This week discusses workplace ethics. Sadly, this is a concept that we see all too often in the media. Using the company you chose for this weeks ethical project, please summarize your analysis and share your thought. Below is my write up

TAL Apparel is one of the top global companies leading in the worldwide fashion supply industry. It is known for its classic and outshining outfits manufactured and supplied in different parts of the globe (Bowie, 2016). Its impact has been significant as one out of the six dress shirts sold in the United States is manufactured by TAL Company. The company has an employee capacity of 26,000 who work on its ten factories across the globe. Annually the company records a total production of 50 varieties of men's wear. The company's production capacity has enabled it to become a global player and employer, taking advantage of its low production cost. In addition to that, one key strategic and global advantage that the organization has is its ability to provide job opportunities for immigrants and people across the globe (Lim, 2015). This has enabled the organization to take advantage of countries' comparative advantages, hence maximizing its profits while minimizing its costs.

Labor Factors

An article by Paton (2020), investigations conducted beginning of 2020 by the International Labour Organizations (ILO), and international organizations concerned with improving the welfare of workers revealed that the organization has been violating the rights and freedoms of its workers who are immigrants from different countries. This was through forced labor, low pay, and consistent workload hence taking advantage of their immigration conditions. Precisely one of those factories that had employees that exhibited high forms of violation of the workers' rights regardless of their country of origin was the Pen Apparel located in the steamy seaside town of Penang in Malaysia. Approximately 70 percent of this sub factory's employees are immigrants hired from countries such as Myanmar, Nepal, Vietnam, and Bangladesh, based on TAL Apparel records. Furthermore, based on the article, according to a report provided by Transparenteem in 2018, a non-profit oriented organization that is focused on human rights and environmental conservation, there were positive allegations of potential forced labor subjected to the TAL'S 2600 workers that had migrated from other countries (Elizabeth, 2020). The forced labor allegations were linked to immigrants being overcharged on the payment of recruitment fees while in home countries and the poor working standards while in these factories.

Unethical Consideration

In addition to that, based on the article, the emergence of the Coronavirus pandemic, the lockdown in most countries, including Malaysia itself, sent most clothing sales plummeting as well as leading to clashes between Western retailers to slash orders as the company opted to close down its branches beginning with Malaysia (Podorozhnii, Obushenko, Harbuziuk and Platkovska, 2020). One of the issues arising from these actions is the failure of the company to pay the compensation packages as well as debts it owed to the workers and enable the employees' safe return home based on the agreement. These exist as failed promises that have led most of these migrants to disappear into new local development at the same time being in heavy debt from TAL Apparel. This is an unethical consideration that greatly reflects the organization's irresponsibility towards ensuring that it abides and fulfils the terms and conditions of its established contracts (Pacella, 2018). Not to mention, it vividly indicates its failed systems that ought to value the rights and privileges of human life since, based on the report, the poor working conditions are characterized by the poor and poor working environment.

Violations of Rights

Based on the acts of the TAL Apparel Organization violating of the international workers' rights and freedom, as a manager assigned to oversee the ethical, discipline strategies will greatly rely on the respective departments (Kraak, Lunardo, Herrbach, and Durrieu, 2017). Upon determination of the violation of right intentionally, stakeholders in charge will be fired, demoted, and prosecuted depending on the degree of their involvement. It may also be evident that the actions of these employees would have been for the fulfilment of individual objectives as opposed to that of the organization. This must be followed by complete compensation of the affected employees based on the period they have been in the organization. The compensation schemes must reflect on both the time and resources the employees spent while in the organization. Furthermore, since the law requires an organization to settle all the organization's debts to stakeholders in order of their importance to the organization before dissolution, employees' debts, especially with regards to salaries, will have to be settled. Finally, since it was part of the agreement that the company will safeguard their safe return back to their homes, the company will be compelled to ensure that all migrants with a desire to return to their homes are facilitated (Podorozhnii et al., 2020).

Prevention Plan

To prevent the occurrence of this condition in the future by the organization, first revisiting and revising the recruitment as well as hiring policies and contracts must be undertaken to ensure that its constituents are realistic (Brodhead et al., 2018). This also includes the determination of the exact number of workers demanded within the existing resources to accommodate and compensate them. In addition to that, establishing effective, appropriate, and functional employee complaint systems will be integral to ensure that all complaints and disputes from employees are solved. This must be accompanied by establishing employee welfare committees and departments that will be responsible for handling various issues put forward. The organization will also set up rules and regulations regarding employee and immigrant welfare. This will include steps to be followed to launch complaints as well as the expectations that the victimized employees will get (Kennedy & Anderson, 2017). Finally, creating awareness through social media platforms to the public across the globe on the expectations for employment into the company as well as other crucial information on the company will be ensured. This will be instrumental in ensuring that the public is aware of the companies' genuine expectations that are free from middlemen as well as other unauthorized personnel.