[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fbn-bd\u002Fwork-in-bangladesh\u002Fcollective-agreements-database\u002Fbipartite-collective-agreement-under-section-210-3-of-the-bangladesh-labour-act-2006-dinglian-fashion-bd-ltd":3,"menu:\u002Fbn-bd:":180,"sites:htmlblocks":342,"subsites":1811,"cite-subsites":5478,"footer:root":5965,"suggested:root":6064,"cite-footer:root":6068},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":160,"content_type_view":161,"extra_breadcrumbs":162,"body":164,"body_blocks":175,"related_pages":179},3536,"collective-agreements-database","সম্মিলিত চুক্তির ডাটাবেজ",null,"","\u002Fbn-bd\u002Fwork-in-bangladesh\u002Fcollective-agreements-database","collective_agreements.collectiveagreementoverview","bn_BD","2025-08-12T19:51:12.199000+00:00","2026-04-01T15:51:14.862415+00:00","\u002Fcms\u002Fpages\u002F3536\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"বাংলাদেশ","bn-bd",{"title":20,"slug":21},"বাংলাদেশ এ কাজ","work-in-bangladesh",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fbn-bd\u002Fwork-in-bangladesh\u002Fcollective-agreements-database\u002F","index, follow","website","summary_large_image","2025-08-12T21:51:12.199000+02:00","2026-04-01T17:51:14.982656+02:00",{"cba":32,"clauses":44,"details":158,"translations":159},{"id":33,"uid":34,"url":35,"name":36,"locale":37,"override_title":8,"title":38,"browser_title":39,"browser_description":40,"text":41},"bipartite-collective-agreement-under-section-210-3-of-the-bangladesh-labour-act-2006-dinglian-fashion-bd-ltd","ef67a290-538e-11f1-9685-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fbangladesh\u002Fbipartite-collective-agreement-under-section-210-3-of-the-bangladesh-labour-act-2006-dinglian-fashion-bd-ltd\u002Fbipartite-collective-agreement-under-section-210-3-of-the-bangladesh-labour-act-2006-dinglian-fashion-bd-ltd\u002F","Bipartite Collective Agreement under Section 210(3) of the Bangladesh Labour Act, 2006 Dinglian Fashion (BD) Ltd.","en_BD","BGD Donglian Fashion (BD) Ltd. - 2026","Bangladesh - BGD Donglian Fashion (BD) Ltd. - 2026","BGD Donglian Fashion (BD) Ltd. - 2026 - Manufacturing",{"name":42,"data":43},"Donglian CBA (ENGLISH).html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New31\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Bipartite Collective Agreement under Section 210(3) of the Bangladesh\nLabour Act, 2006 Dinglian Fashion (BD) Ltd.\u003C\u002Fh1>\n\n\u003Cp>Names of the Representatives Present on Behalf of Names of the\nRepresentatives Present on Behalf of\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>the Management\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>the Workers\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">1. Ren We Dong\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">1. Babul Hossain\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.45pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Chairman\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">President\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:42.5pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:42.5pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:13.0pt\">\u003Cspan class=\"Egyb\">Donglian\n        Fashion (BD) Ltd.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">2. Md. Ragiqul Islam\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:42.5pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Donglian Fashion (BD) Ltd. Sommilito\n        Sramik Union\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Manager, Human Resource\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">2. Md. Ziaur Rahman\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:48.0pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:48.0pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Donglian Fashion (BD) Ltd.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:48.0pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Asst. General Secretaty\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Donglian Fashion (BD) Ltd.\n        Sommilito Sramik\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Union\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.9pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:20.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Names of the Experts Present on\n        Behalf of the\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.9pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Names of the Experts Present on\n        Behalf of the\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:21.6pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:21.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Management\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:21.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Workers\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">1. Advocate Jafarul Hasan\n        Sharif\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">1. Nazma Akter\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:14.15pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Senior Partner, Attorneys\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:14.15pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">President,\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:97.45pt\">\n      \u003Ctd width=\"313\" style=\"width:234.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:97.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Advocate, Supreme Court of\n        Bangladesh\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:97.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:13.0pt\">\u003Cspan class=\"Egyb\">Sommilito\n        Garments Sramik Federation (SGSF)\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">2. Khadija Akter\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">General Secretary,\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Sommilito Garments Sramik\n        Federation\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(SGSF)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\">Date: 26\u002F04\u002F2026\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\">Brief Description of the facts\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\">The registered union at Donglian Fashion\n(BD) Ltd., namely “Donglian Fashion (BD) Ltd. Sommilito Sramik Union”\n(Registration No. Dhaka-5033), submitted a 22-point Charter of Demands to the\nmanagement on 10\u002F12\u002F2025. For the purpose of bilateral discussions regarding\nthe said Charter of Demands, the management arranged the 1st meeting on\n30\u002F12\u002F2025. After discussion on 04 issues of the Charter of Demands, the\nmeeting was declared adjourned. Subsequently, the 2nd and 3rd meetings were\nheld on 08\u002F02\u002F2026 and 26\u002F04\u002F2026 respectively. Following detailed discussions\non the remaining demands raised by the Union in the said meetings, the matters\nwere settled in the manner stated below;\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\">Terms of the Agreement\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">SL\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Demand\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Decision\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.65pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Rmk\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:96.7pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:96.7pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">01.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:96.7pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Annual wage increase:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">All workers and employees of the\n        factory shall be provided an annual wage increase at the rate of 30% on\n        the gross wage. Such wage increase shall be effective from 1 January of\n        every year. Workers who have not completed one year of service shall be\n        entitled to a pro-rata wage increase.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:96.7pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Annual wage increase:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">All workers and employees of the\n        factory have been given an annual wage increase at the rate of 12% over\n        the gross salary, which shall remain in force.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:96.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">02.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Provident Fund:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">In accordance with Section 264 of\n        the Bangladesh Labour Act, 2006, a Provident Fund shall be formed for\n        all workers and employees of the establishment. An amount equivalent to\n        15% of the workers’ basic wages shall be deducted monthly. In\n        consultation with the Union, a Trustee Board for the Provident Fund\n        shall be constituted and rules shall be formulated. An amount\n        equivalent to 15% of the workers’ basic wages shall be deducted\n        monthly and deposited into the Provident Fund.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Provident Fund:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">With effect from 1 July 2026, in\n        accordance with Section 264 of the Bangladesh Labour Act, 2006, a\n        Provident Fund shall be formed for all workers and employees of the\n        establishment.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">An amount equivalent to 8% of the\n        workers’ and employees’ basic wages shall be deducted monthly. In\n        consultation with the Union, a Trustee Board for the Provident Fund\n        shall be constituted and rules shall be formulated.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">03\u003Cspan class=\"Egyb\">.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Attendance Bonus:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">An attendance bonus of Tk. 1,500\u002F-\n        shall be provided to the workers of the establishment. No attendance\n        bonus shall be deducted on the ground of a worker availing approved\n        leave. Workers shall be allowed a reasonable late attendance of up to\n        20 minutes and no attendance bonus shall be deducted for such\n        reason.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">04.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003C\u002Ftd>\u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Lunch Arrangement:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Proper and hygienic lunch\n        facilities shall be arranged for the workers employed in the\n        establishment.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">05.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Tiffin, Night and Iftar\n        Bill:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(a)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">If workers are required to perform overtime due to factory\n        necessity, then along with overtime payment, Tk. 50 (fifty) is provided\n        to each worker as tiffin bill, which shall be increased to Tk. 150\u002F-\n        (one hundred fifty) along with provision of improved quality\n        tiffin\u002Fsnacks. A period of 15 minutes shall be provided for taking\n        snacks.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">If workers are required to work on weekly holidays, then\n        along with overtime payment for that day, compensatory leave shall also\n        be provided.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(c)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Workers employed in the night shift shall be provided Tk.\n        200 (two hundred) to each worker as night allowance bill for working at\n        night.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(d)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">If workers are required to work after 3:00 PM during the\n        month of Ramadan in view of factory necessity, then each worker shall\n        be provided Tk. 150\u002F- (one hundred fifty) as Iftar bill. A period of 1\n        hour shall be provided for taking Iftar.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Tiffin, Night and Iftar\n        Bill:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">\u003C\u002Fspan>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cspan lang=\"NL\" style=\"color:black\">(a)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cspan class=\"Egyb\">If workers are required to perform overtime due to factory\n        necessity, then along with overtime payment, Tk. 50 is provided to each\n        worker as tiffin bill, which shall continue. A period of 15 minutes\n        shall be provided for taking snacks.\u003C\u002Fspan>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003C\u002Fspan>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cspan lang=\"NL\" style=\"color:black\">\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">If workers are required to work on weekly holidays, then\n        the applicable benefits shall be provided in accordance with the\n        Bangladesh Labour Act, 2006.\u003C\u002Fspan>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">\u003C\u002Fspan>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cspan lang=\"NL\" style=\"color:black\">(c)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Workers employed in the night shift shall be provided Tk.\n        60\u002F- (sixty) to each worker as night allowance bill for working at\n        night.\u003C\u002Fspan>\u003C\u002Fdiv>\u003Cspan class=\"Egyb\">\u003C\u002Fspan>\u003Cp>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(d)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">If workers are required to work after 3:00 PM during the\n        month of Ramadan in view of factory necessity, then each worker shall\n        be provided Tk. 80\u002F- (eighty) as Iftar bill, which shall continue. A\n        period of 1 hour shall be provided for taking Iftar.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">06.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Honorarium Allowance:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Honorarium allowance shall be\n        provided on a monthly basis, or equivalent facilities shall be\n        provided, to the workers employed in the factory who are members of the\n        Trade Union Executive Committee, First Aid, Fire Fighting,\n        Extinguishing and Search & Rescue Committee, Safety Committee,\n        Sexual Harassment Prevention Committee, and cleaners.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">07.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">CasualLeave:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The management shall grant 15\n        (fifteen) days of casual leave with full wages in a year. No worker\n        shall avail more than five consecutive working days of casual leave at\n        a time. However, if more than five days of casual leave are required\n        for reasonable cause, the matter shall be resolved through discussion\n        with the Union and the designated official of the management. Every\n        year, all workers\u002Femployees employed in the establishment shall be\n        provided fifteen days of casual leave.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">08.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Sick Leave:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The management shall grant 20\n        (twenty) days of sick leave with full wages in a year. If any worker\n        falls ill, the matter of such illness shall be informed to the company\n        in writing as early as possible, and after joining work, an application\n        for sick leave shall be submitted as early as possible. In the event of\n        absence for more than five days due to illness, a certificate from a\n        registered mBbS doctor shall be submitted along with the application\n        for sick leave.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">09.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Festival Leave:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Every worker shall be entitled to\n        avail 30 (thirty) days of festival leave with full wages in a calendar\n        year. The days and dates of festival leave shall be determined by the\n        management, in consultation with the Union, between 15 December and 30\n        December of the preceding year.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(a) No general duty shall be\n        assigned during the additional leave period beyond festival leave for\n        the occasions of holy Eid-ul-Azha and Eid-ul-Fitr. The management\n        currently provides 4 days of leave for each Eid, which shall be\n        increased to 8 days.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Festival Leave:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Every worker shall be entitled to\n        avail 15 days of festival leave with full wages in a calendar year. The\n        same shall be determined at the beginning of the year in consultation\n        with the Union.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(a) The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">10.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Medical Facilities:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">In accordance with Section 89(6) of\n        the Labour Act and Rule 78 of the Labour Rules, a Health Centre shall\n        be established for the workers. During factory operation hours, medical\n        services for all workers and employees of the factory shall be ensured\n        at all times through the required number of MBBS doctors and nurses. If\n        any worker falls ill while working in the factory, all necessary\n        medical treatment shall be provided by the factory management until\n        such worker recovers.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(a) In the event of menstruation\n        occurring while working in the factory, immediate arrangement of\n        sanitary napkins shall be made for the concerned worker.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003C\u002Fspan>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Medical Facilities:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">During factory operation hours,\n        medical services for all workers and employees of the factory are being\n        provided at all times through the required number of MBBS doctors and\n        nurses. If any worker falls ill or is injured in an accident during\n        working hours in the factory, medical treatment shall be arranged under\n        the supervision of the factory management until recovery.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(a) In the event of menstruation\n        occurring while working in the factory, immediate arrangement of\n        sanitary napkins shall be made. Subject to necessity, additional\n        sanitary napkins shall be collected from the factory doctor or\n        nurse.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">11.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>Maternity\n        Benefits and Paternity Leave:\u003C\u002Fh3>\u003C\u002Fdiv>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(a) Female workers shall be\n        entitled to maternity benefits in accordance with the provisions of the\n        Bangladesh Labour Act, 2006. They shall be entitled to avail 6 months,\n        that is 24 (twenty-four) weeks, of leave. For availing this benefit,\n        there shall be no mandatory requirement to take leave before or\n        afterchildbirth. Subject to physical capability, the concerned female\n        worker may avail such leave before or after childbirth according to her\n        convenience upon informing the management. During such period, pregnant\n        female workers shall be provided with light, risk-free, and seated work\n        facilities. Upon resuming duty after leave, the concerned female worker\n        shall be assigned to the same work in the previous line.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Furthermore, after returning to the\n        workplace following maternity leave, female workers shall be provided\n        with light duties for the first fifteen days and necessary flexibility\n        in shifts to facilitate physical recovery and adjustment. Such support\n        is essential in order to cope with maternity-related physical changes,\n        breastfeeding of the child, and adjustment to the new family situation.\n        If the worker is provided with a pressure-free and healthy working\n        environment during this period, she will be able to return to normal\n        work capacity more quickly, and her stability and productivity towards\n        the workplace will further increase. If implementation of the said\n        demand or any amendment or modification in this regard becomes\n        necessary, the Union and the management shall jointly take decisions\n        through discussion.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Nutritious food arrangements shall be made for pregnant\n        women.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(c)All workers and employees who\n        become fathers shall be entitled to a total of 15 days of paternity\n        leave before and after the childbirth of their wives.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Labour Act, 2006. However, in case of\n        availing leave before childbirth, the concerned worker must obtain\n        advice from the registered doctor of the company.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n        \u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Furthermore, after returning to the\n        workplace following maternity leave, female workers shall be provided\n        with light duties for the first fifteen days and necessary flexibility\n        in shifts to facilitate physical recovery and adjustment. Such support\n        is essential in order to cope with\n        maternity-related            physical changes, breastfeeding\n        of the child, and adjustment to the new family situation. If the worker\n        is provided with a pressure-free and healthy working environment during\n        this period, she will be able to return to normal work capacity more\n        quickly, and her stability and productivity towards the workplace will\n        further increase. If implementation of the said demand or any amendment\n        or modification in this regard becomes necessary, the Union and the\n        management shall jointly take decisions through discussion.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">The demand has been withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(c)The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">12.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Subsidized Shop or Fair Shop\n        Facility:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">An effective “Subsidized Shop or\n        Fair Shop” facility shall be introduced in the factory for all\n        workers. Arrangements shall be made for subsidized rice, lentils, oil,\n        sugar, and other daily essential commodities for the workers.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">13.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Employment of Persons with\n        Disabilities and Third Gender Persons:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The right to employment of persons\n        with disabilities and third gender persons in the factory shall be\n        ensured. Out of the total workforce of the factory, 10% employment\n        shall be provided to persons with disabilities and third gender\n        persons.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Employment of Persons with\n        Disabilities and Gender Diverse Persons:\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n        \u003Cdiv class=\"cbaClause highlight\" id=\"clause-support_disabilities\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Equal employment rights in the\n        factory shall be ensured for persons with disabilities and persons of\n        any gender, including male, female, and third gender (gender diverse\n        persons). However, in the case of recruitment, opportunities shall be\n        provided on the basis of qualifications with priority consideration.\n        The company shall undertake various training and awareness measures\n        regarding the issue of gender diversity.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">14.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3>Termination\n        of Employment by Worker:\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">In accordance with Section 27 of\n        the Bangladesh Labour Act, 2006, the same shall be made effective for\n        all workers and employees of the establishment. Workers and employees\n        who terminate their employment from the factory under the said\n        provision shall be paid compensation equivalent to 15 days’ wages for\n        service from 1 year to below 5 years, 30 days’ wages for service from\n        5 years to below 10 years, and 50 days’ wages for service above 10\n        years. All dues shall be paid on the last working day.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The demand has been\n        withdrawn.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">15.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Festival Bonus:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Workers of the establishment shall\n        be provided with 2 festival bonuses in every calendar year equivalent\n        to 1 month’s gross wages as festival bonus on the occasions of holy\n        Eid-ul-Azha\u002FEid-ul-Fitr for followers of Islam and Puja or other major\n        festivals for followers of other religions. Any worker who works for a\n        part of a calendar year shall be entitled to bonus for that year on a\n        proportionate basis. Since all management personnel in the factory are\n        provided festival bonus equivalent to their gross wages, such\n        discrimination shall be removed.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Festival Bonus:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Workers of the establishment shall\n        be provided festival bonus in every calendar year on the occasions of\n        holy Eid-ul-Azha\u002FEid-ul-Fitr for followers of Islam and Puja or other\n        major festivals for followers of other religions at the rate of 35% for\n        workers having less than 3 months of service, at the rate of 60% for\n        workers having more than 3 months but less than 6 months of service,\n        and full basic wages as bonus for workers having more than 6 months of\n        service.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">16.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Discontinuation of Deduction of Bank\n        Card\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Charges:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The monthly wages of the workers in\n        the factory are paid through banks. Workers withdraw their wages from\n        the bank by using bank cards (ATM cards). Charges are deducted from all\n        cardholding workers for such cards, therefore such deduction of charges\n        shall be discontinued.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Discontinuation of Deduction of Bank\n        Card Charges:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Necessary measures shall be taken\n        regarding deduction of bank charges through discussion with the bank\n        authorities.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">17.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Welfare Measures:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Day-Care Centre: A day-care centre\n        shall be established at a safe place in the factory for the children\n        below six years of age of all female workers. Necessary arrangements\n        for nutritious food, sports and educational learning facilities shall\n        be provided for the children staying at the day-care centre. However,\n        if there is no arrangement for keeping children in the children’s\n        room, then a community- based child day-care centre outside the factory\n        shall be established for such workers’ children, or a child allowance\n        of Tk. 2,000\u002F- per month shall be provided for such workers’\n        children. This facility shall be applicable to the children of all\n        female workers.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Welfare Measures:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Day-Care Centre: A day-care centre\n        shall be established at a safe place in the factory for the children\n        below six years of age of all female workers, which shall come into\n        effect from 1 June 2026.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare2txt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Necessary arrangements for\n        nutritious food, sports and educational learning facilities shall be\n        provided for the children staying at the day- care centre.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">18.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3>Climate\n        Change \u002F Just Transition:\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Climate change is a global issue,\n        as a result of which excessive heat\u002Fexcessive cold and the level of\n        environmental pollution are continuously increasing, causing\n        deterioration of the physical and mental health of all workers and\n        employees of the establishment and exposing them to various negative\n        experiences at the workplace. As a result, adverse impacts are being\n        created on the overall production of the factory and on the health of\n        the workers,particularly female and pregnant workers, which are causing\n        various complications and other adverse effects on them and their\n        unborn children.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">For this purpose, a permanent\n        committee shall be formed by the management to address any adverse\n        situation. The said committee shall be formed with representatives from\n        both the Union and the management. The said committee shall formulate\n        its own rules of procedure and undertake necessary measures to address\n        adverse situations arising from climate change, including holding\n        regular meetings and carrying out necessary activities for raising\n        awareness among factory owners and workers.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Furthermore, every year workers are\n        being affected by heat stroke during extreme heat, and incidents of\n        death are also occurring. In order to reduce this risk, mandatory heat\n        stress safety management measures shall be introduced from March to\n        October. Daily monitoring of temperature and heat index, adequate\n        ventilation, cold drinking water, and rest facilities shall be ensured.\n        If any worker becomes ill due to heat stroke, immediate first aid,\n        prompt medical assistance, and emergency medical treatment arrangements\n        shall be ensured. If the temperature reaches a dangerous level,\n        decisions regarding reduction of production or taking necessary\n        measures considering the situation shall be taken in consultation with\n        the committee. In the event of any accident caused due to negligence,\n        the responsibility shall be borne by the management.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">Climate\n        Change \u002F Just Transition:\n\n        \u003Cp class=\"Egyb0\">Climate change is a global issue, as a result of which\n        excessive heat\u002Fexcessive cold and the level of environmental pollution\n        are continuously increasing, causing deterioration of the physical and\n        mental health of all workers and employees of the establishment and\n        exposing them to various negative experiences at the workplace. As a\n        result, adverse impacts are being created on the overall production of\n        the factory and on\u003Cspan class=\"Egyb\">the health of the workers,\n        particularly female and pregnant workers, which are causing various\n        complications and other adverse effects on them and their unborn\n        children.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">For this purpose, a permanent\n        committee shall be formed by the management to address any adverse\n        situation. The said committee shall be formed with representatives from\n        both the Union and the management. The said committee shall formulate\n        its own rules of procedure and undertake        \n        necessary\u003C\u002Fspan>\u003Cspan class=\"Egyb\">measures to address adverse\n        situations arising from climate change, including holding regular\n        meetings and carrying out necessary activities for raising awareness\n        among factory owners and workers.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cspan class=\"Egyb\">Furthermore, every year workers are\n        being affected by heat stroke during extreme heat, and incidents of\n        death are also occurring. In order to reduce this risk, mandatory heat\n        stress safety management measures shall be introduced from March to\n        October. Daily monitoring of temperature and heat index, adequate\n        ventilation, cold drinking water, and rest facilities shall be ensured.\n        If any worker becomes ill due to heat stroke, immediate first aid,\n        prompt medical assistance, and emergency medical treatment arrangements\n        shall be ensured. If the temperature reaches a dangerous level,\n        decisions regarding reduction of production or taking necessary\n        measures considering the situation shall be taken in consultation with\n        the committee. In the event of any accident caused due to negligence,\n        the responsibility shall be borne by the\u003C\u002Fspan>\u003Cspan class=\"Egyb\">management.\u003C\u002Fspan>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"Egyb0\">\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:139.25pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:139.25pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">19.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:139.25pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Essential Engagement:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The management authority shall\n        grant permission for the involvement of trade union officials in the\n        following activities, and in such cases the concerned officials shall\n        be deemed to be on duty of the establishment.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(a)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Participation of a maximum of 20 union officials in any\n        seminar or workshop relating to labour and labour management\n        matters.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Participation of officials in any joint meeting between\n        the management authority and the trade union.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan lang=\"NL\" style=\"color:black\">(c)\u003Cspan style=\"font:7.0pt "Times New Roman"\">  \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Presence of a maximum of 6 (six) trade union officials on\n        any working day at any court, government\u003C\u002Fspan>\u003Cspan class=\"Egyb\">office, or elsewhere for the purpose of trade union\n        activities, which shall not exceed 6000 hours individually or jointly\n        in any calendar year.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:139.25pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Essential Engagement:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">The management authority shall\n        grant permission for the involvement of trade union officials in the\n        following activities, and in such cases the concerned officials shall\n        be deemed to be on duty of the establishment.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:12.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(a)\u003Cspan style=\"font:7.0pt "Times New Roman"\">    \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Participation of a maximum of 12 union officials in any\n        seminar or workshop relating to labour and labour management\n        matters.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:12.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">    \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Participation of officials in any joint meeting between\n        the management authority and the trade union.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">(c) Presence of a maximum of 10\n        (ten) trade union officials on any working day at any court, government\n        office, or elsewhere for the purpose of trade union activities, which\n        shall not exceed 1500 hours individually or jointly in any calendar\n        year. If more than 1500 hours are required, the same shall be provided\n        subject to discussion.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:139.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">20.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Role of the President and General\n        Secretary in Settlement of Disputes:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">In relation to the conduct of\n        workers or management officials, or any other dispute\u002Fmatter relating\n        to labour issues of the establishment, the President and General\n        Secretary shall have the right at all times to discuss such matters\n        with the management or to take any other necessary measures. For such\n        activities, the President\u002FGeneral Secretary shall be deemed to be on\n        duty.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Role of the President and General\n        Secretary in Settlement of Disputes:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">In relation to the conduct of\n        workers or management officials, or  any other\u003C\u002Fspan>\u003Cspan class=\"Egyb\">dispute\u002Fmatter relating to labour issues of the\n        establishment, the President and General Secretary shall have the right\n        at all times to discuss such matters with the management or to take any\n        other necessary measures. For such activities, the President\u002FGeneral\n        Secretary shall be deemed to be on duty.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"Egyb0\">\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:69.6pt\">\n      \u003Ctd width=\"33\" style=\"width:24.7pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">21.\u003C\u002Fspan>\u003C\u002Fh3>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"323\" style=\"width:241.9pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Ch3 class=\"Egyb0\">\u003Cspan class=\"Egyb\">Application of Existing and Future\n        Benefits and Provisions of Law:\u003C\u002Fspan>\u003C\u002Fh3>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:11.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(a)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Any benefits or facilities not mentioned in this Charter\n        of Demands, or which are currently being provided to the workers by the\n        management on its own initiative or under any previous settlement\n        agreement, or any existing rules of the establishment which are\n        favourable to the workers, shall not be changed, cancelled, or reduced\n        by the establishment.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">In respect of all other matters which are not specifically\n        described in this Charter of Demands, the management shall faithfully\n        follow and apply the prevailing laws, rules, and regulations of the\n        country.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" style=\"width:216.0pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:69.6pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Application of Existing and Future\n        Benefits and Provisions of Law:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(a)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Any benefits or facilities not mentioned in this Charter\n        of Demands, or which are currently being provided to the workers by the\n        management on its own initiative or under any previous settlement\n        agreement, or any existing rules of the establishment which are\n        favourable to the workers, shall not be changed, cancelled, or reduced\n        by the establishment.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">(b)\u003Cspan style=\"font:7.0pt "Times New Roman"\">   \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">In respect of all other matters which are not specifically\n        described in this Charter of Demands, the management shall faithfully\n        follow and apply the prevailing laws, rules, and regulations of the\n        country.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:69.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:33.85pt\">\n      \u003Ctd width=\"313\" style=\"width:234.95pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:33.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Signatures of the Representatives\n        Present on Behalf of the Management\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:33.85pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Signatures of the Representatives\n        Present on Behalf of the Workers\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:193.45pt\">\n      \u003Ctd width=\"313\" style=\"width:234.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:193.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:13.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">1.\u003Cspan style=\"font:7.0pt "Times New Roman"\">               \n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Ren We Dong Chairman Donglian Fashion\n        (BD) Ltd.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature\n        Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:27.0pt;   margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">2.\u003Cspan style=\"font:7.0pt "Times New Roman"\">               \n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Md. Ragiqul Islam Manager, Human\n        Resource Donglian Fashion (BD) Ltd.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:20.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>Names of the Experts Present on Behalf of the\n        Management\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:193.45pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">1.\u003Cspan style=\"font:7.0pt "Times New Roman"\">                        \n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Babul Hossain\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">President\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Donglian Fashion (BD) Ltd.\n        Sommilito Sramik\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:13.0pt\">\u003Cspan class=\"Egyb\">Union\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature\n        Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-left:0cm;text-indent:0cm\">\u003Cspan lang=\"NL\" style=\"color:black\">2.\u003Cspan style=\"font:7.0pt "Times New Roman"\">                        \n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">Md. Ziaur Rahman\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Asst. General Secretaty\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Donglian Fashion (BD) Ltd.\n        Sommilito Sramik\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Union\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Names of the Experts Present on\n        Behalf of the\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cb>Workers\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:82.8pt\">\n      \u003Ctd width=\"313\" style=\"width:234.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:82.8pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:5.0pt\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature\n        Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-left:37.0pt\">\u003Cspan class=\"Egyb\">1.\n        Advocate Jafarul Hasan Sharif Senior Partner, Attorneys\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">Advocate, Supreme Court of\n        Bangladesh\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:82.8pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">1. Nazma Akter President, Sommilito\n        Garments Sramik Federation (SGSF)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:76.1pt\">\n      \u003Ctd width=\"313\" style=\"width:234.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:76.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"337\" style=\"width:252.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:76.1pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Ci>[Signature Illegible]\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">2. Khadija Akter General Secretary,\n        Sommilito Garments Sramik Federation (SGSF)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\">\u003C\u002Fspan>Conditions for Implementation of\nthe Agreement:\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>1.The said settlement agreement was signed by both parties on this\n26\u002F04\u002F2026 and shall remain effective for 02 (two) years from the date hereof.\nThereafter, either party may raise a Charter of Demands if they so desire.\u003C\u002Fp>\n\n\u003Cp>2.The Union shall not raise any new Charter of Demands within the next two\nyears.\u003C\u002Fp>\n\n\u003Cp>3.In the event of any difference of opinion arising between the parties\nregarding implementation of the settled demands, both parties shall review and\nresolve the said demands through discussion\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"NL\">\u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\n",{"green_trigger":45,"healthandsafetypolicy":49,"healthcareaccess":53,"SOCSEC_trigger":57,"pensionfund":61,"contractseverancepay":63,"sicknessmaxdays":67,"WORKFAM_trigger":69,"paidmaternityleave":73,"paidmaternityleaveduration":77,"paidmaternityleaveall":80,"pregnancy":82,"breastfeeding_dangerouswork":86,"paidpaternityleave":88,"childcareprovision":92,"childcare2txt":96,"discrimination":100,"GENEQ_trigger":104,"eqtraining":108,"support_disabilities":110,"PAIDLEAV_trigger":112,"WAGES_trigger":114,"bankholidays2":118,"NOCTPREM_trigger":122,"OVERTIME_trigger":126,"overtimeallowancetype_general":130,"SUNDAY_trigger":134,"ONCERISE_trigger":138,"TRADEUNLEAV_trigger":142,"strikes_trigger":146,"STRUCINCR_trigger":150,"mealvouchers":154},{"bindId":46,"name":47,"text":48},"green_trigger","Climate Change \u002F Just Transition: Climat","Climate\n        Change \u002F Just Transition:\n\n        Climate change is a global issue, as a result of which\n        excessive heat\u002Fexcessive cold and the level of environmental pollution\n        are continuously increasing, causing deterioration of the physical and\n        mental health of all workers and employees of the establishment and\n        exposing them to various negative experiences at the workplace. As a\n        result, adverse impacts are being created on the overall production of\n        the factory and onthe health of the workers,\n        particularly female and pregnant workers, which are causing various\n        complications and other adverse effects on them and their unborn\n        children.\n\n        For this purpose, a permanent\n        committee shall be formed by the management to address any adverse\n        situation. The said committee shall be formed with representatives from\n        both the Union and the management. The said committee shall formulate\n        its own rules of procedure and undertake        \n        necessarymeasures to address adverse\n        situations arising from climate change, including holding regular\n        meetings and carrying out necessary activities for raising awareness\n        among factory owners and workers.\n\n        Furthermore, every year workers are\n        being affected by heat stroke during extreme heat, and incidents of\n        death are also occurring. In order to reduce this risk, mandatory heat\n        stress safety management measures shall be introduced from March to\n        October. Daily monitoring of temperature and heat index, adequate\n        ventilation, cold drinking water, and rest facilities shall be ensured.\n        If any worker becomes ill due to heat stroke, immediate first aid,\n        prompt medical assistance, and emergency medical treatment arrangements\n        shall be ensured. If the temperature reaches a dangerous level,\n        decisions regarding reduction of production or taking necessary\n        measures considering the situation shall be taken in consultation with\n        the committee. In the event of any accident caused due to negligence,\n        the responsibility shall be borne by themanagement.",{"bindId":50,"name":51,"text":52},"healthandsafetypolicy","Furthermore, every year workers are bein","Furthermore, every year workers are\n        being affected by heat stroke during extreme heat, and incidents of\n        death are also occurring. In order to reduce this risk, mandatory heat\n        stress safety management measures shall be introduced from March to\n        October. Daily monitoring of temperature and heat index, adequate\n        ventilation, cold drinking water, and rest facilities shall be ensured.\n        If any worker becomes ill due to heat stroke, immediate first aid,\n        prompt medical assistance, and emergency medical treatment arrangements\n        shall be ensured. If the temperature reaches a dangerous level,\n        decisions regarding reduction of production or taking necessary\n        measures considering the situation shall be taken in consultation with\n        the committee. In the event of any accident caused due to negligence,\n        the responsibility shall be borne by themanagement.",{"bindId":54,"name":55,"text":56},"healthcareaccess","Medical Facilities: During factory opera","Medical Facilities:\n\n        During factory operation hours,\n        medical services for all workers and employees of the factory are being\n        provided at all times through the required number of MBBS doctors and\n        nurses. If any worker falls ill or is injured in an accident during\n        working hours in the factory, medical treatment shall be arranged under\n        the supervision of the factory management until recovery.\n\n        (a) In the event of menstruation\n        occurring while working in the factory, immediate arrangement of\n        sanitary napkins shall be made. Subject to necessity, additional\n        sanitary napkins shall be collected from the factory doctor or\n        nurse.",{"bindId":58,"name":59,"text":60},"SOCSEC_trigger","Provident Fund: With effect from 1 July ","Provident Fund:\n\n        With effect from 1 July 2026, in\n        accordance with Section 264 of the Bangladesh Labour Act, 2006, a\n        Provident Fund shall be formed for all workers and employees of the\n        establishment.\n\n        An amount equivalent to 8% of the\n        workers’ and employees’ basic wages shall be deducted monthly. In\n        consultation with the Union, a Trustee Board for the Provident Fund\n        shall be constituted and rules shall be formulated.",{"bindId":62,"name":59,"text":60},"pensionfund",{"bindId":64,"name":65,"text":66},"contractseverancepay","The demand has been withdrawn.","The demand has been\n        withdrawn.",{"bindId":68,"name":65,"text":66},"sicknessmaxdays",{"bindId":70,"name":71,"text":72},"WORKFAM_trigger","Maternity Benefits and Paternity Leave:","Maternity\n        Benefits and Paternity Leave:",{"bindId":74,"name":75,"text":76},"paidmaternityleave","Labour Act, 2006. However, in case of av","Labour Act, 2006. However, in case of\n        availing leave before childbirth, the concerned worker must obtain\n        advice from the registered doctor of the company.\n\n        Furthermore, after returning to the\n        workplace following maternity leave, female workers shall be provided\n        with light duties for the first fifteen days and necessary flexibility\n        in shifts to facilitate physical recovery and adjustment. Such support\n        is essential in order to cope with\n        maternity-related            physical changes, breastfeeding\n        of the child, and adjustment to the new family situation. If the worker\n        is provided with a pressure-free and healthy working environment during\n        this period, she will be able to return to normal work capacity more\n        quickly, and her stability and productivity towards the workplace will\n        further increase. If implementation of the said demand or any amendment\n        or modification in this regard becomes necessary, the Union and the\n        management shall jointly take decisions through discussion.",{"bindId":78,"name":75,"text":79},"paidmaternityleaveduration","Labour Act, 2006. However, in case of\n        availing leave before childbirth, the concerned worker must obtain\n        advice from the registered doctor of the company.",{"bindId":81,"name":75,"text":79},"paidmaternityleaveall",{"bindId":83,"name":84,"text":85},"pregnancy","Furthermore, after returning to the work","Furthermore, after returning to the\n        workplace following maternity leave, female workers shall be provided\n        with light duties for the first fifteen days and necessary flexibility\n        in shifts to facilitate physical recovery and adjustment. Such support\n        is essential in order to cope with\n        maternity-related            physical changes, breastfeeding\n        of the child, and adjustment to the new family situation. If the worker\n        is provided with a pressure-free and healthy working environment during\n        this period, she will be able to return to normal work capacity more\n        quickly, and her stability and productivity towards the workplace will\n        further increase. If implementation of the said demand or any amendment\n        or modification in this regard becomes necessary, the Union and the\n        management shall jointly take decisions through discussion.",{"bindId":87,"name":84,"text":85},"breastfeeding_dangerouswork",{"bindId":89,"name":90,"text":91},"paidpaternityleave","(c)The demand has been withdrawn.","(c)The demand has been\n        withdrawn.",{"bindId":93,"name":94,"text":95},"childcareprovision","Welfare Measures: Day-Care Centre: A day","Welfare Measures:\n\n        Day-Care Centre: A day-care centre\n        shall be established at a safe place in the factory for the children\n        below six years of age of all female workers, which shall come into\n        effect from 1 June 2026.\n\n        Necessary arrangements for\n        nutritious food, sports and educational learning facilities shall be\n        provided for the children staying at the day- care centre.",{"bindId":97,"name":98,"text":99},"childcare2txt","Necessary arrangements for nutritious fo","Necessary arrangements for\n        nutritious food, sports and educational learning facilities shall be\n        provided for the children staying at the day- care centre.",{"bindId":101,"name":102,"text":103},"discrimination","Equal employment rights in the factory s","Equal employment rights in the\n        factory shall be ensured for persons with disabilities and persons of\n        any gender, including male, female, and third gender (gender diverse\n        persons). However, in the case of recruitment, opportunities shall be\n        provided on the basis of qualifications with priority consideration.\n        The company shall undertake various training and awareness measures\n        regarding the issue of gender diversity.",{"bindId":105,"name":106,"text":107},"GENEQ_trigger","Employment of Persons with Disabilities ","Employment of Persons with\n        Disabilities and Gender Diverse Persons:",{"bindId":109,"name":102,"text":103},"eqtraining",{"bindId":111,"name":102,"text":103},"support_disabilities",{"bindId":113,"name":65,"text":66},"PAIDLEAV_trigger",{"bindId":115,"name":116,"text":117},"WAGES_trigger","Tiffin, Night and Iftar Bill: (a) If wor","Tiffin, Night and Iftar\n        Bill:\n\n        (a)   If workers are required to perform overtime due to factory\n        necessity, then along with overtime payment, Tk. 50 is provided to each\n        worker as tiffin bill, which shall continue. A period of 15 minutes\n        shall be provided for taking snacks.\n\n        (b)   If workers are required to work on weekly holidays, then\n        the applicable benefits shall be provided in accordance with the\n        Bangladesh Labour Act, 2006.\n\n        (c)   Workers employed in the night shift shall be provided Tk.\n        60\u002F- (sixty) to each worker as night allowance bill for working at\n        night.\n\n        (d)   If workers are required to work after 3:00 PM during the\n        month of Ramadan in view of factory necessity, then each worker shall\n        be provided Tk. 80\u002F- (eighty) as Iftar bill, which shall continue. A\n        period of 1 hour shall be provided for taking Iftar.",{"bindId":119,"name":120,"text":121},"bankholidays2","Festival Leave: Every worker shall be en","Festival Leave:\n\n        Every worker shall be entitled to\n        avail 15 days of festival leave with full wages in a calendar year. The\n        same shall be determined at the beginning of the year in consultation\n        with the Union.",{"bindId":123,"name":124,"text":125},"NOCTPREM_trigger","(c) Workers employed in the night shift ","(c)   Workers employed in the night shift shall be provided Tk.\n        60\u002F- (sixty) to each worker as night allowance bill for working at\n        night.",{"bindId":127,"name":128,"text":129},"OVERTIME_trigger","(a) If workers are required to perform o","(a)   If workers are required to perform overtime due to factory\n        necessity, then along with overtime payment, Tk. 50 is provided to each\n        worker as tiffin bill, which shall continue. A period of 15 minutes\n        shall be provided for taking snacks.",{"bindId":131,"name":132,"text":133},"overtimeallowancetype_general","If workers are required to perform overt","If workers are required to perform overtime due to factory\n        necessity, then along with overtime payment, Tk. 50 is provided to each\n        worker as tiffin bill, which shall continue. A period of 15 minutes\n        shall be provided for taking snacks.",{"bindId":135,"name":136,"text":137},"SUNDAY_trigger"," If workers are required to work on week","   If workers are required to work on weekly holidays, then\n        the applicable benefits shall be provided in accordance with the\n        Bangladesh Labour Act, 2006.",{"bindId":139,"name":140,"text":141},"ONCERISE_trigger","Festival Bonus: Workers of the establish","Festival Bonus:\n\n        Workers of the establishment shall\n        be provided festival bonus in every calendar year on the occasions of\n        holy Eid-ul-Azha\u002FEid-ul-Fitr for followers of Islam and Puja or other\n        major festivals for followers of other religions at the rate of 35% for\n        workers having less than 3 months of service, at the rate of 60% for\n        workers having more than 3 months but less than 6 months of service,\n        and full basic wages as bonus for workers having more than 6 months of\n        service.",{"bindId":143,"name":144,"text":145},"TRADEUNLEAV_trigger","Essential Engagement: The management aut","Essential Engagement:\n\n        The management authority shall\n        grant permission for the involvement of trade union officials in the\n        following activities, and in such cases the concerned officials shall\n        be deemed to be on duty of the establishment.\n\n        (a)    Participation of a maximum of 12 union officials in any\n        seminar or workshop relating to labour and labour management\n        matters.\n\n        (b)    Participation of officials in any joint meeting between\n        the management authority and the trade union.\n\n        (c) Presence of a maximum of 10\n        (ten) trade union officials on any working day at any court, government\n        office, or elsewhere for the purpose of trade union activities, which\n        shall not exceed 1500 hours individually or jointly in any calendar\n        year. If more than 1500 hours are required, the same shall be provided\n        subject to discussion.",{"bindId":147,"name":148,"text":149},"strikes_trigger","Role of the President and General Secret","Role of the President and General\n        Secretary in Settlement of Disputes:\n\n        In relation to the conduct of\n        workers or management officials, or  any otherdispute\u002Fmatter relating to labour issues of the\n        establishment, the President and General Secretary shall have the right\n        at all times to discuss such matters with the management or to take any\n        other necessary measures. For such activities, the President\u002FGeneral\n        Secretary shall be deemed to be on duty.",{"bindId":151,"name":152,"text":153},"STRUCINCR_trigger","Annual wage increase: All workers and em","Annual wage increase:\n\n        All workers and employees of the\n        factory have been given an annual wage increase at the rate of 12% over\n        the gross salary, which shall remain in force.",{"bindId":155,"name":156,"text":157},"mealvouchers","Lunch Arrangement: Proper and hygienic l","Lunch Arrangement:\n\n        Proper and hygienic lunch\n        facilities shall be arranged for the workers employed in the\n        establishment.\n      \n      The demand has been\n        withdrawn.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BGD Donglian Fashion (BD) Ltd. - 2026\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2026-04-02\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2028-04-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → গার্মেন্টস শিল্প\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Donglian Fashion (BD) Ltd.\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        SGSF Sommilito Garments Sramik Federation\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">সামাজিক নিরাপত্তা ও পেনশন\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">অসুস্থতা ও অক্ষমতা\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">স্বাস্থ্য ও নিরাপত্তা এবং চিকিৎসা সহায়তা\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Employee involvement in the monitoring, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">কর্ম ও পারিবারিক ভারসাম্য ব্যবস্থা\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 24 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">লিঙ্গ সমতার বিষয়সমূহ\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Yes\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">কর্মসংস্থান চুক্তি\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">কাজের সময়, সময়সূচি এবং ছুটি\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">মজুরি\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 100 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → BDT  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[163],{"title":38,"slug":33},[165],{"type":166,"data":167},"call_to_action_body_block",{"title":168,"description":169,"variant":170,"link":171},"সংগঠিত চুক্তিসমূহ তুলনা করুন","বাংলাদেশের সম্মিলিত চুক্তিগুলির বিভিন্ন নিবন্ধ বিভিন্ন খাত, বিষয়, ও দেশের সাথে তুলনা 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