Case-01. Mr.

Daud was a head Clark cum accountant under Jamed Finly Company Limited at
Khulna. He was employed there six years. However, his service was terminated allowing him
wages in lieu of 90 days notice. The company preferred his wages for the period in addition to
compensation at the rate of 14 days wages for every completed year or part thereof in excess of
six months. Mr. Daud has challenged the suspension to the Labor Court. Explain the legal
consequences.
Case-02. A welding worker, Nazimuddin sustained injury to his eye due to spark. He was
properly trained about safety and knew about the preventive measures. He was also provided all
necessary equipment and tools (i.e., goggles) to take protection from any harm caused at the
workplace. The company also exhibited a notice (in English) properly. The company wanted to
avoid the liability of such accidental compensation. But Mr. Nazimuddin challenged the decision
and on the case. Critically analyze the consequences from either side.
Case-03. A worker, Mr. Johir of an industry establishment went on leave but remained absent
from duties without permission for a period exceeding 10 days whereupon the employer by
notice terminated his service by issuing a notice as We find that you are granted casual leave
for two days, with effect from 14/02/2016 to 15/02/2016. Subsequently, you pray for one month
leave with effect from 16/02/2016 to 15/03/2016. On ground of your illness and you did not join
your workplace after the end of the leave. Moreover, since you had failed to return within 10
days from the date of expiry of leave, you had been terminated under the section-23, BLC-2006.
You may collect your dues from our accounts department on any day during office hours. Mr.
Jahir challenged the action before Labor Court. Explain the consequences under the provisions of
BLC-2006.
Case-04. Mr. Fariduddin, a skilled machinist, was injured during the shifting a machine belt. As
a result of the accident, his lefty leg was fractured severely. It was so rigorous that he is unable to
bend his knee. He can neither walk nor run. But he can walk with the help of stick or crutch.
Thus, he can visit a few distance. As a result the physician registered, Mr. Farid unfit for any
active physical work as a machine operator. The employer wants to compensate Mr. Farid
complying all legal-social-ethical imperatives and thus shifting an example of pioneer in the
compensation world. Construct an exemplary policy framework for the company.

Case-05. Mr. Rofiq works as a permanent worker of ABC group of industry. The management
stopped monthly wages since January 2016. He comes to you to discuss about the realization of
his due wages. Draft a letter on behalf of Mr. Rofiq.
Case-06. In an establishment here are three registered trade union X, Y & Z. out of which X is a
CBA (collective bargaining agent).Z is submitted the 6 point demand to the management but the
management no heed to it. What is the remedy available to Z?
Case-07. The owner of an industrial plant wants to prepare appeal to labor appellate tribunal
about the award of first labor court, Chittagong. Draft a letter for advice to him with reference to
provision of Bangladesh labor law 2006.
Case-08. Mr. Kuddus, a worker, was returning home by his companys bus. On the way he got
down, later he met an accident while the crossing the road. And was seriously injured.is he
entitled to get compensation from the company?
Case-9. X, Y, Z Sramik union is the only union of ABC factory.it has its member more then 1/3
of the total number workers employed in the factory. Examine whether this union can claim the
status of CBA under the act of Bangladesh labor law 2006.
Case-10. Mr. Monju a worker of Surma manufacturing company was severely hurt but the
exploration of boiler & admitted into hospital where doctor said that he had lost his one hand & a
foot. How would you determine compensation?
Case-11. Mr. Tausif was a worker of finishing department of a factory & as a result of hid tribe
by the worker of waving department of his factory, the management has to close the power of
finishing department & subsequently the worker are affected by such closer and not paid by the
management for the stick period.do the action is valid in the eyes of law?
Case-12. One Mr. Hasem, who was a worker of Jamuna & co, went to leave but remain absent
from duties for a period of 10 days. After the expiry an authorized leaves hence the employers by
notice. Terminated his Lyn by his service. Examine the validity of termination of Lyn and
discussed the effects of authorized leave.
Case-13. A worker is charged shitted for misconduct asks to reply within two days of the receipt
of the same. Just on receiver of a reply the employer dismissed the worker .discussed the legality
of the employer.

Case-14.Mr. Karim is a general secretary of a resisted trade union .recently he has been transfer
in another unit & accordingly he has made over changes of his duties. Can Mr. Karim raise an
industrial dispute now?
Case-15. Mamun, age 13 years has been serving as a canteen boy over 3 years in Hafij jute miles
Ltd, Khalispur Khulna. While returning to factory canteen from the house of DGM near by the
factory premises. He was stuck by a bullet & die on the spot.
Can Mamuns heirs claim compensation on the ground that he had died arising out of an in the
course of employment?
Case solutions:
Case-1: Under section-26(1) of the Bangladesh Labor Law-2006, the employment of a
permanent worker may be terminated by the employer, otherwise, than in the manner provided
else-where in this chapter, by giving to him in writing(a) one hundred and twenty days notice, if he is a monthly rated worker;
Besides, according to subsection-3 of section-26, where an employer intends to terminate the
employment of a worker without any notice, he may do so by paying to the worker, wages in lieu
of the notice, which is required to be given under sub-section (1), as the case may be.
Under section-26(4), where the employment of a permanent worker is terminated under this
section, he shall be paid by the employer compensation at the rate of thirty days wages for every
completed year of service or gratuity, if any; whichever is higher, in addition to any other benefit
to which he may be entitled under this act.
In this case, Dauud had been working for six years at James Finly Company Ltd. in Khulna. But
the company terminated his employment without any reason. The company can terminate the
employment of a permanent worker by giving a notice of 120 days or paying wages to him in
lieu of 120 days notice at the rate of 30 days wage for every completed year in addition to the
compensation. But the James Finly Company Ltd. terminated his employment allowing him
wages in lieu of 90 days notice at the rate of 14 days wages. So, they have violated the
provisions of section-26 of the Bangladesh Labor Law-2006. So, obviously Dauud will win over
this case.