CHAPTER 15

EQUAL EMPLOYMENT OPPORTUNITIES AND AFFIRMATIVE ACTION

Nowadays we are living in a modern technology years. Many are advance but many are

behind too... And from those behinds, there is high percentage that people are very talented to be

equal to those advance. But why there are people that are placed advance? This is something that

equality can do.

Opportunity is a chance given to everyone but for only who does qualify in a certain

qualification. And for equality it has a huge definition and depends to the situation for you to find

it. For some who didn’t qualify, they can, at some point thought that the process could be unequal

but looking in the other side of the coin a certain job requires qualification to provide the

opportunity.

The opportunity is always given to those who qualified meaning there are employments

that requires standard.

What does equal job opportunity, job discrimination, and affirmative action means?

Equal job opportunity – is a labor policy that prohibits business from discriminating

against otherwise-qualified people with disabilities.

Job discrimination – refers to the unjust act of differentiating one group of people not

on the basis of personal merit but on the basis of partiality or bias.

Affirmative action – involves policies to increase opportunities for ethnic minorities by

favoring them in hiring and promotion, college admissions, and the awarding of government

contracts.
 Ethnic Minorities - a relatively small group of people, especially one commonly

discriminated against in a community, society, or nation, differing from others in race, religion,

language, or political persuasion.

1. Passive nondiscrimination – a willingness in hiring, promotion, and pay decisions to treat

the races and sexes alike.

2. Pure affirmative action – a concerted effort to enlarge the pool of applicants so that no one

is excluded because of past or present discrimination.

3. Affirmative action with preferential hiring – a company systematically favors minorities

and women in the actual decisions of enlarging its labor pool.

4. Hard quotas – a company specifies numbers or proportions of minority group members

that must be hired.

What is a better approach to the issue of job discrimination?

A company’s internal policies and practices should assure its employees that they will be free

from discrimination on the basis of race, color, sex, language, religion, political, or other opinion,

national or social origin, property, birth or other status.

 Avoid showing preferential treatment or favoritism

 Compensatory justice/ Fair compensation

Is there discrimination here?

Sample situation:

A Quebec-based software company largely owned by a Canadian magnate was scouting

for a senior officer to head a department whose former head just retired. A Filipino assistant
manager who could not speak French knew the ropes around that department well enough, was

competent, hardworking, and very much deserving of the position.

Many of his colleagues were anticipating the position would be awarded to him. But to

everyone’s surprise, the position was instead given to another employee who was perceived by

majority as less qualified. The appointed one was a French-speaking Canadian, and that is why

most probably management promoted him to that job.

What are the Factors to consider?

Sison and Palma-Angeles think that it really depends on several factors, such as the following:

• Who his competitors are?

• What abilities his competitors have?

• How interviewers see him?

• How he performed during the exams and interviews

Is it easy to detect discrimination in the workplace?

It is not easy to detect whether or not there is discrimination in the workplace. Spotting

employment discrimination is a big headache because it is generally hard to know whether specific

individuals were actually discriminated against.

Examples:

 Firing pregnant women or injured person

 Not hiring people ages above 40

 Favoritism when issuing promotions

  Exclusion of candidates from the hiring process

 Suggestion of a preferred candidate on a job advertisement based on personal

characteristics

What are the elements of job discrimination? How do you know whether these elements

apply to a sample situation?

1. When a judgment, decision, or treatment is intended against anyone in the workers and

his/her particular group.

2. When a judgment, decision, or treatment springs from prejudice or bias, from false

stereotypes, or from other ways of unfair attitude aims at a particular group to which the

worker belongs.

3. When a judgment, decision, or treatment is disadvantageous or harmful to the worker

perhaps costing his/her job, promotion, or pay raise.

If these elements are present, then most likely discrimination happens.

Is there discrimination against women in the workplace?

More than one century have passed since we obtain our independence and yet we,

Filipinos do not have the freedom and some of the cultures of our colonizers were still in the

system. During the Spanish colonizers, women do not have the right to work. They believe that

women are fated to stay at home and take care of the family. It is one of the cultures that we

inherit from them.

Today, in the Philippine setting, there is still this kind of discrimination to women in the

workplace but can be mitigated.

 - It appears that women are routinely looked upon as the weaker sex, less competent, and

less committed than men.

- In business, employers somehow tend to discriminate employees because they will be

forced to provide mandatory:

 Family leave

 Eight weeks of paid maternity leave

 Unpaid leave for a new parent

 “Sick leave” for mothers whose children are sick

“If the Labor Code compels business to provide all accommodations for them, who would

want women employees?”

Stereotypes are assumptions made about a group of people and are applied to individuals,

irrespective of their personal characteristics, because of their affiliation with a certain

group. Stereotypes can be positive, negative or neutral. While both positive and negative

stereotypes can be harmful, they can occasionally serve as a learning experience. These stereotypes

may include some presumptions:

 There are fields of occupation, which are traditionally suitable for women because

of their “sensitive, vulnerable and fragile” nature.

 There are types of work, which may not be fitting to women due to their biological

condition like monthly period.

 The inability of women to cope up with certain job requirements since their

common gender personality and aptitude traits make them unsuitable for those jobs.
 Such generalization is based on our wrong perception about women. Minds should not be

caged on what the others cater to us or what we know because we may end up discriminating

women unknowingly.

Even we are not yet born and still in the womb of our mother, we already have the right to

live. We are created to live and have a life. The right to have a life comes with the right to work.

In order for us to live, we must work to earn income and to sustain our daily lives. Men and women

are created equal. If men have the right to work then women also do.

Everyone’s right to work should be upheld since this is essentially related to the right to

life and the support of his/her dependents.

What are ethical principles involved in job discrimination?

 Ethics is based on well-founded standards of right and wrong that prescribe what humans

ought to do, usually in terms of rights, obligations, benefits to society, fairness, or specific

virtues.

 Business ethics is the study of proper business policies and practices regarding potentially
controversial issues such as corporate governance, insider trading, bribery, discrimination,

corporate social responsibility and fiduciary responsibilities.

Discrimination in the workplace is wrong and socially irresponsible because of the following

reasons:

1. Discrimination in hiring is disservice in the long run.

2. It is actually double jeopardy.

3. Most importantly, it is wrong to discriminate a group or an individual by reason of

ethics.
 4. When business discriminates, it consciously or unconsciously affirms that one

group is inferior or subordinate to another group.

Diversity in the workplace is a people issue, which focuses on the similarities and

differences between people in an organization. Diversity in the workplace is typically defined

largely to include different aspects beyond those legally specified in affirmative action non-

discrimination statutes and equal opportunity.

What is the best practice of Shell in terms of diversity standard?

Royal Dutch/Shell Group reports that Shell companies across the globe promotes a culture

in which all Shell employees, contractors and joint ventures share this commitment for diversity.

Shell Company must assure that it:

1. Has a systematic approach to diversity management addressing each other elements of

the Group Diversity Framework.

2. Actively supports attraction, development, retention and promotion of diverse talents.

3. Promotes a workplace free from harassment and discrimination;

4. Establishes annual diversity plans, goals, and targets for improvement: measures

appraises, and reports business performance.

5. Includes diversity performance in the appraisal and development plans of leaders and

employees.

6. Provides safe and effective way for employees to report observed behavioral

inconsistencies with this standard.

 CHAPTER 16

Against Contractualization

Labor Contractualization

End of Contract or ENDO is a form of contractualization in the Philippines from which the

employers is hiring workers for a definite period of six months or less. This is because they’re

simply contractual whose jobs are “permanently temporary”, at the end of the contract, workers

could be rehired or dismissed by employers with no further obligations to them.

Contractual Labor as part and parcel of the big economic landscape

The labor contractualization is part and parcel of our big economic setting but still, it is

unjust especially to employees that are employed in this practice that is rampant in our business

industry such as agribusiness, sweatshop, construction and retail business and they’re not entitled

of rights and privileges that regular employees obtain through work that is mandatory and provided

in labor standard like 13th month pay, retirement plan and social security and welfare benefits.

The State promoting Full Employment

President Duterte has certified a Senate Bill and says that the measure was necessary “to

strengthen workers’ security of tenure by prohibiting the prevalent practices of contractualization

and labor-only contracting, which continue to immerse our workers in quagmire of poverty and

unemployment.” Having the right to full employment and to earn a living by meaningful

occupation, we can see the eagerness of our Government to provide opportunities for adequate

work and full employment and classify the workers into regular and probationary employees and

treat project and seasonal employees as regular employees.

 Department of Labor and Employment also urge private businesses to make their

contractual employees as regular employees and company that is inconsistent with applicable law

will be penalized. The Labor Code is very clear that it is within the power of the Labor Secretary

to close establishment, provides fines and even prosecution under the penal clause of the labor

code.

Underemployment and Unemployment

Contractualization refers to the outsourcing of work that is essential or a key role in a

business operation but adequate work and full employment is essential to all men and women of

all legal ages and somehow the choice between being jobless and underemployed is a decision that

should be chosen by jobseekers and breadwinners. And in the technical sense, contractualization

is a form of underemployment, and it refers to a modern style of slavery. The prohibition of

contractualization is one of the options to eliminate the underemployment and unemployment in

our country.

Contractualization a scheme of Profit Maximization

One of the objectives of every business is to maximize their profit, and labor

contractualization says to be cost effective by employers and this is the reason that it has become

the main labor form in the Philippines having a cheaper wages that capitalist grab for them to save

in labor cost.
Contractualization in Women

How does contractualization affect women workers in manufacturing?

- Easily dismissed

- Work for lower wages and longer hours

- Work without union rights

NAPC study: Continuing contractualization a scourge to women workers

- “The Condition of Filipino Women Workers in the Manufacturing and Wholesale and Retail

Trade Sectors: A Preliminary Research Advocacy,”

- found that labor policies of flexibilization, such as contractualization, have led to more

violations of women’s rights.

- women workers continue to have a low level of knowledge on their rights enshrined in laws such

as the Magna Carta of Women, executive and department orders on daycare and breastfeeding

spaces, Solo Parents’ Act, Family Welfare Program, Anti-Sexual Harassment Law and creation of

Grievance Committees in the workplace. Women workers are also discouraged to join unions.

Flexible Employment lead to declining job security

Flexibilization refers to practices in which employers do not guarantee their employees’

job security. Firms giving out short-term job contracts, rather than making their employees

permanent after a six or 12-month period, employers allow to hire and terminate with ease,

dodging legal requirements to provide benefits to their employees.

Types of flexible employment contracts

Zero hour contracts

You do not need to allocate a set amount of hours to people on a zero hour contract. They

have the right to decide whether they will do the work you offer. Either employees or workers

entitled to statutory employment rights.

A zero hour contract should have clauses that clarify the following:

 Availability for work - how you will inform the worker that they need to work

 Hours - the work will vary depending on your business needs and the workers

should be flexible

 Pay - is only given for the hours worked. They are entitled to the minimum wage

 Annual leave - details about how leave is worked out

The Small Business, Enterprise and Employment Act 2015 rules out using exclusivity

terms or clauses in zero hour contracts.

Fixed-term employment contract

Contract that ends on a specified date, or when a specific task is completed, or when a

specific event occurs.

How does contractualization affect women workers in Agricultural Sector

Female labor in the field is usually undertaken by contractual workers. They join male as

- Weeders

- Fertilizer applicators

- “suksok” baggers
 - Deflowerers

- Nematode controllers

Is regularization possible in the Agricultural sector

- More farmers are relying on external companies to carry out major work, new research shows.

- Contractors themselves often employ workers, and in some rural areas is a significant source of

employment. Yet contractors are now reporting difficulties in finding suitably qualified staff.

Is contractualization socially responsible

- Contractualization, as a form of underemployment, is socially irresponsible

The Pros and Cons of Contractualization

Pros

Growth in Economy

Creating job opportunities will give rise to the economic growth of the country

Staffing Flexibility for Companies

Company being asked to supply several requirements which include flexible working

arrangements for their employees. Providing temporary work is probably the best step they could

take in order to offer the required flexibility while meeting their own needs as well.

Cons

Issues with Training

 There are times when you will have to exert more training periods to some of your

temporary employees which will waste so much time and effort, from the perspective of the

company.

Issues with Benefits

Some of the benefits that the companies aren’t giving to their employees include: Phil

Health, SSS, Pag-IBIG, Home Development and Mutual fund along with many others.
 CHAPTER 17

ANTI-SEXUAL HARASSMENT

What is sexual harassment?

Resolution No. 956161 in Republic Act 7877 or also known as the “Anti-Sexual

Harassment Act of 1955” defined sexual harassment as a form of misconduct involving an act or

a series of unwelcome sexual advances, requests for sexual favours, or other verbal or physical

behaviour of a sexual nature, made directly, indirectly or impliedly under the following instances:

(a) such behaviour might reasonably be expected to cause discrimination, insecurity,

discomfort, offense or humiliation to another person or group; or

(b) submission to such conduct is made either implicitly or explicitly a condition of

employment; or

(c) submission to or rejection of such conduct is used as a basis for any employment

decision (including, but not limited to, matters of promotion, raise in salary, job security and

benefits affecting the employee); or

(d) such behaviour has the purpose or the effect of interfering with a person's work

performance, or creating an intimidating, hostile or offensive work environment.

The following acts constitute Employment or Work-Related Sexual Harassment:

(a) Demand, request or requirement for sexual favor is made for the following

considerations:

1. as a condition for hiring or employment, re-employment or continued

employment of an individual, or
 2. in granting said individual favorable compensation, terms or conditions of

employment, promotion or privileges;

(b) the demand, request or requirement for sexual favor is made against one whose training

is entrusted to the offender;

(c) the refusal of the demand, request or requirement for sexual favor will limit, classify

or segregate an employee as would discriminate, deprive or diminish employment

opportunities or otherwise adversely affect said employee;

(d) the demand, request or requirement for sexual favor would result in intimidating, hostile

or offensive environment for the employee.

For this purpose, work or employment related sexual harassment may take place in the

following:

1. the office

2. anywhere else as a result of work responsibilities or employment relations

3. at office related social functions

4. while on official business outside the office or during work-related travel

5. at official conferences, fora, symposia or training sessions

6. over the telephone, cellular phone, fax machine, E-mail

Forms of sexual harassment

The acts of sexual harassment may take any of the following forms:

(a) Physical
 i. Physical Contact or Malicious Touching

ii. Overt sexual advances

iii. Unwelcome, improper or any unnecessary gesture of a sexual nature; or

iv. Any other suggestive expression or lewd insinuation

(b) Verbal, such as requests or demands for sexual favors or lurid remarks

(c) Use of objects, pictures, letters or written notes with bold persuasive sexual under-

pinnings and which create a hostile, offensive or intimidating work or training environment

which is annoying or disgusting to the victim.

How sexual harassment occurs?

(a) In a work-related or employment environment, sexual harassment is committed when:

(1) The sexual favor is made as a condition in the hiring or in the employment,

reemployment or continued employment of said individual, or in granting said individual

favorable compensation, terms, conditions, promotions, or privileges; or the refusal to grant

the sexual favor results in limiting, segregating or classifying the employee which in a way

would discriminate, deprive or diminish employment opportunities or otherwise adversely

affect said employee;

(2) The above acts would impair the employee’s rights or privileges under existing

labor laws; or

(3) The above acts would result in an intimidating, hostile, or offensive

environment for the employee.

 (b) In an education or training environment, sexual harassment is committed:

(1) Against one who is under the care, custody or supervision of the offender;

(2) Against one whose education, training, apprenticeship or tutorship is entrusted

to the offender;

(3) When the sexual favor is made a condition to the giving of a passing grade, or

the granting of honors and scholarships, or the payment of a stipend, allowance or other

benefits, privileges, or considerations; or

(4) When the sexual advances result in an intimidating, hostile or offensive

environment for the student, trainee or apprentice.

Any person who directs or induces another to commit any act of sexual harassment as herein

defined, or who cooperates in the commission thereof by another without which it would not have

been committed, shall also be held liable under this Act.

The Effects of Sexual Harassment in the Workplace

1. Emotional Well-being

Sexual harassment can jeopardize the victim’s emotional and mental health. It can lead to the

loss of self-esteem and it may even compromise personal relationships. Sexual harassment in the

workplace can cause significant stress and anxiety. An employment harassment lawyer is also

likely to work with clients who have suffered from long-term clinical depression as a result of

sexual harassment.

2. Physical Health

Physical health and emotional health are closely linked. When victims of sexual harassment
experience mental and emotional problems, it often leads to physical health issues, such as loss

of appetite, headaches, weight fluctuations, and sleep disturbances. Sleep disturbances can, in

turn, lead to other serious health problems, such as hormonal imbalance, an increased risk of

high blood pressure, and a weakened immune system.

3. Financial Challenges

In addition to causing health problems, sexual harassment frequently leads to financial challenges.

Some victims of sexual harassment may even face broader career repercussions, such as the loss

of job references. They may decide to leave their current position or employer to avoid a hostile

work environment.

4. Global Consequences

Sexual harassment has a direct effect on employers and the global economy. Each year, millions

are lost due to absenteeism, low productivity, employee turnover, low morale, and legal costs

stemming from sexual harassment. The economy also suffers due to premature retirement and

higher insurance costs.

5. Depression

Victims of sexual harassment can experience long-term depression, according to Blackstone. In a

recent study of 1,000 youths, Blackstone found that people sexually harassed in their teens and

early 20s can experience depressive symptoms into their 30s.

Many people who experience sexual harassment have feelings of self-doubt, Blackstone said. "For

some people, that self-doubt turned into self-blame," she said, and victims can feel responsible for

what happened. Such self-blame may have a negative effect on mental health, including promoting

feelings of depression.

6. Post-traumatic stress disorder

Many studies have found a link between experiences of sexual harassment and symptoms of post-

traumatic stress disorder (PTSD), which includes re-experiencing the trauma, and avoiding people

or things that may remind the victim of the harassment.

In fact, women in the military who are sexually harassed are up to four times as likely to develop

PTSD as women exposed to a traumatic event in combat, according to a 2009 study in the journal

Law and Human Behavior. Those researchers found that experiences of sexual harassment were

significantly correlated with PSTD symptoms in 450 women who were interviewed. The link held

even after the researchers took into account previous psychological distress and trauma.

7. Sleep problems

Sexual harassment has been linked to sleep disturbances, said Debra Borys, a psychologist with a

private practice in Westwood Village, Calif. This may be because the stress and anxiety of the

event affects sleep habits. For instance, victims may lie awake at night ruminating about the event,

or the event may be the source of nightmares, Borys said.

8. Suicide

A 1997 study of more than 1,000 Canadian high school students suggested sexual harassment may

lead to suicidal behaviors. The study found that 23 percent of students had experienced at least one

incident of unwanted sexual touching, sexual threats or remarks, or indecent exposure in the past

six months.

Of women who had experienced frequent, unwanted sexual touching, 15 percent said they

had made suicidal attempts "often" in the past six months, compared with 2 percent of students

that had not experienced sexual harassment.

Duty of the Employer or Head of Office in a Work-related, Education or Training

Environment

It shall be the duty of the employer or the head of the work-related, educational or training

environment or institution, to prevent or deter the commission of acts of sexual harassment and to

provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment.

Towards this end, the employer or head of office shall:

(a) Promulgate appropriate rules and regulations in consultation with the jointly

approved by the employees or students or trainees, through their duly designated

representatives, prescribing the procedure for the investigation or sexual harassment cases

and the administrative sanctions therefor.

Administrative sanctions shall not be a bar to prosecution in the proper courts for

unlawful acts of sexual harassment.

The said rules and regulations issued pursuant to this section (a) shall include,

among others, guidelines on proper decorum in the workplace and educational or training

institutions.

(b) Create a committee on decorum and investigation of cases on sexual harassment.

The committee shall conduct meetings, as the case may be, with other officers and

employees, teachers, instructors, professors, coaches, trainers and students or trainees to

increase understanding and prevent incidents of sexual harassment. It shall also conduct

the investigation of the alleged cases constituting sexual harassment.

 In the case of a work-related environment, the committee shall be composed of at

least one (1) representative each from the management, the union, if any, the employees

from the supervisory rank, and from the rank and file employees.

In the case of the educational or training institution, the committee shall be

composed of at least one (1) representative from the administration, the trainers, teachers,

instructors, professors or coaches and students or trainees, as the case maybe.

"The employer or head of office, educational or training institution shall disseminate or post a copy

of this Act for the information of all concerned.”

Liability of the Employer, Head of Office, Educational or Training Institution

The employer or head of office, educational training institution shall be solidarily liable for

damage arising from the acts of sexual harassment committed in the employment, education or

training environment if the employer or head of office, educational or training institution is

informed of such acts by the offended party and no immediate action is taken thereon.

Penalties

Any person who violates the provisions of this Act shall, upon conviction, be penalized

by imprisonment of not less than one (1) month nor more than six (6) months, or a fine of not less

than Ten thousand pesos (P10, 000) nor more than Twenty thousand pesos (P20, 000), or both

such fine and imprisonment at the discretion of the court. Any action arising from the violation of

the provision of this Act shall prescribe in three (3) years.

Responsibilities of Heads of Agencies

The head of agency is responsible for:

(1) informing officials and employees of this Policy on Sexual Harassment including their rights

and responsibilities and the existence of procedures available under this policy;

(2) investigating every formal written complaint of sexual harassment and imposing strict

disciplinary measures when a complaint of employment related sexual harassment is found to have

been substantiated, regardless of the position and status of the offender;

(2) doing all in its power to provide advice, support and assistance to employees of the agency and

applicants who are subjected to sexual harassment, whether one or both parties involved are

employed within the same agency;

(4) appointing advisors, and providing the training and resources for them to fulfill their

responsibilities under this policy;

(5) designating an officer of the agency who will be responsible for the investigation and hearing

of complaints on sexual harassment;

(6) strictly maintaining confidentiality in all stages of the proceedings to protect the interests of

the complainant, the person complained against and any other person who may report cases of

sexual harassment; (7) maintaining records as required by this policy.

 Chapter 18

CHILD LABOR

There are about 4,000,000 child laborers in Philippines—aged 5-17 years old. Out of these,

2,500,000 are classified as unpaid workers in their own family-oriented business while 900,000

work in private establishments. More than 350,000 are household helper and 270,000 are self-

employed.

60% of child laborers are working on hazardous environment that put their lives at risk.

With regards to this, a global march against child labor was launched by the office of the president

on January 16, 1998. With the success of this movement, International Labor Organization

declared June 12 as Anti-Child Labor Day in the year 2002. Although there are laws with regard

to child labor, it is still existing because those laws are not strictly prohibited.

What is child labor?

Child labor is defined as employment of children in hazardous occupation below the age

of 18, or without the proper conditions below the age of 15, where children are compelled to work

on a regular basis to earn a living for themselves and their families.

What causes child labor?

 Poverty – Poor children and their families may rely upon child labor in order to improve

their chances of attaining basic necessities. Most children are forced to work in order to

supplement that family’s meager income. Some children work because of their school fees.
 While some of them have to work whether they like it or not simply because their parents

wanted them to work.

 Traditional distorted beliefs – This belief is about a parent who believes that children must

help to pay debts and support the family. The term “breadwinner” fits with this. Also, some

children sacrificed their studies in order to send their siblings to school.

 Convenience on the part of the employer – This refers to employers who are enjoying to

hire children simply because they do not or cannot complain much. No matter how much

they compensate those children, no one will complain because they have no knowledge

about it.

What are the effects of child labor?

 Physical deterioration – Children are may be affected of excessive fatigue and psycho-

physical deterioration simply because their body is not matured enough for those jobs.

With align to this, most of them suffer from physical injuries.

 Mental wasting – working at a very young age, young workers inevitably depart from

some aspects of their juvenile life which are vital for their normal growth. Some

children tend to experience mental breakdowns at the very young age.

 Low aspiration – As they get older, child laborers tend to have distaste on a regular

employment because of lack of training and are physically worn out. With this

possibility, they only have a small chance of acquiring trade skills in which, they could

fall into a huge population of future casual or contractual workers. These results to

inferior aspiration, low spirit and low self-confidence

  Moral Decay – Child laborers’ total education suffers because of being a truant. With

this, they may show independence and disobedience of parental control. They tend to

encounter opportunities to slip away into delinquency and street works that will

eventually belong to the criminal population in the near future.

Are parents liable?

Yes. Because a paragraph on Section 2 of Republic Act No. 9231 states that the state shall

intervene on behalf of the child when the parent, guardian, teacher or person having care or custody

of the child fails or is unable to protect the child against abuse, exploitation and discrimination or

when such acts are committed by the said parent, guardian, teacher or person having care and

custody of the child.

Multiple approach to the problem of child labor

It is good news that business is addressing the socioeconomic affairs of child labor from different

angles and perspectives. Also, these companies are employing more than a few approaches to

avoid the sullying stigma or child labor. Two of the most effective approach are:

 Labeling – Most of the businesses use labels in order to assure the consumers that the

product is manufactured under fair and equitable conditions and free from child labor.

Critics suggest that this approach is too simplistic because it is hard to guarantee that a

product is manufactured without child labor. However, those labels can bring benefits if

they are supported by a diligently applied audit process

 Codes of conduct and supplier guidelines – This approach is not new to everyone’s eye

because of companies having introduced their own guidelines. This approach can be useful
 when introduced by companies with a detailed understanding of the complexities of child

labor. However, codes of conduct may be less effective if proved without sufficient

thoughts

Ways how a business helps on fighting child labor

 Focusing on customers – if customers demand that the company “stop using child labor”,

a company that prioritizes customers’ perspective will make an action about. Simply

because it preserves its reputation with customers.

 Focusing on Suppliers – a company may change the nature of work in accordance with

ILO recommendations instead of eliminating all child laborers. Also, they can provide jobs

for their parents. This option needs a lot sustained planning and preparation.

 Elimination or change in the role of children – whether the childrens’

role changes or eliminated, the benefits to both the company and child

will be greatest in the march of Child Labor.