Chapter - One

Introduction

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 By means of practical knowledge it’s possible to apply the theoretical knowledge in the
practical field. For any technical education, practical experience is almost equaled important
in association with the theoretical knowledge.

The industrial attachment is the process, which builds understanding, skills and attitude of the
performer, which improves his knowledge in boosting productivity and services. University
education provides us vast theoretical knowledge as well as more practical attachment, in
despite of all these industrial attachment helps us to be familiar with technical support of
modern machinery, skill ness about various processing stages.

1.1 Origin of the Report

This is an internship report. Bachelor of Business Administration (BBA) Course requires a
three months attachment with an organization followed by a report assigned by the supervisor
in the organization and endorsed by the faculty advisor. I took the opportunity to do my
internship in an Countries Leading Export oriented readymade garments manufacturing
company in Bangladesh, Dekko Group.

Under the proper guidance of my organizational supervisor Mr. Rashedul Hasan (Manager-
HR), I have conducted my study on “Compliance of Bangladesh Labour Law 2006 - A
study on Garments Division of Dekko Group”. My faculty supervisor Mrs. Syeda
Tamanna Fahim, Assistant Professor of International Islamic University Chittagong,
also approved the topic and authorized me to prepare this report as part of the fulfillment of
my internship requirement and gave me proper guidance and assistance over time.
1.2 Objectives:
1.2.1 Broad Objective: The main objective of the report is to examine the compliance of labor
law at Dekko Group.
1.2.2 Specific Objectives:
➢ To provide information about Dekko Group Limited.
➢ To analyze some major provisions of Bangladesh Labor Code 2006.
➢ To evaluate compliance of Bangladesh Labor Code 2006 at Dekko Group Limited.
➢ To identify if there is any gap between Bangladesh Labor Code 2006 and compliance
at Dekko Group Limited and to recommend probable measures to minimize this gap.

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 1.3 Methodology of the study:
The facts and figures used in this study report have been collected both from primary and
secondary sources.
1.3.1. Primary Data:
The primary information collected through face to face interview, observation and by
participating in the HR Operations process and Labour law practices.
1.3.2. Secondary Data:
I have collected the secondary data from Dekko Groups profile, audit reports, documents,
related books and articles on garments industry, BGMEA, BKMEA etc. Besides, I tried to
collect data through browsing internet also.

1.4 Scope of the study

As a student of IIUC BBA Program, it is very much necessary for me to know about the formal
process of Compliance. I have worked in factory which helped me to get myself familiarized
with the official and factory environment in a garments industry for the first time. The study
will allow learning about the HR Operations issues, the Labour law policy and practice
issues, importance of modern techniques and models used to make it more efficient. The
study will help to learn the practical procedures followed by the leading organizations.
Moreover, the study will help to differentiate between the practice and the theories that direct
to realize how the organization can improve their HR Operation process and Labour law
practices.
1.5 Limitations
I tried my level best to enrich and complete this report although there are some
limitations which are as follows:
➢ Due to the company’s limitations, I was unable to acquire sufficient information.
(Business secrecy and confidentiality);
➢ Collecting this information was also a biggest challenge as I have to make a complete
qualitative research paper.
➢ Personal barriers like inability to understand some official terms;
➢ Time was also a limitation. Gathering a huge amount of information during working
for only three months was really a difficult job.

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 Chapter-Two
Overview of Dekko Group of Companies

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 Dekko Group comprises 11 operating companies in six business sectors that cover Food &
Beverage, Export Oriented Readymade Garments, Garments Accessories, Textiles, Paints and
Information Technology. Late Mr. Ishaque, one of the pioneering entrepreneurs of the country
envisioned today's Dekko Group in the early 1950s, when manufacturing something locally
was very difficult due to inadequate infrastructure and small size of the market flooded by
finished products from the Western art of the country.

Members of Dekko Group share a set of core values integrity, transparency, excellence,
leadership and responsibility. Together, these values constitute the Group's belief since 1950's
and continue to guide the group's member companies. Dekko has earned respect and trust both
in home and abroad for allegiance to business ethics and commitment.

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 2.1 Objective of The Company:
To get acquaintance with quality product, competitive price and in time delivery.

2.2 Vision:
Influence the market and focus as a leader in garments accessories sector in Bangladesh.
2.3 Mission:
Dekko Group Ltd. aims to achieve its vision through being number „one‟ not only in terms
of sale but also in quality garments production and supply.

2.4 Organizational Strategies:

➢ Taking the full advantages for staying near the airport and port as the business is
export oriented.
➢ Developing own supply units for minimizing the cost of raw materials.
➢ Re-emphasizing on service delivery.
➢ Diversification of business for having the market of other products.
➢ Aligning operational procedures information system towards business goal
achievement and service delivery.
2.5 Contract Information
Agami Apparels Ltd.
Nayapara, Kathgara, Ashulia, Savar,
Dhaka-1344, Bangladesh .
Factory Address
Mobile: +8801817299920, +8801841296894
E-mail : mamun@dekkoashulia.com, tuton.dap@dekkoashulia.com
Mr. Shahadat Hossain Kiron
Chairman
Name of the Owner Dekko Group ,
Tel: +88-02-9015853,+88-02-9015863
Fax: +88-02-9014694,
2.6 Factory Premises:
Total Area
399924 Sq. feet
Total no. of Buildings 04

Total Number of production Floors 04

Production Line 11

Production Capacity (Monthly) 3,575,00 Pcs

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 2.7 Building Layout
Building (Sewing & Finishing Building) # 1 & 2
SL Floor Area (Building # 01) Area (Building # 02)
Cutting, Doctor Room, Child Care Room, Fabric & Accessories Store, Sample.
1 G .Floor
Office.
Mezzanine Finishing, Finished Good Area,
2 Office room & Toilet room. Accessories Store
floor
Finishing, Finished Good Area, Fabric
3 1st Floor Sewing & office room.
Store
Finishing, Finished Good Area, Fabric
3 2nd Floor Sewing & office room.
Store
Finishing, Finished Good Area, Empty
4 3rd Floor Sewing & office room.
Cartoon Area.
Finishing, Finished Good Area,
5 4th Floor Finishing & Finished Goods Ware House,
Accessories Store
Finishing, Finished Good Area,
6 5th Floor Sample, Dining & Canteen.
Accessories Store

Building (Dinning & Utility Building) # 3 & 4

SL Floor Area (Building # 3) Area (Building # 4)
Utility Room (Generator, Boiler &
1 G .Floor Worker locker.
Pump), Office, Security gate.
2 1st Floor Worker Dinning. Compressor & office room.
Training Room, Prayer Room, Officer
3 2nd Floor
Dinning.

2.8 Area Allocation

Section Area
Sewing Building:
206370sft
Basement, G. Floor, Mezzanine, 2nd to 5th floor
Finishing Building:
135840 sft
G. Floor, Mezzanine-, 3rd to 5th floor.
Dinning Building
34108 sft
Ground, 1st & 2nd Floor.
Utility Building:
8447sft
Ground & 1st Floor
STP 1696sft

WTP 4559sft

Jute, waste & Bicycle Parking 8904sft

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Compliance of Labour law in Dekko Group Page 8
 2.9 Machine List
SL
TYPE OF MACHINE MODEL BRAND
NI
1 Single Needle Lock Stitch Machine(Auto) DDL 900 BHWBK JUKI
2 Needle Feed Lock Stitch Machine DLN9010ASHWB JUKI
3 Vartical (Edge Trimmer ) DLM5400ND7WB JUKI
Two Needle Lock Stitch Machine Fixed
4 LH3528AGF7WB JUKI
Bar
Two Needle Lock Stitch Machine Split
5 LH3568AGF7WB JUKI
Bar
6 Over Lock 4th Machine MO6704SOF650H JUKI
7 Over Lock5th Machine MO6716DAFH660H JUKI
8 Feed Of The Arm MS1261F JUKI
9 Two Needle Chine Stitch Machine MH 380FU JUKI
10 Two Needle Belt Loop Attach Machine MOL254DABCDE JUKI
Computer Control Cycle Progromer
11 AMS210ENHL2210SZ500D JUKI
Machine
12 Bartack Machine LK-1900BNHS JUKI
Computer Control Cycle Progromer
13 AMS210ENHL1510SZ500D JUKI
Machine
14 Button Hole Machine LBH1790ANS JUKI
15 Button Stitch Machine LK-1903BNSS301 JUKI
16 Eyelet Hole Machine MEB-3200JSKA JUKI
17 Plastic Stapler Attacher ST-9000 DENNISION
NGAI
18 Threed Suker Machine NS-54-1
SHING
Automatic Pocket Hemming Lockstitch
19 V701 VI.BE.MAC
Two Needle
20 Automatic Single Pocket Pressing VC101HAM VI.BE.MAC
21 Automatic Pocket Setter 2516 V4M VI.BE.MAC
22 Feed Of The Arm V2261HP VI.BE.MAC
23 Automatic Fly-J-Stitch 1010 V4M F1 VI.BE.MAC
24 Fully Automatic Waistband V300-1CS VI.BE.MAC
25 Bottom Hemming Machine 3022BHE VI.BE.MAC
26 Waistband Attach Machine FBX1106PA-1/FL KANSAI
27 Coverstitch Machine NW8842-1G-CS-1 KANSAI
2-Needle Flat Bet Belt Loop Making
28 NW2202 KANSAI
Machine
29 Fusing Machine FX 1000C VEIT
30 Pant Finisher Machine VEIT
Coolset V5 100x50 With Air Vent
31 VEIT
Chimney
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 Coolset V5 130x80 With Air Vent
32 VEIT
Chimney
33 Spotting Table Veit 7440 VEIT
34 Iron
Single Needle Lock Stitch
35
Machine(Manul)
36 Cutting Machine
37 Boiler 1500 Kg
38 Generator 1000 Kw
39 Compressor

2.10 Manpower Analysis:

Category Male Female Total

Total Worker’s 1304 3707 5011

Staff 290 33 323

Total 1594 3740 5334

2.11 Working Hour Analysis:

Working Day Per Week 06 Days
Normal Working Hour per Day 08 Hours
Overtime Hour 02 Hours
No. of Operating Shift 01 Shift
Weekly Holiday Friday
Yearly Festival Leave 11 Days
Yearly Medical / Sick Leave 14 Days
Yearly Causal Leave 10 Days
Yearly Earn Leave 01 Day for18 working days
Office time ( Working Hours) 8.00 AM to 5.00 PM
Lunch Time 01.00 PM to 02.00 PM

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 2.12 Business Diversification

2.13 Business Line / Products

Business Line of Dekko

Dekko food, 25%
Accessories, 14%,
Other, , 11%

Roxy paints, 7%,

Washing, 4%,

Ready Made Garments,

50%
Ready Made Garments Accessories Dekko food Roxy paints Washing

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 2.14 Customer:

Over 30 Satisfied Clients:

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 2.15 Organizational Structure
The Organizational Structure is headed by Managing Director and the lowest level Occupied
by distributors sales representatives.

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Compliance of Labour law in Dekko Group Page 14
Compliance of Labour law in Dekko Group Page 15
 Chapter- Three
Major Provisions of Bangladesh Labor Law 2006

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 3.1 History
The Bangladesh Labour Code 2006 is one of the very recent laws with major overhauling
changes in the field of labour legislation. The laws which this Code has replaced were made
mostly during the British Colonial regime and Pakistan period and they were as many as 50 in
number. In many cases these laws were outdated, scattered, inconsistent and often overlapping
each other. In 1992 a Labour Law Commission was formed by the Government of the day
which examined 44 labour laws and recommended to repeal 27 laws and it prepared a draft
Labour Code in 1994. This draft of Labour Code, 1994 underwent series of changes in its
vetting stages and finally the Bangladesh Labour Code 2006 was passed by the Parliament on
October 11, 2006. Section 353 of the Code has repealed 25 previous labor related laws. There
are still 25 valid laws dealing with labour and -industrial issues have not been repealed or
consolidated and as such the Bangladesh Labour Code 2006 although a consolidated Act has
not consolidated all the laws in the field. Furthermore, although the name of the law is
Bangladesh Labour Code, -in fact, it is not a Code rather a consolidating legislation only. A
recent tendency of legislative drafting by the government bodies has been that most of the laws
are drafted in Bengali and so has been the case of the Bangladesh Labour Code, 2006.

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 3.2 Major Provisions of Labor Law 2006
3.2.1 Definitions
Adolescent: Adolescent means a person who has completed his 14th years but not completed
18th years of age.
Retrenchment: Retrenchment means the termination by the employer of service of workers
on the ground of redundancy.
Discharge: Discharge means the termination of services of a worker by the employer for the
reasons of Physical or mental incapacity or continued ill health of a worker.
Dismissal: Dismiss means termination of service of worker by the employer for
misconduct.
Go Slow: Go Slow means an organized, deliberate and purposeful slowing down of normal
output of work by a body of workers in a concerted manner, and which is due to any
mechanical defect, breakdown of machinery, failure or defect in power supply or in the supply
of normal materials and spare parts of machinery.
off: Lay off means the failure, refusal or inability of an employer on account of shortage of
coal, power or raw material or the accumulation of stock or the breakdown of machinery, to
give employment to a worker.
3.2.2 Classifications of Worker
Workers employed in any establishment shall be classified in any of the following class
according to nature and condition of work namely-
1. Apprentice: A worker shall be called an apprentice if he is employed in an establishment
as a learner & is paid an allowance during the period of his training.
2. Badli: A worker shall be called a badli if he is employed in an establishment in the post of
a permanent worker or probationer during the period of his temporary absence.
3. Casual: A worker shall be called a casual worker if his employment in an establishment is
casual nature.
4. Temporary: A worker shall be called a temporary worker if he is employed in an
establishment for work which is essentially of temporary nature, & is likely to be finished
within a limited period.
5. Probationer: A worker be shall be called a probationer if he is provisionally employed in
an establishment to fill a permanent vacancy in a post & has not completed the period of his
probation.
6. Permanent: A worker shall be called a permanent worker if he is employed in an

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 establishment on a permanent basis or if he has satisfactorily completed the period of his
probation in the establishment.
3.2.3 Working hours
Daily working hours:
Section-100:
No Adult Worker Shall ordinarily be required or allowed to work in an establishment for more
than eight hours in any day.
Provided that- An adult worker may work in an establishment not exceeding ten hours
in any day. (Section 108)
Weekly working hours:
Section-102: Adult workers shall ordinarily be required or allowed to work in an
establishment for more than48 hours in any week. But an adult worker may work for more
than 48 hours in a week.
Provided that the total hours of work of an adult worker shall not exceed 60 hours in any week
and on the average 56 hours per week in any year.
Restriction on working hours of women:
Section-109: No women shall, without her consent, be allowed to work in an establishment
in between 10 pm and 6 am.
Extra Allowance for OT:
Section-108: When a worker works in an establishment for more then the prescribed hours
in any day or week, in that case he shall get OT at the rate of twice of average of his basic
wages.
3.2.4 Employee Leave Types
1. Casual Leave
2. Sick Leave
3. Festival Holidays
4. Annual Leave
5. Maternity Leave
Section-115: Every worker shall be entitled to casual Leave with full wages for 10 (Ten)
days in a calendar year. It will not be accumulated and carried forward to the succeeding
year.
Section-116: Every worker shall be entitled to sick leave with full wages for a total period
of 14 (Fourteen) days in a year. It will not be accumulated and carried forward to the

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 succeeding year.
Section-118: Every worker shall be allowed 11 (Eleven Days) festival holidays with full
wages in a year.
A worker may be required to work on a festival holiday but 2 (Two) days additional
compensatory holidays with full wages & a substitute holiday shall be provided.
Festival Holidays
[Note: A worker may be required to work on festival holiday but two days
additional compensatory holiday with full wages & a substitute holiday shall be provided]
Section-117: Every adult worker who has completed a period of one year continuous service
in the establishment shall be allowed leave & it calculated at the rate of 01 day for every 18
days of work.
[Note: Only Earned leave can carry forward to the succeeding year. Any leave applied for
by a worker but refused by his employer shall be added to the credit of such worker]

Section -45,46: Employers are liable to provide maternity benefits to the employee who
has completed at least 6 months of service with the employer by the date of confinement.
Every woman employed in any establishment shall be entitled to the payment of
maternity benefit : 08 weeks (2 month) preceding the tentative date of her delivery.08 weeks
(2 month) immediately following the said of her delivery.
[Note: No woman worker shall be entitled to such benefit if she has, at the time of delivery,
two or more children alive].
3.2.5 Punishment for Conviction & Misconduct
Section-23: A worker guilty of misconduct may, instead of being dismissed
Removal
Reduction to a lower post, grade or scale of pay, for a period not exceeding 1 year.
Stoppage of promotion for a period not exceeding 1 year.
Withholding of increment for a period not exceeding 1 year
Fine
Suspension without wages for a period not exceeding 7 days.
Censure & warning.
PROCEDURE FOR PUNISHMENT
Section-24: No order of punishment against a worker shall be made
unless-

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 The allegations against him are recorded in writing.
He is given a copy thereof and not less than seven days’ time to explain.
He is given a opportunity of being heard.
He is found guilty, after enquiry.
The employer or the manager approves of such order.
A worker charged for misconduct may be suspended, unless the matter is pending before
any
Court, the period of such suspension shall not exceed 60
days.
Provided that, during the period of suspension, a worker shall be paid by his employer
a subsistence allowance equivalent to half of his average wages(Basic).
If the worker is found not guilty of charges on inquiry he shall be deemed to have been on
duty for the period of suspension for enquiry, if any, and shall be entitled to his wages for
such period of suspension & subsistence allowance shall be adjusted accordingly.
3.2.6 Termination by Employer or Employee (Section-26,27)
In the case of termination of the employment with notice by
employer-
The employer shall be terminated of monthly rate workers giving a written notice of
120 days and the employer shall be terminated of other workers giving a written notice
of 60 days.
In the case of termination of the employment with notice by Employee-
If a permanent worker desires to terminate his/her employment, 60 days’ written
notice must be given to the employer.
If a worker (in probation) desires to terminate his/her employment, 14 days’ notice
must be given to the employer.
3.2.7 Payment of Provident Fund
Section-29: No worker, who is a member of any Provident fund shall not be deprived due
to retrenchment, dismissal, and discharge or terminated.
3.2.8 Time limit for payment of final dues of workers
Section-30: The appointing authority shall pay all dues of a worker within maximum of 30
working days of his discharge, dismissal, retirement or termination.
3.2.9 Service Benefit (Section-14,27)

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 A worker, who during the preceding twelve calendar months, has actually worked in
an establishment for not less than 240 days and 120 days, as the case may be, shall
be deemed to have completed 1 year or 6 month respectively of continuous service in
the establishment.
When a employment of permanent worker is terminated, he shall be paid by
the employer compensation—
a) At a rate of 14 days wages for every completed year of service if he has completed 5
years of continuous service or more but less than 10 years.
b) At the rate of 30 days wages for every completed year of service, if he has completed 10
years of continuous service or more.

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 3.2.10 Amendment in Bangladesh Labour Act - May, 2013

Under the amendment, 76 articles (out of 354 articles of the BLA, 2006) are to be amended
and 7 new articles are to be included. Some of the key features of amendments are:

1. Bar in engaging temporary worker in permanent work: An establishment shall

not be entitled to employ any temporary (i.e. casual or daily basis or contractual
worker) in any permanent work and shall not be able to contract out any work to any
other establishment or person if such work is essentially permanent in nature for that
establishment.
2. Gratuity to Workers: All workers who have been working up to 12 years in a factory
will received 30 days' basic salary as gratuity for each completed year. The gratuity
money will be increased to 45 days' basic salary for those workers who have been
working for more than 12 years in a factory.
3. Formation of Trade Unions: On the registration process, the amendment will
remove the requirement of the Director of Labour, on receipt of the registration
application, to send a copy thereof along with the list of officers of the union to the
employer concerned for information. This was a longstanding demand of the unions.
4. Participation Committee: The workers representatives in the participation
committee shall be elected by the by the workers. In the absence of trade union in an
establishment, workers representatives in the participation committee of an
establishment shall act as CBA, till a trade union is formed in that establishment.
5. Welfare Board and Welfare Fund: RMG sector will be exempted from the
application of Chapter XV of the Act. As a result, the RMG employers are no longer
required to distribute 5% of the profits to the workers of their establishments. In place
of profit sharing, a new provision for creating of a welfare fund for the workers has
been incorporated in the proposed amendment.
6. Workers' Safety: The factory owners will ensure safety of the workers by providing
all personal protection equipment’s. They will have to ensure secured power system,
ensure that the exit paths are unlocked and the staircases/paths in the factories are
kept open during the working hours to meet any emergency. A new provision for
keeping consistency between the structural design of the building and factory lay-out
has also been included in the amendment. It will be mandatory for every factory to
keep its workers abreast of work risk(s) with a view to securing occupation health and

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 safety of the workers.
7. Safety Committees: Safety Committees will have to be formed in the factories
having more than 50 workers. The security staff employed in the establishment must
be provided training on fire safety. (subject to framing of rules).
8. Group insurance: Group insurance will have to be made in those factories where a
minimum 100 workers have been working. The factory will ensure that insurance
money is paid within 90 days of the claiming of the money.
9. Health Centre(s)/Clinic: The owners will have to setup a permanent Health
Centre(s)/Clinic to ensure the health of workers at the factory where 5,000 or more
workers are employed.

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 3.2.11 Amendment in Bangladesh Labour Act-November, 2018
In the amendment, 2 new sections, 4 sub sections and 8 clauses have been added, 6 sub-
sections have been repealed and reform in 41 sections have been done. Some of the key
features of amendments are:
1. Trade Union: Under this amendment, the government, after consultations with
different stake-holders, has reduce the minimum support needed to form a trade union
to 20 percent from 30 percent stipulated by the existing law. Moreover, a worker of
an industry can be a member of only one trade union and in case of dual membership,
the new law suggested one-month imprisonment. The amendment also curtails
discretionary power of the Director General of the labour department in cancelling
registration of a trade union. In the existing law, to form a trade union, the workers
from the informal sector need identity card whereas there is no authority to provide
them with one.
2. Any misconduct including violation of the law: The amendment has also
incorporated tougher provisions to prohibit misconducts on the part of owners and
workers. A worker or owner would get one-year imprisonment or penalty of Taka
10,000 or both for any misconduct including violation of the law. The law suggested
punitive actions for workers' acts that include mounting undue pressure, threat or
physical assault to compel the owners to sign any agreement, disrupting power, gas
or water supplies and unlawful shutdowns.
3. Organize a strike: According to the amendment, to organise a strike, the workers
also have to notify the employers 21 days prior to the day of such event. Then the
entire process of strike would require a long bureaucratic process which can definitely
create a bar to legitimate strikes. In the existing law, there is provision for one year
imprisonment, five thousand taka fine or both in case of participation in any illegal
strike or lock-out. In the amendment, the punishment has been decreased to 6 months
imprisonment.
4. Rest Room & Dining Room: Under the existing law, there is a provision for a resting
room. In the proposed amendment, along with a resting room, a new requirement of
dining room has also been added if there are more than 25 workers in the factory.
5. Maternity benefit and leave: According to amendment, expectant mothers would
mandatorily be entitled to get eight weeks maternity leave and other benefits within
three days of submission of necessary of documents. An owner may face penalty of

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 Taka 25,000 on charge of depriving an expectant mother from maternity leave.
6. Child Labor: Under the existing law, a child can be employed for light work on
condition that it would not be harmful to his health and his education would not be
hampered. The amendment totally bans on child labour in factories. At the same time
the law prohibited engagement of children and physically challenged persons in any
risky job.
7. SOP for labor organization: Amendments propositions have been made on the
working hours, holidays and that the government would prepare a standard operating
procedure (hereinafter referred to as “SOP”) for registration of the labor
organizations. Amendment instructs to appoint a director general headed by the
government's inspection unit. And accordingly, the post of the labour inspector would
be upgraded to inspector general, deputy director to additional inspector general, joint
inspector to joint inspector general and assistant inspector to assistant inspector
general.

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 Chapter- Four
Compliance of Labor Law in Dekko Group

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 4.1 Compliance of Labor Law in Dekko Group

Bangladesh Labour Act 2006 is an act to consolidate and amend the laws relating to
employment
of labour, relations between workers and employers, determination of minimum wages,
payment
of wages and compensation for injuries to workers, formation of trade union, raising and
settlement of industrial disputes, health, safety, welfare and working conditions of workers and
apprenticeship. This the highest command in the eye of law for every organization to manage
industrial relations with a sense of complex, fast developing, ever-changing and expanding
field of corporate world.
When an organization follow the instructions for different provisions of Bangladesh Labour
Act 2006 in case of company policy making and practices as much as possible considering
working class, working environment, socio-economic status of workers and their attitudes to
work, management ideologies, role of the state, then it can be said that the organization is in
compliance with Labour law of Bangladesh. On the other hand, when an organization does not
follow the instruction for different provisions of Bangladesh Labour Act 2006 in case of
company policy making and practices then it will be counted as non-compliance of Labour law
of Bangladesh.

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 4.2 The Compliance of Labour Law in Dekko Group
The provisions I have counted for my study are discussed below:

4.2.1 Section 2: Conditions of Service and Employment

According to Bangladesh Labour code (sec: 3) Dekko Group follows the conditions of service
and employment.
According to Bangladesh Labour code (sec: 4) Dekko Group follows classification of workers
and probation period as given bellow:
Apprentice
Badlie
Casual
Temporary
Probationer
Permanent
According to Bangladesh Labour code (sec: 5) Dekko Group provides ‘Identity card’ and
‘Letter of appointment’ to every employee.
According to Bangladesh Labour code (sec: 6,7,8) Dekko Group provides ‘Service book’ with
proper particulars to every employee and in case of previous employment collects ‘Service
book’ from every employee.

Service book contains the criteria given bellow:

Name of worker, parents name, address
Date of birth
Necessary particulars for identification
Name & address of previous employer if any
Period of employment
Occupation/designation
Wages & allowance
Leave availed
Conduct of worker
According to Bangladesh Labour code (sec: 9) Dekko Group maintains working ‘Register’
with proper particulars of every employee and provide ‘Ticket or cards’ to every employee.
Dekko Group maintains all employee information in a HRIS which called ‘Kormee’.

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 According to Bangladesh Labour code (sec: 10) Dekko Group follows the procedure for
leave.
According to Bangladesh Labour code (sec: 11) Dekko Group follows the procedure of wages
payment for unveiled leave.
According to Bangladesh Labour code (sec: 12) Dekko Group follows the procedure of
‘Stoppage of Work’ if applicable.
According to Bangladesh Labour code (sec: 13) Dekko Group follows the procedure of
‘Closure of establishment’ if applicable.
According to Bangladesh Labour code (sec: 16, 17, 18) Dekko Group follows the procedure
for ‘Laid-off” workers in case of compensation, muster roll and uncertain cases.
According to Bangladesh Labour code (sec: 19) Dekko Group follows the procedure of ‘Death
benefit’.
According to Bangladesh Labour code (sec: 20, 21) Dekko Group follows the ‘Retrenchment’
procedure for any particular employee.
Retrenchment means termination of services of workers but not as a measure of punishment.
According to Bangladesh Labour code (sec: 22) Dekko Group follows the ‘Discharge’
procedure for any particular employee.
Discharge is the termination of services of a worker by the employer for reasons of physical
ill health or mental incapacity.
According to Bangladesh Labour code (sec: 23, 24, 25) Dekko follows the procedure of
‘Misconduct’ in case of punishment for conviction, misconduct and punishment procedure
All the criteria given bellow are considered as misconducts in Dekko Group:
Willful insubordination
Theft/fraud/dishonesty in connection with employers business
Taking or giving bribe
Habitual absence
Habitual late attendance
Habitual breach of any law/rules/regulation
Riotous/disorderly behavior in establishment
Habitual negligence of work
Habitual disobedience/violation of rules
Falsifying, tampering with, causing loss of employer’s official record

Compliance of Labour law in Dekko Group Page 30

 According to Bangladesh Labour code (sec: 26)
Dekko Group provides 120 days written notice to terminate the job of a permanent employee
if he/she is a monthly rated employee and 60 days’ notice for other employee
Dekko Group provides 30 days written notice to terminate the job of a temporary employee
if he/she is a monthly rated employee and 14 days’ notice for other employee.
According to Bangladesh Labour code (sec: 27) Dekko Group requires 60 days written notice
from permanent employee and 30 days’ notice from temporary employee and 14 days notice
from other employee when he/she desires to terminate his/her job.
According to Bangladesh Labour code (sec: 28) Dekko Group follows the ‘Retirement’
procedure in case of age and adjustments for payment.
According to Bangladesh labour code (sec: 29) Dekko Group follows the procedure for
payment of provident fund as per Dekko Group board of trust for ‘provident fund’.
According to Bangladesh Labour code (sec: 30) Dekko Group follows the time limit of final
payment of employee due to retirement, retrenchment, discharge, dismissal and
termination.
According to Bangladesh Labour code (sec: 31) Dekko provides ‘Certificate of service’ to
every employee at the time of retrenchment, discharge, dismissal, removal retirement or
termination.
According to Bangladesh Labour code (sec: 32) Dekko Group follows the procedure of
‘Eviction from residential accommodation’ in the form of house rent.
According to Bangladesh Labour code (sec: 33) Dekko Group follows the ‘Grievance
procedure’.

4.2.2 Section 3: Employment of Adolescent

According to Bangladesh Labour code (sec: 34) Dekko Group do not hire any employee aged
fewer than 18.
4.2.3 Section 4: Maternity Benefit

According to Bangladesh Labour code (sec: 45-50) Dekko Group provides 120 days
‘Maternity leave’ to every female employee with other benefits.

Compliance of Labour law in Dekko Group Page 31

 4.2.4 Section 5: Health and Hygiene

According Bangladesh Labour code (sec: 51-60) Dekko Group ensures the ‘Health and
hygiene’ issues for every employee.

4.2.5 Section 6: Safety

According to Bangladesh Labour code (sec: 61-88) Dekko Group provides proper ‘Safety’ for
every employee
Dekko Group also ensures the special provisions relating to health, hygiene and safety
issues as per Labour Law.

4.2.6 Section 8: Welfare

According to Bangladesh Labour code (sec: 89) Dekko Group provides ‘First-aid appliances’
to every employee.
According to Bangladesh Labour code (sec: 90) Dekko Group maintains safety ‘Record book’.

According to Bangladesh Labour code (sec: 91, 92, 93, 94) Dekko Group provides Washing
facilities, Canteen facilities, Shelters and Room for children facility to every employee.
According to Bangladesh Labour code (sec: 99) Dekko Group provides ‘Compulsory group
insurance’ to every employee.

4.2.7 Section 9: Working Hours and Leave

According to Bangladesh Labour code (sec: 100) Dekko Group follows the guidelines in case
of daily working hour limit for every adult employee.
According to Bangladesh Labour code (sec: 101) Dekko Group provides at least one-hour
interval for rest or meal purpose of every adult employee in per working day.
According to Bangladesh Labour code (sec: 102) Dekko Group follows the guidelines in case
of weekly basis working hour limit for every adult employee.
According to Bangladesh Labour code (sec: 108) Dekko Group follows the ‘Extra allowance’
rule in case of payment of overtime to every employee.

Compliance of Labour law in Dekko Group Page 32

 According to Bangladesh Labour code (sec: 110) Dekko Group follows the restriction on
double employment.
According to Bangladesh Labour code (sec: 115) Dekko Group provides ‘Casual leave’ for
every employee with full wages for ten days in a calendar year.
According to Bangladesh Labour code (sec: 116) Dekko Group provides ‘Sick leave’ for every
employee with full wages for fourteen days in a calendar year.
According to Bangladesh Labour code (sec: 117) Dekko Group provides one day ‘Annual
leave’ for every eighteen days work performed by every employee in a calendar year.
According to Labour code (sec: 118) Dekko Group provides eleven days of paid ‘Festival
holidays’ in a calendar year for every employee.

4.2.8 Section 13: Trade Union and Industrial Relations

According to Labour code (sec: 175) Dekko Group do not follow ‘Trade Union’ practice.

Compliance of Labour law in Dekko Group Page 33

 Chapter- Five
Findings, Recommendations & Conclusion

Compliance of Labour law in Dekko Group Page 34

 5.1 Findings

➢ Dekko Group provides 10 days Casual leave, 10 days Sick leave, 11 days Festival
Holiday with wages as per Labour Law 2006.
➢ Dekko Group follows the procedures for employee grievances and in case of eviction
from residential accommodation as per Labour Law 2006.
➢ Though Dekko Group has Child care facility but this is not active.
➢ Medical Centre facility is not enough for the existing employee and also not have full
time Ambulance facility in factory premises.
➢ In case stoppages of work and closure of establishment Dekko Group has the
commitment to follow the rules of Labour Law 2006 if any such condition is applicable.
➢ In case of retrenchment Dekko Group follows the rules and instructions as per Labour
Law 2006 with proper notice period, reasoning and compensation for employees.
➢ In case of discharge of employees Dekko Group follows the procedure for realizing as
per Labour Law 2006 with proper checking of medical reports by company’s authorized
Doctor with proper compensation.
➢ Dekko Group do not introduce provident fund yet.
➢ In case of any misconduct occurrence Dekko Group follows the rules and procedures
for punishment as per Labour Law 2006 by counting all the criteria as misconduct as
per labour law and conducting proper investigation. Punishment is taken according to
significant level of occurring misconduct by any employee.
➢ In case of termination of employment in both terms by employer and by employee
Dekko Group follows the instructions as per Labour Law 2006 by given or received
accurate notice period and provides proper compensation to employees.
➢ Dekko Group also provides certificates for employment and service in case of employee
needs as per Labour Law 2006 where Dekko Group provides ‘No Objection Certificate’
for permanent employees but for temporary employees Dekko Group only provides
‘Experience Certificate’.
➢ Dekko Group provides proper maternity leave with compensation as per Labour Law
2006. But few employee did not come back form MLV and they did not receive 2 nd
installment of her benefit.
➢ In case of health and hygiene issues Dekko Group provides a clean working
environment with proper ventilation and temperature office rooms, hygiene sanitary

Compliance of Labour law in Dekko Group Page 35

 system, pure drinking water supply. The facility did not provide exhaust fan inside the
workers toilet in new finishing building to ensure that, bad smell does not affect
working areas.
➢ In case of welfare issues Dekko Group provides first aid appliances, washing facilities,
canteen facility, and day care facility and maintains safety record book.
➢ In case of working hours and leave Dekko Group follows the rules and instructions as
per Labour Law 2006 where nine hours daily working hour is mandatory for all
permanent employees including one-hour lunch break..
➢ In case of weekly working hours, it is mandatory in Dekko Group for every employee
to work for 48 hours at least in a week as per Labour Law 2006. Dekko Group follows
the over time procedure in case of allowance as per Labour Law 2006. Employees of
the facility had worked for excessive hours in the sample months as below: -88 hours
per week in December 2018, -76 hours per week in November18, instead of 48 hours.
➢ Employees of the facility had worked few weekly holidays (21 & 28 Dec 18; 23 Nov
18). As a result, employees had worked maximum-13 consecutive days of work in
December 2018.-13 consecutive days of work in November 2018. The facility has not
provided due weekly holidays to the workers (within the next three working days) who
had worked during weekly holidays.
➢ In case of trade union practice there is no practice is available in Dekko Group as per
Labour Law 2006.

Compliance of Labour law in Dekko Group Page 36

 5.2 Recommendations

Generally, I have given the concentration on compliance of labor law performance of Dekko.
I would like to recommend the following areas that should be improved immediately to achieve
the desired goals-

➢ They should keep a full-time ambulance facility for their employee.

➢ They Do not have active child care though they have the facility, so they can active the
facility for the employee.
➢ Dekko Group should facilitate Provident Fund for the future benefit for the employee.
➢ Dekko Group do not follow trade union practice as per labor law, Group should follow
Trade union practice for the wellbeing for the worker.
➢ Though Dekko pays the all overtime they should control the excessive working hour.
➢ The facility should provide weekly holiday properly as per BLL 2006.
➢ Dekko Group should practice one stop grievance handling rather than long process.
➢ In spite of low unrest in the factory, Dekko Group should give more emphases on
workers right and try to strictly implement the different laws. If the workers are satisfied
their production capacity will boost up by themselves.
➢ To reduce the absenteeism company should give more importance to the worker health
issue by providing proper mask, hand gloves, gum boot, helmet etc. not only before
buyer coming but for the permanent use when this will be required.

Compliance of Labour law in Dekko Group Page 37

 5.3 Conclusion
The RMG sector is expected to grow despite the global financial crisis of 2009 and political
instability of 2014. As China is finding it challenging to make textile and foot wear items
at cheap price, due to rising labor costs, many foreign investors, are coming to Bangladesh
to take advantage of the low labor cost which is really a good sign for this industry as well
as for Dekko Group.
Management of compliance is a big job and is a complex one. Social responsibility and
Working conditions are of fundamental importance in Garments. Workers are the most
important factor in their business and they have to meet and keep their commitment towards
their workers by complying with all local laws and regulations in all locations where
business is conducted. Dekko is fulfilling these issues very efficiently. Now they have to
follow up these issues to sustain in the long run because in near future compliance will
become a great threat for this industry in Bangladesh. So, if it can maintain its quality and
standard it can have a huge business potential.
On the other hand, by analyzing company policy and practices by questionnaire study it is now
clear Dekko is highly compliant with Bangladesh Labour Law 2006.
So, at the end of this report we can say that the HR Operations team of Dekko is very much
efficient in doing their job in a proper way. They follow all the effective ways to implement HR
activity in their organization to manage their employees properly as per labour law.

Compliance of Labour law in Dekko Group Page 38

 Reference
1. Employee Handbook of Dekko
2. http://www.Dekkogroup.com
3. Bangladesh Labour Act 2006- Handbook
4. Bangladesh Labour Act 2006, Amendment May 2013
5. Bangladesh Labour Act 2006, Amendment November 2018
6. http://apirnet.ilo.org/resources/bangladesh-labour-law-2006-and-
labour-law-amendment-2010
7. WRAP Manual of Dekko
8. Service Book of Dekko

Compliance of Labour law in Dekko Group Page 39