Findings & Analysis

A Case on Dispute

Bangladesh following a governmental transition in Jul 2024, also went through some changes
to public holidays. More specifically, the interim government previously declared August
15th which was a national holiday as a working day. Since the Bangladesh Labour Act 2006
stipulates that companies provide 11 national holidays per year, this adjustment is especially
problematic for workers.

Workers at Aman Knitwears said they were unhappy that they did not get a compensatory
leave. The union mobilized right away and mediating with workers and management. This
was followed by some consultations among HR and upper management before the company
accepted to give September 16th (Eid-e-Milad-un-Nabi) as a compensatory holiday.

This resolution echoes the ability of the union to resolve grievances through an efficient
process without affecting crucial operations, thus reiterating Aman Knitwears' adherence
towards legal responsibility and ethical behavior.

Key Functions of Trade Unions

We have trade unions at Aman Knitwears which keeps an important connection between the
employees and the management. They work to defend the rights of workers, settle disputes,
and inform on both obligations and entitlements.

Advocacy for Workers’ Rights

One of the main purposes of the union is to defend workers. They deal with issues like leave,
pay, and working conditions. Another such example would be with the 2024 holiday on
August 15, altered by the interim government, and fought for more range of motion through a
negotiation between the employees' union- students received an extra assure as compensation
for changes in schedule. This resolution was illustrative of how this union has mobilised by
working with labour laws such as Bangladesh Labour Act 2006 which requires that
employees must get a total of 11 national holidays.

Mediation of Disputes

Another important role by the union is negotiating between the workers and management to
avoid conflicts. Instead, they called for a day off on the Monday after Eid-e-Milad-un-Nabi
holiday in 2024 and workers also agreed that this compensatory leave would prevent any
dissatisfaction of workers and production disruption as well. This shows just how important
the union is to ensuring that a balance exists between what the company requires and
maintaining peace within its work force.

Promoting Awareness and Conducting Training

Awareness sessions are also organized on a quarterly basis to make the workers aware of
their rightful entitlements, workplace safety and personal development. It covers themes like
the health policy and financial literacy, which guides workers to make better decisions
concerning their job and well-being. Such sessions not only bolster support among workers
but reinforce labor and management ties.

Legal Framework

Based on the Bangladesh Labour Act 2006, Trade unions in Bangladesh work under a
regulated framework about its registration, operation and rights. Aman Knitwears abides by
these guidelines with all respects of the national labor laws.

Registration and Working of Unions

NGWF is one of the most significant trade union organizations in Bangladesh, and it works to
develop democracy within workplaces or areas where workers gather; its affiliated unions
have a formal registration sometimes recognized by employers and securing this recognition
by an employer—like Aman Knitwears—is difficult. Registration: Approval of at least 30%
of the workforce enables registration, representing a recognition of their legitimacy as the
spokesperson for workers. Having legal status means that the union can negotiate on behalf
of the employees and raise issues with management.

Application of Labour Laws

Aman Knitwears complies with the fundamental traffic rule of labour laws which guarantee
wage protection, occupational health and safety and grievance mechanism. Immediately
implementing the government’s 2023 order to increase salaries and receive overtime benefits
is part of the company’s philosophy in proactively implementing labor laws, which any effort
to improve workers’ welfare would be implemented immediately into business practice.

Challenges in Enforcement

Aman Knitwears on the other hand has set up an example by following the labor laws
somehow but many others in this sector are still lined with dark criticism for not following
such minimum standards. These violations include late payments of wages, poor working
conditions, and insufficient safety measures in many factories, showing that achieving
widespread compliance is a challenge.

Union Influence

Trade unions at Aman Knitwears have a role to play not only in individual workplace issues
but also in policy decisions of the company.

Successful Negotiations

The ability of the union to negotiate has yielded historical gains for workers. Some examples
are: the union won a 10% raise to workers in 2022 when inflation began rising. It is a
testament to how effectively the union has navigated the economic woes facing workers
today while also having an understanding of the operational realities of the company.
Likewise, the union was essential in getting a compensatory day off for 2024, forcing the
company to comply with its legal obligations while keeping production on track.

Policy Contributions
The union works very closely with management in various areas of workplace policy,
especially health and safety. Aman Knitwears already provides numerous above-legal
benefits, including healthcare, childcare and educational scholarships, but the union
guarantees that such benefits keep pace with the changing needs of its workers. The 员工编辑团队
关闭"chick-fil-a". This ongoing cooperation between theUnionAndx 的管理是该公司工作场所文化的积极组
成部分.

Sector Comparisons

While there are other RMG factories in Bangladesh, Aman Knitwears has been used as an
example of successful union-management cooperation. While many factories in this sector
see strikes and protests over burning labour disputes, Aman Knitwears has managed to carve
a niche for itself by solving issues proactively and creating a culture of trust. However,
factories such as Tazreen Fashions have received bad publicity for not guaranteeing workers'
rights and safety, demonstrating the opposite side of the industry.

Obstacles confronted by Trade unions

Yet, there are ongoing challenges that hamper the ability of trade unions at Aman Knitwears
to deliver on Jim and his colleagues' vision.

Limited Worker Participation

The most serious of those challenges is the weak level of worker engagement in labor union
initiatives. A mere 20% of the workforce are actually participating in the union due to fear of
retaliation from management as well as ignorance with regard to membership benefits. The
union must bolster its advocacy and re-earn employees trust to fix the problem.

Management Opposition

This positive attitude towards unions is not seen as widespread within the RMG sector, even
if management at Aman Knitwears does support its union. Most factories, some through
intimidating threats and others with restrictive policies, discourage the formation of unions
which diminishes workers’ bargaining power as a collective.

Financial Constraints

Another challenge is the financial constraints of unions. Unions would not have the extra
budget to expand their outreach programs or provide other support services like legal help or
financial help for workers.

Sectoral Challenges

Now, there are problems regarding the enforcement of labor law in the RMG sector still.
Most of the factories do not meet even basic wage and safety standards, resulting in
widespread disenchantment among workers and heightening the need for powerful unions to
fight for meagre workers' rights

Worker Perspectives
In Aman Knitwears, its workers tend to have a positive perception of the union as they give it
credit for representing their interests and advocating for improvement.

Positive Feedback

Workers were especially pleased with the union's work to negotiate pay raises and resolve
disputes in a non-volatile manner. In turn, workers complimented the way that the union
practised this balance in their relationship during a conflict over holiday for 2024. The
campaigns have also increased awareness among workers, who are now better informed
about their rights and the laws around safety in the workplace.

Areas for Improvement

But that local union presence isn't as strong as some workers would like it to be. They argue
that union needs to reach out more, communicate more frequently, and even allow for
incentives for activism. The action could help unify and engage the workforce to a greater
degree, though.

Management Perspective

On the other hand, Aman Knitwears Management also identifies and understands the positive
significance of a union in maintaining an amicable work environment.

Positive Contributions

The union opens a channel of communication between workers and management — which
management appreciates! Such communique is important to address the matters before they
become massive, buttering consistent operations and no longer permitting the sounds of
disruption. The 2024 holiday dispute, although long and drawn out seemed to leave both
workers and management with a sense of achievement and appeasement leading to the
avoidance of conflict.

Critical Observations

Management said it appreciates the value that a union brings, today but balancing worker
demands with company objectives is difficult. As an example, the negotiations were lengthy
in the7034 holiday dispute and it was hard to find a result that would suit both parties.
However, the working relationship between the union and management is normally one based
on respect and collaboration.

Collaborative Relationship

The relationship of management with the union at Aman Knitwears is overall collaborative.
Moreover, both union and management together have made the company a role model of
amicable union-management relations in the RMG sector.