2.

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
 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.
 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withdrawn.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
 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
 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
 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

• 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

• 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.
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.

Structure of TU • Three levels of TU in Bangladesh

1. Basic trade union: TU at plant level
2. Industrial Federation: consists of some basic trade unions
3. 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;

14. Trade Unionism: Labor code 2006 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;
15. Trade Unionism: Labor code 2006 • (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

16. Trade Unionism: Labor code 2006 • 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;

17. Trade Unionism: Labor code 2006 (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.

18. Trade Unionism: Labor code 2006 (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

19. 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

20. 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

21. 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

22. 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

23. 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

24. 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

25. 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.
26. 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

27. 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

28. • Trade Union Movement: Historical Flash back

29. 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

30. 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.

31. 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

32. 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

33. 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.

34. 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

35. 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.

36. 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

37. 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.

38. Objectives • Representation • Negotiation • Voice in decisions affecting workers • Member

services (a) Education and training (b) Legal assistance (c) Financial discounts (d) Welfare
benefits

39. 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

40. (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

41. 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.

42. 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

43. 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
44. 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.

45. 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.

46. 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”.

47. 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

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

49. 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.

50. 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.

51. 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
52. 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.

53. 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.

54. 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.

55. Contd… • Sincere Implementation of Agreements • Sound Personnel Policies •

Government’s Role • Progressive Outlook

56. 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.