Lecture-01

UNITED INTERNATIONAL UNIVERSITY

Post Graduate Diploma in Human Resource Management

Course Title: Employee Relations and Employment Laws in

Bangladesh
Adjunct Faculty:
Abul Hashem Mazumder
MBA (HRM), PGDHRM(BIM), LLB (NU)
Member : Labor Court, Dhaka
Fellow & Former General Secretary, BSHRM

Corporate Head of HR,

Mirpur Ceramic & Khadim Ceramics Ltd.
Email: ahmazumder2009@gmail.com
Cell : 01730010520, 01811343402
INTRODUCTION WITH
PARTIIPANTS
 DISCUSSION
ON
COURSE OUTLINE
 Ground Rules

CONTRIBUTE PHONES OFF BE PUNCTUAL INTERACTIVE

LISTEN AND BUILD IF NOT CLEAR . . LEARN, UNLEARN & HAVE FUN
ASK! RELEARN
HISTORICAL BACKGROUND OF BLA-
2006
 Most of the Labor Laws of Bangladesh
were originated in the British ruled India.
 In the year 1947, before the partition of
India, Indian government enacted some of
the Labor Laws due to necessity of the
time.
 After partition in 1947, the then Pakistan
Government adopted the Law & Rules
prevailing in Indian Government but they
changed the Laws and Rules as per their
requirements.
HISTORICAL BACKGROUND OF BLA-
2006
 After liberation of 1971, those laws were
adopted by the Bangladesh Government
after some amendment through PO No. 48
in the year of 1972.
 Prior to this new Labor Law, there were 26
Acts, 14 Ordinances and about 35 rules
and regulations and most of these laws
were quite old. Some of the laws were
ambiguous.
 HISTORICAL BACKGROUND OF
LABOUR LAW (CONTD.)
 Considering the overall situation, the
Government of Bangladesh formed a National
Labor Law Commission on June 29, 1992.
 Finally, Labor Law was passed by the
Parliament with effect from October 11, 2006.
 BLA 2006 contains 354 sections and 5
Schedules.
 BLA is binding on all employers, excepting a few
types of organizations as defined in the BLA.
 Rules under the BLA were formulated and
implemented from 15 Sep 2015
 HISTORICAL BACKGROUND OF
LABOUR LAW (CONTD.)
 The BLA 2006 is still applicable.
 However it has been amended from time to
time in the following years:
– 2008
– 2009
– 2010
– 2013
– 2018
 Labour Rules – September 15, 2015
 WHAT IS THE MINIMUM STANDARD
FOR HR PRACTICES IN BANGLADESH ?

 Government Service Rules

 Practices of MNCs
 Practices of NGOs
 Practices of renowned Local Group of
Companies
 Bangladesh Labor Act
To which organizations does BLA apply?

 It applies to every organization, except for a

limited category of organizations listed in
section 1(4) of the BLA.

 However, these exempted organizations

cannot have internal rules, which have less
favorable terms than those in the BLA.

NOTE: In this document, the term ‘he’ shall

mean and include both ‘he’ and ‘she’
 Why BLA’s applicability is
important?

 The BLA provides specific duties,

responsibilities and obligations of the
employers and corresponding rights,
benefits and privileges for the Workers.

 Consequently, these become legally

binding and obligatory for the employer to
abide by, with penal and other
consequences for non-observance.

 BLA sets the minimum standard.

 Internal rules Vs BLA
 Many establishments have their HR related
internal rules, regulations and policies.
 What to follow? Internal rules or BLA?
 Both. BUT, in case where the internal rules
restricts the rights and benefits of the
Workers than those provided in the BLA, that
internal rule cannot be followed.
 So, internal rules must give equal or better
rights and benefits to employees. [S.3]
 The internal rules must be approved by the
Chief Inspector within 90 days of the receipt.
[s.3(2)]
 Practice Vs BLA
 Best practice is something that most of us
like to follow. For example: Provident fund,
when not compulsory, paternity benefit, LFA,
 Shall we follow practices ??
 Answer depends: As long as they do not
contradict/restrict the provisions of BLA.
 Key areas covered under BLA

Rights, benefits, privileges for the

Workers:
 Preliminary (Chapter: I)
 Conditions of service and employment
[Chapter: II]
 Employment of Adolescent [Chapter: III]
 Maternity benefit [Chapter: IV]
 Health and Hygiene [Chapter: V]
 Safety [Chapter: VI]
 Special provisions relating to health
Hygiene & Safety [Chapter: VII]
 Key areas covered under BLA

 Welfare [Chapter: VIII]

 Working hours and leave [Chapter: IX]
 Wages and Payments [Chapter: X]
 Wages Board [Chapter: XI]
 Compensation for injury by accident
[Chapter: XII]
 Trade Unions & Industrial Relations
[Chapter: XIII]
 Disputes, Labor Court and Labor Appellate
Tribunal, Legal Proceedings, etc. [Chapter:
XIV]
Key areas covered under BLA

 Workers participation in Companies Profit

[Chapter: XV]
 Chapter: XVI is abolished
 Provident Fund [Chapter: XVII]
 Apprenticeship [Chapter: XVIII]
 Penalty & procedures for violation- criminal
offence [Chapter: XIX]
 Administration and inspection [Chapter: XX]
 Miscellaneous [Chapter: XXI]
What is the most
valuable resource
in an organization ?
 Objectives of HRM
 Optimum utilization of human resources
with the help of line managers
 Be a strategic business partner and
change agent of organization.
 Help create a safe, healthy and attractive
working environment in the organization.
 Develop managerial competencies and
help creation of condition in which
employees contribute to the best of their
abilities.
 Development of mutual respect and trust
between management and employees.
 Enhance staff morale.
 Ability and Dependability

“Ability Without
Dependability Is
The Liability”.
THANK YOU ALL
 ANY
QUESTION
 Recap

1. Prior to this new Labor Law, how many Acts, Ordinances and
rules were there to follow?
2. When the Government of Bangladesh formed a National Labor
Law Commission to compile all laws, Acts and Ordinances ?
3. When the Labor Law was passed by the Parliament ?
4. BLA 2006 contains how many sections and Schedules ?
5. When Labour Rules under the BLA were formulated and
implemented ?
6. What is the minimum standard for HR practices in Bangladesh ?
7. Bangladesh Labour Law applies to what type of organization ? 22