SL

Demand

Decision

Rmk

01.

Annual wage increase:

All workers and employees of the factory shall be provided an annual wage increase at the rate of 30% on the gross wage. Such wage increase shall be effective from 1 January of every year. Workers who have not completed one year of service shall be entitled to a pro-rata wage increase.

02.

Provident Fund:

In accordance with Section 264 of the Bangladesh Labour Act, 2006, a Provident Fund shall be formed for all workers and employees of the establishment. An amount equivalent to 15% of the workers’ basic wages shall be deducted monthly. In consultation with the Union, a Trustee Board for the Provident Fund shall be constituted and rules shall be formulated. An amount equivalent to 15% of the workers’ basic wages shall be deducted monthly and deposited into the Provident Fund.

03.

Attendance Bonus:

An attendance bonus of Tk. 1,500/- shall be provided to the workers of the establishment. No attendance bonus shall be deducted on the ground of a worker availing approved leave. Workers shall be allowed a reasonable late attendance of up to 20 minutes and no attendance bonus shall be deducted for such reason.

The demand has been withdrawn.

04.

Lunch Arrangement:

Proper and hygienic lunch facilities shall be arranged for the workers employed in the establishment.

The demand has been withdrawn.

05.

Tiffin, Night and Iftar Bill:

(a)  If workers are required to perform overtime due to factory necessity, then along with overtime payment, Tk. 50 (fifty) is provided to each worker as tiffin bill, which shall be increased to Tk. 150/- (one hundred fifty) along with provision of improved quality tiffin/snacks. A period of 15 minutes shall be provided for taking snacks.

(b)  If workers are required to work on weekly holidays, then along with overtime payment for that day, compensatory leave shall also be provided.

(c)   Workers employed in the night shift shall be provided Tk. 200 (two hundred) to each worker as night allowance bill for working at night.

(d)  If workers are required to work after 3:00 PM during the month of Ramadan in view of factory necessity, then each worker shall be provided Tk. 150/- (one hundred fifty) as Iftar bill. A period of 1 hour shall be provided for taking Iftar.

06.

Honorarium Allowance:

Honorarium allowance shall be provided on a monthly basis, or equivalent facilities shall be provided, to the workers employed in the factory who are members of the Trade Union Executive Committee, First Aid, Fire Fighting, Extinguishing and Search & Rescue Committee, Safety Committee, Sexual Harassment Prevention Committee, and cleaners.

The demand has been withdrawn.

07.

CasualLeave:

The management shall grant 15 (fifteen) days of casual leave with full wages in a year. No worker shall avail more than five consecutive working days of casual leave at a time. However, if more than five days of casual leave are required for reasonable cause, the matter shall be resolved through discussion with the Union and the designated official of the management. Every year, all workers/employees employed in the establishment shall be provided fifteen days of casual leave.

08.

Sick Leave:

The management shall grant 20 (twenty) days of sick leave with full wages in a year. If any worker falls ill, the matter of such illness shall be informed to the company in writing as early as possible, and after joining work, an application for sick leave shall be submitted as early as possible. In the event of absence for more than five days due to illness, a certificate from a registered mBbS doctor shall be submitted along with the application for sick leave.

09.

Festival Leave:

Every worker shall be entitled to avail 30 (thirty) days of festival leave with full wages in a calendar year. The days and dates of festival leave shall be determined by the management, in consultation with the Union, between 15 December and 30 December of the preceding year.

(a) No general duty shall be assigned during the additional leave period beyond festival leave for the occasions of holy Eid-ul-Azha and Eid-ul-Fitr. The management currently provides 4 days of leave for each Eid, which shall be increased to 8 days.

(a) The demand has been withdrawn.

10.

Medical Facilities:

In accordance with Section 89(6) of the Labour Act and Rule 78 of the Labour Rules, a Health Centre shall be established for the workers. During factory operation hours, medical services for all workers and employees of the factory shall be ensured at all times through the required number of MBBS doctors and nurses. If any worker falls ill while working in the factory, all necessary medical treatment shall be provided by the factory management until such worker recovers.

(a) In the event of menstruation occurring while working in the factory, immediate arrangement of sanitary napkins shall be made for the concerned worker.

11.

(a) Female workers shall be entitled to maternity benefits in accordance with the provisions of the Bangladesh Labour Act, 2006. They shall be entitled to avail 6 months, that is 24 (twenty-four) weeks, of leave. For availing this benefit, there shall be no mandatory requirement to take leave before or afterchildbirth. Subject to physical capability, the concerned female worker may avail such leave before or after childbirth according to her convenience upon informing the management. During such period, pregnant female workers shall be provided with light, risk-free, and seated work facilities. Upon resuming duty after leave, the concerned female worker shall be assigned to the same work in the previous line.

Furthermore, after returning to the workplace following maternity leave, female workers shall be provided with light duties for the first fifteen days and necessary flexibility in shifts to facilitate physical recovery and adjustment. Such support is essential in order to cope with maternity-related physical changes, breastfeeding of the child, and adjustment to the new family situation. If the worker is provided with a pressure-free and healthy working environment during this period, she will be able to return to normal work capacity more quickly, and her stability and productivity towards the workplace will further increase. If implementation of the said demand or any amendment or modification in this regard becomes necessary, the Union and the management shall jointly take decisions through discussion.

(b)   Nutritious food arrangements shall be made for pregnant women.

(c)All workers and employees who become fathers shall be entitled to a total of 15 days of paternity leave before and after the childbirth of their wives.

(b)  The demand has been withdrawn.

12.

Subsidized Shop or Fair Shop Facility:

An effective “Subsidized Shop or Fair Shop” facility shall be introduced in the factory for all workers. Arrangements shall be made for subsidized rice, lentils, oil, sugar, and other daily essential commodities for the workers.

The demand has been withdrawn.

13.

Employment of Persons with Disabilities and Third Gender Persons:

The right to employment of persons with disabilities and third gender persons in the factory shall be ensured. Out of the total workforce of the factory, 10% employment shall be provided to persons with disabilities and third gender persons.

14.

Termination of Employment by Worker:

In accordance with Section 27 of the Bangladesh Labour Act, 2006, the same shall be made effective for all workers and employees of the establishment. Workers and employees who terminate their employment from the factory under the said provision shall be paid compensation equivalent to 15 days’ wages for service from 1 year to below 5 years, 30 days’ wages for service from 5 years to below 10 years, and 50 days’ wages for service above 10 years. All dues shall be paid on the last working day.

15.

Festival Bonus:

Workers of the establishment shall be provided with 2 festival bonuses in every calendar year equivalent to 1 month’s gross wages as festival bonus on the occasions of holy Eid-ul-Azha/Eid-ul-Fitr for followers of Islam and Puja or other major festivals for followers of other religions. Any worker who works for a part of a calendar year shall be entitled to bonus for that year on a proportionate basis. Since all management personnel in the factory are provided festival bonus equivalent to their gross wages, such discrimination shall be removed.

16.

Discontinuation of Deduction of Bank CardCharges:

The monthly wages of the workers in the factory are paid through banks. Workers withdraw their wages from the bank by using bank cards (ATM cards). Charges are deducted from all cardholding workers for such cards, therefore such deduction of charges shall be discontinued.

Discontinuation of Deduction of Bank Card Charges:

Necessary measures shall be taken regarding deduction of bank charges through discussion with the bank authorities.

17.

Welfare Measures:

Day-Care Centre: A day-care centre shall be established at a safe place in the factory for the children below six years of age of all female workers. Necessary arrangements for nutritious food, sports and educational learning facilities shall be provided for the children staying at the day-care centre. However, if there is no arrangement for keeping children in the children’s room, then a community- based child day-care centre outside the factory shall be established for such workers’ children, or a child allowance of Tk. 2,000/- per month shall be provided for such workers’ children. This facility shall be applicable to the children of all female workers.

18.

Climate Change / Just Transition:

Climate change is a global issue, as a result of which excessive heat/excessive cold and the level of environmental pollution are continuously increasing, causing deterioration of the physical and mental health of all workers and employees of the establishment and exposing them to various negative experiences at the workplace. As a result, adverse impacts are being created on the overall production of the factory and on the health of the workers,particularly female and pregnant workers, which are causing various complications and other adverse effects on them and their unborn children.

For this purpose, a permanent committee shall be formed by the management to address any adverse situation. The said committee shall be formed with representatives from both the Union and the management. The said committee shall formulate its own rules of procedure and undertake necessary measures to address adverse situations arising from climate change, including holding regular meetings and carrying out necessary activities for raising awareness among factory owners and workers.

Furthermore, every year workers are being affected by heat stroke during extreme heat, and incidents of death are also occurring. In order to reduce this risk, mandatory heat stress safety management measures shall be introduced from March to October. Daily monitoring of temperature and heat index, adequate ventilation, cold drinking water, and rest facilities shall be ensured. If any worker becomes ill due to heat stroke, immediate first aid, prompt medical assistance, and emergency medical treatment arrangements shall be ensured. If the temperature reaches a dangerous level, decisions regarding reduction of production or taking necessary measures considering the situation shall be taken in consultation with the committee. In the event of any accident caused due to negligence, the responsibility shall be borne by the management.

19.

Essential Engagement:

The management authority shall grant permission for the involvement of trade union officials in the following activities, and in such cases the concerned officials shall be deemed to be on duty of the establishment.

(a)  Participation of a maximum of 20 union officials in any seminar or workshop relating to labour and labour management matters.

(b)  Participation of officials in any joint meeting between the management authority and the trade union.

(c)  Presence of a maximum of 6 (six) trade union officials on any working day at any court, governmentoffice, or elsewhere for the purpose of trade union activities, which shall not exceed 6000 hours individually or jointly in any calendar year.

20.

Role of the President and General Secretary in Settlement of Disputes:

In relation to the conduct of workers or management officials, or any other dispute/matter relating to labour issues of the establishment, the President and General Secretary shall have the right at all times to discuss such matters with the management or to take any other necessary measures. For such activities, the President/General Secretary shall be deemed to be on duty.

21.

Application of Existing and Future Benefits and Provisions of Law:

(a)   Any benefits or facilities not mentioned in this Charter of Demands, or which are currently being provided to the workers by the management on its own initiative or under any previous settlement agreement, or any existing rules of the establishment which are favourable to the workers, shall not be changed, cancelled, or reduced by the establishment.

(b)   In respect of all other matters which are not specifically described in this Charter of Demands, the management shall faithfully follow and apply the prevailing laws, rules, and regulations of the country.

Application of Existing and Future Benefits and Provisions of Law:

(a)   Any benefits or facilities not mentioned in this Charter of Demands, or which are currently being provided to the workers by the management on its own initiative or under any previous settlement agreement, or any existing rules of the establishment which are favourable to the workers, shall not be changed, cancelled, or reduced by the establishment.

(b)   In respect of all other matters which are not specifically described in this Charter of Demands, the management shall faithfully follow and apply the prevailing laws, rules, and regulations of the country.