Analysis of BLL, 2006-Chapter 02-Conditions of Service and Employment

© Syed Belal Reza

Industrial Relations

A B S T R A C T

The labour law system is more than a century old in Bangladesh. The first labour law was

enacted in the Indian sub-continent during the British period, in 1881. Subsequently, the

British Government introduced several laws concerning different labour issues, e.g., working

hour, employment of children, maternity benefit, trade union activities, wage, etc. The

Factories Act (1881), Workmen's Compensation Act (1923), Trade Unions Act (1926), Trade

Disputes Act (1929), Payment of Wages Act (1936), Maternity Benefit Act (1939), and the

Employment of Children Act (1938) were remarkable labour laws enacted during the British

period. The BLL is fairly comprehensive and progressive. The law is a consolidation and

updating of the 25 separate acts. The comprehensive nature of the law can immediately be

gleaned from its coverage -- conditions of service and employment, youth employment,

maternity benefit, health and hygiene, safety, welfare, working hours and leave, wages and

payment, workers' compensation for injury, trade unions and industrial relations, disputes,

labour court, workers' participation in companies profits, regulation of employment and

safety of dock workers, provident funds, apprenticeship, penalty and procedure,

administration, inspection, etc.

Analysis of BLL, 2006 :: Chapter 02 :: Conditions of Service and Employment P a g e | 1

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1 . 0 | I N T R O D U C T I O N

Prior to the promulgation of the Bangladesh Labor Law 2006, the total number of Acts and

Ordinances in this field was fifty, of which:

o 15 were enacted during the British regime

o 23 were enacted during the Pakistan regime, and

o 12 were passed after the independence of Bangladesh

In accordance with the ratified ILO conventions and with a view to creating a constructive

environment, for the elimination of the imbalances that prevailed in the issues regarding

development of congenial relations between workers and employers, information about

existing labor and industrial laws were sought from concerned stakeholders, of both home

and abroad . Increase of productivity, the enhancement of favorable environment for

investment, the acceleration of industrialization in the context of the changed environment

during the post independence period, were also studied.

To meet the aforesaid demand, the government formed a National Labor Law Commission

in 1992, with a view to enacting a modern, up dated and united labor law, headed by Justice

Mohammad Abdul Quddus Chowdhury, along with 37 other members representing every

concerned quarter.

After two years of exhaustive study, the Commission submitted its report along with a draft of

the unified modern and updated labor law in 1994. Subsequently, the draft was reviewed by

ILO and numerous Employers and Workers Associations and other human rights

organizations in phases for the last twelve years, and at last it was promulgated on the 11th

of October 2006 as “Bangladesh Labor Law 2006” under the consensus of all the parties

concerned.


© Syed Belal Reza


2 . 0 | M A I N F E A T U R E S O F T H E L A W

The salient features of the newly promulgated law are as follows:

One single modern updated code instead of the 25 scattered Acts and Ordinances. There

are 354 sections in 21 different chapters in the Law. The scope and applicability of the law

has been extended and definitions of different terms have been clarified. Ambiguity

regarding the age limit of a child has been eliminated. According to this law any person

below the age of 14 shall be treated as a child. The issuance of an appointment letter and

the Identity card for a worker has been made compulsory.

Death benefits have been provided for even cases of normal deaths or in cases of any

deaths due to causes other than accidents during the continuance of the service. The usual

retirement age has been scheduled at 57 and at that time the worker shall be entitled to get

all the benefits as are applicable under this law. Even the case of a workers’ voluntary

retirement, after his continuous service of 25 years with his employer, is also a subject which

will come under this retirement benefit. Child labor is prohibited even in non‐hazardous

regular work in an establishment. Appointment of adolescent and female workers is

prohibited during the nights and in dangerous occupations.

Maternity benefits have been increased to 16 weeks and the qualifying service length has

been decreased to six months, but this benefit is limited only up to the birth of two living

infants. Special importance is given on occupational health and safety and working

environment. There are 78 sections exclusively on it out of a total of 354 sections in the law.

Maintenance and preservation of safety record books and introduction of group insurances

have been provided for. Time limits for payment of wages have been determined and a

provision has been made to realize the unpaid wages through the court. Provisions have

been made for the declaration of sector wise minimum wage rates after an interval of every

five years.

Amount of compensations in cases of death or injury because of accidents at the workplace

has been increased. For deaths, the amount of compensation has been ascertained at Taka.

100,000.00 per worker and for a permanent total disability, the amount fixed is Taka

125,000.00 per worker. In case of an accident that may happen due to employer’s

negligence, the compensation amount shall be double. No one, other than those in the pay‐Analysis of BLL, 2006 :: Chapter 02 :: Conditions of Service and Employment P a g e | 3

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roll of the employer, shall be the member or officer of an establishment based basic trade

union.

The purview of unfair labor practices on the part of the workers, employers or the trade

unions has been extended. Determination of CBA from amongst the establishment based

basic trade unions has been made easier and the period of such determination has been

fixed within a time frame of 120 days. Industrial or craft Federations of trade unions, under

certain conditions, have been given the jurisdiction to act as CBA. Provisions have been

made to form compulsorily participation committees in every establishment where 50 or

more permanent workers are engaged.

Labor courts shall be the only courts to adjudicate all issues under labor law and all appeals

shall lie to the labor appellate tribunal. Time has been fixed for the adjudication of each and

every stage of the cases in the labor court to accelerate the procedure. Only the workers

employed in an establishment, irrespective of their designation and wage scale are entitled

to get the benefits of the participation fund and the welfare fund developed out of the profit of

the company. Provisions for provident funds have been made for the establishments run

under the private management. The punishments for the breach of the provisions of the

labor law have been revised appropriately. Imprisonment has also been provided for along

with fines.

A provision has been made to form a “National Industrial health and safety council” to enact

the national policy to ensure the occupational health and safety at the enterprise level.

Provision has been made for the strict implementation of the “Equal pay for equal amount of

work” policy of ILO convention. Any discrimination or indecent behavior towards female

workers has been prohibited under the new law. Regarding Sick Leave, it is stated that, 14

days sick leave with full average wages have been provided, in the new Labor Law. In

previous laws sick leaves were paid for half average wages. For the issue of annual leave

with wages, for adults one day for every 18 (eighteen) days of work performed by him/her

during the previous period of twelve months. And for adolescents one day for every 15 days

of work performed by him/her during the previous period of 12 months. Festival Leave are to

be provided and every worker shall be entitled to eleven days festival leaves in a calendar

year. The Employer shall fix the days and dates of such leaves. In the industries, Children

Room is required for every 40 female workers having their children below the age of 6 years

has been provided by the law. Previously it was provided for every 50 female workers.

Termination of employment by the worker has been illustrated as they may terminate the

employment serving a 30 days’ notice to the employer and a temporary worker may


© Syed Belal Reza


terminate it serving a notice of 30 and 14 days case wise. In lieu of the notice, the worker

can even terminate the employment returning the wages for that period.

Handling grievance procedure is being limited for the application of grievance has been

extended to a period of 30 days, though previously it was 15 days only. Fitness certificate

are to be provided in required situations, previously a fitness certificate was issued by the

District civil surgeon but now it is to be issued by any registered physician at the cost of the

employers. It has been made mandatory for the organizations to provide training on the labor

law, which was never provided for but now in this new law, training arrangement is made

compulsory for the laborers. The worker participating in the training program shall be

deemed to be in his or her official duty during continuance of such training. This unified law

is applicable with equal force to all the industrial and commercial establishment as previous

Shops and Establishment Act‐1965 and other labour laws has been abrogated by the

promulgation of this new labour code.


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3 . 0 | F E A T U R E S B Y S E C T I O N S

3.1. Section 03: Service rules

3.1.1. Provisions of the new labour code: Section 3 of the new labour law allows an

industrial establishment to make a service rule pursuant to the labour laws of

the land.

3.1.2. Provisions of the previous labour laws: Section 3 of the Employment of Labour

(Standing Orders) Act, 1965 has the same provisions as above.

3.1.3. Changes brought by the new law: No change has been made.

3.1.4. Comments: Framing of the service rules by an employer is not mandatory, but

if these are made, they must comply with the relevant laws.

3.2. Section 05: Appointment Letter and ID Card

3.2.1. Provisions of the new labour code: Section 5 of the new “Labour Law 2006”

provides that each and every worker should be given appointment letter and ID

card by their employer free of charge.

3.2.2. Provisions of the previous labour laws: Previously there was no such law. Only

the Newspaper Employees (Conditions of Services) Act, 1974 and The Road

Transport Workers Ordinance of 1983 made the provision of the appointment

letter for their employees.

3.2.3. Comments: Rules are yet to-be-made to provide with a form of the

appointment letter or ID card but from the earlier two Laws the following should

be there in the appointment letter: employee’s name, father’s name, mother’s

name, spouse’s name and address, date of appointment, type of employment

and conditions of the employment.

3.3. Section 06: Service book

3.3.1. Provisions of the new labour code: The law provides for a separate section i.e.

Section 8 of the law for the entries of the service book of a labour. As per the

section following entries shall be there in the service book of a labourer:

Employee’s name, spouse’s name , mother’s and father’s name and

address

Date of birth

Mark of recognition

Previous owner and her/his address if applicable


© Syed Belal Reza


Duration of the employment

Occupation or designation

Wages and allowances

Leaves availed

Conduct of the worker

3.3.2. Provisions of the previous labour laws: Employment of Labour (Standing

Orders) Act 1965 does not provide any provisions related to this. Only the

provisions for the maintenance of the service book were available in the

Employment (Record of Services) Act 1952 and Employment (Record of

Services) Rules 1957.

3.3.3. Changes brought by the new law: No significant changes are there in the

provisions for the service book in the new law. But the new law makes it

mandatory for the service book to be signed by both the worker and the

employer. The law provides for a list of information to be maintained in the

service book of each labour.

3.4. Section 04: Classification of workers

3.4.1. Provision of the new labour code: Section 4 of the new labour code of 2006

classifies the workers into following classes:

a) Apprentices

b) Badlies (transfer workers)

c) Casuals

d) Temporary

e) Probationer and

f) Permanent

3.5. Section 09: Probationary period

3.5.1. Provisions of the new labour law: Period of probation:

Six months for the worker employed in clerical activities. Three months for other

workers. If the employment of a probationer expires during the probation and if

the same person is re-employed under the same employer within next three

years of such employment shall be treated as a probationer and the previous

period of probation shall be calculated with in new period. If a permanent worker

starts a new job as a probationer, then during that period of probation he can be

shifted to her/his permanent post during the subsequent period of probation.


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3.6. Section 14: Calculation of continuous service

3.6.1. Provisions of the new labour law: Section 14 of the new labour law provides for

the method of the calculation of the continuous service period of a labour for the

purpose of this law in the following manner: If the actual number of the working

days of a worker is 240 during the previous twelve calendar months he or she

shall be deemed to be worked for a continuous period of one year. If the actual

number of the working days in the previous twelve calendar months is 120 days

s/he shall be deemed to be employed there for a continuous period of six

months.

3.7. Section 11: Payment of wages for un-availed leave

3.7.1. Provisions of the new labour law: In case of the expiry of the specific

employment of any worker by way of discharge, dismissal, termination,

retrenchment or retirement, if there remains any un-availed leave of the

aforesaid worker, he or she shall be entitled to get the wages of those days so

un-availed.

3.7.2. Changes in the present law: Actually this was also in previous law under

section 5 (4) of SO Act 1965.

3.8. Section 29: Provident Funds for workers:

3.8.1. Provisions of the new labour law: Section 264 of the Labor Law 2006, provided

for an establishment of a Provident Fund if so demanded by the three fourths of

the total workers employed in a factory. It may constitute for the benefits of the

worker in the private sector. Such provident fund shall be constituted prescribed

by the rules. The Government may make rules for constitution of provident fund.

Such Provident Fund shall be held and administered by a Board of Trustee.

Such Board of Trustee shall consist of an equal number of representatives of

the employer and workers employed in the establishment, and a person

nominated by the Government shall be its Chairman. Representative will be

nominated by the employer and collective bargaining agent. The stated

nomination shall be under the supervision of the Director of Labour. All the

representatives shall hold office for a period of two years. A permanent worker

shall subscribe to the fund not less than seven percent and not more than eight

percent from his basic wage unless otherwise mutually agreed. In the case of

provident fund one fourth of total workers will claim in writing to their employer.


© Syed Belal Reza


In order to provide provident fund the employer will establish rules within six

months and the fund shall start by this period.

3.8.2. At least half of the total accumulations shall be invested for the purpose of any

of the following, namely:

I.C.B. Mutual Fund Certificates.

I.C. B. Unit certificates and

Government securities including Defense and Postal Saving

Certificates

3.8.3. Also, the cost of maintenance shall be borne by the employer. The accounts of

provident fund shall be audited. A statement of account together with audit

report shall be forwarded to the director of Labour within one month of the

submission of audit report. Where the government is satisfied, he may by order

exempt the establishment from the operation of this section. A provident fund

shall be deemed to be a public institution for the purposes of the Provident

Funds Act, 1925 (XXIX of 1925). Establishment in private sector means an

establishment which is not managed directly by the Government.

3.9. Section 19: Death benefit

3.9.1. Provisions of the new labour law: If any worker died after completing 3 (three)

years continuous service with an employer, the worker shall be entitled to get

benefits for 30-days’ wages for each completed year or service, or six-months

thereof, or gratuity, whichever is higher. The worker shall get this benefit in

addition to her/his other emoluments during the retirement.

3.9.2. Changes in the present law: This is also a new addition to the labour law as

previously no labour law has provided for the death benefit except for the Wage

Board award for the Newspaper worker.

3.10. Section 12: Stoppage of work

3.10.1. Provisions of the new labour law: Section 12 of the new labour law deals with

the stoppage of work by the employer. As per the above-mentioned section

following are the points to be noted:

a) In the event of fire, other catastrophes, breakdown of machinery, epidemics, or civil

commotion, or any other circumstance beyond her/his control, the employer can stop the

work of a section or sections of her/his factory.

b) In the event of such stoppage occurring at any time beyond working hours, the employer

shall by issuing a notice in the notice board of the factory inform the labourers as and when


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to resume the work and whether the worker is to be present at that specific place at that

time.

c) The notice also mentioned that those who are ordered to be so present, and if their

presence is required for an hour only, then they may not be entitled to get any benefit.

3.11. Section 18: Right of laid off workers

3.11.1. Provisions of the new labour law: Lay off: Failure, refusal or inability of an

employer, on account of shortage of coal, power or raw material or the

accumulation of stock or break down of machinery or for any other reason, to

continue the employment to workers whose names are brought to the muster-

roll of the factory. Any worker, whose name is there in the muster-roll of the

factory and who has completed a continuous period of one year service, if laid

off, shall be entitled to get the benefits of compensation for all the days except

for the weekly holidays. A badli (transfer) worker whose name is brought in the

muster roll shall not be treated as badli for the purpose of the compensation

under this chapter. Compensation during lay off = (Total basic + dearness

allowance + ad hoc wages)/2 + the house rent he or she would get if not so laid

off. No worker shall get the compensation for more than 45 days in a calendar

year of lay off. If any worker is laid off for 15 days or more after the first 45 days

of lay off in a single calendar year the employer can retrench the worker instead

of lay her/him off. But, if the lay off extends beyond that 45 days up to a period

of 15 more days, then the labour so laid-off shall be entitled to get benefits at

the following rate: Compensation during lay-off beyond 45 days = (Total basic +

dearness allowance + adhoc wages)/4 + the house rent he or she would get if

not so laid-off.

3.12. Section 22: Discharge

3.12.1. Provisions of the new labour law: Discharge means the expiry of the

employment of a worker on the ground of inability or incapacity because of ill

health. Section 22 of the new labour code deals with the procedure of

discharge. As per the section an employer can discharge a worker on the basis

of the report of a Registered Physician.

3.12.2. Compensation in case of discharge: Every worker who has completed a

continuous service for one year shall be entitled to get a benefit of 30 days

wages for every completed year of service or the gratuity, whichever is higher.


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3.13. Section 20: Dismissal

3.13.1. Provisions of the new labour law: Section 23 of the new labour law deals with

the dismissal of the worker on the ground of misconduct and conviction.

3.13.2. The section makes room for the employer to dismiss a worker without serving

her/him a notice or the payment in lieu thereof for the following two grounds: If

the worker is convicted by any criminal court and if her/his misconduct is proved

under section 24 of the labour law 2006.

3.13.3. Misconduct, as defined in that section, is, Willful insubordination, alone or in

combination with others, to any lawful or reasonable order; Theft, fraud or

dishonesty; Receiving or giving bribes; Habitual absence, without leave, for

more than ten days; Habitual late-attendance; Habitual breach of any rule or law

applicable to the establishment; Riotous or disorderly behavior; Habitual

negligence or neglect of work; Frequent repetition of a work on which fine can

be imposed; Resorting to illegal strike or go slow or instigating others to do so;

Falsifying, tampering the official document of the employer.

3.13.4. Changes in the present law: The new law makes a provision of lighter

punishment in case of the misconduct. Sub section 2 of section 23 says: Any

worker, against whom misconduct has been charged and proved, may be

punished by any of the following punishment other than dismissal from the job:

Removal; Demotion to lower grade; Withholding promotion for at least one year;

Withholding increment for an year; Imposition of fine; Temporary suspension

without wages; Censuring and warning.

3.14. Section 26: Termination

3.14.1. Provisions of the new labour law: The employer can terminate a worker

without assigning any reason whatsoever except for dismissal, etc. in the

following manner as described in Section 26 of the new labour law 2006.

3.14.2. For the permanent workers: Serving 120 days notice to the workers

employed on the monthly basis. Serving 60 days notice to the other workers.

3.14.3. For the temporary workers: Serving 30 days notice to the workers employed

on the monthly basis. Serving 14 days notice to the other employees.

3.14.4. Termination without any notice: The employer can even terminate the

employment of a particular worker without any notice as described in the section


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above, if the employer pays the wages to the terminated worker for the

aforesaid period of notice.


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4 . 0 | D I S C U S S I O N

Taken examples from practical scenarios prove that, the weaknesses of the labour law

system are there. Examples of the participants in the urbanized and industrialized districts of

Dhaka, Chittagong, Narayanganj and Gzipur has been considered in this paper. It appears

that more than half of the workers have been working for not more than three years, with

over 40 per cent of the workers in the garments industry registering a work experience of

less than a year. This shows the preference of employers for the short-term hiring of young

workers, particularly in the garments industry. In the construction industry, most of the

workers have longer work years of 3-10 years.

However, the prevalence of three types of employment status -- day labourer, contractual

labourer and monthly-based labourer – indicates a high level of employment informality or

flexibility in this industry. In fact, the overwhelming majority of the construction workers are

hired through contractors or subcontractors without the benefit of any employment contracts.

Thus, both the garments and the construction industries employ flexible (meaning easily

replaceable) workers. In general, workers in both the garment and construction industries

are deprived of many of their rights such as the non-issuance of appointment letters and

identity cards, the non-observance of OSH standards and social security provisions, the

limited space for unionism and collective bargaining, and the weak protection provided by

the labour law enforcement and judicial system.

Appointment letter: A dream to most workers. Though the law has made it mandatory for

employers to provide appointment letter to the workers, a large number of garments workers

are still deprived of appointment letter. Although garments employers often prepare

appointment letters (usually two copies: one for employer and another for global garments

buyers), they do not give copies to the workers. In the construction industry, none of the

workers reported receiving any appointment letter.

Oral contract: pervasive Practice. In the absence of written contracts, what prevails in

general is oral contract. Also, a good number of workers do not get identity cards from their

employers.


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Dismissal of workers: without notice. Over one-fourth of the respondents in the garments

industry affirmed that employers always dismiss workers without any prior notice. The

situation is more or less the same in the construction industry.

8-hour work, OT rules hardly followed. All the garments workers said that they work more

than eight hours daily. Sometimes they work 13-14 hours a day. There are workers who

even work extra five hours of daily OT. About one-third of the garments workers do not know

the OT rate, with 13 per cent of the respondent garments workers getting less than Tk.10 for

every hour of OT work against the minimum Tk.10.80 per hour OT work. For the construction

workers, work hours range at 8-12 hours.


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5 . 0 | L I M I T A T I O N S

Chapter TWO of The BLL, 2006 fails to include a large number of workers -- domestic

workers, agriculture workers, and workers working at schools. This chapter has classified

workers into several categories. This has given some employers flexibility to resort to the

hiring of non-regular workers (i.e., apprentice, casual, badli, probationer, temporary) to

escape payment of various workers benefits and avoid unionism. Worker dismissal is terribly

easy under the provision on termination simplicitor, where the employer is not required to

give any reason to terminate a worker and the worker is not given any chance for self-

defense. Also, the notice period for the temporary workers in this regard is quite short.

Getting financial benefit due to termination are quite lengthy too. For retrenchment and

discharge, a worker must show proof of a minimum one-year service. Workers who resign

from their jobs are entitled to certain separation benefits. However, getting these benefits is

bureaucratic. The concerned worker is also asked to give the employer advance notice 60

days, 30 days and 14 days (corresponding to employment status of permanent, temporary

[monthly]).

In cases of serious misconduct, this chapter allows summary termination without prior notice.

This deprives the worker not only compensation but also and more importantly, the right to

due process or the right to be heard. This chapter also, recognizes various types of leaves,

e.g. weekly holiday, casual leave, festival leave, medical leave, annual leave, and maternity

leave. However, overall, the law is discriminatory in the sense that the level of leave

entitlement is not same for all categories of workers, for example, some workers like tea-

state workers do not enjoy casual leave.


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6 . 0 | R E C O M M E N D A T I O N S

Align Sections 03 to 33 with international norms, particularly ILC 87 and ILC 98. As a

signatory to many of international conventions and covenants related to worker rights,

Bangladesh should align the BLL with internationally recognized workers’ rights, particularly

those relating to the core ILO conventions. More specifically,

It should cover all workers without exception. These include the domestic workers,

agricultural workers, school workers and informal workers.

Strict regulations on the use of short-term workers, e.g., apprentices (should be for

real learning purposes and not for employment at below minimum wages), casuals,

badly, temporary, probationers and so on.

Purging the BLL of contradictory provisions, e.g., on enjoyment by workers of weekly

rest day, employment of child labour, and the number of trade unions to be

recognized at the workplace as discussed earlier.

Elimination of discrimination at the work place by covering non-wage and other

issues such as race, religion, ethnic group, age group etc.

Removal of obstacles to workers’ entitlements to certain benefits, e.g., in filing claims

for separation benefits on resignation, compensation for work-related injury or

accidents, etc.

Removal of termination simplicitor and its replacement with the proviso that serious

misconduct can be a ground for worker dismissal only after the worker is given due

process or the right to be informed, the right to be heard and the right to sort out the

truth through an objective and fair process.

The due process principle should be enshrined and should apply to all cases of

suspension and termination.


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A schedule of progressive (from light to heavy) penalties for erring employers for

various labour standard or labour right violations should be enacted and enforced

strictly.

7 . 0 | C O N C L U S I O N

Specifically, in chapter two, the provisions for the employee engagement and the termination

in a aproper way to get the maximum out of the service tenure to the organizatn has been

tried to establish in the Bangladeshi. In the area of labour reforms, the revised Bangladesh

Labour Law of 2006 (BLL), an amalgamation of the previous 25 labour laws, has

weaknesses. Not all workers enjoy the basic rights spelled out in the law. There are also

rampant violations and non-implementation or non enforcement of the BLL. Trade unions

have long been vocal about the legal shortcomings and the weak implementation of the laws

guaranteeing workers’ rights. Thus, a critical review of the BLL’s implementation and its

shortcomings in terms of coverage and enforcement is long overdue. The experts should be

in the seat now to judge the practice and the exact scenario of Bangladeshi workforce to

ensure a better future for both the workers and the organizations.


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8 . 0 | B I B L I O G R A P H Y

Absar, Syeda Sharmin. (2001). “Problems Surrounding Wages: The Ready Made Garments

Sector in Bangladesh, Labour and Management in Development Journal, Vol.2,

No.7.

BBS (2009), Gender Statistics of Bangladesh 2008, Bangladesh Bureau of Statistics,

Planning Division.

BBS (2009), Gender Statistics of Bangladesh 2008, Government of Bangladesh. BBS,

Labour Force Survey 2005-06, Government of Bangladesh.

Begum, Nazma. (2002). Women Workers' Status in Bangladesh: A Case of Garment

Workers, in Salauddin, Khaleda; Raushan Jahan and Latifa Akanda (eds) State of

Human Rights in Bangladesh, Dhaka: Women for Women.

BILS. (2007). Construction Sector and its Workers: A Review (Sromokhat Parjalochona:

Prosanga Nirman Shilpo), Dhaka: Bangladesh Institute of Labour Studies.

BILS. (2007). Workers Human Rights in the Construction Sector of Bangladesh, Dhaka:

Bangladesh Institute of Labour Studies.

CPD, (2008). Gender and Trade Liberalisation in Bangladesh. Dhaka: Centre for Policy

Dialogue

GoB (2009), Bangladesh Economic Review 2009, Finance Division, Ministry of Finance,

Government of the People’s Republic of Bangladesh

Hossain Jakir and Islam Rabiul. (2008). Minimum Wage for Garments Workers:

Implementation Status and Changes of Workers’ Economic Security), Dhaka: Nari

Uddog Kendra and Unnayan Onneshan.

ILO (1999), Report of the Director-General: Decent Work, International Labour Conference,

87th Session, Geneva.

ILO, (2005). Hours of Work: From fixed to flexible? Available at

http://www.ilo.org/wcmsp5/groups/public/dgreports/dcomm/documents/

meetingdocument/kd00123.pdf.

Majumder, Protima Paul and Begum Anwara. (2000). “The Gender Imbalances in the

Export

Oriented Garment Industry in Bangladesh,” Gender and Development, Working Paper

Series no 12.

Paul, Nirmal Chandra (2007), The Bangladesh Labour Code, 2006 and other Related Laws,

Shams Publications, Dhaka


Documents

Analysis of BLL, 2006-Chapter 02-Conditions of Service and Employment