MD - Saeed Anwar Chowdhory 23CH043

BANGLADESH INSTITUTE OF MANAGEMENT (BIM)
(Ministry of Industries)
Chattogram Campus
Chandgaon R/A, Chattogram- 4212
www.bim.gov.bd
Post Graduate Diploma in Human Resource Management
(PGD-HRM)
(Academic Year-2023)
Term Paper
On
Maternitybenefit: A study on Maternity Benefit
Practice in non EPZ-Factory (Smart Group of
Industries)
SUBMITTED BY : SUPERVISED BY :
Md.Zafar Ali
Md.Saeed Anwar Chowdhory Management Counsellor (MC)
Munna
Bangladesh Institute of Management
Roll: 23CH043
(BIM)
Evening Batch -02, Chittagong
Chattogram Campus
Date of Submission: 31st January, 2024

Letter of Submission
th
Date: 31 January, 2024
To
Md. Zafar Ali
Management Counsellor, Bangladesh Institute of Management (BIM)
Subject: Term Paper Submission.
Dear Sir,
I would like to submit the term paper report on “Maternity Benefit: Practices in Non-EPZ Factories
(Smart Group Ltd.)” as a part of the requirement of Post Graduate Diploma in Human Resource
Management program.
In preparing the report, I tried to collect the relevant information pertinent to this Term Paper to cover
all the objectives, which I was mentioned in Term Paper proposal.
My sincerest gratitude to you for guiding me and giving me encouragement to fulfill this assignment
on maternity benefit area. It was my privilege to work with you and I tried my level best to comply
the structure of term paper as per your guidance.
I would therefore like to request you to accept my term paper report.
Sincerely Yours,
Md.Saeed Anwar Chowdhory

Roll: 23CH043
Evening Batch -02, Chittagong Session: 2023
Bangladesh Institute of Management (BIM)
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ACKNOWLEDGEMENT
In preparing this study I have incurred many debts of gratitude. This study covers a very important
area of Human Resource Management, which is the partial fulfillment of ‘Post Graduate Diploma in
Personnel Management’ at BIM, Chittagong.
In particular, I am especially indebted to my research guide Md. Zafar Ali, Management Counsellor,
Bangladesh Institute of Management (BIM), Chattogram for helpful and patient guidance. Without his
guidance, this term paper could not have been written so nicely.
Finally, I wish to express my gratitude and thank to all the people of Azim Group-Sweater Division
(Factory-Smart Jeans Ltd. & Apparel Promoters Ltd.), supervisors of the factory, who provided me
with opinion, and others who render services to me during conducting this Maternity Benefit study to
make this term paper a fruitful one.

Roll: 23CH043
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BANGLADESH INSTITUTE OF MANAGEMENT
(BIM) Chattogram Campus
POST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT
DECLARATION
I do solemnly declare that this term submitted in partial fulfilment of the requirement for the Post
Graduate Diploma in Human Resource Management of session-2023 of the Bangladesh Institute of
Management, Chittagong, is the result of my own research work and written in my own language. That
no part on this term paper consist of materials copied or plagiarized from published or unpublished
work of other writers and that all materials, borrowed or reproduced from other published or
unpublished sources have either been put under quotation or duly acknowledge with full reference in
appropriate place (s). I understand that the diploma conferred on me may be cancelled / withdrawn if
subsequently it is discovered that this term paper is not my original work and that it contains materials
copied / plagiarized or borrowed without proper acknowledgement.

Roll: 23CH043
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Table of Contents
Letter of Submission .......................................................................................................................... 1
ACKNOWLEDGEMENT ............................................................................................................... 2
BANGLADESH INSTITUTE OF MANAGEMENT (BIM) Chattogram Campus .......................... 3
DECLARATION ....................................................................................................................... 3
CHAPTER ONE ................................................................................................................................ 7
OVERVIEW OF THE STUDY.......................................................................................................... 7
1.1 Introduction .............................................................................................................................. 8
1.2 Importance of the Study: .......................................................................................................... 8
1.4 Objectives of the Study ............................................................................................................ 9
1.4.1 General Objective: ....................................................................................................... 9
1.4.2 Specific Objectives: ................................................................................................... 10
1.5 Key Variables ......................................................................................................................... 10
1.6 Scope of the Study ................................................................................................................. 11
1.7 Limitation of the Study .......................................................................................................... 12
1.8 Research Methodology .......................................................................................................... 12
1.8.1 Research .......................................................................................................................... 12
1.8.2 Research Methodology ................................................................................................... 12
1.8.3 Types of Research ........................................................................................................... 13
1.8.4 Descriptive Research Aims ............................................................................................. 13
1.8.5 Design of Descriptive Studies ......................................................................................... 13
1.8.6 Data Collection Method .................................................................................................. 13
1.8.7 Research Design .............................................................................................................. 14
1.8.7 Data Analysis and Presentation ....................................................................................... 14
1.8.8 Study Area ....................................................................................................................... 14
Chapter Two ..................................................................................................................................... 16
Literature Review ............................................................................................................................. 16
2.1 Introduction: ........................................................................................................................... 17
2.2 Evolution of maternity benefits in Labor Laws in Bangladesh ............................................. 17
2.3 Definitions of Maternity Benefit ............................................................................................ 17
2.4 Reasons for need of a Maternity Benefit ............................................................................... 18
2.5 Maternity Leave Policies Around the World .......................................................................... 19
2.6 Maternity Welfare Facilities ................................................................................................... 20
2.7 Prohibition of engagement of women in work in certain cases ............................................. 21
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2.8 Right to Maternity Benefit and liability for its payment ........................................................ 21
2.9 Procedure regarding payment of maternity benefit................................................................ 22
2.10 Amount of Maternity Leave ................................................................................................. 23
2.11 Payment of Maternity benefit in case of a woman ............................................................... 23
2.12 Restrictions on termination of employment of a woman in certain cases ........................... 23
Chapter Three ................................................................................................................................... 24
Company Profile .............................................................................................................................. 24
3.1 Introduction ....................................................................................................................... 25
3.2 Group Details ......................................................................................................................... 25
3.2 Concerns ............................................................................................................................ 25
3.4 Smart Group Business in Bangladesh .................................................................................... 26
3.5 Location: ................................................................................................................................ 26
3.6 Vison ...................................................................................................................................... 26
3.7 Mission ................................................................................................................................... 26
3.8 Goals ...................................................................................................................................... 27
3.9 Smart Group’s Code of Conduct ............................................................................................ 28
3.10 No Harassment, Non-discrimination, Non-retaliation policy: ............................................. 29
3.11 General Organization Structure:........................................................................................... 32
3.12 HR & Compliance Departments Job Responsibilities: ........................................................ 33
Chapter Four .................................................................................................................................... 35
Data Analysis and Findings.............................................................................................................. 35
4.1. A. Data Analysis & Interpretations: Questionnaire for Female Workers .............................. 36
4.2 Designation of respondents: ................................................................................................... 37
Factory: Smart Jeans Ltd. (SJL) ............................................................................................... 37
4.2. A-i. Graphical Presentation of the above finding:................................................................. 37
Findings from the survey: ........................................................................................................ 37
4.2.B Factory: Apparel Promoters Ltd. ........................................................................................ 38
4.2. B-i. Graphical Presentation of the above finding:................................................................. 38
Findings from Survey: ............................................................................................................. 38
4.3 Issuance of Appointment letter: ............................................................................................. 39
Graphical Presentation ............................................................................................................. 39
Factory: Apparel Promoters Ltd. .............................................................................................. 40
Graphical Presentation ............................................................................................................. 40
Table -3-A ................................................................................................................................ 41
4.4 Maternity Leave Availed ........................................................................................................ 41
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Factory: Smart Jeans Ltd.......................................................................................................... 41
Factory – Apparel Promoters Ltd. ............................................................................................ 42
Graphical Presentation of the above finding ............................................................................ 42
Table -4-A ................................................................................................................................ 43
Table -4-B ................................................................................................................................ 44
4.5 Data Analysis of Maternity Benefit Practice in non EPZ-Factory (Smart Group of Industries)
Sister Concern: ............................................................................................................................. 45
Smart Jeans Ltd. Apparel Promoters Ltd. .................................................................................... 45
4.6 Smart Group gives Maternity Bill to their able Maternity employee as below bill Format. . 59
4.7 Findings from the survey: ...................................................................................................... 60
4.8 Major Findings: ...................................................................................................................... 60
CHAPTER FIVE.............................................................................................................................. 61
RECOMMENDATION .................................................................................................................... 61
5.1 Recommendation ................................................................................................................... 62
5.2 Conclusion: ............................................................................................................................ 62
Reference ......................................................................................................................................... 63
Books ........................................................................................................................................... 63
Websites ....................................................................................................................................... 63
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CHAPTER ONE
OVERVIEW OF THE STUDY
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1.1 Introduction
Maternity benefits, a fundamental right for every woman, serve as a cornerstone in ensuring the well-
being of both the mother and the child during a crucial phase of life. The responsibility of an employer
to provide maternity benefits, including the payment of maternity leave at the rate of the average daily
wage, is a recognition of the unique challenges and responsibilities that women face before and after
childbirth. Maternity benefits play a pivotal role in regulating the employment conditions of women
employees in specific establishments, offering support during periods surrounding childbirth and
providing for a range of maternity-related benefits.
In the aftermath of maternity, the labor market experiences a negative impact on women's work
participation rates. This phenomenon is particularly pronounced in urban areas where women's
participation in the labor force has witnessed a significant upswing in recent years. Notably, the surge
is predominantly attributed to young women, emphasizing the changing dynamics of the workforce.
As India strives to cultivate a gender-friendly labor market environment, there is a growing
acknowledgment of the need to provide a conducive workspace that recognizes and accommodates the
unique needs of female employees.
The surge in the number of women employed across broad occupational categories underscores the
necessity to safeguard their health concerning maternity and the care of their children. The increasing
realization of this imperative has led to the introduction of maternity leave and allowances for working
women, both in government and private sectors. These measures are designed to protect the self-
respect inherent in motherhood, ensuring the health and safety of both the mother and the child.
The overarching objective of maternity benefits is rooted in the preservation of the dignity of
"Motherhood." By providing comprehensive healthcare to women and their children during periods of
incapacity due to health conditions related to maternity, these benefits aim to create a supportive
environment. The need for maternity benefits is not just economic but extends to providing women
with the assurance that they can devote quality time to their child without the fear of jeopardizing their
job and income source.
This study delves into the specific context of maternity benefit practices within non-Export Processing
Zone (non-EPZ) factories, focusing on the Smart Group of Industries as a representative case. By
exploring the dynamics of maternity benefits in this context, we seek to contribute insights that will
not only enrich the understanding of maternity practices in non-EPZ factories but also inform future
improvements to ensure the holistic well-being of female employees and their families.
1.2 Importance of the Study:

The economic dependence of women is a significant factor contributing to their subordination in
contemporary society. Addressing this issue requires empowering women economically and fostering
their active participation across all sectors of business. To facilitate such empowerment, the
government must establish conditions that cater to the specific needs of women.
In the economic sphere, women encounter various challenges, with discrimination stemming from
their biological role of childbearing being a prominent concern. Maternity benefits for female
employees are essential to combat such discrimination, safeguarding the economic rights of women.
These benefits recognize the intense physical toll of the childbearing process, which can potentially
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cause bodily damage and impact a woman's future productivity. Therefore, maternity benefits become
crucial to support and protect the economic well-being of women in the workforce.
Ensuring the self-reliance and economic independence of working women is a paramount goal, and
maternity benefits play a vital role in achieving this. A just social order demands the obliteration of
inequalities, and it necessitates honouring and treating women with dignity in the workplace, where
they contribute to their livelihoods. Maternity benefits become a means to provide working women
with the necessary facilities and entitlements they deserve, regardless of the nature of their duties,
avocation, or workplace.
Becoming a mother is a natural and significant aspect of a woman's life. Employers must exhibit
consideration and sympathy toward working women who are in service, recognizing the physical
difficulties they may face during pregnancy and while caring for a child. Maternity benefits are crucial
in acknowledging and addressing these challenges, enabling women to fulfill their social role of
childbearing and rearing without undue strain on their health and without experiencing a loss of wages.
The concept of maternity benefits is instrumental in alleviating the hardships faced by women workers
who may have had to compromise their efficiency during pregnancy, risking the health of both the
mother and the child. By providing maternity benefits, employers contribute to the overall well-being
of their female workforce and support them in fulfilling their dual responsibilities of work and
motherhood.
Furthermore, as societal expectations evolve, the majority of women express a desire to have children
at some point in their lives. However, traditional economic arrangements often force women to make
compromises between their career and family goals. Maternity benefits, therefore, emerge as a crucial
provision that facilitates the continued participation of women in the workforce, breaking down
traditional gender ideologies and ensuring gender equity at work. This study seeks to explore and
highlight the importance of maternity benefits in sustaining the economic empowerment and well-
being of women in the non-Export Processing Zone (non-EPZ) factories, with a specific focus on the
Smart Group of Industries.
1.4 Objectives of the Study

The overarching objective of this study is to conduct a comprehensive examination of the Maternity
Benefit Practices within the Smart Group of Industries, focusing on non-Export Processing Zone (non-
EPZ) factories. The specific objectives are outlined as follows:
1.4.1 General Objective:
✓ To examine the current scenario of maternity benefits practice in Smart Group of Industries,
they include recruitment, training and development, performance appraisal, compensation,
remuneration and ensuring the safety and welfare of human resources etc.
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1.4.2 Specific Objectives:
➢ To examine existing maternity benefit policies and practices within the Smart Group of
Industries.
➢ To analyze the comprehensiveness and effectiveness of these policies in supporting
female employees.
➢ To identify challenges faced by female employees related to maternity benefits. Pinpoint
any gaps or shortcomings in the current maternity benefit framework.
➢ To conduct a benchmarking analysis by comparing maternity benefit practices within the
Smart Group of Industries against industry standards and best practices and explore and
analyze maternity benefit practices in similar industries or companies for comparative
insights.
➢ To gather perspectives from female employees through surveys, interviews, or focus
group discussions to understand their experiences with maternity benefits and assess
employee awareness and satisfaction with existing maternity benefit programs.
➢ To develop recommendations for enhancing maternity benefit policies within the Smart
Group of Industries.
Through these specific objectives, the study aims to provide a nuanced understanding of the Maternity
Benefit Practices within the Smart Group of Industries, with a particular emphasis on non-EPZ
factories. The research seeks to uncover insights into the legal framework, implementation challenges,
and recent developments, ultimately contributing valuable recommendations for the enhancement of
maternity benefit practices within the specified industrial context.
1.5 Key Variables

The heart of our research lies in a meticulous analysis of Maternity Benefit Practices within the non-
Export Processing Zone (non-EPZ) factories of the Smart Group of Industries. Central to this
exploration are key variables that encapsulate the multifaceted dimensions of maternity benefit
practices within this specific industrial context. Our primary focus involves engaging in discussions
with 80 workers, delving into their experiences to glean insights into the intricacies of Maternity
Benefit Practices.
Our research theme, "Maternity Benefit: Practices in Non-EPZ Factories," is anchored in two key
variables that are pivotal in shaping the experiences of maternity employees within the Smart Group
of Industries. The first variable centres around the rules and policies governing Maternity Leave – a
critical aspect that defines the duration, eligibility criteria, and procedural nuances surrounding
maternity leave. By examining the documented policies, we aim to unravel the intricacies of the
support framework provided to female employees during this significant period.
The second key variable pertains to the safety and security measures in place for Maternity Employees.
This variable explores the protocols established by the Smart Group of Industries to ensure a secure
working environment for female employees during and after their maternity leave. Safety and security
are paramount considerations that directly impact the overall well-being and work experiences of
maternity employees.
In employing discussions with 220 workers as our primary research instrument, we seek to capture
qualitative data that goes beyond the textual confines of policies. These discussions will serve as a
window into the lived experiences and perspectives of female employees within the Smart Group of
Industries, shedding light on the practical implications of Maternity Benefit Practices.
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Our research methodology, anchored in these key variables, aims to unravel the nuances of Maternity
Benefit Practices within non-EPZ factories of the Smart Group of Industries. By dissecting rules,
policies, safety measures, and engaging directly with the experiences of maternity employees, we
aspire to contribute valuable insights and recommendations to enhance the support provided to female
employees during their maternity journey within this industrial context.
1.6 Scope of the Study

The scope of this study encompasses a thorough investigation into the Maternity Benefit Practices
within non-Export Processing Zone (non-EPZ) factories, with a specific focus on the Smart Group of
Industries. The study aims to assess the current maternity benefit policies and practices employed by
the Smart Group of Industries, including the duration of maternity leave, eligibility criteria, financial
support, and compliance with local and national regulations. Through a detailed examination, the
research will identify challenges faced by female employees during maternity, considering both work-
related and personal factors. Additionally, the study will involve benchmarking maternity benefit
practices within the Smart Group of Industries against industry standards and best practices, providing
insights for comparative analysis. Employee perspectives will be gathered through surveys, interviews,
or focus group discussions to understand their experiences and satisfaction with existing maternity
benefit programs. The ultimate goal is to develop actionable recommendations for enhancing maternity
benefit policies within the Smart Group of Industries, contributing to the broader conversation on
supporting female employees during maternity in non-EPZ factory settings.
Factories: The study includes all women workers engaged in manual, clerical, skilled, and
unskilled labor within the trade, business, and manufacturing sectors of non-EPZ factories.
This broad inclusivity aims to capture a representative sample of the diverse workforce,
providing insights into how Maternity Benefit Practices resonate across various occupational
categories.
Diverse Workforce: The inclusion of women workers across manual, clerical, skilled, and
unskilled labor roles is driven by the desire to comprehensively understand the varied
experiences within the Smart Group of Industries. By encompassing a spectrum of occupations,
the study aims to provide a nuanced analysis of Maternity Benefit Practices that considers the
unique dynamics of different job categories.
Unique Challenges of Tea Estates: The specific focus on women workers in tea factories and
plantations is motivated by the recognition of the distinct challenges prevalent in this sector.
From the nature of the work to the specific demands of tea plantation environments, this subset
of workers faces unique circumstances that warrant a targeted examination of Maternity Benefit
Practices.
Non-EPZ Factories of the Smart Group of Industries: The geographical context of the study
is confined to the non-EPZ factories operated by the Smart Group of Industries. This
geographic limitation ensures a focused exploration within a specific industrial setting,
allowing for an in-depth analysis of Maternity Benefit Practices tailored to the operational
landscape of the Smart Group.
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1.7 Limitation of the Study
While this research endeavours to provide valuable insights into Maternity Benefit Practices within
the non-Export Processing Zone (non-EPZ) factories of the Smart Group of Industries, it is essential
to acknowledge certain limitations that may impact the precision and comprehensiveness of the
findings. The major limitations are outlined below:
➢ Small Sample Size: The research study is confined to a relatively small sample size. While
efforts have been made to ensure representation across different occupational categories and
sectors, the size of the sample may impose constraints on the generalizability of findings to the
entire workforce.
➢ Time Constraints: The entire population of the company was not interviewed due to time
constraints. The research team faced limitations in terms of the time available for data
collection, which may affect the comprehensiveness of the study.
➢ Accuracy of Information: The reliability and accuracy of information gathered from
respondents within the company cannot be assured. There is a possibility that the sample
respondents may not have disclosed exact information with complete accuracy, introducing a
potential source of bias into the study.
➢ Assumption of Truthfulness: The conclusions drawn from the study are based on the
assumption that the answers provided by the employees are truthful and adequate. However,
the reliability of these responses depends on the willingness and ability of the respondents to
provide accurate and transparent information.
Despite these limitations, the research team has made every effort to mitigate potential biases and
ensure a rigorous approach to data collection and analysis. The findings of the study should be
interpreted with an awareness of these limitations, recognizing that the constraints may impact the
generalizability and absolute accuracy of the results.
1.8 Research Methodology

1.8.1 Research
Research is a systematic process through which a researcher aims to uncover solutions to a given
problem, providing insights that guide future courses of action. Defined as "A careful investigation or
enquiry, especially through the search for new facts in any branch of knowledge," research involves a
methodical exploration to achieve a better understanding of the subject under investigation.
1.8.2 Research Methodology
Research methodology refers to the procedures employed by researchers in describing, explaining, and
predicting phenomena. It encompasses the methods used to generate, collect, and evaluate data. These
methods are crucial for obtaining information that is useful for assessing explanations.
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1.8.3 Types of Research
Research can take various forms, each serving a specific purpose. The types of research include
exploratory, descriptive, explanatory, and applied research, each tailored to address particular aspects
of inquiry.
1.8.4 Descriptive Research Aims
Descriptive research aims at accurately portraying the characteristics of a particular group or solution.
It involves a detailed study of various aspects, such as work in a factory, health and welfare, and may
extend to areas like the right to strike, capital punishment, prohibition, etc.
1.8.5 Design of Descriptive Studies
Descriptive studies involve the following steps:
1. Formulating Objectives:
o Clearly defining the objectives of the study.
2. Defining Population and Selecting Sample:
o Identifying the population and selecting a representative sample.
3. Designing Data Collection Method:
o Developing a method for collecting data.
4. Analysis of Data:
o Evaluating and analysing the collected data.
5. Conclusion and Recommendations:
o Drawing conclusions and providing recommendations for further improvement in
practices.
Description of Statistical Tools Used
• Percentage Method:
In this project, the percentage method was employed. The formula used is:
▪ Percentage of Respondent = (No. of Respondent / Total no. of Respondent) x

100
1.8.6 Data Collection Method
Data for this study were collected using a questionnaire. The questionnaire, a popular method for
extensive inquiries, consists of specific and general questions related to Maternity Benefit. This
method is adopted by private individuals, research workers, private and public organizations, and even
governments due to its effectiveness in gathering comprehensive information.
In summary, the research methodology employed in this study combines descriptive research, utilizing
the percentage method for data analysis, and the data collection method involving a structured
questionnaire to comprehensively explore Maternity Benefit Practices within the non-Export
Processing Zone (non-EPZ) factories of the Smart Group of Industries.
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1.8.7 Research Design
Research design is the specification of a method and procedure for obtaining the information needed
to solve a problem. The research design used for this research study is a descriptive research design
where we find a solution to an existing problem.
Sample Design
Sample Element Employees of Smart Group of Industries (non-
EPZ)
Sample Size 30
Sample Test Percentage Method

Sample Media Questionnaire
Sampling Method Simple Random Sampling
1.8.7 Data Analysis and Presentation
After obtaining data effective tabulation, Pie chart and statistical presentation will be made to
understand the data visually.
1.8.8 Study Area
My work study is Smart Group, 1206/A, Nasirabad I/A, Bayzid Thana Road
Bayzid, Chittagong-4210, Bangladesh
Tel: +8802-41380571-76
Email: info@smartjeansctg.com
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Chapter Two
Literature Review
16
2.1 Introduction:
Between 1950 and 2017, there was a dramatic increase in the proportion of women entering the
workforce worldwide. For example, in the US in 1960, less than 19 percent of women with children
under 6 worked. By 1990, the number had risen dramatically to 60 percent. Currently, according to the
World Bank Group's gender statistics database, the share of women in the workforce worldwide is
43%. In Bangladesh, the number of working women has also increased over the past 20 years.
According to the available data from Bangladesh Bureau of Statistics (BBS) in 2012, out of 49.5
million civilian labor force, about 38% are women (BBS, 2012). Of course, maternity leave is a
problem with working women. In many parts of the world, women themselves know very little about
maternity leave before becoming pregnant. Many are not aware of their rights. Furthermore, there is a
huge disparity in the facilities available to women with regard to motherhood around the world.
2.2 Evolution of maternity benefits in Labor Laws in Bangladesh

The century-old system of labor law in Bangladesh was enacted during British rule in the subcontinent
in 1881. Later, laws were enacted to deal with various labor matters, e.g. Factories Act (1965),
Industrial Relations Regulations (1969) Workmen's Compensation Act (1923). ), Trade Unions Act
(1926), Trade Disputes Act (1929), Payment of Wages Act (1936), Maternity Benefit Act (1939) and
Child Employment Act (1938) were some of the employment laws passed/ work. during that period.
After the partition of the Indian subcontinent in 1947, almost all the laws during the pre-partition period
were kept in force with some modifications and additions in the form of administrative rules by the
Government of Pakistan.
After independence in 1971, the Government of Bangladesh retained the previous laws through the
Bangladesh Legal Order (Presidential Order No. 48). There were no major developments in the history
of labor law until the enactment of the Bangladesh Labor Act 2006. The Bangladesh Labor Code 2006
is a significant and comprehensive provision regarding the industrial relations system by codifying the
existing labor law to avoid overlap and inconsistency and bringing some significant changes in the
industrial relations system. Before the consolidation of all labor laws through the Bangladesh Labor
Code of 2006, there were three different laws governing maternity benefits for women for a certain
period before and after childbirth and for the payment of maternity benefits to women. These were the
Maternity Benefit Act, 1939 (which was most widespread in manufacturing, services and other
organizations), the Mines Maternity Benefit Act, 1941 and the Maternity Benefit (Tea Estate) Act,
1950. These three Acts were abolished and merged into the new labor regulations under Chapter IV as
"Maternity benefits". Although this Act was amended in 2013, some sections of Chapter IV (Maternity
Benefits) were not changed. Bangladesh Labour Act, 2006, aligning it more with the International
Labor Organization. Among the provisions of the Bangladesh Labour Act (Amendment) 2023 is the
extension of maternity leave from 112 to 120 days.
2.3 Definitions of Maternity Benefit

In according to Bangladesh Labor Laws-2006, Section -2, sub-section-34,Maternity benefit” means
the sum of money payable under the provisions of Chapter IV to a woman worker with leave on the
ground of her being a mother.
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2.4 Reasons for need of a Maternity Benefit
The economic dependence of women is what leads to their subordination in today's society.
Therefore, to eliminate such subordination and lay the foundations of equality, women must
also be economically independent and actively participate in all business sectors today. To
support such an initiative, the government must ensure certain conditions that are suitable for
women's needs.
One of the problems faced by women in the economic sphere is the discrimination in life
resulting from their biological role in the nature of childbearing. To limit this problem and
protect women's economic rights, maternity benefits for female employees are needed. Women
are entitled to these benefits because the process of giving birth is very painful and can cause
damage to the body. This can seriously affect a woman's future work as an employee and reduce
her productivity, so maternity benefits are needed for female employees.
Maternity benefits are necessary for working women and their rights to remain self-sufficient
and economically independent. A just social order can only be achieved when inequalities are
eliminated and everyone is given what is legally due. When those who make up almost half a
segment of our society need to be honored and treated with dignity in the places where they
work to earn a living. Regardless of the nature of their duties, their profession and the place
where they work; they must be provided with all facilities to which they are entitled. Becoming
a mother is the most natural phenomenon in a woman's life. Regardless of what is required to
facilitate the birth of a woman on duty, the employer must be considerate and compassionate
towards her and must be aware of the physical difficulties a working woman would face in
carrying out her duties at the workplace while carrying a child in her womb or when raising a
child after birth.
Historically, maternity has been considered a condition of disability for female employees to
perform any work during the several weeks immediately before and after the birth of a child.
With the emergence of the wage labor system in industrial enterprises, many employers tended
to terminate the services of female workers when they found that maternity interfered with the
normal duties of female workers. Many working women therefore had to go on unpaid leave
during this period in order to keep their jobs.
Many others had to bear great strain to maintain their performance during the period of
pregnancy, which was detrimental to the health of both mother and child. To eliminate this
hardship for working women, the concept of cash benefits in maternity is needed so that women
can perform the social function of the child; to give birth and raise without unnecessary strain
on their health and loss of wages.
The vast majority of women want to have children at some point in their lives. The economic
measures that existed before required them to compromise on their career and family goals.
So, although women have made huge strides towards gender equality at work, as long as
traditional gender ideologies and assumptions persist (i.e. stereotypes, roles and status beliefs
based on gender), they will not be able to continue in business. if there is no provision of
maternity benefits.
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2.5 Maternity Leave Policies Around the World
Maternity leave around the world looks very different from country to country. There are even
a few surprises: some developed countries, like the United States, have terrible maternity leave
policies that vary from state to state. Legal expert Karel vander Molen notes that the US and
Papua New Guinea in particular are "the only two countries that do not have paid maternity
leave mandated by their respective central governments".
This is of course very concerning, as paid maternity leave is essential to protecting the health
and economic security of women and their children.
The International Labor Organization warns that if paid leave is not provided, "long periods of
leave, especially without job protection, can damage women's attachment to and progression
in paid work, resulting in wage penalties."
When we look at the situation in South Africa, we see many positives and negatives. Legal
expert Sheri Breslaw says that: “South African law provides certain statutory financial benefits
to working mothers in that the Basic Conditions of Employment Act provides that expectant
mothers are provided with a mandatory maternity leave of 4 months during which their
employment is secured and they can apply for benefits from the unemployment insurance fund
(UIF).
Fortunately, there are companies in South Africa that are more flexible and forward-thinking
in their approach to maternity benefits, giving mothers the option of paid maternity leave and
flexible working hours after returning to work for a fixed period. This is largely in line with
international trends, especially in Europe."
For example, in Australia, which remains one of the most progressive countries in the world in
terms of education, women's rights and overall living standards, women can take 56 weeks of
maternity leave while receiving 80 percent of their earnings. Women will also receive benefits
for an additional 13 weeks at a fixed rate.
In Canada, women can take up to 50 weeks of paid maternity leave at 0 to 55 percent of their
earnings. Both men and women are also entitled to 35 weeks of Canada Employment Insurance
benefits, and parents can share or split these weeks.
Companies in the UAE still lag behind companies in other countries when it comes to
supporting working mothers. The length of statutory paid maternity leave for employees in the
country's private sector is 45 calendar days, or about six weeks, while other markets provide
up to 24 or even more than 40 weeks of leave, according to the consultancy. According to
Mercer Worldwide Benefits and Employment Guidelines, while most markets around the world
have become more generous when it comes to leave contributions, several countries, including
the UAE, consistently rank among the lowest paid maternity leave countries.
By comparison, women in Norway enjoy 49 weeks, while women in Ireland are entitled to 26
weeks. Working women in Vietnam, Poland and Singapore are also entitled to longer leave of
24, 20 and 16 weeks respectively.
In France, a mother's postpartum leave is taken quite seriously. French women are guaranteed
100 percent of their wages for 16 weeks (six weeks before and 10 weeks after childbirth). In
the case of families with two children, women can take an additional 2.5 years of employment
protection leave and their partner six months. And all families in France with two or more
children are entitled to family benefits, a monthly cash payment from the French government.
19
In Finland, you should have plenty of time to prepare for the baby's arrival. Paid maternity
leave starts 50 days before the due date and lasts four months after the birth. There is also a
system, the paternity allowance, which allows men to take time off from work as well. There
is no maternity leave in Australia. There is 'Parental Leave' which means that a mother or father
can take up to 18 weeks of State-paid leave. Or they can share the vacation. For example, one
parent could use 10 weeks and the other eight.
In at least 178 countries around the world, paid leave is guaranteed for working mothers, while
more than 50 countries give fathers a wage benefit, according to the ILO. The United States,
along with Papua New Guinea, Swaziland, Liberia and Lesotho, are among the few countries
in the world that do not provide any type of financial support to mothers, according to a study
by McGill University's Institute of Health and Social Affairs. Policy.
2.6 Maternity Welfare Facilities
Before the Bangladesh Labor Act 2006, the Maternity Benefit Act 1934, the Mines Maternity
Benefit Act 1941 and the Maternity Benefit Act 1950 dealt with the employment of women in
certain establishments for certain periods before and after childbirth and provides maternity
and other benefits. Bangladesh Labour Act, 2006, aligning it more with the International Labor
Organization. Among the provisions of the Bangladesh Labour Act (Amendment) 2023 is the
extension of maternity leave from 112 to 120 days. The Act applies to mines, factories, circuses,
industries, plantations, shops and establishments employing five or more persons. Employers
are also obliged to provide cash maternity assistance to an employee who has worked for the
employer for at least six months on the day of childbirth. Each pregnant woman in labor was
provided with sanitary facilities before and after eight weeks from the date of delivery. The
benefit consists of a payment depending on the current wage for eight weeks before and eight
weeks after the birth of the child. Employers are also prohibited from forcing any ancestor to
do any work after the date of birth. Employers are also prohibited from dismissing, laying off
and terminating any female predecessor before six months from the date of delivery and after
eight weeks from the date of delivery. If a woman dies on the day of childbirth and within 8
weeks of the day of childbirth, cash maternity assistance is paid to the person who takes care
of the child. If both the woman and the child die, the benefit is paid to the person she nominated
or, if she was not nominated, to her legal successors.
20
2.7 Prohibition of engagement of women in work in certain
cases
According to labor laws 2006, section -45

1. No employer shall knowingly engage a woman in his establishment during the 8 (eight)
weeks immediately following the day of her delivery.
2. No woman shall work in any establishment during the 8 (eight) weeks immediately
following the day of her delivery.
3. 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, if,
4. He has reason to believe or if the woman has informed him that she is likely to deliver
a child within 10 (ten)weeks;
5. She has to the knowledge of the employer the woman has delivered a child within the
preceding 10 (ten)weeks:
6. Provided that in the case of tea plantation worker, a woman worker may do work of a
light nature if and for so long as the medical practitioner of the concerned tea estate
certifies that she is physically fit to do so; and, for the days that she does such work,
she shall be paid for such work wages at the rate prescribed under the existing law, and
such wages shall be payable in addition to the maternity benefit.
2.8 Right to Maternity Benefit and liability for its payment

1. Every woman worker shall be entitled to maternity benefit from her employer for the
period of 8 (eight) weeks1 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:
2. 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.
3. 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.
21
2.9 Procedure regarding payment of maternity benefit

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.
2. 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.
3. After receipt of a notice under sub-section (1) or (2), the employer shall permit the
concerned woman to absent herself from work, in the case of a notice under sub-section
(1), from the day following the date of notice; in the case of a notice under sub-section
(2), from the day of delivery until 8 (eight) weeks after the day of delivery.
4. An employer shall pay maternity benefit to a woman in any of the following ways as
that woman may desire, namely:
5. 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;
6. 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
7. 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:
8. 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.
9. 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.
22
2.10 Amount of Maternity Leave
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.
2. 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.
2.11 Payment of Maternity benefit in case of a woman
According to labor laws-2006, Section-49

1. IfawomanentitledtomaternitybenefitunderthisChapterdiesatthetimeofherdelivery 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.
2. 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.
2.12 Restrictions on termination of employment of a woman

in certain cases
According to labor laws-2006, Section-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.
23
Chapter Three
Company Profile
24
3.1 Introduction
The Smart Group is an industrial conglomerate based in Chittagong, Bangladesh and has
become a nationally recognized, award-winning company with consistent results in all phases
of its business.
Smart Group's ready-to-wear division is a manufacturer and exporter of clothing and textiles.
This sector also has an entity (Chittagong Denim Mills Ltd.) which is a leading producer of
denim fabrics in Bangladesh. To maintain the top brand of international clients, all products are
manufactured using state-of-the-art machinery.
3.2 Group Details
Smart Group of companies having the following factories
ORPORATE HEAD OFFICE

1206/A, Nasirabad I/A
Bayzid Thana Road, Bayzid
Chittagong-4210, Bangladesh
Tel: +88 02-41380571-76
3.2 Concerns
Smart jeans Ltd.
Smart Jacket (BD) Ltd.
Shehan specialized Textile mills ltd.
BM Energy(BD) Ltd.
BM Energy(BD) Ltd.(Unit 2)
Denim mills ltd.
Globe Textile mills Ltd.
City Home Properties Ltd.
Smart Share & Securities Ltd.
Smart Bio inception Ltd.
The Daily Purbodesh
25
3.4 Smart Group Business in Bangladesh
The RMG sector is the backbone of SMART Group. They have established our First Garments
factory in July 2000 with a small plant. We have dealt with the garments business
magnificently. From the day one, we concentrated to achieve quality and delivery. Then we
constructed other garment factories in 2007, 2011and 2015 with the most modern state of the
art machineries. For Brand excellence, we always make an effort to keep up our standard as
world class and obviously we always maintain full compliance and safety constraints. Quality
management system, dynamic & enthusiastic leadership always supports us to achieve the goal
of leadership in this sector.
Facilities: All kinds of Washing, drying process and Embroidery etc.
Capacity: 2.5 million bottom and 0.50-0.70 million outer wear per month
Export Value: USD 130-160 million per year
Achievements: National award in 2011 &2012, The Best of The Best award on Quality from
customer in 2011 &2012.
3.5 Location:
CORPORATE HEAD OFFICE DHAKA OFFICE
1206/A, Nasirabad I/A House: B-123, Lane: 21, New D.O.H.S.
Bayzid Thana Road, Bayzid Mohakhali, Dhaka-1206, Bangladesh
Chittagong-4210, Bangladesh Telephone: +88 02-48810392, 8713508,
Tel: +88 02-41380571-76 58811517
3.6 Vison
Smart Group's core values are integrity, commitment to excellence, customer service and
respect for the individual. These are values worthy of a great organization and we believe we
should incorporate them as anchor points in every decision we make. Their core values provide
us with the means not only to guide, but also to evaluate our operations, our planning and their
vision for the future.
3.7 Mission
Supporting the economy of Bangladesh for the benefit of the local people by expanding the
business with various short-term planning and providing the highest quality products to its
customers.
26
3.8 Goals
Brand excellence, they always make an effort to keep up Their standard as world class and
obviously we always maintain full compliance and safety constraints. Quality management
system, dynamic & enthusiastic leadership always supports us to achieve the goal of leadership
in this sector. Their clients are:
(Major Clients)
27
3.9 Smart Group’s Code of Conduct
The basic concept of Smart Group's business management is to provide its employees with a
fair, safe and healthy working environment and to devote itself to fulfilling its corporate social
responsibilities.
The Group will follow relevant local laws, customer codes and the Code of Conduct and
incorporate these core standards into daily practice in pursuit of better functioning.
Based on the company's commitment to persevere in humanity, protect natural resources and
achieve corporate sustainability, we have formulated this code of conduct for compliance. With
this commitment to corporate social responsibility and sustainability, all factories must adhere
to these standards outlined in the Code of Conduct and strive for continuous improvement.
In accordance with the above commitment and ethical principles, factories are required to
comply with the following standards:
Health, Safety and Environment

Factories shall provide employees with a safe and healthy working environment and to
constantly strive for improvements in areas such as lighting, ventilation, machinery safety
features, fire hazards, medical services and storage and use of chemical materials. Factories
shall also commit to conserving energy and reducing waste in the pursuit of environmental
protection.
Freedom of association
The Company recognizes and respects the legal rights of its employees to organize, bargain
collectively, and join a labor union.
Child labor
Factories shall not employ persons whose age does not meet the requirements of the local
government or any customer, whichever is higher.
Wages and benefits

Factories must provide employees with legally required wages, including minimum wages and
overtime compensation, and all benefits to which they are legally entitled.
Working time
Factories must comply with the working hours requirements of local government or individual
customers. Working hours must be accurately recorded using automatic time recording devices.
28
Discrimination
Factories should not discriminate between employees. Decisions regarding employment,
promotion, compensation and discipline shall not discriminate on the basis of race, religious
beliefs, sex, age, disability, marital status, political preferences or social background.
Harassment or abuse
Factories must respect all employees. There shall be no physical, sexual, mental or verbal
harassment or harassment and no retaliation shall be permitted.
Disciplinary action
If disciplinary action is deemed necessary, such disciplinary action shall not include corporal
punishment, humiliation, or fines.
Obligations and audits

The management team of all factory locations will be responsible for implementing and
complying with the aforementioned code of conduct. The Office of the Chief and the Central
Office of Compliance at Headquarters can and must inspect the plant at any time without prior
notice to ensure full compliance.
3.10 No Harassment, Non-discrimination, Non-retaliation

policy:
No Harassment Policy
➢ Factory management cannot create or cause an intimidating work environment.

➢ Factory management cannot use corporal punishment (or the threat of corporal
punishment), including slapping, shoving, or other forms of physical contact.
➢ Factory management should prohibit unwelcome sexually suggestive, sexual requests,
or other sexually suggestive language or physical contact.
➢ Factory management may not offer work or other preferential treatment in or implied
by sex-trafficking, or to employees in retaliation for refusing sexually suggestive and
unfair treatment to them.
➢ Safety and security measures must be gender sensitive and not discriminatory.
➢ They cannot receive food, water, toilet, medical care, treatment or other basic needs as
a reward or as a punishment.
➢ Factory management cannot unreasonably restrict the freedom of movement of
employees, including in the restaurant, taking rest breaks, going to the toilet, fetching
water or going to the doctor.
➢ Factory management cannot condone harassment or abuse of workers.
29
Non-discriminatory policy
i. The factory decides whether to hire differently based on the skill level of workers, not
on the basis of gender, race, religion, age, disability, sexual orientation, nationality,
political opinion, social status, social or ethnic origin and other factors.
a. The employer should allow all eligible applicants to participate in the work
entered for the examination.
b. Recruitment advertisements and recruitment may not limit gender, race,
religion, age, disability, sexual orientation, nationality, political opinion, social
status, social or ethnic origin.
c. Workplace factories allow provisions for conduct and behavior depending on
the skills required to complete their work and quality.
ii. Factory’ actual work should reflect the policies to prevent discrimination against
women
a. Factories cannot prohibit or prevent the hiring of married or pregnant women.
b. The factory practice of wage determination, promotion and work organization
cannot discriminate against women.
c. The employment contract or factory agreement must not contain prohibited
pregnancy content.
d. Factories cannot require a pregnancy test (except where state law requires the
circumstances). Information from pregnancy tests cannot be used to inform
hiring, reassignment, firing, or other employment decisions that result in harm
to employees.
e. Factories cannot be forcibly sterilized as a condition of recruitment or
continued employment.
f. Pregnant women should make reasonable adjustments; the employer must
ensure that pregnant women are not exposed to harmful substances.
g. Factories cannot make such decisions due to pregnancy, layoffs, threats of
layoffs, demotions, redistribution of hazardous work, or wage deductions.
30
iii. Factories to pay workers wages, bonuses, allowances and other forms of assistance
should be based on performance of their staff, technology and capacity to decide.
a. Not because of gender, race, religion, age, disability, sexual orientation,
nationality, political opinion, social status, social or ethnic background and other
factors which distinguish between work and the distribution of subsidies and
benefits.
b. Skills, education and experience equivalent employees engaged in the same
work; the starting salary should be the same.
iv. Factory based on the individual's work performance and conduct to determine
their promotion, discipline, work assignments, termination of employment and
retirement.
a. Factory provide the opportunity to take management positions for the
production-line employees of service length and good performance.
b. Factory layoff decision criteria must be clear and specific and cannot be
discriminated against.
v. Fair employment policies: the employees based on their performance, abilities
and potential, equal access to employment and promotion opportunities.
Non-Retaliation policy
The employee will not be penalized for reporting to the brands or relevant authorities. This
warranty means:
- The employee will not be harassed for contacting brands and relevant agencies.
- The employee will not suffer sanctions for contacting brands and relevant agencies.
The employee does not have to worry about losing his job due to contact with brands and
relevant agencies
If the matter concerns a specific manager, he does not participate in the investigation of the
complaint.
31
3.11 General Organization Structure:
Audit
(DGM) (AGM) (GM)
(Import)
Asst. Sr.
32
3.12 HR & Compliance Departments Job Responsibilities:
Department Executive's Responsibilities
a) Communicate with the customers, Govt. personnel, supplier handling
b) Deal with legal related issues.
c) Organizing training program.
d) Special case handling.
e) Checking different case which happened in the factory and solve out progress.
f) Checking industrial injury report and follow up condition.
g) Develop policy, regulations according to the company's need.
h) Tracking employee’s satisfaction record.
i) Coordinate EHS program.
Department Executive’s Reports
a) Employee satisfaction report.
b) Supplier handling report.
c) Industrial Injury report.
d) Monthly Maternity Benefit Report.
33
e) Give EHS report.
Department Supervisor’s Responsibilities
a) Information.
b) Software update & modification if necessary.
c) Handling employees legal Q/A.
d) Rank Assessment.
e) Training Coordination.
f) EHS related activities.
g) Medical care.
h) Industrial Injury care.
Department Supervisor’s Reports
a) Provide case handle report.
b) Provide report of food or other welfare services.
c) Provide train in report.
d) Provide employees report who are newly joined in the company.
e) Medical/ industrial Injury report.
34
Chapter Four
Data Analysis and Findings
35
4.1. A. Data Analysis & Interpretations: Questionnaire for
Female Workers
Factory Name: Smart Group, 1206/A, Nasirabad I/A, Bayzid Thana Road
Bayzid, Chittagong-4210, Bangladesh
Tel: +8802-41380571-76
Respondents Name:
Organizations Name:
Designation:
Department:
SL QUESTION POINTS
1 Does appointment letter issue to all employees/ 1 2 3 4 5

workers?
2 Does factory provide maternity benefit to the workers? 1 2 3 4 5
3 Has maternity benefit record been kept on service 1 2 3 4 5

book?
4 Marital Status- Married/Unmarried? 1 2 3 4 5
5 Did maternity leave enjoy during your job in this 1 2 3 4 5

organization?
6 How many days did you get as 1 2 3 4 5
7 Did wages avail during you leave? 1 2 3 4 5
8 Did maternity benefits avail as per law? 1 2 3 4 5
9 Does organization pay benefit according to labor law? 1 2 3 4 5
10 Does organization pay maternity benefit to specified 1 2 3 4 5

nominee, in cash of death?
11 Your organization pay maternity benefit having single 1 2 3 4 5
child
12 Does your organization discharge any pregnant female 1 2 3 4 5
worker?
13 Do you get ant assistance from your 1 2 3 4 5
supervisor/manager after pregnancy to relieve you
form hard work to less stressed work?
14 What types of medical documents you had to submit to 1 2 3 4 5
get your maternity benefit?
5- Fully Agree, 4-Agree, 3-Moderately Agree, 2- Somewhat Agree, 1-Not at all Agree
36
4.2 Designation of respondents:
Factory: Smart Jeans Ltd. (SJL)
Sectio No. of workers %

n (Nos.)
WINDING 2 8
1ST INSPECTION 8 10
KNITTING 25 11
LINKING 33 13
STITCHING 22 9
LABEL 7 8
FINAL 13 11
QAD 8 13
MENDING 5 8
PACKING 6 9
TOTAL 129 10
0
4.2. A-i. Graphical Presentation of the above finding:

Respondents
1% 3%
Winding
9% 1st Inspection
Knitting
12%
48%
Linking
12% Stitching
Label
3% Final
2% 2% 3% 5%
Findings from the survey:
Among 129 respondents 8 % winding section,10 % Its Inspection section,11 % knitting

section,13 % Linking section,9 % stitching section,8 % label section,11 % Final section,13%
QAD section,8 % Mending section,9 % packing section.
37
4.2.B Factory: Apparel Promoters Ltd.
Section No. of workers (Nos.) %
WINDING 5 11
1ST INSPECTION 7 9
KNITTING 19 8
LINKING 21 12
STITCHING 11 7
LABEL 4 10
FINAL 9 13
QAD 5 10
MENDING 6 9
PACKING 4 11
TOTAL 91 100
4.2.B. Factory: Apparel Promoters Ltd.
4.2. B-i. Graphical Presentation of the above finding:

Respondents
Winding
3% 4%
1st Inspection
11% Knitting
Linking
Stitching
12%
Label
50%
Final
6% QAD
Mending
4% 2% Packing
3%
3% Total
2%
Findings from Survey:
Among 91 respondents 11 % winding section, 9 % 1st inspection section, 8 %Knitting Section,

12 % Linking Section,7% Stitching Section,10% Label Section, 13 % Final Section,10%
Q.A.D. Section, 9 % Mending Section,11 % Packing Section.
38
Table -2-A
4.3 Issuance of Appointment letter:

Factory: Smart Jeans Ltd.
With Appointment Letter Without Appointment

Letter
80% 20 %
Graphical Presentation
Issuance of Appointment Letter
With Appointment Letter Without Appointment Letter
Figure-2(a) : Issuance of Appointment Letter
39
In response to this question 80 % of the respondents replied affirmative, 20 % replied in the

negative.
Table -2-B
Factory: Apparel Promoters Ltd.
With Appointment Letter Without Appointment

Letter
70% 30%
Graphical Presentation
Issuance of Appointment Letter
With Appointment Letter Without Appointment Letter
Figure: Issuance of Appointment Letter (Factory-S.S.L.-A)
In response to this question 70 % of the respondents replied affirmative, 30 % replied in the

negative.
40
Table -3-A
4.4 Maternity Leave Availed

Factory: Smart Jeans Ltd.
Matern Maternity
No. of female Married Unmarried ity Leave not
Respondents (Nos) (Nos) Availe Availed
d (Nos)
(Nos)
50 30 10 30 10
Maternity Availed
Maternity Availed Maternity Leave not Availed
Figure-3(a): Maternity leave availed
Of the total 50 female respondents, 30 are married and 10 are unmarried. 20 of the married
respondents were availed maternity leave.
41
Table -3-B
Factory – Apparel Promoters Ltd.
Maternity Maternity
No. of female Married Unmarried Availed Leave not
Respondents (Nos) (Nos) (Nos) Availed (Nos)
45 30 15 19 11
Graphical Presentation of the above finding
Maternity Availed
Maternity Availed Maternity Leave not Availed
Figure-3(b): Maternity leave availed
42
Table -4-A
Proper Knowledge about the maternity benefits provision of the organization:
4.5. A. Factory: Smart Jeans Ltd.

No. of
female Respondents Idea Have no idea
80 75 5
4.5. A-i. Graphical Presentation of the above finding:
Proper Knowledge about the maternity

benefits provision of the organization
Idea Have no Idea
Figure-4-(a): Proper Knowledge about the maternity benefits provision of the organization
The result shows that most of the Female respondents have idea about maternity benefit.
43
Table -4-B
4.5. B. Factory: Apparel Promoters Ltd.
No. of
Idea Have no idea
female Respondents
63 52 11
B-i. Graphical Presentation of the above finding:
Proper Knowledge about the maternity

benefits provision of the organization
Idea Have no Idea
Figure-4-(b): Proper Knowledge about the maternity benefits

provision of the organization
The result shows that most of the Female respondents have idea about maternity benefit.
44
4.5 Data Analysis of Maternity Benefit Practice in non EPZ-
Factory (Smart Group of Industries) Sister Concern:
Smart Jeans Ltd. Apparel Promoters Ltd.
1. Does appointment letter issue to all employees/ workers?
Particular Responds
Fully Agree 88
Agree 44
Moderately Agree 44
Somewhat Agree 22
Not at all Agree 22
Total 220
Does appointment letter issue to all

employees/ workers?
2%
11% Fully Agree
Agree
43%
22% Moderately Agree
Somewhat Agree
Not at all Agree
22%
Explanation:
From the above figure, we can observe that 43% Female workers and employees are agreed
with the “Appointment letter issue to all employees/ workers” statement, 22% are moderately
agreed and rest 2% are not agreed at all.
45
2. Does factory provide maternity benefit to the workers?
Particular Responds
Fully Agree 105
Agree 50
Moderately Agree 25
Somewhat Agree 40
Not at all Agree 0
Total 220
Does factory provide maternity benefit to the

workers?
0%
18% Fully Agree
Agree
11% 48% Moderately Agree
Somewhat Agree
23% Not at all Agree
Explanation:
From the above figure, we can observe that 48% Female workers and employees are fully
agreed with the “Factory provide maternity benefit to the workers” statement, 11% are
moderately agreed and rest 0% are not agreed at all.
46
3. Has maternity benefit record been kept on service book?
Particular Responds
Fully Agree 75
Agree 65
Moderately Agree 30
Somewhat Agree 40
Not at all Agree 10
Total 220
Has maternity benefit record been kept on

service book?
4%
Fully Agree
18%
34% Agree
Moderately Agree
14% Somewhat Agree
Not at all Agree
30%
Explanation:
agreed with the “Maternity benefit record been kept on service book” statement, 14% are
47
4. Marital Status- Married/Unmarried?
Particular Responds
Fully Agree 170
Agree 0
Moderately Agree 0
Somewhat Agree 0
Not at all Agree 50
Total 220
Marital Status- Married/Unmarried?
23% Fully Agree

Agree
0%
Moderately Agree
Somewhat Agree
Not at all Agree
77%
Explanation:
From the above figure, we can observe that 77% Female workers and employees are married,
and rest 23% are not married.
48
5. Did maternity leave enjoy during your job in this organization?
Particular Responds
Fully Agree 75
Agree 65
Moderately Agree 30
Somewhat Agree 40
Not at all Agree 10
Total 220
Did maternity leave enjoy during your job in

this organization?
4%
Fully Agree
18%
34% Agree
Moderately Agree
14% Somewhat Agree
Not at all Agree
30%
Explanation:
agreed with the “Maternity leave enjoy during your job in this organization” statement, 14%
are moderately agreed and rest 10% are not agreed at all.
49
6. Did you get satisfied with maternity leave?
Particular Responds
Fully Agree 140
Agree 30
Moderately Agree 20
Somewhat Agree 20
Not at all Agree 10
Total 220
Did you get satisfied with maternity leave?
4%
9%
Fully Agree
9% Agree
Moderately Agree
14% Somewhat Agree
64%
Not at all Agree
Explanation:
agreed with the “Did you get satisfied with maternity leave?” statement, 9% are moderately
agreed and rest 4% are not agreed at all.
50
7. Did wages avail during you leave?
Particular Responds
Fully Agree 88
Agree 44
Moderately Agree 44
Somewhat Agree 22
Not at all Agree 22
Total 220
Did wages avail during you leave?
2%
11%
Fully Agree
Agree
43%
Somewhat Agree
Not at all Agree
22%
Explanation:
with the “Wages avail during leave” statement, 22% are moderately agreed and rest 2% are not
agreed at all.
51
8. Did maternity benefits avail as per law?
Particular Responds
Fully Agree 75
Agree 65
Moderately Agree 30
Somewhat Agree 40
Not at all Agree 10
Total 220
Did maternity benefits avail as per law?
4%
18% Fully Agree
34%
Agree
Moderately Agree
14% Somewhat Agree
Not at all Agree
30%
Explanation:
agreed with the “Maternity benefits avail as per law” statement, 14% are moderately agreed
and rest 10% are not agreed at all.
52
9. Does organization pay benefit according to labor law?
Particular Responds
Fully Agree 75
Agree 65
Moderately Agree 30
Somewhat Agree 40
Not at all Agree 10
Total 220
Does organization pay benefit according to

labor law?
4%
Fully Agree
18%
34% Agree
Moderately Agree
14% Somewhat Agree
Not at all Agree
30%
Explanation:
agreed with the “Organization pay benefit according to labor law” statement, 14% are
53
10. Does organization pay maternity benefit to specified nominee, in cash of death?
Particular Responds
Fully Agree 88
Agree 44
Moderately Agree 44
Somewhat Agree 22
Not at all Agree 22
Total 220
Does organization pay maternity benefit to

specified nominee, in cash of death?
2%
11% Fully Agree
Agree
43%
Somewhat Agree
Not at all Agree
22%
Explanation:
with the “Organization pay maternity benefit to specified nominee, in cash of death” statement,
22% are moderately agreed and rest 2% are not agreed at all.
54
11. Your organization pay maternity benefit having single child
Particular Responds
Fully Agree 105
Agree 50
Moderately Agree 25
Somewhat Agree 40
Not at all Agree 0
Total 220
Your organization pay maternity benefit

having single child
0%
18% Fully Agree
Agree
11% 48% Moderately Agree
Somewhat Agree
Explanation:
agreed with the “Your organization pay maternity benefit having single child” statement, 11%
are moderately agreed and rest 0% are not agreed at all.
55
12. Does your organization discharge any pregnant female worker?
Particular Responds
Fully Agree 75
Agree 65
Moderately Agree 30
Somewhat Agree 40
Not at all Agree 10
Total 220
Does your organization discharge any

pregnant female worker?
4%
Fully Agree
18%
34% Agree
Moderately Agree
14% Somewhat Agree
Not at all Agree
30%
Explanation:
agreed with the “Your organization discharge any pregnant female worker” statement, 14% are
56
13. Do you get ant assistance from your supervisor/manager after pregnancy to relieve you
form hard work to less stressed work?
Particular Responds
Fully Agree 88
Agree 44
Moderately Agree 44
Somewhat Agree 22
Not at all Agree 22
Total 220
Do you get ant assistance from your

supervisor/manager after pregnancy to
relieve you form hard work to less stressed
work?
Fully Agree
11%2%
Agree
43%
Somewhat Agree
Explanation:
with the “Do you get ant assistance from your supervisor/manager after pregnancy to relieve
you form hard work to less stressed work?” statement, 22% are moderately agreed and rest 2%
are not agreed at all.
57
14. Any types of medical documents you had to submit to get your maternity benefit?
Particular Responds
Fully Agree 88
Agree 44
Moderately Agree 44
Somewhat Agree 22
Not at all Agree 22
Total 220
Any types of medical documents you had to

submit to get your maternity benefit?
2%
11% Fully Agree
Agree
43%
Somewhat Agree
Not at all Agree
22%
Explanation:
with the “Any types of medical documents you had to submit to get your maternity benefit?”
statement, 22% are moderately agreed and rest 2% are not agreed at all.
58
4.6 Smart Group gives Maternity Bill to their able
Maternity employee as below bill Format.
Factory – Smart Jeans Ltd. & Apparel Promoters Ltd.
Smart Group (Non EPZ)

Unit: Smart Jeans Ltd. & Apparel Promoters Ltd.
Pre Maternity Leave Benefit Bill

1. Name :
2. Code No/Design.:
3. Section :
4. Date of Joining :
5. Maternity Period :
6. No. of Child :
7. Last 3 (Three) months Earning
Name Of The Actual Salary O.T. Bonus Total Amount

month Present Amount Amount Amount
Days (If any)
Total
8. Per day Earnings : Total Amount ÷ Actual Present Days
9. 1st Installment : 56.00days
10. Payable Amount 1st Installment Tk. =(Total 3 months earnings
÷Actual Present days)x 56days
Total Payable Amount(Tk).:
Less Revenue Amount (Tk.):
Net Payable Amount Tk.:
(In Word
:………………………….)
Personnel Accountants Audit by Plant In charge Receiver’s Signature
59
4.7 Findings from the survey:
They do not keep or force workers for extra work R.O.T. (Redundant, Obsolete, and Transitory)
[Above 10 hrs. work].
4.8 Major Findings:

The respondents are viewed that maternity leave is provided to the women workers but they
are not clear about the benefit package.
It has been revealed that, most of the pregnant female workers were not supported by their
superior/manager for assigned in a less stressed work. In some cases, female workers were
forced to resign from job after conceived pregnancy.
60
CHAPTER FIVE
RECOMMENDATION
61
5.1 Recommendation
❖ Maternity Benefit as specified in the law is to be provided to the women
workers as per section 45, 46, 47 of the maternity benefit act, 2006.
❖ Law enforcing authority should be made more effective to ensure that the
provisions of law are being enforced in its true spirit. To bring about the
effectiveness, authority of the directorate may be enhanced.
❖ Bangladesh Labour Act, 2006, aligning it more with the International Labor
Organization. Among the provisions of the Bangladesh Labour Act
(Amendment) 2023 is the extension of maternity leave from 112 to 120 days.
5.2 Conclusion:
The dream of women achieving equality with their male workers is far from reality in
Bangladesh, as well as in the West, and indeed in most parts of the world. Although there are
increasing numbers of women in the labor force, the fact that they have to bear children pushes
them out of the labor force, at least temporarily. The facilities they have when caring for their
newborn child (how many days of leave they get, whether the leave is paid or not, etc.) vary
greatly from country to country. If sufficient quality facilities are not available, women are
forced to stop working. Before the 1960s, even women in the developed world were not
guaranteed maternity leave. While employers have a lot to gain by offering their women
employees paid leave and other work-life balance facilities such as on-site care facilities,
flexible scheduling options, etc., these are virtually unheard of and not widely available in
Bangladesh not even in the west. Thus, the barriers women face in achieving equality with their
male counterparts remain difficult to overcome, as many women are sidelined by their inability
to work without guilt or even provide safe childcare.
62
Reference
Books
1. The Bangladesh Labor Code,2006-Md. Abdul Halim & Masum
Saifur Rahman (Page-112-118).
2. Ahmed, Fauzia Erfan. (2009), The Rise of the Bangladesh Garment
Industry: Globalization, Bangladesh Srom Ain (The Bangladesh
Labor Act), 2006, Ministry of Labor and Employment, Bangladesh.
3. Baxter J., & Wright E.O. (2009). The Glass Ceiling Hypothesis: A
Comparative Study of the United States, Sweden and Australia.
Gender and Society, Volume 14, No. 2. 275-294
Websites
1. www.scribd.com/doc/12717759/Maternity-Benefit-in-Bangladesh.
2. http://www.bim.org.bd.
3. www.iosrjournals.org/ iosr-
jhss/papers/Vol.%2021%20Issue5/Version- 1/A0215010107.pdf
4. http://www.reportbd.com/articles/243/1/Maternity-Benefit-in-
Bangladesh-Maternity- Welfare-Facilities-Part-03/Page1.html.
5. https://www.smartgroupctg.com.bd/about-us/
63

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BANGLADESH INSTITUTE OF MANAGEMENT (BIM)

Post Graduate Diploma in Human Resource Management

Date of Submission: 31st January, 2024

I would therefore like to request you to accept my term paper report.

Md.Saeed Anwar Chowdhory

Md.Saeed Anwar Chowdhory

POST GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT

Md.Saeed Anwar Chowdhory

1.2 Importance of the Study:

1.4 Objectives of the Study

1.4.1 General Objective:

1.5 Key Variables

1.6 Scope of the Study

1.8 Research Methodology

1.8.2 Research Methodology

1.8.4 Descriptive Research Aims

1.8.5 Design of Descriptive Studies

Descriptive studies involve the following steps:

Description of Statistical Tools Used

▪ Percentage of Respondent = (No. of Respondent / Total no. of Respondent) x

1.8.6 Data Collection Method

Sample Test Percentage Method

Sampling Method Simple Random Sampling

1.8.7 Data Analysis and Presentation

1.8.8 Study Area

2.2 Evolution of maternity benefits in Labor Laws in Bangladesh

2.3 Definitions of Maternity Benefit

2.6 Maternity Welfare Facilities

According to labor laws 2006, section -45

2.8 Right to Maternity Benefit and liability for its payment

According to labor laws 2006, section -46

According to labor laws 2006, section -47

According to labor laws 2006, section -48

2.11 Payment of Maternity benefit in case of a woman

According to labor laws-2006, Section-49

2.12 Restrictions on termination of employment of a woman

According to labor laws-2006, Section-50

If any notice or order of discharge, dismissal, removal or otherwise termination of employment

3.2 Group Details

Smart Group of companies having the following factories

ORPORATE HEAD OFFICE

Health, Safety and Environment

Wages and benefits

Obligations and audits

3.10 No Harassment, Non-discrimination, Non-retaliation

➢ Factory management cannot create or cause an intimidating work environment.

Department Executive's Responsibilities

a) Communicate with the customers, Govt. personnel, supplier handling

b) Deal with legal related issues.

c) Organizing training program.

d) Special case handling.

f) Checking industrial injury report and follow up condition.

g) Develop policy, regulations according to the company's need.

h) Tracking employee’s satisfaction record.

i) Coordinate EHS program.

Department Executive’s Reports

a) Employee satisfaction report.

b) Supplier handling report.

c) Industrial Injury report.

d) Monthly Maternity Benefit Report.

Department Supervisor’s Responsibilities

b) Software update & modification if necessary.

c) Handling employees legal Q/A.