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Trade unions, gender issues and the ready-made garment industry of Bangladesh Table 6: Causes of inactivation of the unit unions Causes of inactivation No. of respondent unions Migration of the office bearers for better job prospects 2 Owners forced the office bearers to leave the factory through various intimidation tactics 1 Office bearers “voluntarily” became inactive due to the fear of harassment by the owner 4 Transfer of factory ownership and/or the venue of the factory 1 Office bearers were bribed by the owner to become inactive 1 c. The formation, activities, and achievements of the unit unions It is clear from Table 7 that most garment workers became interested in forming unions mainly to achieve their legally sanctioned fundamental rights, including timely wages, proper remuneration for overtime, maternity and other leave, etc. Since, in the absence of proper collective bargaining bodies, they were left at the mercy of the owners for realizing their goals, they found no other way but to form unions with or without the help of the federations. Their unionization process, therefore, is different from that occurring in the public sector, where political calculations are crucial. Table 7: Events that led to the formation of unit level unions Causes of formation No. of respondent unit unions 1) Delaying the payment of monthly wages; plus 2) Non-payment of bonus and overtime benefits; plus 3) Deterioration of working environment; plus 4) No provision for holidays, maternity and sick leave; plus 5) Physical and verbal harassment by the owner. 12 1) Delaying the payment of monthly wages; plus 2) Non-payment of bonus and overtime facilities; plus 3) Deterioration of working environment; plus 4) No provision for holidays. 8 1) Delaying the payment of monthly wages; plus 2) Deterioration of working environment. 8 201
Women’s employment in the textile manufacturing sectors of Bangladesh and Morocco Among the 13 registered unit unions, only seven were able to place any demand charter to their management. The other six unit unions not only failed to place any demand charter but also became inactive within a short span of time. In the above-mentioned seven units, the demand charters were placed before the management on many occasions. The main demands were: 1) Payment of wages and overtime remuneration in due time; 2) Payment of two Eid bonuses and other regular due incentives; 3) Provisions for maternity leave with half payments for a period of three to six weeks depending on the health conditions of the female workers; 4) Provisions for childcare facilities for the female workers; 5) Provision for sick and casual leave with and/or without half payments depending on the nature of urgency of the matter; 6) Improving hygienic conditions and working environment in the factories; 7) Ensuring adequate toilets and dining facilities for the workers; 8) Provisions for security for female workers while returning home at night; 9) Issuance of appointment letters and ensuring job security; 10) Payment of wages according to the tripartite charter if on minimum wage scale; 11) Re-appointment of workers who were fired during industrial disputes with the management in factory units. In two factories, after the submission of the demand charter, the owners not only rejected the charter outright but also purged the workers whom they thought were behind the formulation of the charters. In five factories, the owners, after long struggle and a few gherao and work stoppages, met some demands of the charters. Those demands were timely payment of wages and overtime remuneration, payment of two Eid bonuses, improvement of hygienic conditions, providing adequate toilet and dining facilities, and re-appointment of fired workers. In one factory, the owner even agreed to provide childcare facilities and to issue appointment letters. However, in most cases, after a certain period of time, owners reneged on the agreement. Nevertheless, in three factories the workers were successful, through agitation as well as litigation, in forcing the owners once more to meet some of their demands. No owner, however, agreed to provide maternity leave to female workers with half payment. They agreed, at best, to grant unpaid leave to pregnant female workers and to ensure 202
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Women’s Employment in the Textile
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This United Nations Research Instit
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Acknowledgements Many people have b
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notwithstanding the inertia of the
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Carol Miller is a policy analyst on
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xii VII. Contribution of different
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Introduction 1 Introduction 1 Shahr
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Introduction Table 1: Basic indicat
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Introduction women have been tradit
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Introduction The chapters on Bangla
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Introduction occurs, on average, at
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Introduction women workers related
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Introduction in low-income countrie
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Introduction by repaying their “d
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Introduction participate in labour
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Introduction their bargaining power
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Introduction processing zones hypot
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Introduction IV. The case studies T
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Introduction experience in garment
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Introduction V. Conclusion Although
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Introduction improved technology. T
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Introduction References Afsar, R. (
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Introduction Household Power Relati
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Wage discrimination by gender in Mo
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Gender and employment in Moroccan t
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Gender dimensions of labour migrati
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Table 1: Total number of male and f
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258 Women’s employment in the tex
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