History of trade union

The predominance of employer-employee relation is associated with rise of modern industry

and large production units .The great transformation which ushered in the industrial society
began in Great Britain in the latter half of the 18th century. During the 19th century, the
movement spread to a dozen of the other countries
The Pakistan Period (1947-71)
The East Pakistan Trade Unions Act, 1965 was enacted repealing the Trade Unions Act, 1926.
The Labor Disputes Act, 1965 was enacted. Industrial Relations Ordinance, 1969 was enacted
integrating the above two Acts
History of Trade Unions -Bangladesh Period (1971-onwards)
1. Government of Bangladesh declared a labor policy in 1972. The right to strike and collective
bargaining in the nationalized industries was prohibited for six months by Presidential order no.
55 in May 1972. 2. In 1973, the right to strike and lockout, as granted by ILO, 1969 was
withdrawn. 3. In 1974 Act completely suspended the democratic rights of workers by
prohibiting trade union activities such as strikes, lock-outs, collective bargaining. 4. The military
regime of 1975 imposed restrictions on the rights of collective bargaining. 5. The Industrial
Relations (Amendment) Ordinance, 1977 liberalized the Rights of Freedom of Association.
6. The Labor Policy of 1980 restored the right to freedom of association to a considerable
extent. 7. In 1982 the military regime banned trade union activities, strikes, and right of
freedom of association. 8. Full trade union activities were restored by the democratic
government in 1991. 9. In 2006, an updated, consolidated and unified version of labor laws was
enacted. 10. During the Emergency in 2007-2008 that lasted for 23 months, trade unions and
collective bargaining were prohibited and the determination of collective bargaining agent could
not be made. 11. However, full trade union activities were restored by the democratic
government in 2009.
Scenario of Garment Industry
1. Bangladeshi Garment Industry is the largest industrial sector of the country. Though
the history of Readymade Garment Industry is not older one but Bangladeshi clothing
business has a golden history. 2. After industrial revolution in the west they were busy
with technological advancement & started outsourcing of readymade garments to
meet up their daily demands. 3. The history of the garment industry dates back to
1977 when the first consignment was exported to then West Germany by Jewel
Garments. 4. Several factors account for the outstanding successes of the RMG
industry in Bangladesh at the same time. 5. The tremendous success of readymade
garment exports from Bangladesh over the last two decades has surpassed the most
optimistic expectations. Today the apparel export sector is a multi- billion-dollar
manufacturing and export industry in the country
Some cases about accident of garment sectors in Bangladesh
Rana plaza The collapse of an eight-storey garment factory in Rana Plaza on the
outskirts of Dhaka on April 24th killed at least 400 people and injured many more. It
was probably the worst . industrial accident in South Asia since the Bhopal disaster in
1984, and the worst ever in the garment industry.
Tazrin Fashion
The 2012 Dhaka fire broke out on 24 November 2012, in the Tazreen Fashion factory in
the Ashulia on the outskirts of Dhaka, Bangladesh. At least 117 people were confirmed
dead in the fire, and over 200 were injured, making it the deadliest factory fire in the
nation's history.
 Bangladesh at a glance
Demography: Bangladesh with 160 million people is listed as the 7th largest country
population. 25% of the population is considered urban. 4% of its population is over 65
years of age.
Economy: Bangladesh is ranked 47th by GDP and its GDP per Capita is $1300 and is
ranked 196th. External debt is $316.7 per $ 1000 GDP.
Poverty and inequality : Bangladesh has the 2nd highest % population below $1 a day
income in the region after Afghanistan.
Human Development: Human Development Report (2014) ranked Bangladesh 142
among 177 countries which is consistent with medium human development.
Labor force of Bangladesh
1. Active Labor force is estimated at 58 million (aged 15 and over) with 38% women of
total workforce.
2. Youth (aged 15–29) account for 41 per cent of the working-age population.
3. The unemployment rates are higher among females (7 per cent) and youth (8.1 per
cent).
4. By sector, agriculture accounts for 48.1 per cent of employment, services account for
37.4 per cent and manufacturing and other industries account for 14.5 per cent.
5. The population growth rate 1.48% and estimated literacy rate is 56%
6. GDP growth rate 6.2% and rate inflation 1.6% 7. Only 28 per cent of workers had a
written contract or appointment card. 21
Trade union situation in Bangladesh : -Trade union movement started in Bangladesh early 19th
century when modern industrial concept entered into the sub-continent. -Trade union plays a
significant role to protect workers rights in Bangladesh . -Trade union rights are not adequately
protected in Law/Employers are not respected Labor Law or Trade Union Rights . -The
Bangladesh constitution provides for freedom of association; in order to register - Unions must
at least 30% of the workers representation of an enterprise - Must obtain authorization from the
government - The Registrar may also cancel the registration with Labor Court approval. -In
general, only current employees can be union members, which mean that the loss of a job also
leads to the loss of union membership. -The trade unions are very strong in Bangladesh,
although only 3.5 percent of the workforce is unionized, but most of the unions are limited to
the public sector or state-controlled enterprises. -The private sector is less unionized and trade
unions are practically banned from the Export Processing Zones (EPZ), as the EPZ is exempted
from certain labor laws. -About 1.8 million of the country's workers belong to unions, out of a
total workforce of approximately 58 million. -Most of the federations are financially weak and
don't have in-house development programmes for the activists. Education level of the workers
are not in a satisfactory level. Offices are not equipped with modern communication system.
Problems & weaknesses of Trade Unions
-Uneven Growth: The trade unionism in Bangladesh is characterized by
uneven growth, both industry-wise and area-wise.
-Limited Membership: The number of trade unions in Bangladesh has
increased considerably. But this has been followed by the declining
membership per union.
-Indifferent Attitude of Workers: The attendance at the general
meetings of the unions is very low. Under such circumstance, trade
unionism cannot be expected to make much progress.
-Outside Leadership: Outsiders (politicians, intellectuals and
professionals ) who have no experience of work in industry continue to
dominate the trade unions to advance their personal interests.
-Financial Problems: The financial position of the trade unions is weak
because their average yearly income is very low and inadequate.
-Multiplicity of Unions: There exist several trade unions in the same
establishment. The multiplicity of unions is the result of outside
leadership and labor laws.
Criticism of Trade Unions
-Lack of education makes the workers narrow-minded, and prevents them from taking
long-term views.
-Trade unions may not welcome rationalization and improved methods of production
for the fear of losing job.
-When labor unions strike because of illogical grounds, incalculable losses occur to
producers, community and the nation.
-They create artificial scarcity of labor by demanding that only union personnel should
be employed.
-By undue insistence on the payment of standard rates of wages, they have only
leveled down the earnings of the efficient workers.

Suggestions for the development Unions

- One Union in One Industry: There should be only one union in one industry
otherwise multiplicity of unions may weakens the power for collective bargaining.
-Paid Union Officials: Paid union officials should be employed who are persons of
proven integrity.
Development of Leadership from Within: Leadership should be developed from
within the rank and file of the workers.
-Recognition of Trade Unions. Till now, the employers refused recognition of the trade
unions.