Industrial Relations

PGD-HRM (BIM)

1/1/2015
 Chapter-1.Name=Industrial Relations
Qus: Meaning and Concept of Industrial Relations [2014-1.a; 2013-1.a; 2012-1.a; 2011-1.a; 2010]
Ans: In the term Industrial Relation, „Industry‟ means any productive work or more specifically
production process and „Relation‟ is human relation in the production process. Many scholars and
specialists defined Industrial Relation from their own perspective.
In normal sense, the relationship between the owner and the employees is called industrial relation.
But industrial relation is not that the relationship only exists between owner and employees. Industrial
relation is accumulation of seven type‘s relationship. That is:
o Relationship between worker and machine
o Relationship between workers to workers
o Relationship between owner and workers
o Relationship between owners to owners
o The relation between the state and the unions
o The relation between the various unions
o The relation between the employers and the government.
Henry Richardson: Industrial Relation is an art of living together for productivity.
Prof. John T. Dunlop: Industrial Relation as a sum total of relationship between workers, their
organization, managers and government or law.
W.V. Owen & H.V. Finston: ―Industrial relations deals with people at work or that industrial relations
is concerned with many problems related to employer- employee relation‖

HRM & Industrial Relations

From the above it stands that Industrial or Labor Management Relation comprises of all the issues of
industrial life connected with wages, conditions of work and work place, trade unionism, industrial
hazards, fatigue, monotony, absenteeism, labor turnover, productivity, collective bargaining and the like.
Industrial relations is treated as a measuring instrument for industrial productivity, the better the industrial
relation, the more is the productivity.
Qus: Areas/Scopes of Industrial Relations (Areas of Industrial Conflict)
Ans: There may be many reasons that turn to conflicts and disputes between workers and management.
The areas or scope for such industrial conflicts can be classified in several categories; as follows:
1) Economical: Wages, increment, bonus, pension, gratuity, provident fund etc.
2) Organizational: Working terms & conditions, working period, leave, work system etc.
3) Personnel Management: Selection procedure, appointment, promotion, transfer, discipline,
compliance, motivation, punishment etc.
4) Welfare: Workers welfare, entertainment, sports, cultural program etc.
5) Behavioral: Behavior patterns between management and workers, or workers and workers.
6) Tactical & Legal: Lay-off, lockout, strike etc.
7) Institutional: Weakness of the trade unions and their behavior, violation of the law and contract by
any party, inefficient management.
8) Political: Influence of the government on the management, political influence and pressure on the
trade unions.
9) Social: Influences of formal and informal groups, influences of geographical areas on the
management and workers.

Qus: Nature of Industrial Relations

1. Conflictual Relation: this is always a conflictual relation. Because, here always exist conflict
between the employer- employee and management –employee.
2. Employer- Employee Relation: Industrial relation should exist between employer and employee.
Because, normally employee to employee have no conflict. If have, this must not severe.
3. Running and Fictitious Relation: Industrial relations ongoing relation. Because this relationship
must never be broken and the relationship is always fictitious.
4. Relationship is stable and unchanged: Industrial relationship is occurring from the period of
industrial revolution to still now.
5. Two Way Relationships: Employees want more from doing less and the employers want to give
minimum as they can and they want more production. So, the relationship is not one way.
6. Dissimilar Power of Employer and Employee: Another characteristic of industrial relation is
dissimilarity of power of employer and employee. The employer has more power than the employees.
7. Stable Conflict in the Field Of Profit: Employees want share of profit and the employer don‘t want
to share the profit with the employee. So, they always stay in conflict.

Qus: Importance of Industrial Relations

1. Industrial Satisfaction and Development: industrial relation is essential for making industrial
satisfaction and development of each employee.
2. Establishing a Sound Industrial Environment: industrial relations are essential for establishing
peaceful environment by reduce the conflict between the partners.
3. Facilities of Profit and Wages: it is essential for increasing the profit for employer and increase the
wage for worker.
4. Bringing Social Piece: social piece is come from the industrial peace. Because, the worker feel peace
in home if we feel peace in work environment.
5. Develop Morale: by developing organization structure and industrial relation, it develops the morale
of the employees.
6. Maintaining Balance: there is a huge difference between employer and employee. These differences
can be minimizing by good industrial relations.
Qus: Actors/ Party‟s of Industrial Relations
Ans: Industrial relationship is the relation of owner/ management, workers and the government agency.
So, there are three parties involved with industrial relation-
A. Trade Union: trade union is the heart of industrial relation. The employee can present their
complaint through the trade union. They have taken different measures for getting the fair wages.
B. Owners/ Management: managers are the representative of owner. They negotiate with the trade
union for take a reasonable agreement.
C. Government: government forms different rules and impose these rules fro protect the employer and
employee. Government play important role as a medial for resolve the conflict between the two
groups.

Qus: Factors That Affect the Pattern of Industrial Relation [2013-1.a]

Ans: There are some aspects that influence the patterns of industrial relations. These influences act,
interact and reinforce one another in the course of developing industrial relations some of the aspects arc
mentioned below:
A. Social Aspects: There are certain social aspects which influence the pattern of industrial relations.
such as-
1. Social Status: Workers- have a different social identity and status. As a result, there is a distance
in relationship.
2. Social Groups: Different social groups such as master- servant, higher- caste lower-caste
influence the pattern of industrial relations.
3. Social Values: Different social values play their role in setting the pattern of industrial relations.
B. Psychological Aspects: Several psychological aspects such as motivation, alienation and morale are
significant determinants of industrial relations.(motivation- job satisfaction, job advantages, job
enrichment etc.
1. Alienation: It crates separation rather than integrity.
2. Motivation: Motivation of employees can play a vital role for good or bad industrial relations.
3. Morale: Management should not create such an environment so that employees have low morale
C. Political Aspects: The political framework in different countries such as democratic system,
autocratic system, and laissez-faire system is important determinants of industrial relations.
1. Democracy: It ensures participation of workers in making decisions and executing the same.
2. Dictatorship: The degree of dictatorship may influence industrial relation. But, benevolent
dictatorship may be acceptable for a limited period.
D. Economic Aspects: There are certain economic influences which provide the basic setting as well as
the broader framework for industrial relations. The economic status of the employer and the workers
in society differs widely which influences the pattern of industrial relations.
1. Unemployment: Increased rate of unemployment of employee’s ‗children or dependents may
create dissatisfaction among them.
 2. Inflation: The more the rate of inflation, the more the pressure on management for wages
enhancement.
3. Demand: Demand for the product but less income for buying the product may create bitter
relations among the employers & employees.
4. Income Gap: Income gap between managers and employees may create dissatisfaction leading to
bad IR

Qus: Causes of Poor Industrial Relations [2014-1.b; 2013-1.b]

1. Autocratic attitude 16. Loopholes in disciplinary action
2. Class difference 17. Flawed supervision
3. Personnel difference 18. Lack of honesty
4. Discrimination 19. Political instigation
5. Lack of job security 20. Lack of commitment
6. Anomalies in wage policy 21. Less sense of citizenship
7. Injustice in recruitment & promotion 22. Mental inertia between employers and
8. Lack of uniform outlook employees
9. Violate the discipline 23. Employer and employees are always treating
10. Inter union rivalries 24. enemies each other
11. Negative political and economic environment 25. Absence of proper wage structure
12. Irregular labor practice 26. Unhygienic work environment
13. Absence of motivation power of the mangers/ 27. Extra load imposed to the employees
supervisor 28. Absence of workers welfare
14. Absence of extra facilities for the employees 29. Absence of participation in productivity
15. Use machinery without making good 30. Irregular retirement, resignation, lockout, and
environment for that. strike

Qus: Means to Improve Industrial Relations [2014-1.b; 2013-1.b]

1. Uniform policy 13. Proper wage/benefit package
2. Cooperative attitude 14. Proper disciplinary action
3. Equity 15. Commitment to national development
4. Strict supervision 16. Management should give approval to the trade union of the
5. Welfare activities organization
6. Favorable work 17. To give the reasonable wages to the employees
7. Honesty 18. Introduce good working condition and provide facilities to the
8. Political stability employees
9. Training in IR 19. Make conscious for not influence the political leader to any
10. Proper communication employees
11. Active participation 20. To introduce the training and development program for the
12. Government action employees
21. To make and implement policies for proper distribution of dividend
on the basis of productivity
22. Give training for the management level, technical advisors and
employees
Qus: Principles of Sound Industrial Relations
Ans: Maintenance of sound industrial relations is as crucial and difficult as that of human relations. The
following principles should be followed to maintain sound industrial relations:
1) Recognition of the dignity of the individual and of his right to personal freedom and equality of
opportunity.
2) Mutual respect, confidence, understanding, goodwill and acceptance of responsibility on the part of
employer, management and workers and their representatives in the exercises of the rights and duties
in the operation of the industry.
3) Similarly, there has to be an understanding between the various organizations of employers and
employees who represent the management and workers.

Qus: Conditions for Good Industrial Relations/Pre-Requisites for Sound Industrial Relations
Ans: When in any industry or organization willing co-operation emanates from employees towards the
achievement of organizational goals, there is said to be good industrial relations. Good industrial relations
depend on a great variety of factors. Some of the more important factors are discussed below:
1) History of Good Industrial Relations: A good history of industrial relations means harmonious
relationship between management and workers.
2) Economic Satisfaction of Workers: Industrial relations depend on the economic satisfaction of
workers. Much of man's conduct is dominated by the basic survival need because: s/he wants to
survive.
3) Social and Psychological Satisfaction: Identifying the social and psychological needs of workers is
a very important step to determine the good industrial relations.
4) Off The Job Conditions: For good IRS it is not enough that the worker's factory life alone should be
taken care of. His home life is not totally separable from his work life and his emotional condition is
not separate from his physical condition. Each affects the other. For this reason worker's off the job
conditions should also be improved.
5) Enlightened Labor Unions: Strong and enlightened labor movement can help to promote the status
of labor without hampering the interests of management. Labor unions always talk much of the
employer's obligations to the workers, but say very little about the worker's responsibility to the
employer.
6) Negotiating Skills of Management and Workers: Good industrial relations depend on the ability of
employers, organizations and trade unions to deal with their mutual problems freely, independently
and with responsibility.
7) Public Policy & Legislation: Government becomes a third major force in determining industrial
relations. Government intervention helps in 3 ways;
a) Acts as a check and balance upon different management action
b) Helps in catching and solving problems before they become serious
c) Provides formalized means to the workers and employers for emotional release of dissatisfaction
8) Better Education: Better education provide proper sense of responsibility and thus they will he less
influenced by outside forces.
9) Collective Bargaining: Collective bargaining is the cornerstone of good industrial relations though
the assistance of appropriate government agencies might be necessary in public interest.
10) Harmonious Industrial Relations: The peaceful and harmonious industrial relations depend on the
desire of the employers or management to the bargain with their employees on the basis of equality.
11) Urge on The Part of Employers: Good industrial relations depend on the realization and urge on the
part of employers or management; for the promotion of their workers welfare.
12) Genuine Sympathy: Good industrial relations depend on the genuine sympathy of the general public
towards labor.
Thus, the existence of strong, independent, responsible and democratic trade unions and employers
organizations, the recognition of trade unions and the promotion of collective bargaining, the machinery
for the peaceful settlement of industrial disputes, the existence of good human relations at the level of the
undertaking and the removal of discriminations of all types based on any ground including race, religion,
nationality or language would go a long way to improve the pattern of industrial relations in a country.

Qus: Importance of good Industrial Relations in Bangladesh Perspective [2012-1.b]

Ans: Some people try to say that industrial relation limits itself to the labor management relationship
within a manufacturing industry. This is rather a sharp comment on a narrow perspective, if we explain
industrial relation in its real scope, objective and importance. Industrial relation is never limiter to mere
labor management relationship but in most cases it is as big as countries development, development of the
nation along with increase in income per capita of its citizen.

Scope of industrial relation involves all the variables of industrial life which is in turn having direct
bearing on total social life. The main objective of industrial relation is to maintain harmoniums
production situation, avoiding industrial unrest for smooth productivity. Very often we hear about G-8
Countries. They are G-8 because of high Industrialization; High Industrialization was possible only on
excellent industrial relation situation. If there is no industrial relation or say no relationship between
employers and worker, between workers and workers or between employers, we cannot think of
production, not to speak of productivity.

Bangladesh is not an industrialized country nor does it have huge natural resources as yet. In a land area
of only 148 thousand square kilometers about 140 million people live in extreme poverty.
Human resource could be the only resource if it could be turned to ‗Man Power‘, Rapid and sustainable
industrial development is the only way of our national prosperity. Healthy industrial relation is the only
way for productivity, productivity can create surplus value, surplus value create capital for more and more
investment for industrialization.

Our industrial situation is not giving as enough hope towards the above Trade Unions are not well
organized, powerful, not backed by spontaneous workers support, highly politicalized, all leaders are not
equity efficient, a big part of them are corrupt to different self interest. Many of our entrepreneurs,
employers do not believe in industrial relation, believe in treating workers as the most neglected
component of production, uses the bad technique of managing the leaders rather than encouraging trade
union for industrial relation.

A fair number of those, who are using bank capitals, do not even believe in good production. Number of
loan default entrepreneurs and amount of bad loan for nationalized banks may bear the above comments.
So, in short, we can say, our industrial relation situation is not encouraging. But in some places, just
reverse situation in trade union and management practices gives hope that once we shall win.
For a hopeful Industrial Revolution we need to fulfill some prerequisites:
1) Establishing excellent relationship, mutual trust and honor between employers and workers at highest
level.
2) Avoidance of industrial unrest, establishment & maintaining harmonious labor management
relationship.
3) Increasing workers efficiency.
4) Ensuring highest productivity through concerted efforts of employers and employees.
5) Providing possible better wages, safe work place, good work environment, and sufficient welfare for
workers, which in term will surely increase productivity.
6) Meeting the other party occasionally very often is most important.
7) Establishing social security system, safety net for those who work.
8) Establishing social dialogue at all level.
9) Bearing in mind that consumer‘s right is gaining importance. Mohatmagandhi said, ―We produce
continuously because consumers are there‖.
We can observe that outlook of the involved groups, the employers, the workers and the government is
changing day by day towards industrial development through high quality industrial relation.
Qus: Measures to be taken to establish good Industrial Relations in Bangladesh [2012-1.c]
Ans: The government should take following measures for maintain good industrial relation-
1) Formation and implementation of minimum wage rate
2) Dispute handling machineries
3) Labor welfare division or labor officer
4) Labor policy
5) Freedom to form organization
6) Worker‘s participation in management
7) Removed the unfair labor practice
8) Grievance handling process
9) Enactment of labor laws
10) Special proclamation made by government and if any

1) Recognition by the employer that the workers are a part of a team working towards common
objectives
2) An attitude on the part of the employee of delivering the goods that is, giving their money‘s worth;
3) Fair redressal of the employees‘ grievances such as regarding working conditions, facilities, attitude
of superiors and other rights
4) Avoidance by workers of being unduly influenced by political leaders staging strikes as a protest or a
publicity for their own political gains
5) Payment of fair wages and adequate wage structure as well as establishment of satisfactory working
conditions
6) Adoption of a policy which ensures to the workers an equitable share of gains of increased
productivity
7) Introduction of a suitable system of employees‘ education at all levels as well as providing them with
appropriate equipment, where necessary
8) Training in industrial relations and human relations to workers, technical staff and at all managerial
levels

9) Sufficient communication to keep the employees informed about decisions which affect their interests
10) Establishment of an atmosphere of participation whether through joint committees or other methods.
Qus: Models of Industrial Relations [2014-8.d; 2013-8.d; 2012-8.f]

Ans: Four major models of industrial relations, namely; Dunlopian models, Marxist model, Social Action
Model, And Human Relations Model, are described here.
A. Dunlopian Model: According to the Dunlopian Model, the industrial relations system is a sub-system
of the wider society or the total social system. An industrial relations system at any particular time is
regarded as comprised of certain actors. Certain context and ideology which binds the industrial
relations system together and a body of rules created to govern the actors at the place of work and
work community. Dunlop identifies three groups of actors: workers, management and the
Government.
Where R = Industrial relations system,
Thus, R = ƒ(a, i, b) ƒ= Function,
a= actors,
i = ideology,
b = body of rules
1) ACTORS: In every country, workers, management and the Government all interact to build up the
country's industrial relations system.
2) IDEOLOGY: In any economy there is an ideology which is shared in common by the government,
businessmen and workers; such as democratic capitalism, democratic socialism, free economy, mixed
economy.
3) RULES: Rules and regulation making by the Government which influence the pattern of industrial
relations.
 
MANAGEMENT ROLES:
1) Exploitative Authoritarian system
a) Labor was exploited ruthlessly
b) Wages paid was barely subsistence
c) No, job security
d) No welfare system
2) Benevolent Authoritarian System: It believes in labor welfare.
3) Consultative Style: Under this style, the management consults with the labors in different issues, even
in making different decisions.
4) Participative Style: Under this style labor is not a commodity but is a friend. Here, the opinions of the
labors have a great impact on decision making.
All the important variables of the industrial scene are integrated into the system. So the Dunlopian
approach can explain the dynamics of industrial relations. It is also helpful in analyzing industrial
conflict.
B. Marxist Model: Marxist model gives structural explanation of industrial relations:

 Industrial  situation which is permanent and unalterable so long
relations occur within a dynamic conflict
as the structure of society remains unchanged.
 
Conflict arises because of labor market.


Interest of buyers and interest of sellers engages themselves in a perpetual conflict over the
distribution of revenue. Both have a common interest in increasing total revenue. But conflict is not
reduced because actual distribution of additional increments of revenue is determined by the power
 situation. There is no automatic distribution based on a sense of equity.

The concept of alienation is important in this model. Alienation arises from the capitalist system. In
 needs rather than
the capitalist system labor is sold and it is bought by the capitalist to satisfy his/her
workers. Worker is estranged from the things he creates & becomes dissatisfied.
 
CAUSES OF DISSATISFACTION

Two  important as they represented the most developed form of treating workers as a
aspects are
commodity.

 Division of labor as a means of promoting wealth for the capitalist but restricting the freedom of the
worker.

  of promotion as the most complete method of domination of the worker by the
Factory system
capitalist.
 
Alienation will not be overcome by increasing wages; it will simply make the worker ‗a better paid
slave‘. Alienation will only be overcome with the overthrow of the capitalist system when labor not
treated as a commodity.
Conflict is endemic in the industrial situation for the Marxist- it is an inevitable part of the wage system.
Labor is alienated in the capitalist system because it is treated as a commodity. Abolition of private
property is crucial in order to overcome alienation from the Marxian viewpoint.
C. Social Action Model: The social action model of industrial relations implies the followings:

The social action model is one in which actors own definitions of the situations in which they are engaged
are taken as an initial basis for the explanation of their social behavior and relationships.

 This theory points out the reciprocal nature of the relationship between social structure and behavior.
Social structure limits social action. "Thus a worker's ability to take strike action or an entrepreneur‘s
 ability to invest may be limited by his personal and by more general economic conditions.

One of the most important features of the action model is the attitude it adopts towards social theory. It
better be viewed as a method of analysis rather than a theory.
 can
explain social action; it does not tell us, what the answer will be.
It tells us, where and how to look to


The action approach suggests that general explanations of social action are not possible simply because
 of the nature of the subject of 
the social sciences-men do not react to the stimuli in the same way as
matter in the natural sciences.
 
The action approaches to pay sufficient attention to behavioral influences.
D. Human Relations Model: Industrial conflicts are due to poor social relations such as inadequate
communications. One of the most important finding of the Hawthorne studies was the crucial role
played by informal social groups in the workplace. Although the informal social group can help to
create a climate which will frustrate the aims of management it can also provide workers with outlets
for their emotions and sentiments. Absence of informal groups may be a cause of frustration and
dissatisfaction, ultimately they maybe a cause of industrial conflict.
 Chapter-2.Name=Trade Union

Qus: Meaning and Concept Trade Union [2013-3.a]

Ans: Bangladesh Labor Act 2006 section 2 (xv) ‗trade union‘ means trade union of workers or employers
formed and registered under chapter XIII of this Act and shall include a federation of trade unions.
Trade Union means any combination of workmen or employers formed primarily for the purpose of
regulating the relations between workmen and employers or workmen and workmen or employers and
employers, or for imposing restrictive conditions on the conduct of any union or business and includes a
federation of two or more trade unions.

Qus: Functions of Trade Unions in Bangladesh

1) Organizing The Workers: The objective of an industrial relations system is to provide a framework
within which the conflicts inherent in a worker-employer relation may be peacefully resolved.

2) Collective Bargaining: Collective bargaining is the process whereby workers organize together to
meet, converse, and compromise upon the work environment with their employers.
3) Democratizing: The Trade Union‘s rank and file are provided with the opportunity of electing their
stewards, committees of management, and through the delegate system, their executives and other
leaders.
4) Industrial Action: Trade unions may organize strikes or resistance to lockouts in furtherance of
particular goals.
5) Provision Of Benefits To Members: Trade unions often provide a range of benefits to insure
members against unemployment, ill health, old age and funeral expenses etc.
6) Fostering Education For Workers: Educational schemes are meant to enhance the worker‘s
knowledge of his work environment and to inform him fully about the issues that concern him.
7) Communicating With Others About The Activities Of The Union: Many large unions
publish a newsletter or a magazine. Their main aim is to clarify the union‘s policy or stand on certain
principal issues and also to pass on information about the union and its activities.
8) Welfare Activities: Many unions provide a number of welfare activities to improve the quality of the
worker‘s lives.
9) Political Activities: Trade unions may promote legislation favorable to the interests of their members
or workers as a whole.
10) Enhancement of Human Potential: Trade unions also play a role in helping to develop the human
potential of the members.

Qus: Disadvantages of Trade Union

1) Sometime trade union influences the union member to participate in illogical strike and same types of
activities.
2) The trade union which influence by the political party, always save the interest of those political
party. So, they cannot protect the employee‘s interest.
3) Sometime it creates unrest in the organization. For this reason the industry loses their productivity
and increase production cost.
4) Trade union creates the conflict between the employee and employee or between the union and union.
5) Sometime trade union creates pressure for increase profit which becomes the economic loss of the
organization.
Qus: Why Some Workers Join Trade Union and Others Don‟t? [2014-3.b; 2013-3.b]
A. Reasons why Workers Join Union?
1) Bargaining Power: Trade Union is the legal organization of a company. Employees join trade
union and increase their power for bargaining with the employer. For this reason the employees
join themselves with a trade union.
2) Job Security: Trade Union ensures the job security of the member employee. If an employee
engages himself with trade union the employers cannot discharge those employees without any
reason.
3) More Income: By Collective Bargaining with the employer, trade union make the environment
for getting the overtime payment, gratuity, provident fund, medical allowances, bonus, festival
bonus for the employees. Trade union ensures the environment where an employee gets the
overtime payment.
4) Implementation Of Labor Laws In Proper Way: Every Country has some labor law, factory
act, industrial law and industrial relation. Most of the times the employers don‘t want to practice
this rule in their organization. Because, they face some economical loss for the practice of those
rule. Trade union creates pressure to the employers for practice these rules.
5) Opportunity For Submission Of Workers Opinion To The Employers: If an employee
personally complaint to the employer, then the employer may not give emphasize to the
complaint. If the trade union member of such kinds of activity then the employers give emphasis
to the complaint.
6) Economic Development: Trade Union creates pressure to the employers for increase the wages
and other allowances by which the employee can develop them economically.
7) Participation For Recognition: Sometime the employee join themselves in trade union for make
him famous and he want to recognition by the employers.
8) Industrial Peace: Employee may joint trade union for reducing the conflict between employer
and employees or between management and employees. By which trade union can maintain a
peace full environment in the organization.
B. Reasons Why Workers do not join Trade Union? [2014-3.b]
1) Corruption of the trade union may restricted the employees to join this trade union
2) Employees do not join trade union for confusing behavior and activities of the union leader

3) Most of the employee don‘t join trade union for the autocratic behavior of the leader
4) Some employees don‘t join trade union for misconception about trade union
5) If the trade union cannot solve the fundamental problem of the employee, then the employee do
not join trade union.
Qus: Types and Structure of Trade Union [2013-3.a; 2011-8.e]
Trade Unions Based On Their Purposes 2 Types: -
A. Reformist Unions: Aims to preserve the capitalist economy and maintenance of competitive
production based industrial relations, like to continue the existing social, economic and political
structure. Seek to improve the wages, working conditions, quality of work life by increasing the
productivity level and by bargaining for a share in the increased productivity. Reformist further
divided into
1) Business Union: They believe in congenial employee-employer relation, protect the workers
interest by participating in collective bargaining, prefer voluntary arbitration and conciliation
 2) Uplift Union: they concentrate on education, health insurance and benefits, aspire to elevate the
moral, intellectual and social life of workers, these unions are interest-conscious of the workers.
B. Revolutionary Unions: They aim at replacing the present system with the new and different
situations that are preferable. Aims at destroying the capitalistic system abolish private property and
installing socialist or communistic systems. Revolutionary divided into 2 types
1) Political Unions: gain power through political actions. These resort to political action to protect
the worker‘s interest.
2) Anarchist Unions: try to destroy the existing economic system by revolutionary means.

1) General Unions: These are for skilled and unskilled workers performing different jobs in different
industries (e.g. cleaners, clerical staff, and transport workers).
2) Industrial Unions: These are for different workers in the same industry (e.g. the National Union of
Miners (N.U.M), covering workers at all levels in the hierarchy).
3) Craft Unions: These are fairly small unions for skilled workers, performing the same or similar work
in different industries (e.g. musicians).
4) White-Collar Unions: These are for 'white-collar' (or professional) workers who perform the same or
similar tasks in different industries (e.g. teachers, scientists).
5) Federations: Industrial unions, either of same industry or of the different industry may form into an
association in order to improve Trade Union Unity. Such Unions of Unions are called federations.
During critical situations the unions in different industries may resort to concerted action without
losing their individuality. In such situation the federations form into an Association and such and
association is called Confederation. Eg; Federation of Bangladesh Railways

Qus: Factors Ensure the Security of Trade Unions [2014-3.b; 2010]

Ans: For functioning perfectly, a trade union must be secured at its position. Some measures as follows,
can be taken to secure a trade union.
1) Membership: The main strength of a union is the number of its members. a trade union must
maintain at least 30% of the total workers in an establishment to ensure its security.
2) Subscription: The major source of fund of a trade union is the subscriptions paid by its members. So,
to secure a trade union this source must be maintained.
3) Empowered by the Employer: The employer can also empower a trade union to ensure its security.
For example, if an employer allows the voice of trade unions in hiring or firing and transferring the
employees/workers, the union becomes more secured.
4) Compelling Factors: If there are some compelling factors, such that workers have to join trade
unions, then the unions also are secure.
5) Safeguarding the Members‟ Interests: If the trade unions fail to safeguard the interests of the
workers, then general worker shall loss their confidence on the unions. Therefore, to secure a trade
union, the union should be able to safeguard such interests.
Qus: Impact of Trade Union upon Management
Ans: The effects of the union upon the management are as under:

Restriction upon Management‟s Freedom of Action: Unilateral action and individual dealings
with workers over wage adjustments, hours and the conditions of work are no longer possible. The
first-line supervisor must be sure he does not violate the labor agreement in handling
his employees.
 Management is closely bound by the conditions set forth in the Collective Agreement.

Union Pressure for Uniformity Of Treatment: Another effect of the union upon management is its
  that
insistence upon uniformity of treatment of all employees. For example, unions usually advocate
all employees who are assigned to the same job should receive exactly the same rate of pay.

Improved Personnel Policies and Practices: On the other hand, it is fair to state that the presence of
the union encourages management to become fully conscious of employee wants and needs. Any
omission or fault in a company‘s policy and its manner of carrying out the policy will tend to be
quickly noted by the union officials. Thus we find that many organizations have found it
advantageous to institute supervisory and executive training program that contain a strong emphasis
upon sound personnel policies, labor relations and human relations. In fact, some companies have
deliberately done “all out” to provide for their employees‘ needs and want to 
foster social groupings
 around company-sponsored recreational activities and to maintain high morale.

One Spokesman for the Employees: In a sense, the presence of the union simplified management‘s
  with employees because it can look to the elected union leaders as spokesman for
problems in dealing
the employees.

Centralization of Labor Relations‟ Decision Making: Because of the critical importance of many
labor relations decisions, top executives have a tendency to take authority in labor matters away from

lower ranks of supervision and centralize this in the industrial relations department. The power to
discipline is sometimes taken away from the supervisor when there is a union.

Qus: Registration of a Trade Union

Ans: The registration procedure of a trade union has been specified under The Bangladesh Labor Act
2006. The provisions relating to the registration of trade union are stated here:
Application for Registration (Section 177, BLA 2006)
Any trade union may, under the signature of its President and the Secretary, apply for registration of the
trade union to the Trade Unions of the concerned area under This Chapter.
Requirements for Application (Section 178, BLA 2006)
1. An application for registration of trade union shall be made to the Director of Labor or to the Officer
authorized in this behalf.
2. The application shall be accompanied by-
a) a statement showing
(i) the name of the trade union and the address of its head office;
((ii))
(ii) date of formation of the union;
((iiii))
(iii) the names, ages, addresses, occupations and the posts in the union of the officers of the
((iiiiii))
trade union;
(i ) statement of total paid membership;
((iiv))
() the name of the establishment to which the trade union relates and the total number of
((v))

workers employed or engaged there in;

 in case of federation of trade unions, the names, addresses and registration numbers of
(((viii)))

member unions.
b) three copies of the constitution of the trade union together with a copy of the resolution by the
members of the trade union adopting such constitution bearing the signature of the Chairman of
the meeting;
c) a copy of the resolution by the members of the trade union authorizing its President and the
Secretary to apply for its registration; and
d) In case of a federation of trade unions, a copy of the resolution from each of the constituent
unions agreeing to become a member of the federation.
3. The Director of Labor or the Officer authorized in this behalf shall, or receipt of an application under
sub-section (1), forthwith send a copy thereof along with the list of officers of the union to the
employer concerned for information.
Requirements of Registration (Section 179, BLA 2006.)
1. A trade union shall not be entitled to registration under this Chapter unless the constitution thereof
provides for the following matters, namely :
a) the name and address of the trade union;
b) the objects for which the trade union has been formed;
c) the manner in which a worker may become a member of the trade union specifying therein that
no worker shall be enrolled as its member unless he applies in the form set out in the
constitution declaring that he is not a member of any other trade union;
d) the sources of fund of the trade union and statement of the purposes for which such fund shall be
applicable;
e) the conditions under which a member shall be entitled to any benefit assured by the constitution
of the trade union and under which any fine or forfeiture may be imposed on him;
f) the maintenance of a list of the members of the trade union and of adequate facilities for the
inspection thereof by the officers and members of the trade union;
g) the manner in which the constitution shall be amended, varied or rescinded;
h) the safe custody of the funds of trade union, its annual audit, the manner of audit and adequate
facilities for inspection of the books of account by the officers and members of the trade union;
i) the manner in which the trade union may be dissolved;
j) the manner of election of officers by the general body of the trade union and the term, not less
than two years and not exceeding three years, for which an officer may hold office;
k) the number of members of the executive which shall not less than five and more than thirty-five
as may be prescribed by rules;
l) the procedure for expressing want of confidence in any officer of the trade union; and
m) the meeting of the executive and of the general body of the trade union, so that the executive
shall meet at least once in every three months and the general body at least once every year.
2. A trade union of workers shall not been entitled to registration under this Chapter unless it has a
minimum membership of thirty percent of the total number of workers employed in the
establishment in which it is formed.
Provided that more than one establishments under the same employer, which are allied to and
connected with the another for the purpose of carrying out the same industry irrespective of their
place of situation, shall be deemed to be one establishment for the purpose of this sub-section.
3. Where any doubt or dispute arises as to whether any two or more establishments are under the same
employer or where they are allied to or connected with one another for the purpose of carrying on the
same industry the matter may be referred to the Director of Labor for decision.
4. Any person aggrieved by a decision of the Director of Labor under sub-section (3) may, within thirty
days of the decision, prefer an appeal to the Labor Court; and the decision of the Labor Court shall be
final.
5. Not more than three trade unions shall be registered in any establishment.
Disqualifications for Being An Officer Or A Member Of A Trade Union (Section 180, BLA 2006)
1. Notwithstanding anything contained in the constitution of a trade union, a person shall not be entitled
to be, or to be elected as a member or an officer of a trade union if:
a) he has been convicted of an offence involving moral turpitude or an offence under section
196(2) or section 298 and unless two years have elapsed from the date of his release;
b) he is not employed or engaged in that establishment in which the trade union is formed;
2. Nothing in sub-section (1) (b) shall apply to any federation of trade unions.
Registered Trade Union To Maintain Register, ete (Section 181, BLA 2006)
Every registered trade union shall maintain in such form as may be prescribed—
a) a register of members showing particulars of subscriptions paid by each member;
b) an accounts book showing receipts and expenditure; and
c) a minute book for recording the proceedings of meetings.
Registration (Section 182, BLA 2006)
1. The Director of Labor, on being satisfied that the trade union has complied with all the requirements
of this Chapter, shall register the trade union in a prescribed register and issue a registration
certificate in the prescribed form within a period of sixty days from the date of receipt of the
application for registration.
2. If the Director of labor finds the application to be deficient in a material respect, he shall
communicate in writing his objection to the trade union within a period of fifteen days from the
receipt of the application and the trade union shall reply thereto within a period of fifteen days from
the receipt of the objection.
3. When the objection raised by the Director of Labor has been satisfactorily met, the Director of Labor
shall register the trade union as provided in sub-section (1) and if the objection is not met
satisfactorily, the he shall reject the application.
4. When the application has been rejected or the Director of Labor has, after settlement of the
objection, delayed disposal of the application beyond the period of sixty days provided in sub-
section (1), the trade union may, within a period of thirty days from the date of such rejection or the
date of expiry of such period, whichever is earlier, appeal to the Labor Court.
5. The Labor Court, after hearing the appeal, for reasons to be stated in its judgment, may pass as order
directing the Director of Labor to register the trade union and to issue a certificate of registration
within a period of seven days from the date of order or may dismiss the appeal.
6. Any party aggrieved by the judgment passed by the Labor Court under sub-section (5) may prefer
appeal to the Labor Appellate Tribunal within 30 (thirty) days from the date of receipt of the order
of the Labor Court.
Certificate Of Registration (Section 189, BLA 2006)
The Director of Labor, on registering a trade union under section 182, shall issue a certificate of
registration in the prescribed form, which shall be conclusive evidence that the trade union has been duly
registered under this Chapter.
Thus, a trade union is registered under the Bangladesh Labor Act
2006. Qus: Cancelation of Registration of a Trade Union [2012-8.d]
Ans: The registration of a trade union may be cancelled by The Director of Labor under this Chapter
according to section 190.
1. Subject to the other provisions of this section, the registration of a trade union may be cancelled by
the Director of Labor if the trade union has:
a) applied for cancellation of registration;
b) ceased to exist;
c) obtained registration by fraud or misrepresentation of facts;
d) contravened any of the provision of its constitution;
e) committed any unfair labor practice;
f) a membership which has fallen short of the number of membership required under this chapter;
and
g) contravened any of the provisions of this Chapter or the Rules.
2. Where The Director of Labor is satisfied on enquiry that the registration of a trade union should be
cancelled, he shall submit an application to the Labor Court praying for permission to cancel such
registration.
3. The Director of Labor shall cancel the registration of a trade union within thirty days from the date
of receipt of permission from the Labor Court.
4. The registration of a trade union shall not be cancelled on the ground mentioned in sub-section (1)(e)
if the unfair labor practice is committed within three months prior to the date of submission of the
application to the Labor Court.

Qus: Appeal against the Cancelation of Registration of Trade Union

Ans: A trade union, which registration has been cancelled, can appeal against the cancellation of the
registration according to the Section 191 under this Chapter of the Bangladesh Labor Act 2006.
1. Any person aggrieved by an order of the Labor Court granting the prayer for permission to cancel
registration of a trade union or rejecting such prayer under section 190 or by an order of cancellation
of the registration of a trade union made by The Director of Labor under that section may, within
thirty days from the date of the order, appeal to the Tribunal and the decision of the Tribunal thereon
shall be final.
2. Where an appeal is filed under sub-section (1), the trade union shall be permitted to function as such
till the disposal of the appeal.
No Trade Union to Function Without Registration (Section 192, BLA 2006.)
1. No trade union, which is unregistered or whose registration has been cancelled shall, subject to
section 191(2), function as a trade union.
2. No person shall collect any subscription, other than enrollment fee, for any fund of trade union
mentioned in sub-section (1).

Restriction on Dual Membership (Section 193, BLA 2006.)

No worker or employer shall be entitled to enroll himself as, or to continue to be, a member of more than
one trade union at the same time.

Qus: Rights and Privileges of Registered Trade Union

Ans: A registered trade union of the workers enjoys different rights and privileges. The Bangladesh Labor
Act 2006 defines some rights and privileges of registered trade unions. The laws and provisions relating
this issue are stated bellow:
Incorporation of Registered Trade Union (Section 194, BLA 2006.)
(1) Every registered trade union shall be a body corporate by the name under which it is registered, shall
have perpetual succession and a common seal and the power to contract and to acquire, hold and
dispose of property, both movable and immovable and shall, by the said name, sue or be sued.
Law Of Conspiracy Limited In Application (Section 197, BLA 2006.)
No officer or member of a registered trade union or collective bargaining agent as determined by the
Director of Labor shall be liable to punishment under section 120-B(2) of the Penal Code (act XLV of
1860), in respect of any agreement made between the members thereof for the purpose of furthering any
such object of the trade union as is specified in its constitution referred to in section 179, unless the
agreement is an agreement to commit an offence, or otherwise violate any law other than this Chapter.
Immunity From Civil Suit In Certain Cases (Section 198, BLA 2006.)
1. No suit or other legal proceedings shall be maintainable in any Civil Court against any registered
trade union or collective bargaining agent or any officer or member thereof in respect of any action
done in contemplation or furtherance of an industrial dispute to which the trade union is a party on the
ground that
a) such act induces some other person to break a contract of employment, or
b) such act or deed is an interference with the trade, business or employment of some other person,
or
c) such act interferes with the right of some other person to dispose of his capital or of his labor as
he wills.
2. A trade union shall not be liable in any suit or other legal proceedings in any civil court in respect of
any tortuous act done in contemplation or furtherance of an industrial dispute by an agent of the trade
union if it is proved that such person acted without the knowledge of, or contrary to express
instructions given by the executive of the trade union.
Enforceability of Agreement (Section 199, BLA 2006.)
Notwithstanding anything contained in any other law for the time being in force, an agreement between
the members of a trade union shall not be void or voidable by reason only that any of the objects of the
agreement are in restraint of trade.
 Provided that nothing in this section shall enable any Civil Court to entertain any legal
proceedings instituted for the express purpose of enforcing, or recovering damages for the breach
of any agreement concerning the conditions on which any member of a trade union shall or shall
not sell their goods, transact business, or work, employ or be employed.
These are the provisions, specifying the rights and privileges that the registered trade unions enjoy under
The Bangladesh Labor Act 2006.

Qus: Unfair Labor Practice On The Part Of Employers [2014-8.f; 2013-7.b; 2012-7.b]
Ans: Unfair Labor Practice On The part Of Employers (BLA -2006 SECTION 195): No employer
or trade union of employers and no person acting on their behalf shall –
(a) The employer shall not impose any condition in the employment that the workers will restrain to join
with a trade union or oppose to continue his membership in the trade union; or.
(b) The employer shall not refuse or continue to employ any person on the ground that such person is, or
is not, a member or officer of trade union; or
(c) Discriminate against any person in regard to any employment, promotion, condition of employment
or working condition on the ground that such person is or is not, a member or officer of a trade
union; or
(d) Dismiss, discharge remove from employment or threaten to dismiss, discharge or remove from
employment a worker or injure or threaten to injure him in respect of his employment be reason that
the worker is or proposes o become, or seeks to persuade any other person to become a member or
officer of a trade union or participates in the promotion, formation or activities or activities of a trade
union.
(e) Induce any person to refrain from becoming or to cease to be a member or officer of a trade union, by
conferring or offering to confer any advantage on or by producing or offering to procure any
advantage for such person or any other person.
(f) Compel or attempt to compel any officer of the collective bargaining agent to sing a memorandum of
settlement or arrive at a settlement by using intimidation, coercion, pressure, threat, confinement to a
place, physical injury, disconnection of water, power and telephone facilities and such other methods;
(g) Interfere with or in any way influence the election provided for in section 202.
(h) Recruit any new worker during the period of strike under section 211 or during the currency or a
strike which is not illegal, expect where the conciliator has, being satisfied that complete cessation of
work is likely to cause serious damage to the machinery or installation, permitted temporary
employment or a limited number of workers, in the section where the damage is likely to occur.
(iii) Deliberately fails to take measures recommended by the participation committee.
(j) Fails to give reply to any communications made by the collective bargaining agent in respect of any
industrial dispute.
(k) Transfer the president, general secretary, organizing secretary or treasurer of any registered trade
union in contravention of section 187.
(lll) Commence, continue, instigate or incite others to take part in an all illegal lock-out.
Qus: Trade Union movement in Bangladesh very weak-----Discuss [2014-3.a; 2010]
Ans: The main cause behind weak trade union action in Bangladesh is bad labor and management
relation system. Management and labors stands against each other, if the labor management relation goes
wrong. In Bangladesh each and every trade union is established with the help of political parties. Internal
conflict is another problem of trade union. They have contradiction among them. The trade union is
divided into many groups. So, the trade union commotion is failed. In Bangladesh one trade union stands
against another one. This clash does a great obstacle to the labor commotion. The labors who are engaged
in trade union are not well educated. The labors who are engaged in trade union are not efficient and
effective. The trade union of Bangladesh is financially very weak.
―Workers join in a TRADE UNION to protect their ECONOMIC HAZARDS and other problems, but
today‘s trade union is deviated from their principles and involved into destructive activities.

Qus: Group of Establishment/Prothistan Punja [2012-8.e; 2011-5.a]

Ans: Registration of trade unions in a group of establishment: (BLA 2006 Section-183)
(1) Notwithstanding anything contained in this chapter, for the purpose of formation of a trade union any
group of establishments shall be treated as an establishment, and no separate trade union shall be formed
in any establishment included in the group of establishments.
(2) A group of establishment shall, for the purposes of this section, mean all the establishment, none of
which employs more than twenty workers, in a specified area carrying on the same or similar specified
industry.
(3) Notwithstanding anything contained in sub-section (2), all the establishments, irrespective of the
number of workers employed therein, in a specified area carrying on any of the following industries shall
be deemed to be a group of establishments for that area, namely:
(a) private road transport, including rickshaw;
(b) private inland river transport;
(c) tailoring and garments manufacturing industry wherein less than 100 workers are employed;
(d) tea industry;
(e) jute bailing;
(f) tannery;
(g) bidi;
(h) handloom;
i
( ii) hosiery;
(j) printing process;
(k) hotels or motels where number of guest rooms does not exceed twenty-five;
(lll) restaurant not forming part of a hotel;
(m) small-scale metal industry;
(n) book-binding;
(o) cinema and theatre:
Provided that the government may, if it deems fit so to do in the national interest, by notification in
the official gazette, add any industry to this list of industries.
(4) Specified area as mentioned in sub-section (2) or (3) shall mean such area specified for specific
industries published by notification in the official gazette, by the government; and such area may be at
national, regional or local level, as may be expedient; and such area may be at national, regional or local
level, as may be expedient; and different areas may be specified for different industries.
(5) Specified industries as mentioned in sub-section (2), shall mean such industries which, the
Government, may by notification in the official gazette, specify for the purpose.
(6) A trade union for a group of establishments shall be registered, if it has as its members not less than
thirty percent of the total number of workers employed in the entire group of establishments taken
together;
(7) Notwithstanding anything contained in this chapter a person who is not employed or engaged in an
establishment may be entitled to be, or to be elected as, an officer of any trade union, formed in any group
of establishments, if the constitution of such trade union provides for election of such person:
Provided that, the number of such persons shall not in any case be more than one fourth of the total
number of it‘s of officers.
(8) Subject to this section other provisions of this chapter shall apply to a trade union formed in a group
of establishments as they apply to a trade union formed in an individual establishment.