Introduction:
The minimum age for workers in
Bangladesh is 18 years in factories and establishments. Contracts are made in
the form of a letter of offer. Workers may also be engaged on verbal
agreements. The dignity of labour is ensured in accordance with the Bangladesh
Labour Act, 2006 coupled with the principles enunciated in the ILO convention
and recommendations.[1]
Bangladesh, with a population of
128.1 million people, has a large and cheap labour force of around 60 million,
comprised of 40 million agricultural jobs (growing at one percent a year) and
20 million non-agricultural jobs (growing at six percent a year).[2]
Poverty is one of the root causes behind the most talked problems in
Bangladesh. This poverty compels the poorer children to do work either
hazardous or non hazardous. Children are paid less than adults, with many
working up to twelve hours a day.[3]
Chapter I: Workers And Their Classification
DEFINITION OF WORKER:
‘worker’ means any person
including an apprentice employed in any establishment or industry, either
directly or through a contractor, to do any skilled, unskilled, manual,
technical, trade promotional or clerical work for hire or reward, whether the
terms of employment be expressed or implied, but does not include a person
employed mainly in a managerial or administrative capacity;[4] and includes, for the purpose of any
proceedings under this Chapter in relation to an industrial dispute, a person
who has been dismissed, discharged, retrenched, laid off or wither wise removed
from employment in-connection with or as a consequence of that dispute or whose
dismissal, discharge, retrenchment, lay off or removal has led to that dispute,
but does not include a person employed as a member of the watch and ward or
security staff or fire-fighting staff or confidential assistant or telex
operator or fax operator or cipher assistant or any establishment.[5]A person
in order to be a worker need not necessarily receive wages[6]. Mere
designation is not sufficient to indicate whether a person is worker.A person
does not cease to be a worker only because he is employed in a supervisory
capacity.[7]
CLASSIFICATION OF WORKERS:
By nature and condition of work:
Six types:
i.
apprentice,
ii.
badli,
iii.
casual,
iv.
temporary,
v.
probationer, and
vi.
permanent.[8]
On the basis of age:
three kinds:-
i.
child ,
ii.
adolescent,
iii.
adult woeker.
On the basis of time duration:
i.
Full time worker ,
ii.
part time worker.
Others: There are also worker named monthly rated worker,
piece rated worker, daily payment basis worker. When a worker is terminate they
are called laid off worker, retrench worker. Some are called night shift
worker, day shift worker.
Chapter II
AN OVERVIEW OF ALL TYPES OF WORKERS
This chapter elaborately describes about
different types of workers,their rights ,duties appointment and termination.
APPRENTICE WORKER
A worker shall be called
an apprentice if he is employed in an establishment as a learner, and is paid
an allowance during the period of his training.[9]Apprenticeship
is a system of training a new generation of practitioners of a structured
competency based set of skills. The system of apprenticeship first developed in
the later Middle Ages and came to be supervised by craft guilds and town
governments. A master craftsman was entitled to employ young people as an
inexpensive form of labour in exchange for providing food, lodging and formal
training in the craft. The modern concept of an internship is similar to an
apprenticeship.
Objectives:
ü
training
ü
Execution of work for the employer.
Process:
An employment contract for the
apprentice therefore exists when an employer agrees to teach a trade and the
apprentice agrees to ‘serve and learn’. The contract should provide details
relating to what training the apprentice will undertake and how this should be
done (e.g. college, day release, attending different sites of the employer,
etc). As with other employees, the apprentice’s contract must also contain the
basic details of their role, their working hours, their rate of pay and their
holiday entitlement and other employment benefits.
BADLI WORKER & CASUAL WORKER
A
worker shall be called a badli if he is employed in an establishment in the
post of a permanent worker or of a probationer during the period who is
temporarily absent.[10]
According to section 4(3)
of THE BANGLADESH LABOUR ACT,2006 ‘a worker shall be called a casual worker if
his employment in an establishment is of casual nature. Now the phrase ‘casual
worker’ is often used to describe workers who are not part of the permanent
workforce but who supply services on an irregular or flexible basis, often to
meet a fluctuating demand for work. Casual workers are most often hired as
short term replacements for staff and to help manage heavy workloads. At the
more senior levels, casuals are used to bring in an expertise in order to
support a special project or to transfer knowledge. Generally casual employees
are entitled to annual holiday pay, however their entitlements may be met
differently to that of a full-time employee. This will depend on the nature of
the relationship with the employer
Casual workers are entitled to
some, but not all of the benefits given to permanent workers. Casual workers
are employed on a ‘shift-to-basis’. There is a common misconception that casual
workers have no employment rights, including, for example, a right to holiday
leave and a right to statutory sick pay. Casual workers should have the
following rights like:
·
Payment of any unused holiday upon the employment
ending;
·
The right to certain daily and weekly rest breaks;
·
Statutory sick pay dependent upon certain
requirements being met;
·
The right to be protected against deductions from
wages or non-payment of wages;
·
The right to be protected against discrimination
on the grounds of race, sex, disability, age ,part-time status, religion or
belief;
·
The right to receive the National Minimum wage;
·
The right to be protected against any detriment or
dismissal as a result of making a protected disclosure;
PROBATION
Generally probation is a trial period during which the employer closely
monitors & evaluates worker's job performance to determine whether he is
eligible for the post or job. 'Probation' means 'the testing of a person's
abilities or behavior find out if he or she is suitable, esp. for a job[11].
"from the above portions you can say a probationer is a worker who works for
a limited period of time, trial period, and after which he will be entitled to permanent
appointment to the post for which he completes the trial period. Now, if we
closely analyze 5.4 (6) of the Bangladesh labour Act 2006 a probationer is:-
i.
He is provisiousnally emloyed is
an establishment to fill a permanent vacancy in a post
ii.
Has not completed the period of
his probation.
Dissection of point 1 :
Provisionally employed means the worker is employed subject to some
conditions. From the above phrase it is clear that the employer has an
intention to employ the worker on permanent basic if he fulfills the required
conditions for the past,
Dissection of point 2:
From point 2 it is clear that the probationer is required to complete a
period of probation to be permanent worker and this period is the time from
entering into the post up to becoming permanent to that post. 5.4 (8) says
about period of probation.
Period of probation:
If we closely read the 5.4(8) we can get two types of worker viz:
(a) Clerk and
(b) other worker
According to this subsection of the period of probation for clerk i.e
whose function is of clerical nature is six months.
The period of probation for other workers is three months.
However, in case of skilled worker the period of probation may be
extended for a further three months if the circumstances be such that it has
not been possible to determine the quality of his work within the first three
month's period of his probation[12].
If any worker is terminated during his probationary period, whether normal
or extended period, is again appointed by the same employer within a period of
three years not as a permanent worker, be deemed to be probation and his
earlier or period of probation shall be counted to determine his total period
of probation.
However, when a permanent worker is transferred to a new post he may be
reverted to his old post during the period of his probation for the new post[13].
Probation and permanent worker:
In order to treat a worker as permanent he is not required to be
appointed on permanent basic. It will be sufficient if he has satisfactorily completed
the period of probation. So we can say that the period of probation is the transitional
state to transform a probationer into a permanent worker[14].
Probationer and Temporary
worker:
It was held in Rupali Bank vs. The chairman 2nd labour court Dhaka[15]
that appointment of employees on
temporary basic cannot be termed as probationers in as much as the appointment
are not given against any permanent or sanctioned post.
Leading case:
Samir Malaker V. The chairman ,Divisional Labour court Khulna and
another[16]
Fact:
On 1.12.1985 MR. Samir was initially appointed by a Jute Mill on Caual
or adhoc basic for a period of 3 month to work as a compulist for a period of 3
month to work as a computist he was eprforming the job of clerical nature His
appointment was subsequently extended 3 times by letter from his appintment may
be cuased at anytime but he would not be emtilled to provident fund and
gratuity until he was made permanent and his pay scale was also raised from
time to time. He was also given yearly bonus like a regular employee. On this
ad hoc basic MR samir served The company for as many as 10 years though, He was
not made permanent., Suddenly on 02.10.1996.Samir was informed by his employer
that he woild ne appointed afrest wothout counting his 10 years service on ad
hoc basic.
Fact in issue:
Can samir claim himself to be a permanent worker and take action again
the decision of his emplyer ?
Judgment:
The court held that the petitioner was to be treated as a permanent
worker.
Arguments supporting the judgment:
1. An work to be temporary must exentially be temporary in nature and
is likely to be finished withing a limited perod. Buy in this case work of the
computist is not temporary in nature.
2.There is no provision in the act to appoint a worker on ad-hoc basic.
3. As the work of Mr. samir is clerical in nature so his period of
probation will be six month after which he is entilled to get all benfits of
his service including his gratuity as a permanent worker.
Right of probationer:
A probation has the following right-
1 To get letter of appoimtment and indentily card with photograph
2. To get compensation and other banafits when he was been terminated,
Discharged ETC. But if there be any condition that he will have to serve the
employer fro at least one year contiusly in that case he is barred by such
condition.
3.It he has any interest in the provident fund he is entitted to get
that
4.He is entilled to get a certificate of service from his employer when
he is no more employee under the employer .
5. he has right to reing from his contrarry to this,
CHAPTER -III
An overview on Temporary & Permanent workers
Temporary employment
includes work under a fixed-term contract, in contrast to permanent work where
the contract which regulates the employment relationship has no end-date. This chapter first reviews the conflicting definition of
temporary workers, history of temporary employment, appointment of temporary workers,
termination of temporary workers, advantages of temporary works , disadvantages
of temporary works, role of temporary workers in the economy .
DEFINITION OF
TEMPORARY WORKERS
the word means "temprary worker shall be called a temporary worker
if he is employed in an establishment for work which is essentially of
temporary nature, and is likely to be finished within a limited period[17].
From the above definition it is quite clear that the vital question for one`s
becoming temporary workers is the nature of the works where he is employed. The
High Court has held in Managing Director Rupali Bank Ltd. Vs. First Labor Court
and Others[18]
that the term temporary worker has a connotation which is different from
popular and dictionary meaning of the term.
TERMINATION OF
TEMPORARY WORKERS
According to the Labour
Act 2006[19]
“The employment of a temporary worker may be terminated by the employer,
otherwise than in the manner provided elsewhere in this chapter, and if it is
not due to the completion, cessation, abolition or discontinuance of the
temporary work for which he was appointed, by giving to him in writing-
(a) thirty day’s notice,
if he is a monthly rated worker;
(b) fourteen days notice,
in case of other worker.
(3) Where an employer
intends to terminate the employment of a worker without any notice, he may do
so by paying to the worker, wages in lieu of the notice,
ADVANTAGES OF TEMPORARY WORK: THE TEMPORARY WORKER
ü the
easiest way to gain employment within their chosen sector.
ü Option
of returning to work after a long period of illness or after being a full time
mother.
ü option
start a career within a particular business.
DISADVANTAGES OF TEMPORARY WORK: THE TEMPORARY WORKER
ü The
pay rate is usually lower than that of a permanent worker.
ü No
guarantee that a job will last for very long. with no prior notice.
ü Holiday
and sick benefits is not ensured properly.
ü Temporary workers are being kept as a temp for years without any sign of being
made permanent.
PERMANENT WORKERS:
Under section 4(7) of The
Bangladesh Labour Act,2006 worker shall be called a permanent worker if he is
employed in an establishment on a Permanent basis or if he has satisfactory
completed the period of his probation in the establishment.
Under section 4(10) If a permanent worker is
employed as a probationer in a new post, he may at any time during the
probationary period, be reverted to his old permanent post.
Permanent employment is a full-time, salaried position with a contract
to work the minimum amount of 36 hours each week. The vast majority of workers
are on a permanent contract and it's as much for the protection or the employer
as it is for the employee.
The employer can even terminate the employment
of a particular worker without any notice as mentioned above, if the employer
pays the wages to the terminated worker for aforesaid period of notice. If the case is for a permanent worker who is terminated
by the employer without notice entitled to:
120 days wages (in lieu of notice) plus compensation of 30 days wages for every completed year of service plus other benefits payable to him/her (includes un-availed annual leaves, provident fund etc.)
120 days wages (in lieu of notice) plus compensation of 30 days wages for every completed year of service plus other benefits payable to him/her (includes un-availed annual leaves, provident fund etc.)
Employees can terminate on the basis of incapacity, dismissal for misconduct, retrenchment for redundancy. These are applicable for employees working for more than a year.
Advantages:
·
Financial security: There has a certain amount of money
paid to a worker every month which allows the worker to budget effectively.
·
Career opportunities are more accessible and a worker
will set goals to achieve within his role.
·
He will generally have a greater sense of job
satisfaction as he become integrated into team and make long term friendships
with colleagues.
Disadvantages:
·
Work-life balance. Friends, family and other commitments
may be affected by working long hours for an employer.
·
Many people become frustrated by a lack of change and the
same commute, the same four walls and the same colleagues every day can be a
grind.
·
Notice periods tie a worker to an employer for a certain
amount of time even if he want to leave, which can put other employers off if
it's a long time period.
Chapter: IV
Age of Employment
Age of employment means the age
limit to enter into any employment. All are not fit for work. There is some
variety among persons according to their physical capability, mental capability
and above all age capability. The persons who are under-aged normally cannot
work or have no capability to work.
Age of employment also refers the
upper limit of age to carry on work. Thus age of retirement is also covered by
the term.
Who is
a child labourer?
The term “child labour” generally refers to any
economic activity performed by a person under the age of 15, defined by the
International Labour Organization (ILO) of the United Nations. On the
beneficial side of the continuum, there is “light work” after school or
legitimate apprenticeship opportunities, such as helping out in the family
business or on the family farm. At the destructive end is employment that is
ü
Preventing
effective school attendance;
ü
Hazardous
to the physical and mental health of the child.[20]
Minimum
age for admission to employment and work[21]:
The main principles of the ILO’s
Convention concerning the minimum age of admission to employment and work are
in the table below.[22]
|
|
The minimum age at which children can start
work.
|
Possible exceptions for developing countries
|
|
Hazardous work
Any work which is likely to jeopardize
children’s physical, mental or moral heath, safety or morals should not be
done by anyone under the age of 18.[23]
|
18
(16 under strict conditions)
|
18
(16 under strict conditions)
|
|
Basic Minimum Age
The minimum age for work should not be below
the age for finishing compulsory schooling, which is generally 15.[24]
|
15
|
14
|
|
Light work
Children between the ages of 13 and 15 years
old may do light work, as long as it does not threaten their health and
safety, or hinder their education or vocational orientation and training.[25]
|
13-15
|
12-14
|
Age
limits for work in countries worldwide:
Age limits differ from activity to activity and
from country to country. The legal minimum age for all work in Egypt, for example,
is 12; in the Philippines, 14, in Hong Kong, 15. Peru adopts a variety of
standards: the minimum age is 14 in agriculture; 15 in industry; 16 in deep-sea
fishing; and 18 for work in ports and seafaring[26].
Current situation of Bangladesh:
The term child has been defined
in this way, ‘child’ means a person who has not completed his fourteenth year
of age;[27]According to the
International Labour Organisation definition (right), there are about 3.2
million child labourers in Bangladesh[28].
In
slums almost one in five children aged 5-14 are child labourers, and of these,
only 25 per cent attend school[29].
Child employment rates increase with age, but even about two per cent of
five-year-olds and three per cent of six-year-olds work[30].
Child labour is a visible part of everyday life in Bangladesh. On average,
children work 28 hours a week and earn 222 taka (3.3 USD) a week[31].
Many of
the jobs that children in Bangladesh perform are considered „hazardous‟, and
put their physical and mental development at risk. The UN Committee on the
Rights of the Child expressed concern in 2009 that many Bangladeshi children
continue to work in five of the worst forms of child labour, namely welding,
auto workshops, road transport, battery recharging and tobacco factories[32].
Laws in Bangladesh:
1.
Constitutional safeguard:
Article 20 of the Bangladesh
Constitution refers to work as a right and a duty and a matter of honour of
every citizen who is capable of working[33]. “Work
as a right and duty” as a fundamental principle of state policy is a guide to
interpretation of the laws of Bangladesh[34]. So
every single law that regulate the labour sector of the country shall ensure
honour and payment according to the principle “from each according to his
abilities, to each according to his work”[35].
Article 28(4) of the Constitution
empowers the State to make special provisions for the benefit of children. It
says “nothing in this article shall prevent the state from making special
provisions for women and children ….”[36]. This
vital provision of the constitution is the main weapon of the Govt. for
preventing unjust and child labour.
Art. 34(1) of the constitution
states “forced labour” is prohibited and an offence[37].
2.
The Labour Act, 2006:
Bangladesh enacted the Labour Act
in 2006, which includes a chapter on child labour. This law prohibits
employment of children under 14 years of age, as well as prohibiting hazardous
forms of child labour for persons under age 18. However, children who are aged
12 and above may be engaged in “light work” that does not pose a risk to their
mental and physical development and does not interfere with their education.
No child shall be employed or
permitted to work in any occupation or establishment.[38] The
definition of child stated in Labour Act says that a person who has not
completed his fourteen years of age[39].
Exception:
Notwithstanding anything
contained in the chapter 3 of labor Act,2006 a child who has completed twelve
years of age, may be employed in such light word as not to endanger his health
and development or interfere with his education.[40] This
section also provides that the hours of work of such child, where he is school
going, shall be so arranged that they do not interfere with his school attendance.
The law does not provide a strong
enforcement mechanism for the child labour provisions. Additionally, the vast
majority of children (93 per cent) work in the informal sector[41] which
makes enforcement of the relevant legislation challenging.
In case of adolescent:
According
to the labour code the term adolescent means a person who has completed his
fourteenth year but has not completed eighteenth year of age.[42]
No adolescent shall be employed
or permitted to work in any occupation or establishment unless a certificate of
fitness in the prescribed form and granted to him by a registered medical
practitioner is in the custody of the employer; and he carries, while at work,
a token giving a reference to such certificate[43]. The
definition of adolescent according to labor act is a person who has completed
his fourteen years but has not completed eighteenth years of age.
Exception:
When the employment of any
adolescent is in any occupation pr establishment either as an apprentice or for
the purpose or receiving vocational training then this section will not apply.[44]
Disputes as to age:
S. 36 of Bangladesh labor Act
,2006 says that if any question arises as to whether any person is a child or
an adolescent, the question shall, in the absence of a certificate as to the
age of such person granted by a registered medical practitioner, be referred by
the Inspector for decision to a registered medical practitioner. And this
certificate as to age of a person granted by a registered medical practitioner,
shall be conclusive evidence as to age of the person to whom it relates.
Other cognate Laws:
There are a number of statutes
which stipulate the minimum ages at which children can legally work in certain
sectors.[45]
I.E.
(a) Mines (Mines Act 1923) -15 years (with medical certificate of fitness);
(b) Shops and other commercial establishments (Shops and Establishments Act 1965) -12years;
(c) Factories (Factories Act 1965) - 14 years (with medical certificate of fitness);
(d) Railways and ports (Employment of Children Act 1938) -15 years;
(e) Workshops where hazardous work performed (Employment of Children Act 1938)-12years;
(f) Tea gardens (Tea Plantation Labour Ordinance 1962) - 15 years.
(a) Mines (Mines Act 1923) -15 years (with medical certificate of fitness);
(b) Shops and other commercial establishments (Shops and Establishments Act 1965) -12years;
(c) Factories (Factories Act 1965) - 14 years (with medical certificate of fitness);
(d) Railways and ports (Employment of Children Act 1938) -15 years;
(e) Workshops where hazardous work performed (Employment of Children Act 1938)-12years;
(f) Tea gardens (Tea Plantation Labour Ordinance 1962) - 15 years.
3. Governmental and non-governmental effort:
The
Ministry of Labour and Employment has recently adopted a National Child Labour
Elimination Policy 2010, which provides a framework to eradicate all forms of
child labour by 2015. UNICEF was one of many stakeholders to provide feedback
on this policy. A Child Labour Unit has been established as part of this
policy, which will have responsibilities including collecting and disseminating
data relating to child labour. According to this policy, the criteria for
defining hazardous work for children includes: working more than five hours a
day; work that creates undue pressure on physical and psychological wellbeing
and development; work without pay; work where the child becomes the victim of
torture or exploitation or has no opportunity for leisure[46]
The Government of Bangladesh
ratified the ILO Convention 182 on the Worst Forms of Child Labour (WFCL) in
2001. Nearly 3.2 million children aged 5-17 work in Bangladesh[47]. Out of
these child labourers, 1.3 million are engaged in hazardous work[48].To
address these conditions, the ILO International Programme on Elimination of
Child Labour (IPEC), ADB and UNICEF supported the Government of Bangladesh in
developing a National Time-Bound Programme (TBP) towards eliminating all forms
of worst forms of child labour by 2015[49]. It
focuses on strengthening the knowledge base and preparing models that regulate,
monitor and address hazardous child labour in an urban informal economy for
country replication[50].
Age of retirement:
The term retirement has been
defined by sec 2(i) of Bangladesh Labour Act, 2006.
According to the labour act, 2006 ‘Retirement’ Means normal termination
of employment of a worker on attaining certain age under section 28 of the Act[51].
Provided that retirement shall also include voluntary retirement from
service on completion of 25 years of service in any establishment[52].
S.28. Retirement of worker : (1) A
worker employed in any establishment shall, notwithstanding anything contained
elsewhere in this chapter, retire from employment ipso facto on the completion
of the fifty-seventh year of his age.
(2) For the purpose of counting age of the worker under this section
the date of birth recoded in the service book of the concerned worker shall be
the conclusive proof.
(3) Every retiring worker under the provisions of section 26(4) or
under own service rule of the establishment, shall be paid his benefits due to
him.
(4) Appropriate authority, if thinks proper, may afterwards, employ the
retiring worker under Contract.
Chapter:
V
Recommendations
In certain cases this law loses
its effectiveness as 93 per cent of child labourers work in the informal sector
– in small factories and workshops, on the street, in home-based businesses and
domestic employment[53]. There seems paucity of integrity in terms of
meeting the meaningfulness of labour laws and of satisfying the expected goal.
Out of them, only a slight intentional step of the one may make the laws objectless.
Reasonably we have some directions which are likely to meet the ultimate goal
as regards the promulgation of the said law. Some are as follows:
•
Provisions must be
enacted which accelerate the sense of morality resulting into the sense of
ultimate responsibility as regards both the employer and the employee
•
In a bit to
enjoying the fitness certificate, the registered medical practitioners have
been given authority imprudently which facilitates malafide intention resulting
into corruption. This mechanism should be specialized. And for this, a strong
monitoring team is a must which scrutinizes the process through which
certificate will be made and finally ensures the authenticity of the
certificate.
•
In terms of
satisfying the standard of different types of workers i.e child worker and so
on, the age of employment as we find, has been made colonially. It should be
decolonized. So the real democratic consideration requires here with a view to
facing the colonial and monarchical challenges up and to democratizing the
whole system of legal arena in
particular, and of the social body in general.
Conclusion:
Cheap
labouers is the backbone of the economy of every third-world country. A very
scientific classification of them enables the Govt. easy monitoring through
specific laws. Child labour destroys a countries chance to provide more skilled
and ex-part workforce for future. Only special monitoring service can ensure a
better society & future for workers.
[1]
European Commission - Asia Investment Facility-2012
[2]
Deloitte - International Tax and Business Guide.
[3] http://www.unicef.org/bangladesh/children_4863.htm.
[5]
S-175 of the Labour Act-2006
[6]
State of Bomby Vs.Alisaheb Kasim Tamboli AIR 1955Bom 209
[7]
Dosta Textile Mills Vs.Sudhansu Bikas Nath (1988) 40 DLR (AD)45.
[8]
S-4 of the LABOUR ACT-2006.
[10]
S-4 (3) of the LABOUR ACT-2006.
[11] Oxford
law dictionary. P 98.
[12] [Proviso
to 5.4(8)
[13]
S4(10) of LABOUR ACT-2006
[15] 22BLD
2002 (HCD) 143
[16] 23B;D(HCD)
417
[18]
(1994) 46 DLR 143.
[19] Section
26(2)
[20] A
new tool to combat the worst forms of child labour, ILO, 1999
[21] ILO Convention No. 138
[22] ILO
Conventions and Recommendations on child labour. (www.ilo.org)
[23] Conventions
Nos. 138 and 182.
[24]
Ibid.
[25]
Ibid.
[26] The
state of the world’s children 1997, UNICEF, 1997
[27]
S.2(Lxiii) of Bangladesh labour Act,2006
[28] Bangladesh
Bureau of Statistics, Report on National Child Labour Survey, 2002-2003
[29] BBS/
UNICEF, Multiple Indicator Cluster Survey 2006, October 2007
[30] UNICEF,
ILO, World Bank Group, Understanding Children’s Work in Bangladesh, June
2009 (unpublished)
[31] Bangladesh
Bureau of Statistics, Report on National Child Labour Survey, 2002-2003
[32] Concluding
observations of the Committee on the Rights of the Child: Bangladesh, June
2009
[33]
Art.20.The Constitution Of The Peoples
Republic of Bangladesh.
[34]
Mahmudul Islam, constitutional law of Bangladesh, 2009, p.56.
[35]
Supra note.
[36]
Art.28(4).The Constitution Of The
Peoples Republic of Bangladesh.
[37]
Art.34(1). The Constitution Of The
Peoples Republic of Bangladesh.
[38]
S.34 of Bangladesh labour Act,2006
[39]
S.2(Lxiii) of Bangladesh labour Act,2006
[40]
S.44 of Bangladesh
labour Act,2006
[41] Bangladesh
Bureau of Statistics, Report on National Child Labour Survey, 2002-2003
[42]
S.2(viii) of Bangladesh
labour Act,2006
[43]
S.34 of Bangladesh
labour Act,2006
[44]
S.34 of Bangladesh
Labor Act,2006
[45] 3rd and 4th periodic reports combined: CRC/C/BGD/4,
23 October 2008.
[46]
Child Labour in Bangladesh. UNICEF,2011, p.3.
[47] Bangladesh
Bureau of Statistics, 2003
[48] ILO
and BBS, Baseline Survey for Determining Hazardous Child Labour Sectors in
Bangladesh, 2005.
[49] Bangladesh
Decent Work Country Programme (DWCP). (2006-2009).
& United Nations Development Assistance Framework (UNDAF) 2006-2010.
[50] Bangladesh
Decent Work Country Programme (DWCP), ILO, p.2.
[51]
S.2(i), Bangladesh Labour Act, 2006.
[52]
Ibid.
[53] http://www.unicef.org/bangladesh/children_4863.htm.
