Dear Sir,

Labour law in Bangladesh is a very gigantic law which imposes enormous

number of duties and responsibilities upon the employers. Though I tried to
cover the queries by you in my previous write up but there are some areas in
labour law where we may need to focus as well to avoid future complications. I
am giving you a short summary of the important provisions relating to labour
law below:

 Service Rules, Appointment Rules:

I came to know that there is no specific service rule in KSRM. To avoid
future complications we may develop Service Rules/Appointment Rules
for the employees/worker of KSRM. The guideline is given in the Article 3
to 33 of Bangladesh Labour Rules 2015 regarding the appointment
Rules/service rules.

 Working Hours:
Working hours of the employees/workers is a very important and
sensitive issue and labour law imposes certain terms and conditions in
this regard. For example, the workers who are employed in construction,
re-rolling, steel mills, ship breaking industry and hazardous works
mentioned in Section/Rule 68 cannot be made to work again without
giving them half an hour break after every two hours of work alternately.
However, in order to materialize the purposes mentioned in Section 101
(d)of the Labour Act, the Owner cannot deduct the wages of the workers
for giving this type of rest…..Article 99 of Bangladesh Labour Rules 15.

 Annual Leave with Wages and unveiled leave:

Sometimes there are some issue arises relating to the amount/proportion
of the earned leave and unveiled leave. After perusing the labour laws
such as sections 11,117 and 119 it is found that it only says the word
‘wages’ and in s.119 it is stated that-
‘For the leave or holidays allowed to a worker under this Act,
he shall be paid at the rate equal to the daily average of his
full time wages, dearness allowances, and ad-hoc or interim
wage, if any, except any overtime allowance and bonus for
the days on which he worked during the month immediately
preceding his leave’
  Time for final payment of dues of worker: Section 30
Where the employment of a worker ceases due to retirement, discharge,
retrenchment, dismissal, termination or any other reason, all amounts
due to him shall be paid by the appointing authority within a maximum
period of 30 (thirty) working days following the date of cessation of his
employment.

 Some other important issues:

 Procedure of retrenchment (section 20-21)
 Provident Fund (Section 264- 273)
 Compensation of injury (Section 150-174)
 Maternity benefit (Section 45- 50)
 Employment of Adolescent worker (Section 34-44)
 Welfare, Hygiene and safety (Section 51 -99)

This is for your kind information only. Please let me know if you have any
queries relating to the aforementioned issues under labour law.