International Accord’s Post

Safety and security, in a technical format, are still largely overlooked by organizations in Bangladesh mostly because they are not required by law. There is no legal obligation for the organisations to ensure security for their staff or assets in Bangladesh. Therefore, there is no standard of how things to be done. Unfortunately, laws/practices in our country only get developed or enforced after a tragic event - example, enforcement of fire code after multiple critical fire accidents and in some cases, mandated by foreign investors (such as RMG industries) or widespread use of CCTV (incorrect use in many cases I should say) after Holy bakery incident etc. Considering "this is how we do things" is a resistance to progress, replacing an established practice and common perception with a renewed idea is a long term process, requires education, awareness and association-led effort. It is high time that the security functions, associations and industries were leveraged by the authorities to enhance civilian protection while empowering national protection resources for advanced interventions. Knowledge and collaboration are the keys to the future.

【Daily News】 Bangladesh: 47% factories fail to implement corrective measures: Bida About 47 percent of the factories that were deemed at risk of industrial accidents by the Bangladesh Investment Development Authority (Bida) have yet to implement necessary corrective measures within the stipulated deadline of December 2023, officials of the government agency said. 📢 📢 📢 To understand the social and human rights performance of the supply chain,  due diligence audits have to be conducted regularly. On the one hand, we have to verify if the audit reports do reflect their true performance but the biggest problem lies in monitoring their corrective progress. Talk to us if you need to dig out the truth in the reports and most important of all to monitor your suppliers' corrective action progress. #FactorySafetyMatters #BidaFactoryInspections #EnsuringWorkplaceSafety #FireSafetyMeasures #Bangladesh

This week marks the grim anniversary of a factory fire in Karachi, Pakistan which killed 289 workers in 2012. The blaze took hold at the Ali Enterprises garment factory which made ready to wear clothes for Western export. A faulty generator is thought the have caused the blaze, the disaster quickly escalated to one of Pakistan's worst garment fires when workers were trapped in the building by metal grilles over the windows. At that time, many industries and businesses were able to avoid the laws on fire safety due to the lack of effective monitoring. Factories set up illegally with owners allegedly paying officials bribes to look the other way. The industry is critical to Pakistan's economy employing 38% of the manufacturing sector workforce and accounting for 55.6% of total exports This incident has eerie similarities to the Triangle Shirtwaist factor fire in New York more than 100 years before. One hundred and forty six workers lost their lives when they could not escape due to factory bosses locking fire escapes to prevent workers leaving early. We must continue to share these lessons from the past and incorporate the learnings in to our present day assessments. In UK law, all business premises must complete a fire risk assessment which should be reviewed and updated: 🔥Every 12 months after the original assessment is done 🔥Every 5 years a new assessment should be conducted 🔥If the building’s purpose has substantially changed 🔥If the building structure, such as the layout, has changed 🔥If there has been a considerable change in the occupants Find our more on fire risk assessment on the Health and Safety Executive website 👉https://lnkd.in/dV_zG_p 📸Al Jazeera #firesafety #riskassessment #emergencyresponse #industrialdisaster #lessonslearned #processsafety

HISTORY OF OCCUPATIONAL SAFETY & HEALTH DAY Regulation and research in occupational safety and health are relatively recent developments. In response to worker concerns, labor movements emerged in the years after the industrial revolution. The health dangers caused by chemicals, dust, metals, and other disease-causing variables that workers in more than 50 different vocations must contend with were discussed in “De Morbis Diatriba,” which was published in 1700. Early 19th-century concerns about the poor health of children working in cotton mills led to the enactment of the Factory Acts in the United Kingdom. Fast forward-> SURINAME 2.028: Wear Bata Industials Safety Shoes Come and meet our Bata Sales Team 🇸🇷🇬🇾 at SEOGS 2024

Saudi Arabia's new Technical Regulations for Textile Products are here! Effective from July 10, 2024, these changes include new product categories, updated labeling requirements, and revised standards. Suppliers have one year to comply. #JPLegal #LegalAdvice #lawfirm #lawyer #legaladvice #legalhelp #SaudiArabia #BusinessExpansion

The recent incidents involving Lebanon's rigged communication devices and the allegations of substandard ingredients in Tirupati laddu have underscored the critical importance of supply chain integrity. Overlooking even the smallest details in the supply chain can have far-reaching repercussions, impacting safety and brand reputation. Ensuring supply chain integrity is not just about compliance; it’s about building trust with consumers and stakeholders. Companies must prioritize thorough vetting of suppliers and implement robust quality monitoring systems to safeguard against risks. Championing such culture now seems to be of utmost importance in light of these incidents to protect organizations' reputations and ensure that we consistently meet the expectations of those we serve. #SupplyChainSanity

During the COVID-19 pandemic, global demand for rubber gloves soared, prompting the Malaysian rubber industry to increase production in the face of labour shortages. Forced labour reports led, among other things, to the United States seizing and holding the goods of seven Malaysian companies. In response, the sector adopted a zero recruitment fee model and reimbursed #migrant workers, making significant progress in combating forced labour.    This new podcast episode from the ILO Global Business Network on Forced Labour takes an in-depth look at how Malaysian rubber businesses managed to change things for the better and shares tips, tools, and resources for businesses. The podcast episode features interviews with three business experts involved with the ILO and European Commission's “Supply chains for a sustainable future of work project: Decent work in the rubber glove supply chain“, which has been active in Malaysia since 2021. 🎙 https://lnkd.in/eyW-YJN7

Improving Lahore air quality. Policy recommendations and strategic insights.

Fixed Timelines in Labour & Employment laws Which Cannot be Changed. 1. Duty HOURS: Cannot be more than 8 hrs per day 2. Weekly Hours : Cannot be more than 48 hrs per week. 3. Probation Period : Fixed for 3 months ( No extension) 4. Notice Period : Fixed for One Month ( For BALOCHISTAN 2 months) 5. Salary Cycle: Cannot be increased for more than one Month 6. Salary Distribution: Within 7 days to 10 days of month end. 7. Full and Final Payment: Must be before end of 2nd Working Day. 8. Off Day : One day Off after 6 working days. 9. Annual Leaves : 14 working days after completion of 12 months of Employment ( For BALOCHISTAN 20 days ANNUAL leaves) 10. Bonus : One GROSS Salary after completion of 90 days. It is important for all Employed Persons and HR Professionals to Know Labour Laws and make. Want to learn more on Employment Laws ?, feel free to ask more in comments box below. Please follow Imran S. for daily updates on Labour and Employment laws. Thanks Imran Shahid Expert- Labour Laws and Industrial Relations

Fixed Timelines in Labour & Employment laws Which Cannot be Changed. 1. Duty HOURS: Cannot be more than 8 hrs per day 2. Weekly Hours : Cannot be more than 48 hrs per week. 3. Probation Period : Fixed for 3 months ( No extension) 4. Notice Period : Fixed for One Month ( For BALOCHISTAN 2 months) 5. Salary Cycle: Cannot be increased for more than one Month 6. Salary Distribution: Within 7 days to 10 days of month end. 7. Full and Final Payment: Must be before end of 2nd Working Day. 8. Off Day : One day Off after 6 working days. 9. Annual Leaves : 14 working days after completion of 12 months of Employment ( For BALOCHISTAN 20 days ANNUAL leaves) 10. Bonus : One GROSS Salary after completion of 90 days. It is important for all Employed Persons and HR Professionals to Know Labour Laws and make. #Labour_Laws #Compliance #Human_Resources