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1.5 Limitations
The problems that may be faced in completing this study are given below:
At first, there may be a scarcity of required data. Sometimes, data may not be
found in needed format.
In some cases, it will take a long time to make conversation with officials because
they are quiet busy.
Lack of access to statistical data may be appeared due to confidentiality.
This type of organization is rigid to reveal the data associated with the employment
policy and labor relations As a result, it may became hard to collect and analyze
data required in this study.
Chapter 2: Methodology
graphical models e.g. Pie Charts, Bar Diagran, Tables etc. Finally, subjective judgments
will be used to offer recommendations based on analyses and findings.
the trend idea & colors of Autumn/Winter & Spring/Summer at different time of the year. We
also visit European fairs for trend ideas & do a lot of shopping across USA, EUROPE & JAPAN.
We invest energy & several million USD on sweater yarn research & development to
make trendy sweater collection so that we can bring latest collection to our customers.
3.4 Organogram
Below structure broadly illustrates the hierarchy layout and operational responsibilities of
the Board and the Leadership teams of Hannan Fashion Ltd. .
Ground Floor
First Floor
Second Floor
Third Floor
Fourth Floor
Ware House
Sample Room
Winding
Washing Unit
Finishing section
Inspection Room
Knitting Inspection
Linking section
Knitting Neck
Trimming /Mending
Overlock/Bartack/Light Check
All the working floors are well ventilated and clean with normal and emergency exits. we
are self-equipped with 900 KVA generator power to meet all our in-house demand
3.6 Products
Mens Pullover,
Womens Pullover,
Juniors Pullover
Mens Cardigan
Womens Cardigan
Juniors Cardigan
3.7 Customers
ESPRIT of Germany
STREET ONE of Germany
ERNSTINGS FAMILY of Germany
KATAG of Germany
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MQ of Sweden
LINDEX of Sweden
KAPPAHL of Sweden
EL CORTE INGLES of Spain
BEST SELLER of Denmark
CELIO OF FRANCE
3.8 Equipment
Table 3.4.1: Equipment available in Hannan Fashion Limited
Equipment type
Brand
Shima Seiki
Country
Japan
Quantity
20 nos
10 set (120
spindle)
Knitting machines:
Flying tiger
Taiwan
200 sets
3.5 gg
150 sets
5 gg
250 sets
7 gg
200 sets
12 gg
Linking machines:
Flying tiger
Taiwan
12 sets
5 gg
48 sets
6 gg
120 sets
8 gg
100 sets
14 gg
Sewing machine
Juki
Japan
18 sets
Overlock machine
Juki
Japan
12 sets
Juki
Japan
04 sets
Juki
Japan
04 sets
Juki
Japan
04 sets
Checking lamp
10 set
Fulton
USA
02 set
Flying tiger
Taiwan
04 set
Flying tiger
Taiwan
02 set
Flying tiger
Taiwan
06 sets
Stem iron
Flying tiger
Taiwan
42 sets
Fulton
USA
02 Set
Fulton
USA
02 Set
Fulton
USA
02 Set
Computer
20 Set
02 Set
3.9 Employees
Section
Number of Employees
Jacquard section
30 persons
Winding section
75 persons
Knitting section
600 persons
Linking section
200 persons
Overlock section
20 persons
Trimming section
80 persons
Lightcheck section
45 persons
Mending section
60 persons
Washing section
35 persons
Ironing section
100 persons
Sewing section
75 persons
10
Quality control
40 persons
Packing section
45 persons
Office staff
25 persons
Other
30 persons
Total employees
1460 persons
3.10 Certificates
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12
Basic
Net
Salary
Tk. 6,500
Tk. 2,600
Tk. 200
Tk. 9,300
Grade 2: Mechanic,
Tk. 5,000
Tk. 2,000
Tk. 200
Tk. 7,200
Tk. 2,870
Tk. 1,148
Tk. 200
Tk. 4,218
Tk. 2,615
Tk. 1,046
Tk. 200
Tk. 3,861
Tk. 2,395
Tk. 958
Tk. 200
Tk. 3,553
Tk. 892
Tk.200
Tk. 3,322
Tk. 800
Tk.200
Tk. 3,000
Tk. 2,000
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4.2.5 Enforcement
Government shall appoint the Director of Labour and such number of
Additional Director of Labour, Joint Directors of Labour, Deputy Directors
of Labour and Assistant Directors of Labour as necessary for monitoring
workplace activities.
The Government shall appoint a Chief Inspectors and requisite number of
Deputy Chief Inspectors, Assistant Chief Inspectors or Inspectors. These
officers have the power to enter, inspect and examine any workplace
premises and ascertain the observance of labour laws.
The Government has the power to establish as many Labour Courts as it
considers necessary. A Labour Court shall consist of a chairman and two
members (one representing employers and the other, the workers).
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Accountability & Workers Rights (Jo-In) was established. Members of Jo-In are:
SAI, FLA, ETI, CCC, FWF and WRC.
The International Labour Organisation is a tripartite UN organization representing
governments, businesses and workers and has set up a legal and policy framework
for labour issues. The ILO has issued almost 200 conventions on working
conditions. Eight of these specify the fundamental labour rights:
Freedom of association and the right to collective bargaining;
A ban on forced labour;
A ban on child labour;
A ban on discrimination in the workplace and in professions.
Minimum Wages
The ILO conventions focus in particular on governments responsibilities with
respect to labour rights. The Tripartite declaration of Principles Concerning
Multinational Enterprises and Social Policy extends the ILO Conventions, listing
corporate responsibility with regard to labour issues and also including a number
of additional labour standards falling under the specific responsibility of
corporations. Most codes of conduct and social standards are based on these
conventions.
Convention
Forced labor
Number
Rectification
date
Bangladesh
China
India
Thailand
Vietnam
C.29
1930
Freedom of
Discrimination Child labor
Association
C.105 C.87
C.98 C.100 C.111 C.138 C.182
1957 1948
1949 1951 1958 1973 1999
1972
1972
1954
1969
1972
1972 1998
1990
1958
1999
1997
2000
1969
1972
Minimum
age
C.138
1973
1999
2001
2002
16
2004
2003
2001
2000
15
15
1980
1997
Health and Safety: Provide a safe and healthy work environment; take
steps to prevent injuries; regular health and safety worker training; system
to detect threats to health and safety; access to bathrooms and potable
water;
Working Hours: Comply with the applicable law but, in any event, no
more than 48 hours per week with at least one day off for every seven day
period; voluntary overtime paid at a premium rate and not to exceed 12
hours per week on a regular basis; overtime may be mandatory if part of a
collective bargaining agreement;
Discipline: No corporal punishment, mental or physical coercion or verbal
abuse;
Compensation: Wages paid for a standard work week must meet the legal
and industry standards and be sufficient to meet the basic need of workers
and their families; no disciplinary deductions;
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The export-quota system and the availability of cheap labor are the two main
reasons behind the success of the industry (Haider 2007). But unfortunately in
many RMG factories the labors are often seen being deprived of their rights.
According to Amin (2009), Coordinator of the Bangladesh Garment Workers
Unity Council (BGWUC), The garment workers of Bangladesh may be the most
deprived labor force in the world. Most are paid between US$14 and US$16 per
month, the lowest salary in the world. He also added Only a few factories here
maintain international standards, and many of them do not implement any worker
health and safety measures. The Financial Express (2008), a daily English
newspaper of Bangladesh, referred to a recent study conducted by a local think
tank that has revealed that investors in the RMG sector have more than doubled
their earnings in the past seven years. Despite this increase, however, it is a
remorse that many owners are not paying their laborers regularly and all sorts of
extraneous arguments are put forward for non-payment of their salaries. New Age
(2009), another prominent daily English newspaper, reported that the majority of
garment factories do not yet comply with many wage and workplace standards
specified in the tripartite agreement of 2006. At the global level, campaigns have
drawn attention to abuses of workers' rights in global supply chains and put
pressure on international corporations to take greater responsibility for employees
through corporate codes of conduct. Local employers in the Bangladesh garment
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industry must now demonstrate compliance with these codes to win orders from
international buyers (UNIFEM 2008). According to International Labor
Organization (2010), buyers make sourcing decisions based on four factors: price,
quality, how long it takes to get produce to the marketplace and social compliance,
including compliance with labor standards. In order to export readymade garments,
it is not only the quality parameters that are important towards acceptance of the
product as per the intended end use, but also the working environment, in which
the garments are to be produced, is equally important so that sweatshop concept is
totally taken care of and the code of conduct must be stretched towards achieving
the objectives of social compliance issues (Das 2008). Research showed that when
companies that dealt with foreign buyers adhered to codes of conduct, conditions
improved for the workers in the factories stated by (Mahmud) in one of her
articles. In some large factories, health and safety standards improved and other
benefits were introduced such as timely payment of salaries, proper overtime rates
and maternity leave.
The social dimensions of the RMG industry are getting more attention from
consumers, social workers, welfare organizations and brand name international
buyers. International buyers are very particular about compliance with codes of
conduct. Currently, many international buyers demand compliance with their
code of conduct before placing any garment import order. The factory working
environment is not very satisfactory.
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