to the vested powers under section 351 of the LA 2006. The Rules 2015 has very precisely woven its threads to mitigate the loop holes in the mother act and has given emphasis on areas including on how to proceed if the employer have their own service rules, and the process of approvals of such service rules, various issues and rules with regards to service books, special security fund for workers, issues with regards to adolescent workers, maternity benefit, festival bonus, festival holidays, issues with regards to health and safety of the workers, Compulsory Group Insurance and others.
Among the many constructive amendments that have been brought to the Labour Laws in Bangladesh, the long battle that has finally been over, was when the National Parliament legitimised the worker’s right to festival bonuses. Finally, the immense pressure from National Garment Workers Employees Federation and many other organisations made the necessary amendments to the Labour Laws regarding the festival bonus. Now, as per the Rules 2015, workers employed in every factory or establishment who have completed one year of their employment continuously, shall be provided two festival bonuses in every year, subject to the fact that the festival bonus shall not be more than the monthly basic wages. It shall be considered as additional to wages. Though, various labour organisations criticised the government for not determining the amount of festival allowances, on the contrary it has been observed that different labour leaders expressed their view that inclusion of festival allowance in the Rules 2015 has been indicated as a ‘positive’ step; however it should be noted that that the allowance should not be less than the basic.