Child Labor Laws

Bangladesh Labour Code, 2006, a major overhauling labor laws in the area with the most recent changes in legislation. This law is most likely that this code is changed during the British Colonial Period was the rule and Pakistan as number 50 and they are many. In many cases, this law is outdated, scattered, inconsistent, and often overlapping with each other. In 1992, labor law, labor law, the investigation commission on the 44 and 27 and is recommended for repeal in 1994 of a draft Labour Code prepared by the government was law. The draft Labour Code, 1994 and finally passed through a series of changes to the vetting stage of the Bangladesh Labour Code, the 2006 Parliament by 11 October, 2006 was passed. 353 Section 25 of this Code to cancel the previous labor-related laws. There is still a 25 Valid dealing with labor and business issues has not been canceled or consolidated, and as the Bangladesh Labour Code, enter 2006 as the Consolidated Act of laws, all laws were consolidated.

Although Bangladesh Labour Code, 2006 2006 the law was still some practical problems and limitations to the Labour Code, relating to 2006. Collective bargaining (CBA) Agent: CBA hypothesis that improves the working conditions of life. Hoxie "collective bargaining (CB) is a collective bargaining for employees and employers or employers' body, usually an association between the planning agent acting by means of a condition of employment conditions improve." Interested parties to resolve conflicts between the CB, which is a major organizational method. CB is a combination of two words: (a) compound (ie, combined) and (b) bargaining (ie, offer and counter offer of a settlement reached) so that we can resolve the conflict existing between the CB employees employer technique. The / object of collective bargaining and labor relations harmonize half the labor and capital to create the conditions placed on an equal footing, while promoting industrial peace through negotiations with the employer. CBA to succeed, certain conditions have been completed. But woe to the one thing that does not follow the terms of most of Bangladesh. However, the preconditions for a successful CBA as follows: workers and their organizations should ensure that the managements of the Democratic Attitude. But, unfortunately, is / are present most of the situations referred to in the industry, it is seen that the management side will always try and dominate the workers in their organizations. Mutual trust, respect and trust between management and trade union activities should be maintained.

Internal affairs of trade unions and collective bargaining must not interfere. The CBA, or a trade union (TU) is a dedicated unbriable leadership should be encouraged. However, in most situations, it is seen that the management authority, bribery, or force you to take a bribe to the CBA, the CBA does not want to do it willingly. Workers' right to strike and collective bargaining must be verified. Need-based training program to increase / enhance the skills of workers in bargaining for the TU leaders should be held. But in practical, we / a TU see the notice that employers and workers are most often try to dominate. Because, for workers and employers or management authority need not arrange the TU-based training programs. Make sure that the CB 195 and 196 functions properly unfair labor Bangladesh Labour Code, sec, 2006, abandoned by the parties in referring to the practice and should be avoided, and so it is. Practical problems related to the CBA: As we know that between employers and employees the same footing in Bangladesh. The reasons for the weak bargaining position of workers (that is a practical problem), the following: the ruling party (the employer) by repeated attempts, to buy or trade union leaders by offering them the victims of corruption. Or unfavorable attitude of the management authority. Bangladesh is a poor industrial base and the absence of real democratic practice. TU of Politicization, inter-and intra opponent to reach, trade union leaders, opportunism, etc. Practical experience TU leaders of plant-level labor court and related problem is the absence in Bangladesh: In Bangladesh, some practical problems related to the Labour Court, which is given as follows: Labour Bangladesh enough as compared to the volume of court cases are not available. So far as I know only seven Labour Court of Bangladesh.

Three out of seven Labour Court in Dhaka, Chittagong and two, respectively one for each of the Rajshahi and Khulna. Indeed, it is possible to maintain the court a couple of numbers are not that many labor-related laws. Volumes increased as compared to the number of cases the court should therefore labor. Government may take necessary action in this regard. Chairman and Members of the Court are provided with reasonable facilities. Therefore, it demotivates / he discourages such cases, the initial disposition of the hampers. Therefore, with an acceptable standard remuneration package and benefits offered to members to be chairman of the Court. It is believed that if someone is offered an attractive remuneration, but also rapidly increased their speed. Part time appointment of the chairman and members of the Labour Court. I think the main obstacle to the backlogs of cases. Part-time appointment as Chairman, and members do not pay attention in this regard is not correct. Therefore, the government. Looking at other institutions to come to terms with this. The Bangladesh Labour Code, 218 (11) Section 2006, known as "Judgement of the Labour Appellate Tribunal not to file the appeal will be delivered within a period of more than 60 days is provided. That the only reason to delay any such award by any of its receipt will be rendered invalid. "This provision, the concept of a sentence, four to five years to complete. Because by the time the petition is an opportunity for the parties, particularly employers. Because of this long process, workers are reluctant to prefer an appeal. So I think that there should be room umeravum - The Judgement of the Labour Appellate Tribunal following an appeal of the filling will be delivered within a period of more than 60 days. Provided that, more than a year to deliver a verdict in this context can be extended. Financial inability of management to prevent workers from filling the case. This is very frustrating, aggrieved workers frequently makes transferring the hearing date. Government and other relevant agencies of the labor courts are reluctant in paying proper attention to the problem. Another reason for resistance to the backlogs of cases. So this is a problem, Govt away. Along with other relevant agencies to come together in this regard, one should be paying proper attention. "Termination clause" black law that still remain in the labor code. "Termination simpliciter" is considered the employer of the worker to step away from the safe.

However, there is an opportunity for employers to exercise their ill intention. Because the clause by removing the worker from his work for the purpose of the authority given to the employer. Now, a question arises whether the four months' notice that the worker has sufficient time to their service without any reasonable ground, instead of wages. Appropriate for a worker to work within four months may not be able to find it. Completion of this section, the greatest employers of Bangladesh Labour Code, 2006 relating to the use loopholes to try. Therefore, the Bangladesh Labor Code section 2006 should be removed. Although the U.B. Were Datt & Co. v. Workmen, AIR 1953 411 SC, or termination of service as a result of power or colorable exercise of victimization or unfair labor practice, labor court or tribunal has jurisdiction to intervene and set apart to such termination. However, most of the time workers can not get natural justice (ie not return to his work) is not. It is why the Mother, I firmly believe that for the purpose of protecting workers' interests, 'termination clause' should be removed from the Labor Code. Trade Union (TU) Problems in Bangladesh: a breach in the interest of workers, the employer is not responsible. Employer, as well as the additional worker is responsible for the TU leader. TU Bangladesh Bangladeshi industries present some problems frequently seen in context. These issues are the following: Does the leadership of the TU leaders, including the efficiency or lack of qualification of the TU. It is mainly due to ignorance of the TU leaders in education is low.


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