Violation of Human Rights and Employment Agreements by Apple Incorporated in China
Violation of Human Rights and Employment Agreements by Apple Incorporated in China
Introduction
This research paper is aimed at highlighting human rights violation by Apple Incorporated while operating in Chinese business arena. Not only the reasons underlying such a violation are analyzed but the social as well as ethical perspectives are also investigated. The research analysis is further accompanied for two most feasible solutions for dealing with such a human rights and employment agreement violations.
Issues Faced by Apple Incorporated in Business Environment of China and Underlying Reasons
The said firm has been accused of human rights and employment agreements violation in Chinese market since 2010. Such a violation has become a global concern for Apple Incorporated because fourteen workers committed suicide in the Apple’s supplier factory, Faxconn. After such an incident, Apple’s management issued an occupational health and safety measures about the manner in which each worker should be treated. Despite this, it is found by authorities that employment agreements and human rights are consistently and routinely violated by Apple’s management. In other words, measures issued by the internal management are violated or breached not only in the workplace but factory floor as well .
At the worldwide level, Apple’s corporate image is greatly harmed because of which this violation in China has become a major concern for its leaders as well as all stakeholders. In most of its factories, workers are continuously deprived of their employment rights and standards. They are entitled to receive fewer wages against their services in the hostile working environment. Furthermore, workers are paid inadequate compensations in case of overtime. Many times, Apple’s management withholds workers’ salaries, as a punishment; even if they make minor mistakes or errors .
According to China Labor Watch (CLW), instead of just an eight hour shift, Apple Incorporated forces its workers in China to work on an eleven to twelve hour shift on a daily basis. This is major concern because employees and workers find it difficult to take rest, spend quality time with their families and it is impossible for them to balance their personal and professional lives. Due to increased work load and stress, workers are unable to sleep at night which reduces their productivity the very next day.
Workers’ privacy is also violated since they are forced to share dirty and overcrowded dormitories in Apple’s factories in China, in addition to hazardous working conditions. This is particularly true because safety exits of Apple’s factories are found locked, workers received no training about health as well as safety standards and workers were forced every month to work overtime for six to seven hours without any pay .
Analysis of Ethical and Social Responsibility Issues at Apple Incorporated in China
After carefully analyzing the situation prevailing in China, it is found that due to human rights and employment agreements violation by Apple’s and its suppliers’ management, most of its workers and employees are keen to quit their jobs. This is probably because of increasing job dissatisfaction and dramatic reduction in motivation to remain productive at work. Not only the privacy of factory workers is compromised, as ten to fifteen people are forced to live in a dormitory reserved for just three workers, but their promised compensation package is also breached on a routine basis.
This section highlights two recommended solutions or policy actions which Apple Incorporated can initiate for dealing with human rights violations in China. These two recommended solution for Apple and its suppliers are as follows:
1. Changing Attitudes towards Human Rights Violations through Audits and Inspections
The first recommended solution for Apple’s management is that it must realize that workers are entitled to receive their rights in full and they should never deviate from employment agreements. In this regard, it is suggested that Apple’s management must assess the performance and internal standards of its largest suppliers in China to ensure that none of the human and employment rights are violated or breached. To solve human rights issues in China, Apple Incorporated must adopt independent inspections on the work and factory floor of its Chinese suppliers. This move would not only restore the corporate image of Apple Incorporated but will also help the business gain more publicity in the global arena as well. Independent inspections and sudden audits of occupational health and safety as well as restoration of human rights should be conducted each year. In such regard, Apple Incorporated must issue a code of conduct for treating employees and workers that should cover compensation, overtime pay and limited number of working hours etc .
2. In-depth Inspections and Audits for Promoting Transparency
Apart from conducting periodic inspections and audits concerning occupational health and safety as well as preservation of employment agreements, the second recommended alternative is to investigate entire business operations. This is so because invisible and persistent problems such as sexual harassment, discrimination and human rights violations etc are difficult to detect at a certain inspection period. To get rid of planned inspections and audits, the management may convey the results as if everything is going smooth.
Therefore, it is recommended for Apple’s management and concerned independent labor authorities to not only assess Apple’s operations but scrutinize the suppliers’ activities as well. Authorities must examine, from time to time, maintenance of workers’ welfare, preservation of human rights as well as occupational health and safety (environmental protection). In all, such investigations should be more than just a periodic audit and routine inspection. In addition to this second alternative, open and honest examination of human rights should be examined in a detailed manner. It is important that feedback sharing from employees and workers should be welcomed at all levels.
References
Bilton, R. (2014, December 18). Apple 'failing to protect Chinese factory workers'. Retrieved December 31, 2015, from BBC Broadcasting Company: http://www.bbc.com/news/business-30532463
Foley, S. (2012, February 14). Apple admits it has a human rights problem. Retrieved December 31, 2015, from The Independent Newspaper: http://www.independent.co.uk/news/world/asia/apple-admits-it-has-a-human-rights-problem-6898617.html
Roggensack, M. (2012, March 27). Addressing Abuses at Apple Facilities in China. Retrieved December 31, 2015, from Human Rights First Nonprofit Organization: http://www.humanrightsfirst.org/2012/03/27/addressing-abuses-at-apple-facilities-in-china
Tibken, S. (2014, September 04). Apple chastised for unsafe working conditions in supplier factory. Retrieved December 31, 2015, from Yahoo! News: http://news.yahoo.com/apple-chastised-unsafe-working-conditions-140006279.html
