COLLEGE OF BUSINESS

COLLEGE OF BUSINESS, HOSPITALITY AND TOURISM STUDIES
SCHOOL OF ACCOUNTING
TRIMESTER 1, 2018
ACC811- MAJOR GROUP ASSIGNMENT
AIR TERMINAL SERVICES (FIJI) LIMITED STRIKE-ETHICAL OR NOT?
GROUP MEMBERS ID NUMBER
SHIVNEEL SHARMA 2013114282
RAVINESH PRASAD 2015131928
SARLA KARAN 2001001155
PRANISH 2010000370

ABSTRACT
This research article would look at the ethical issues of the groups involved with the strike at Air Terminal Services (Fiji) Limited and whether their actions are to be considered ethical or an act of breaching the law, aspect of both parties and how the act of strike by ATS was against the ATS management cannot be defined as being unethical. The actions of the ATS workers being on strike can be seen from different perceptions. ATS management has viewed this strike as an unethical act as the staffs had went against the company for self-benefit. The workers had gained a lot from the act that was the support from the other individuals and groups that had joined their strike act by siting outside the ATS compounds and waiting for their demands to be accepted by the ATS board. The staffs can be ethical is this case as they are fighting for wages to raise, the deontology theory had be violated by the ATS Board and management as they were not able to perform their duty with due diligence.
The act of listening to the staffs should be a major tool for the management of any organization. Listening to what the staffs of the organization has to say provides the management the knowledge of what the workers need in order to perform well in the organization. Similar act was performed by the ATS workers but they had been neglected. If the organization had accepted to make discussions with the ATD union in order to resolve the matter then the outside party and groups would not have been involved in this matter and no legal action would be taken to resolve this small issue that turned out to be a national issue. The duty of the management, the chairs and bard was to provide benefits to its staffs so that they are able to operate well in the market. Business ethics does not only apply to the right and just doing of people in the organization. It also depends on how people in the organization can resolved the matter while keeping the rules and regulations as a guide to perform duties ethically.’
This paper analysis also in the perspective of ATS staffs, political parties and the government
Whoever was responsible in influencing the strike should be held accountable. This is what the rule of law is all about. There are procedures and processes that must be followed before workers can desert their work stations in a strike. We should not perpetuate an idea that we can resort to illegal measures to achieve our goal. That will make justice and the rule of law a farce.

INTRODUCTION
The question of ethics or the right way to run any organization, are an integral part in all the aspects of corporate governance as well as in every board of decision making. Ethical choices are relevant with in the fundamental business policies that management tails and the way they direct the business as a whole to operate and accomplish excellence in the market.
Corporate Governance lies at the very heart of the way a business runs. Often it is defined as the way businesses are directed and controlled; it put concerns on the work of the board as the body which bears the utmost responsibility for the business (CFO Ais Research Services, 2006). Ethical and Governance related issues also exited in the Air Terminal Services strike and lockout, where a lot of individuals, groups of political parties, shareholders of the organization and other stakeholders related directly and indirectly were involved. In 1994, as Goldratt’s had a technique known as Evaporated Cloud, which was used for the logical representation of the conflict with in the organizations and the parties related to the issues (CFO Asia Research Services, 2006). It had constructed the technique to provide the employees and management a moral consideration for ethical decision makings.
Air Terminal Services (Fiji) Limited is an aircraft ground handling company that had the capacity to deliver total ground handling to all the aircraft types arriving or departing the Internal Airport of Fiji (Air Terminal Fiji Limited, 2017). The company employees approximately 600 employees, all with a stake in the future of the organization, the level of achievements and standards for efficiency in order to achieve very high across all the departments. The organization presumes to offer social obligation in providing ground resources for all the carriers that operate through the Nadi Internal Airport. ATS Fiji Ltd is also committed to work hand in hand with the community at a larger perspective to promote development of the business and education of the employees and management (Singh, 2017). The values of the organization to “GET IT RIGHT”, signifies that the organization works towards positive ethical actions and this is achieved through the corporate values and principles of the ATS Fiji Ltd which is Respect, Innovation, Growth, Honesty and Teamwork.

In 2002, Cruver, had pointed out the abuse of powers of the managements and the excess of privileges to the management s and staffs of the organization (Dincer & Dincer, 2014).

The company has a committed itself to provide the highest level of excellent services by empowering and developing the people by providing learning opportunities and also creating positive, safe and just culture within the organization. But the facts from the major corporate collapse of the Enron Scandal had violated all business ethics and corporate governance which gave organizations to engage in illegal and unethical activity putting limitation on the law and order of the country as the peoples or managements declares the action to be unethical and to be solved with the regulations of the business (Dincer & Dincer, 2014). The same situation is also faced in the strike issue of the ATS strike for the betterment of their life’s but the actions were told to be unethical.

LITERATURE REVIEW
If I was to be hired as a management consultant to overcome the unethical practices, I would first examine the personal values of the organization and emphasize on the needs amongst the employees, especially the leaders of the organization. According to Murray and Hanson (2014), doing what is right is what an ethical culture is all about in any workplace (CCAB Ethicla Dilemmas Case Studies for Professional Accountants in Public Practices, 2011). The entrails of having the beliefs on the values of human welfare in the professional life, treating the employees, management, customers and other stakeholders equally and thoughtfully would embrace the progressive values in their lives making it a moral beginning.
In addition, the changing from the unethical practice in an organization requires changes. In 2014, Hanson and Murray had pointed out the responsibilities of every employee and not just leaders. The emphasis was on the factors which contributed to the ethical culture of the organization. In 2011, Huhtala had provided views on the ethics issues to be a regular topic for employees and each person should be treated equally, fairly and be rewarded appropriately when necessary. Good leadership and perception among the employees that the organizations actions are within the regulations and policies of the company (International , 2016). Huhtrala had observed that employees make ethical decisions if they both the organization and the employees are encouraged to be report any wrong doing (International , 2016).

In 2012, Schaubroek had discovered that leaders are encouraged to synthesize their expectations into the ethical culture of the workplace. This way the moral efficacy to be shaped in accordance with the ethical culture that exists within the organization (Markham ; Buchanan, 2002). Whereas Schwartz, in 2013, had provided a diverted version of explaining that in order to measure the actions of the ethical values in the organization should be based on the actions of in an individual (Markham ; Buchanan, 2002). It was explained that he believed in companies to have a vital practice, process and policies to engage in ethical program which are supplemented by hiring managers on basis of ethical experiences, ethical trainings and code of ethics that are followed by the employees as well. Researchers have made significant measures for managers to effectively and executively be ethical in the way of their performances in carrying out their duties in any organization. Despite this fact, many of the measures have failed in organizations which could overcome unethical practices which give privilege for the law and order to take charge for punishing the unethical practices of the employees.
Philosophers have tried to explain the concept of morality through the usage of ethical theories which are deontology, utilitarianism, consequentialism, virtue ethics and etc., that all could be defined according to the actions of an individual, group of business at large. In Fiji, Ethical rules have been defined as a disciplinary rule and any actions of being unethical is believed to be no less than breaking the law and order. In 1981, Johnson, had carried out his research on analyzing the business world on ethics and addressing it value in the market in a qualitative manner (Casson, 2013). Johnson had explained that it wasn’t an easy task to show that decision making are affirming to be ethical. The good and evil seems to join every organization and having a desirable result accompanied by a negative one. Marketing the ethical values in any organization for the well-being off its people and functions, taking charge over the operations and communicating openly to satisfy every customer is the responsibility of the management and the staffs of the business.

Nevertheless, Murphy (2013) related the ethical abuse of considerable subject on societal analysis and scrutiny (Robinson, 2010). The research had put other researcher theories outstanding, while he defined, examines and had identified the issues of ethical development from the academic perspective keeping in mind that the law and order needs not to be violated. His research had been placed on every actions of the business and its people should be acceptable as ethical if it is in line with the law and order of the country is the laws of the company.

DISCUSSION ON ETHICAL ISSUES BREACHED OR FOLLOWED IN ATS
A steady Trickle of the workers to return to return from the unlawful strike is the situation that this research is looking at. Air Terminal Service (Fiji) Limited staffs having a strike, is it to be considered an ethical or an unethical act? Is the act of the staffs to be considered a lawful or an unlawful action? The major loopholes in the strike had involved many different parties and group which had different views of performing their actions to provide a justice and fair inspiration to the ATS staffs that were in the strike.

The strike in Fiji at the ATS had put up a question to those researchers theories in the past and also a new thought for those researchers of the future. On the 19th day of December, 2017, approximately 250 Air Terminal Services employees who had disputes with the ATS management had rejected to the offer of returning to work. The condition of accepting that the staff leaving work to attend ATS Employers Trust Meeting was refused by the staffs. The ATS Employers Trust had maintained workers locked out despite the action of strike by the staffs of ATS as declared by the Minister for Employment and Industrial Relations of Fiji (Air Terminal Fiji Limited, 2017).

Workers of the ATS had put forth the condition of only returning to work if the Acting CEO, Hare Mani is removed from his position. The Chairperson of the ATS board, Riyaz Sayed-Khaiyum had revert all the employees back to work on the condition that those members sign a statement as the ATSET Secretary Vili Finau had spoken out. The issue to drop down the strike and return to work was what the management of the ATS wanted but the issues arouse to its maximum level where matters were out of hands which lead to numerous groups being involved in these strike (Air Terminal Fiji Limited, 2017).

The ATS strike had been used by most political parties as being a tool for aiming the Government of the Day. Most groups and individuals had related the strike to personal issues, many had supported the strike being an ethical action and the act of demanding the rights for their selves and their family while most had seen this act as a violation of the law and to unethical. The short strike had brought up many other issues within the organization and also with those people directly and indirectly involved in the strike.

But overall, the question arises of how could this actions be related to in the ethical world? If ethics had been proven to provide fair and just to individuals then how can the actions be unethical and be against the law? How would the rights of the staffs and the human rights prevail? Who is to be blamed for all the actions if staffs are not provided with the privileges they deserve for an ethical environment to work in and for the best remuneration for their diligence support of the organization?
The facts of the ATS strike where the staffs were locked out by the management for not returning to work was ethical for many but unethical for the rest. Would the ethical theories describe the actions of the groups involved in this strike and those pointing out to the illegal act to be ethical or not. How would the ethical theories of Deontology, Virtue Ethics, Utilitarianism, Due Diligence, Consequentialism and other ethical principles that can evolve from the actions of people.

The political party involved in supporting the ATS staffs in the strike and locks out so that the management of the ATS falls down and accepts the demands of the staffs were the Members of the Parliament, the SODELPA Party, and Linda Tabuya for PDP. This issue of ATS strike had become a state issue which had led to more issues including the Fiji First Party Leader, Honorable Prime Minister of Fiji, Mr. Bainimarama, the Attorney General of Fiji, Honorable Minister of Economy, Mr. Khaiyyum, the Minister for Employments, Hon. Usamate, ATS Board, the National Federation Party Leader, Mr. Biman Prasad, Federation Airline Staff Association (FASA) and Fiji Trade Union Congress (FTUC), Felix Anthony, Fiji Labor Party Leader, Mahendra Chaudhary and the Human Rights and Anti-Discrimination Commission CEO, Mr. Ashwin Raj, Coalition on Human Rights, Shamima Ali. Numerous individuals and groups of people of different field of work had inflicted the support through proceeding with the march in Nadi as well as in Suva.

Supporters to the ATS strike had been seen as failure of ethical values in people as they were being forced to break the law on the basis for standing up for those people (ATS Staffs) that were not directly related to them. But the need to provide justice to the ATS staff had prevailed people to stand up to march as a support for the ATS staffs, its families and the demands of every individuals of the ATS staffs.

ANALYSIS AND RESOLUTIONS ON THE ATS STRIKE
On the 19th Day of December, 2017, the workers of the ATS camped outside their Nadi Headquarters. About 250 Air Terminal Services employees who had disputes with the management had rejected the board offer to return to work. The offer was made by the management of ATS that they staffs should admit that they had been wrong in leaving the work in order to attend the ATS Employers Trust meeting. The ATSET had maintained the workers locked out despite the Minister of Employment declaring that the action taken by the staffs of ATS was regarded as a strike.

ATS Management and ATS Staffs
The act of strike by the ATS was against the ATS management cannot be defined as being unethical. The actions of the ATS workers being on strike can be seen from different perceptions. ATS management has viewed this strike as an unethical act as the staffs had went against the company for self-benefit. Utilitarianism theory is based on the ability to predict that the consequences of and action had provided maximum gain of satisfaction. The workers had gained a lot from the act that was the support from the other individuals and groups that had joined their strike act by siting outside the ATS compounds and waiting for their demands to be accepted by the ATS board. The staffs can be ethical is this case as they are fighting for wages to raise, the deontology theory had be violated by the ATS Board and management as they were not able to perform their duty with due diligence.
The act of listening to the staffs should be a major tool for the management of any organization. Listening to what the staffs of the organization has to say provides the management the knowledge of what the workers need in order to perform well in the organization. Similar act was performed by the ATS workers but they had been neglected. If the organization had accepted to make discussions with the ATS union in order to resolve the matter then the outside party and groups would not have been involved in this matter and no legal action would be taken to resolve this small issue that turned out to be a national issue. The duty of the management, the chairs and bard was to provide benefits to its staffs so that they are able to operate well in the market. Business ethics does not only apply to the right and just doing of people in the organization. It also depends on how people in the organization can resolved the matter while keeping the rules and regulations as a guide to perform duties ethically.
ATS had also advertised the positions of those staffs that went on strike. This was an ethical point of view from the management perspective, reason being that due to the staffs being on strike, the operations of ATS had stopped and staffs were needed to provide smooth flow of the operation. Thus the advertisement was made for temporary staffs. This act of the management would seem to be unethical to the staffs on strike and to their families as their conditions were not accepted but been diverted to bringing in new staffs.
The ATS team had yet kept reaching out to its staffs to return back to work with the following condition:
Remunerations to be given for some positions at ATS being above the market rate.

All the staffs of ATS would have a comprehensive outpatient medical cover including the evacuation to NZ and Australia which would be fully funded by ATS as there are fewer companies in Fiji that provide such medical cover for the staffs while some pay premium in order to enjoy the medical benefits.

The ATS staffs would be insured under the Term Life cover. The cover payment would be made no just to the staff but also the families in the event of death.

Furthermore, $1200 amount of medical expenses to be paid while injuries to the staffs occurred at workplace
Other terms was also made which was in the in the best interest of the staffs of ATS.

On the 16th day of December, 2017, the Minister of Employment, Hon. Jone Usamate had declared the strike to be unlawful act. Never the less, the company is to urge the workers to return to work and to take advantage of the benefits the ATS Board Chairman’s and the Company itself had to offer. This act of the ATS management was a wise and ethical act as the deontology theory of the ATS management was followed. The ATS was also utilitarian’s in terms of getting back its staffs in order for work to operate well. The benefits provided were the Due Diligence values of the ATS management for its workers.

ATS Staffs and the Political Parties and the Government
The strike was a significant means of political ethics for most of the political parties in Fiji. The SODELPA leaders Ro Teimumu Kepa and Sitiveni Rabuka, NFP Leader Biman Prasad, FLP Leader Mahendra Chaudhary, PDP Leader Linda Tabuya, FTUC Felix Anthony and Shamima Ali from Coalition on Human Rights has used their political ethics to support this ATS staffs in the strike in order to show that the government is not doing its part when there is a need for them (The Fiji Sun, 2017). Any organization would want to resolve all the matter concerning the company and the staff with in the barriers of the organization rather than putting it public and downgrading the reputation of the organization.
The political party leaders had been ethical in being there with the ATS staffs for the strike as they had a duty of Humanity to give just and fair rights to the ATS staffs, but most unethical issue that was related to the political parties was that the intention of the party leaders was not to support the ATS staffs to get fairness but was to put down the government of the day (Fiji First Party) so that in the 2018 General Elections, their party could be voted. The party members had brought greed and ego within them for being elected in to the government in 2018 elections. ATS Board Chairman’s regardless of the party leaders support had offered the staffs to return to work, promising that no workers would be victimized through termination, iff they had acknowledged that the walkout was illegal of their act. The duty of care by the company to its staff remains constant as the workers are required to join back. The Minister of Employment after meeting the ATS workers had visited the ATS management on the 23rd of December, Hon. Usamate had emphasized the importance of continuing the work as festive season had approached and arguments were not solved. Hon. Usamate as a Minister was thinking ethically, his way of approach to the ATS team and staff were direct and not through the political parties. Although he had declared the act to be unlawful, he had urged the staffs to resume their duties. Hon. Usamate had successfully followed his deontological ethical theories to overcome this situation (The Fiji Sun, 2017).

The ATS workers had questioned the decisions of the external parties to join the strike and the company would keep receiving calls from who wants to return back to work.

Government, its Law and Human Rights of ATS Staffs ; Unionist
Labor Law – Fiji
Part 18 of Employment Relations Promulgation 2007, state that strike shall not take place without providing a notice of secret ballot to the Registrar.
The ballot paper needs to have the following:
Must be served 21 prior to the date of strike
Time, date and place where will the strike happen.
Reason for the strike
Must be sported by more than 50% of the members
secret ballot must be supervised by the Registrar
The union must inform the Registrar as soon as possible in writing about the result of the ballot.
Under this Part 18 it also talks about lockouts. For a lockout to happen the employer should give 28 days’ written notice to the Permanent Secretary and the respective trade unions as well. The notice has a validation of 6 months from date of issue.
Under the law a strike or lockout is unlawful if:
If it occurs while there is a collective agreement that is binding the works participation in strike and lockouts.
Unless right to strike and lockout was provided in collective agreement.
Or it’s regarding a matter which is out of the collective agreement.
If it’s in the time when there is negotiations on collective agreement or variation
Unless 21 days has passed from day of initiated bargaining.
Or collective agreement has expired.
If the strike or lockout was declared unlawful and still continues.
(EMPLOYMENT RELATIONS PROMULGATION , 2007)
ATS strike by employees was declared unlawful, but here was is no explain why it was unlawful, was it because of breach of collective agreement or was the ballot paper not served before 21 days, something which could have been mentioned by the Minister for Labour Hon. Usamate.
Power of Minister
Minister has the power to declare the strike or lockout unlawful if the strike or lockout is unlawful by virtue of the Employment Relations Promulgation 2007. It’s effective from the date the order was served to employer or union.
In ATS Case the Minister for Labour Hon. Usamate had the power to declare whether the strike by the workers was lawful on not. On 16th December 2017 the Minister for Labour Hon. Usamate declared the strike unlawful. This was declared in relation to the Fijian Labour Law, Employment Relations Promulgation 2007.
Courts
Court can also order for a discontinuation of strike or lockout.

In the case of ATS the Fiji Fijian Employment Relations TribunalĀ on the 20th January 2018 made the decision and ordered for the employees to return to work who were locked out from 16th December 2017. In addition to this the tribunal ordered that all pay and entitlement from 16th December till date to be restored. ATS Management was given a 48hours timeframe to comply with Tribunals decision. (International Transport Workers’ Federation, 2018)
Employers Liability on Wages
Employer does not have liability of wages if the lockout is lawful, but in case the lockout is unlawful than the employers have liability for wages.
ATS case study shows that the lockout was unlawful as per the Tribunal, it had ordered ATS Management to pay their staffs wages and entitlement from 16th December 2017 since the lockout took place.
Human Rights of ATS Staff
The 1999 Human Rights Commission aims to promote and protect the human rights of all citizens of Fiji. It was established to deal with unfair discrimination.
Human right is another important aspect for ethical consideration in relation to ATS strike. According to Fiji’s constitution, ATS workers have the right to freedom of expression. Constitutional rights extend workers the right to strike if their demands are not fulfilled after many appeals and requests. They have full right to collectively bargain to demand reasonable wages and better working conditions without any fright of punishments from anyone. Therefore, from the very basic concept of workers’ rights as human rights, we can conclude that ATS staffs were ethical in terms of the strike decision taken as their Human rights were violated with no strike permissions.
Also there was violation of human rights as ATS Management denied access to use of washrooms and denied access to drinking water as well. Therefore the ATS staffs human rights was violated. (Radio New Zealand )
Human Rights of Union
Union’s main aim is to look after its members (employees who are members of union) interest. In the case of ATS Lockout, their rights was violated as well. As they were not able to gone on strike and fulfill their members interest. Unions have the right to strike if their demands are not fulfilled by the employers or the employer is in no position to discuss on the issue. FTUC leader Felix Anthony pushing for its members rights was ethical. As they were protecting its members right which is their primary role to protect its member’s interest.
Ethical Law System of Fiji on the Employer & Employee Issues
Whoever was responsible in influencing the strike should be held accountable. This is what the rule of law is all about. There are procedures and processes that must be followed before workers can desert their work stations in a strike. They were not followed.

We should not perpetuate an idea that we can resort to illegal measures to achieve our goal. That will make justice and the rule of law a farce.

In accordance with the Employment Relations Act (ERA) 2007 the walk off by some ATS employees on 16 December 2017 was declared as an unlawful strike.

In the interest of resolving outstanding concerns as quickly and effectively as possible, the Minister for Employment has stimulated ATS management and the Federated Airlines Staff Association to engage in good faith within established conflict resolution frameworks, as set out in the ERA 2007.

In any case there are codes and ethics that are in place and these are only there to guide the employees. All employees in any company or organization are bonded by the Employee Code of Conduct. This has to be practiced and followed while discharging their duties.

Below are some of the codes of conduct for any employee to follow. These would have helped to handle the issues between the management of ATS and the employees.

Employee Code of Conduct company policy outlines our expectations regarding employees’ behavior towards their colleagues, supervisors and overall organization.

Companies promote freedom of expression and open communication. But they expect all employees to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting our workplace. We also expect them to foster a well-organized, respectful and collaborative environment.

Compliance with law: this basically means confirming to a rule, such as specification, policy, standard or law .This describes the goals that organization will aspire to achieve in their effect to ensure that they are aware of and take steps to comply with relevant laws. The Company’s legality should be the employee’s priority. This is ensured through fair dealings of company’s finances, products, partnerships and the public image of the company.
Respect in the workplace: There should not be any discrimination, harassment or any unfair treatment. Employees should respect each other. There should not be any partiality in terms of recruitment, performance evaluation, etc. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

Protection of Company Property: Considerable level of care should be taken by employees. The assets of company should be used to meet its business needs and achieve its business goals. Employees are responsible for protecting the assets of company and ensuring their efficient use, and for ensuring the safe and careful operation and maintenance of all of organization equipment. Employees should not misuse company equipment or use it frivolously. Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) These are to be returned upon completion of their job duties.

Professionalism: Employees are required to show integrity and professionalism in the workplace: Respect and integrity must be shown by employees towards their job duties, customers, stakeholders and the community.
Confidentiality: Safeguarding Confidential Information Nonpublic information regarding the organization and its businesses, guests, employees and suppliers must be kept confidential and should not be disclosed without proper authorization. As a person covered by this Code, you may be trusted with confidential information. Employees may use confidential information only for the business purpose intended. Employees are not to share any confidential information with anyone outside of organization, including family and friends, or with other employees who do not “need to know” this information to carry out their duties.

Conflict of interest: A “conflict of interest” occurs when your private interest interferes in any way with the interests of company. A conflict situation may arise when a person covered by this Code takes actions or has interests that make it difficult to perform his or her work objectively and effectively. Conflicts of interest may also rise when an individual covered by this Code or a member of his or her Immediate Family receives inadequate personal benefits as a result of his other position in ATS. Employees are expected to avoid all situations that create a material conflict between your self-interest and your duties and responsibilities to the organization. A company’s status depends on the actions and reliability of its staffs. It is essential that they avoid relationships and activities that hurt, or appears to hurt, their ability to make objective and fair decisions. Employees should avoid any personal, financial or other interests that may hinder in discharging their duties.

Collaboration: Employees should be friendly. Persons covered by this Code should undertake to deal fairly with company’s guests, fellow employees, traders and competitors. Furthermore, individual should not be biased of another staff through manipulation, disguise, and mistreatment of confidential information, falsification of material facts or any other unfair dealing practices. Employees must disclose prior to the time of hire the existence of any employment agreement, non-compete or non-solicitation agreement, confidentiality agreement or similar agreement that in any way restricts or prohibits the performance of any duties or responsibilities of their positions with Morton’
Policies: All employees should read and follow our company policies. If they have any questions, they should ask their managers or Human Resources (HR) department. Employees are to act with due diligence, comply with laws and to maintain a professional work atmosphere and comply with corporation policies. They should treat customers, colleagues, and partners ethically at all times
Reporting Illegal Or Unethical Behavior: Employees are responsible for keeping immediate supervisor fully informed of all matters relating to the company’s affairs and business activities so that senior management is fully knowledgeable of all such matters on a well-timed basis. They are responsible for reporting, in accordance with the procedures set forth in this Code, any activity by a colleague, guest, vendor or supplier that appears to violate applicable laws, rules, regulations or this Code. During the course of employment, if a staff becomes aware of any apprehensive activity or conduct, including concerns regarding questionable on any unethical behavior they must report violations of laws, rules, regulations or this Code. Reporting such an activity will not subject you to disciplinary action, absent a knowingly false report. Nevertheless, knowingly not reporting such incorrect activities will subject the staff to disciplinary action which may include termination.
A code of ethics is important because it helps employees or organization members make decisions that are in line with company values in the absence of a clear rule or direct supervision. A code of ethics can improve decision making at a business, and make it easier for employees to be autonomous.

CONCLUSION
To conclude, the constitutions of many states have explicitly recognized the right to strike.in others, it is not explicit but implied.in several states it is not possible to speak of a right but only of a freedom to strike.

However, the issue is not whether the right to strike exists, but whether there are limits on the modality the organization must work together as a team to overcome such decisions which may affect them in a long run, it only depends on the type of decision they make and the people they are working with. The work place should be an environment where a person can share its personal issues and even work related issues that may not give rise to such scenarios where ethics gives a much great importance. The strike was an unlawful act conducted by the ATS team which showed the poor decision made by the group which had affected them and also there family members. They had lost their employment and also the family will get affected because the money that was earned by the person will no longer support them. The company directors, shareholders, stakeholders and other major contributors will also bear the loss of the employees who were experienced with more knowledge of the procedures and the system of ATS. This could had been avoided if there could had been a formal meeting and agreement between both parties and they could had made the decision that would had benefited both the parties, having an increased job security and making a fair decision by the board members would had made an ethical decision that would had not create such havoc.

Owning and managing a business can be difficult task but with careful planning, excellent communication skills and the right attitude the directors could had avoided miscommunication and missteps that can lead to labor disputes (strike).

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The Fiji Sun. (2017, December 18). Retrieved February 12, 2018, from Usamate Decalres ATS Workers Strike Unlawful: fijisun.com.fj/2017/12/18/usamate-declares-ats-workers-strike-unlawful

APPENDICES

Figure 1: March Support for ATS Strike

Figure 2:ATS Staffs on Strike