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FANCY FASHION SWEATERS LIMITED. Dynamics of industrial grievance in Bangladesh Case of FANCY FASHION SWEATERS LIMITED.

Industry in Bangladesh Although Bangladesh is not developed in industry, it has been enriched in Garment industries in the recent past years. In the field of Industrialization garment industry is a promising step. It has given the opportunity of employment to millions of unemployed, specially innumerable uneducated women of the country. It is making significant contribution in the field of our export income.

Means of Grievance In a trade union, a grievance is a complaint filed by an employee which may be resolved by procedures provided for in a collective agreement or by mechanisms established by an employer. Such a grievance may arise from a violation of the collective bargaining agreement or violations of the law, such as workplace safety regulations. Collective bargaining is a process of negotiations between employers and the representatives of a unit of employees aimed at reaching agreements that regulate working conditions. Collective agreements usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms and rights to participate in workplace or company affairs..

GRIEVANCE PROCEDURE: The Model Grievance Procedure specifies the details of all the steps that are to be followed while redressing grievances. These steps are: STEP 1: In the first step the grievance is to be submitted to departmental representative, who is a representative of management. He has to give his answer within 48 hours.  STEP 2: If the departmental representative fails to provide a solution, the aggrieved employee can take his grievance to head of the department, who has to give his decision within 3 days.

GRIEVANCE PROCEDURE: STEP 3: If the aggrieved employee is not satisfied with the decision of departmental head, he can take the grievance to Grievance Committee. The Grievance Committee makes its recommendations to the manager within 7 days in the form of a report. The final decision of the management on the report of Grievance Committee must be communicated to the aggrieved employee within three days of the receipt of report. An appeal for revision of final decision can be made by the worker if he is not satisfied with it. The management must communicate its decision to the worker within 7 days. STEP 4: If the grievance still remains unsettled, the case may be referred to voluntary arbitration.

1.Absence of effective wage bargaining 2. Poor policy structure Core problem behind the industrial grievance 1.Absence of effective wage bargaining 2. Poor policy structure 3. Environmental dissatisfaction 4. Gender discriminated 5. Absence of mechanism solving

Core problem behind the industrial grievance 6. Unfair labour practice 7. Bios labour union 8. The change of economic policy by government 9. The negotiation is not held on properly 10. Not strong the government policy.

Garment industries at present Bangladesh After the emergence of Bangladesh radical change has come to our garment sector. Garment industries started working from the 10's of the late century. At present there are about 3000 garment industries in the country and 75 percent of them are in Dhaka. The rest are in Chittagong and Khulna. These Industries have employed fifty lacks of people and 85 percent of them are illiterate rural women. About 76 percent of our export earning comes from this sector.

FANCY FASHION SWEATERS LIMITED. Hannan Group :  Consists of four sweater manufacturing units with Packaging & Accessories Industries namely Fancy Fashion Sweaters Ltd, Hannan Fashion's Ltd, Hannan Knitwear's Ltd, Hannan Knit & Textiles Ltd & A.H. Packaging & Accessories Ltd. FANCY FASHION SWEATERS LTD. (sister concern) is a highly promising 100% export oriented sweater manufacturer established in December 1996. The company has started its journey with a group of most experienced management staff and by-this time it established a very good business reputation (as a quality producer) in the world market mainly in Europe .

Reason behind industrial Grievance. The causes of industrial disputes can be broadly classified into two categories: economic and non-economic causes. The economic causes will include issues relating to compensation like, wages, bonus, allowances and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments.

Reason behind industrial Grievance. The non economic factors will include victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc.

Outcome of industrial Grievances . Strikes The concept of union strikebreaking or union scabbing refers to any circumstance in which union workers themselves cross picket lines to work. Go slow A slowdown (usually called a 'go-slow' in British English) is an industrial action in which employees perform their duties but seek to reduce productivity or efficiency in their performance of these duties. A slowdown may be used as either a prelude or an alternative to a strike, as it is seen as less disruptive as well as less risky and costly for workers and their union.

Outcome of industrial Grievances . Boycott A boycott is a form of consumer activism involving the act of voluntarily abstaining from using, buying, or dealing with a person, organization, or country as an expression of protest, usually for political reasons. . Picketing Picketing is a form of protest in which people (called picketers) congregate outside a place of work or location where an event is taking place. Often, this is done in an attempt to dissuade others from going in ("crossing the picket line"), but it can also be done to draw public attention to a cause. Picketers normally endeavor to be non-violent.

Findings & Recommendation . Provide employees with accurate and impartial information on industrial matters likely to affect them. Identify workplace changes or issues which may cause industrial unrest promptly and take appropriate action. Identify potential causes of industrial unrest in external environments promptly and take appropriate action. Create conditions of employment in accordance with relevant legislation and industrial awards/agreements.

Findings & Recommendation. Implement mechanisms for consulting with staff and facilitating two-way communication. Ensure induction and training initiatives are used effectively to develop a competent workforce. Establish consultative structures for the identification and resolution of grievances.

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