IR in bangladesh labour law Essay Example

established, which is further enhanced by respecting legal and voluntary obligations and avoiding the temptation to exaggerate minor issues. When government regulates employee relations, it becomes a third major force in determining industrial relations, along with the employer and union. Though it complicates human behavior to have all three forces interacting, government intervention helps by enforcing labor laws and prioritizing the goals of society over those of any individual party. This intervention also prevents problems from escalating, provides workers and employers with an outlet to express their grievances, and checks any arbitrary or capricious actions taken by management.Improving education among workers can increase their expectations for better rewards as their skills improve. In India, many industrial workers are illiterate and led by trade union leaders with their own interests. This problem can be resolved through better workers' education, which can provide them with a sense of responsibility towards their organizations and communities. In industries where labor costs are a major portion of the total expenses and the product is not a necessity, it becomes important to lower labor costs. This can result in a rise in employment and wages during prosperous periods but a decline in these during tough times leading to worker dissatisfaction and poor industrial relations. The scope of industrial relations includes developing and maintaining effective labor management relations, peace, and democracy in the industry. This can be achieved through protecting employee interests, providing reasonable wages and safe working conditions, implementing social security measures, maintaining strong trade unions, and improving workers' education.The development and maintenance of industrial peace, democracy, and collective bargaining can be achieved through various methods such as settlement of industrial

disputes via mutual understanding, evolution of statutory measures, formation of machineries like works committees and boards of conciliation, and worker participation in management while recognizing human rights. The key aspects of industrial relations comprise the promotion and development of healthy labor-management relations, maintenance of industrial peace, and growth of industrial democracy. The objectives of industrial relations are to safeguard both management and labor interests by establishing a cordial relationship between them, preventing disputes, ensuring full employment, reducing absenteeism, emphasizing labor-employer partnership to foster industrial democracy leading to profit sharing and employee personal development, providing better wages and living conditions to labor to minimize misunderstandings between management and labor. Finally, implementing government control over plants facing high losses or producing public interest products is necessary.Controlling and disciplining members to bridge the gap between various public factions and reshape complex social relationships emerging from technological advances is essential. The significance of healthy industrial relations lies in uninterrupted production, which ensures continuity of production, constant employment, optimum use of available resources, and a continuous flow of income. Additionally, cordial industrial relations reduce disputes such as strikes, lockouts, charges, and grievances by promoting industrial peace through co-operation. High morale is also a result of improved industrial relations, as employees feel like co-owners of the industry's profits. Inducing high morale motivates employees to work with high energy, as they feel their interests align with organizational interest.Employers must understand that sharing profits fairly with employees is crucial for maintaining positive industrial relations. The unity of thought and action between workers and management is a significant achievement for industrial peace. Effective industrial relations can lead to a mental revolution among employees, resulting

in a complete overhaul of their outlook. To achieve this, employees, employers and government should work together as partners in industry, in line with the principles of true democracy. A transformed outlook is essential for achieving lasting industrial peace. Cordial industrial relations discourage unfair practices by both management and unions. The formation of machineries through mutual understanding and negotiations can solve problems faced by all parties involved. This leads to the banning of unfair labor practices while promoting economic growth and development through increased efficiency and productivity.Industrial relations involve the implementation of labor laws to protect and promote employee welfare and prevent unfair practices. The principles of good industrial relations include addressing employee grievances, providing adequate working conditions, offering fair wages, providing training and education, establishing effective communication between employers and employees, developing employees to adapt to changes, contributing to economic development. The Bangladesh Labor Law 2006 replaced 25 scattered Acts and Ordinances with one updated code consisting of 354 sections in 21 chapters. This new law addresses unfair labor practices by employers through Section 195, which provides a list of prohibited activities.Any agreement made in a contract of employment that restricts a person's right to join or continue their membership with a trade union is prohibited. 2. Refusing to hire or dismissing someone because they are a trade union member or officer is not allowed. 3. Discrimination in any aspect of employment based on union membership status is prohibited. 4. Pressuring someone to join or leave a particular trade union is not allowed. 5. Intimidating or coercing a CAB officer to sign a memorandum of settlement is prohibited. 6. Interfering with the election balloting

for the CAB is not allowed. 7. Recruiting new workers during a legal strike is prohibited. The new law expands the list of unfair labor practices from eight to twelve, including these additional four activities by employers.Section 196 of the new labor law addresses unfair labor practices from workers. Such practices include willful failure to implement participation committee recommendations, ignoring communication related to industrial disputes from the CAB, transferring trade union officers, imposing illegal lockouts and encouraging participation in such actions.