Working Condition

Wages

The minimum wage according to Bangladesh labour laws is TK 930 per month. Bangladesh garments workers are earning the following average monthly salary in

Garments workers in Bangladesh are trained on the job. Starting in the average age of 15 as unskilled helper they learn to work as machine operator by observing the skill workers and operating machines while the appointed worker is out of her seat. It takes two to three years to get skilled enough to be promoted to the position of an operator. Very few of the operators get further promotion as supervisor. Wages and overtime allowance are paid irregular.

Working hours, holidays and leaves

According to Bangladesh labour laws weekly working hours are not allowed to exceed 60 h (48 h regularly and 12 h possible overtime). Overtime premium, according to Bangladesh laws , is 100%.
Bangladesh worker have a right to one weekly holiday and a minimum of ....holidays per year as well as sick and maternity leaves.
Bangladesh garments workers (EPZ and non-EPZ) are working 12 to 14 h daily without weekly holidays. Overtime is frequent and compulsory. It is paid usually less than prescribed by law.
Maternity leaves of three month are granted only to the EPZ worker. Although the provision is there, non-EPZ worker have to fear loosing their job if they entertain this right, as some of them failed to join work after maternity leave. If a pregnant worker feels sick, she is allowed to take rest for a while or go home.
Sick leaves are granted depending on the management's good will and convenience.

Physical working environment

 Space
According to law, least five hundred cubic feet of space in the case of a factory built after the commencement of the Act; and at least three hundred fifty cubic feet of space in the case of a factory in existence on the date of the commencement of the Act shall be provided for each worker. Yet, the space allocated for one worker is barely enough to move their hands properly. National law as well as ILO recommendations are violated regularly.
 Ventilation
It is extremely hot in the factory halls and the number of fans allocated for the worker are insufficient. The air is polluted with fibre dust. Worker suffer from headache and lung problems. Thus national labour laws and ILO convention are violated.
 Sanitation
Toilet facilities are inadequate. On an average, there is one toilet per 200 worker. In EPZ there is one toilet per 50 female worker. The provision for separate toilets for male and female is not strictly followed (national labour law and ILO).
 Fire protection
Fire escapes are not easily reachable. Stairs and passages are used as packing place or storage. Most of the time the main entrance remain locked even during working hours. After years of complain and after over 120 worker died and several hundred injured in fire-related incidents since 1990, the owners association (BMEA) introduced evacuation plans and training as well as fire prevention training for guards. Nevertheless, the praxis of locking the main gate continues and most workers have not been introduced to evacuation procedures yet. Labour laws regarding fire safety are violated.

Mental working environment

 Sexual harassment and misbehaviour
A recent study among garments worker reveals that up to 20% of the female worker have been sexually harassed by male colleagues and supervisors.
To increase the work pace the garment workers are threatened, yelled at and insulted. Sometimes workers are not even informed about serious massages coming from their home as the management wants to avoid worker asking for a day's leave or leaving their workplace without permission.

Job security and rights

 Work contracts and appointment letters and identity cards
Most worker outside EPZ are working without formal working contracts and appointment letters. If workers are retrenched or fired they have no legal ground to claim outstanding wages and other rights guaranteed by law, like protection against unlawful dismissal, at least 14 days advanced notice etc..
Appointment letters and identity cards are therefore one of the major demands of the Unions and Federations as a precondition to access any guaranteed right. Without them the scope for Union work , although permitted by law, to support their members is very limited, as union worker within factories run high risk to be fired any time the owner notice their activity.