Tripartite Guidelines On Fair Employment Practices

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    Fair Employment Practices In Bangladesh

    The Tripartite Guidelines on Fair Employment Practices (TGFEP) are designed to assist businesses in implementing fair and merit-based hiring practices. The Tripartite Guidelines are expected to be followed by all Bangladesh-based organizations.


    Employers must recruit and select employees based on merit (such as skills, experience, or capacity to execute the job), not on age, color, gender, religion, marital status, and family responsibilities, or handicap, according to the Guidelines of Fair Employment Practices. This is not a full list, but it does illustrate some of the more common forms of prejudice. TAFEP will investigate all complaints of workplace discrimination, even if they stem from characteristics not mentioned in the Guidelines.

    Tripartite Guidelines On Fair Employment Practices

    5 Core Principles Of Fair Employment Practices

    By following the Tripartite Guidelines on Fair Employment Practices and implementing excellent employment practices, fair employers can create merit-based workplaces.

    The five principles outlined below guide fair employment practices.



    1. Recruit on the basis of merit


    Recruit and hire personnel based on their qualifications (such as skills, experience, or capacity to execute the job), not on their age, race, gender, religion, marital status, family responsibilities, or disability.


    2. Employees should be respected


    Employ innovative human resource management procedures and treat employees fairly and respectfully.



    3. Provide Equal Opportunity


    To assist employees to reach their maximum potential, provide them a fair chance to be chosen for training and development based on their talents and requirements.



    4. Reward equitably


    Employees should be appropriately compensated based on their abilities, performance, contributions, and experience.



    5. Observe all labor laws


    Adopt the Tripartite Guidelines on Fair Employment Practices and follow labor regulations.

    Some Special Reasons Your Organization Should Adopt Fair Employment Practices

    1. Access to a larger reservoir of talent


    You can ensure that you have access to the largest pool of candidates by recruiting equitably and on merit. This is especially essential because the native workforce is dwindling. To fill the labor gap, older workers and women must be tapped.


    2. Staff retention and increased productivity


    You ensure that the best available person gets the job when you attract, retain, and develop people based on their merit, talent, and skill. Employees’ abilities and potential will be maximized, as well as their morale and turnover will be reduced.


    3. Exploiting new markets and innovating


    Fair employment practices enable organizations to attract talent from a wide range of backgrounds, resulting in a more diverse workforce. A varied workforce benefits your organization’s ingenuity and creativity, resulting in new and unusual ideas.


    4. Customer satisfaction has improved


    A varied staff with a range of ages, genders, and races will aid your company in better understanding the needs of various clients and market segments.


    5. Employee deployment flexibility


    A varied staff has obvious benefits, particularly during the festive and holiday seasons when companies can avoid scheduling problems. You’ll have greater flexibility in maintaining the correct personnel numbers for the many seasonal seasons if you hire people of various nationalities.


    6. Become a preferred employer


    It will be easier to attract and recruit individuals for companies that have a reputation for supporting fair employment practices. They will also have a good reputation, which will allow them to increase sales and client happiness.

    6 Special Benefits Of Fair Employment Practices

    01. Freedom To Choose Employment

    Bangladesh is required to take action against all forms of forced labor. To this end, Bangladesh’s constitution specifies that “All types of forced labor are illegal, and any violation of this clause must be a crime penalized in accordance with the law. Similarly, Bangladeshi labor rules, which divide workers into seven categories – apprentice, replacement, casual, temporary, probationer, permanent, and seasonal – specifically specify that any permanent employee can resign with a 60-day written notice. The notice time for other categories varies from 30 to 14 days for Fair Employment Practices In Bangladesh.

    02. No Discrimination

    According to the constitution, the authority must provide equal opportunity to all people and shall not discriminate against any citizen on the basis of religion, race, caste, sex, or place of birth.

    03. No Child Labor

    Children’s rights are established by the United Nations Convention on the Rights of the Child. ‘Children under the age of 15 are barred from working in any industrial venture,’ according to Convention 59. Also, convention 182 establishes that every country must take immediate action to abolish the worst forms of child labor. including all types of slavery, forced labor, and their involvement in illegal activities. Moreover, any work that could damage the health, safety or well-being of children.


    Bangladesh has ratified all three conventions committing to the prevention of child labor. Furthermore, the Bangladesh constitution enables the government to take any special measure for the benefit of children. Therefore, tripartite guidelines on fair employment practices.

    04. Payment Of Living Wage

    The International Covenant on Economic, Social, and Cultural Rights is signed by Bangladesh. It acknowledges the rights to “enough food, clothing, and shelter, as well as “the highest achievable quality of physical and mental health. It is a fundamental responsibility of the State to provide to its citizens the supply of the basic essentials of life, including food, clothes, shelter, education, and medical care, according to Bangladesh’s constitution. Moreover, t he right to work, that is, the right to a job with benefits and a fair compensation. The labor legislation, in contrast, makes no provision for a compensation structure for workers.

    05. No Excessive Working Hours

    Except when overtime earnings are provided, Bangladeshi labor law states that no worker can be forced to work more than 8 hours per day and 48 hours per week. Even when overtime is included, no employee can work more than 60 hours each week. Over the course of a year, no worker should work more than 56 hours per week on average.


    Moreover, women are not permitted to work between the hours of 10 a.m. and 6 p.m. In addition, workers are entitled to one day off every week, as well as 10 days of casual, 14 days of sick, and 11 days of festival paid leave per calendar year, according to the law. Furthermore, for every 18 working days, each employee will receive one day of paid leave. Work done in excess of the 8-hour restriction will be paid at twice the standard rate.

    06. Safe & Healthy Working Conditions

    A clean and healthy work condition demands, cleanliness, air circulation and temperature, dust and smoke, waste disposal, humidification, overcrowding, light, drinking water, washroom; building and equipment safety, fire safety, machine safety barrier, rotating equipment working, toxic gas emission; first-aid, canteen, rest room, child care, permanent health care center, welfare officer, safety committee, group insurance, etc.


    What exactly is tripartite guidelines?

    The Tripartite Standards (TS) are a set of best practices for employment in the following eight areas.

    1. Workplace Practices that are Age-Friendly.

    2. Work schedules that are adaptable.

    3. Handling of Complaints.

    4. Recruiting Techniques.

    5. Employees on a Term Contract are hired.

    6. Unpaid time off for unanticipated care requirements.

    7. Contracting with Independent Contractors.

    8. Procurement of media freelancers’ services.

    Is it required that all employers implement Tripartite Standards?

    No, implementing Tripartite Standards is entirely voluntary. It is, nevertheless, strongly advised.

    How does tripartite standards benefit employers?

    Employers who have signed up for Tripartite Standards can use TS logomarks in their job adverts to distinguish themselves as progressive employers. TAFEP’s website will also include TS adopters, and job advertisements will include the TS logomarks.

    What does the tripartite guidelines constitute?

    Each TS has 3-5 requirements, i.e. best practices in specific HR/employment domains. Employers can use TS as a benchmark to assess the quality of their innovative practices. They’re also a wonderful place to look for actionable steps and tried-and-true methods.

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