Assignment-04

Course name: Industrial Relations

Course code: MGT-3202
Submitted to
Sabrina Sharmin Nishat
Lecturer
Bangladesh University of Professionals

Submitted by
Md. Danial Labib
ID: 19241075
Section: A
Batch: 2018-2019
Dept. of Management Studies
Bangladesh University of Professionals
Collective Bargaining practices in Bangladesh

Collective Bargaining (CB) is a consultation between management and employee representatives

in order to produce a written agreement covering the terms and conditions of employment.
In the allotted sections a joint dialogue was presented in the 20th century. Collective Bargaining
(CB) was first introduced in Bangladesh under the framework of the Industrial Relations
Ordinance, 1969.
Collective Bargaining process consists of 5 steps. Of course:
1. Preparation
2. Discussion
3. Proposal
4. Bargaining
5. Settlement
The legal framework for collective bargaining is governed by the provisions of the Labor Relations
Act, 2006. In terms of sections 209 and 210 of the Act, collective bargaining is the first step in
resolving industrial disputes. Bangladesh has ratified the 87th and 98th ILO meetings on freedom
of association and collective bargaining and therefore is required to protect the rights contained in
it.
Collective Bargaining process in Bangladesh is very weak. There are several factors involved. The
Bargaining Collective program has never made significant progress in Bangladesh for the
following reasons:
I. Most union leaders in Bangladesh are selfish or politically motivated individuals.
II. The ethical status of many unions is not strong.
III. Many union leaders are not educated enough to understand the problems of workers and
employees in the broader sense.
IV. The unions are not organized enough to negotiate collectively.
V. Management often fails to communicate directly with employees.

BGMEA, one of the largest trade unions, was founded in 1983 to promote the clothing industry
by working in the field of policy promotion, member services, community compliance, and labor
rights. The BGMEA works to protect the interests of the industry and to ensure the sustainable
growth of foreign exchange earnings. BGMEA has 4,300 member industries, representing about
40% of the garment and sweat industry, 60% of the textile industry. They act as mediators to
resolve disputes between unions and factory owners.
As we know, Collective Bargaining process are not that common in Bangladesh. Although it can
be seen on clothes, but that is rarely the case. Most employees agree with employers even if they
are dissatisfied with their wages or other things. Because they think that if they go through
negotiations, they can be fired or not get a job anywhere, which is why most of them do not raise
their voices about any issues. We have rules about joint negotiations. But most employees do not
know the rules. As they do not know the rules, they keep their mouths shut. Many incidents such
as dismissal of employees occur in the past when they try to negotiate anything. There are reports
of the State and employers deliberately pressuring and interfering in the formation of new unions.
In December 2016, after workers took to the streets to protest against low wages in Ashulia, a
manufacturing company in Dhaka. 1,500 factory workers lost their jobs and many union leaders
had to go into hiding following police arrests. Legally, trade union leaders are protected against
discrimination. But those laws are not sufficiently enforced. This conflict continued up to 2019,
when again many were terminated.