Its about industrial relations

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Introduction:
Industrial relations has become one of the most delicate and complex problems of modern
industrial society. Industrial progress is impossible without cooperation of labors and
harmonious relationships. Therefore, it is in the interest of all to create and maintain good
relations between employees (labor) and employers (management).
Industrial relations is a multidisciplinary field that studies the employment relationship.
Industrial relations is increasingly being called employment relations or employee relations
because of the importance of non-industrial employment relationships; this move is sometimes
seen as further broadening of the human resource management trend. Indeed, some authors now
define human resource management as synonymous with employee relations.
Other authors see
employee relations as dealing only with non-unionized workers, whereas labor relations are seen
as dealing with unionized workers. Industrial relations studies examine various employment
situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman
"To a large degree, most scholars regard trade unionism, collective bargaining and labor
management relations, and the national labor policy and labor law within which they are
embedded, as the core subjects of the field.
Brief history of the Company:
The three enterprising entrepreneur set up Coast to Coast as a private limited company in
1992. Over the years it has excelled in developing its human resource to produce quality
woven and knit garments.
Today Coast to Coast is recognized as one of the outstanding factories in Bangladesh
exporting to large institutions in USA.
The vision of Coast to Coast is clearly defined to contribute to community development
through its consistent effort in developing and providing economic security of the human
resources employed in the company
Legal Status: Private Company with Limited Liability.
Board of Directors:
1. ASHRAF UZ ZAMAN (SHIRAJ) – Chairman and Managing Director
2. SYED IBNE ABBAS – Director
3. H.M.MAZHARUL ISLAM – Director, Administration and Compliance
Name of Factories:
1. COAST TO COAST APPARELS LTD.
2. COAST TO COAST FASHION LTD.
3. COAST TO COAST (PVT) LTD.
4. ATHLETIC SUPPORT LTD.

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Address of the Factories:
Village Itahata, Union Bason, Mouja 35 (Chandana), Gazipur Sadar, Gazipur.
Type of business: 100% Export oriented Garments Manufacturer & Exporter.
Number of machines: 2400 Machines in Operation.
Number of workers: 4800.
PRODUCTS:
Jog Suit, Warm Up Jacket, Warm Up Pant, Vest, Cargo Shorts, Board Short, Swim Short, T-
Shirt, Polo Shirt, etc. [specialty in woven light weight garments (Microfiber, Taffeta), Warp
Knit, Cotton Pant & Fleece Sherpa Jacket, Trench Coat]
MONTHLY PRODUCTION CAPACITY:
Jacket/trench coat - 25000 to 30000 dozen.
Pant/short - 50000 to 60000 dozen.
Tee shirt/polo shirt- 70000 to 80,000 dozen.
BUYERS:
Sears, K-Mart, Paradies, Bodek & Rhodes, Belk Store, K&G, Value City, Meijers, Costco,
Burlington, Shopko, Bass Pro Shop, Saks, Reebok, Casual Male, Haband, Federated Stores,
Tema, Regatta.
CERTIFICATIONS:
We are certified by wrap approvals. we are also approved by c-tpat and
Lafuma annual Turn over: USD 30 million.
Industrial Visit at Coast To Coast (Pvt) Ltd.:
During the visit, the day started with the presentation of HR Department (Human Resource
Department) of Coast To Coast (Pvt) Ltd. Highlighting mainly the growth, status,
accomplishments, future projects, achievements and key milestones of the company. Although
the company specializes in manufacturing almost every possible dosage forms starting from their
products variation. Apart from this department, I had the opportunity to visit different
department and sections of the industry like- Production Unit, Quality Control, Quality
Assurance, Dispensing, Manufacturing, Packaging, Warehouse sections etc. Additionally, they
had the opportunity to watch the manufacturing products.
All the products of the plant are manufactured as per the regulatory guidelines of FAM. The

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various large-scale RMG manufacturing products and their applications were also keenly
observed by us. This enabled correlate their theory with practical application in RMG
manufacturing field. The officials at Coast To Coast (Pvt) Ltd. were also very impressed with the
curiosity of students to learn the subject. They tried to answer every question that we had asked.
I was very happy and felt enriched after visiting the manufacturing plant.
The purpose of organizing these visits is to make us get an idea about the industrial work and
manufacturing process from a practical point of view. It also helps us to make our studies
interesting as we can observe the things we study from our theory books.
Concept of Industrial Relations:
The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry”
refers to “any productive activity in which an individual or a group of individuals is/are
engaged”. By “relations” we mean “the relationships that exist within the industry between the
employer and his workmen.” The term industrial relations explains the relationship between
employees and management which stem directly or indirectly from union-employer
relationship.
Industrial relations are the relationships between employees and employers within the
organizational settings. The field of industrial relations looks at the relationship between
management and workers, particularly groups of workers represented by a union. Industrial
relations are basically the interactions between employers, employees and the government, and
the institutions and associations through which such interactions are mediated.
The term industrial relations has a broad as well as a narrow outlook. Originally, industrial
relations were broadly defined to include the relationships and interactions between employers
and employees. From this perspective, industrial relations cover all aspects of the employment
relationship, including human resource management, employee relations, and union-
management (or labor) relations. Now its meaning has become more specific and restricted.
Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade
unionism, and labor-management relations, while human resource management is a separate,
largely distinct field that deals with nonunion employment relationships and the personnel
practices and policies of employers.
Introduction to Industrial Relation at Coast To Coast (Pvt.) Ltd.:
The relationship between employer and employee or trade unions is called Industrial Relation
(IR). Harmonious relationship is necessary for both employers and employees to safeguard the
interests of both parties of the production. In order to maintain good relationship with the
employees, the main functions of Coast To Coast (Pvt) Ltd. avoiding any dispute with them or
settle it as early as possible so as to ensure industrial peace and higher productivity.
IR is also concerned with determination of wages and conditions of employment. Industrial
relations and human relations are distinctly two indispensable factors in RMG industry, one
depending on the other. Coast To Coast (Pvt) Ltd. have good industrial relations in a RMG

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industry. Good industrial relations provide the necessary background for human relations. In any
undertaking, good relations between the management and workers depend upon the degree of
mutual confidence which can be established. This, in turn, depends upon the recognition by the
employees of the goodwill and integrity of the management in the day-to-day handling of
questions, which are of mutual concern. The first requisite for the development of good industrial
relations is a good labor policy. The aim of such a policy Coast To Coast (Pvt) Ltd. secured the
best possible co-operation of the employees.
Coast To Coast (Pvt) Ltd. have to establish industrial peace; their workers must be assured of fair
wages, good conditions of work, responsible working, holidays and minimum facilities of life.
The objectives of good industrial relations should be the development and progress of industry
through democratic methods, stability, total well-being and happiness of the workers, and
industrial peace. Hence, industrial peace is the fruit of good industrial relations.
Employee Involvement & participation:
Provident Fund: Contribution made by the company on monthly basis in separate PF trust
account. A separate trustee Board is maintained as per PF Act.
Gratuity Fund: Terms and conditions for Gratuity Entitlement (A separate trustee Board is
maintained) as per gratuity Act.
Phone Policy: Only authorized employees shall be entitles to use mobile phone. The Mobile
phone set price limit & credit limit of mobile phone usage shall be fixed by the management. In
case of hijacked / lost/ theft first time 50% further purchasing cost will be borne by the users and
for the second time or more full cost. Excess usage of credit limit shall be paid by the user. In
manufacturing/working space worker can’t use their mobile phone.
Company Car Scheme / Pick Drop Service:
For Corporate Office, Distribution & Factory: Full time vehicle facility is limited to
Departmental Full-Fledged Manager to above only.
Performance / Production Bonus:
Incentive/ performance bonus: As decided by management.
Festival Bonus:
Entitlement: Minimum six months service period entitled half of monthly gross salary. On
completion of one year of service, one month gross salary is payable as bonus on.

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Group Life Insurance Policy:
Group life insurance covers the lives of multiple persons such as some or all employees of a
company. Depending on the group life insurance policy, the insured person may receive life
insurance coverage as an employee benefit, make a contribution to pay part of the cost, or may
pay for the group life insurance policy on their own. As per Section-99, Bangladesh Labor Code-
2006, HR & Admin and Accounts are responsible to bring all the employees under group life
Insurance Policy.
Canteen Facilities:
Canteen facilities will be as per section-92, Bangladesh Labor Code-2006.
WPPF & WF Facilities.
The workers participation of Company profits will be as per Bangladesh Labor code-2006.
Medical Facilities:
As per section- 150 & 151, and schedule- 05 of Bangladesh Labor Code-2006.
For Manager & Above: Company will reimburse medical benefits at actual of self, wife and two
children only.
Day Care Center:
Day care facility of their children for every employees/workers.
Security, Health and Safety:
Coast To Coast (Pvt) Ltd. shall take all such steps as prescribed by the Regulations made under
the Labour Act, 2006 and as amended in order to ensure the health, safety and welfare of all the
employees.
Objectives:
 To prevent all downgrading incidents, which could result in personal injuries, fire,
property damage and waste, and to create and maintain a safe and healthy working
environment for all our employees;
 To promote and maintain the highest possible degree of mental and social well being of
all our employees;
 To promote and maintain good working conditions so as to safeguard our employees
against injuries and occupational health and safety hazards, and to conduct our operations
with due consideration to the protection of the environment;
 To train employees at the workplace so that they are well equipped to participate fully in
the identification, reporting and management of unsafe acts and conditions;

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 To strive for maximum employee participation in creating a healthy and safe working
environment at all hierarchical levels through effective communication.
Management shall:
 At all times provide the correct attitude for safety consciousness and leadership;
 Supply materials, tools and all requirements for safe practices and operations, within
reasonable limits;
 Encourage all employees at all levels within SBCGT to make suggestions for the
improvement of health and safety, through the appropriate managers, and supervisors.
 Publicize, praise and criticize safety practices and initiatives wherever warranted.
Security:
A number of measures are in place to ensure adequate security around the office. The entrance to
the premises is guarded round the clock.
The doors to the building as well as those of individual offices are locked after working hours.
Staff members expecting to work late or over the weekend should obtain a key and an authority
to operate the security locking system from the Finance and Administration Manager
Staff members working after hours should ensure that all the windows are closed and the lights
turned off before leaving. No money or valuables should be left unattended. The insurance for
the building does not cover personal property.
First Aid:
Coast To Coast (Pvt) Ltd. will provide a first aid kid and ensure that at least two staff members
are trained on how to use the aid adequate.
Visitors:
All visitors should report to the reception and entrance is not permitted directly to any
department until approval from the concern.
Smoking:
Smoking shall not be allowed inside the building. All employees are urged to make sure that
their visitors adhere to this.
Emergencies:
In the event of an emergency, e.g. Fire:
 raise the alarm
 inform the relevant authority e.g. in the case of fire, inform the Fire Brigade or the Police
explaining what kind of fire it is;
 disconnect all machinery and close all the windows;

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 Evacuate the building.
If the situation is life threatening;
 Raise the alarm;
 Evacuate the building immediately.
Collective Bargaining Activities:
Collective bargaining is the oldest form of labor management negotiation in the industrial
relations in Bangladesh. Because of the doctrine of multiple union systems the practice has been
developed to select a Collective Bargaining Agent (CBA) from among the registered
unions in an enterprise or group of enterprises to undertake collective bargaining with
the employer on behalf of the workers in that enterprise or group of enterprises. The main
activities of CBA are as follows:
1. to undertake collective bargaining with the employer or employees on matters
connected with employment, non-employment, terms of employment or the
conditions of work
2. to represent all or any of the workmen in, any proceedings;
3. to give notice of and declare a strike in accordance with the provisions of law;
4. to nominate representatives of workmen on the board of trustees of any welfare in
institution or provident fund and of the workers’ participation fund.
In any enterprise if there is only one registered union with membership, equivalent to a minimum
of one third of the total number of workers employed in an enterprise, that union is, legally
authorized to work as the CBA without any election. But in case, if there exist more
than one legal union, a CBA is elected from among those unions on the basis of secret
balloting under the supervision of the Registrar of Trade Unions. It is stipulated in the law that
a union even if it wins in the balloting cannot be declared as the CBA, unless votes
castled in its favor amount to at least one third of the total number of workers employed in
that enterprise or group of enterprise
Collective Bargaining Process:
1. 1dentification of the problem: Problem identification influences whole process. Whether
the problem is very important that is to be cussed immediately or it can be
postponed for some other convenient e or whether the problem is a minor one
so that it can be solved with the other party's acceptance on its presentation
and does fluencies following the long process of collective bargaining, etc. It also
influences the selection of represent actives, their size, and period of negotiations and
period of agreement that is reached ultimately. As such it is important for other the
parties to be clear about the problem before entering into the negotiations.
2. Preparing for negotiations: If collective bargaining is deemed essential, both the parties
prepare themselves for negotiation s. The preparation starts with selection of

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representatives. Such representatives should be selected who can carry out negotiations
with patience and sincerity and can present their views effectively. After selection they
should be educated about the complete problem. Their power and authority during
negotiations also should beck early spelt out. Other preparations include fixing up time
for negotiations, period of negotiations, etc. But once the parties enter into negotiations
the period of negotiations may vary depending upon circumstances.
3. Negotiation of agreement: Negotiation usually begins with the union delivering to
management a long list of demands. By initiating with the union creates significant room
for trade off in the later stages of the negotiation. It also disguises the union real
position, leaving it to management to try to figure out which demand is
adamant sought, which are moderately sought and which the union is prepared to
quickly abandon.
4. Implementation of the contract: Once a contract is agreed upon and ratified, it then
must be implemented. The agreement can be made on a temporary basis. In such cases,
before its expiry both parties consult each other and can terminate or renew the
agreement depending upon the circumstances. The union may always demand there
newel of such agreements, which benefit workers before their expiry, management, on
the other hand, may reject this demand taking the financial position of the organization
into consideration. As a result, this may again lead to negotiations. As such, collective
bargaining is not a temporary accommodation but is a continuous process
Disciplinary Procedure:
All employees are subject to disciplinary measures and liable of different penalties based on the
degree of infringements of company’s policies, dereliction of duty, and breach of contract,
indiscipline, misconduct and breach of code of conduct.
Misconducts:
The following acts and omissions shall be treated as 'Misconduct'-
1. Disobedience to any lawful or reasonable orders of a superior, whether alone or along
with others.
2. Theft, fraud, dishonesty and misappropriation of company's cash money / property.
3. Damage to or loss of company's goods or property and misappropriation of Company’s
fund.
4. Habitual late attendance, early leaving of office or returning late from lunch break.
5. Absence from duty without permission for more than 10 days at a time.
6. Drunkenness, gambling, riotous, disorderly or indecent behaviour while on duty.
7. Collection of money within office premises for any purpose.
9. Holding of any kind of meeting within the office premises within or beyond office
hours without prior permission of the authority in writing.
10. Leaving of work without permission, disappearance from the desk or place of work
without permission during duty hours.

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11. Unauthorized use of company's property.
12. Neglect of work.
16. Threatening or intimidating any officer within or outside the office premises.
17. Taking or giving bribes or any illegal gratification.
18. Lending to or borrowing money from a subordinate officer/corporate staff.
19. Accepting gifts from subordinate officer/corporate staff.
20. Frequent repetition of any act or omissions as mentioned in the above.
21. Making false and misleading statements.
Disciplinary Action/Procedure for punishment:
1. The officer concerned has been informed in writing of the charge (s) leveled against
him.
2. He is given not less than 7 days time to explain his conduct.
3. An enquiry is conducted to enquire into the charge(s), if the explanation is not found
acceptable to the management.
4. At the time of the enquiry, witnesses are examined in presence of the charge-sheeted
officers in respect of the charges.
5. He is given all opportunities of self-defense including the right of cross-examination
and examining himself and other witnesses in his defense.
6. The enquiry officer/committee records his/their findings with reasons for the same.
7. In case of punishment, a copy of the order inflicting such punishment shall be supplied
to the officers concerned.
8. If an officer refuses to accept any notice, letter, charge-sheet, order or any other
document addressed to him by the employer it shall be deemed that it has been
delivered to him if a copy of the same has been exhibited on the notice board and
another copy has been sent to the address of the officer, as available from the records
of the employer by registered post.
9. An officer may be dismissed from service without prior notice or pay in lieu thereof or
any compensation if he is convicted for an offence by a court of law or if he is found
guilty of misconduct.
Critical Observation and Recommendation:
During the period of our visit at Coast To Coast (Pvt) Ltd., we found some critical areas
of the Company while working with them. We took these observations into consideration and
Suggested some recommendations to the Coast To Coast (Pvt) Ltd. authorities so that they
aware of a thirds person’s point of view, which they might want to work with in the
near future to bring about some improvements in their working areas.
Observation 1: Standardized facilities for factory workers

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During our visit to the factory and as per our discussion with the Operations supervisor,
we found out that the factory workers are provided with safety and medical facilities.
However after much analysis, we figured out that such facilities provided to the workers
are similar irrespective of the kind of work that each of these workers was associated
with. We feel that this may not be helpful for the workers. As there are a number of stages
involved in the production process of dresses, each of these stages also involves different
type of works which involves different type of risks, thus following a set of standard
facilities to workers that may not be very helpful.
Recommendation:
We have mentioned this issue to the concerned authorities when we were informed that
the authorities responsible for these areas are already working out ways to provide
different kind of medical, health and security facilitations to their factory workers depending on
the nature of their work. For an example, the person responsible for color testing does not
require a medical/health benefit like that similar to a worker involved in mixing the
color in the factory. I had participated in a small meeting which was held to discuss on these
issues.
Observation 2: Working environment in the factory
During our visit in the factory , I noticed that the working environment in the factory is
actually quite organized. The factory workers also seem to be happy with the condition of their
work environment. However, a very minor matter caught our attention. In RMG factory, they
produce lots of garments products. At that time they cut lots of cloth and they throw unused part
in floor and for this obvious reason, there is a lot of dust everywhere around the factory.
Although it is an observation of a couple of hours but however, I noticed some of the
factory workers having serious coughing problems while loading.
Recommendation 2:
To deal this with this situation, we suggested a very simple idea to the Operations manager
Of the company. From my memory of watching a part of an advertisement of a foreign
RMG company. We suggested the factory supervisor to provide the workers, especially the ones

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who are likely to have health issues with face masks. These masks are not only widely
available but are also very affordable and useful to prevent oneself from dust. We
also discussed about this issue with one of the HR Manager and suggested him to
implement and add this point to the code of conduct or to the policies of that of the
factory workers.
Observation 3: Absence of Recognition programs for the employees
I noticed that although the working environment of the factory is very pleasant and the
employees are satisfied with their pay and the facilities that the company provides for them,
however we observed that there was an absence of recognition programs for the employees. It is
very important for the employer of an organization to recognize the efforts of an employee and
appreciate his work. This not only helps to improve the relationship between employers and an
employee but it also helps an employee to understand the pace of his work compared to that of
his co-workers. In this way the employees will also be more satisfied with their jobs and
ultimately, it will be beneficial for the organization in terms of high productivity. Skills and
performance based performance appraisal programs should also be introduced in the
organization.
Recommendation 3:
Their HR department is in the growth stage and they are open to new ideas to improve their
department. We suggested their HR manager to introduce some programs for their employees
that would recognize their efforts and hence they will be rewarded for their performance.
This is most likely to motivate the employees to work harder which would result to an increase
in productivity of the company. Such programs should be introduced not only in the
corporate office of Coast To Coast but also in their factories. Employees and workers may
be rewarded for meeting a target, small crests or certificates could be given to rank the best
employee/factory worker of the month etc.

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Conclusion:
This close interaction benefited us as we were able to gain a lot of knowledge about the
company and the industry by observing, performing the tasks that we were assigned to
and by working with the employees of Coast To Coast (Pvt) Ltd. We feel that the size of the
company and our exposure to all the departments of the company actually helped me to
gain an overall idea of the operations of the company and the industry in Bangladesh.
Our visit to the factory of the company and to the engineer’s and the Mason’s meetings were
also very interesting where we gained some practical knowledge.
The RMG industry is one of the promising industries of the country. There is a huge room for
growth of this industry in Bangladesh in the near future. As a result, We feel that a lot
of students can actually think of building their career with the RMG sectors of the country.
We would be glad to contribute as well if given a chance as this industry not only promises to
build people’s homes but also contribute to the overall development of the country.
Reference:
1. Company profile from www.slideshare.net
2.