Bangladesh is trying to establish itself as the next rising star in South Asia for foreign investment. The government has implemented a number of policy reforms designed to create a more open and competitive climate for private investment, both foreign and local. The country has a genuinely democratic system of government and enjoys political stability which is a sine qua non for ensuring a favorable climate for investment and sustained development.
The market-based economy of Bangladesh is the 46th largest in the world in nominal terms, and 33rd largest by purchasing power parity; it is classified among the Next Eleven emerging market economies and a Frontier market. According to the IMF, Bangladesh's economy is the second fastest growing major economy of 2016, with a rate of 7.1%. Dhaka and Chittagong are the principal financial centers of the country, being home to the Dhaka Stock Exchange and the Chittagong Stock Exchange. The financial sector of Bangladesh is the second largest in the subcontinent.
In 2016, per-capita income was estimated as per IMF data at US$3,840 (PPP) and US$1,466 (Nominal). In the decade since 2004, Bangladesh averaged a GDP growth of 6.5%, that has been largely driven by its exports of ready-made garments, remittances and the domestic agricultural sector. The country has pursued export-oriented industrialization, with its key export sectors include textiles, shipbuilding, fish and seafood, jute and leather goods. It has also developed self-sufficient industries in pharmaceuticals, steel and food processing. Bangladesh's telecommunication industry has witnessed rapid growth over the years, receiving high investment from foreign companies. Bangladesh also has substantial reserves of natural gas and is Asia's seventh largest gas producer. Offshore exploration activities are increasing in its maritime territory in the Bay of Bengal. It also has large deposits of limestone.
To support industrialization as well as healthy employment environment in the country, Bangladesh Government has introduced Bangladesh Labor Law in 2006. Later on there was an amendment in 2013. Recently, the Government has introduced Bangladesh labor Rules 2015 where clarification of major clauses of BLL 2006 & amendment 2013 has been incorporated.
This seminar is designed to enhance the basic knowledge about the HR practices & local employment laws of Bangladesh. The knowledge will enhance the credibility of HR professional to deal with employees, local agencies, local Government regarding employment issues.
(Face-to-face training with safe distancing and precautionary measures undertaken at our hotel venues which are certified SG Clean. We will continue to adopt a small class size for all our courses)
• To be acquainted with Bangladesh Labor Law for employment related rules and regulation.
• To be conversant about the HR practices of Bangladesh.
• To be confident in dealing with employment issues for Bangladesh location.
• To have knowledge on expatriate employment issues in Bangladesh.
• To ensure employee engagement and satisfaction for Bangladesh Business Unit.
HR Practices in Bangladesh
- Overview of HR Practices in Bangladesh
- Role of HR in Organization: Bangladesh Perspective
- Shape of HR in other people’s eye: Bangladesh Perspective
- Scope of HR in Business
- Status of alignment between HR strategy & Business Strategy in Bangladesh
Different Clauses of Bangladesh Labor Law 2006 and Labor Rules 2015
Chapter: CONDITIONS OF EMPLOYMENT AND SERVICE
- Clause-3. Conditions of service
- Clause- 3A. Registration of contracting agency
- Clause-4. Classification of workers and probation period
- Clause-5. Appointment letter and identity card
- Clause-6. Service book.
- Clause-10. Procedure for leave
- Clause-14. Calculation of “1 (one) year”, “6 (six) months” and “wages” in certain cases.
- Clause-19. Compensation for death
- Clause-22. Discharge from service
- Clause-23. Punishment for misconduct and conviction.
- Clause-24. Procedure of punishment
- Clause-25. Special provisions relating to fine
- Clause-26. Termination of employment of worker by an employer otherwise than by dismissal, etc
- Clause-27. Termination of employment by workers.
- Clause-28. Retirement of worker.
- Clause-29. Payment of Provident Fund
- Clause-30. Time for final payment of dues of worker
- Clause-33. Procedure of making complaint
Chapter: EMPLOYMENT OF ADOLESCENT WORKER
- Clause-34. Restrictions on employment of children and adolescents.
- Clause-35. Restriction on certain agreements in respect of children
- Clause-41. Working hour for adolescent.
Chapter: MATERNITY BENEFIT
- Clause-45. Prohibition of engagement of women worker in work in certain cases.
- Clause-46. Right to maternity benefit and liability for its payment
- Clause-47. Procedure regarding payment of maternity benefit
- Clause-48. Amount of maternity benefit.
Chapter: HEALTH AND HYGIENE
- Clause-52. Ventilation and temperature
- Clause-53. Dust and fume.
- Clause-54. Disposal of wastes and effluents
- Clause-57. Lighting
- Clause-58. Potable water
- Clause-59. 1[Toilets and washrooms].
- Clause-60. Dustbin and spittoon
- Clause-61. Safety of building and machinery.
- Clause-62. Precaution as to fire
- Clause-63. Fencing of machinery
- Clause-64. Work on or near machinery in motion
- Clause-67. Casing of new machinery
- Clause-72. Floors, stairs and passages
- Clause-74. Excessive weights
- Clause-75. Protection of eyes.
- Clause-78. Explosive or inflammable gas, dust, etc.
- Clause- 78A. Requirements to use personal safety equipments
Chapter: SPECIAL PROVISIONS RELATING TO HEALTH, HYGIENE AND SAFETY
- Clause-80. Notice to be given of any accident
- Clause-81. Notice of certain dangerous occurrences
- Clause-82. Notice of certain diseases.
- Clause-86. Providing information about dangerous building and machinery
- Clause-87. Restriction of employment of women in certain work
- Clause-89. First-aid appliances
- Clause-90. Maintenance of safety record book
- Clause- [90A. Constitution of Safety Committee
- Clause-91. Washing facilities
- Clause-92. Canteen
- Clause-93. Rest room, etc.
- Clause-94. Rooms for children
- Clause-99. Introduction of compulsory group insurance.
Chapter: WORKING HOUR AND LEAVE
- Clause-100. Daily working hour
- Clause-101. Interval for rest or meal
- Clause-102. Weekly working hours.
- Clause-103. Weekly holiday.
- Clause-104. Compensatory weekly holiday.
- Clause-106. Night shift
- Clause-108. Extra-allowance for overtime
- Clause-109. Limited hours of work for woman workers.
- Clause-110. Restrictions on double employment
- Clause-114. Closure of shops
- Clause-115. Casual leave.
- Clause-116. Sick leave
- Clause-117. Annual leave with wages
- Clause-118. Festival holidays
Chapter: WAGES AND PAYMENT THEREOF
- Clause-120. Special definition of wages
- Clause-121. Responsibility for payment of wages
- Clause-122. Fixation of wage-periods
- Clause-123. Time of payment of wages.
- Clause-124. Wages to be paid in current coin or currency notes, etc.
- Clause-125. Deductions which may be made from wages.
- Clause-132. Claims arising out of deductions from wages or delay in payment of wages
Chapter: COMPENSATION FOR INJURY CAUSED BY ACCIDENT
- Clause-150. Liability of the employer to pay compensation
- Clause-151. Amount of compensation
- Clause-152. Method of calculating wages.
- Clause-159. Report of fatal accident.
- Clause-161. Compensation in the case of a contract
Chapter: TRADE UNIONS AND INDUSTRIAL RELATIONS
- Clause-175. Special definition of worker
- Clause-176. Trade union of workers and employers.
- Clause-181. Registered trade unions to maintain register, etc.
- Clause-182. Registration
- Clause-183. Registration of trade unions in a group of establishments.
- Clause-202. Collective bargaining agent
- Clause-205. Participation committee
- Clause-206. Functions of the participation committee
Chapter: SETTLEMENT OF DISPUTE, LABOUR COURT, LABOUR APPELLATE TRIBUNAL, LEGAL PROCEEDINGS, ETC
- Clause-209. Raising of industrial dispute
- Clause-210. Settlement of industrial dispute
- Clause-211. Strike and lock-out
- Clause-212. Cessation of industrial dispute.
- Clause-227. Illegal strike and lock-out.
Chapter: PARTICIPATION OF WORKERS IN THE PROFIT OF THE COMPANIES
- Clause-233. Special definitions
- Clause-234. Establishment of Participation Fund and Welfare Fund
- Clause-235. Management of the Funds.
- Clause-236. Fine, recovery of money,
- Clause-240. Investment of Participation Fund
- Clause-241. Eligibility to benefits
- Clause-245. Exemption of income of the Funds from income tax
Chapter: PROVIDENT FUND
- Clause-264. Provident funds for workers in private sector establishments
Rules of Board of Investment regarding Expatriate
- Scope of Employment of foreign employees/ expatriate
- Quota for Expatriate
- Payment of Expatriate
- Employment Tax of expatriate
Who should attend
• HR Executives, HR Managers, HR Directors
• Responsible for dealing with HR issues related with Bangladesh Office
• Senior Management
• HR Business Partners
• Case Study
• Group exercise
• Case presentation
Benefits of Attending This Course:
After completion of the workshop participants will be able:
• To deal with HR issues related with Bangladesh Office lawfully and professionally.
• To communicate with different Government agencies confidently and correctly.
• To recruit, maintain, retain and separate employees of Bangladesh Office professionally and lawfully.
• To place foreign expatriate in Bangladesh Office in a right way.
• To ensure workplace security in Bangladesh as per employment law.
What questions this training programme provides answers to:
• What basic issues I need to know about employment Law?
• Which law is applicable for what type of employees in Bangladesh?
• How can I recruit and separate an employee according to Law?
• How can I set competitive Compensation in Bangladesh market?
• What are provisions for working hour, leave, holidays, wages, Tax etc?
Rupak Zaidi is a Training, Organization Development and HR specialist having more than 16 years of experience in different industries including Manufacturing, Service, Financial Institution and Government organizations. He had experience in working with an organization which had more than 50,000 workers in their 42 factories.
Rupak has assisted organization for preparation of Compliance Audit, setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, Competency Mapping for Human Resources, Organization Development for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions, an HR Auditor and has conducted training in different countries including Singapore, Malaysia, India, Nepal and Bangladesh.
Rupak possesses a Masters in Human Resource Management from the University of Dhaka and also obtained a Graduate Diploma in HRM as well as Graduate Diploma in Management Consulting.
• Date to be advised (1st Run)
Duration / Venue
• One day
• 9 am to 5:30 pm
• Mandarin Orchard Singapore or Sheraton Towers Singapore
A Certificate of Attendance will be awarded at the end of the course.
• S$ 850 for Community
• S$ 880 for Non-Subscribers
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options