register for all his workers that shall be kept ready during working hours for inspection by the inspector. The worker register shall contain, inter alia, (i) the name and date of birth of each worker in the establishment; (ii) date of appointment; (iii) the nature of his work; (iv) the periods of work fixed for him; (v) the intervals for rest and meals to which he is entitled; (vi) the days of rest to which he is entitled; (vii) the group, if any, in which he is included. For identification during work, every worker will be provided with a ticket or card. In the event of stoppage of work on account of fire, catastrophe, breakdown of machinery, or stoppage of power supply, epidemics, civil commotion or any other cause beyond his control, section 12 provides for the provisions proper notice to the workers and payment of wages in case the same continues for more than one but not more than three days. In case of lay-off, the employer shall maintain a muster-roll as per the requirement of section 17 of the Act to provide the laid-off workers with an opportunity of being appointed during normal working hours. A worker laid-off would be entitled to preference when the working of the factory is resumed.24 So far the job termination of workers is concerned, the employer is required, in the case of retrenchment, to give one month’s notice and the equivalent 30-day wages or gratuity for every year of service if the worker is employed on continuous service for not less than one year; and in the event of discharge, to give financial benefit equivalent to 30-day wages for every completed year of service by an employee found to have physical or mental incapacity.25 As per section 21 of the Act, when the employer proposes to take any worker within a period of one year from the date of such retrenchment, he shall send a notice to retrenched worker to their last known addresses to offer themselves for employment, and the retrenched workers who so offer themselves for re-employment shall have preference over other retrenched workers, each having priority according to the length of his service under the employer. Moreover, service of a worker may be terminated either by the employer or by the worker himself in accordance with law26 with a written notice of one hundred and twenty days or payment of wages for the same in case of monthly rated workers; and in case of other workers, with a written notice of sixty days or payment of wages for the same, if the termination is from the employer’s side. The employer, 24 SK Hosiery Factory Case (1995) 45 DLR 233. See, section 20(2) of the Bangladesh Labour Act, 2006. 26 See, sections 26 & 27, ibid. 25