foster a respectful and inclusive culture that appreciates all the
innovativeness towards our people, clients, vendors, and community partners which will lead
to build and leverage a premier workforce, grow our business and remain satisfied and create
meaningful and prosperous relationships within the workforce and communities they serve.

The culture of the organization reflects:

1. Triple Bottom Line: A triple bottom line approach of people, planet and prosperity is
the heart of their business model.
2. Economy: Being grounded in communities, serving the real economy and enabling new
business models to meet the needs of both.
3. Client: Long-term relationships with our valued clients and a direct understanding of
their economic activities and the risks involved.
4. Long-term resiliency: Self-sustaining organizations with a long term outlook, resilience
to outside disruptions.
5. Transparency: Transparent and inclusive governance to ensure maximum growth.

3.0. MBL Product & Services: MBL has launched a number of financial products and
services since its inception. These products and services are given bellow:

3.1. Deposit Product:

 Current deposit (CD) Accounts
  Savings bank deposit (SB) Accounts
 Fixed deposit receipt (FDR)
 Scheme deposit Monthly savings scheme (MSS)
 Double benefit deposit scheme (DBDS)
 Family maintenance deposit scheme (FMDS)
 Quarterly benefit deposit scheme (QBDS)
 Special saving scheme (SSS)
 Education planning deposit scheme (EPDS)
 Super benefit deposit scheme (SBDS)
 School Banking

3.2. Loans & Advances:

• Consumer credit scheme Retail Loans
• Lease finance
• Car loan scheme
• Home loan scheme
• Doctors’ credit scheme
• Any purpose loan (personal loan scheme)
• House furnishing loan
• Overseas employment loan scheme
• Cottage loan
• Education loan
• Rural development scheme
• Short term finance Corporate loans
• Long term finance
• Real estate finance
• Import finance
• Construction business
• Export finance
• Structured finance
• Loan syndication

3.3. SME Financing:

 Chaka (Term loan)
 Samriddhi (Continuous loan)
 Mousumi (Short term seasonal loan)
 Anannya (Women entrepreneur’s loan)
 Nabanno (Polli loan)
 Agriculture loan:
 Sakti (Solar energy loan/Bio gas)
3.4. MBL Card:
 Debit card
 Credit card (Local card, international card, Duel currency card)
 MBL pre-paid card (Student card, hajj card, travel card)

3.5. E-Banking Services:

 Online banking
 Mobile financial services (My Cash)
 NRB banking
 Locker services

Locker services:

Some branches are providing locker services. MBL Gareeb-E-Newaz Avenue provides locker
services.

3.6. Corporate Social Responsibility:

Being a corporate citizen, MBL plays an important role for well-being of the society where it
conducts business, MBL believes that, true success does not consist in profit maximization only
rather in doing something for the betterment of deprived part of the society. With this
consideration, MBL has established a foundation in the name of, “Mercantile Bank Foundation”
in 2000. MBL contributes 1% of its Operating Profit to the Mercantile Bank Foundation every
year but not less than BDT 4 million. Poor children get education facilities through Mercantile
Bank Abdul Jalil Education Scholarship.

3.7. Organizational Structure in MBL:

Managing Director (MD) and CEO

Additional Managing Director

Deputy Managing Director

Senior Executive Vice President (SEVP)

 Executive Vice President (EVP)

Senior Vice President (SVP)

Vice President (VP)

First Vice President (FVP)

Assistant Vice President (AVP)

First Assistant Vice President (FAVP)

Principal Officer (PO)

Senior Executive Officer (SEO)

Executive Officer (EO)

Officer (O)

Assistant Officer (AO)

Figure-1
4.0. Internship experience/ Observation details:

4.1. Function of the departments I worked on:

General Banking

General banking plays a vital role. It creates a vital link between customer and bank. Basically
general banking is the starting point of all the banking operation. It is the introductory
department of the bank to its customers. The Gareeb-E-Newaz Avenue branch of has all the
required section of general banking. General banking consist of account opening, account
closing, telegraphic transfer, issuing checkbook, account query, clearings, providing account
statement, account transfer, cash collection, clearing section, remittance.

• Account opening Section:

Account opening is a customer service section. It makes a relationship between bank and their
customer. When a client comes to open an account, he/she then becomes the customer of that
particular bank. The employees always provide correct information to their clients. There are
different types of account at MBL. These are savings account (SB), current account (CD), fixed
deposit (FD), special noticed deposit (SND) etc. A client can open different types of accounts.

• Clearing Section:

Gareeb-E-Newaz Avenue Branch, Mercantile Bank Limited has a clearing section. It receive
checks, demand draft, pay orders from their customers for collection

Inward Clearing: When another organization sends document to MBL Gareeb-E-Newaz

Avenue branch then it is known to as inward clearing. It should put down on the registration
book.

Outward Clearing: When MBL Gareeb-E-Newaz Avenue Branch sends documents to another
organization then it is known to as outward clearing. It should also put down on the
registration book.

•Remittance Section:

Remittance is an action of sending money in payment or it can be used as a gift as well. MBL
has remittance section. Foreign Remittance is transfer of money from an immigrant worker to
their families or other individuals in their home countries. MBL has a foreign remittance
section.

• Pay Order Section:

Pay order is an instrument which makes the order of payment to a certain organization from a
particular bank. It is a document of money. Pay order is an alternative to carrying cash. Now a
day’s people don’t want to carry cash for transaction. On the other hand many people feel
insecure to carrying cash because of various crimes. They want to carry a secure instrument
that gives them safety.

•Demand Draft:

This is an instrument through which customer’s money is remitted to another

person/firm/organization in outside the clearing house area from branch of one bank to an
outstation branch of the same bank or to a branch of another bank.

•Telegraphic Transfer (TT):

This is a mode of transfer of customer’s money from a branch of one bank to another branch of
the same bank through telegraphic.

• Mail Transfer (MT):

Mail transfer is an instrument issued by a remitting bank to the paying bank advising in writing
to make payment of certain amount of the specific beneficiary. These are called local
remittance.

4.2. Job Responsibilities

I have worked at Mercantile Bank Limited (MBL) as an intern. The MBL did not follow any kind
of specific rules or responsibilities for the interns. During my internship, I performed different
types of tasks in different desk. Such as- pay order, account opening, inward and outward,
foreign remittance. However I performed other types of task as well whenever they assigned
me.

My internship program started on 15th March and ended on 21st June, 2018. I had to work
there from 10:00 am to 6 pm & during Ramadan the schedule is from 9:30 am to 4 pm. I
worked there from Sunday to Thursday. I worked under the supervision of Nasrin Siddiqua,
Senior Executive Officer & General Banking In-charge of Gareeb-E-Newaz Avenue Branch of
MBL. But Intern related all formalities have been done by Syed Ahsanul Hoque Nury, First
Assistant Vice President of MBL. According to the officer’s orders I performed different task
and I had different duties and responsibilities. These are:

During the three months of my internship I was assigned in the general banking section from
the very first day of my joining. Some of my major daily jobs & responsibilities in general
banking are given below:

During the three months of my internship I was assigned in the general banking section from
the very first day of my joining. Some of my major daily jobs & responsibilities in general
banking are given below:
Account Opening:

My supervisor guided me and I have learned that what things are needed for opening an
account. My supervisor also gave me the idea that what type of documents is needed for
opening an account. They also guide me that how to communicate with clients and how to give
them information about account opening. They give me the idea about the interest rate they
are providing to their customers. In the account opening section, my task was:

1. Giving the clients the information that what type of documents is required to open an
account.

2. Before opening a current or savings account, the following things are required-

• Account holder’s photograph (2 copies)

• Nominees photograph (1 copy)

• Photocopy of birth certificate/ National ID/ Passport.

• Photocopy of driving license or any utility bills.

• And introduction by an existing account holder.

My job was to collect the documents from the clients and attached it with the account opening
form. Sometimes some form kept without proper documents. So that time my job was to call
the clients for the required documents and collect the documents from the clients and
attached with the form. And if they didn’t fill-up the form properly I fill-up the form according
to their provided documents and checking that if they had signed all the required place of form
to be signed and signature card.

3. Fill up the KYC (Know Your Customer) form to reduce personal and corporate risk.

4. Fill up the TP and find the overall risk assessment.

5. Use the printing machine if required.

Inward Outward Clearing Register Writing:

All types of clearing have to put on the inward and outward register. And after putting on the
inward outward register, I took signature from the required officers.

Check Book and Debit Card:

After receiving the check book and debit card, I had to write it on the registration book.
Information like: client name, account no, card no, delivery date, receiving date, clients
signature etc. The NCC bank keep this information to provide better service to their clients.
When some clients did not receive their check book or debit card then my job was to inform
them about their check book and debit card

Receiving Inward Outward Mail:

The MBL receive different kinds of mails from clients or branches. I had to put down it on the
register book.

Foreign Remittance:

Sometimes I need to fill-up the foreign remittance form and get the vouchers signed by the
manager & the principal officer.

Pay order Section:

I used to write the pay order for the customers

4.3. Internship Outcome/ Issue Analysis

Problems in the workplace:

• Often face problems initially in operating smoothly in the workplace, due to not being
familiar with the banking culture.
• As I was an intern, sometimes I have faced some difficulties to understand their
working procedure and interns have less access to the whole banking procedure, So I
don’t get to learn about anything properly.

5.0. Bangladesh Labor Act 2006

For all types of organization some rules and regulations are must for having a better
environment and to motivate the employees for giving their best performance for their
organization. Bangladesh Labor Act is the guideline for the employer and employee.
Bangladesh Labor Act 2006 is an act to consolidate and amend the laws relating to employment
of labor, relations between workers and employers, determination of minimum wages,
payment of wages and compensation for injuries to workers, formation of trade union, raising
and settlement of industrial disputes, health, safety, welfare and working conditions of workers
and apprenticeship. This the highest command in the eye of law for every organization to
manage industrial relations with a sense of complex, fast developing, ever-changing and
expanding field of corporate world.

When an organization follow the instructions for different provisions of Bangladesh Labor Act
2006 in case of company policy making and practices as much as possible considering working
class, working environment, socio-economic status of workers and their attitudes to work,
management ideologies, role of the state, then it can be said that the organization is in
compliance with Labor law of Bangladesh. On the other hand, when an organization does not
follow the instruction for different provisions of Bangladesh Labor Act 2006 in case of company
policy making and practices then it will be counted as non-compliance of Labor law of
Bangladesh.

So, I have made a questionnaire which was answered by the employees of Gareeb-E-Newaz
Avenue Branch, Mercantile Bank Ltd. Their answer portrays the organization’s compliance with
Bangladesh Labor Act-2006 regarding women

The level of compliance will show how much the organization is fit for the female employees
and all their perception will portray if the act is enough satisfactory for the employees.

The acts for women employees are discussed in below

Section No. Statement Regarding the section

45(1) Prohibition of engagement of women worker in work in certain cases:
No employer shall knowingly engage a woman in his establishment during the 8
(eight) weeks immediately following the day of her delivery.
45(2) Prohibition of engagement of women worker in work in certain cases:
No woman shall work in any establishment during the 8 (eight) weeks
immediately following the day of her delivery.
45(3) Prohibition of engagement of women worker in work in certain cases:
No employer shall employ any woman for doing any work which is of an
arduous nature or which involves long hours of standing or which is likely to
adversely affect her health
46(1) Right to maternity benefit and liability for its payment:
Every woman worker shall be entitled to maternity benefit from her employer
for the period of 8 (eight) weeks preceding the expected day of her delivery
and 8 (eight) weeks immediately following the day of her delivery, and her
employer shall be bound to give her this benefit.

Provided that a woman shall not be entitled to such benefit unless she has
worked under her employer for a period of not less than 6 (six) months
immediately preceding the day of her delivery.
46(2) Right to maternity benefit and liability for its payment:
No such benefit shall be payable to a woman if at the time of her delivery she
has 2 (two) or more surviving children, but in that case she may enjoy any leave
which is due to her.
47(1) Procedure regarding payment of maternity benefit:
If a pregnant woman is entitled to maternity benefit under this Act, she shall,
on any day, give notice either orally or in writing to her employer that she
expects to be confined within 8 (eight) weeks next following and the name of
the person who shall receive the payment of the benefit in case of her death
shall also be included in the notice.
47(2) Procedure regarding payment of maternity benefit:
If a woman has not given any such notice, she shall inform her employer about
her giving birth to a child by giving such notice within 7 (seven) days of her
giving birth to child.
47(3) Procedure regarding payment of maternity benefit:
After receipt of a notice under sub-section (1) or (2), the employer shall permit
the concerned woman to absent herself from work,
(a) In the case of a notice under sub-section (1), from the day following the
date of notice ; (b) in the case of a notice under sub-section (2), from the day of
delivery until 8 (eight) weeks after the day of delivery.
47(4) Procedure regarding payment of maternity benefit:
An employer shall pay maternity benefit to a woman in any of the following
ways as that woman may desire, namely:
(a) where a certificate from a registered medical practitioner is produced
stating that the woman is expected to be confined within 8 (eight) weeks the
maternity benefit payable for 8 (eight) weeks preceding delivery shall be paid
within 3 (three) working days following the production of the certificate, and
such benefit payable for the remaining period shall be paid within 3 (three)
working days of the production of proof that she has given birth to a child; or
(b) maternity benefit payable for 8 (eight) weeks preceding and including the
date of delivery shall be paid within 3 (three) working days following the
production of proof to the employer that she has given birth to a child, and
such benefit payable for the remaining period shall be paid within 8 (eight)
weeks following the production of such proof; or
(c) maternity benefit payable for the whole of such period shall be paid within
three working days following the production of proof that she has given birth
to a child:
Provided that a woman shall not be entitled to any maternity benefit or any
part thereof, the payment of which is dependent upon the production of proof
under this sub-section that she has given birth to a child, unless such proof is
produced within 3 (three) months of the day of her delivery.
47(5) Procedure regarding payment of maternity benefit:
The proof which is required to be produced under sub-section (4) shall be
either an attested extract from a birth register maintained under the Births and
Deaths Registration Act, 2004 (Act No. XXIX of 2004) or a certificate given by a
registered medical practitioner or such other proof as may be acceptable to the
employer.
48(1) Amount of maternity benefit:
The maternity benefit which is payable under this Act shall be paid at the rate
of daily, weekly or monthly average wages, as the case may be, calculated in
the manner laid down in sub-section (2), and such payment shall be made
wholly in cash.
48(2) Amount of maternity benefit:
For the purpose of sub-section (1), the daily, weekly or monthly average wages
shall be calculated by dividing the total wages earned by the concerned woman
during 3 (three) months immediately preceding the date on which she gives
notice under this Chapter by the number of days she actually worked during
that period.
49(1) Payment of maternity benefit in case of death of a woman:
If a woman entitled to maternity benefit under this Chapter dies at the time of
her delivery or during 8 (eight) weeks following thereof, the employer shall pay
the amount of maternity benefit, if the newly born child survives, to the person
who takes care of the child, and if the child does not survive to the person
nominated by her under this Chapter, or if there is no such nominee, to her
legal representative.
49(2) Payment of maternity benefit in case of death of a woman:
If a woman dies during the period for which she is entitled to maternity benefit
but before giving birth to a child, the employer shall be liable to pay such
benefit for the period preceding and including the day of her death, provided
that if any such benefit already paid to her exceeds the amount of such
benefit now payable shall not be recoverable, and if any amount in this regard
is due to the employer till the time of death of the woman, he shall pay it to the
nominee of the woman under this Chapter, or if there is no nominee, to her
legal representative.
50 Restrictions on termination of employment of a woman in certain cases:
If any notice or order of discharge, dismissal, removal or otherwise termination
of employment is given by the employer to a woman worker within a period of
6 (six) months before and 8 (eight) weeks after her delivery and such notice or
order is given without sufficient cause, she shall not be deprived of any
maternity benefit to which she would be entitled under this Chapter if such
notice or order has not been given.
87 Restriction of employment of women in certain work:
Which is considered as hazardous according to government’s hazardous work
list
109 Limited hours of work for woman employees:
No woman worker shall, without her consent, be allowed to work in an
establishment between 10 O’CLOCK at night and 6 O’CLOCK in the morning.

There are few other laws regarding women employees but the no. of employees are very less
in Mercantile Bank Ltd., Gareeb-E-Newaz Avenue Branch so that’s why those acts cannot be
followed in the Gareeb-E-Newaz Avenue Branch. So we have not discussed about those laws
here.
5.1. Data Analysis and Findings:

The Survey shows that, 10 % employees’ age range of Mercantile Bank Ltd. Gareeb-E-Newaz
Avenue Branch is between 21-30 years age range, 80% employees’ age range is 31-40 years &
10% employees’ belong to 41-50 years age range.

Among all the employees 40% employees are female and 60% employees are male. So
compliance with Bangladesh Labor act regarding women employees is essential for the branch
as well as the organization.
According to the survey, we can see that among the employees 40 % employees are Executive
Officer (EO), 10% employees are First Assistant Vice-President, 30% employees are Senior
Executive Officer (SEO) and last but not the least 20% employees are officers.

Gender * Designation Cross-tabulation

Designation

Officer Executive Senior First Total

(20%) Officer (40%) Executive Assistant
Officer Vice-
(30%) President
(10%)

Male 1 3 1 1 6
(60%)
Gender

1 1 2 0 4
Female
(40%)

Total 2 4 3 1 10
This chart shows the cross-tabulation between the gender and designation of Mercantile Bank
Ltd, Gareeb-Newaz Avenue Branch. Among the officers 50% male and 50% officers are female,
among the Executive Officers 75% are male and 25% are female, among the Senior Executive
Officers 33.33% are male and 66.67% employees are female, 100% First Assistant Vice-
Presidents are male.

Sec-45(1): Which says that an employer should not engage a women knowingly before 8
weeks of her delivery is 100% followed by the Mercantile Bank Ltd according to the employees
of Gareeb-E-Newaz Avenue Branch.

Sec-45(2): This says that no women should get herself involved in any establishment before the
8 weeks of her delivery. 100 % of employees answered that this section is being followed in
Mercantile Bank Ltd.
Sec-45(3): According to this section no employer should employ any women for doing such
works which required hard work or long hours of standing or which is adversely affect her
health, which is followed by MBL according to the employees of Gareeb-E-Newaz Avenue
Branch, Mercantile Bank Ltd.

Sec-46(1): In this section, no women employee will get the benefit of 8 weeks leave if she
hasn’t worked under the employer for minimum 6 months.100% employees of Gareeb-E-
Newaz Avenue Branch, Mercantile Bank Ltd. answered that this law is followed by MBL.
Sec-46(2): No women employee will have any maternity benefit if she has two or more
surviving children but she can enjoy other leaves which are due to her. This law is followed by
MBL according to the 90% employees of MBL, GNAB.

Sec-47(1): If a pregnant woman is entitled to maternity benefit under this Act, she shall, on
any day, give notice either orally or in writing to her employer that she expects to be confined
within 8 (eight) weeks next following and the name of the person who shall receive the
payment of the benefit in case of her death shall also be included in the notice. This section is
also followed by MBL according to the employees of Gareeb-E-Newaz Avenue Branch,
Mercantile Bank Ltd.
Sec-47 (2): If the women employee didn’t previously inform the employer she needs to inform
the employer within the seven days of her giving birth to the child to get the maternity
benefits. Which is 100% followed by MBL.

Sec-47(3): The employer will allow a female employee to take leave from the day of the notice
or the day of the delivery. This section is also followed by MBL according to the 100%
employees of Gareeb-E-Newaz Avenue Branch.
Sec-47(4): in the sub-section (a) a female employee can have the leave of 8 weeks before her
delivery by showing the letter from her physician regarding her delivery date.

In the sub-section (b) a female employee can have the leave of 8 weeks after her delivery by
showing the birth certificate of the child.

In the sub-section (c) all the benefits will be paid to the female employee within 3 days by
seeing the production of proof of giving birth to the child. And no benefit will be given to her if
she doesn’t give the proof within the three months of her delivery.

This section is followed by MBL according to the 100% employees of Gareeb-E-Newaz Avenue
Branch.

Sec-47(5): The proof which is required to be produced under sub-section (4) shall be either an
attested extract from a birth register maintained under the Births and Deaths Registration Act,
2004 (Act No. XXIX of 2004) or a certificate given by a registered medical practitioner or such
other proof as may be acceptable to the employer. And in MBL this act is 100% followed by
them according to the GNAB employees.

Sec-48(1): The maternity benefit which is payable under this Act shall be paid at the rate of
daily, weekly or monthly average wages, as the case may be, calculated in the manner laid
down in sub-section (2), and such payment shall be made wholly in cash.

Sec-48(2): The daily, weekly or monthly average wages shall be calculated by dividing the total
wages earned by the concerned woman during 3 (three) months immediately preceding the
date on which she gives notice under this Chapter by the number of days she actually worked
during that period. This act is followed by MBL according to 90% employees of GNAB.
Sec-49(1): If a woman entitled to maternity benefit under this Chapter dies at the time of her
delivery or during 8 (eight) weeks following thereof, the employer shall pay the amount of
maternity benefit, if the newly born child survives, to the person who takes care of the child,
and if the child does not survive to the person nominated by her under this Chapter, or if there
is no such nominee, to her legal representative. According to the 90% employees this act is
being followed by the esteemed bank.

Sec-50: If any notice or order of discharge, dismissal, removal or otherwise termination of

employment is given by the employer to a woman worker within a period of 6 (six) months
before and 8 (eight) weeks after her delivery and such notice or order is given without
sufficient cause, she shall not be deprived of any maternity benefit to which she would be
entitled under this Chapter if such notice or order has not been given. The MBL follows this act
according to 90% employees of GNAB.

Sec-87: Restriction of employment of women in dangerous work list of Government. This act is
also followed by MBL according to 100% employees of GNAB, MBL.

Sec-109: Limited hours of work for woman employees: Without a female employees’
consent, she is not allowed to work in an establishment between 10 O’CLOCK at night and 6
O’CLOCK in the morning, which is followed by MBL according to the 100% employees of GNAB,
MBL.
Perception of employees regarding these acts related to women employees:

Section No: Satisfaction Level:

Highly Dissatisfied Neutral Satisfied Highly

Dissatisfied Satisfied

45 (1) - 10% 30% 50% 10%

45 (2) - - 20% 80% -

45 (3) - - 30% 20% 50%

46 (1) - 30% 20% 50% -

46 (2) 10% 30% 30% 30% -

47 (1) - 10% 20% 60% 10%

47 (2) - - 40% 50% 10%

47 (3) - - 20% 80% -

47 (4) - - 20% 80% -

47 (5) - 10% 10% 70% 10%
48 (1) - 10% 20% 70% -

48 (2) - - 20% 70% 10%

49 (1) - 10% 30% 30% 30%

49 (2) - 10% 50% 40% -

50 - - 40% 60% -

87 - 10% 10% 10% 70%

109 - - - 40% 60%

This chart depicts the employees’ perception for the Bangladesh Labor Act-2006 regarding the
women employees which can be easily said that the employees are pretty much satisfied with
the acts but neutral perception is also relatively high.

6.1. Recommendations

 The bank should arrange powerful internet connection to reduce the time consuming.
 Proper banking software should be used to get best benefit from the department.
 MBL of Gareeb-E-Newaz should improve their foreign remittance department as sometimes
it is hard for one officer to work on both account section and foreign remittance section.
 The management should take immediate decision to bring latest technology in the bank for
providing quick service to their clients.
 These recommendations are based on my internship experience.

By analyzing the compliance and perception of employees with Bangladesh Labor Act-2006
regarding women employees I can suggest that

 All policy should be clearly declared and discussed among the employees so they can know
about these policies and get the facilities from these laws according to their right. As by
seeing the data we can see that few employees may don’t know about the MBL’s
compliance with these labor acts.
 Daily working hours has to be more flexible. For example if any employee came early at 8.30
am in the morning after completing the daily working hour limit of nine hours with one hour
lunch break she can leave early at 5.30 pm from office. MBL should practice flexible working
hours for employees.

• To reduce the work load pressure the Mercantile Bank Ltd, Gareeb-E-Newaz Avenue Branch
should increase their head count. They have to manage huge responsibilities every day but
they have only twelve people in their branch, if they increase their headcount with one or two
more people in the branch then it will be easier for them to share and fulfill the responsibilities
with more flexibility.

• To increase employee engagement beside of official activities and to develop interaction with
employees from other departments MBL can arrange get together, day out activities where
employees from other branches also can participate. So if employees from other branches have
any confusion about any HR policy by sharing view and discussion they can remove their
confusion.

6.2. Conclusion
At last I can add that MBL is providing the full range of services to the market. The bank is doing
very well because it follows some traditional banking strategy and some regulation. The bank
also satisfied their customers and providing good kind of quality services to their clients. I have
learnt not only the official work but also their life experience which will help me in future.
There are lot of challenges, tricks and rules in the banking sector and we should handle all this
kind of situations smartly. There is no scope to say ‘no’ in the work place because if I say no,
then they will think that I am not efficient for the company.

On the other hand, by analyzing company policy and practices by questionnaire study it is now
clear that Mercantile Bank Ltd. is highly compliant with Bangladesh Labor Law 2006.

As an intern, I learn how to behave with employees, how to manage work pressure on time,
how to adjust with banking sector culture. Internship is the way to learn, gain new skills and
knowledge base and gaining confidence in abilities, opportunity to practice communication and
teamwork skills. It helps to gain organization knowledge first hand from professionals.

So at the end of this report it can be said that the Mercantile Bank Ltd is very much concerned
about their female employees as they are the also the human resource for the organization.
They follow all the effective ways to implement HR activity in their organization to manage
their employees properly as per labor law.
 References
1. Mercantile Bank limited (2017) Annual Report.

2. Bangladesh Labor Act (2006).

 Questionnaire
[This questionnaire has been made for a survey on Compliance with Bangladesh Labor Law Act-
2006 (regarding women employees) & perception of employees towards these acts. All the
information will be used only for academic purpose and your response will be held in strict
confidence. Your feedback will be a great help for me to accomplish my internship report.
Please give a tick mark (√) on your answer.]

Name: Gender: Male / Female

Age: Designation:

Perception towards the Bangladesh Labor Act – 2006 regarding the facilities provided for
women employees: You need to answer yes if the law is followed by the organization
otherwise the answer will be no. You also need to answer your satisfaction level regarding
those acts.

Section Statement Regarding the section YES NO Satisfaction Level

No. HD D N S HS
45(1) Prohibition of engagement of women worker in
work in certain cases:
No employer shall knowingly engage a woman in
his establishment during the 8 (eight) weeks
immediately following the day of her delivery.
45(2) Prohibition of engagement of women worker in
work in certain cases:
No woman shall work in any establishment
during the 8 (eight) weeks immediately following
the day of her delivery.
45(3) Prohibition of engagement of women worker in
work in certain cases:
No employer shall employ any woman for doing
any work which is of an arduous nature or which
involves long hours of standing or which is likely
to adversely affect her health
46(1) Right to maternity benefit and liability for its
payment:
Every woman worker shall be entitled to
maternity benefit from her employer for the
period of 8 (eight) weeks preceding the expected
day of her delivery and 8 (eight) weeks
immediately following the day of her delivery,
and her employer shall be bound to give her this
benefit.

Provided that a woman shall not be entitled to

such benefit unless she has worked under her
employer for a period of not less than 6 (six)
months immediately preceding the day of her
delivery.

46(2) Right to maternity benefit and liability for its

payment:
No such benefit shall be payable to a woman if at
the time of her delivery she has 2 (two) or more
surviving children, but in that case she may enjoy
any leave which is due to her.
47(1) Procedure regarding payment of maternity
benefit:
If a pregnant woman is entitled to maternity
benefit under this Act, she shall, on any day, give
notice either orally or in writing to her employer
that she expects to be confined within 8 (eight)
weeks next following and the name of the person
who shall receive the payment of the benefit in
case of her death shall also be included in the
notice.
47(2) Procedure regarding payment of maternity
benefit:
If a woman has not given any such notice, she
shall inform her employer about her giving birth
to a child by giving such notice within 7 (seven)
days of her giving birth to child.
47(3) Procedure regarding payment of maternity
benefit:
After receipt of a notice under sub-section (1) or
(2), the employer shall permit the concerned
woman to absent herself from work,
(a) in the case of a notice under sub-section (1),
from the day following the date of notice;(b) in
the case of a notice under sub-section (2), from
the day of delivery until 8 (eight) weeks after the
 day of delivery.
47(4) Procedure regarding payment of maternity
benefit:
An employer shall pay maternity benefit to a
woman in any of the following ways as that
woman may desire, namely:
(a) where a certificate from a registered medical
practitioner is produced stating that the woman
is expected to be confined within 8 (eight) weeks
the maternity benefit payable for 8 (eight) weeks
preceding delivery shall be paid within 3 (three)
working days following the production of the
certificate, and such benefit payable for the
remaining period shall be paid within 3 (three)
working days of the production of proof that she
has given birth to a child; or
(b) maternity benefit payable for 8 (eight) weeks
preceding and including the date of delivery shall
be paid within 3 (three) working days following
the production of proof to the employer that she
has given birth to a child, and such benefit
payable for the remaining period shall be paid
within 8 (eight) weeks following the production
of such proof; or
(c) maternity benefit payable for the whole of
such period shall be paid within three working
days following the production of proof that she
has given birth to a child:

Provided that a woman shall not be entitled to

any maternity benefit or any part thereof, the
payment of which is dependent upon the
production of proof under this sub-section that
she has given birth to a child, unless such proof is
produced within 3 (three) months of the day of
her delivery.
47(5) Procedure regarding payment of maternity
benefit:
The proof which is required to be produced
under sub-section (4) shall be either an attested
extract from a birth register maintained under
the Births and Deaths Registration Act, 2004 (Act
No. XXIX of 2004) or a certificate given by a
registered medical practitioner or such other
proof as may be acceptable to the employer.
48(1) Amount of maternity benefit:
The maternity benefit which is payable under this
Act shall be paid at the rate of daily, weekly or
 monthly average wages, as the case may be,
calculated in the manner laid down in sub-section
(2), and such payment shall be made wholly in
cash.
48(2) Amount of maternity benefit:
For the purpose of sub-section (1), the daily,
weekly or monthly average wages shall be
calculated by dividing the total wages earned by
the concerned woman during 3 (three) months
immediately preceding the date on which she
gives notice under this Chapter by the number of
days she actually worked during that period.
49(1) Payment of maternity benefit in case of death of
a woman:
If a woman entitled to maternity benefit under
this Chapter dies at the time of her delivery or
during 8 (eight) weeks following thereof, the
employer shall pay the amount of maternity
benefit, if the newly born child survives, to the
person who takes care of the child, and if the
child does not survive to the person nominated
by her under this Chapter, or if there is no such
nominee, to her legal representative.
49(2) Payment of maternity benefit in case of death of
a woman:
If a woman dies during the period for which she is
entitled to maternity benefit but before giving
birth to a child, the employer shall be liable to
pay such benefit for the period preceding and
including the day of her death, provided that if
any such benefit already paid to her exceeds the
amount of such benefit now payable shall not be
recoverable, and if any amount in this regard is
due to the employer till the time of death of the
woman, he shall pay it to the nominee of the
woman under this Chapter, or if there is no
nominee, to her legal representative.
50 Restrictions on termination of employment of a
woman in certain cases:
If any notice or order of discharge, dismissal,
removal or otherwise termination of employment
is given by the employer to a woman worker
within a period of 6 (six) months before and 8
(eight) weeks after her delivery and such notice
or order is given without sufficient cause, she
shall not be deprived of any maternity benefit to
which she would be entitled under this Chapter if
such notice or order has not been given.
 87 Restriction of employment of women in certain
work:
Which is considered as hazardous according to
government’s hazardous work list
109 Limited hours of work for woman employees:
No woman worker shall, without her consent, be
allowed to work in an establishment between 10
O’CLOCK at night and 6 O’CLOCK in the morning.

Do you think that BLA-2006 acts for women employees Is sufficient enough?

a) Yes

b) No, if no then what benefits should be included in BLA-2006?

Thank you for your thoughtful feedback 