The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
The document outlines maternity benefit provisions for women workers in establishments. It states that no employer shall employ a woman in the 8 weeks following delivery, and that no woman shall work during this period. It also prohibits arduous or long-hours work for pregnant women near their due dates. Employers must provide 8 weeks of paid maternity leave before and after delivery, as long as the woman worked at least 6 months prior. Payment procedures and proof of delivery are also described.
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work for men and women. It seeks to prevent discrimination against women in employment and provide increased job opportunities. The key features are that it applies across India, restricts discriminatory contracts, applies to all workers regardless of hours, and establishes enforcement authorities. Non-compliance can result in fines, imprisonment, or both. Implementation is done at the central level by the central government and at the state level by state governments. Exceptions are made for special treatment related to pregnancy, retirement, marriage or death.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of wages or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act including the definition of a trade union, scope and coverage of the act, process of trade union registration, requirements for trade union rules, grounds for cancelling registration, permitted uses of trade union funds, rights to inspect books, and dissolution of trade unions. It also provides a case study on how a trade union organization in Maharashtra used collective bargaining to successfully resolve a dispute between hotel workers and management over reducing annual holiday time.
The document summarizes key provisions of Bangladesh Labour Laws 2006. It outlines the history of previous labor acts and the scope and objectives of the 2006 act. It then summarizes several important sections regarding employment conditions, worker classifications, maintenance of service books and other documents, leave procedures, termination reasons like retrenchment and resignation, and retirement requirements. The document provides an overview of the major topics and guidelines covered in the Bangladesh labour laws.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
The document outlines maternity benefit provisions for women workers in establishments. It states that no employer shall employ a woman in the 8 weeks following delivery, and that no woman shall work during this period. It also prohibits arduous or long-hours work for pregnant women near their due dates. Employers must provide 8 weeks of paid maternity leave before and after delivery, as long as the woman worked at least 6 months prior. Payment procedures and proof of delivery are also described.
The Equal Remuneration Act of 1976 aims to provide equal pay for equal work for men and women. It seeks to prevent discrimination against women in employment and provide increased job opportunities. The key features are that it applies across India, restricts discriminatory contracts, applies to all workers regardless of hours, and establishes enforcement authorities. Non-compliance can result in fines, imprisonment, or both. Implementation is done at the central level by the central government and at the state level by state governments. Exceptions are made for special treatment related to pregnancy, retirement, marriage or death.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of wages or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act including the definition of a trade union, scope and coverage of the act, process of trade union registration, requirements for trade union rules, grounds for cancelling registration, permitted uses of trade union funds, rights to inspect books, and dissolution of trade unions. It also provides a case study on how a trade union organization in Maharashtra used collective bargaining to successfully resolve a dispute between hotel workers and management over reducing annual holiday time.
The document summarizes key provisions of Bangladesh Labour Laws 2006. It outlines the history of previous labor acts and the scope and objectives of the 2006 act. It then summarizes several important sections regarding employment conditions, worker classifications, maintenance of service books and other documents, leave procedures, termination reasons like retrenchment and resignation, and retirement requirements. The document provides an overview of the major topics and guidelines covered in the Bangladesh labour laws.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
The document discusses the Payment of Bonus Act 1965 in India. It provides definitions of key terms like bonus and outlines the aims, applicability, eligibility criteria, minimum and maximum bonus amounts under the Act. It also covers the methods to calculate statutory bonus and available surplus, as well as employers' obligations around payment timelines, registers, returns and penalties for non-compliance. The document answers several questions around entitlement of different employee types and closes with conclusions and bibliography.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
The document discusses the key aspects of gratuity as per the Payment of Gratuity Act, 1972. It provides definitions for gratuity, continuous service, and eligibility criteria. It states that gratuity is payable for continuous service of 5 years or more (or in case of death/disablement) and the maximum amount is Rs. 10 lakhs. The document outlines procedures for nomination, application for gratuity, penalties for non-compliance, and methods to calculate gratuity for different types of employees.
The document provides an outline for a presentation on Bangladesh's labor sector. It discusses Bangladesh's Labor Law of 2006, including its purpose of regulating employer-employee relations and improving working conditions. It also outlines some of the key provisions of the law regarding employment terms, young/maternity leave, health and safety standards. Finally, it discusses some limitations of the law and interventions by the Oikko project to help address issues like compliance, discrimination, and access to justice for workers.
The Minimum Wages Act of 1948 was passed to protect unorganized workers in certain industries by establishing minimum wage rates. The Act aims to ensure wages are enough not just for a worker's subsistence but to maintain their work efficiency. It empowers the appropriate government to fix minimum wages for scheduled employments where exploitation is common. Key objectives include preventing exploitation, empowering governments to set and revise wages regularly, and applying the law widely in organized sectors. The Act outlines procedures for fixing and revising wages every five years and establishes advisory boards. It regulates payment and overtime wages, and penalties are prescribed for paying less than minimum wage.
BONUS ACT BASICS
A bonus is an extra amount of money that is added to someone's pay, usually because they have worked very hard.
The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
The document outlines key aspects of Bangladesh's Labor Act of 2006, including 21 chapters that cover conditions of employment, adolescent labor, maternity benefits, health and safety, wages, unions, and dispute resolution. Some key points summarized:
- It defines terms like "worker", "employer", "trade union" and classifies worker types as apprentice, casual, temporary, probationary or permanent.
- Employers must provide written letters of appointment and identity cards to workers.
- Children under 14 cannot work and adolescents need medical certificates and work permits. Their work hours are limited to 7 hours a day.
- Maternity benefits include 16 weeks of paid leave for women workers who have worked
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
The Payment of Gratuity Act of 1972 requires that employers pay gratuity to employees who have worked continuously for at least 5 years upon termination of employment. Gratuity is calculated as 15 days wages for each completed year of service, up to a maximum of 3.5 lakhs rupees. Employers must determine gratuity payable and notify employees and controlling authorities within 30 days. The act applies to shops, establishments, factories and other organizations employing 10 or more people. It specifies penalties for non-payment of gratuity or knowingly providing false information to avoid payment.
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Employee provident fund and miscellaneous act, 1952NeerajUpreti2
Overview, Applicability, Contribution by Employer and Employees', Benefits and Registration process of Employee provident fund and miscellaneous act, 1952
The Payment of Bonus Act, 1965 applies to factories and establishments with 20 or more employees. It requires the payment of an annual bonus to eligible employees based on profits. Eligible employees earn a minimum bonus of 8.33% of wages up to Rs. 10,000 per month or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. The Act outlines procedures for calculating available surplus, allocable surplus, and set-on and set-off amounts to determine bonus payable each year. Employers must pay bonus within 8 months and maintain records subject to inspection.
Dear Seniors & Friends,
Sharing the updated PPT on "Provident Fund & MP Act 1952" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
Mob: 9999 844 355
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
This document discusses unfair labor practices and their prevention under the Industrial Disputes Act, 1947. It defines unfair labor practices and lists examples of such practices by employers/trade unions and workmen/trade unions. Practices by employers include favoring certain unions, refusing to bargain in good faith, illegal lockouts and more. Workmen practices include supporting illegal strikes, coercive activity and damaging employer property. The act prescribes penalties of fines or imprisonment to prevent unfair labor practices. In conclusion, any practices violating constitutional directives or labor laws can be considered unfair labor practices.
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
1. The AskMonayokik Kwgwu (Workers Participation Committee) is a committee formed jointly by management and workers to increase mutual trust and understanding between management and workers and ensure proper implementation of labor laws.
2. Every establishment with 50 or more workers must form a Workers Participation Committee within 3 months of starting operations as per labor law.
3. The key functions of the Workers Participation Committee include maintaining harmonious relations between management and workers, ensuring proper implementation of labor laws, promoting continuous improvement in occupational health and safety and work environment, arranging various types of training to enhance workers' skills and knowledge.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
The document discusses the Payment of Bonus Act 1965 in India. It provides definitions of key terms like bonus and outlines the aims, applicability, eligibility criteria, minimum and maximum bonus amounts under the Act. It also covers the methods to calculate statutory bonus and available surplus, as well as employers' obligations around payment timelines, registers, returns and penalties for non-compliance. The document answers several questions around entitlement of different employee types and closes with conclusions and bibliography.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
The document discusses the key aspects of gratuity as per the Payment of Gratuity Act, 1972. It provides definitions for gratuity, continuous service, and eligibility criteria. It states that gratuity is payable for continuous service of 5 years or more (or in case of death/disablement) and the maximum amount is Rs. 10 lakhs. The document outlines procedures for nomination, application for gratuity, penalties for non-compliance, and methods to calculate gratuity for different types of employees.
The document provides an outline for a presentation on Bangladesh's labor sector. It discusses Bangladesh's Labor Law of 2006, including its purpose of regulating employer-employee relations and improving working conditions. It also outlines some of the key provisions of the law regarding employment terms, young/maternity leave, health and safety standards. Finally, it discusses some limitations of the law and interventions by the Oikko project to help address issues like compliance, discrimination, and access to justice for workers.
The Minimum Wages Act of 1948 was passed to protect unorganized workers in certain industries by establishing minimum wage rates. The Act aims to ensure wages are enough not just for a worker's subsistence but to maintain their work efficiency. It empowers the appropriate government to fix minimum wages for scheduled employments where exploitation is common. Key objectives include preventing exploitation, empowering governments to set and revise wages regularly, and applying the law widely in organized sectors. The Act outlines procedures for fixing and revising wages every five years and establishes advisory boards. It regulates payment and overtime wages, and penalties are prescribed for paying less than minimum wage.
BONUS ACT BASICS
A bonus is an extra amount of money that is added to someone's pay, usually because they have worked very hard.
The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
The document outlines key aspects of Bangladesh's Labor Act of 2006, including 21 chapters that cover conditions of employment, adolescent labor, maternity benefits, health and safety, wages, unions, and dispute resolution. Some key points summarized:
- It defines terms like "worker", "employer", "trade union" and classifies worker types as apprentice, casual, temporary, probationary or permanent.
- Employers must provide written letters of appointment and identity cards to workers.
- Children under 14 cannot work and adolescents need medical certificates and work permits. Their work hours are limited to 7 hours a day.
- Maternity benefits include 16 weeks of paid leave for women workers who have worked
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
The Payment of Gratuity Act of 1972 requires that employers pay gratuity to employees who have worked continuously for at least 5 years upon termination of employment. Gratuity is calculated as 15 days wages for each completed year of service, up to a maximum of 3.5 lakhs rupees. Employers must determine gratuity payable and notify employees and controlling authorities within 30 days. The act applies to shops, establishments, factories and other organizations employing 10 or more people. It specifies penalties for non-payment of gratuity or knowingly providing false information to avoid payment.
The document summarizes the key aspects of the Payment of Wages Act, 1936 in India. It outlines the applicability of the Act, definitions, responsibilities for wage payment, fixation of wage periods at a maximum of one month, timelines for payment within 7-10 days of the wage period, methods of payment, authorized deductions including fines and loans, and procedures for appeals. The purpose of the Act is to ensure timely and full payment of wages to employees without unauthorized deductions.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Employee provident fund and miscellaneous act, 1952NeerajUpreti2
Overview, Applicability, Contribution by Employer and Employees', Benefits and Registration process of Employee provident fund and miscellaneous act, 1952
The Payment of Bonus Act, 1965 applies to factories and establishments with 20 or more employees. It requires the payment of an annual bonus to eligible employees based on profits. Eligible employees earn a minimum bonus of 8.33% of wages up to Rs. 10,000 per month or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. The Act outlines procedures for calculating available surplus, allocable surplus, and set-on and set-off amounts to determine bonus payable each year. Employers must pay bonus within 8 months and maintain records subject to inspection.
Dear Seniors & Friends,
Sharing the updated PPT on "Provident Fund & MP Act 1952" of India. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Regards,
Anshu Shekhar Singh
Mob: 9999 844 355
The Payment of Gratuity Act of 1972 establishes rules for the payment of gratuities to employees in India. The act applies to factories, mines, oilfields, plantations, ports, and railway companies with 10 or more employees. It requires that gratuity be paid to employees who have worked continuously for at least 5 years upon superannuation, retirement, resignation, or death. Gratuity is calculated based on last wages and years of service. The act defines employees and wages and outlines when gratuity can be withheld. It also addresses nominations, determinations, penalties, and exemption powers. Various forms are provided to facilitate nominations and applications related to gratuity.
This document discusses unfair labor practices and their prevention under the Industrial Disputes Act, 1947. It defines unfair labor practices and lists examples of such practices by employers/trade unions and workmen/trade unions. Practices by employers include favoring certain unions, refusing to bargain in good faith, illegal lockouts and more. Workmen practices include supporting illegal strikes, coercive activity and damaging employer property. The act prescribes penalties of fines or imprisonment to prevent unfair labor practices. In conclusion, any practices violating constitutional directives or labor laws can be considered unfair labor practices.
The Payment of Gratuity Act, 1972 provides for a mandatory gratuity payment by employers to their employees at the time of their retirement or resignation after a minimum of 5 years of continuous service. The Act applies to shops, establishments, factories and other organizations employing 10 or more persons. It requires employers to determine gratuity amounts payable and make payments within 30 days. In case of disputes, the controlling authority determines the gratuity amount after providing an opportunity to both parties. Employers who fail to comply with the provisions of the Act may be punished with imprisonment and fines.
1. The AskMonayokik Kwgwu (Workers Participation Committee) is a committee formed jointly by management and workers to increase mutual trust and understanding between management and workers and ensure proper implementation of labor laws.
2. Every establishment with 50 or more workers must form a Workers Participation Committee within 3 months of starting operations as per labor law.
3. The key functions of the Workers Participation Committee include maintaining harmonious relations between management and workers, ensuring proper implementation of labor laws, promoting continuous improvement in occupational health and safety and work environment, arranging various types of training to enhance workers' skills and knowledge.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Maternity benefit act 1961,ESI Act and workmens compensation actMathew Devasia
The document summarizes key provisions around maternity benefits and protections for working women in India according to the Maternity Benefit Act of 1961. It outlines that the act regulates women's employment around childbirth by providing for maternity benefits and cash benefits like paid leave for 6 weeks before and after delivery. It also mandates protections like no firing while on maternity leave and light work duties during pregnancy. The penalties for employers who do not comply with the act are also mentioned.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
The document compares the current and new systems of maternity benefit in Bangladesh.
Under the current system, employees receive 4 months of basic salary as benefit, with 50% paid in advance and 50% paid after returning from leave. Under the new system, there are 3 payment options and benefits are calculated based on average weekly wages over the past 3 months, resulting in higher total benefits than the current system. The document provides examples where two employees received significantly more under the new system compared to the current system.
The document is a fire safety compliance report for the proposed redevelopment of Assembly Halls in Monaghan, Ireland into a wine/tapas bar and fine dining restaurant. It finds that with under 500 occupants, two escape routes are required. Travel distances are within the maximum allowed. Door widths meet minimum exit capacity requirements. The report evaluates the proposal against Ireland's fire safety standards to ensure compliance.
The laws relating to employment of women, children, and young persons in Malaysia provide some protections but are insufficient in fully protecting their rights. The Employment Act of 1955 focuses on working hours and maternity benefits for women but does not address issues of discrimination, unequal pay, or sexual harassment. Maternity leave provided is only 60 days, which is below international standards. Laws governing child and young worker employment set basic conditions but exploitation still occurs due to poverty and lack of enforcement. Overall, the laws are outdated and require revisions to strengthen protections for vulnerable groups in the workforce.
The document provides definitions for over 100 terms related to labor and employment in Bangladesh. It outlines 26 chapters that cover various aspects of labor law in Bangladesh such as conditions of employment, health and safety standards, wages, dispute resolution, and penalties for non-compliance. The document establishes requirements for employers regarding issues like working hours, leaves, holidays, welfare of workers, and trade unions. It aims to protect the rights of workers and promote safe and fair employment practices in Bangladesh.
The document summarizes various labour laws applicable to manufacturing industries in India. It outlines 18 key acts governing aspects like wages, working hours, contracts, safety, welfare, disputes etc. For each act, it provides details on applicability, scope, key compliance requirements like maintaining registers and submitting returns. The acts discussed include Factories Act, Payment of Wages Act, Minimum Wages Act, Contract Labour Act, Bonus Act, Provident Fund Act, ESI Act and others.
The MSMED Act, 2006 was established to promote and develop micro, small and medium enterprises in India. It aims to simplify registration procedures, provide preferential treatment in government procurement, and facilitate access to credit. The Act defines micro, small and medium enterprises based on investment levels in plant and machinery. It also establishes the National Board for MSMEs to advise the government on policies to support the growth of small businesses.
The document summarizes the Maternity Benefit Act 1961 in India. It defines key terms, outlines the types of establishments it applies to, and describes the rights and protections for women employees during pregnancy and after delivery. These include a prohibition on employment for 6 weeks before and after delivery, entitlement to paid maternity leave, and protections against dismissal during pregnancy or leave.
This document provides definitions for key terms used in the Bangladesh Labor Law of 2006 (amended in 2013). It defines terms like "layoff", "contractor establishment", "skilled person", and more. It also outlines which organizations or workers are applicable under this law and which are exempt. The summary briefly explains the purpose and scope of the labor law.
The document summarizes key aspects of the Maternity Benefit Act 1961 and Provident Fund Act 1952 in India.
The Maternity Benefit Act aims to regulate female employment around childbirth and provide benefits like 84 days of paid leave. It applies to establishments with 10 or more employees. The Provident Fund Act requires employers with 20+ staff to make contributions to employees' retirement funds at 12% of salary. It provides benefits like a pension and lump sum on retirement. Both acts require regular filings of returns and contributions to funds.
The Maternity Benefits Act, 1961 provides maternity leave and benefits to protect the dignity of motherhood. It applies to all establishments with 10 or more employees. Eligible women receive 84 days of paid maternity leave before and after delivery. The Act prohibits dismissal of pregnant women and provides other benefits like nursing breaks and medical reimbursement. Employers must maintain proper records and may face penalties for violations of the Act. In a 2012 case, a woman successfully sued her former employer for sacking her while pregnant in contravention of the Act.
This document discusses various Indian labor laws and statutory compliance requirements for human resource management. It outlines key provisions of laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and payment of wages. Compliance with these statutes is important to safeguard employees and the organization from risks and penalties for non-compliance. Failure to adhere to the various labor laws could result in fines or imprisonment for the employer.
The document provides an overview of labour law. It discusses how labour law mediates the relationship between workers, employers, unions and governments. It outlines key topics covered by labour law including working hours and conditions, leaves and holidays, children's employment, disputes, and equal employment practices. The document also gives a brief history of labour law and discusses international labour law and organizations like the ILO and WTO. It concludes by describing Pakistan's constitution in relation to labour rights and key labour laws and legislations in Pakistan.
This document outlines maternity benefit provisions for women workers in Bangladeshi law. Key points include:
- Employers cannot employ women during the 8 weeks following delivery and women cannot work during this period.
- Employers cannot employ women in arduous work from 10 weeks before the expected delivery date until 10 weeks after delivery.
- Women workers are entitled to paid maternity benefit for the 8 weeks before and 8 weeks after delivery if they have worked at least 6 months for the employer.
- The document details procedures for claiming and paying maternity benefit and restrictions on terminating a woman's employment during pregnancy and in the months surrounding delivery.
the presentation contains elaborately the cracks of MB Act, furthermore I have tried to mention the recent amendments in the act from 2017 in simpler words
This presentation talks about the recent amendments in the Maternity Benefit Act and what are the various measures an organisation has to take, to be complied with the recent changes
The document discusses the Maternity Benefit Act of 1961 and its amendments in 2017 in India. It aims to regulate women's employment during pregnancy and provide paid maternity leave and other benefits. Key points include: the Act providing 12 weeks of paid maternity leave being increased to 26 weeks in 2017, eligibility criteria for leave, payment provisions, prohibited work conditions during pregnancy/post-delivery, nursing breaks entitlement, and penalties for non-compliance by employers.
The Maternity Benefit Act of 1961 aims to regulate the employment of women in certain establishments before and after childbirth and provide maternity benefits. Key provisions include providing up to 26 weeks of paid maternity leave (12 weeks if the woman has two or more children), cash benefits equal to average daily wages during leave, and prohibiting dismissal or discharge during leave. Applicable to all establishments, it aims to protect motherhood and women's rights during childcare. Major amendments in 2017 increased leave duration and mandated creches in large establishments.
The Maternity Benefit Act of 1961 aims to regulate women's employment around childbirth and provide maternity benefits. Key provisions include 26 weeks of paid maternity leave (8 weeks before delivery), cash benefits like medical bonus, and non-cash benefits like nursing breaks and protection from firing. The Act applies to establishments with 10 or more employees and requires duties from both employees and employers around leave notification and record keeping. The 2021 amendments expanded leave and benefits and introduced provisions for working from home and adoption.
The document summarizes the key provisions of the Maternity Benefit Act of 1961 in India. Some of the main points covered in the Act include:
1) Employers are prohibited from employing women in certain jobs during the six weeks after delivery, miscarriage, or termination of pregnancy.
2) Women are entitled to receive maternity benefits from their employer, including cash payments during their absence from work due to delivery, miscarriage or medical termination of pregnancy.
3) The Act regulates employment of women during pregnancy and protects women from dismissal during pregnancy or absence related to delivery. Inspectors are appointed to enforce the provisions of the Act.
The document summarizes the Maternity Benefit Act of 1961 in India and its amendments. Key points:
- The Act provides maternity leave and benefits to women working in establishments with 10+ employees. It was amended in 2017 to increase benefits.
- The Constitution supports maternity protection under articles 15, 21, 41, and 42. The Act aims to regulate women's employment around childbirth and provide leaves, wages, and nursing breaks.
- Benefits include 26 weeks of paid leave (8 weeks before and 18 after delivery), a medical bonus, leave in case of miscarriage, and creche facilities in large establishments. Employers cannot terminate women for availing benefits.
The document discusses India's Maternity Benefit Act of 1961, which regulates maternity benefits for women employees. It outlines key provisions of the original act as well as recent amendments in 2017. The amendments increased paid maternity leave from 12 to 26 weeks, introduced provisions for adopting/commissioning mothers, and allowed nursing breaks until the child is 15 months old. However, there is still no law mandating paid paternity leave for private sector employees in India, though government employees are entitled to 15 days of paternity leave. The presentation provides an overview of eligibility requirements, benefits provided under the act such as medical bonus and leave for miscarriages, and duties and penalties for non-compliant employers.
The Maternity Benefit Act establishes requirements for maternity leave and benefits for women working in establishments with 10 or more employees. It provides that eligible women are entitled to 12 weeks of paid maternity leave, including 6 weeks after delivery. Maternity benefits must be paid at the woman's average daily wage based on her wage in the three months prior to her absence. The Act also prohibits employment of a woman in the six weeks following delivery, miscarriage or termination of pregnancy. It includes additional provisions regarding nursing breaks, medical bonuses, and job protection for pregnant women.
This document defines wages and benefits that must be provided to workers according to Bangladesh labor law. It discusses what is included in the definition of wages, such as overtime pay and termination benefits. It also outlines required benefits like paid leave, holidays, and retirement payments. The document specifies rules for paying wages, permissible deductions, and procedures that must be followed for issues like fines and dismissal. Non-compliance could result in lower worker income, dissatisfaction, and even unrest. The key responsibilities of both employers and workers are also reviewed.
The document discusses India's Maternity Benefit Act of 1961, which was passed to protect the dignity of motherhood by providing health protections and leave for women employees during pregnancy and after childbirth. The key provisions include:
1) Employers cannot require women to work during the six weeks after delivery, miscarriage or abortion.
2) Women are entitled to paid maternity leave at their normal wages for the period before and after delivery.
3) The act provides other benefits like medical bonuses, leaves for miscarriage or illness, and nursing breaks.
4) Establishments with 50+ employees must provide on-site crèche facilities.
Study analysis on Maternity Benefit Act :he Act regulates employment of women in certain establishments for a certain period before and after child birth and provides for maternity and other benefits. The Act applies to mines, factories, circus, industry, plantation and shops and establishments employing ten or more persons, except employees covered under the Employees State Insurance act, 1948.
This document outlines Philippine civil service leave policies and procedures. It discusses entitlement to annual vacation and sick leave, computation of leave credits, various types of leave (vacation, sick, maternity), and conversion of leave credits between teaching and non-teaching positions. Key points include employees earning 15 days each of vacation and sick leave annually, leave credits computed based on 24 days of actual service, and formulas for converting leave credits when transferring between teaching and non-teaching roles.
The Maternity Benefit Act, 1961 applies to establishments with 10 or more employees. It provides that a woman must work for 80 days in the 12 months before her expected delivery date to be eligible for maternity benefits. Eligible women are entitled to 12 weeks of paid maternity leave, of which not more than six weeks can be before the expected delivery date. Maternity benefits are paid at the woman's average daily wage rate and include allowances but not bonuses or overtime. Employers cannot employ a woman for six weeks after delivery, miscarriage, or abortion. The Act also provides for nursing breaks, medical bonuses, leave for tubectomy, and prohibits dismissal for pregnancy-related absence.
The document summarizes the Maternity Benefit Act of 1961 in India. The key points are:
1. The Act provides maternity benefits like maternity leave, wages, nursing breaks etc. to regulate women's employment around childbirth and protect motherhood.
2. It applies to establishments with 10 or more employees. Benefits include 26 weeks of paid maternity leave (8 weeks before and 18 weeks after delivery) and monetary compensation for miscarriages.
3. Employers must provide certain facilities like light work during pregnancy, no discrimination during leave, and are penalized for non-compliance through fines or imprisonment.
The Maternity Benefit Act 1961 aims to regulate the employment of women during pregnancy and after childbirth. It provides for maternity leave, wages, and other benefits. Key provisions include:
- Women are entitled to 26 weeks of paid maternity leave, including 8 weeks before and after delivery.
- Employers cannot dismiss a woman or give her notice of dismissal during her absence on maternity leave.
- Women are entitled to medical bonus of Rs. 3,500 if the employer does not provide pre-natal and post-natal care free of charge.
- Employers with over 50 employees must provide childcare facilities. Women can breastfeed children under 15 months with two additional breaks per day
The Maternity Benefit Act, aims to regulate of employment of women employees in certain establishments for certain periods before and after child birth and provides for maternity and certain other benefits.
The Maternity Benefit Act, 1961 (with latest amendments)Rashi Shukla
Maternity Benefit Act, 1961 is a boon for the working women in the sense that they don’t have job insecurity during their maternity period. This act regulate the employment of women & provide maternity & other benefits to them.
This document is the Bangladesh Gazette containing an act passed by parliament related to export processing zones and workers' rights. Some key points:
- The act aims to establish rules around worker recruitment, relations between employers and workers, determining minimum wages, wage payments, termination of workers, worker health/safety and more.
- It also aims to establish worker welfare boards and amend existing laws related to export processing zone worker welfare boards and industrial relations.
- The act contains provisions related to definitions, establishment of an export processing zone labor court, and labor appellate tribunal to resolve disputes. It outlines rights and responsibilities of workers and employers.
This document discusses various labor standards related to child and young workers, forced labor, non-discrimination, and harassment and abuse. It defines key terms like child labor, young worker, forced labor, and provides details on age restrictions and exceptions. It also summarizes relevant ILO conventions and Bangladeshi labor law provisions. Examples of non-compliance are given for each topic. Consequences of violations are outlined, such as negative health impacts on children, restricted freedom, and decreased motivation and productivity for workers subjected to forced labor or discrimination.
This document outlines labor laws regarding employment and termination in Bangladesh. It defines different types of workers such as permanent, temporary, apprentice, etc. and specifies their probation periods. It discusses rules for terminating employment such as notice periods and severance pay. Grounds for termination without notice like misconduct are mentioned. The document also discusses leave, holidays, and other service conditions for workers.
The document discusses labor laws regarding working hours in Bangladesh. It outlines the following rules:
- Adult workers are allowed a maximum of 10 hours per day including 2 hours of overtime, and 60 hours per week including overtime.
- Workers must be provided breaks of at least 1 hour for over 6 hours of work, or 30 minutes for over 5 hours of work, or 1-2 intervals for over 8 hours of work.
- Weekly holidays must be provided, and compensatory holidays if work is required on a weekly holiday.
- Female workers cannot work between 10pm-6am without consent.
- Excessive hours, working holidays, late night work for women without consent, and short
The document discusses trade unions and industrial disputes under Bangladeshi labor law. It defines key terms like trade union, collective bargaining agent, and industrial dispute. It outlines workers' and employers' rights to form and join trade unions. It describes the registration process for trade unions and reasons for cancellation. It also lists unfair labor practices by workers and employers. The document discusses the process for raising an industrial dispute and the conciliation process to resolve disputes.
This document summarizes the key requirements for first aid facilities in organizations according to Bangladesh labor law. It states that every organization must have a dedicated first aid area or room that is properly equipped based on the number of employees. It provides details on the minimum medical staff, equipment, and supplies required for first aid rooms and health centers in organizations with over 5,000 employees. Proper documentation and safety measures are also mandated.
The document summarizes the formation and responsibilities of workplace safety committees according to Bangladesh Labor Law 2015. Key points include:
1. Every workplace or industry with 50 or more employees must form a workplace safety committee.
2. The committee is responsible for ensuring workplace safety and health compliance, identifying hazards, providing training to workers, and making recommendations to management.
3. The composition of the committee is specified, including representation from both workers and management. Election procedures and timelines for forming the committee are also outlined.
The document discusses electrical safety issues in facilities and provides guidelines. It states that all electrical equipment must be properly grounded, installed, and maintained to prevent hazards. Facilities must obtain approval of their electrical systems from authorized personnel before operation. Regular inspections and testing are required to ensure electrical safety. Unauthorized people should not perform electrical work. Signs must be posted regarding electrical hazards and accidents must be reported.
The document outlines components and requirements for means of escape from buildings according to the Bangladesh National Building Code. It defines means of escape as a continuous, unobstructed path from any building point to a street, roof, or refuge area. Means of escape consist of exit access, exits, and exit discharge. Components include stairways, ramps, corridors, balconies, and fire escapes. Requirements include minimum widths for corridors, stairways, and doors. The number of required exits depends on occupant load, with the maximum travel distance to an exit being 45 meters.
This document lists 405 individuals associated with buying houses in Bangladesh. It provides their names, titles, company names, addresses, phone numbers, fax numbers and email addresses. The information is organized in lists from A-I with multiple individuals listed under each letter.
The document summarizes numerous violations of Bangladeshi labor laws and regulations by a factory. It identifies issues in seven areas - documentation, working hours, compensation, child labor/young employees, forced labor/disciplinary measures, freedom of association and collective bargaining, and health and safety. Some of the key violations include failure to update boiler licenses, provide proper documentation to workers, maintain legal working hours or provide legally required overtime pay and benefits.
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सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
2. 03.11.2015 Seite 2
No employer shall knowingly employ a woman and no
woman shall work during the eight weeks immediately
following the day of her delivery.
No employer shall employ any woman for doing any
work likely to adversely affect her health, if:
Maternity Benefit
a) the employer has reason to believe, or if she has informed him, that she is
likely to deliver a child within ten weeks;
b) to the knowledge of the employer, she has delivered a child within the
preceding ten weeks.
Employment of women workers is prohibited during
a certain period after delivery.
Section 45 of BLL’06
2
3. 03.11.2015 Seite 3
Right to, and liability for, payment of
maternity benefit: Every woman employed in
the establishment shall be entitled to maternity
benefit of 8 weeks preceding the expected day
of her delivery and 8 weeks immediately
following the day of her delivery.
To be entitled to maternity benefit, a woman
needs to work for the employer for at least six
months immediately preceding the day of her
delivery.
Despite working for more than six months a
woman is not entitled to maternity benefit if
she has two or more surviving children.
Maternity Benefit
Entitlement of maternity benefit
Section 46 of BLL’06
3
4. 03.11.2015 Seite 4
Procedure regarding payment of maternity
benefit: Any pregnant woman entitled to
maternity benefit under this act may, on any day,
give notice either orally or in writing to her
employer that she expects to be confined within
the next eight weeks. She may nominate a person
to receive payment of maternity benefit in case of
her death.
If not given such notice, and she has delivered a
child, she shall give similar notice to her employer
within seven days that she has given birth to a
child.
Maternity Benefit
Payment of maternity benefit (I)
Section 47 of BLL’06
4
5. 03.11.2015 Seite 5
Amount of maternity benefit:
Under this act, the maternity benefit is payable at the rate of daily, weekly or
monthly average wages, as the case may be, calculated in the manner laid down
in sub-section (2), and such payment shall be made wholly in cash.
For the purpose of sub-section (1) the daily, weekly or monthly average wages, as
the case may be, shall be calculated by dividing the total wages earned by the
woman during the three months immediately preceding the date on which she
gives notice under this Act by the number of days she actually worked during the
period.
Maternity Benefit
Payment of maternity benefit (II) Section 48 (1) of BLL’06
Section 48 (2) of BLL’06
5
6. 03.11.2015 Seite 6
Example of Ms. Ratna, Asst. Sewing Machine Operator (Grade – 7)
Expected date of delivery : March 25, 2014
Planning to go for Maternity Leave from 27 January, 2014
Month No. of
working
days
Leave Actual
working
days
Salary
earned
(Tk.)
O.T Pay
(Tk.)
Attendance
Bonus (Tk.)
Total
Wages
Earned
(Tk.)
October
2013
24 01 23 3,140 404 2,100 5,644
November
2013
25 -- 25 3,140 -- 200 3,340
December
2013
26 -- 26 5,440 -- 200 5,640
74 14,624
Maternity Benefit
Calculation of maternity benefit (I)
6
7. 03.11.2015 Seite 7
Total wages earned during the previous three months
---------------------------------------------------------------------------- x 112 days
No. of days she actually worked during those three months
Tk. 14,624 ÷ 74 = Tk. 197.62
Tk111.36 x 112 days = Tk. 22,133.62
Payment of Maternity Benefit for 16 weeks
Maternity Benefit
Calculation of maternity benefit (II)
7
8. 03.11.2015 Seite 8
Workers‘ Responsibilities
Female workers should
• Inform management at least 08 weeks but preferably 10 weeks before the expected
date of delivery and apply for maternity leave in prescribed form with all
supporting documents
• Submit the delivery certificate to the management after having given birth
8
9. 03.11.2015 Seite 9
Consequences of no maternity benefit
• Workers are financially affected
• No rest before and after having given birth may affect the health of the mother
and her baby
• Productivity is lower when no rest is taken
• Not granting maternity benefits is a major violation of the law and the factory
risks to loose business with buyers
• Workers may leave to work for a factory where maternity benefit is paid as per
law; it causes higher turnover rate, and factory has to hire new workers‘ who
initially need training
9