Introduction:

The minimum age for workers in Bangladesh is 18 years in

factories and establishments. Contracts are made in the form of a
letter of offer. Workers may also be engaged on verbal
agreements. The dignity of labour is ensured in accordance with
the Bangladesh Labour Act, 2006 coupled with the principles
enunciated in the ILO convention and recommendations. 1
Bangladesh, with a population of 128.1 million people, has a large
and cheap labour force of around 60 million, comprised of 40
million agricultural jobs (growing at one percent a year) and 20
million non-agricultural jobs (growing at six percent a year). 2
Poverty is one of the root causes behind the most talked problems
in Bangladesh. This poverty compels the poorer children to do
work either hazardous or non hazardous. Children are paid less
than adults, with many working up to twelve hours a day. 3

Chapter I: Workers And Their Classification

DEFINITION OF WORKER:
worker means any person including an apprentice employed in
any establishment or industry, either directly or through a
contractor, to do any skilled, unskilled, manual, technical, trade
promotional or clerical work for hire or reward, whether the terms
of employment be expressed or implied, but does not include a
person employed mainly in a managerial or administrative
capacity;4 and includes, for the purpose of any proceedings under
this Chapter in relation to an industrial dispute, a person who has
1 European Commission - Asia Investment Facility-2012
2 Deloitte - International Tax and Business Guide.
3 http://www.unicef.org/bangladesh/children_4863.htm.
1

been dismissed, discharged, retrenched, laid off or wither wise

removed from employment in-connection with or as a
consequence of that dispute or whose dismissal, discharge,
retrenchment, lay off or removal has led to that dispute, but does
not include a person employed as a member of the watch and
ward or security staff or fire-fighting staff or confidential assistant
or telex operator or fax operator or cipher assistant or any
establishment.5A person in order to be a worker need not
necessarily receive wages6. Mere designation is not sufficient to
indicate whether a person is worker.A person does not cease to be
a worker only because he is employed in a supervisory capacity. 7
CLASSIFICATION OF WORKERS:
By nature and condition of work:
Six types:
i.
ii.
iii.
iv.
v.
vi.

apprentice,
badli,
casual,
temporary,
probationer, and
permanent.8

On the basis of age:

4 THE LABOUR ACT-2006 S-2(Lxxv)
5 S-175 of the Labour Act-2006
6 State of Bomby Vs.Alisaheb Kasim Tamboli AIR 1955Bom 209
7 Dosta Textile Mills Vs.Sudhansu Bikas Nath (1988) 40 DLR (AD)45.
8 S-4 of the LABOUR ACT-2006.
2

three kinds:i.
ii.
iii.

child ,
adolescent,
adult woeker.

On the basis of time duration:

i.
ii.

Full time worker ,

part time worker.

Others: There are also worker named monthly rated worker,

piece rated worker, daily payment basis worker. When a worker is
terminate they are called laid off worker, retrench worker. Some
are called night shift worker, day shift worker.

Chapter II
AN OVERVIEW OF ALL TYPES OF WORKERS
This chapter elaborately describes about different types of
workers,their rights ,duties appointment and termination.
APPRENTICE WORKER
A worker shall be called an apprentice if he is employed in an
establishment as a learner, and is paid an allowance during the
period of his training.9Apprenticeship is a system of training a
new generation of practitioners of a structured competency based
set of skills. The system of apprenticeship first developed in the
later Middle Ages and came to be supervised by craft guilds and
town governments. A master craftsman was entitled to employ
young people as an inexpensive form of labour in exchange for
providing food, lodging and formal training in the craft. The
modern concept of an internship is similar to an apprenticeship.
Objectives:
9S-4 (2) of the labour act .
3

 training
Execution of work for the employer.
Process:
An employment contract for the apprentice therefore exists when
an employer agrees to teach a trade and the apprentice agrees to
serve and learn. The contract should provide details relating to
what training the apprentice will undertake and how this should
be done (e.g. college, day release, attending different sites of the
employer, etc). As with other employees, the apprentices
contract must also contain the basic details of their role, their
working hours, their rate of pay and their holiday entitlement and
other employment benefits.

BADLI WORKER & CASUAL WORKER

A worker shall be called a badli if he is employed in an
establishment in the post of a permanent worker or of a
probationer during the period who is temporarily absent. 10
According to section 4(3) of THE BANGLADESH LABOUR ACT,2006
a worker shall be called a casual worker if his employment in an
establishment is of casual nature. Now the phrase casual worker
is often used to describe workers who are not part of the
permanent workforce but who supply services on an irregular or
flexible basis, often to meet a fluctuating demand for work.
Casual workers are most often hired as short term replacements
for staff and to help manage heavy workloads. At the more senior
levels, casuals are used to bring in an expertise in order to
support a special project or to transfer knowledge. Generally
casual employees are entitled to annual holiday pay, however
their entitlements may be met differently to that of a full-time
10 S-4 (3) of the LABOUR ACT-2006.
4

employee. This will depend on the nature of the relationship with

the employer
Casual workers are entitled to some, but not all of the benefits
given to permanent workers. Casual workers are employed on a
shift-to-basis. There is a common misconception that casual
workers have no employment rights, including, for example, a
right to holiday leave and a right to statutory sick pay. Casual
workers should have the following rights like:
Payment of any unused holiday upon the employment
ending;
The right to certain daily and weekly rest breaks;
Statutory sick pay dependent upon certain requirements
being met;
The right to be protected against deductions from wages or
non-payment of wages;
The right to be protected against discrimination on the
grounds of race, sex, disability, age ,part-time status,
religion or belief;
The right to receive the National Minimum wage;
The right to be protected against any detriment or dismissal
as a result of making a protected disclosure;
PROBATION
Generally probation is a trial period during which the employer
closely monitors & evaluates worker's job performance to
determine whether he is eligible for the post or job. 'Probation'
means 'the testing of a person's abilities or behavior find out if he
or she is suitable, esp. for a job 11. "from the above portions you
can say a probationer is a worker who works for a limited period
of time, trial period, and after which he will be entitled to
permanent appointment to the post for which he completes the
trial period. Now, if we closely analyze 5.4 (6) of the Bangladesh
labour Act 2006 a probationer is:-

11 Oxford law dictionary. P 98.

5

i.
ii.

He is provisiousnally emloyed is an establishment to fill a

permanent vacancy in a post
Has not completed the period of his probation.

Dissection of point 1 :
Provisionally employed means the worker is employed subject to
some conditions. From the above phrase it is clear that the
employer has an intention to employ the worker on permanent
basic if he fulfills the required conditions for the past,
Dissection of point 2:
From point 2 it is clear that the probationer is required to
complete a period of probation to be permanent worker and this
period is the time from entering into the post up to becoming
permanent to that post. 5.4 (8) says about period of probation.
Period of probation:
If we closely read the 5.4(8) we can get two types of worker viz:
(a) Clerk and
(b) other worker
According to this subsection of the period of probation for clerk i.e
whose function is of clerical nature is six months.
The period of probation for other workers is three months.
However, in case of skilled worker the period of probation may be
extended for a further three months if the circumstances be such
that it has not been possible to determine the quality of his work
within the first three month's period of his probation 12.
If any worker is terminated during his probationary period,
whether normal or extended period, is again appointed by the
same employer within a period of three years not as a permanent
worker, be deemed to be probation and his earlier or period of
probation shall be counted to determine his total period of
probation.

12 [Proviso to 5.4(8)
6

However, when a permanent worker is transferred to a new post

he may be reverted to his old post during the period of his
probation for the new post13.
Probation and permanent worker:
In order to treat a worker as permanent he is not required to be
appointed on permanent basic. It will be sufficient if he has
satisfactorily completed the period of probation. So we can say
that the period of probation is the transitional state to transform a
probationer into a permanent worker14.
Probationer and Temporary worker:
It was held in Rupali Bank vs. The chairman 2nd labour court
Dhaka15 that appointment of employees on temporary basic
cannot be termed as probationers in as much as the appointment
are not given against any permanent or sanctioned post.
Leading case:
Samir Malaker V. The chairman ,Divisional Labour court Khulna
and another16

Fact:
On 1.12.1985 MR. Samir was initially appointed by a Jute Mill on
Caual or adhoc basic for a period of 3 month to work as a
compulist for a period of 3 month to work as a computist he was
eprforming the job of clerical nature His appointment was
subsequently extended 3 times by letter from his appintment may
13 S4(10) of LABOUR ACT-2006
14 MD. Rupali Bank v. first labour court 46 DLR 143
15 22BLD 2002 (HCD) 143
16 23B;D(HCD) 417
7

be cuased at anytime but he would not be emtilled to provident

fund and gratuity until he was made permanent and his pay scale
was also raised from time to time. He was also given yearly bonus
like a regular employee. On this ad hoc basic MR samir served
The company for as many as 10 years though, He was not made
permanent., Suddenly on 02.10.1996.Samir was informed by his
employer that he woild ne appointed afrest wothout counting his
10 years service on ad hoc basic.
Fact in issue:
Can samir claim himself to be a permanent worker and take
action again the decision of his emplyer ?
Judgment:
The court held that the petitioner was to be treated as a
permanent worker.
Arguments supporting the judgment:
1. An work to be temporary must exentially be temporary in
nature and is likely to be finished withing a limited perod. Buy in
this case work of the computist is not temporary in nature.
2.There is no provision in the act to appoint a worker on ad-hoc
basic.
3. As the work of Mr. samir is clerical in nature so his period of
probation will be six month after which he is entilled to get all
benfits of his service including his gratuity as a permanent worker.
Right of probationer:
A probation has the following right1 To get letter of appoimtment and indentily card with photograph
2. To get compensation and other banafits when he was been
terminated, Discharged ETC. But if there be any condition that he
will have to serve the employer fro at least one year contiusly in
that case he is barred by such condition.

3.It he has any interest in the provident fund he is entitted to get

that
4.He is entilled to get a certificate of service from his employer
when he is no more employee under the employer .
5. he has right to reing from his contrarry to this,

CHAPTER -III
An overview on Temporary & Permanent workers
Temporary employment includes work under a fixed-term
contract, in contrast to permanent work where the contract which
regulates the employment relationship has no end-date. This
chapter first reviews the conflicting definition of temporary
workers, history of temporary employment, appointment of
temporary
workers,
termination
of
temporary
workers,
advantages of temporary works , disadvantages of temporary
works, role of temporary workers in the economy .
DEFINITION OF TEMPORARY WORKERS
the word means "temprary worker shall be called a temporary
worker if he is employed in an establishment for work which is
essentially of temporary nature, and is likely to be finished within
a limited period17. From the above definition it is quite clear that
the vital question for one`s becoming temporary workers is the
nature of the works where he is employed. The High Court has
held in Managing Director Rupali Bank Ltd. Vs. First Labor Court
and Others18 that the term temporary worker has a connotation
which is different from popular and dictionary meaning of the
term.

17 Chapter 2 of BD LABOUR ACT-2006 S-4

18 (1994) 46 DLR 143.
9

TERMINATION OF TEMPORARY WORKERS

According to the Labour Act 200619 The employment of a
temporary worker may be terminated by the employer, otherwise
than in the manner provided elsewhere in this chapter, and if it is
not due to the completion, cessation, abolition or discontinuance
of the temporary work for which he was appointed, by giving to
him in writing(a) thirty days notice, if he is a monthly rated worker;
(b) fourteen days notice, in case of other worker.
(3) Where an employer intends to terminate the employment of a
worker without any notice, he may do so by paying to the worker,
wages in lieu of the notice,

ADVANTAGES OF TEMPORARY WORK: THE TEMPORARY

WORKER
the easiest way to gain employment within their chosen
sector.
Option of returning to work after a long period of illness or
after being a full time mother.
option start a career within a particular business.
DISADVANTAGES OF TEMPORARY WORK: THE TEMPORARY
WORKER
The pay rate is usually lower than that of a permanent
worker.
No guarantee that a job will last for very long. with no prior
notice.
Holiday and sick benefits is not ensured properly.
19 Section 26(2)
10

 Temporary workers are being kept as a temp for years

without any sign of being made permanent.

PERMANENT WORKERS:
Under section 4(7) of The Bangladesh Labour Act,2006 worker
shall be called a permanent worker if he is employed in an
establishment on a Permanent basis or if he has satisfactory
completed the period of his probation in the establishment.
Under section 4(10) If a permanent worker is employed as a
probationer in a new post, he may at any time during the
probationary period, be reverted to his old permanent post.
Permanent employment is a full-time, salaried position with a
contract to work the minimum amount of 36 hours each week.
The vast majority of workers are on a permanent contract and it's
as much for the protection or the employer as it is for the
employee.
The employer can even terminate the employment of a particular
worker without any notice as mentioned above, if the employer
pays the wages to the terminated worker for aforesaid period of
notice. If the case is for a permanent worker who is terminated by
the
employer
without
notice
entitled
to:
120 days wages (in lieu of notice) plus compensation of 30 days
wages for every completed year of service plus other benefits
payable to him/her (includes un-availed annual leaves, provident
fund etc.)
Employees can terminate on the basis of incapacity, dismissal for
misconduct, retrenchment for redundancy. These are applicable
for employees working for more than a year.
Advantages:
Financial security: There has a certain amount of money paid
to a worker every month which allows the worker to budget
effectively.
11

 Career opportunities are more accessible and a worker will

set goals to achieve within his role.
He will generally have a greater sense of job satisfaction as
he become integrated into team and make long term
friendships with colleagues.

Disadvantages:
Work-life balance. Friends, family and other commitments
may be affected by working long hours for an employer.
Many people become frustrated by a lack of change and the
same commute, the same four walls and the same
colleagues every day can be a grind.
Notice periods tie a worker to an employer for a certain
amount of time even if he want to leave, which can put other
employers off if it's a long time period.

Chapter: IV
Age of Employment
Age of employment means the age limit to enter into any
employment. All are not fit for work. There is some variety among
persons according to their physical capability, mental capability
and above all age capability. The persons who are under-aged
normally cannot work or have no capability to work.
12

Age of employment also refers the upper limit of age to carry on

work. Thus age of retirement is also covered by the term.
Who is a child labourer?
The term child labour generally refers to any economic activity
performed by a person under the age of 15, defined by the
International Labour Organization (ILO) of the United Nations. On
the beneficial side of the continuum, there is light work after
school or legitimate apprenticeship opportunities, such as helping
out in the family business or on the family farm. At the
destructive end is employment that is
Preventing effective school attendance;
Hazardous to the physical and mental health of the child. 20
Minimum age for admission to employment and work21:
The main principles of the ILOs Convention concerning the
minimum age of admission to employment and work are in the
table below.22
The minimum age at
which children can
start work.
Hazardous work
Any work which is
likely to jeopardize
childrens physical,
mental or moral
heath, safety or

18
(16 under strict
conditions)

Possible exceptions for

developing countries

18
(16 under strict
conditions)

20 A new tool to combat the worst forms of child labour, ILO, 1999
21 ILO Convention No. 138
22 ILO Conventions and Recommendations on child labour. (www.ilo.org)
13

morals should not be

done by anyone under
the age of 18.23
Basic Minimum Age
The minimum age for
work should not be
below the age for
finishing compulsory
schooling, which is
generally 15.24
Light work
Children between the
ages of 13 and 15
years old may do light
work, as long as it
does not threaten
their health and
safety, or hinder their
education or
vocational orientation
and training.25

15

14

13-15

12-14

Age limits for work in countries worldwide:

Age limits differ from activity to activity and from country to
country. The legal minimum age for all work in Egypt, for
example, is 12; in the Philippines, 14, in Hong Kong, 15. Peru
adopts a variety of standards: the minimum age is 14 in

23 Conventions Nos. 138 and 182.

24 Ibid.
25 Ibid.
14

agriculture; 15 in industry; 16 in deep-sea fishing; and 18 for work

in ports and seafaring26.
Current situation of Bangladesh:
The term child has been defined in this way, child means a
person who has not completed his fourteenth year of
age;27According to the International Labour Organisation definition
(right), there are about 3.2 million child labourers in Bangladesh 28.
In slums almost one in five children aged 5-14 are child labourers,
and of these, only 25 per cent attend school 29. Child employment
rates increase with age, but even about two per cent of five-yearolds and three per cent of six-year-olds work 30. Child labour is a
visible part of everyday life in Bangladesh. On average, children
work 28 hours a week and earn 222 taka (3.3 USD) a week 31.
Many of the jobs that children in Bangladesh perform are
considered hazardous, and put their physical and mental
development at risk. The UN Committee on the Rights of the Child
expressed concern in 2009 that many Bangladeshi children
continue to work in five of the worst forms of child labour, namely
26 The state of the worlds children 1997, UNICEF, 1997
27 S.2(Lxiii) of Bangladesh labour Act,2006
28 Bangladesh Bureau of Statistics, Report on National Child Labour Survey, 20022003
29 BBS/ UNICEF, Multiple Indicator Cluster Survey 2006, October 2007
30 UNICEF, ILO, World Bank Group, Understanding Childrens Work in Bangladesh,
June 2009 (unpublished)
31 Bangladesh Bureau of Statistics, Report on National Child Labour Survey, 20022003
15

welding, auto workshops, road transport, battery recharging and

tobacco factories32.

Laws in Bangladesh:
1. Constitutional safeguard:
Article 20 of the Bangladesh Constitution refers to work as a right
and a duty and a matter of honour of every citizen who is capable
of working33. Work as a right and duty as a fundamental
principle of state policy is a guide to interpretation of the laws of
Bangladesh34. So every single law that regulate the labour sector
of the country shall ensure honour and payment according to the
principle from each according to his abilities, to each according
to his work35.
Article 28(4) of the Constitution empowers the State to make
special provisions for the benefit of children. It says nothing in
this article shall prevent the state from making special provisions
for women and children .36. This vital provision of the
constitution is the main weapon of the Govt. for preventing unjust
and child labour.

32 Concluding observations of the Committee on the Rights of the Child:

Bangladesh, June 2009
33 Art.20.The Constitution Of The Peoples Republic of Bangladesh.
34 Mahmudul Islam, constitutional law of Bangladesh, 2009, p.56.
35 Supra note.
36 Art.28(4).The Constitution Of The Peoples Republic of Bangladesh.
16

Art. 34(1) of the constitution states forced labour is prohibited

and an offence37.

2. The Labour Act, 2006:

Bangladesh enacted the Labour Act in 2006, which includes a
chapter on child labour. This law prohibits employment of children
under 14 years of age, as well as prohibiting hazardous forms of
child labour for persons under age 18. However, children who are
aged 12 and above may be engaged in light work that does not
pose a risk to their mental and physical development and does
not interfere with their education.
No child shall be employed or permitted to work in any occupation
or establishment.38 The definition of child stated in Labour Act
says that a person who has not completed his fourteen years of
age39.
Exception:
Notwithstanding anything contained in the chapter 3 of labor
Act,2006 a child who has completed twelve years of age, may be
employed in such light word as not to endanger his health and
development or interfere with his education. 40 This section also
provides that the hours of work of such child, where he is school
going, shall be so arranged that they do not interfere with his
school attendance.
37 Art.34(1). The Constitution Of The Peoples Republic of Bangladesh.
38 S.34 of Bangladesh labour Act,2006
39 S.2(Lxiii) of Bangladesh labour Act,2006
40 S.44 of Bangladesh labour Act,2006
17

The law does not provide a strong enforcement mechanism for

the child labour provisions. Additionally, the vast majority of
children (93 per cent) work in the informal sector 41 which makes
enforcement of the relevant legislation challenging.
In case of adolescent:
According to the labour code the term adolescent means a person
who has completed his fourteenth year but has not completed
eighteenth year of age.42
No adolescent shall be employed or permitted to work in any
occupation or establishment unless a certificate of fitness in the
prescribed form and granted to him by a registered medical
practitioner is in the custody of the employer; and he carries,
while at work, a token giving a reference to such certificate 43. The
definition of adolescent according to labor act is a person who has
completed his fourteen years but has not completed eighteenth
years of age.
Exception:
When the employment of any adolescent is in any occupation pr
establishment either as an apprentice or for the purpose or
receiving vocational training then this section will not apply. 44

Disputes as to age:
41 Bangladesh Bureau of Statistics, Report on National Child Labour Survey, 20022003
42 S.2(viii) of Bangladesh labour Act,2006
43 S.34 of Bangladesh labour Act,2006
44 S.34 of Bangladesh Labor Act,2006
18

S. 36 of Bangladesh labor Act ,2006 says that if any question

arises as to whether any person is a child or an adolescent, the
question shall, in the absence of a certificate as to the age of such
person granted by a registered medical practitioner, be referred
by the Inspector for decision to a registered medical practitioner.
And this certificate as to age of a person granted by a registered
medical practitioner, shall be conclusive evidence as to age of the
person to whom it relates.
Other cognate Laws:
There are a number of statutes which stipulate the minimum ages
at which children can legally work in certain sectors. 45
I.E.
(a) Mines (Mines Act 1923) -15 years (with medical certificate of
fitness);
(b) Shops and other commercial establishments (Shops and
Establishments Act 1965) -12years;
(c) Factories (Factories Act 1965) - 14 years (with medical
certificate of fitness);
(d) Railways and ports (Employment of Children Act 1938) -15
years;
(e) Workshops where hazardous work performed (Employment
of Children Act 1938)-12years;
(f) Tea gardens (Tea Plantation Labour Ordinance 1962) - 15
years.

3. Governmental and non-governmental effort:

The Ministry of Labour and Employment has recently adopted a
National Child Labour Elimination Policy 2010, which provides a
framework to eradicate all forms of child labour by 2015. UNICEF
45 3rd and 4th periodic reports combined: CRC/C/BGD/4, 23 October 2008.
19

was one of many stakeholders to provide feedback on this policy.

A Child Labour Unit has been established as part of this policy,
which will have responsibilities including collecting and
disseminating data relating to child labour. According to this
policy, the criteria for defining hazardous work for children
includes: working more than five hours a day; work that creates
undue pressure on physical and psychological wellbeing and
development; work without pay; work where the child becomes
the victim of torture or exploitation or has no opportunity for
leisure46

The Government of Bangladesh ratified the ILO Convention 182

on the Worst Forms of Child Labour (WFCL) in 2001. Nearly 3.2
million children aged 5-17 work in Bangladesh 47. Out of these
child labourers, 1.3 million are engaged in hazardous work 48.To
address these conditions, the ILO International Programme on
Elimination of Child Labour (IPEC), ADB and UNICEF supported the
Government of Bangladesh in developing a National Time-Bound
Programme (TBP) towards eliminating all forms of worst forms of
child labour by 201549. It focuses on strengthening the knowledge
base and preparing models that regulate, monitor and address
hazardous child labour in an urban informal economy for country
replication50.
46 Child Labour in Bangladesh. UNICEF,2011, p.3.
47 Bangladesh Bureau of Statistics, 2003
48 ILO and BBS, Baseline Survey for Determining Hazardous Child Labour Sectors in
Bangladesh, 2005.
49 Bangladesh Decent Work Country Programme (DWCP). (2006-2009). & United
Nations Development Assistance Framework (UNDAF) 2006-2010.
50 Bangladesh Decent Work Country Programme (DWCP), ILO, p.2.
20

Age of retirement:
The term retirement has been defined by sec 2(i) of Bangladesh
Labour Act, 2006.
According to the labour act, 2006 Retirement Means normal
termination of employment of a worker on attaining certain age
under section 28 of the Act51.
Provided that retirement shall also include voluntary retirement
from service on completion of 25 years of service in any
establishment52.
S.28. Retirement of worker : (1) A worker employed in any
establishment
shall,
notwithstanding
anything
contained
elsewhere in this chapter, retire from employment ipso facto on
the completion of the fifty-seventh year of his age.
(2) For the purpose of counting age of the worker under this
section the date of birth recoded in the service book of the
concerned worker shall be the conclusive proof.
(3) Every retiring worker under the provisions of section 26(4) or
under own service rule of the establishment, shall be paid his
benefits due to him.
(4) Appropriate authority, if thinks proper, may afterwards,
employ the retiring worker under Contract.

Chapter: V
Recommendations
51 S.2(i), Bangladesh Labour Act, 2006.
52 Ibid.
21

In certain cases this law loses its effectiveness as 93 per cent of

child labourers work in the informal sector in small factories and
workshops, on the street, in home-based businesses and domestic
employment53. There seems paucity of integrity in terms of
meeting the meaningfulness of labour laws and of satisfying the
expected goal. Out of them, only a slight intentional step of the
one may make the laws objectless. Reasonably we have some
directions which are likely to meet the ultimate goal as regards
the promulgation of the said law. Some are as follows:
Provisions must be enacted which accelerate the sense
of morality resulting into the sense of ultimate
responsibility as regards both the employer and the
employee
In a bit to enjoying the fitness certificate, the registered
medical practitioners have been given authority
imprudently which facilitates malafide intention
resulting into corruption. This mechanism should be
specialized. And for this, a strong monitoring team is a
must which scrutinizes the process through which
certificate will be made and finally ensures the
authenticity of the certificate.
In terms of satisfying the standard of different types of
workers i.e child worker and so on, the age of
employment as we find, has been made colonially. It
should be decolonized. So the real democratic
consideration requires here with a view to facing the
colonial and monarchical challenges up and to
democratizing the whole system of legal arena in
particular, and of the social body in general.

53 http://www.unicef.org/bangladesh/children_4863.htm.
22

Conclusion:
Cheap labouers is the backbone of the economy of every thirdworld country. A very scientific classification of them enables the
Govt. easy monitoring through specific laws. Child labour destroys
a countries chance to provide more skilled and ex-part workforce
for future. Only special monitoring service can ensure a better
society & future for workers.

23