SPI101 ASSIGNMNET 1

BREXSON ARCO 4-12-21

SBIT3Ñ

1. What is sexual harassment?

 Sexual Harassment is a behavior. It is defined as unwelcome
behavior of a sexual nature.
 Unwelcome Behavior is the critical word. Unwelcome does not
mean "involuntary." A victim may consent or agree to certain
conduct and actively participate in it even though it is offensive
and objectionable.

2. Differentiate Wage and Salary

 Wages are the money your employer pays you for the hours you
work each week.
 Salary, on the other hand, typically defines a fixed amount your
employer pays you, not necessarily for specific hours worked but
for completing the duties of your job.

3. Types of Wage
 Minimum Wage
Minimum wage is the most widely recognized term in the realm of
employee compensation. It is the lowest hourly wage an employer
can pay an employee for work.
 Living Wage
Living wage is the lowest wage at which the wage earner and
his/her family can afford the most basic costs of living.
 Prevailing Wage
Prevailing wage typically refers to the rate of pay contractors and
vendors must offer their employees when doing business with a
government agency.
 Tipped Wage
Tipped wage is a base wage paid to an employee who receives a
substantial portion of his/her compensation from tips.
 Fair Wage
By general definition, fair wage is a compilation of company
practices that lead to sustainable wage developments.

4. Factors to Consider in the Formulation of Fair Wages

  Ability to Pay
The ability of an industry to pay will influence wage rate to be paid, if the
concern is running into losses, then it may not be able to pay higher wage
rates. A profitable enterprise may pay more to attract good workers.
During the period of prosperity, workers are paid higher wages because
management wants to share the profits with labour.
 Demand and Supply
The labour market conditions or demand and supply forces to operate at
the national and local levels and determine the wage rates.

 Prevailing Market Rates

No enterprise can ignore prevailing wage rates. The wage rates paid in the
industry or other concerns at the same place will form a base for fixing
wage rates

 Cost of Living
In many industries wages are linked to enterprise cost of living which
ensures a fair wages to workers. The wage rates are directly influenced by
cost of living of a place.

 Bargaining of Trade Unions

The wage rates are also influenced by the bargaining power of trade
unions.

 Productivity
Productivity is the contribution of the workers in order to increase output.
It also measures the contribution of other factors of production like
machines, materials, and management .

 Government Regulations
To improve the working conditions of workers, government may pass a
legislation for fixing minimum wages of workers.

 Cost of Training
In determining, the wages of the workers, in different occupations,
allowances must be made for all the exercises incurred on training and
time devoted for it.

5. What is Gift giving and Bribery?

 A Gift is a thing given willingly to someone without payment; a present.
Give (something) as a gift, especially formally or as a donation or bequest.
  Bribery as: the offering, promising, giving, accepting or soliciting of an
advantage as an inducement for an action which is illegal, unethical or a
breach of trust.

6. Factors in Determining the Morality of Gift-Giving

 The Value of the Gift.
 Purpose of the Gift.
 Circumstances under which the Gift was. given or received.
 Position between or Relationship of the. Giver and Receiver.
 Acceptable Business Practice in the Industry.
 Company Policy.
 Laws and Regulations.

7. Ethical Advertising?
 Ethical advertising is about being truthful concerning the product or
service in question and never exaggerating the capabilities of a
product/service, or hiding its flaws.

8. Define Trade Secret

 A trade secret is any practice or process of a company that is generally
not known outside of the company. Information considered a trade
secret gives the company a competitive advantage over its competitors
and is often a product of internal research and development.

9. Ways to Protect Trade Secrets

 Restricting access to confidential information physically and electronically
to only those individuals that need to know the information;
 Marking documents that they constitute confidential information;
 Making use of non-disclosure and confidentiality agreements;
 Maintaining information with password protection;
 Disposing confidential information by shredding or other means designed
to destroy the information;
 Conducting exit interviews with departing employees to ensure the return
of all confidential information in the employee’s possession and to
emphasise confidential obligations;
 Ensuring that there are restraint of trade provisions in the employment
contracts;
 Establishing due diligence and on-going third party management
procedures;
 Instituting and information protection team;
 Make trade secret protection a priority

10. Advantages of Trade Secret Protection

 Trade secrets involve no registration costs. Obviously there may be costs
associated with the administrative, technical and/or legal barriers the
company puts in place to protect its trade secrets.
 Trade secret protection does not require disclosure or registration, unlike
for example a patent which becomes public information
 Trade secret protection is not limited in time, unlike for example a patent
which only lasts for twenty years;
 Trade secrets have immediate effect, unlike for example a patent which
may take a few years to be granted.