REPORT ON

IMPLEMENTATION OF THE BANGLADESH LABOR ACT-2006,

IN CASE OF WELFARE MEASURES- A CASE STUDY ON PRAN-
RFL GROUP

Patuakhali Science and Technology University

Dumlki, Patuakhali

1
 SUBMITTED TO

M. Anisur Rahaman
Lecturer
Department of Management Studies
Faculty of Business Administration and Management

SUBMITTED BY

Group: 05 (liberty)
Level: 03; Semester: 01
Faculty of Business Administration and Management

01 Md. Mofizer Rahaman Member 12 00671

02 Dipayan Chakma Member 17 00676
03 K.M. Assaduzzaman Member 06 00665
04 Tanjia Sultana Member 10 00669
05 Azmery Khanam Member 20 00679
06 Shofiq Uddin Khan Member 23 00682

Business and Industrial Law

Course code: MST-315

Date of Submission: 23 April, 2008

Patuakhali Science and Technology University

Dumki, Patuakhali

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 IMPLEMENTATION OF THE BANGLADESH LABOR ACT-
2006, IN CASE OF WELFARE MEASURES- A CASE STUDY
ON PRAN-RFL GROUP

LETTER OF TRANSMITTAL

3
Date: 23 April, 2008

M.Anisur Rahaman
Lecturer
Department of Management Studies
Patuakhali Science and Technology University

Subject: Submission Term Paper on implementation of the Bangladesh labor act-

2006 in case of welfare measures.

Dear Sir,

Here we are submitting our term paper on “implementation of the Bangladesh

Labor Act-2006 in case of welfare measures” prescribed by you on your course
Business and Industrial Law. For this purpose, we have gone through internet,
different books, articles, journals, interview of authorities and employees of the
respective organization’s for the relevant information of the assigned topic.

Please call us for any further information at your convenient time and place.

Yours truly,

Group 05 (Liberty)
BBA
Level- III Semester- I
Session: 2004-2005
Patuakhali Science and Technology University

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 LETTER OF AUTHORIZATION

Date: 20 April, 2008

M.Anisur Rahaman
Lecturer
Department of Management Studies
Patuakhali Science and Technology University

Subject: Declaration regarding the validity of the report.

Dear Sir,

This is our truthful declaration that the “implementation of the Bangladesh Labor
Act-2006 in case of welfare measures” we have prepared is not a copy of any
report previously made by any group.

We also express our honest confirmation in support of the fact that the said “Term
Paper” has neither been used before to fulfill any other course related purpose nor
it will be submitted to any other person or authority in future.

Yours truly,

Group 05 (liberty)
BBA
Level-III Semester-I
Session: 2004-2005
Patuakhali Science and Technology University

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 ACKNOWLEDGEMENT

During the period of surveying PRAN-RFL group and preparing the report, we had
gained altruistic assistance from a number of persons including our honorable and
respectable course teacher M. Anisur Rahaman, lecturer, Department of
Management Studies, Faculty of Business Administration and Management.

We are thankful to the respective personnel specially M. Rafiq Uddin Khan of this
organization because they showed their highest degree f temperament in answering
our relentless questions. Such if their friendly cooperation and kindness did not
even allow us to strive for a single moment for.

Last of all, thanks to every members of this group. They put their spontaneous
endeavors and best effort to complete the report successfully.

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TABLE OF CONTENTS

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Contents Page no.
Letter of transmittal iii
Letter of authorization iv
Acknowledgement v
Executive summary vii

CHAPTER: 1 Introduction
1.1 Scope and objectives of the report 01
1.2 Methodology of the study 01
1.3 Limitation of the study 02
CHAPTER: 2 Law Regarding Welfare Measures
2.1 First-Aid Appliances 04-06
2.2 Maintenance of Safety Record Book 06
2.3 Washing Facilities 06
2.4 Canteens 07
2.5 Shelters or Rest Room and Launch Room 07
2.6 Rooms for Children 08
2.7 Introduction to Compulsory Group Insurance 08
2.8 Maternity Welfare Facilities 09-13
CHAPTER:3 Overview and implementation of law in PRAN-RFL group
3.1 Over view of PRAN- RFL group 14
3.2 Analysis part 15-17

CHAPTER: 4
4.1 Findings 18
CHAPTER: 5
5.1 Recommendation 19
5.2 Conclusion 20
5.4 Bibliography 21

EXECUTIVE SUMMERY

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This report is an assigned job as partial fulfillment of course requirement by
honorable course teacher M. Anisur Rahaman, Lecturer, Department of
Management Studies, Faculty of Business Administration and Management,
Patuakhali Science and Technology University, Dumki, Patuakhali. The view of
this report is to find out the implementation of the Bangladesh labor act-2006 in
case of welfare measures through out PRAN-RFL group.

PRAN-RFL group now makes a great position in the market of Bangladesh.

Welfare measures are very important for a well-structured and well-recognized
organization to gear up its working conditions and run it’s work with disciplined
and smooth way. According to our survey, we found that PRAN-RFL group all
ways tries to follow the Labor Act, 2006. Their thinking is to achieve the
organizational target with full participation of the employees and give maximum
welfare.

INTRODUCTION

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 SCOPE AND OBJECTIVE OF THE REPORT

As a business expectative of future, we should have to gather experience beside

our institutional education. We should not concern our lesson only in classroom
but to implement it in practical life that will help us in our future life.

So, identify objectives is very much important. Our purpose of preparing the repot
is:

• To identify and know the Bangladesh Labor Act, 2006.

• To identify how the organization maintains their welfare measures
regarding the employees.
• To know how the organization uses the welfare measures to achieve the
organizational goals and objectives.
• To find out how effectively the Bangladesh Labor Act, 2006 work in the
organization.
• To learn implementation of Labor Act through analysis etc.

METHODOLOGY OF THE STUDY

Collection of data is an important part of a term paper preparation. In preparing the
report we have maintained some steps. Which are given bellow —

• Step-1: At first, we select PRAN-RFL group for making our report on

“implementation of the Bangladesh Labor Act-2006 in case of welfare
measures” practices of a particular organization.

• Step-2: We went to the PRAN-RFL group with group and meet with the
managers and other employees.

• Step-3: Then we collect various (primary and secondary) data from the
manager about the “implementation of the Bangladesh Labor Act-2006 in
case of welfare measures”

• Step-4: Process the data through taking helpful hinds from our course
teacher M. Anisur Rahaman.

• Step-5: Again analysis and interpretation the data.

• Step-6: Finally, we prepared our report.

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LIMITATION OF THE STUDY
It was not so easy to us prepare such type of report as the following reasons was
existed.

• This report is based on the Bangladesh Labor Act, 2006 in case of welfare
measures. We don’t have sufficient knowledge about Business and
Industrial Law.

• This is an analysis based report. An analysis on law is very difficult and it

needs sufficient time. But we do not have surplus time to make such kind of
analytical report.

• As the PRAN-RFL group is a private organization, the authority try to keep

some information confidential. As a result we were not capable to collect
the total expected information from them.

Although we face some limitation, we were trying our best to overcome these
complexities and provide information as far as possible.

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LAW REGARDING BANGLADESH LABOR ACT, 2006 IN
CASE OF
WELFARE MEASURES

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 LAW REGARDING WELFARE MEASURES

• LEGAL PROVISION REGARDING UNDER LABOR LAW

The purpose of welfare facilities is to build up from the bottom, to control work for
people so as to enable them to give their best and to train them to understand their
obligation and responsibilities. The Factories Act, 1965, the Plantation Labors
Ordinance, 1963, the Mines Act, 1923, the Dock Labors Act, 1934 dealt with the
problem of welfare of the industrial workers in the environment of factories,
plantation and mines before the legislation of the Bangladesh Labor Act, 2006.
Information relating to certain welfare facilities, such as canteen, crèches and rest-
shelters for industrial workers, is gradually becoming available, at any rate, in
respect of factory workers, as the use of new forms prescribed under the
Bangladesh Labor Act, 2006 is being enforced. This Act ensures all welfare
facilities including first-aid appliance, washing facilities, canteen facilities, shelter
or rest rooms and suitable launce room facilities, rooms for children, recreational
and educational facilities and house building facilities for daily necessities in tea
estate, medical care for newspaper employees and compulsory group insurance.

• FIRST-AID APPLIANCES

Section 89 of the Act ensures for provision of medical facilities for the workers.
The section clearly lays down that—

1) There shall, in every establishment be provided and maintained, so as to be

readily accessible during the working hours, first-aid boxes or almirahs
equipped with the prescribed contents.
2) The number of such boxes or almirah shall not be less than one for every
fifty workers ordinarily employed in the establishment.
3) All such boxes and almirahs shall be kept in charge of a responsible person
who is trained in first-aid treatment and who shall always be available
during the working hours of the establishment.
4) A notice shall be affixed in every work-room stating the name of person in
charge of the first-aid box or almirah provided in respect of that room and
such person shall wear a badge so as to facilitate identification.

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 5) In every establishment wherein three hundred or more workers are
employed, there shall be provided and maintained and ambulance room or
dispensary of the prescribed size containing the prescribed equipment or
similar facilities, in the charge of such medical and nursing staff as may be
prescribed.
The first-aid boxes or cup-board shall be distinctively marked with a red cross on a
white ground and shall contain the following equipment—

• For factories in which the number of persons employed does not

exceed ten or in the case of factories in which mechanical power is not used
does not exceed fifty persons, each first-aid box or cupboard shall contain
the following equipment-

i) 6 small sterilized dressings,

ii) 3 medium size sterilized dressings,
iii) 3 large size sterilized dressings,
iv) 3 large size sterilized burn dressings,
v) 1 (1 oz.)bottle containing a 2percent alcoholic solution of iodine,
vi) 1 (1 oz.) bottle containing rectified spirit,
vii) One pair of scissors,
viii) One copy of first-aid leaflet,
ix) Analgesic tablets, ointment for burns and suitable surgical antiseptic
solutions

• For factories in which mechanical power is used and in which the

number of persons employed exceeds ten but does not exceed fifty, each
first-aid box or cup-board shall contain the following equipment-

i) 12 small sterilized dressings,

ii) 6 medium size sterilized dressings,
iii) 6 large size sterilized dressings,
iv) 6 large size sterilized burn dressings,
v) 6 (½ oz.)packets of sterilized cotton wool,
vi) 1 (2 oz.)bottle containing a 2percent alcoholic solution of iodine,
vii) 1(2 oz.) bottle containing rectified spirit,
viii) 1 roll of adhesive plaster,
ix) Tourniquet,
x) One pair of scissors,
xi) One copy of first-aid leaflet,
xii) Analgesic tablets, ointment for burns and suitable surgical antiseptic
solutions.

• For factories employing more than fifty persons, such first-aid box or
cup-board shall contain the following equipment-

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 i) 24 small sterilized dressings
ii) 12 medium size sterilized dressings,
iii) 12 large size sterilized dressings,
iv) 12large size sterilized burn dressings
v) 12 (½ oz.)packets of sterilized cotton wool,
vi) Tourniquet,
vii) 1 (4 oz.)bottle containing a 2percent alcoholic solution of iodine,
viii) One pair of scissors,
ix) 1(4 oz.) bottle containing rectified spirit,
x) One copy of first-aid leaflet,
xi) 12 ( 4 inch wide) roller bandages,
xii) 12 ( 2 inch wide) roller bandages,
xiii) 2 rolls of adhesive plaster,
xiv) 6 triangular bandages,
xv) 2 packets of safety bandages,
xvi) 2 packets of safety pins,
xvii) A supply of suitable splints, and
xviii) Analgesic tablets, ointment for burns and suitable surgical antiseptic
solutions

• MAINTENANCE OF SAFETY RECORD BOOK

Section 90 of the Bangladesh Labor Act provides that a compulsory safety record
book and safety board as prescribed by rules shall be provided and maintained
where more than 25 workers works in every establishment. To maintain Safety
Record Book is the new provision for the management of welfare facilities.

• WASHING FACILITIES

The Bangladesh Labor Act, 2006 has mentioned regulation regarding enough
washing facilities.
According to section 91(i) in every establishment-s

a) Adequate and suitable facilities for washing and bathing shall be provided
and maintained for the use of the workers therein.
b) Separate and adequately screened facilities shall be provided for the use of
male and female workers; and
c) Such facilities shall be conveniently accessible and shall be kept clean.
(ii) The Government may, in respect of any establishment, prescribe standards of
adequate and suitable facilities for washing.

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 • CANTEENS

Section 92 of the Act provides that—

(1) An adequate canteen shall be provided for the use of workers in any
establishment wherein more than one hundred workers are ordinarily employed.

(2) The Government may, by rule, provide for –

(a) The standards in respect of construction, accommodation, furniture

and other equipment of the canteen.
(b) The constitution of a managing committee for the canteen and
representation of the workers in the management of the canteen,
(3) The managing committee shall determine the type of foodstuff to be served
therein the charges, which may be made therefore.

• SHELTERS OR REST ROOM AND LAUNCH ROOM

Section 93 of the Act states that-

(1) In every establishment wherein more than fifty workers are ordinarily
employed, adequate and suitable shelters or rest rooms, and a suitable lunch room
with provision for drinking water where workers can eat meals brought by them,
shall be provided and maintained foe the use of the workers:

Provided that any canteen maintained in accordance with the provisions of section
92 shall be regarded as part of the requirements of this sub-section.

Provided further that where lunch room exists, no workers shall eat any food in the
work room.

(2) The shelters, rest rooms or lunch rooms provided under subsection (1) shall be
sufficiently lighted and ventilated and shall be maintained in a cool and clean
condition.

(3) In every establishment wherein more than 25 women workers are employed,
separate rest rooms shall be provided for male and female workers and where less
than 25 female workers work, the portion of the rest room for female workers shall
be separated by a curtain.

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 • ROOMS FOR CHILDREN

Establishments employing 40 or more women are required to maintained crèches

for the use of children below 6. Section 94 of the Bangladesh Labor Act stipulates
the following provisions regarding crèches for any establishment:

(i) In every establishment, wherein more than forty women workers are
ordinarily employed, there shall be provided and maintained a suitable
room or rooms for the use of children under the age of six years of such
women.
(ii) Such rooms shall provide adequate accommodation, be adequately
lighted and ventilated and maintained in a clean and sanitary condition,
and shall be under the charge of women trained or experienced in the
care of children and infants.
(iii) Such rooms shall be conveniently accessible to the mothers of the
children accommodation therein and so far as is reasonably practicable it
shall not be situated in close proximity to any part of the factory where
obnoxious fumes, dust or odious are given off or in which excessively
noisy processes are carried on.
(iv) Such rooms shall be soundly constructed and all the walls and roof
shall be of suitable heat resisting materials and shall be water proof.
(v) The height of such rooms shall not be less than 300 centimeter
from the floor to the lowest part of the roof and there shall be not less
then 600 centimeter of floor area for each child to be accommodated.
(vi) Effective and suitable provisions shall be made in every part of
such rooms for securing and maintaining adequate ventilation by the
circulation of fresh air.
(vii) Such rooms shall be adequately furnished and quipped and in
particular there shall be one suitable cot or cradle with the necessary
bedding for each child, at least one chair or equivalent seating
accommodation for the use of each mother while she is feeding or
attending to her child and a sufficient supply of suitable toys for the
older children.
(viii)A suitable fenced and shady open air play-ground shall be provided
for the older children.

• INTRODUCTION TO COMPULSORY GROUP INSURANCE

Section 99 of Labor Act ensures that the Government shall by rules introduce
provision of group insurance for those establishments where at least 200 workers
work.

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 • MATERNITY WELFARE FACILITIES

Before enactment of the Bangladesh Labor Act, 2006, the Maternity Benefit Act,
1934, the Mines Maternity Benefit Act, 1941 and the Maternity Benefit (Tea
Estate) Act, 1950 dealt with the employment of women in certain establishment
for a certain period before and after childbirth and provides for maternity and other
benefits. The Act applies to mines, factories, circus, industry, plantation, shops and
establishments employing five or more persons. Employers are also mandated to
provide maternity benefits to the employee who has completed at least six months
of service with the employer by the date of confinement. Every pregnant labor has
been provided progenitor welfare facilities before and after eight weeks from the
date of confinement. The benefit consists of a payment depending on current
wages for eight weeks before and eight weeks after the birth of the child.
Employers are also prohibited to force any progenitor engaging in any work after
the date of confinement. Employers are also prohibited to discharge, dismiss, and
terminate any progenitor labor before six months by the date of confinement and
after eight weeks by the date of confinement. If the woman dies on the day of
confinement and within 8 weeks on the day of confinement, maternity benefits are
to be paid to the person who takes care of the child. If both the woman and the
child die, the benefit is to be paid to the person she nominated, or if no such
nomination has been made, to her legal successors.

• WHAT IS MATERNITY BENEFIT?

Every woman shall be entitled to, and her employer shall be liable for, the payment
of maternity benefit, which is the amount payable to her at the rate of the average
daily wage for the period of her actual absence.

• PROHIBITION OF EMPLOYMENT OF WOMEN WORKERS

The employment of women in certain cases has been restricted by section 87 of the
Bangladesh Labor Act. Section 45 of the Bangladesh Labor Act, 2006 prohibits
workings any establishment and employer shall not knowingly employ a woman
during the eight weeks immediately following the day of her delivery in any
establishment.

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 1) The employer may not employ a woman during the eight weeks
immediately following the day of her delivery.
2) No woman shall work during the eight weeks immediately following day of
her delivery.

3) No employer shall employ a woman for any difficult work, or for which the
woman workers has to work by keeping herself standing for a long time, or
for any work which is harmful to her if—

 He has reason to believe or if she has informed him that she is likely to
deliver a child within ten weeks.
 She has to the knowledge of the employer delivered a child within the
preceding ten weeks.
Provided that in the case of a tea plantation worker she may under take light work
in the plantation for so long as the medical practitioner of tea plantation certifies
that she is physically fit to do so and for the days that she does such work, she
shall be paid at the prevailing rate of pay for such work, and such pay shall be paid
to her in addition to the maternity benefit.

The Bangladesh Labor Act also Prohibits for employment of woman in certain
cases by the section 39, 40, and 42. Section 39 of the Act prohibits the
employment of woman in following—

 No woman shall be allowed in any factory to clean any part of

machinery while that part is in motion.
 No woman shall be allowed in any factory to lubricant any part of
machinery while that part is in motion.
 No woman shall be allowed in any factory to adjust any part of
machinery while that part is in motion and
 No woman shall be allowed in any factory to work between moving
parts or between fixed and moving parts of any machinery which is in
motion of machines which are in motion.

Section 40 of the Bangladesh Labor Act does not allow for employment of woman
on dangerous machine. Power presses other than hydraulic presses, milling
machines used in the metal trades, guillotine machine; circular saws and plate
printing machines are treated as dangerous machines.

Section 42 of the present Labor Act also prohibits for employment to work of
woman in underground or under water. No adolescence male and adolescence
female shall be employed in any establishment to lift, carry or move by hand or on
head, unaided by another person, any material article, tool or appliance exceeding
50 lbs and 40 lbs respectively in weight.

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  RIGHT TO AND LIABILITY FOR PAYMENT OF
MATERNITY BENEFIT

To get the maternity benefit is a right of the women workers in any establishment
under the Bangladesh Labor Act, 2006 and payments of maternity benefit under
this Act are made by the employers. Legislation concerning the payment of
maternity benefits, before and after confinement, was in operation in any
establishment in Bangladesh. Section 46 if the Bangladesh Labor Act states that—

(ii) Every woman employed in any establishment shall be entitled to,

and her employer shall be liable for, the payment of maternity benefit in
respect of the period of eight weeks preceding the tentative date of her
delivery and eight weeks immediately following the say of her delivery.

Provided that a woman shall not be entitled to such maternity benefit unless se has
worked with the employer for not less than six months immediately preceding the
tentative date of her delivery

(iii) No women worker shall be entitled to such benefit if she has, at

the time of delivery, two or more children alive; however, will be
entitled to any leave which she is otherwise entitled.

 PROCEDURE REGARDING PAYMENT OF MATERNITY

BENEFIT

According to section 47 of the Bangladesh Labor Act, states that—

(1) Any pregnant woman who is entitled to maternity benefit under this Act
may on any day give notice either orally in person or in writing to the
employer that she expects to deliver a child with eight weeks of the notice
and such notice shall include the name of the nominee of the benefits in
case she dies during delivery.
(2) If no such notice is given by the woman and she has delivered a child, she
shall, within seven days of the delivery, give notice to the employer that she
has given birth to a child.
(3) When such notice under sub-section (1) or (2) is received by the employer,
he shall permit the woman to be absent herself from work for eight weeks

a). from the day following the date of notice under subsection (1);

20
 b). from the day of delivery in the case of notice under subsection (2)
(4) An employer shall pay maternity benefit to a woman entitled thereto in such
one of the following ways as the woman desires, namely—

 Or eight weeks within three working days of the

production of a certificate signed by a medical practitioner stating that the
woman is expected to be confined within eight weeks of the date of
certificate and for the remainder of the period for which she is entitled to
maternity benefit within three working days of the production of the Proof
that she has given birth to a child.
 For the said period up to and including the day of
delivery within three working days of the production of proof that she has
given birth to a child and for the remainder of the said period, within
eight weeks of the production of such proof, or
 For the hole of said period, within three working days
of the production of proof that she has given birth to a child;

Provided that a woman shall not be entitled to any maternity benefit or any part
thereof, the payment of which is dependent upon the production if proof under this
sub-section that she has given birth to a child, unless such Proof is produced within
three months of the day of delivery.

(5) The proof is required to be produced under sub-section (4) shall be either a
certified extract from a birth register under the Birth and Deaths
Registration Act 2004 (Act no. 29 of 2004) or certified from a registered
practitioner or any other proof acceptable to the employer.

• AMOUNT OF MATERNITY BENEFIT

Section 48 of the Bangladesh Labor Act states that—

(1) The maternity benefit which is payable under this Act shall be payable at
the rate of daily, weekly or monthly average wages as the case may be,
shall be calculated in the manner laid down in sub-section (2); and shall be
made wholly in cash.
(2) For the purpose of sub-section (1) the daily, weekly or monthly average
wages, as the case may be, calculated by dividing the total wages earned by
the women during the three months immediately proceeding the date on
which she gives notice under this Act by the number of days she actually
worked during the period.

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 • PAYMENT OF MATERNITY BENEFIT IN CASE OF THE DEATH OF A
WOMAN

According to section 49 of the Bangladesh Labor Act,

(1) If a woman entitled to maternity benefit under this Act dies on the day of
her delivery or during the period of eight weeks thereafter in respect of
which she is entitled to the maternity benefit, the liability of the employer
under this Act shall not, by reason of her death, be discharged, and he shall
pay the amount maternity benefit due, if the newly born child survives her,
to the person who undertakes the care of the child and, if the child does not
survive her, the person nominated by her under this Act, if there is no
nominated person, to her legal representative.
(2) If a woman dies during the period in respect of which she is entitled to
maternity benefit, but before giving birth t a child, the employer shall be
liable to pay maternity benefit of the period which she was entitled up to the
date of her death but if the benefit already given is more than the amount
she is entitled to, yet such additional amount cannot be taken back and any
amount due at the death of the woman shall be paid to the person nominated
by her under this Act, or if she has made no such nomination t her legal
representative.

• PROHIBITION OF DISMISSAL OF WOMAN IN CERTAIN CASES

Section 50 of the Bangladesh Labor Act, states that— if the employer gives notice
or order of dismissal, discharge, or removal to a woman without sufficient cause
within a period of six months before her delivery and eight weeks after delivery,
she will not be deprived of the maternity benefit to which but for such notice she
may have become entitled under this Act.

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Based on this Law we have chosen or observed a particular organization named
PRAN-RFL group, Dhaka Bangladesh.

OVER VIEW OF PRAN- RFL GROUP

“Poverty and hunger are curses”- mission of PRAN-RFL group. So their aim is “to
generate employment and earn dignity and self respect for our competitors”
through profitable enterprises.

For the achievement of this mission and aim the most recognized PRAN-RFL
group was established and started manufacturing in 1982.
PRAN means,
• P- Program for
• R- Rural
• Advancement
• N- Nationality
RFL means,
• R- Rangpur
• F- Foundry
• L- Limited
(It is a water pump and plastic pipe industry)
From the time being it has now 17 associated companies and they are beverage,
property, agro based, tube wells, plastic pipes, etc. these associated industries are
in—
 Natore
 Rangpur
 Ghorashal and
 Dhaka

It has already been obtained the ISO certificate. Their ISO mark is ISO-9001 and it
was obtained after the three years of their manufacturing.
Major General (Ret) Amzad Khan Chowdhry people of Natore, was the founder
and the managing director of PRAN-RFL group. His son Mr. Ahsan Khan
Chowdhury is the deputy managing director of this group.

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PRAN-RFL group is now one of the greatest and significant and most successful
company in Bangladesh. They are now challenging the other multinational
companies. They are now sending their products to abroad by ensuring their
quality. Their export products such as rice, dal, mango bar, juice, mineral water,
chatni, tea, white vinegar etc. They are a raising and developing company in
Bangladesh. They may be and ideal for infant industries of our country.

ANALYSIS PART

ON THE BASIS OF BANGLADESH LABOR ACT, 2006, IN PRAN-RFL GROUP

• FIRST AID APPLIANCES

From the law we have come to know that, during the working hours there must be
first aid boxes or almirahs with prescribed contents. And we observed that, in
every factory of PRAN-RFL group, there is a health care center. This health care
center provides medical facilities for the workers. If the workers face any minor
accident, this health care center provides first aid facilities. They have a contract
with “IBNA SINA” where they provide higher medical facilities for the workers of
the factory.

According to law, these boxes and almirahs should be kept in charge of a

responsible person who is trained enough. This group has four well trained
medical assistant for each factory. They provide 24 hours medical facilities for the
officers as well as the workers. There is a notice board in front of each health care
center which shows the name of the supervisor’s who is in duty. They have also
one doctor for each factory.

According to the law for three hundred and more workers there shall be provided
and maintained an ambulance room. In PRAN-RFL group they don’t have this
separate room or individual ambulance facility. But the supervisor and the duty
doctor are responsible for this facility.

• MAINTENANCE AND SAFETY RECORD BOOK.

According to law every organization consist of more than 25 workers must have to
maintain a safety record book. PRAN-RFL group maintain the safety and record
book where they write all the daily information’s. To maintain this book they have
a maintainer who is responsible for this. This book also contain the entry and exist
time of each and every employee with their signature, so that in any time they can

24
figure out the total employees with their position. It is both helpful for the officers
and the mid and lower level employees.

For every machinery they keep log book. This book is also maintained by a
diploma engineer of mechanical. This book is also contain the date of purchase and
expected working life. It helps them in charging depreciation and gets the salvage
value.

• WASHING FACILITIES

According to law there must be some washing facilities include bathroom

(separate for male and female) and keep the factory clean PRAN-RFL group
provides washing facilities for the workers. They provide bathroom and washing
facilities for separately male and female. But there is a problem in the out-side
factory of Dhaka. Such as in Ragnpur, Natore they have toilets other than
bathrooms.
But there is a own provision that each and every worker is bound to wash there
hands and leg in the washing room before entering the factory.

• CANTEENS

Law says that if the quantity of employees exceed hundred than there should
adequate canteen which is well furnished and with essential furniture. This canteen
should be maintained by a managing committee. The managing committee should
supply the hygienic foods. In PRAN-RFL group there are canteens in every
factory. They don’t have any managing committee. They just give lease to the
outside people but the leasee is liable to follow the rules and regulation of the
company.

• SHELTERS OR REST ROOM AND LAUNCH ROOM

There are launch room for the workers where they can took there meal. There is a
rule, those factories which have launch room the workers are bound to take their
launch in the launch room and no workers can eat any food in the working room.
But in those factories, if there is not any launch room, the canteen is used as a
launch room. There is no separate launch room for the male and female workers.
There is not any rest room for the workers; the workers use the canteen as a rest
room.

• ROOMS FOR CHILDREN

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From the law we have come to know that, if there are 25 or more than 25 women
workers than there should be maintained rules for children, where the children of
under 6 years will be cared.
But in PRAN-RFL group has no such kind of rooms for children. The workers are
not allowed to bring their children with them in the factory. So there is no question
of have a room for children. But it is in there plan to establish rooms for children
in the future.

• COMPULSORY GROUP INSURANCE

According to rules if quantity of workers is more than 200 than it is compulsory to

group insurance for the employees. And this rules maintained by PRAN-RFL
group.

• MATERNITY WELFARE FACILITIES

1. Prohibition of employment of women workers

According to law, no women shall work during the eight weeks immediately
following the day of her delivery, and no employer shall employ a woman for any
difficult work for a long time before and after delivery. PRAN-RFL group gives at
least 3 months maternity leave with pay.

2. Right to and liability for payment of maternity benefit

Every woman employed in any establishment shall be entitled to and liable for the
payment of maternity benefit, within the tentative date of her delivery and after
delivery. PRAN-RFL group gives only the salary but there is no other additional
benefit.

3. Payment of maternity benefit incase of the death of a woman

No additional benefit is given to the woman other than their salary by the PRAN-
RFL group. But they give the some of total salary of three months by cheque. In
case of death of a woman in the time of delivery, this cheque will be transferred to
her husband or any other nominated person.

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 FINDINGS

1. They provide the medical care center for the workers in every factory, which
contains one doctor and supervisor. Their medical care center doesn’t supply any
drug for the employees.
2. They keep safety and record book as well as log book for machinery.
3. They provide a well structure and well furnished canteen. They do not have any
managing committee regarding the canteen. There is also lack of supervise the
canteen. For this reason, sometimes the employees supper for lack of hygienic
food.
4. They have adequate washing facilities in the factories, which are in the Dhaka
city. But the factories which are not in the city of Dhaka don’t have enough
washing facility for the workers.
5. Some of their factories have launch room but some of the factories have no
launch room. Where there is no any launch room the canteen room is used as a
launch room.
6. They have not any kind of rest room in any factory. So, that the employees use
the canteen as a rest room. Under this circumstances, the canteen sometime turn
into a very crowded place.
7. They do not provide any kind of room for the workers children and it is
restricted to bring the children in the factory.
8. They provide three months maternity leave for each and every women
employee. Moreover, with in this period they give the salary of the employee by
cheque.
9. There is no other benefit for the women workers in the time of delivery and after
the time of delivery.

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 CONCLUSION

This modern world is running smoothly with the help of following some rules in
every sector. As like other sector, business sector is very much important to run
smoothly. That is why the Labor and Business Act emerged. And, Bangladesh also
updated its Labor Act in 2006. With the help of this Act and with the direct
supervision of the Act each and every industry should run. Otherwise, they will
fail in the competition as well as they will loose their legal entity. On the other
hand, this era is the time of complex competition. Every organization tries to used
the competitive advantage. So, it is not good for any organization to give his
competitive advantage to others. For this reason, our observed organization
PRAN-RFL groups always try to maintain the Labor Act 2006. If every
organization strictly follow rules and regulation of Labor Act then it will helpful
for the people to get greater benefit. If they have so then they will give their
highest productivity that will increase the whole productivity of the organization,
which will increase the national growth of the country. So, for our own interest and
development we must try to maintain the Labor Act as proper as possible.

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 RECOMMENDATION

From the above discussion, we have come to know that PRAN-RFL group always
tries to follow the Bangladesh Labor Act, 2006. But not in every sector they are
succeed. There is some short comings. They have to try to minimize it. They are as
follows—

1. In first-aid appliances, they have to try to supply some medicines for the
employees so that the employees can have it easily in the time of
emergency.
2. The factories, which are located out side of Dhaka city, do not have enough
facilities for washing. They should try to provide the washing facilities
towards the factory, which are not in the Dhaka city.
3. They do not have any managing committee for the canteen. They should try
to build up a managing committee for the canteen.
4. They don’t have any separate launch room in several factories. They should
try to build up launch rooms in each and every factory.
5. There is no separate entity of rest room in PRAN-RFL group. They should
build up this concept for the welfare of the employees.

6. In this modern time, more and more female workers are coming to the
work. So, they must try to build rooms for children.
7. Their maternity facility is not enough for the women employees. They
should try to give some additional benefit in the time of delivery to the
women employees.

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 BIBLIOGRAPHY

1. Ahmed Dr. Zulfiquar; A text book of Bangladesh Labor Act, 2006, 1st edition,
Shams Publications.

2. Sen Arun Kumar & Mitra Jitendra Kumar; Commercial Law and Industrial Law,
26th edition, The world press private limited, Kolkata.

th
3. Bagrial Ashok K.; Company Law, 10 edition, Vikas Publishing house private
limited.

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