The Labour Law plays a vital role in regulating the employment conditions and associated compliance requirements for

the employers in Bangladesh. The main objective of the paper is to update and clarify the comparative understanding of Labour Law 2006 and recent changes from Bangladesh Labour amendment! Law" 20#$ for the e%ecutives and managers responsible for managing human resources" industrial relations and employee relations for ensuring appropriate applications in the wor&places. ' need practical insights regarding all aspects of Labour Law 2006 and Labour amendment! Law 20#$ and with special emphasis on Bangladesh Labour amendment! Law 20#$. This will benefit me in the following areas of applications( )*mployment +onditions , +ompliance )-andling of .isciplinary cases , /rievance Introduction to Bangladesh Labour Law 2006 and Labour (amendment) Law 2013: 0nited 1ations 0niversal .eclaration of -uman 2ights 01 +onvention on +hildren3s 2ights 01 +onvention on the *limination of all 4orms of .iscrimination against 5omen 'L6 .eclaration on 4undamental 7rinciples and 2ights at 5or& 2io .eclaration on *nvironment and .evelopment -owever these are guidelines and recommendations which can be converted voluntarily. 8tandards that can be certified only e%ist to a small e%tent. 9ost of the codes refer to these mentioned international standards" especially the 'L6 core labor standards. The 'L6 formulates international standards in the form of conventions and recommendations setting minimum standards of basic labor rights( 4reedom of association The right to organi:e +ollective bargaining ;bolition of forced labor *quality of opportunity and treatment Besides the above mentioned standards" there are other standards regulating conditions across the entire spectrum of the wor& related issues. Classification of or!ers and their differences 'n chapter 2" 8ec <. +lassification of wor&ers and period probation( #! wor&ers employed in any establishment shall be classified in any of the following classes according to the nature and condition of wor&= namely a! apprentice" b! badli" c! casual" d! temporary" e! probationer" and f! permanent. 2! ; wor&er 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. $! ; wor&er shall be called a badli if he is employed in an establishment in the post of a permanent wor&er or of a probationer during the period who is temporarily absent. <! ; wor&er shall be called a casual wor&er if his employment in an establishment is of casual nature.

>! ; wor&er shall be called a temporary wor&er if he is employed in an establishment for wor& which is essentially of temporary nature" and is li&ely to be finished within a limited period. 6! ; wor&er shall be called a probationer if he is provisionally employed in an establishment to fill a permanent vacancy in a post and has not completed the period of his probation in the establishment. ?! ; wor&er shall be called a permanent wor&er 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. @! The period of probation for a wor&er whose function is of clerical nature shall be si% months and for other wor&ers such period shall be three month( 7rovided that in the case of a s&illed wor&er" the period of probation may be e%tended by an additional period of three months if" for any circumstances" it has not been possible to determine the quality of his wor& within the first three monthsA period of his probation. B! 'f any wor&er" whose service has been terminated during his probationary period" including the e%tended period" is again appointed by the same employer within a period of three years" he shall" unless appointed on a permanent basis" be deemed to a probationer and the period or periods of his earlier probation shall be counted for determining his total period of probation. #0! 'f a permanent wor&er 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. Conditions of "er#ice $ %m&lo'ment 5or&ing hoursC 6vertime entitlements and calculations ;nnual LeaveC 6ther Leaves and -olidays 9aternity benefits and payments 6ther 5elfare 4acilities and Benefits 4ire , 8afety provisions and accident preventive measures 5ages and responsibility for payment of 5ages 7rovident 4und and /ratuity 5or&ers participation in +ompanyAs profit 0nderstanding different 9odes of *mployment separations 0nderstanding misconducts and its classifications .isciplinary actions , domestic inquiries -andling of grievances 'dentify the main provisions of the new Labour Law. 'dentify the different newly introduced schemes li&e death" benefit" retirement benefit" new types of punishments" sale of property by the +ourt by auction" provident fund" new types of unfair labor practices" new power of Labor +ourt and Labor ;ppellate Tribunal" 8e%ual harassment of female wor&ers etc. To clarify about the modern system of enquiry and the role of management in this connection.