Report On Labour ComplianceOfPanwin Designs Ltd.

PART-A

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 1Introduction

1.1 Introduction

As a part of Internship Program of Masters of Business Administration at Uttara University, I was assigned for doing my internship in Panwin Designs Ltd. My program started from January 01, 2014 to March 30, 2014 selected by the Career Service Office of the Uttara University. In Panwin Designs Ltd. I was assigned with Compliance Department where my organizational supervisor was Mr. S.S.M.Hassan, Head of Group Compliance and Administration. My project was on Compliance Practices & Financial Performance Analysis of Panwin Designs Ltd.This was given by my faculty supervisor Kazi Tareq Ullah, Assistant Professor & Coordinator of School of Business administration ,Uttara University, and the project was approved by my organizational supervisor.

1.2 Scope and Objective of the study

1.2.1. General objective:

The general objective of this report is to express the practical experience by working in a company and to link the theoretical knowledge with its application in the real life situation.

The term paper also aims at acquiring first hand knowledge "Compliance Practices Process of the Garments factory in Bangladesh: A Case Study on Panwin Designs Ltd. as well to suggest ways and means to improve the current practices.

1.2.2 Specific objective Analyze the organizational activities Analyze the specific activities like production process. To identify the imperative process of production those are the basis of garments manufacturing. To identify the need of compliance in an organization. To identify the types quality improving plan.Explain the identified issues which can help them to provide effective human resource management.

1.3 Origin of the report:MBA term paper program is a four credit compulsory course for the business student graduating from Uttara University, Dhaka.

The work on this term paper was carried out as an term paper program at Panwin Designs Ltd.,Dhaka in the "Compliance Practices & Finanacial Performance Analysis Process of the Garments factory in Bangladesh: A Case Study on Panwin Designs Ltd.

1.4 MethodologyTo prepare this report data are collected from following source:

1.4.1 Primary source:

The primary data was gathered through informally discussed with factory personnels and making observations during the period of term paper etc. Expert opinion. Interview with the executives,officers an workers of Panwin Designs Ltd.

1.4.2 Secondary sources:Some secondary data was collected to make the report more concrete.This are- Publish document Official file Relevant books, internet, journals etc.

1.5 Limitations:

Some limitation or barriers ware faced while conducting the study. The limitations which I faced during my study are as follow:

There is no previous study and written information on such topic was available. Getting relevant papers and documents were strictly prohibited. Latest information is was not available. To protect the organizational confidence some parts of the report are not in depth. The time was not sufficient for such a study. Without holyday it was difficult to make time to visit College supervisor.

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 2Background of Panwin Designs Ltd.

2.1 Background of Panwin Designs Ltd (PDL).:

PANWIN DESIGNS LTD. is a sister concern of PANWIN GROUP being a company of the leading privet sector business. It gives the highest value of its entire component contributing to the production, management and revenues where the human resource was conceder as the prim factor.

PDL is also WRAP and CUC certified company. Because of their good quality assurance in every sector they got this international stander certificate.

At the same time the company believes its employees are the asset of the company and they are the most important element of their precious environment.

2.2 Mission and Vision of the Factory

2.2.1 Mission

Lead through innovation & intelligencePriorities Customer satisfactionGlobal qualityOptimal resource utility at all timesOptimal use of information & technologyContinuous development & growth of human capitalEvery action of every person to be sincere and profit oriented Create environment that drives intelligence amongst all involved

2.2.2 Vision

We refuse to compromise on the quality of the structure or the aesthetics which shows in our work and is reflected by our client satisfaction. Our biggest asset is our reputation.

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 3Database of Panwin Designs Ltd.

3.1. COMPANY PROFILE:

An Panwin Designs Ltd. is a modern garments engaged exclusively in development and production of readymade garments. Here is a profile of Panwin Designs Ltd. in below-

NAME OF THE COMPANY: PANWIN DESIGNS LTD.

Establishment : 2005In charge : Mr.Md.Anwar Salim (Director) Line : 19.Listing Status : Private Limited CompanyWork Force : 3000.Machine : 2830 Sets.Space : 1,70,000 Sq ft.Main Products : Garments Item.Production Capacity : 8,00,000 Pcs. / Month.Certified By: WRAP & CUC

* Factory Address ** Head Office Address *

Plot#576, Village: Baniarchala, Road#3, House#9, Sector#6 P/O:Bhavani Pur, Bager Bazar, Uttara Model Town,Bangladesh.Gazipur, Bangeldash. Tel. : 9292971, 9292972, 9292974. Tel- : 8961995, 8951781 Fax : 880-2-9291799. Fax: 8959012

E-mail : panwin@globalbd.net Contact Person : Mr.Md.Anwar Salim

SL.Buyers NameCountryItem

01.Terranova ItalyBasic Long Pant,Bermuda.

02.C & AEurope

03.Charles VogeleSwitzerland

04.KiabiFrance

05.COT/NU LookCanada

06.LI & Fung,Gymboree & OUTLETUSA

FACTORY OUT LOOK

SEWING SECTION

FINISHING SECTION

EMERGENCY EXIT

3.2 Functional Departments:

3.2.1 Sample Section: Sample section made flowing types of sample

Proto sample: 1st sample submit to buyer.

Fit sample : Fit sample made after the approval of proto sample.

P P Sample : Pre production sample made just before the production.

Top Sample: Top sample is a production sample. The production sample is taken from the actual production line.

3.2.2 STORE:

After receiving of goods INVENTORY should take place IMMEDIATELY.

Check consumption and quality of fabrics and accessories and submit report to merchandiser as well as P.M. as soon as possible

Keep records up-to-date of all incoming and out going.

It is important that, you keep all the records up-dated.

3.3 PRODUCTION:

Before you go into any production, clean all the machines.

Compare approved sample before you go into production.

Make operator understand that, what has to be done.

Make in line Q.C. understand that, what has to be checked.

Make sure that, every operation done properly.

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 4About Production

4.1 What is production?

Production is a business activity that uses people and machinery to convert materials and parts into salable product. Two type of company engaged in this activity. A processing company, the first type, is a firm that converts natural resource to raw material. The second type is a manufacturing company that converts raw materials into consumer and industrial goods.

4.2 Production methods

All product can not be made in the same way , the nature of the product determine how it will be produce .traditionally these method can be classified as analytical, synthetic, continuous, intermittent.

4.2.1 Analytical process

In the analytical process, raw material is broken down to form new product

4.2.2 Synthetic process

Synthetic process is the opposite of analytical process, because materials are combined instead of separated to form a certain product.

4.3 PRODUCTION CONTROL

Production control, one of the most important concerns in making a product, is coordinating the interaction of people, materials and machinery so at products are made in the proper amounts at the required times to fill orders. Six steps are involved: planning, routing, scheduling, dispatching, and follow-up and quality assurance

Quality Assurance (Inspection of the product at various points along the route) Planning Routing Scheduling Dispatching Follow up Reschedule if Necessary

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 5Laws Relating to RMG

5.1 The Labor act 2006 in Bangladesh:

The labor Act was published in 1965 for regulating working conditions in factories. After that it was not so effective for the growing situation and then it was repealed and with certain amendments, re-enacted the factories act 2006. This act prevails in Bangladesh now with some changes in the original act 2006. There are 21 (Twenty) chapters and 353 sections in this act to regulate the factories. This act stated how to make a good territory for working environment. In this act the provision was made for the factory, the condition for the women and the children and the young man/ adult. This act is applicable for the garment industry for the working condition, to make a better environment for work, the protection or safety and the welfare of employees in case of dangerous fume or machine, the annual leave, the festival, the wages pattern, the provisions of employment of women and children and their wages time and conditions. The important provisions and the condition of work that is applicable for the readymade garments industry are discussed below:

5.1.1 Cleanliness:

Every factory shall be kept clean and free from effluvia arising from any drain privy or other nuisance and in particular accumulation of dirt and refuse shall be moved daily by sweeping or by any other effective method from the floors and benches of workrooms and from staircases and passages and disposed of in a suitable manner. The floor of every workroom shall be cleaned at least once in every week by washing using disinfectant where necessary or by some other effective method. (Section: 51)

All inside walls and partitions, all ceilings or tops of rooms and walls, side and tops or passages and staircases shall be repainted or re-varnished at least in very three(03) year. The wall shall be cleaned at least once in every fourteenth months (14). In other case the wall shall be kept white-washed or colour- washed and the white-washing shall be carried out at least once in every fourteen months. Effective arrangement shall be made in every factory for the disposal of wastes and effluents due to the manufacturing process carried on. (Section: 13)

5.1.2 Adequate Ventilation Facility:

Effective and suitable provision shall be made in every factory for securing and maintaining in every work- room adequate ventilation by the circulation of fresh air and such temperature as will secure to workers comfort and prevent injury to health, the walls and roofs shall be of such material and so designed that such temperature shall not be exceeded but kept as low as practicable. (Section: 52)

5.1.3. Disposal of Dust and Fume;

In any factory no stationary internal combustion engine shall be operated unless the exhaust is conducted into open air and no internal combustion engine shall be operated in any room unless effective measures have been taken to prevent such accumulation of fumes. In every factory in which there is given off any dust or fume or other impurity of such a nature and to such an extent as is likely to be injurious or offensive to the workers employed, effective measure shall be taken to prevent its accumulation in any work-room and its inhalation by workers. (Section: 53)

5.1.4 The overcrowding

No work room in any factory shall be overcrowded to an extent injurious to the health of the workers employed. Without prejudice to the generality of the provision that there shall be provided for every worker employed in a workroom. It should be at least 9.5 cubic meter of space in the case of a factory. (Section: 56)

5.1.5 Availability of lighting:

In every part of a factory where workers are working or passing, there should be provided and maintained sufficient and suitable lighting, natural or artificial. In every factory all glazed windows and skylights used for the lighting of the workroom shall be kept clean on both the inside or outside and free form obstruction as for as possible. (Section: 57)

5.1.6 Drinking water:

In every factory effective arrangement shall be made to provide and maintain at a suitable point conveniently situated for all workers employed, a sufficient supply of wholesome drinking water should be marked Drinking Water and it should be understandable by majority of workers. The distance should be within twenty feet (20) of any washing place, urinal or latrine. If the worker is more than two hundred and fifty (250), there should be an arrangement for cooling the drinking water during the hot weather. (Section: 58)

5.1.7 Sufficient Sanitation:

In every factory sufficient latrines and urinals of prescribed types shall be provided conveniently situated and accessible to workers at all times. It should be separately for male and female workers. There should be adequate lighting and ventilation and it shall be maintained in a clean and sanitary condition at all times with suitable detergents. In every factory there should be available and sufficient number of spittoons which shall be maintained in a clean and hygienic condition. (Section: 59)

5.2 SAFETY 5.2.1 Precautions In Case Of Fire:

In every factory the doors affording exit from any room shall not be locked or fastened so that they can be easily and immediately opened form inside. Every window, door or other exit shall be distinctively marked in a language understood by the majority of the workers and in red letters of adequate size or by some other effective and clearly understood sign. There should be an effective and clearly audible means of giving warning in case of fire to every person employed. The free passage way shall be maintained for the use of all workers in every room of the factory. The inflammable material should be used and it is necessary to trained all the workers. (Section: 62)

5.2.2 Fencing of machinery:

In every factory the security should be ensured to every moving part of a prime move , every fly wheel connected to a prime mover, the head race and tail-race of every water wheel and water turbine, every part of an electric generators, a motor and every part of transmission machinery. (Section: 63)

5.2.3 Floors and Means of Access:

In every floors, stairs, passages and gangways shall be of sound construction and properly maintained and where it is necessary to ensure safety, steps stairs passages and gangways shall be provided with substantial handrails and shall be provided and maintained safe means of access to every place at which any person is, at any time required to work. (Section: 72)

5.2.4 Protection of Eyes:In respect of any manufacturing process carried on in any factory the effective screens of suitable goggles shall be provided for the protection of persons employed on in risky place. (Section: 75)

5.2.5 Precaution against Dangerous Fumes: In any factory no person shall be permitted to enter any camber, tank vat, pit pipe, flue or other confined space in which dangerous fumes are likely to be present. (Section: 77)5.2.6 First Aid Appliance:

In every factory or section of a factory shall be provided and maintained first-aid boxes or cupboards equipped with the prescribed contents and the number of such boxes or cupboards shall not be less than one for every one hundred and fifty workers ordinary employed in the factory. All such boxes and cupboards shall be kept in charge of a responsible person who is trained in first aid treatment and who shall always be available during the working hours of the factory. (Section: 89)5.2.7 Canteens: In a factory employed more than one hundred and fifty (150) workers and ordinarily employed, an adequate canteen shall be provided for the use of the workers. (Section: 92)

5.2.8 Child Care:In a factory employed more than forty (40) women workers employed an adequate child care shall be provided for the use of the workers.The area is not less than 600 sq feet. (Section: 94)

5.2.9 Working hours of adults:

No adult worker shall be required or allowed to work in a factory for more than forty-eight (48) hours in any week. An adult worker many work for more than nine (9) hours in a day or forty-eight (48) hours in a week. The total hours of work of an adult worker shall not exceed sixty hours in any week and on the average fifty-six hours per week in any year. Where a worker works in a factory for more than nine hours in any day or more than forty-eight hours in any weeks he shall in respect of overtime work, be entitled to allowance at the rate of twice his ordinary rate of wages.

No adult worker in factory shall be liable to work either for more than six hours in any one day unless he has been allowed an interval of at least one hour during than day for rest or meal, for more than five hours in any one day unless he has been allowed an interval of at least half an hour during that day for rest or meal. (Section: 100, 101, 102, 103, &104)

5.2.10 Leave and holiday:

No adult worker shall be required or allowed to work in a factory on a Sunday or a Friday. The manager of the factory has, before that Sunday or Friday, or the substituted day given a notice to the inspector of his intention to required the worker to work on the Sunday or Friday. If an adult who work in a factory with a continuous service of twelve months completed, shall be allowed a leave of twenty-four days (24) with wages. Every worker shall be allowed at least ten days festival holidays with wages in a year and the days and the dates for such festivals shall be fixed by the manager or occupier. Every worker shall be entitled to casual leave with full wages for ten (10) days in a year. They also shall be entitled to fourteen (14) days sick leave in a year. (Section: 115,116,117 & 118)

5.2.11 Wages during the leave or holiday periods:

For the leave or holiday allowed to a worker under the provisions shall be paid of leave with full wages at the rate equal to the daily average of his full time earnings, including dearness allowance for the days on which he worked during the month but excluding any over- time earnings and bonus, and in case of leave with half-average wages at the rate of equal to half the daily average of his earnings. (Section-119)

5.2.12 Extra Allowance For Overtime:

Where a worker works in a factory for more than nine hours in any day or more than forty-eight hours in any week he shall in respect of overtime work, be entitled to allowance at the rate of twice his ordinary rate of wages.

5.2.13 Prohibition of Employment of Women and Children:

If a child who has not completed fourteen years of age, she shall not be allowed to work in any factory. The certificate of fitness issuing by a Certifying Surgeon is required to work who has completed fourteen years. The working hours for the child or adolescent in any factory are not more than five hours in a day. No woman or child shall be allowed in any factory to clean or adjust any part of machinery while that is in motion. They shall not be worked in any factory for pressing cotton at a cotton opener. If there are more than fifty women workers are ordinarily employed, there shall be provided and maintained a suitable room or rooms with adequate accommodation, lighting and ventilation and maintained in a clean and sanitary condition under the charge of a trained women for the use of infants or children under the age of six years of such women. No women shall be allowed to work in a factory except between 7 a.m. and 8 p.m. and for the child is 7 a.m. to 7 p.m. (Section: 34,35&36)

5.2.14 Rules regarding employment of young person:

A certificate of fitness to work in a factory as a adult is required if he has completed his eighteenth (18) year and is fit for a full days work in a factory. No young person shall work at any machine unless he has been fully instructed as to the dangers arising from the machine. (Section: 03)

5.2.15 Stoppage of Work:

At any time the employer may, in the event of fire, catastrophe, breakdown of machinery, or stoppage of power supply, epidemics, civil commotion or other cause beyond his control, stop any section or sections of the factory. In the event of such stoppage occurring at any time beyond working hours, the employer shall notify the workers affected in the case of factory. If the period of stoppage of working exceed one working day, the wages shall be paid for the day or days by which it shall exceed one working day. (Section: 12)

5.2.16 Right of laid off workers for compensation

Whenever a worker whose name is borne on the muster rolls of a factory and who has completed not less than one year of continuous service under the employer is laid off, he shall be paid by the employer the compensation which shall be equal to half-of the total of the basic wages including dearness allowance and the full amount of housing allowance. (Section: 16)

5.2.17 Conditions of retrenchment

No worked employed in any garments factory who has been in continuous service for not less than one year under an employer shall be retrenched by the employer unless the worker has been given one months notice in writing, indicating the reasons for retrenchment. A copy of the notice in respect of the retrenchment is sent to the Chief Inspector. The worker has to be given the retrenchment or compensation equivalent to thirty (30) days wages. (Section: 27)

5.2.18 Discharge from serviceA worker may be discharged from service for reasons of physical or mental incapacity or continued ill-health. In this case the worker shall be paid compensation at the rate of thirty (30) days wages. (Section: 28)

5.2.19 Dismissed from serviceA worker may be dismissed without prior notice or pay in lieu of any compensation if he is convicted for an offence or he is found guilty of misconduct. The worker who is dismissed shall be paid by the employer at the rate of fourteen days wages. (Section: 20)

5.2.20 Procedure for punishmentA worker charged for misconduct may be suspended pending enquiry into the charges against him and unless the matter is pending before any court, the period of such suspension shall not exceed sixty days. The worker shall be given a personal hearing and a copy of notice not less than seven days to explain. (Section: 24)

5.2.21 Termination of employment

For the termination of the employment of a permanent worker by the employer one hundred and twenty (120) days notice in the case of monthly related worker and sixty days notice in the case of other workers in writing shall be given by the employer. The wages for one hundred and twenty days may be paid in lieu of such notice. For terminating the employment of a temporary worker by the employer one months notice in the case of monthly rated workers and fourteen days, in writing shall be given by the employer. (Section: 20)

The Wages Act 2006

The Payment of Wages Act was published in 2006 and the amendment 2013 to protect the employee who were engaged in factory or readymade garments industry.This act describes the wages pattern , the of employer to pay the wages, the time of payment of wages, the calculation procedure , the deductions from the payment of wages, the claim that can by the employees and the others condition and provisitons for the wages and the employees. The necessary conditions and the prohibitions of payment of wages are described below:

5.3 Definition of wagesWages means all remuneration including the bonus or any other additional remuneration payable to a person for the regular attendance good work or conduct or other behavior of the person. The wages should be express in terms of money and there should be a contract to the employer. (Section: 120)5.3.1 Responsibility of payments of wage The employer shall be responsible for the payment to the persons employed by him of all wages. The wages period shall not exceed one month. The person shall be paid the salary for a fix period. (Section: 121)

5.3.2 Fixation of wage- periodsThe employer of organization should responsible for the payment of wages. The payment master will determine the wages period. Wages-period shall not be exceeding one month. (Section: 122)

5.3.3 Time of payment of wages

The wages of every person employed in any *factory or industrial establishment upon or in which less than one thousand persons (1000) are employed shall be paid before the expiry of the seventh day. Where the employment of any person is terminated by or on half of the employer, the wages earned by the employee shall be paid before the expiry of the second working day from the day which his employment is terminated.

All payments of wages shall be made on a working day. The payment shall be paid in current coin or currency notes. According to the Bengal Payment of Wages Rules, 2006, the register of wages shall be maintained in every factory and may be kept including the gross wages earned by each person employed , all deductions made from these wages, and the wages actually paid to each person employed for each wage period. (Section: 123)

5.3.4 Deductions Which Is Allowed From the Wages

The wages of an employed person shall be deducted from the wages in accordance with the provisions of the act. The fine shall be deducted from the wages but he has to be given an opportunity of showing cause against the fine. The total amount of fine shall not exceed amount equal to 10% of the wages payable to him. The fine shall not be imposed on an employee who is under 15 years old.

The deduction shall be imposed on for the absence from duty. The amount of such deduction shall bear to the wages payable to the employed person in the wages period. If any person made any damage or loss of the machine or instrument of the factory, the deduction shall not exceed the amount of the damage or loss caused to the employed by the neglect or default of the employed person and shall not be made until the employed person has been given an opportunity of showing cause against the deduction. The deduction shall be recorded in the Register book. There may be other deductions such as deductions for house accommodation supplied by the employer, deductions for recovery of advances, deductions of income tax, deduction for the provident fund, deduction for payment to the cooperative societies. (Section: 125 to 130)

5.3.5 Claims by the employee

The employee can make claims out of deductions from wages or delay in payment of wages or penalty. If there is any excess deduction from the wages or there is no actual payment of wages or there is no relation of payment of waged amount, the person employed can make claim for his legal wages. If there is any delay in payment i , e, more than 7 (seven) days of payment , the employee can make claim for his wages.(Section: 134)

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 6Laws Compliance By Panwin Designs Ltd

6.1 WHAT IS COMPLIANCE?In data storage terminology, the word compliance is used to refer to industry-wide government regulations and rules that cite how data is managed and the need for organizations to be in compliance with those regulations. The term encompasses data storage, data archiving, data encryption, and also data retrieval. Compliance has become a major concern for organizations and businesses, due largely in part to increasing regulatory requirements which often require organizations to invest in new technologies in order to address compliance issues.

6.2 Labor Act Compliance by Panwin Designs LtdPanwin Designs limited is very much aware about the labor act 2006. It tries to follow all the rules and regulation mention in the acts. For the compliance of the laws it received certification from the following customers: C&A CHARLES VOGELE TERRINOVA LI &FUNG .

Moreover, we have already achieved WRAP & OCS certification and advanced all most 50% work in the process of BSCI Certification such kind of organization.The compliance of the necessary factories act is described below:

6.2.1 Cleanliness: The cleanness is the most important consideration thing in the readymade garments industry said Mr. Anwar Salim (Diretor) of the Panwin Designs Ltd. He also said we always emphasis on the cleanliness.

Compliance Manager Md. Shakawar Hossen Mintu ensures that they are more conscious about the cleanliness. Their factory is free from effluvia of every floor and the benches of workrooms. They make it clean with disinfectant at least once in every week

6.2.2 Adequate ventilation: To make the comfortable environment the factory is made such a way that ensures the circulation of fresh air and makes the temperature for the better place to work. The wall and roofs are made of such material and so designed that it make low temperature and prevent injury to health.

6.2.3 Disposals of dust and fume;Panwin Designs Ltd has arranged a suitable way to dispose the dust and fume. It always makes compliance with The Environmental Act.

6.2.4 Overcrowding There are 3 factories in Panwin Group All the factories are enough places that can not make it overcrowded to an extent injurious to the health of the employed workers. All the factories are at least three hundred fifty (350) cubic feet of space that makes the worker good place to work.

6.2.5 Availability of lighting:Panwin Designs Ltd maintained sufficient and suitable lighting, natural or artificial. In the factory all windows are made of clean glass that convert skylights for the lighting of the workroom both the inside or outside and free form obstruction as for as possible.

6.2.6 Drinking water: In Panwin Designs Ltd has effective arrangement taken to provide and maintain sufficient supply of pure drinking water which is marked Drinking Water

6.2.7 Sufficient Sanitation:In the factory sufficient modern and hygienic latrines and urinals is situated that is accessible to workers at all times. They are marked male and female workers. In every floor there are available and sufficient numbers of spittoons which make the working environment hygienic place.

6.2.8 Precautions in case of fire:

Panwin Designs Ltd makes available and modern techniques for the protection of fire. It takes an effective and clearly audible means of giving warning in case of fire to every person employed. It never locked or fastened any room. To control the fire it always stored adequate number of sylender, inflammable material,Sprinkler,Cenrally addressable smoke detector,Juckey Pump, sufficient water and now latest addition will be fire proof door. The exit place is also marked as a red colour and also trained the worker how to use the fire passage.

6.2.9 Fencing of machinery:

In the factory the security ensured to every moving part of the machine, the head race and every part of an electric generators, a motor and every part of transmission machinery. A high tech glass is used to protect the workers hands and bodies when they worked in front of the cutting and swing machine.

6.2.10 Protection of eyes:

In respect of any manufacturing process the effective screens of suitable goggles shall be provided for the protection of persons employed on in risky place. Panwin Designs Ltd uses the high tech glass to protect the workers eyes. (what are your name )

6.2.11 First aid appliance:

In all the floor Panwin company provides and maintains first-aid boxes or cupboards equipped with the prescribed contents. All such boxes and cupboards are kept in charge of a responsible person who is trained in first aid treatment and he is always be available during the working hours of the factory.

6.2.12 Nurse and doctors facilities:

There is a full time nurse always attend the factory for the care of the women and the weak worker or the injured worker. The nurse is well trained from the nursing institute and she is more active and expert.The Panwin company always prepared to take care and help the injured worker and for this one qualified doctors are ready for them.

6.2.13 Canteens: A modern and available food canteen is situated in the factory. The garments worker can easily get food, sweetmeats, cake, juice, drinks, etc with a cheap rate.

6.2.14 Child Care:Panwin Designs Ltd. Have the child care center for women workers baby.All the child are taken the food facility from the factory.

6.2.15 Working hours of adults: There is no child or adult workers in Panwin Company said the compliance manager Md. Shakwat Hossen Mintu. There are more rules and regulation for the child and young workers. So to avoid the unnecessary and extra harassment the never allow them. The total hours of work of a worker has not exceed sixty (60) hours in any week and on the average fifty-six (56) hours per week in any year. If a worker works in a factory for more than nine (9) hours in any day or more than forty-eight hours in any weeks he/she shall in respect of overtime work, be entitled to allowance at the rate of twice his ordinary rate of wages.

6.2.16 Leave and holiday:

The worker will enjoy the weekly leave (52 days), festival leave (11) {Eid, Puja, 1st Boishak , 21st February, 26 March ,1st May and 16 December} maternity leave (120 days). If worker works in the factory with a continuous service of twelve months completed, he shall be allowed a leave of twenty days (20) with wages. The worker also got the earn leave who has completed twelve months service in a factory.

Every worker shall be entitled to casual leave with full wages for ten (10) days in a year. They also shall be entitled to fourteen (14) days sick leave on half-average wages in a year.

6.2.17 Wages during the leave or holiday periods:

For the leave or holiday allowed to a worker was paid of leave with full wages at the rate equivalent to the daily average of his full time earnings, including dearness allowance for the days, but excluding any over- time earnings and bonus, and in case of leave with half-average wages at the rate equal to half the daily average of his earnings.

6.2.18 Extra allowance for overtime:When a worker works for more than nine hours in any day or more than forty-eight hours in any week he will get overtime salary, and it is at the rate of twice his ordinary rate of wages.

6.2.19 Prohibition of employment of women and children:

The women are not use to clean or adjust any part of machinery while it was motion. Panwin Company maintained a suitable room or rooms with adequate accommodation, lighting and ventilation and maintained in a clean and sanitary condition under the charge of a trained women for the use of infants or children under the age of six years of such women. No women shall be allowed to work in a factory except between 8 a.m. and 8 p.m.

6.2.20 Rules regarding employment of young person There is no young worker in the Panwin company who is under 18 years old. All the workers are over 18 years old.

6.2.21 Securities:

The proprietor of the company and managing director Mr. Sarwr Salim said we always emphasis on the security and safety of the factory, the materials, the productions and the workers life. For this purpose we have 24 hours well trained guard. We maintain complete safety and security in all the steps of production and packaging and we ensure Full time security by CC TV in all of our factory area.

6.3 Labour Act Compliance by Panwin Designs Ltd.

Panwin Designs Ltd is more conscious about the labour (standing) act 2006. For this purpose it has a specialized compliance department which maintains all the rules, regulation and provision about the labour. It ensures the International labour law and environmental law well ventilated floor and open air flow system for sound Working environment. No child labor, no forced labor, no gender discrimination, harassment and no abuse of women and children. Better wages than minimum legal wage structure yearly bonus facilities. Full time doctors facilities, child care room, and canteen facilities. Yearly leave, medical and maternity leave. Working hours and days off Wel-equ1ped fire extinguishing system and regular training.For the compliance of the laws it received certification from the following customers:Moreover, we have already achieved WRAP & OCS certification and 50% work in the process of BSCI Certification The compliance of labour law is described below:

6.3.1 Leave and holidaysThe leave and holidays are maintained according to the Factories Act 2006. The employee get weekly holiday, earn leave, casual leave and festival according to this act.

6.3.2 Stoppage of workIf the company makes the stoppage of work due to shortage of materials or breakdown of machinery or thing from the factory, the employee will get the wages for that time.

6.3.3 Dismissed from serviceIf there is any possibility of Retrenchment, discharged from service, or dismissed from the service the company will give that particular person a notice. For the retrenchment or dismissed of worker, he will receive a lump sum payment for his dismiss from his service. 6.3.4 Training facilitiesBefore engaging into the work, the inexperienced worker needs to be trained. The company arranged training facilities for the unskilled employees. Before that period they will not engaged in work. 6.3.5 Trade unionThere is no trade union in Panwin Designs Ltd. But the employee can join to the WPC (Workers Participation Committee). The WPC consist of 2/3 managing committee from the employee who can bargain to the management of the company. This committee bargains for their security, job security, festival leave allowance, and others facilities All these facilities keep our worker's turnover to almost nil and help them to become self-motivated.

6.3.6 Wages Act Compliance by Panwin Designs Ltd The Proprietor and Managing Director Mr. Sarwar Salim and Diretor Mr. Anower Salim both have given emphases on the wages compliance.

The Compliance Manager Mr. Shakawat Hossen Mintu said that there is no dispute between the workers and the owners. The factories are Wel-vent1lated floor and open air flow system for sound Working environment. There is no child labor, forced labor, discrimination, harassment and abuse. It provides Better wages than minimum legal wage structure yearly bonus facilities. It also facilitates Transport, full time doctor, child care room, canteen. It ensures Available first aid box, pure drinking water. For All these facilities keep our worker's turnover to almost nill and help them to become self-motivated.Panwin Company provides the following facilities: Well training facilities: Panwin Company arrange a well structural training facility before engaged in to work. Bonus facilities: it has a attractive bonus facilities. Overtime facilities: the payment of overtime is double than the normal wages plan. Increments of wages: every year in January it increments the wages on an average 20% of their wages. Accommodation allowance: the worker is paid a accommodation allowance at 40% of their basic wages. Emergency funds: there is an emergency fund for the workers who need very emergency money. Religious festival: worker also gets an attractive religious bonus such as Eid festival or Puja festivals. Production bonus: the worker has been given a target so that they can work more with efficiency. If any body overcomes the targets he/ she will get a production bonus. Efficiency bonus: Efficiency bonus facilities are also available in panwin company ltd. All these facilities keep our worker's turnover to almost nill and help them to become self-motivated.

To comply with the labour law it has to be concern about the other international laws and national laws. It has to be complied with the ILO, international labour law and environmental law. The buyer are very much concern about the international law, payment law. Sometimes they want to see the companys register book, salary sheet, and payments check book whether it has comply with the existing national law and the international law. Panwin designs Ltd. Always maintain the following grade-

Worker GradeGradeDesignationTotal Wages (taka)

1P.Master,Chief Conttroller,Cutting Chief,Chief Mechanic13,000

2Mechanic/Electrician,cutting Master10,900

3Mechanic, All Sr.Machine Operator6,805

4All Machine Operator,Packer,Quality Inspector,Line Leader,Poly Man6,420

5All Jr.Machine Operator,Jr.Packer,Jr.Quality Inspector, 6,042

6All General Machine Operator5,678

7Asst.Sew.Machine Operator5,300

6.3.7 Transport Facility:Panwin Company provides the transport facility for their worker and staff from different places in different time.

6.4 Environmental law: To be complied the company needs to comply with the environmental law. Panwin Company is more concern about the environment. It disposes the garbage and other wastes with the most modern way. It has a programme named Wastes Disposal Management (WDM) for the disposal wastes cotton, fabrics, paper, oil, clothe etc. the company is also concern about the sound pollution, water pollution, air pollution and so on.

Report On Labour ComplianceOfPanwin Designs Ltd.

Chapter: 7Findings & RecommendationOf Compliance

7.1 Findings:

The following findings are obtained from the study of Labour Compliance of Mansheen Company Bangladesh Limited. The company compliance manager provided me the following information:

7.1.1 Fire protection:

To protect the life and the assets of the company, they are always conscious about the fire. The company has two separate entry and exit points form each floor. But the space of the stages is not enough for all the workers in case of fire and they can not able to settle the fire proof door. The company uses the modern fire control materials. The company compliance manager said the met all the fire code regulations.

Panwin Company Bangladesh limited has followed the categories of working hours and provided the following facilities and benefits things:

7.1.2 Health safety and benefits:

Working house 10-11 hours

Ventilation facilities Wide window with fresh air inside

Enough lighting Well decorated lighting

Salary payments date5th on every month.

Overtime payments date10th of every month.

Worker washrooms13 wash rooms in factory floor.

Medical benefits:

Doctors facilities one doctors stay all time in the premises

Nurse facilities All times nurse on premises

Uniformfree factory uniform

Fire drillonce per month

Labour relationsPermanent Health and Safety Employee reporting directly to top management once a week.

Canteen facilities 4 canteens with the cheap rate.

Other benefitsSeparate lunch area

Festivities bonus

Profit bonus

Intrinsic benefits

Production bonus

Never in excess of 60 hours work.

Under Bangladesh's labor law the regular work week is set at 48 hours, with overtime limited to 12 hours a week, making 60 hours the maximum allowable work week. The Bangladesh labor code requires one full day off a week and overtime to be paid at double the standard hourly rate. Usually they said they never crossed the 60 hours but in reality there is no consistency. 7.1.3 Forced overtime: In the factories workers have to work up to 14-hour daily shifts. On occasion there are mandatory 24-hour shifts, working right through the night, seven-day work weeks. If a worker cannot stay for the overtime, they are suspended without pay or fired.7.1.4 Training facilities: Training is very much urgent in case of garments workers when they work in a machine. The factory building is full of modern sewing machine, cutting machine and so on. All the machine instruction is given by English. But the working class has no adequate education to read and operate that machine. But the company doses not arrange any training program to train the working class. 7.1.6 Starvation wages: The wage can not meets the cost of survival. Workers cannot afford to purchase milk, juice, meat, fish, fruit, cereals, or vitamins for their children. Nor can they afford to buy new clothing. 7.1.7 About Workers Seating: There are some sit on hard wooden benches, without back rests, in long production lines of 60 or more sewers, for 12 hours a day or more, in a hot, factory. They enter at 8 a.m. and leave at 8 p.m. when it is already dark. They are not allowed to talk, and they need permission to use the bathroom, which is monitored and limited. 7.1.8 Humiliation: It is common for the supervisors to scream and yell at the workers to go faster, and even to throw the garments in the women's faces if they see so much as a loose thread.7.1.9 Denial of sick days and health care: Permission to be absent is almost never given, even if there is a sick child at home that requires care. Though money is deducted from the workers' wages, they are rarely allowed to use the Social Security health clinic during working hours.

7.1.10. There is absolutely no right to freedom of association: The company has a workers participation committee (WPC). This committee was consisted by the garments worker. Two or three of them go to the managing director and told on behalf and negotiate their rights, benefits, bonus, production target and others conditions of working into the factory. The right to organize is totally denied. Anyone even suspected of organizing a union is immediately, and illegally, fired. The workers do not even have the right to meet so they can learn their rights, let alone raise a grievance. 7 .2 Recommendations: The Bangladesh minimum wage for garment workers is amongst the lowest in the world. Even tripling the minimum wage will still keep Bangladesh garment workers amongst the lowest paid in the world. Indeed improving conditions for workers including wages is essential for increasing the competitiveness of the Bangladeshi garment industry. As the MFA Forum in May 2006 in Dhaka, Bangladesh concluded:"There is now acknowledgement that compliance with national law and international labour standards is a vital component of international competitiveness and the sustainability of the industry".Some recommendations have been placed to overcome the problems, which are faced by most of the readymade garments industry operating in our country. Ensure fair wages. Increasing the minimum wage Establish the Workers Rights and Human Rights. Ensure the equal wages and equal rights for the women workers. Improve the working condition and environment in working places. Support, cooperate and conduct the factory base movements. Training and education for the garment workers. Ensure security of workers enroute to their work. Encourage freedom of association Ensure access to basic education Honor the emancipated. Special training and education for the woman workers. Legal aid for the members and garment workers. Publicize the workers and other materials for the garment workers in local and easy language. Cooperate to get new jobs for the unemployed and dismissed workers. Awareness building for health and environment and to provide health facilities. Organize meetings, processions, demonstrations, seminars and symposiums for the garment workers. Express and show solidarity with international trade union movements, democratic movements and women movements.

Compliance Practices in Panwin Designs Ltd.Page 2