Trade unionism and bd

Trade Unionism
M. A. Bashar
Associate Professor
Management Studies
University of Chittagong

Trade Unionism in Bangladesh: A historical context
• The history of industrial relations system of this
country can be traced back to the Trade Union
Act, 1926 introduced by British rulers. The main
purpose of the Act was to provide for the
registration of trade unions and in certain
respects, define the law relating to registered
trade unions. But the Act did not contain any
provision regarding strikes. In 1929 the Trade
Disputes Act put restrictions on strikes in public
utility services. The Act provided for the
establishment of tribunals to adjudicate upon the
labor disputes. In 1947 the Industrial Disputes Act
placed the conciliation and adjudication
machinery for the settlement of industrial disput

Trade Unionism
• The East Pakistan Trade Unions Act, 1965 was enacted
repealing the Trade Unions Act, 1926. But the Act
could not facilitate healthy growth of trade unions as it
was more restrictive on the freedom of association
and right to organize. The period between 1947 and
1969 was thus marked by a host of repressive laws and
witnessed labor agitation and wide spread industrial
unrest. Subsequently, the Labor Disputes Act, 1965
and Trade Unions Act, 1965 were integrated into one
law, namely Industrial Relations Ordinance, 1969,
which made provisions for recognition of collective
bargaining agents for establishment or group of
establishments. Thus the Ordinance was a landmark
development in the evolution of collective bargaining
in Bangladesh.

Trade Unionism
• After its independence in 1971, Bangladesh adopted
labor laws and policies that prevailed during colonial
era and the Pakistani period. However, the new
government of Bangladesh declared a labor policy in
1972, which recommended reduction of trade union
activities in welfare organizations. The right to strike
and collective bargaining in the nationalized industries
was prohibited for six months by Presidential order no.
55 in May 1972. In 1973, the right to strike and
lockout, as granted by IRO, 1969 was withdrawn.
Meanwhile the “Emergency Power Ordinance, 1974’
was promulgated and the rules formulated under the
Ordinance completely suspended the democratic
rights of workers by prohibiting trade union activities
such as strikes, lock-outs, collective bargaining

Trade Unionism
• The military regime of1975 imposed
restrictions on the rights of collective
bargaining and striking through Industrial
Relations (Regulation) Ordinance (IR(R)O),
1975. The Industrial Relations (Amendment)
Ordinance (IR(A)O), 1977 liberalized the Rights
of Freedom of Association to some extent.
Another improvement took place through
adoption of the Labour Policy of 1980, which
restored the right to freedom of association to
a considerable extent

Trade Unionism
• The situation worsened again with the imposition
of martial law in 1982 when the military regime
proclaimed the Industrial Relations (Regulation)
Ordinance 1982 by which the government
suspended trade union activities, strikes, and
right of freedom of association till 1990.
• Since independence of Bangladesh, no major
development took place in the history of labor
legislation till the enactment of the Bangladesh
Labor Act, 2006. The Bangladesh Labor Act, 2006
is a major and comprehensive enactment
regarding industrial relation system partly as a
response to demand of stakeholders for
improving regulatory framework on trade union

Trade Unionism
• The period between 2001 and 2006 saw great
achievements, with a huge consultation process
on labor law reform to enact an updated,
consolidated and unified version of labor laws.
These began to be implemented in October 2006.
After proclamation of Emergency on 11 January
2007, political and trade union activities,
including rallies and demonstrations were again
banned. During the Emergency that lasted 23
months, trade unions and collective bargaining
were prohibited and the determination of
collective bargaining agent could not be made

Legal Framework: Trade Unionism
• Bangladesh Labor Act 2006. The Act recognizes
both right of workers to join trade unions and the
right of employers to join associations.
• Section 176 of the Bangladesh Labor Act 2006
provides that every worker has the right to
constitute a trade union and to join an
association of their choosing.
• However, the Act does not cover home workers,
EPZs, and agricultural workers. Besides legal
restrictions, administrative manipulations,
especially in private industries and informal
sectors, prevent the workers from enjoying the
right to be organized

Trade Unionism
• In order to be registered, a trade union must
have a minimum membership of 30 percent of
the total number of workers employed in any
establishment or group of establishments in
which it is formed.
• Section 176(c) of the Act provides that trade
unions shall have the right to establish and
join federations and any such union or
federation shall have the right to affiliate with
international organizations and
confederations of workers’ organization

Trade Unionism
• The Bangladesh Labor Act 2006 provides for registration of
trade unions with a view to rendering lawful organization
of labor to enable collective bargaining. Through its
registration, the trade union acquires certain benefits
including legal existence as an entity separate from its
members. Workers’ trade unions are registered with the
Registrar of Trade Unions, after fulfilling a number of
requirements, listed in the Act. However, certificate of
registration is issued by the Director of Labor.
• Registration of trade union confers a legal existence as an
entity separate from its members. According to section
194(1), a registered trade union is a statutory body with
legal entity and consequently it can own property, enter
into contract, sue and be sued by the name in which it is
registered. Section 192 provides that no trade union, which
is unregistered or whose registration has been cancelled
shall function as a trade union.

Trade Unionism
According to the Section 190 of the Act DOL to
cancel the certificate of registration under
well defined circumstances- After a satisfied
investigation DOL submits an application to
the labor court seeking permission to cancel
such registration. The DOL can cancel the TU
within 30 days of from the date of receiving
permission.
However, The section 191 argues that any
aggrieved person can seek decision from LAT
within 30 days of receiving cancellation.

Trade Unionism: Structure of TU
• Three levels of TU in Bangladesh
Basic trade union: TU at plant level
Industrial Federation: consists of some basic
trade unions
National Federation: can be consists of basic,
industry or through grand alliance

Trade Unionism: Labor code 2006
• 176. Trade unions of workers and employers : Subject to the provisions
of this Chapter,XIII
(a) workers, without distinction whatsoever, shall have the right to form
trade union primarily for the purpose of regulating the relations between
workers and employers or workers and workers and, subject to the
constitution of the union concerned, to joint trade union of their own
choosing; (b) Employers, without distinction whatsoever, shall have the
right form trade union primarily for the purpose of regulating the
relations between employers and workers or employers and employers
and, subject to the constitution of the union concerned, to join trade
union of their own choosing; and (c) Trade unions of workers and
employers shall have the right to form and join federations and any such
union and federation shall have the right to affiliate with any international
organization and confederation of worker’s or employers organization. (d)
Trade unions and employers’ associations shall have the right to draw up
their constitutions and rules, to elect their representatives in full freedom,
to organize their administration and activities and to formulate their
programmers;

177. Application for registration : Any trade union may, under the signature
of its president and secretary, apply for registration of the trade union to
trade unions of the concerned area under this chapter.
178. Requirements for application : (1) An application for registration of a
trade union shall be made to the director of Labour or to the officer
authorized in this behalf.(2) The application shall be accompanied by-
(a) a statement showing-
(i) the name of the trade union and the address of its head office;
(ii) date of formation of the union;
(iii) the names, ages, addresses, occupations and the posts in the union of the
officers of the trade union;
(iv) statement of total paid membership;
(v) the name of the establishment to which the trade union relates and the
total number of member- unions;
(vi) in case of a federation of trade unions, the name, addresses and
registration numbers of member-unions;

• (b) three copies of the constitution of the trade union
together with a copy of the resolution by the members of the
trade union adopting such constitution bearing the signature
of the Chairman of the meeting;
(c) a copy of the resolution by the members of the trade union
authorizing its president and secretary to apply for its
registration; and (d) in case of a federation of trade unions a
copy of the resolution from each of the constituent unions
agreeing to become a member of the federation
• (3) The Director of Labour or the officer authorized in this
behalf shall, or receipt of an application under sub-section (1),
forthwith send a copy thereof along with the list of officers of
the union to the employer concerned for information

• 179. Requirements for registration : (1) A trade union shall not be
entitled to registration under this chapter unless the constitution thereof
provides for the following matters, namely:
(a) the name and address of the trade union;
(b) the objects for which the trade union has been formed;
(c) the manner in which a worker may become a member of the trade union
specifying therein that no worker shall be enrolled as its member unless
he applies in the form set out in the constitution declaring that he is not a
member of any other trade union;
(d) the sources of the fund of the trade union and statement of the purposes
for which such fund shall be applicable;
(e) the conditions under which a member shall be entitled to any benefit
assured by the on him;
(f) the maintenance of a list of the member of the trade union and of
adequate facilities for the inspection thereof by the officers and members
of the trade union;

(g) the manner in which the constitution shall be amended, varied or
rescinded;
(h) the safe custody of the funds of trade union, its annual, audit, the manner
of audit and adequate facilities for inspection of the books of account
by the officers and members of trade union;
(i) the manner in which the trade union may be dissolved;
(j) the manner of election of officers by the general body of the trade union
and the tem, not less than two years and not exceeding three years,
for which an officer may gold office;
(k) the number of members of the executive which shall not be less than five
and more than thirty-five as may be prescribed by rules;
(l) the procedure for expressing want of confidence in any officer of the trade
union; and
(m) the meetings of the executive and of the general body o the trade union,
so that the executive shall meet at least once in every three months
and the general body at least once every year.

(2) A trade union of workers shall not be entitled to registration under this
chapter unless it has a minimum membership of thirty percent of the total
number of workers employed in the establishment in which it is formed:
Provided that more than one establishments under the same employer,
which are allied to and connected with the another for the purpose of
carrying out the same industry irrespective of their place of situation, shall
be deemed to be one establishment for the purpose of this sub-section.
(3) Where any doubt or dispute arises as to whether any two or more
establishments are under the same employer or whether they are allied
to or connected with one another for the purpose of carrying on the same
industry the matter may be referred to the director of labour for decision
(4) Any person aggrieved by a decision of the director of labour under sub-
section (3), may, within thirty days of the decision, prefer an appeal to the
labour court; and the decision of the labour court shall be final

Trade Union Definitions
• Different scholars have defined a trade union in different ways. Sydney
and Beatrice Webb have defined a trade union as “a continuous
association of wage earners for the purpose of maintaining or improving
the conditions of their working lives”
• A trade union is also called as a labor union. A labor union is an
organization of workers who have banned or unified together to achieve
common goals such as better working conditions.
• The trade union, through its voluntary; bargains with the employer on
behalf of the union members and collective bargain with the employers.
This may include the negotiation of working conditions like wages, rules,
time, job security etc. the agreements are strictly negotiated by the union
leader on behalf of the whole trade union with the employers. In some
cases non member workers also bargain with the employer

Trade Unionism: Causes of organizing trade unions
• In earlier times when industry was on a small scale and the few apprentice
and craftsmen whom the master craftsmen employed usually lived with
him, conditions of employment and any grievances were easily discussed
individually or in small groups and quickly settled.
• Modern industry is very difficult. It is organized on a large a scale, and the
maintenance of the close direct relation between employee and employer
for the settling of differences is difficult. The status and security which
workers had in earlier communities have gone and in their place they
need the protection of trade unions.
• Considerably, to answer the question why trade unions are organized; we
have to say that, it is created to bargain and ensure the status, rights,
wages and demands of workers of the modern world of industry.
• Thus modern industrial policies are complex due to the expansion on
business; it is very much needed to have a group of people or volunteers
who actively work for the labor negotiations. So it is clear that trade
unions are growing rapidly in an economy because of the expansion of
business and economical growth

Trade Unionism: Objectives
Today’s world is globalized. So businesses are also globalized.
For this globalization businesses are expanding rapidly for
that reason the workforce in the industries is increasing
hugely. To maintain the whole work force alone by the
management is a very tough job. Trade unions are the only
way to manage, compliant, and control the labor force. Lots
of objectives are thereto organize trade unions. From the
workers point of view three important objectives of trade
union today are as follows:
1. To defend or improve the wages and working conditions of
workers and to bring about a change in the economic order.
2. To strengthen their (labor) bargaining power collectively to
establish and achieve all their rights.
3. To dully protect all other interest of the workers

Trade Unionism
From the management’s point of view the objectives as
written:
1.To reduce the number of negotiation
2. To specify work rules, disagreements and grievances
to give the better solution to workers claim.
3.To establish the efficient communication between
the employers and management to enforce the
predictable standards.
4. To enhance the overall organizational effectiveness
workers can also be sometimes inspired to form and
organize trade union

Trade Unionism: Limitations
Bangladesh is still known as a third world country. Though it is a poor
developing country, in this country Trade Unions have a lot of
unavoidable problems. Some of those are discussed below:
1.Lack of consciousness: The major numbers of members of trade union are
not actually completely aware about their legal rights and duties. That is
the reason they don’t know the favorable characteristics of trade unions.
That is why in Bangladesh trade unions are not strong enough to
complete the need of the economy.
2. Lack of Unity: trade union is actually a unity of the labor force for assuring
their need. But in Bangladesh trade unions are separated for political
influence. It is a shock that only for difference in political view, every
industry has at least three major parts of a single union.
3. Lack of knowledge: In our country the level of workers is not properly
educated. They don’t have enough knowledge about their rights and
duties. In this case trade union could be helpful very much to develop
workers KSA, but the whole level of workers is lack in knowledge. That is
why they don’t feel the need or contribution of trade unions; again trade
unions are banged here

Trade Unionism
4. Political influence: The most powerful and deep affecting barrier forthe
growth of trade union of Bangladesh is its political environment. Most of
the trade unions of Bangladesh are not free from the political influence.
Political leaders use the trade unions for illegal purposes. For this the
actual environment of trade union is not seen in Bangladesh. In
Bangladesh, trade unions work a part of political parties not as a free right
saving association.
5.Division of trade union: Bangladesh is a country where every organization
has more trade unions in name only. Those unions are driven by the
political leaders of various political parties. So a huge verity of problem
arises in the organizations. The overall productivity got down. Moreover
trade union cannot play its role perfectly. That is why disputes are created
and more division are created under different political wings

Trade Unionism: Impacts
Every association has impacts on management. Trade union has both positive
and negative impacts on management.
Positive impacts:
• Trade union plays a major role in creating ideal working conditions. It
creates pressure on management to do a favorable roster for workers.
• Trade union always helps management to create better policies for
workers and to plan effective production targets.
• Labors are treated fairly, only then they will maintain the working
standard. Trade unions negotiate for the standard wage and benefits with
the management.
• Trade union helps the management to make working environment more
active which increases the productivity as well as the profit.
• Political influence’s existence makes the trade union not to interfere in
management decisions.
• Trade union is hugely helping the management to cope with the
competition by motivating workers to produce more and implementing
management tactics.

Trade Unionism: Negative Impacts
• Trade unions creating more positions by the permission of management and
appointing more than need of workers. It’s creating a surplus of manpower but
not of productivity.
• Trade union of Bangladesh bargains more than they understand because of the
limitations of their knowledge. So it becomes difficult to make any decision by
consulting with the TU. If don’t consult then they strike. It is the backend support
of politics what is creating them more powerful.
• Trade union is legal and it has the right to discuss with the management. That is
why TU think about its power. When they think they have equal power of
management then clashes are started.
• In companies labors are awarded for good work and threatened for bad work. But
if its punished then trade union interfere and don’t let to happen the punishment.
So it increases crime of the labors.
• Trade union leaders always try to save their interest first then the labor. And it is
always communicated that management body did the wrong. So this unethical
performance creates conflict between TU and managerial body.
• For the power of politics trade union always dishonor the management. They
don’t listen to them; don’t obey orders even set their compensations by their own.
All is because of the sick environment of politics of Bangladesh

Trade Unionism
Some recommendations for sound industrial relations in Bangladesh
• Strengthening bilateral collective bargaining for solving problems quickly and
effectively.
• Multiplicity of trade union creates the rivals in a union. So it must be reduced.
• Political involvement must be reduced. A trade union without the control of
politics only can be the way of all solution of the problems of management and
worker.
• Organization must support financially as trade unions support the worker, it will
change the motives of worker and will be more productive for company.
• Workers are less knowledgeable, so training programs under trade union should
be helpful to develop the skills of the workers.
• Trade union’s function should be increased and widened throughout the
organization. It will help workers to work voluntarily for organizational growth.
• Union leader must be given importance and encourage him many ways to play
positive role in the union as his power implications
• Trust is a big asset of an organization. If trust between workers and management
increases, productivity increases. This is the job of an effective trade union

• Trade Union Movement: Historical
Flash back

Trade Union Movement: Historical Flash back
• Trade Union Movement in Bangladesh has very long past. The beginning
of labour agitation in India was in Bengal. In 1860 in Bengal a noted
dramatics and social reform Dinbandhu Mitra along with some of his
journalist friends protested the inhuman working condition and hardship
of cultivation workers. He wrote a drama title Nil Darpan. A drama about
slave like behavior to worker by nil cultivator. drama had created a great
impact in the mind of people and social elite. people could realize
deplorable and inhuman condition of workers. This was beginning of labor
movement.
• Some years latter, in 1875 Sarobji Shapuri in Bombay made a protest
against poor working conditions of workers and brought to the notice of
the Secretary of State for India. The first Factory Commission was,
thereafter, appointed in 1875 and as a result the Factories Act,1881 was
enacted. But this Act did not reflect the aspiration of workers. There was
no provision about child labour and women workers. Another Factory
Commission was appointed in 1884. In the same year a conference of the
Bombay (presently Mumbai) factory workers organised by N.M. Lokhande
had demanded a complete day of rest on Sunday, half an hour recess each
working day, working hours between 6.30 a.m. to sunset, the payment of

Trade Unionism
• In 1889, in Bombay, workers of Spinning and Weaving Mills demanded
Sunday as holiday, regularity in the payment of wages and adequate
compensation in case of accident.*But , a further organise form trade
union activities in this region, India sub-continent has started beginning of
18th century. The trade union movement was than, generally led by
philanthropists and social reformers who organised workers and
protected them against inhuman working conditions. One of them was
Anusuyaben Sarabhai. She was daughter of a Mill Agent in Ahmedabad.
She had visited England and seen for herself the trade union activities
there. After return back to India in 1914, she began working among textile
workers and poorer sections of the society in Ahmedabad. She
established schools and welfare centers and worked for the betterment of
the workers and poor people.

Trade Unionism
• 1917, the workers of Ahmedabad Mills resorted to a strike in demand of an
increase in wages. Anusuyaben was among the leadership in that strike.
Ahmedabad textile workers organised themselves in a trade union under her
leadership December4,1917. The strike was in success and workers got a wage
increase. The first regular Union was formed in Ahmedabad in 1920 for the
Throstle Department Workers. This was followed by different trade or craft base
Unions. The same year another trade union was formed in Madras in the name of
Madras Labour Union. This was formed by B.P. Wadia under the leadership and
guidance of Dr. Mrs. Annie Besant. But the growth of trade union movement got
momentum at the end of the First World War.
• The growth of industry and trade had rise following the War. Many trade unions
were formed throughout India. There were a number of strikes during 1919 to
1922. Russian Bolshevik Revolution reactant in India, as it did elsewhere. The
Bolshevik triumph demonstrated that an organised working-class movement could
seize state power. The communist movement in India organised the workers in
trade union with object: first, to secure immediate goals such as higher salaries
and better working conditions; and ultimate goal to build a long range movement
that would topple the bourgeois state and free India from British rule

Trade Unionism
• This speeded up the pace of the trade union movement. In 1920 All-India
Trade Union Congress was formed. This was initiate by forces of different
ideology. The communist and also nationalist forces were there. Later
after independence of India the labour leader associated with National
Congress Party left AITUC and formed the Indian National Trade Union
Congress in 1947.
• The colonial ruler finally introduced Indian Trade Union Act, 1926. Before
that the Indian workers were denied the fundamental rights of freedom of
association. The Indian Trade Union act, 1926 was enacted with a view “
to provide for the registration of Trade Unions and in certain respects to
define the law relating to registered trade unions.”
• The right to strike and lock-out were ultimately recognise in India
indirectly under the provisions of the Indian Trade Dispute Act, 1929. The
act provided for adhoc Conciliation Board and Court of Inquiry for the
settlement of trade disputes. The Act prohibited strikes and lock-outs in
public utility services and general strikes affecting community as a whole

Trade Unionism
• In Pakistan era there were three main national centers in the then East
Pakistan – East Pakistan Federation of Labour Mazdoor Federation and
communist led Purbo Pakistan Sramik Federation. Beside these central
federations, Revolutionary Socialist Party (R.S.P.) led Chotkal Sramik
Federation had great significant role to organise jute mills workers. The
jute mills workers strikes in 1964 and 1967 were launched by this
industrial federation
Ever since the creation of Pakistan, quite a number of Labour Policies were
announced by almost each Government – the most democratic one was
Air Marshal Noor Khan’s Policy declared in 1969. When Industrial
Relations Ordinance 1969 was created after amalgamating Trade Unions
Act and Industrial Disputes Act. For the first time Minimum Wages
Ordinance 1969 was created fixing minimum wages for unskilled workers.
These were in back-drop of mass-upsurge against Pakistani military ruler
Gen. Ayub Khan and Ghearo movement of workers to realise their
demands.

Trade Unionism
• The mass upsurge – student, worker and political movement combined
force Gen. Ayub to step down and the new military ruler had promised to
give democracy, free and fair parliament elections and trade union rights.
By these Gherao movement old trade union leadership was up-rooted and
a new, more political oriented leadership has emerged. The three new
national centers were formed, Jatiyo Sramik League, Trade Union Kendra
and Sangjukta Sramik Federation of three political parties respectively
Awamy League, CPB and Samjbadi Dal (former RSP). Various political
parties attempted to gain strength from workers and their organisation.
This became of more unions and fragmentation of trade union movement
thus started. At final phase of liberation struggle workers and trade union
movement has played a great role. In March 1971, civil disobedience
movement against Pakistani Military ruler, trade unions had played an
important role, virtually they took over the management and executed
the order what they received from Bangobandhu Sheikh Mujibur Rahman

Trade Unionism
• After independence of Bangladesh, government has to take over the
industries and establishments those were abandoned when the owners
left Bangladesh for Pakistan. After independence the ownership structure
in the industrial sector was: Pakistani Private Ownership: 47% ,E.P.I.D.C:
34% ,Bangladeshi Owners: 18%, Foreign Owners: 1%, Abandoned
industries and E.P.I.D.C. together was 81% and was taken over in March,
1972 of which 77% were kept nationalised and the remaining 4% were
offered for sale. These taken over industries were put under different
sector corporation. Moreover Jute, Textile, Sugar and Financial
Institutions and big industries were nationalised. Suddenly trade unions
found them they had to play a big role to manage and run the industries
and establishments in absence of owner and manager for which they
were not prepared for. Eventually, though for time being they become
managers of many industries and establishments. Many self-seekers had
also join with trade unions to seek personal gain. In 1972, Bangladesh
adopted the Industrial Relations Ordinance 1969 with a view to regulating
labour relations and disputes in the country. The May Day, 1st May was
declare as national holiday.

Trade Unionism
• An Industrial Worker’s Wage Commission was
constituted in 1973 to fix up wage level and
other benefits for the industrial workers in
public sector. The State-owned Manufacturing
Industries Workers (Terms and Conditions of
Service) Act was enacted to implement the
wage scale and fringe benefits determined by
the wage commission

Trade Unions
• "Trade Union" means any combination, whether
temporary or permanent, formed primarily for the
purpose of regulating the relations between
workmen and employers or between workmen and
workmen, or between employers and employers, or
for imposing restrictive conditions on the conduct of
any trade or business
• Trade unions are formed to protect and promote the
interests of their members. Their primary function is
to protect the interests of workers against
discrimination and unfair labor practices.

Objectives
• Representation
• Negotiation
• Voice in decisions affecting workers
• Member services
(a) Education and training
(b) Legal assistance
(c) Financial discounts
(d) Welfare benefits

Functions of Trade unions
• (i) Militant functions
(a) To achieve higher wages and better working
conditions
(b) To raise the status of workers as a part of
industry
(c) To protect labors against victimization and
injustice

(ii) Fraternal functions
• To take up welfare measures for improving the
morale of workers
• To generate self confidence among workers
• To encourage sincerity and discipline among workers
• To provide opportunities for promotion and growth
• To protect women workers against discrimination

Importance Of Trade Unions
• Trade unions help in accelerated pace of economic
development in many ways as follows:
• by helping in the recruitment and selection of workers.
• by inculcating discipline among the workforce
• by enabling settlement of industrial disputes in a rational
manner
• by helping social adjustments. Workers have to adjust
themselves to the new working conditions, the new rules and
policies. Workers coming from different backgrounds may
become disorganized, unsatisfied and frustrated. Unions help
them in such adjustment.

Contd….
Social responsibilities of trade unions include:
• promoting and maintaining national
integration by reducing the number of
industrial disputes
• incorporating a sense of corporate social
responsibility in workers
• achieving industrial peace

Reasons for Joining Trade Unions
• Greater Bargaining Power
• Minimize Discrimination
• Sense of Security
• Sense of Participation
• Sense of Belongingness
• Platform for self expression
• Betterment of relationships

Causes of Industrial Disputes
The causes of industrial disputes can be broadly
classified into two categories:
• economic causes
The economic causes will include issues relating to
compensation like wages, bonus, allowances, and conditions
for work, working hours, leave and holidays without pay,
unjust layoffs and retrenchments.
• non-economic causes
The non economic factors will include
victimization of workers, ill treatment by staff
members, sympathetic strikes, political
factors, indiscipline etc.

Strikes
• A strike is a very powerful weapon used by trade
unions and other labor associations to get their
demands accepted. It generally involves quitting of
work by a group of workers for the purpose of
bringing the pressure on their employer so that their
demands get accepted. When workers collectively
cease to work in a particular industry, they are said
to be on strike.

According to Industrial Disputes Act 1947, a
strike is “a cessation of work by a body of
persons employed in an industry acting in
combination; or a concerted refusal of any
number of persons who are or have been so
employed to continue to work or to accept
employment; or a refusal under a common
understanding of any number of such persons
to continue to work or to accept
employment”.

Causes of strikes
• Strikes can occur because of the following reasons:
• Dissatisfaction with company policy
• Salary and incentive problems
• Increment not up to the mark
• Wrongful discharge or dismissal of workmen
• Withdrawal of any concession or privilege
• Hours of work and rest intervals
• Leaves with wages and holidays
• Bonus, profit sharing, Provident fund and gratuity
• Retrenchment of workmen and closure of establishment
• Dispute connected with minimum wages

TYPES OF STRIKE
• Economic Strike
• Sympathetic Strike
• General Strike
• Sit down Strike
• Slow Down Strike
• Sick-out (or sick-in )
• Wild cat strikes

Lockouts
• A lockout is a work stoppage in which an
employer prevents employees from working.
It is declared by employers to put pressure on
their workers. This is different from a strike, in
which employees refuse to work. Thus, a
lockout is employers’ weapon while a strike is
raised on part of employees.

PICKETING
• When workers are dissuaded from work by
stationing certain men at the factory gates,
such a step is known as picketing.
• Pickets are workers who are on strike that
stand at the entrance to their workplace.
• It is basically a method of drawing public
attention towards the fact that there is a
dispute between the management and
employees.

Contd….
The purpose of picketing is:
• to stop or persuade workers not to go to work
• to tell the public about the strike
• to persuade workers to take their union's side

GHERAO
• Gherao in Hindi means to surround
• It denotes a collective action initiated by a
group of workers under which members of
the management are prohibited from leaving
the industrial establishment premises by
workers who block the exit gates by forming
human barricades.
• The workers may gherao the members of the
management by blocking their exits and
forcing them to stay inside their cabins.

Contd…
• The main object of gherao is to inflict physical
and mental torture to the person being
gheraoed and hence this weapon disturbs the
industrial peace to a great extent.

Measures for Improving Industrial
Relations
• Workers’ Participation in Management
• Mutual Accommodation
The approach must be of mutual “give and take
rather than “take or leave.” The management
should be willing to co-operate rather than
blackmail the workers.

Contd…
• Sincere Implementation of Agreements
• Sound Personnel Policies
• Government’s Role
• Progressive Outlook

Trade Unionism
Project work – 01; Field tour
Identify nature, structure, objectives, functions, leadership process,
challenges, threats, and the problems of the following worker’s
associations-
• Group A: Worker’s Association in EPZ
• Group B: Workers Association in WASA
• Group C: Worker’s Association in Chittagong Port
• Group D: Worker’s Association in Amin Jute Mills
• Group E: Worker’s Association in Railway
Project work- 02
• Identify challenges, threats, and the problems of trade unions in
Bangladesh and suggest the policy recommendations onward.

Trade unionism and bd

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