Chapter 1
Introduction

Origin of the report
After Liberation when country's traditional items of export could not yield expected result, in late 70s the government and a section of entrepreneurs - young, educated and dynamic, began to emphasize on development of non-traditional items of export. By the year 1983, Ready-Made-Garment (RMG) emerged to be a non-traditional export oriented sector most promising in the socioeconomic context of the country. By that time, those entrepreneurs felt a necessity of sectoral trade body, non-government in nature, free from traditional bureaucracy, to help the RMG sector and to boost up the foreign exchange earnings of the country urgently needed at that time. Responding to that necessity, 19 (Nineteen) RMG manufacturers and exporters joined together and by their untiring efforts got Bangladesh Garment Manufacturers and Exporters Association (BGMEA) incorporated on February 20, 1983, Today 2400 small and medium scale privately owned garment factories, registered with BGMEA, spread in cluster over the EPZ and urban areas of Dhaka, Chittagong and Khulna, are manufacturing ready-made garments of varied specifications as per size and designs stipulated by the overseas buyers. Starting with a few items, the entrepreneurs in the RMG sector have widely diversified the product base ranging from ordinary shirt, T-shirt, trousers, shorts, pajama, ladie's wear and children's wear to sophisticated high value items like quality suits, branded jeans items, jackets-both cotton and leather, sweaters, embroidered wear etc.
Fetching only US $ 6.4 million in 1981, garment sector of the country has now become an over 2.5-billion-dollar-foreign-exchange-earner, enjoying the status of 5th largest garment exporter and largest shirt and T-shirt exporter to the EU and 6th largest apparel exporter to USA. Bangladesh now exports ready-made garments to as many as 30 countries of the world with EU as the major importer, followed by USA, the largest importing country.
Besides accounting for 66% of Bangladesh's total export earnings in 1995, this sector is employing about 1.2 million 1.2 million people of whom 90% are women. Ancillary industries producing cartons, polybags, woven labels, buttons, sewing thread, strapping band, gum tape etc. have emerged in large number with the growth of the sector. The RMG industry has helped the growth of the sectors like banking, insurance, shipping, hotel, tourism, road, transportation and railway container services etc. The sector in which the RMG has helped created the maximum prospect in the country in the textile sector - supply source of mother raw-material of RMG sector.
Knitwear is a growing industry in Bangladesh & similarly to woven apparel designs, gives a challenging & responsible career where the complex nature of the global fashion & Textile industries must be realized .The Knitwear Industry will meet the global challenge through their creative ability & sound background of commercial industrial & operational environments in which professional practice takes place with Bangladesh becoming one of the leading world suppliers of knitwear.
The exponential growth of Bangladesh Garments Manufacturing sectors now necessities the country to become Vertical & further growth in backward linkage in the Woven & Knit sector is essential to complete with China & India. So the impact of management system is absolutely crucial top sustained growth & future expansion of the garment industry though a well planning.

Objective: Effective HRM system for today’s & future in Garments Industry in Bangladesh.
Methodology:
* I collect both secondary and primary data. * I use both close and open system to collect data. Secondary data sources * Journal * Internet (Google ,Wikipedia) * Website (www.dkl.com) * Prospectors

Evaluation * Analysis the accurate information from both primary & secondary research. * Compare & contrast between different management systems in current use in the clothing Industry. * To follow the sequence of design on this management system through in creative innovation. * Evaluate & critically compare the use of systems in different contexts.

Background of the study
This report is prepared to fulfill the core requirement of course “Inturnship” to complete 4 year designed program BBA (Bachelor of Business Administration). I have prepared this report for our honorable MD. Anamul Habib Assistant Professor Southeast University. The primary goal of the internship is to provide a smooth transition from the student life to the corporate world. I have prepared this high valued report on a company where I served as an internee at the beginning and later on as a permanent employee. In my tenure of job in Dip Knitwear Limited, As a part of a large company I had easy access to their strategic planning and overall operational activities. Purpose of the Study
The Purpose of preparing this report is to apply HRM knowledge in the field of real business world. All these days we have learnt only few basics on how business works but the opportunity of being an intern in a famous company enabled me to get the touch of real. Limitations
When I am preparing the report that time I faced some limitations because I could not get the accurate information in such way. When I went to collect information for our survey that time I also faced some problem. Some of them were not interested to give information willingly. When I made interview with my director and manager and also executive then they did not provide their accurate internal information. So that was difficult to prepare report perfectly. On the other hand I didn’t get enough time to prepare this report and analyzing this report. Financial Budget is also an obstacle to prepare this report.

Chapter 2
Organizational Part

Organization structure and documentation system:
Our country major export is garment product. Now a day we are losing buyer due to quality and faze out of Quota system. So manufacturer are losing interest in woven and concentrate in to sweater.

Dip Knitwear Limited
House-323, Road-5
DOHS, Baridhara
Dhaka.

Factory
34-35,Chaydana
National University
Gazipur Sadar, Gazipur
Dhaka, Bangladesh
Tel: 880-2-9293333
Mob: 01195014419 01711048605
Fax: 880-2-9293334
E-Mail: info@dipknitwear.com

Organizational Structure of Dip Knitwear Limited

CHAIRMAN

Finishing incharge
Technician
QCM
PDS
Q/C
Store
Maintenance
Cutting
Sewing
W/S
Finishing
AFM
W/S/I
Technician
APM
P/M
S/M
A/M
A/M
Accounts
Purchase
Admin
Managing Director

Cutting In charge
Shift in charge
General Manager

Optr.
TS
TS
LS
LS
Optr.
Optr.
Optr.
TS
TS
LS
LS
LC
LC
APM / FI
Tech.
PM
FM
Knitting Section Organization

FM= FACTORY MANAGER
PM= PRODUCTION MANAGER
FL = FLOOR INCHARGE
LC = LINE CHIEF
LF= LINCE SUPERVISOR
OPTR. = OPERATOR.

BGMEA Registration No: 3529
Establish Date :June 2000.
This is a private Ltd. company. So there are some directors and a chairman accompanied by a managing director.

Product range of factory
Item Product : Pullover, Sweater, Cardigan.
Cardigan Stitch:
In cardigan stitch, the first course knits touch loops on the front bed and plain loops on the back. The next course is the opposite. The tuck stitches emphasis the plain loops. Cardigan is heavier and wider than 1x1 rib is followed by one with plain loops on the front bed and tuck loops on the back. The face side shows prominent wale ribs whilst the back looks like cardigan. the voluminous cardigan and half-cardigan structures are used mainly for this winter pullovers, scarf’s, and berets
Sweater:
Mostly sweaters are actually shaped on the knitting machine. The specification for each individual parts are programmed in to the knitting m/c which forms the shape as it is knit by adding on dropping stitch at the edge of each piece to wider or narrow it.
Fully fashioned garments can be distinguished by the special double stitches which re used to finish off the top edges and reduce the width of the garments parts.
Pullover:
Pullover is type of a sweater. There are lots of fabric used to make pullover such as 2 x 2 rib Half Milano, Double pique, rib Jacquard etc.

The Corresponding buyers:
Honorable Clients:
UK : Primark
France : Okidi, Casiono, Kora.
Germany : G.guldenpfennin, NKD. Bluhm-Koln.
Sweden : Ahlens
Italy : Groupo Coin SPA.

Design Section
In Rose factory there is a design section where.
The swerve flowing machines are available.
Knitting machines = 3gauge = 1 pcs = 5gg =1 pcs = 7gg = 1 pcs. Linking dial machine = 5 gg =1 pcs. = 6 gg = 1 pcs.

This section is sample room. In-charge of this room is Mr. Hasan. Here they develop the buyers design and getting the knitting specification. First of all they make the consumption , than they make knitting specification after that they knit a sample than if it is ok or approved by the corresponding buyer, it is ready to knit in bulk production.

Production steps from sample section to packing section.
Following machines are available: * Winding machine * Knitting machine * Linking machine * Washing Machine * Hydro Extractor * Dryer * Boiler * Steam Iron * Over lock machine. * Plain sewing machine. (For label attaching). *
Production Processing
Winding Section – Function of winding machine:
i. Bobbin preparation from big package to small package ( cone winding machine). ii.Yarn distribution unit- * Cone are stored * Delivered to knitted section

Knitting Section :
a) Each and every pant knitted here. i) Party every part knitted here. ii) Piece of every part knitted here. iii) Garment every parts knitted here.

b) First inspection section: * Each and every parts & Design checked * Out put: accepted parts only.

Linking section: * Back part and front part linking here. * Solder are joined between front and back parts. * Arm holes are joined between body and sleeve parts. * Necks are joined with bodies.
It is done by linking machine operator.
Function:
* Two piece of fabric linked.
* Loop for loop linked.
* Chain stitch done here (single/ Double Chain).
Trimmings Section:
Function : (i) Additional and excess lengths are cut. (ii) For beautification.

Second Inspection Section:
Full completed sweater rechecked in a light panel. (i) At the linking points. (ii) Measurements.
(Iii) .Washing Section:
Complete bodies are washed.
Hydro extractor washing – Excess water removed by this section.
Dryer Section:
Drying machine – Dry.

Boiler Section:
To general steam.
The capacity – 5 ton. - 1 ton - 2 ton.
Supply : * Washing machine. * Dryer machine. * Iron Machine.
- Over lock and label sewing machine:
- Plain machine only for sweater .
Third Inspection : * Label position. * Fabric quality / Defect less. * Measurement. *
Final Inspection: Final inspection, poly packing. As per buyer instruction , coating, prepared for shipment. Line set-up for every product:
Actually there is no line set up in sweater factory for production . There is only one type machine in a portion. It is like 3 gg machine together in a portion after that 5 gg and that 7 g. Actually buyer also give order on this basis.

Productivity of the factory.
Monthly capacity: 90,000 pcs. to 1,00,000 pcs per month.
It depends on design. If it is complicated design then the production down. Usually one worker makes 8 to 10 pcs of garment in a normal working hours in one day (normal design).
Rose sweaters Ltd follow optimum product mix. Optimum Product Mix is the product mix at which the profit of the enterprise is maximum. It is the stage at which, the enterprise is in a position that no adjustment in its product would enhance its profits. Rose Sweater Ltd. always tries to achieve the product mix which may produce maximum possible profits. For this the Rose Sweater Ltd. makes necessary change as in its product mix. Some product lines are dropped mix of the enterprise results in enhancing the profits of the profit of the company, some times such adjustment result in the fall in its profit.

The Production steps
In sweater factory operators knits the whole body including all the parts. for example one worker is first getting the knitting specification and than getting yarn & than doing the knitting. In knitting he / she can knit the front body or any thing else what he /she likes. But he / she have to knit the whole garment. In linking the same thing is following after that it goes to trimming or mending section after that it goes to wash. Than to attach label and all the trims. Than to iron and than poly and it kept in Cartoon than it is ready to ship.

Procedure of on time shipment
To get the final product to shop the garment. Rose Sweater Ltd. have some extra effort such as * No delay for sample approval. * No delay for yarn dyeing. * Calculate the production per day by doing test production. * Good quality maintenance * Good banking procedure. * Time to time correspondence with buyer etc.
Compliance issues of the factory:
I make a compliance audit check list to check out the compliance issues. After getting the information I think Rose sweater failed in compliance. The headings of my check list are as follows: * Child labor. * Forced labor. * Health and Safety. * Freedom of Association. * Discrimination. * Disciplinary practice. * Working hours. * Remuneration. * Environment. * Custom compliance. * Drug interdiction . * Management system. * Control of suppliers / sub contractors and sub suppliers. * Addressing concern and taking corrective action * Outside communication * Access for verification * Records.

Chapter# 3 Literature Review
HUMAN RESOURCE MANAGEMENT IN KNITWEAR GARMENTS INDUSTRY OF BANGLADESH.

Human resource planning is the process of an organization ensures that it has the right number & kinds of people, at the right places, at the right time , capable of effectively & efficiently completing those tasks that will help the organization achieve its overall objectives.
Human resource management is concerned with people activities , getting & keeping people which is the crucial part of H.R.M.

H.R.M. Is the process dealing with four functions:

1. Acquisitions function 2. Development function. 3. Motivation function 4. Maintain function.

Function of H.R.M. in Knitwear Garments Industry:
1. Quality of work life. * Job rotation. * Autonomy. * Counseling. * Recognition. * Belongingness * Progress & Development. * External award.

2. Productivity. * Capital investment. * Innovation. * learning

3. Readiness for changes.
H.R. MODEL

Appraisal

Motivation Personal Information

Job Analysis

Selection &styuffing
Organization Development
Employee assistant
H.R.MODEL

* Quality * Productivity * Readiness for changes.

H.R. Planning
Organization & job design
Job Satisfaction

Human Resource planning
[Right number of people what are required]
[The entire right place in the right position]
[Right capability & right personality is important]
[Right time]
[Right kind of job]

Job analysis
Job analysis is a systematic exploration the activities surrounding a job .It defines the jobs.

A. Duties B. Responsibilities C. Accountabilities.

Job Analysis consistence the three parts

a. Job description b. Job specification. c. Job evaluation.

2. The job analysis information hierarchy involves an eight -step process a. Elements b. B. Tasks. c. Duties d. Position e. Jobs f. Job families g. Occupation. h. Careers.

3. Six general techniques exit for obtaining job in formation.

a. Observation method. b. Individual interview method c. Group interview method d. Technical conference method diary method.

4. Two special job analysis process identified are- a. The department of Labors Functional Job Analysis. b. Purdue University Position Analysis Questionnaire.

5. Assess where we are going?
6. Future demands. a. Increase b. Decrease.

6. Future planning.
Recruitment is the discovering of potential application for actual or anticipated organizational vacancies. Certain influences constrain managers in determining recruiting sources.

a. Image of the organization b. Attractiveness of the job. c. Internal policies. d. Union requirement. e. Government requirement. f. Recruiting budgets. 3. Popular sources of recruiting employee included a. Internal search. b. Advertisement. c. Employee referrals./recommendation . d. Employment agencies. e. Temporary rental services f. Schools, colleges & Universities. g. Professional Organization h. Casual or unsolicited applications. i. External search.

4. In practice requirement methods appear to vary according to job level & skill. Proper selection can minimize the costs of replenishment * Ensuring more productive work force - right people can do the job property so productivity will be increased.

* Right person (proper selection ) * Person doing the right work / job and stay in organization * Sell the job ( He is motivated and happy /satisfied the job )

* The per son hire is successfully staying in the organization * Sell the job to the proper person .Make the job profile transparent in front of them.

The discrete selection process would include the following
a. Initial screening interview.
b. Completion of the application form.
C. Employment test.
d. Comprehensive interview.
a. Background investigation.
b. Physical examination.
c. Final employment decision.

To be an effective predictor, a selection device should a. Be reliable b. Be valid c. Predict a relevant criterion.

Training & development
Employee training has become increase important as jobs have become more sophisticated & influenced by technological Changes .
An effective training program should be consistent with the following learning principles.
A. Learning is enhanced when the learner is motivated.
B. Learning requires feedback.
C .Practice increases a learner’s performance.

The method of
A. Orientation.
B. Socialization.
Objective-
1. Formalize with the goal of the organization. 2. Formalize with the roles he should play. 3. Formalize with norms & rules.
4. Formalize with the value of an organization.
Industry training needs will evolve from asking these question – a. What are the factory goals b. What tasks must be completed to achieve these goals. c. What behavior are necessary for each job incumbent to complete his or her assigned tasks. d. What deficiencies ,If any , do incumbents have in the skills knowledge or attitude required to perform the necessary behaviors.

Formal training methods can be classified as
A. On-the job training. Including apprenticeships & job instruction training.
B. Off-the job training, including lectures, conference, documentary films,, simulation test & programmed instruction .

Management Development
It is contrast to employee to training ,It is more related to future development ,It focuses more on employee personal growth.
Methods of job developing techniques – a. On the job management development techniques include * Coaching * Understudy assignment * Job rotation * Committee assignments.

b. Off-the job management development techniques include

-Sensitivity training.
-Transactional analysis.
- Lecture courses.
-Simulation exercise. c. Critical to any training activity is proper effectiveness evaluation.

Classified as-
-Reactions of participants or managers.
-Test-retest method
- Pre post performance method Experimental -control method.

d. Evaluation criteria include reaction, learning, behavior, & results.
-1. Ask for reactions of the activities
-2. Retest method
-3. Training performance (Assess before & after training.)
-4. Experimental controlled method.

Career Development
Sequence of job position hold by a person in course of life time.
Sequence of job position can be change.
Training career path of the employee.

Objective
1. Ensure that necessary talent reasons in an organization (talent level what type of People in the organization.
2. Improves the organization ability to attract & retain high talent personnel.
3. Ensure that minorities & women will have opportunities for growth & Development.
4. Reduces employee frustration.
5. A career can be viewed as consisting of five stages. a. Exploration. b. Establishment. c. Mid-career d. Late career. e. Decline.
6. Effective organizational career development techniques include
a. Challenging initial jobs.
b. Dissemination of career opinion information.
c. Job posting.
d. Assessment centers.
f. Career development workshops
g. Continuing education & training.
h. Periodic job changes.
i. Sabbaticals.

7. Individual career development is a three – step self assessment process.
a. Identifying & organization skills , interest , work- related needs, & values.
b. Converting these inventories into general career fields & specific job goals.
c. Testing these possibilities against the realities of the of the organization or the job market.

8. Career opportunities appear to be good for the post –baby boom group:
a. There is a verity of suggestion that one can follow to get ahead.
b. Mobility seems to be issues.
c. Twelve careers have been identified as being promising in the next Decade. Motivation
Motivation is the willingness to do something to do something , conditioned by this action ability to satisfy some need .
1. Mallows Hierarchy of needs theory said there are five needs. Theses needs are in ascending order, basic needs, social needs; esteem needs, self –actualization.
2. McGregor proposed two alternatives sets of assumptions that managers hold about human motivation ,one basically negative ,the leveled theory X & the other basically positive he leveled theory Y . Y assumptions are more valid than theory X & that employee motivation would be maximized by giving workers greater job involvement & autonomy.

3. Expectancy theory-
1. What outcomes what of want?
2. How important this outcome?
3. What behavior is want to aware outcome?
4. How does employee access their success?
The most accurate model for explaining motivation is expectancy theory. This theory states that an individual desire to produce at any given time depends on his or her particular goals & perception of the relative worth of performance as a path to the attainment of these goals.
The four type of personalities discussed are; dominant , influencing , steady & careful.

Job design & Work scheduling
Related to job design. How your job design.The manner in which job tasks are designed & work is scheduled can influence the motivational level of employees.
The job enrichment allows workers to assume increased responsibility for planning & self evaluation of their work.
- Job rotation can act to motivate workers by diversifying their activities & offsetting the occurrence of boredom.
- The shorter work week.
- Flex –time increases motivation
- Home work
- Work sharing.

PERFORMANCE APPRAISALS:
Performance appraisals have many uses , such as allocating rewards , identifying areas where development efforts are need, & identifying criteria against which selection & development programs are validated.
Performance is defined in terms of effectiveness in terms of effectiveness , efficiency & personal data , such as measures of accidents , turnover , absences, tardiness

The appraisal process consists of six steps .
1 .Establish performance standards.
2. Communicate performance expectation to employees.
3. Measure actual performance. 4. Compare actual performance with standards. 5. Discuss the appraisal with the employee. 6. If necessary, initiate corrective action.

Employee can be against a. Absolute standards. b. Relative standards. c. Objectives.

Appraisal can be distorted by a. Leniency error b. Halo error. c. Similarity error d. Central tendency. e. Forcing information to –match performance criteria f. Low appraisal motivations.

BENEFITS & SERVICES
Benefits & services are a major HRM exercise expense, adding APPROXIMATELY 40 percent to the direct wage bill.
Industry required by law to provide Social Security insurance unemployment compensation & state disability plans.

Additional benefits that employee often provide include.
a. Pay for rest periods.
b. Pay for holiday.
c. Pay for vacation.
d. Pay for sick leaves.
e. Pay for leaves of absences.
f. Pension program.
g. capital accumulation programs.
h. Accident insurances
I. Life insurances. f. Health insurances.

Other services many employee provide include- a. Social recreational events. b. Counseling. c. Cultural activity. d. Credit unions. e. Housing. f. Discounts on purchases g. Tuition refunds for educational courses.

Discipline is a condition in the organization when employee conduct themselves in according with the organization rules & standards of acceptance behavior.

The most frequent discipline problems can be classified as related to a. Attendance b. On-the job behavior c. Dishonesty d. Outside activities.

Wherever discipline is imposed & the serenity of the action chosen should reflect the following contingency factors – a. Seriousness of the problem b. Duration of the problem. c. Frequency & nature of the problem. d. Employee work history. e. Extenuating circumferences. f. Degree of socialization. g. History of the organization discipline practices. h. Implementations of other employees. i. Management backing.

General guide lines in administration discipline include
a. Making disciplinary action corrective.
b. Making disciplinary action progressive.
Following the hot stove rule-discipline should be immediate provide\de ample warning, be consistent & be impersonal.

Disciplinary actions available to the manager include. a. Oral warning. b. Written warning. c. Suspense. d. Demotion. e. Pay cut. f. Dismissal.

Unionized employee creates special discipline problems because the quit- legal relationship developing out of the collective bargaining act to reduce management discretion in taking disciplinary action.

* Compliance Issue.

LABOUR STANDARD & WORKPLACE ENVIRONMENT IN APPAREL INDUSTRY.
COMPLENCE Issue will enlighten the particular following in the following areas:
GLOBAL COMPLENCE STANDARDS ARE - * STANDARDS OF SOCIAL ACCOUNTABILITY 8000(SA8000) * WRAP PRINCIPLES. * FLA CODE OF CONDUCT * OHSAS 18001 PRINCIPLES. * COMPLIANCE STANDARDS OF THE BUYERS.

COM PLIANCE AUDIT CHECK LIST
INTERNATIONAL OF SA 8000- * CHILD LABOUR. * FORCED LABOUR. * HEALTH & SAFETY. * FREEDOM OF ASSOCIATION /RIGHT TO BARGAIN COLECTIVELY. * DISCRIMINATION. * WORKING HOUR. * COMPENSATION. * MANAGEMENT SYSTEM.

INTERPRETATION OF WARP PRINCIPLKES – * ENVIRONMENT. * CUSTOMS COMPLIENCE. * DRUG INTERDICATION.

INTRODUCTION TO LABOUR STANDARDS
The setting of international labor standards, where international labor standards come from, is a unique legislative process involving governments, as well a employers & workers representatives from around the world.
The ILO” s mechanisms for international supervision of international labour standards are an acknowledged role model for their effectiveness & efficiency.
The results over the years are thousands of documented cases of improvement in situations involving matters ranging from infringements of basic civil rights principles to everyday conditions of work.
International labor standards are agreed under democratic principles by representatives of government, workers & employers of all the social & economic systems of the world .They are the global model for workplace rights & responsibilities .A such, it is the mission of the ILO is to promote their realization.

CORE EELEEMENTS OF LABOUR STANDARDS:
Core labor standards are international instruments defining a range human rights at work that provide a guide to civilized , dignified & sustainable workplace .They are universally applicable regardless of stage or nature of National development, & as such provided an important focus on the workplace & the conditions of work in the process of sustainable development.

CORE LABOUR STANDARDS- * FORCED LABOUR [1930], CONVENTION *29, RATIFIED BY 152 COUNTRIE.

* FREDOMK OF ASSOCIATION & PROTECTION OF THE ORTGANIZE [1948], CONVENTION # RATIFIED BY 128 COUNTRIES. * RIGHT TO ORGANISE & COLLECTIVE BARGAINNING [1949] ,CONVENTION @ 98, RATIFIED BY 146 CPOUNTRIES.

* EQUAL REMUNERATION [1951], CONVENTION *100 , RATIFIED BY `147 COUNTRIES.RIGHT TO ORGANISE & COLLECTIVE BARGAINNING [1949] ,CONVENTION @98, RATIFIED BY 146 CPOUNTRIES.

* EQUAL REMUNERATION [1951], CONVENTION *100, RATIFIED BY `147 COUNTRIES.

* Abolition of Forced Labor, [1957] convention: 105 Ratified by 152 countries.

* Discrimination [1958], Convention: 111, Ratified by 142 countries.

* Minimize Age [1973] .Convention:138, Ratified by 88 countries.

[Note: Bangladesh ratified all above ILO Conventions.]

Labor standard : its relatively to apparel industry in bangladsh * Bangladesh ha ratified almost all core labor standards .However, freedom of association & right to bargaining are restricted in EPZ. * Bangladesh has fairly legal coverage for all core labor rights. * Key stakeholders [GOB Chambers, Development partners NGOs] are presently working together to implement all core labor standards in our industries.

APPLICABLE LAWS FOR RMG & TEXTILE:

THE FACTORY ACT, 1965- * Health & Safety. * Safety. * Welfare. * Working hours for adults. * Employment of young workers. * Leave & holidays with wages. * Penalties & procedure.

* The Employment of Labor [Standing] act, 1965] . * The Employment [Record of Services] Rules: 1957]. * The Payment of Wages Act: 1936. * The minimum wages Ordinance, 1961. * The worker compensation Act, 1923. * The Maternity Benefit Act, 1939. * The Industrial Relations Ordinance, 1969.

BEPZA INSTRUCTION: 1 OF 1989. * Service record. * Leave & Holiday. * Termination .discipline & Grievance Procedure, Penalties. * Dismissal from Service, Enquiry Procedure Suspension. * Lay off, Stoppage of Work, etc .Provident fund. * Welfare: Washing facilities, First Aid, Rest Room. * Canteen, etc. * Payment of Wages, festival bonuses etc.

BEPZA INSTRUCTION: 2 OF 1989. * Minimum wages & other Benefit’s.
Environmental Polices & Legislation. * National environmental police [1992] * National Environmental Action Program[1992] * Forest policy [1994] * Forestry Master Plan [1993-2012] * Environment Conservation Act [1995] * Environment Conservation Rules [1997]. * Environment court. * Draft national Conservation Strategy. * National Environment Management Action Plan [NEMAP]
In order to implement one of the strategies suggested ,the ministry OF Commerce ,GOB has undertaken a programmed titled :Post MFA Actions Program for Capacity Building of RMG & Textile Sector. Under this program, a project has been initiated by the Ministry of Commerce named Skill & Quality Development Project [SQDP] in collaboration with the Export Promotion Bureau [EPB] Under this project 10.000 employees of RMG & Textiles sector will be in different areas.

Initially, the Ministry of Commerce in collaboration with Export promotion Bureau has identified three major areas as follows.
1. Productivity management.
2. Quality management.
3. Compliance norms.
SA STANDARDS: * CHILD LABOUR. * FORCED LABOUR. * HEALTH & SAFETY.

Historical Development of SA 8000 The Council Economic Priorities Expedition Agency CEPAA, founded in 1997 , is working to address the growing concern among consumers about labor conditions around the world. CEPAA’ s affiliate ,the Council of Economic Priorities – a 30 – year old corporate socials responsibility research institute – carried out a series studies on workplace codes of conduct. The studies found to the inconsistencies among workplace codes of conduct ,CEPAA has developed a standard , Social Accountability 8000. Social Accountability 8000
SA 8000 standard first introduced in 1997 & revised in2001.
SA 8000 is an auditable standard for third party verification.
A on October 31 ,2003 , about 3100 organizations in 38 countries have been certified to SA 8000 ,Number of companies certified in Bangladesh. During this period are two.

International Accountability SAI 8000:2001
Social Accountability International [SAI]
220 East 23 rd Street Suit 605
New York, NY 10010,
USA.

Major Global Initiatives - * SA 800 SOCIAL ACOUNTABILITY. * WARP PRINCIPLES. * FIA WORKPLACE CODE OF CXONDUCT. * OCCUPATIONAL HEALTH & SAFETY ASSESSMENT SERIES-OHSAS18001. * CLEAN CLOTHES CAMPAIGN [1998, DUTCH]. * ETHICAL TRADING ACTION INITIATIVES [UK]. * AVE SECTOR SOCIAL RESPONSIBILITY.[GERMANY].
This standard specifies requirements do social accountability to enable a company:

a. Develop, maintain & enforce policies & procedures in order to manage those issues which it can control or influences.
b. Demonstrate to interested parties that polices, procedures & particles are in Conformity with the requirements of this standard.

I. The requirements of this standard shall apply universally with regard to Geographic location, industry sector & company size. II. Normative Elements & Their Interpretation.
The company shall comply with national & other applicable law, other requirements to which the company subscribes & this standard .When national & other applicable law, other requirements to which the company subscri9bes & this standard address the same , that provision which is most stringent applies. The company shall also respect the principles of the following international instruments:

WORK PLACE ENVIRONMEN
The rationale of maintaining of a healthy workplace is an integral part of the management of people & central to the universal principles that drive quality & productivity & competitiveness .Successful organizations already realize that managing healthy workplace is an important management function.

CRITICAL ELEMENTS OF WORKPLACE ENVIRONRMWENT- * COMMUNICATION: Promote fair & constructive relationships among a management & employee. * WELFARE: Focus on employee needs & well – being. * DDRESSING CONSERN: Prevent or remove problems that can threaten the harmony of workplace environment. * RECOGNITION: Demonstrate through examples that employees are the single most important resources & give them legitimate honor & respect. * CARRER DEVELOPMENT: Initiative HRD & skill development initiatives as required.
ORGANIATIONS BUILDING BETTER ENVIRONMENT
Ergonomics is a fancy word for the science of arranging & adjusting the work environment to fir the employers body .We know that most causes of poor productivity ,poor quality & accidents are due to human error. Equipment objects & environmental characteristics influences human behavior .Optimal performance is obtained when products , equipped ,workstations & work methods are designed while keeping a man capabilities & limitations in consideration .Close harmony between equipment & people is the key success area for building a healthy.

FUTURE WORKPLACE FREE OF RECGNIZED HAZARDS. * Accommodation special needs: fitting equipment to body * Size, soft padding for standing workers.

We shall in respect of overtime work, be entitled to allowance at the rate of twice his ordinary rate of wages .Ref:sec.58 of the factories Act -1965. Besides these there are some provisions for Leave & Holidays in Bangladesh Labor Law which also may be treated as working facilities such as-

Annual Leave:
Every worker who has completed one year of continuous services in a factory, shall be allowed during the subsequent period of twelve months, leave with wages for a number of days calculated at the rate of-
If an adult ,one day for every twenty –two days of work performed by him during the previous period of twenty –two days of work performed by him during the previous period of twelve moths.
Provided that a period of leave shall be inclusive of any holiday, which may occur during such period.
If a worker , does not ,in any such period of twelve months take the leave to which he is entitled, either in whole or part , any such leave not taken by him shall be added to the leave t o be allowed to him in the succeeding period of twelve months.

Provided that a worker , if an adults shall cease tot earn any such leave when earned leave due to him amounts to twenty days .& if a child ,shall cease to earn any such leave when earned leave due to him amount to thirty days : Further provided that any leave applied fore by a worker but refused by a occupied or manager or his authorized officer for any reason shall be added to the credit of such worker beyond the aforesaid limit.
Ref: Sec 78 of the Factories Act-1965.

Festival leave:
1. Every worker shall be allowed to at least ten days festival holidays with wages in a year .The days & data’s for such festivals shall be fixed by the occupier or manager in such a manner as may be prescribed.
2. A worker may be required to work on any festival holiday, but two days additional compensation holidays with full pay & a substitute holiday shall be provided for his in that case. Ref: Sec 79 of the Factories act -11965.
Provided that sick leave or casual leave shall not be accumulated & carried forward to the succeeding year.
Ref: sec.80 of the Factories Act -1965.
Provided that sick leave or casual leave shall not be accumulated & carried forward to the succeeding year.
Ref: sec.80 of the Factories Act -1965.

Wage during leave or holiday periods-
For the leave or holidays allowed to a worker, he shall be paid.
In case of leave with all wages at the rate equal to the daily average of his full time earnings including dearness allowance , if any for the days on which he worked during the month immediately proceeding his leave, but excluding any overtime earnings & bonus.: and
In case of leave with half –average wages at the rate equal to half the daily average of his earnings calculated in the manner provided in clause
Ref: Sec 81 of the Factories Act -1965.

Payment in advance in certain case .Any worker who has been allowed leave for not less than four days in the case of an adult & five days ion the case of a child before his leave begins be paid the wages due for the period of the leave allowed Ref : Sec 82 of the factories Act -1965.
HEALTH & SAFETY-
1. Ventilization: The owner of the factory has to ensure – a. Adequate ventilation by the circulation of fresh air &
b. Such temperature as will secure to workers therein reasonable condition of comfort & prevent injury to health.
Ref: Sec .14 of the factories act 1965. 2.Lighting : The management of factory his to arrange sufficient light in each part of the factory p[remises where the workers are required to work or free movement of the worker .Ref : sec 18 of the factories Act -1965.

3.Drinking water : In each Factory there shall an arrangement for adequate supply of pure drinking water for workers .The quantity supplied daily shall be at least as many glass as there are workers.
In every factory effective arrange shall be made to provide & maintain at a suitable point conveniently situated for all workers employed their in , a sufficient supply of wholesome drinking water. All such points shall be legibly marked Drinking water in a language understood by the majority of the workers & no such point shall be situated within twenty feet of many washing place ,urinal or latrine unless a shorter distance is approved in writing by the Chief Inspector.
In every factory is approved in written by the Chief Inspector.
In every factory wherein more than two hundred & fifty workers are ordinarily employed ,provision shall be made f or cooling the drinking water during the hot weather by effective means & for distribution there of .
Ref: sec 19 of the F/Act -1965 & 25 of the Factories rule-1979.
4. Latrines:
Latrine accommodation shall be provided in every factory on the following scale- a. Where females are employed, there shall be at least one latrine for every 25 females. b. Where males are employed, there shall be at least one latrine for every 25 males.

Provided that, where the number of male employees exceeds 100.it shall be sufficient if there is one latrine for every 25 males up to the first 100 & one for every 50 thereafter.
Explanation: In calculating the number of latrines, any odd number of workers less than 25 or 50, as the case may be, shall be reckoned as25 or 50.
Ref” Sec 20 of the F/Act -1965 & 27 of the factories rules 11979.
5. Weight limits (max. To be handled by workers: No worker (Man, by hand or on head, unaided by another person any, material article ,total or appliance exceeding the following maximum limit in weight:

a. Adult male --------------68 ibs. b. Adult female -----------50 ibs. c. Adolescent male------40 ibs. d. Male child ---------------35 ibs. e. Female child ------------30 ibs.

No woman ,while she is pregnant ,shall be employed in any factory to lift , carry or move by hand .any material ,article ,tools , or compliance .
Ref: sec 48 of the factories Rules -1 1979/
6. Eye protection : The Govt. may in respect of any manufacturing process carried on in a factory ,by rules that effective screens of suitable goggles shall be provided for the protection of persons employed on or in the immediate vicinity of process which involves-
Risk of injury to the eyes from particles or fragments thrown off in the course of the process, or Risk to the eyes by reason of exposure to excessive heat.
Ref: sec .37 of the factories Act -1965.
7. Safety Officer [-Required for];’ There is no provision for safety officer in Bangladesh labor Law. But the Govt. declared by a notice through ministry of Home that in every factory there shall a safety officer from the retired personnel of Fire Service & Civil Defense the safety & security policy of the factory.
Ref: Clause 2.1 .13 of Notice from ministry of home.
8. Health & Safety: Health & safety Policy are described in details I Bangladesh labor Law through individual to chapters one fro health & Hygiene “ another I Safety .Ref : health & Hygiene [Sec 12 to 21 of the factories Act -1965 ] [ Sec .22 to 42 of the Factories Act .1`9965].
9. Health & Safety Policy : Bangladesh Labor law there is no specific working facilities .But from sec .50 to sec .76 working hours & conditions have been discussed & among them some of the conditions may be thread as working facilities such as –
10. First Aid Boxes: There shall in every factory or section of a factory be provided & maintained so as to be readily accessible during all working hours. First Aid Boxes or Cupboards equipped with the prescribed contents & the number of such boxes or Cupboards shall not be less than one for every one hundred fifty worker ordinarily employed in the factory. And all such boxes or cupboards shall be kept in change of responsible person who is trained in First Aid treatment & who shall always be available during the working hours of the factory.
Ref: Clause 1 & 2 Section 44 of factories Act 1965.
11.Notice regarding First Aid.: A notice shall fixed in every work room stating the name of person in charge of the first aid box or cupboard provided in respect of that room & such person shall wear badge so as to facilitate identification .Ref: Clause 3 of se .44 of Factories Act -1965.
12. Ambulance Room: In every factory wherein five hundred or more workers are employed, there shall be provided & maintained an ambulance room dispensary or the prescribed size containing the prescribed equipment or similar facilities in the charge of such medical & nursing staff as may be prescribe .Ref: Clause 4 sec.44 of Factories. Act -1965.
13. Canteens: In a factory where more than 250 ( Two Hundred fifty ) workers are ordinarily employed there shall an adequate canteen facilities. And the price of the foodstuff is to be fixed as non-profit business for workers.
Ref: Sec. 45 of Factories Act -1965.
14. Credits: In every wherein more than 50 woman workers are ordinarily employment there shall be provided & maintained a suitable crèches for the use of children under the age of sex years.
Such crèches shall provide adequate accommodation be adequately lighted ventilated & maintained in a clean & a sanitary condition & shall be under the charge of women trained or experienced in the care of children & infants.
Ref: Sec .47 of Factories Act -1965.

15. Safety consideration for dyeing Houses. There is no provision of safety consideration for Dyeing House covers by Bangladesh Labor Code.
16. Pay provision: The wages of every person employed upon or in –
A. Any factory or Industrial establishment upon or in which less than one thousand persons are employed shall be paid before the expiry of the seventh day.
B. All payment of wage shall be made on a working day.
c. All wages shall be paid in current coin or currency notes or in Bank checkup .Ref: sec 5 & 6 of the payment of wages Act -1965.
17 .Emergency Exists; There is no provision for Emergency Exit in Bangladesh Labor Code .But the Govt. declared through a notice from Ministry of Home that in every factory there shall 01 (one) or 2 (two) emergency stair /stairs for escape incase of fire .Ref: Clause 1 .1 1.8 of Notice no Ref. (Fire) –M-11 /97 (Part -1) -230 923) Dated o1-09-97 Circulated from ministry of Home.
18. Aisles & Passageways: A free passage –way giving excess to each means f of escapes in case of fire shall be maintained for the use of all workers in every room of the factory .
Ref : Clause 6 of sec .22 of the Factories Act -1965.
20. Fire extinguisher : IN factories having more than 1000 sqr ft. floor area & where fire may occur due to combustible materials other than inflammable liquids electrical equipment & ignitable metals soda acid or
Equivalent type of portable extinguishers at the rate of one for every 5000 sq ft. of area spaced at not more than 100 ft. apart subject to a minimum of one extinguisher shall be provided in addition to a minimum of one extinguisher shall be provided in addition to fire buckets.
Ref; Sub sec, 2 & 1 of sec 52 of Factories Rules-1965.
21. Elevated work Surface: There is no provision for elevated work surface in Bangladesh Labor Code.
22. Guard Rails:
Stair Ways: In every factory all floors stairs passages & gangways shall be sound construction & properly maintained & where it is necessary to ensure safety steeps stairs passages & shell be provide with substantial handrails
Ref: Sec 34 of the Factories Act -1965) There shall be at for fire precautions.
Ref: Clause 2.1 .25 of notices no Ref. (Fire) – M -11 /97 (Part -1) 230 (23) dated 01 .09.97 .Circulated from Ministry of Home.
23. Boilers– Special considerations .There is no provision for Boilers – Special Consideration in Bangladesh Labor Law .But those factories having Boiler are to follow ,The Boilers Act-1923.
C. Forced Labor.
We have no low as yet on this subject. D. FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE BARGAINING;
See of 3 Industrial Relations Ordinance .1969 deals with freedom of Association & the right to collective bargaining & the workers are allowed through their trade unions to bargain with their employers” concerning employment or the conditions of work of any person.”
E.DISCRIMINATION:
There in no low concerning this matter in Bangladesh.
F.BENEFITS:
1. Provident Fund – Employers responsibilities:
2. Employees Sate Insurance.
3. Others.
As per particular .Labor laws of Bangladesh normally there is no provi9sion for provident fund, employee’s state Insurance scheme for the benefit of the employee’s .But once it is introduced by mutual understanding between employees then it is mandatory.

COMPANY.
The entirely of any organization or business entity responsible for implementation the requirements of this standard, including all personnel.
Supplier / Sub-contractor.
A business entity which provides the company with goods & / or services.

Sub –supplier.
A business entity in the supply chain directly or indirectly provides the supplier with goods & / or service integral to, & utilized in /for, the production of the suppliers & /or companies goods & / or services.
Interested Party -
Individual or group concerned with or affected by the social performance of the company.
Child labor.
Definition of Child
Any persons less than 15 years of age ,unless local minimum age law stipulates a higher age for work or mandatory schooling ,ion which case the higher age in accordance with developing – country exceptions under ILO Conventions 138 , the lower age will apply.
Definition Of young worker.
Any worker over the age of a child & under the age of 18 can defined as young worker.
Definition of child labor.
Any work by a child younger than the age (S) specified in the above definition of a child except as provided for by ILO Recommendation 146 (See below)
Definition of a child labor:
All necessary support & actions to ensure the safety, health, education, & development of children who have been subjected to child labor, as defined & are dismissed.
Child Labor in the Industrial Area- * The company shall not engage in or support the use of child labor as defined above. * The company shall establishes ,document ,maintain & effectively communicate to personnel & other interested parties policies & procedures for redemption of children found to be working in situations which fit the definition of child labor above & shall provide adequate support to enable such children to attend & remain in school until no longer a child as defined above. * The company shall establish , document ,maintain & effectively communicate to personnel & other interested parties policies & procedures for promotion of education for children covered under ILO Recommendations 146 & young workers who are subject to local compulsory education laws or are attending school , including means to endure that no causes child or young worker is employed means to endure that no such child or young worker is employed during school hours & that combined hours of daily transportation ( to & form work & school) , school & work time does not exceed 10 hours a day.

* The company shall not expose children or young workers to situations in or outside of the workplace that are hazardous, unsafe, or unhealthy. RECOMMENDATION FOR THE FACTORY:

* Management knowledge on legal requirements. * Company policy on child labor. * Workers knowledge on company policy. * Procedure of non-engaging child labor. * Maintaining age related documents. * Maintaining workers personal files.

Forced Labor.
All work or service that is extracted from any person under the menace of any penalty for which said person has not offered him / herself voluntarily or for which such work or service is demanded as a means of repayment of debt.
Criteria of FORCED LABOUR.
The company shall not engage in or support the use of forced lab our , nor shall personnel be required to Lodge” deposits or identity papers upon commencing employment with the company.
Participants to verify- * Legal requirement maintained for young workers. * Visit young workers to assess situation. * Interview young workers.

HEALTH & SAFETY:
The company ,bearing in mind the prevailing knowledge of the industry & of any specific hazards ,shall provide a safe & healthy working environment & shall take adequate steps to prevent accidents & injury to heath arising out of ,associated with or occurring in the course of work , by minimizing so far is reasonably practicable , the causes of hazards inherent in the working environment.
If the Legal requirements known to management or not .Identified health & safety issues. Adequate steps to prevent accidents 7 injuries to be worked out & effectively implemented.

* The company shall appoint a senior management representative responsible for the health & safety of all personnel & accountable for the implementation of the Health & Safety elements of this standard.

* The company shall ensure that all personnel receive regular & recorded Health & Safety & that such training is repeated for new & reassigned personnel. * The company establishes systems to detect avoid or respond to potential threats to the health & safety of al personnel. * The company shall provide, for use by all, personnel, clean bathrooms, access to portable water & if appropriate, sanitary facilities for food storage. * Clean & adequate number of separate toilets & washing facilities. * Number & position of portable drinking water taps. * Safe & clean eating place & related facilities * The company shall ensure that, of provided for personnel, dormitory facilities are clean ,safe & meet the basic needs of the personnel.

Freedom of Association * The company shall respect the right of all personnel form & join trade unions of their choice& to bargain collectively. * The company shall ,in those situations in which the right to freedom of association & collective bargaining are restricted under law, facilitate parallel & collective bargaining are restricted under law , facilitate parallel means of independence & free association & bargaining for all such personnel. * For non- unionized company, does management facilities parallel means of independent & free association & bargaining. * The company shall ensure that representatives of such personnel are not subject of discrimination & that such representative has access to their members in the workplace. * He factory should have a written policies & procedures containing a no harassment, abuse or corporal punishment. * Policies & procedures formally communicated to all workers .Policies & procedure should be developed ,monitored & reviewed by senior management for effectiveness. DISCRIMINATION * The company shall not engage in or support discrimination in hiring , remuneration ,access to training ,promotion ,termination or retirement based on a race ,caster ,national ,origin ,religion ,disability ,gender ,sexual orientation ,union membership ,political affiliation or age. * The company shall not interfere with the exercise of the rights of personnel to observe tenets or practices or to meet needs relating to race ,caste , national origin ,religion ,disability ,gender sexual orientation ,union membership , or political affiliation. * Commitment of non-interference with exercise of the rights of personnel to observe tenets or practices ‘include with companies discrimination policy. Effectively communicated to workers. * The company shall not allow behavior, including gestures, language & physical contact that is sexually harassment, threatening, abusive or exploitative. * Any discrimination activity noticed or reported by any worker in respect of hiring ,remuneration ,benefits ,promotion or termination. Job restriction on ground of face ,caste ,gender, political affiliation ,age, pregnancy ,etc. reported or noticed.

Discriminated in awarding overtime work or any financial benefits .Pregnant workers denied work or terminated.

Working Hour. * The company shall comply with applicable laws & industry standards on working hours. The normal workweek shall be as defined by law but shall not on a regular basis exceed in every even –day period .all overtime work shall be reimbursed at a premium rate & under no circumstances shall exceed 12 hours per employee per week. * Other than as permitted inspection 7.3 (Below) ,overtime work shall be voluntary * Where the company is party to a collective bargaining agreement freely negotiated with worker organizations (as defined by the ILO ) representing a significant portion of its workforce ,it may require overtime work in accordance with such agreement to meet short –term business demand. Any such agreement5 must comply with the requirements of Section.

INTERPRETATION OFWRAP PRINCIPLES. * Laws & Workplace regulations. * Forced labor. * Child labor. * Harassment or abuse. * Compensation 7 benefits. * Hours of work. * Discrimination. * Health & Safety. * Freedom of association. * Customs compliance. * Drug interdiction. COMPENSATION: * The company shall ensure that wages paid for a standard working week shall always meet at least legal or industry , in minimum standards & shall be sufficient to meet basic needs personnel & to provide some discrimination income.

* The company shall ensure that deductions from wages are not made for disciplinary purposes & shall ensure that wages & benefits composition are detailed clearly & regularly for workers ,the company shall also ensure that wages & benefits are rendered in full compliance with all allocable laws & that remuneration is rendered either in cash or check from ,in a manner convenient to workers.

* The company shall ensure that labor – only contracting arrangements & false apprenticeship schemes are not undertaken in an effort to avoid fulfilling its obligations to personnel under applicable laws pertaining to labor & social security legislation & regulations.

Management System.
I. Policy
Top management shall define the companies policy for social accountability & labor conditions to ensure that it:
A. Includes commitment to conform to all requirements of this standard;
B. Includes a commitment to comply with national & other applicable law, other requirements to which the company subscribes & to respect the international instructions & their interpretation (as listed in Section II):
C. Includes a commitment to continual improvement.
D .Is effectively documented ,implemented ,maintained ,communicated & is accessible in a comprehensive from to all personnel ,including & staff ,directors ,executives ,management ,supervisor & staff whether directly employed ,contracted or otherwise representation the company.
E. Is publicly available.
II. Management & Review.
Top management shall periodically review the adequacy ,suitability & continuing effectiveness of the companies policy ,procedures & performance results visa -a –vise the requirements of this standa5rd & other requirements to which the company subscribes .System amendments & improvements shall be implemented where appropriate.

III. Company Representatives- * The company shall appoint a senior management representative who, irrespective of other responsibility, shall ensure that the requirements of this standard are met. * The company shall provide for non-management personnel to choose a representative from their group to facilities communication with senior management on matters related to this standard.

IV. Planning & Implementation.
The company shall ensure that the requirement of this standard are understand & implemented at will at all levels of the organization; method shall include ,but are not limited to : 1. Clear definition of roles, responsibilities & authority. 2. Training of new & /or temporary employees upon hiring. 3. Periodic training & awareness programs for existing employees. 4. Continuous monitoring of activities & results to demonstrate the effectiveness of systems implemented to meet the companies policy & the requirement of this standard.

V. Control of Supplier .Subcontractors & Sub –suppliers . * The company shall establish & maintain appropriates to evaluator select suppliers / subcontractors (& where appropriate, sub–suppliers) based on their ability to meet the requirements of this standard. * The company shall maintain appropriate records of suppliers / subcontracts ( & share appropriate ,sub-suppliers ) commitments to social accountability ,including , but not limited to the written commitment of these organizations to-

A. Conform to all requirements of this standard (Including this clause). B. Particular in the companies monitoring activities as requested. C. Promptly implemented remedial & corrective action to address any nonconformance identified against the requirements of this standard D. Promptly & completely inform the company of any & all relevant business relationship (S) with other suppliers /subcontracts & sub-suppliers.

* The company shall maintain reasonable evidence that the requirements of this standard are being met by suppliers a & subcontractors.

* In addition to the requirements of sections 9.6 & 9.7 above ,where the company receives handles or promotes goods & or services from suppliers /subcontractors or sub –supplier who are classified as home workers ,m the company shall take special steps to ensure that such home workers are a folded a similar level of protection steps as would be afforded to directly employed personnel under the requirements of this standard. Such special steps shall include but not limited to :

1. Incorporation of such a requirement in the companies purchasing contracts. 2. Establishing legally binding written purchasing contracts requiring conformance to minimum criteria (in accordance with the requirements of this standard. 3. Ensuring that the requirements of the written purchasing contract are understood & implemented by home workers& all other parties involved in the purchasing contract. 4. Maintaining on the company premises, comprehensive records detailing the identifies of the workers : ; the quantities of goods produced /services provided & / or hours worked by each home worker. 5. Frequent announced & unannounced monitoring activities of verify compliance with the terms of the written purchasing contract.

VI. Addressing Concerns & Taking Corrective Action.

* The company shall investigate ,address & respond to the concerns of employees & other interested parties with regard to conformance /non-conformance with the companies policy & /or the requirements of this standard ; t he company shall refrain from disciplining dismissing or otherwise discriminating against any employee for providing information concerning observance of the standard. * The company shall implement remedial & corrective action & allocate adequate resources appropriate to the nature & severity of any against the companies policy & /or the requirement of the standard.

VII. Outside Communication. * The company shall establish & maintain procedures to communicate regularly to all interested parties data & other information regarding performance against the requirements of this document ,including ,but not limited to ,the results of management reviews & monitoring activities.

VIII. Access or Verification. * Where required by contract , the company shall provide reasonable information & access to interested parties seeking top verify conformance to the requirements of this standard where further required by contract ,similar information & access shall also be afforded by the company’s suppliers & subcontractors through the incorporation of such a requirement in the companies purchasing contracts.

IX. Records.
The company shall maintain appropriate records to demonstrate conformance to the requirements of this standard.

WORLD WIDE RESPONSIBLE AOPAPREL PRODUCTION [WRAP]
Wrap was establishment in 1997 at the request of several members of the American Apparel & Footwear Association –AAFA .The AAFA claims to be the largest sewn product trade association in the United Status with over 700 member companies producing more than 85% of sewn product sold to wholesale in the U.S.A. WRAP manages a voluntary compliance program to certify whatever a parallel production facilities adhere to industry endorsed manufacturing principles. Till November 2003, 570 factories have been certified .The certificate is valid for 24 months.
Interpretation of WRAP Principles - Laws & workplace regulations – * Forced labor. * Child labor. * Harraseemen6t or abuse. * Compensation & Benefits. * Hours of work. * Discrimination of work. * Health & safety. * Freedom Of association. * Environment. * Customs compliance. * Drug interdiction.

Environment.
Manufacturing of SEWN products will comply with environment rules & regulations & standard applicable practices in all locations where they operate. * Environmental Polices & Legislation. * National environmental policy [1992]. * Forest policy [1994]. * Forest master plan [1993-2012]. * Environmental Conservation rules [1997]. * Environmental Court.. * Draft National Conservation Strategy. * National Environmental Management Action Plan [NEMA].

EMS Performance Indicators. * Patient legal requirements identified by the management. Known to management.. * Company’s Environmental issues identified. * Action plan for addressing environmental impacts effectively taken?. * Any action taken to converse energy, water, natural gas, etc. Disposable of old waste re- used or recycled.

CUSTOM COMPLIANCE: * MANUIFACTURES OF Sewn products will comply will comply with applicable Customs law& in particular, will establish & maintain programs to comply with customs laws regarding illegal transshipment of apparel. * Company should have a written policy on customs compliance for preventing Illegal transshipment. * Company should maintain an organized system for error-free documentation & maintain proper category & country of origin. * Company should secure its finished goods to prevent possible alteration, tampering or replacement during storage & shipping.. * Company should maintain necessary as required to demonstrate full
Compliance

Drug Interdiction/Security * Manufacturers of Sewn products will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments [e.g. drugs, explosives, biohazards & /or contraband). * Company should have a written policy addressing enforcement & drug prevention. * Company should design a qualified person with responsibility for communication, developing & monitoring. * Company should secure its premises to prevent the entry or shipment of illegal drugs. * Company should use only,: goods carries “committed to preventing the illegal shipment of drugs.

FAIR LABOUR ASSOCIATION [FLA]
FLA was born out of the Apparel Industry Partnership a diverse group of manufacturers ,consumer ,groups ,labor & human rights organizations & US universities ,brought together by the white House in August 1996 to address labor rights standards in the apparel & footwear sectors.
FLA has established an industry –wide code of conduct & associated monitoring system to hold companies publicly accountable for their labor practices & for the labor practices other principle contractors & suppliers the world .FLA certified is valid for 2 years & renewable.

FLA Workplace Code of conduct- * Forced labor. * Child labor. * Harassment discrimination. * Health & safety. * Freedom of association & collective bargaining. * Wages of work. * Overtime compensation.

Occupation health & Safety Assessment Serious [OHSA18001]
1999 is an oc8upation Health & safety Assessment Serious [OHSAS] for occupational health & safety [OH & management systems to enable an organizations to control OHSA & S risks & to improve performance .Much of the improvement is attributed to employee education & awareness of safety issues & understanding .this increased awareness has been the key factor for OHSA 18001 o0rganizations saving illegal expenses ,building damages , total & equipment damage ,product & materials damage & production delays & interruptions.
Buyers specific Compliance Standards.
Reputed International Bu8yers, Retailers & Distribution companies have their code & compliance standards & whenever they place order they use to enforce their own standards to the manufactures.
First party audit” Generally done by any management to determine the status of compliance & deadliness of the company.
Second party audit: By assigned an external consultant.
Third party audit: Generally conducted by certification body.
Guide to Auditor. * Auditor. * Maintain integrity, objectives & independence. * Ned excellent communications skills. * Need to know all contemporary labor issues & legislative requirements. * Be polite & friendly & friendly to our Audit tees.

Audit management & Reporting. * Collect evidence through interviews, examination of documents & observation of activities. * Non– conformities should be verified with Audit tees. * Audit reports/ documents should be prepared in a clear, concise manner & are supported by evidence. * Audit report should be handed over to the management for necessary action.
Certification Formalities:
[Once company is satisfied with Compliance Status]. * Apply to certification body. * Furnish information to certification body. * Sign the contract. * Certification body to notify assessment dates. * Face assessment audit.

Introduction to Global Compliance standard.
Sweatshop labor practice & workers exploitation are very common especially in the developing countries .Ion 1990 s continuous reports but Human Rights groups & Media in he USA & Europe created tremendous consumer concerns on sweatshop labor practices. The famous American Coffeehouse chain Standard was applied in 1995 when its outlets picketed because workers rights were abused in the Central American Coffee Fields.

Historical Development of Compliance Initiatives
Sweater labor practice & workers exploitation are very common especially in the developing countries .in 1990s continuous reports by human Rights Group & media in the USA & Europe created tremendous consumer concerns on sweatshop labor parties .The famous American Coffeehouse chain Starbucks was applied in 1995 when its outlets picked because workers rights were abused in the Central American Coffee Fields .
Nike ,Reebok ,Philip Van Husen ,The Gap , & other major companys have experienced numerous protest about conditions in factories abroad ,where their products were manufactured in sweatshop conditions .Now retailers & manufactures did not like to take risks damaging their reputation of their Brands ,in respect of workplace abuse .So they have developed compliance codes.
Bottoms Line Reality.
Compliance codes have become a fact of life for virtually all exports in Bangladesh to market produces in the developed countries.

SWEATSHOP CONDITIONS. * Minor children employed. * Longer hours working without extra benefits. * Industry –minimum wage not provided. * Forced to work to achieve production target. * Discriminatory treatment for males & females. * Union activity unlawfully restricted. * Pregnancy test mandatory for employment. * Leave & financial benefits grossly violated. * Health & safety ignored. * Unauthorized penalty frequently imposed. * No right to lodge complaints.

BANGLADESH FACTORY ACTS-
A. Wages & working Hours.
1. Minimum wages. As per minimum wage ordinance of Bangladesh for garment workers – minimum rate is Tk, 9320/= per month. .Provided that the Trainee /apprentice will get @ Tk 500 /=per month .their training period will be not more than three months .and after training they will be absorbed in grade no-7 in the concerned department & will enjoy the minimum wages @ 930/= per month .That is :

A. Basic wage =Tk. 600 /=.
B .House rent allowance =tk180/=
(30 % of basic wage) =150 /=
C. Medical allowance total = 930/=

Ref: BD Gazette -1994 as per section 3 & 5 of minimum wages ordinance 1961

2.Working hours : Normally hour is 08 (Eight ) over day & it may be up to 09 (Nine ) Hours but not more than 60 (Sixty ) Hours per day & it may be up to 09 (Nine ) hours but not more than 60 (Sixty ) hours in a week & on an average 56 hours per week in a year .Ref : sec -50 of factories Act 1965.

3. Underage workers : No child who was not completed 14 9 Fourteen) years of age shall be required or allowed to work in factory .
Ref : sec-66 of factories Act -1965.

4. Overtime Hours ; If any worker is required to work for more than 8 (Nine ) hours in a day or former than 48 hours in a week that will be treated as overtime hours ,provide that including overtime the total hours of work of an adult worker shall not exceed 10 (Ten) hours per week in a year.
Ref: Sec. 50 & 58 of Factories Act -1956.
5.Overtime pay; Where a worker works in factory for more than 9 (Nine ) hours in a day or more than 48 ( Forty eight ) hours in a week , he shall in respect of overtime work ,be entitled to allowance at the rate of twice his ordinary rate of his wages .Ref ; Sec -58 o f factories At -1965.

6. Special Law applying to woman : No women shall be allowed to work in a factory except between 7 am 7 8 pm .Provided that the government may ,be notification in the official gazette in respect of any class or classes of factory & for the whole year of any part there of decide the working hours for women between 5am & 8:30 pm .Ref ; sec -65 of factories Act -1965.

7.Special law Applying to Youth ; If any Child who has competed his 14 ( Fourteen ) years of age or any adolescent works in a factory , the manager of the factory has to keep the fitness certificates of that worker from certifying surgeon & chi8ld or adolescent worker has to carry a taken of fitness while on duty .No child or adolescent shall be required or allowed to work in a factory –

A. For more than 05 (five) hours in a day & B. Between the hours of 7 p.m. l & 7 am.

An the period of work of all children employed in a factory shall be limited sit in two shirts shifts which shall not overlap or spread over more than seven & half hours each .Ref : Sec -67 ,68 & 70 of factory Act -1965.

* Weekly Holiday : No adult worker shall be required or allowed to work in a factory on a Sunday or a Friday as the case may be unless – He / she has had or will have a holiday for a whole day ,or one of the three days immediately before or after that Sunday or Friday .

* Provided that no substitution shall be made which will result in any worker working for more than 10 (Ten) days consecutively without a holiday fro whole day .
Ref .51 of the factories Acct -1965.

* Compensatory weekly holiday: If any worker is deprived from weekly holiday he has to grant the equal number of compensatory holiday within that month or within next 02 (Two ) months .
Ref; sec 52 of the Factories Act -1965.

Intervals for rest or meal: No adult worker in a factory shall be liable to work either –
For more than six hour4s in anyone day unless he has been allowed an interval of at least one hour during that day for rest or meal;
For more than five hours in anyone day unless he has been allow in interval of at least half an hour during that say for rest or meal ; or for more than five hours during that say for rest or meal .or
For more than eight & half hours unless he has had an interval under clause (a) or two such intervals under clause (b) during that day rest or meal .
Ref; sec .54 of the Factories Act -1965.

Night Shift: Where an adult worker in a factory works on a shift which extends beyond midnight –
In this case holiday for a whole day shall mean a period of twenty – four consecutive hours beginning from the ends of this shift &
The following day for him shall be deemed to be the period of twenty – hour consecutive hours beginning from the end of this his shift & the hours he has worked after5 midnight shall be counted towards the previous day.
Ref: sec .56 f the factories Act -1965.

* Extra allowance for overtime; Where a worker works in a factory for more than nine hours in a day or more than forty eight hours in a week .

CONCLUTION

1. I want to recommend that in this garments should expand a Human resource Management .This department control that kinds of factor. The H.R.M. section Reviews the job design, compliance issue, productivity time & other relative Importance.
2. The industry can provide extra facility for the employee those who are want to
Learning for something. 1. Industry can also collect the graduates & other shill resources those who are educated in this sector. The educational Institute & the Industry can provide the student for research & internship serve in this sector. Those kinds of activity help the Apparel industry for upgrades in every time & match with the changing fashion business world.

2. In the product ion level we can apply the job rotation for reduce the boringness from the inner side of the worker. Effective communication & active motivation create a smart industrial environment in the garments.

References 1. Total quality Management guiding principle for application. Jack P.Peker. 3. Annual report 2010[DIP Knitwear Limited].

WEB Link: 1. www.wikipedia.com 2. www.google.com 3. www.dkl.com Bibliography: 1. Fink Arlene, How to Conduct Surveys: A Step-by-Step Guide , Second Edition: 2001, 2002
2. Knowledge Management Enterprise Resource Planning Systems - Daniel E. O’Leary, University of Southern California 3660 Trousdale Parkway, Los Angeles, CA 90089-1421, Oleary @ rcf.usc.edu 3. Doman Don, Market Research Made Easy (Self-Counsel Business), Fourth Edition: 2002, 2003