THE UNIVERSITY OF LAHORE

Business Ethics in Apple Inc.

2011

Dedication
We dedicate this report to our parents and our honorable teacher Madam Komal Tariq. Without their patience, understanding, support and most of love, the completion of this work would not have been possible.

Acknowledgment
First of all, I would like to say Alhamdulillah, for giving me the strength and health to do this project work until it done, not forgotten to my family for providing everything, such as money, to buy anything that are related to this project work and their advise, which is the most needed for this project, internet, books, computers and all that as my source to complete this project. They also supported us and encouraged us to complete this tasked so that I will not procrastinate in doing it.

Then I would like to thank my teacher, Miss Komal Tariq for guiding us throughout this project. We had some difficulties in doing this tasked, but he taught us patiently until we knew what to do.

Last but not least, my group members who were doing this project with me and sharing our ideas. They were helpful that when we combined and discussed together, we had this tasked done.

Contents
Introduction ........................................................................................................................................................... 7 Review of Literature............................................................................................................................................... 8 Vision and Mission of Apple Inc. ......................................................................................................................... 12 Vision Statement .............................................................................................................................................. 12 Mission Statement ............................................................................................................................................ 12 Apple code of Ethics ............................................................................................................................................ 13 Labor and Human Rights .................................................................................................................................. 13 Antidiscrimination ........................................................................................................................................ 13 Fair Treatment .............................................................................................................................................. 14 Prevention of Involuntary Labor ................................................................................................................... 14 Prevention of Under Age Labor .................................................................................................................... 14 Juvenile Labor .............................................................................................................................................. 15 Working Hours ............................................................................................................................................. 15 Wages and Benefits ...................................................................................................................................... 15 Freedom of Association ................................................................................................................................ 16 Health and Safety ...................................................................................................................................... 16 Occupational Injury Prevention ..................................................................................................................... 17 Prevention of Chemical Exposure ................................................................................................................. 17 Emergency Prevention, Preparedness, and Response ..................................................................................... 17 Occupational Safety Procedures and Systems ................................................................................................ 18 Ergonomics .................................................................................................................................................. 18 Dormitory and Dining................................................................................................................................... 18 Communication ............................................................................................................................................ 18 Worker Health and Safety Committees.......................................................................................................... 19 The Environment.............................................................................................................................................. 19 Hazardous Substance Management and Restrictions ...................................................................................... 19 Wastewater and Solid Waste Emissions ........................................................................................................ 20 Air Emissions ............................................................................................................................................... 20 Environmental Permits and Reporting ........................................................................................................... 20 Pollution Prevention and Resource Reduction ............................................................................................... 20 Ethics ............................................................................................................................................................... 20 Corruption, Extortion, or Embezzlement ....................................................................................................... 21 Disclosure of Information ............................................................................................................................. 21 No Improper Advantage................................................................................................................................ 21 Fair Business, Advertising, and Competition ................................................................................................. 21 Whistleblower Protection and Anonymous Complaints ................................................................................. 21 Community Engagement............................................................................................................................... 22 Protection of Intellectual Property ................................................................................................................. 22

Cases in Apple Incorporation................................................................................................................................ 23 CASE 1: ........................................................................................................................................................... 23 Utilitarianism................................................................................................................................................ 23 Fairness ........................................................................................................................................................ 23 Rights........................................................................................................................................................... 23 Whistle-blowing ........................................................................................................................................... 23 CASE 2: ........................................................................................................................................................... 24 Utilitarianism................................................................................................................................................ 24 Right ............................................................................................................................................................ 24 CASE 3: ........................................................................................................................................................... 25 Rights .............................................................................................................................................................. 26 Justice .............................................................................................................................................................. 26 Conclusion ........................................................................................................................................................... 26 References ........................................................................................................................................................... 26

Group members
Farzan Yahya Muhammad Nauman Mirza Shehryar Raza Qamar-uz-Zaman Sayyad Owais Gilani BBA-02093006 BBA-02093167 BBA-02093016 BBA-02093026 BBA-02093017

Section: A

Submitted to:

Madam Komal Tariq

Introduction
Apple Computers 30-year history is full of highs and lows, which is what we would expect in a highly innovative company. They evolved throughout the years into an organization that is very much a representation of its leader, Steven Jobs. Apple made several hugely successful product introductions over the years. They have also completely fallen on their face on several occasions. They struggled mightily while Jobs was not a part of the organization. Apple reached a point where many thought they would not survive. When asked in late 1997 what Jobs should do as head of Apple, Dell Inc.'s (DELL) then-CEO Michael S. Dell said at an investor conference: "I'd shut it down and give the money back to the shareholders. (Burrows, Grover, and Green). Well, times changed. Less than 10 years later, Business Week ranked Apple as the top performer in its 2008 Business Week 50. Apple attributes their recent success to robust sales of iPod music players (62 million in 2008). They are optimistic about the economies of scope with media giants, such as Disney and Pixar. Apple rarely introduces a new type of product. Thus, instead of being the pioneer, they are an expert second mover by refining existing products. Portable music players and notebook computers are examples. Apple increases the appeal of these products by making them stylish and more functional. They now appear poised to make significant strides in the home computer market and to creating a total digital lifestyle whereby the home is a multimedia hub.

Review of Literature
Steve Jobs and Steve Wozniak founded Apple on April 1, 1976. The two Steves, Jobs and Woz (as he is commonly referred to see woz.org), have personalities that persist throughout Apples products, even today. Jobs was the consummate salesperson and visionary while Woz was the inquisitive technical genius. Woz developed his own homemade computer and Jobs saw its commercial potential. After selling 50 Apple I computer kits to Paul Terrells Byte Shop in Mountain View, CA, Jobs and Woz sought financing to sell their improved version, the Apple II. They found their financier in Mike Markkula, who in turn hired Michael Scott to be CEO. The company introduced the Apple II on April 17, 1977, at the same time Commodore released their PET computer. Once the Apple II came with Visicalc, the progenitor of the modern spreadsheet program, sales increased dramatically. In 1979, Apple initiated three projects in order to stay ahead of the competition: 1) the Apple III their business oriented machine, 2) the Lisa the planned successor to the Apple III, and 3) Macintosh. In 1980, the company released the Apple III to the public and was a commercial flop. It was too expensive and had several design flaws that made for less-thanstellar quality. One design flaw was a lack of cooling fans, which allowed chips to overheat. In late 1980, Apple went public, making the two Steves and Markkula wealthy to the tune of nine figures. By 1981, the Apple III was not selling well and Scott infamously fired 40 people on Feb 25 (Black Wednesday). Scotts direct management style conflicted with the culture Jobs and Markkula preferred, and Scott resigned in July. Markkula stepped into his position as CEO. In August 1981, IBM released their PC. Unimpressed and unafraid, Apple welcomed IBM to

the PC market with a slightly smug full-page ad in the Wall Street Journal. It would not be long before IBMs PC dominated the market. The Xerox Alto was the inspiration for Apples Lisa. Apple employees were able to examine the Alto in exchange for allowing Xerox to invest in Apple before Apples initial public offering (IPO). Apple released the Lisa in January 1983 and was notable for being the first computer sold to the public that utilized a Graphic User Interface (GUI). Unfortunately, the Lisa was not compatible with existing computers, and therefore came bundled with everything and a list price to match.At $9,995 (over $21,000 in 2005 dollars), the Lisa missed its target market by a wide margin. Jobs attempted to control the Lisa project. Scott, unimpressed with the

performance of Jobs on the Apple III project, had Jobs head up the dog-and-pony show for the pending IPO. Jobs, looking for a project to lead, inserted himself into the Macintosh development team. Using his considerable influence, Jobs was able to procure the resources to produce a computer that was faster than Lisa, used a GUI, had a mouse, and sold for th of Lisas price. Apple introduced the

Macintosh with great fanfare during the 1984 Super Bowl. The Orwellian-themed commercial (directed by Ridley Scott, of Alien fame) portrayed IBM as Big Brother and embodied Macintosh and Apple as freedom-seeking individuals breaking away from this oppressive regime.The commercial was largely successful and sales for the Mac started strong. However, Mac sales later faded. John

Sculleyleft PepsiCo to join Apple in April 1983. He was famous for engineering the Pepsi Challenge, in which blinded testers tasted both Coke and Pepsi to unveil the truth of the taste of Pepsi. In response to lagging Mac sales, Sculley contrived the Test Drive a Macintosh campaign. In this promotion, prospective users could take home a Macintosh with only a refundable deposit on their credit card. While lauded by the public and the advertising industry, this campaign was a

burden on dealers and significantly impeded the availability of Macs to serious buyers. In 1985, Apple tried to have lightening strike twice with their Lemmings commercial during the Super Bowl. In what was becoming Apples typical

patronizing fashion, these commercial insulted current PC users by portraying them as witless lemmings, unthinkingly doing harm to themselves. Although Jobs attempted to overthrow Sculley, the board backed Sculley. Jobs left Apple to form NeXT computer. After Jobs left in 1985, sales of the Mac exploded when Apples LaserWriter met Aldus PageMaker. Apple dominated the desktop publishing market for years to come. Under Sculley, Apple grew from $600 million in annual sales to $8 billion in annual sales by 1993. Apple introduced Mac Portables in 1989 and the first PowerBooks in 1991. By 1992, PC competition ate into Apples margins and earnings were falling. Sculley was under pressure to have Apple produce another breakout product. He focused his energy on the Newton

Apples introduction of the Personal Digital Assistant (PDA). Despite Sculley generating substantial demand for Newton, it did not live up to the hype due to it being severely underdeveloped. Sculley resigned in 1993 and Michael Spindler replaced him. Spindler spent most of his time and energies on regaining profitability, with the end goal of finding a buyer for Apple. Over the next several years, Spindler shopped Apple to Sun Microsystems, Eastman Kodak, AT&T, and IBM. Meanwhile, Apple was unable to meet the growing demand for its products due to supplier problems and faulty demand predictions. To add insult to injury, After significant

Microsoft released Windows 95 with great fanfare in 1995.

quarterly losses in 1996, the board replaced Spindler with Dr. Gil Amelio, CEO of National Semiconductor. Dr. Amelio tried to bring Apple back to basics, simplifying the product lines and restructuring the company. One of Apples most pressing issues at the time was releasing their next generation operating system

(code named Copland) to compete with Windows 95.

Amelio and his

technology officers found that Copland was so behind schedule that they looked outside the company to purchase a new OS. Ultimately, and somewhat ironically, they decided to purchase NeXT computer from Jobs. Naturally, Apple welcomed Jobs back into the fold. The board became increasingly impatient with Amelio due to sales not rebounding quickly enough. Apple bought out Amelios contract after just 1 years on the job. Jobs eventually claimed the CEO position. Then, he cleaned house by revamping the board of directors and even replacing Mike Markkula (who had been with the company since the beginning). Jobs

simultaneously put an end to the fledgling clone licensing agreements (which created a few Mac clones) and entered into cross-licensing agreements with Microsoft. On May 6, 1998, Apple introduced the new iMac, a product so secret that most Apple employees had never heard of it. The new iMac was a runaway success with its translucent case, all-in-one architecture, and ease of use. It

brought Apple to a new market of users those who had never owned a computer before. Jobs further simplified the product lines into four quadrants along two axes: Desktop and Portable on one, Professional and Consumer on the other. Apple completed the matrix with the introduction of the consumer-based iBook in 1999. The year 2001 was an important year for consumers of Apple products. Apple opened their first 25 retail stores (totaling 163 stores in 4 countries as of May 2006). In September 2001, Apple introduced the new iMac featuring a screen on a swivel. The new iPods (portable music players) was a tremendous success. Apple sold so many that Apples dependence on Mac sales was significantly less. This was no small feat considering that the 2001 iMac became Apples best-selling product by a long shot. Apple offered iTunes (a free application) to help their consumers organize music on iPods and Macs.

In 2003, Apple expanded iTunes by 1) opening the iTunes music store to allow Mac users to purchase music online and 2) expanding iTunes to Windows users. Sales of iPods skyrocketed and currently provide the bulk of product sales to Apple. In 2005, Apple announced that it would start using Intel-based chips to run Macintosh computers. In April 2006, Apple announced Boot Camp, which allows users of Intel-based Macs to boot either Mac or Windows OS. This functionality allows users who may need both OSs to own just one machine to run both, albeit not simultaneously.

Vision and Mission of Apple Inc.

Vision Statement
"Man is the creator of change in this world. As such he should be above systems and structures, and not subordinate to them."

Mission Statement
Apple is committed to bringing the best personal computing experience to students, educators, creative professionals and consumers around the world through its innovative hardware, software and internet offerings

Apple code of Ethics Apple is committed to ensuring that working conditions in Apples supply chain are safe, that workers are treated with respect and dignity, and that manufacturing processes are environmentally responsible. Apples suppliers (Suppliers) are obligated, in all of their activities, to operate in full compliance with the laws, rules, and regulations of the countries in which they operate.

Labor and Human Rights

Suppliers must uphold the human rights of workers, and treat them with dignity and respect as understood by the international community. Antidiscrimination Suppliers shall not discriminate against any worker based on race, color, age, gender, sexual orientation, ethnicity, disability, religion, political affiliation, union membership, national origin, or marital status in hiring and employment practices such as applications for employment, promotions, rewards, access to training, job assignments, wages, benefits, discipline, and termination. Suppliers shall not require a pregnancy test or discriminate against pregnant workers except where required by applicable laws or regulations or prudent for workplace safety. In addition, Suppliers shall not require workers or potential workers to undergo medical tests that could be used in a discriminatory way except where required by applicable law or regulation or prudent for workplace safety.

Fair Treatment Suppliers must be committed to a workplace free of harassment. Suppliers shall not threaten workers with or subject them to harsh or inhumane treatment, including sexual harassment, sexual abuse, corporal punishment, mental coercion, physical coercion, verbal abuse or unreasonable restrictions on entering or exiting company provided facilities. Prevention of Involuntary Labor Suppliers shall not use any form of forced, bonded, indentured, or prison labor. All work must be voluntary and workers shall be free to leave work or terminate their employment with reasonable notice. Workers must not be required to surrender any government-issued identification, passports, or work permits as a condition of employment. Suppliers shall ensure that third party labor agencies providing workers are compliant with the provisions of the Code and sending country and receiving country laws, whichever is more stringent in its protection of workers. Suppliers shall ensure that contracts for both direct and contract workers clearly convey the conditions of employment in a language understood by the worker. Suppliers shall be responsible for payment of all fees and expenses in excess of the amount equal to one month of the workers anticipated net wages. Such fees and expenses include, but are not limited to expenses associated with recruitment, processing or placement of both direct and contract Workers.

Prevention of Under Age Labor Child labor is strictly prohibited. Suppliers shall not employ children. The minimum age for employment or work shall be 15 years of age, the minimum age for employment in that country, or the age for completing compulsory education in

that country, whichever is higher. This Code does not prohibit participation in legitimate workplace apprenticeship programs that are consistent with Article 6 of ILO Minimum Age Convention No. 138 or light work consistent with Article 7 of ILO Minimum Age Convention No. 138.

Juvenile Labor Suppliers may employ juveniles who are older than the applicable legal minimum age for employment but are younger than 18 years of age, provided they do not perform work likely to jeopardize their health, safety, or morals, consistent with ILO Minimum Age Convention No. 138.

Working Hours Except in Emergency or Unusual Situations, a workweek shall be restricted to 60 hours, including overtime, workers shall be allowed at least one day off every seven-day, and overtime shall be voluntary. Under no circumstances will workweeks exceed the maximum permitted under applicable laws and regulations. Suppliers must offer vacation time, leave periods, and holidays consistent with applicable laws and regulations.

Wages and Benefits Suppliers must pay all workers at least the minimum wage required by applicable laws and regulations and provide all legally mandated benefits. In addition to their compensation for regular hours of work, workers must be compensated for overtime hours at the premium rate required by applicable laws and regulations.

Suppliers shall not use deductions from wages as a disciplinary measure. Workers must be paid in a timely manner, and the basis on which workers are being paid must be clearly conveyed to them in a timely manner.

Freedom of Association Suppliers must respect the right of workers to associate freely, form and join workers organizations of their own choosing, seek representation, and bargain collectively, as permitted by and in accordance with applicable laws and regulations. Suppliers shall not discriminate with respect to employment based on union membership and, in particular, shall not make employment subject to the condition that the worker relinquish union membership or agree not to join a union or cause the dismissal of or otherwise prejudice a worker by reason of union membership or participation in union activities outside working hours (or within working hours if the Supplier has consented to such activities or if required by applicable law or regulation). Suppliers must protect against acts of interference with the establishment, functioning, or administration of workers organizations in accordance with applicable laws and regulations.

Health and Safety Apple recognizes that integrating sound health and safety management practices into all aspects of business is essential to maintain high morale and produce innovative products. Suppliers must be committed to creating safe working conditions and a healthy work environment for all of their workers.

Occupational Injury Prevention Suppliers must eliminate physical hazards where possible. Where physical hazards cannot be eliminated, Suppliers must provide appropriate engineering controls such as physical guards, interlocks, and barriers. Where appropriate engineering controls are not possible, Suppliers must establish appropriate administrative controls such as safe work procedures. In all cases, Suppliers must provide workers appropriate personal protective equipment. Workers must have the right to refuse unsafe working conditions without fear of reprisal until management adequately addresses their concerns.

Prevention of Chemical Exposure Suppliers must identify, evaluate, and control worker exposure to hazardous chemical, biological, and physical agents. Suppliers must eliminate chemical hazards where possible. Where chemical hazards cannot be eliminated, Suppliers must provide appropriate engineering controls such as closed systems and ventilation. Where appropriate engineering controls are not possible, Suppliers must establish appropriate administrative controls such as safe work procedures. In all cases, Suppliers must provide workers appropriate personal protective equipment. Emergency Prevention, Preparedness, and Response Suppliers must anticipate, identify, and assess emergency situations and events and minimize their impact by implementing emergency plans and response procedures, including emergency reporting, worker notification and evacuation procedures, worker training and drills, appropriate first-aid supplies, appropriate fire detection and suppression equipment, adequate exit facilities, and recovery plans.

Occupational Safety Procedures and Systems Suppliers must establish procedures and systems to manage, track, and report occupational injury and illness. Such procedures and systems should encourage worker reporting, classify and record injury and illness cases, investigate cases and implement corrective actions to eliminate their causes, provide necessary medical treatment, and facilitate the workers return to work. Ergonomics Suppliers must identify, evaluate, and control worker exposure to physically demanding tasks, including manual material handling, heavy lifting, prolonged standing, and highly repetitive or forceful assembly tasks.

Dormitory and Dining Suppliers must provide workers with clean toilet facilities, access to potable water, and sanitary food preparation and storage facilities. Worker dormitories provided by the Supplier or a labor agent must be clean and safe and provide adequate emergency egress, adequate heat and ventilation, reasonable personal space, and reasonable entry and exit privileges.

Communication In order to foster a safe work environment, Suppliers shall ensure that workers receive appropriate workplace health and safety information and training, including written health and safety information and warnings in the primary language of its workers. Suppliers must post Material Safety Data Sheets in the primary language of its workers for any hazardous or toxic substances used in the

workplace and properly train workers who will come into contact with such substances in the workplace.

Worker Health and Safety Committees Suppliers are encouraged to initiate and support worker health and safety committees to enhance ongoing health and safety education and to encourage worker input regarding health and safety issues in the workplace.

The Environment
At Apple, environmental considerations are an integral part of our business practices. Suppliers must be committed to reducing the environmental impact of their designs, manufacturing processes, and waste emissions.

Hazardous Substance Management and Restrictions Suppliers must comply with the most recent version of Apples Regulated Substances Specification, 069-0135 and with any applicable laws and regulations prohibiting or restricting specific substances. To ensure safe handling, movement, storage, recycling, reuse, and disposal, Suppliers must identify and manage substances that pose a hazard if released to the environment and comply with applicable labeling laws and regulations for recycling and disposal.

Wastewater and Solid Waste Emissions Wastewater and solid waste generated from operations, industrial processes, and sanitation facilities must be monitored, controlled, and treated as required by applicable laws and regulations before discharge or disposal.

Air Emissions Air emissions of volatile organic chemicals, aerosols, corrosives, particulates, ozone depleting chemicals, and combustion by-products generated from operations must be characterized, monitored, controlled, and treated as required by applicable laws and regulations before discharge. Environmental Permits and Reporting Suppliers must obtain, maintain, and keep current all required environmental permits (e.g. discharge monitoring) and registrations and follow the operational and reporting requirements of such permits. Pollution Prevention and Resource Reduction Suppliers must endeavor to reduce or eliminate waste of all types, including water and energy, by implementing appropriate conservation measures in their facilities, in their maintenance and production processes, and by recycling, re-using, or substituting materials.

Ethics
Suppliers must be committed to the highest standards of ethical conduct when dealing with workers, suppliers, and customers.

Corruption, Extortion, or Embezzlement Corruption, extortion, and embezzlement, in any form, are strictly prohibited. Suppliers shall not engage in corruption, extortion or embezzlement in any form and violations of this prohibition may result in immediate termination as an Apple Supplier and in legal action. Disclosure of Information Suppliers must disclose information regarding its business activities, structure, financial situation, and performance in accordance with applicable laws and regulations and prevailing industry practices. No Improper Advantage Suppliers shall not offer or accept bribes or other means of obtaining undue or improper advantage. Fair Business, Advertising, and Competition Suppliers must uphold fair business standards in advertising, sales, and competition.

Whistleblower Protection and Anonymous Complaints Suppliers must create programs to ensure the protection of Supplier and worker whistleblower confidentiality and prohibit retaliation against workers who participate in such programs in good faith or refuse an order that is in violation of the Apple Supplier Code of Conduct. Suppliers shall provide an anonymous complaint mechanism for workers to report workplace grievances in accordance with local laws and regulations.

Community Engagement Suppliers are encouraged to engage the community to help foster social and economic development and to contribute to the sustainability of the communities in which they operate. Protection of Intellectual Property Suppliers must respect intellectual property rights; safeguard customer information; and transfer of technology and know-how must be done in a manner that protects intellectual property rights.

Cases in Apple Incorporation

Following are some cases of Apple incorporation:

CASE 1:
On July 26, a class-action lawsuit was filed against Apple over the iPhone battery. According to the lawsuit, Apple did not disclose that the batteries of the iPhone were not user-replaceable. Apple faces criticism because it did not disclose the actual cost and inconvenience of replacing the battery until three days after the iPhone's release. Also the lawsuit alleges that the battery can be charged only 300 to 400 times. This means that the battery needs to be replaced approximately every year. In this case there are following concepts: Utilitarianism There is concept of utilitarianism as they seek their benefit in selling less reliable batteries to get more profit. Fairness There is unfairness in this case as consumers are not given authentic information regarding batteries. Rights This is a right of consumer to get complete and accurate information regarding their rights but in this case consumers are not given the complete information and drawback of batteries. Whistle-blowing In this case, there is concept of whistle blowing as consumers sue a lawsuit against them which shows consumer behavior as a whistle blower.

CASE 2:
On June 29, 2007, Apple Inc. launched sales of the iPhone at Apple and AT&T stores across the country. Many hours earlier, enthusiastic customers lined up outside stores to get the first iPhone in their hands. The iPhone is more than just a breakthrough mobile-phone device. It is a strategy that may expand Apple's sphere of influence. Apple elegantly combined a mobile phone, mp3 player, and personal digital assistant (PDA) on the same machine characterized by its unique, innovative design. The first ethical dilemma is related to the fact that Apple directly sells the iPhone to customers, which means that no retailers can buy the iPhone in bulk. Consequently, whatever price Apple sets becomes the market price. Apple can easily control the iPhone price by controlling its availability unlike rebates or discounts available with other mobile. In this case there are following concepts: Utilitarianism There is a concept of utilitarianism as they are not selling their products to retailers. They set the price of their product by their own and that price is for whole market. They are doing this for earning more profit as consumers directly interact to them to get the product. Right Here is also a concept of right in this case. Every person has a right to set price of their product whatever they want.

CASE 3:
Apple has no conception of employees as human beings. This is made evident through its incentive bonus plan. You can earn a max of about $500 per month based on customer feedback. Exact amount depends on customer ratings and number of reviews received. However, management makes it clear through periodic reminders that if you miss any time at work for any reason, you are displaying a poor work ethic and will lose your earned bonus. A sick day costs you the entire bonus for the month, even if it's the last day of the month and you were about to qualify for the maximum bonus. Lateness to work for any reason, even a legitimate one like a car accident costs you a significant portion of the bonus. I have been with mothers as they sobbed in the break room, because they have to leave work in the middle of the day to take care of a sick child, knowing that they will lose their bonus money and will struggle to be able to pay the child's doctor. Apple management actually states in writing that "it is always your choice if you don't come to work and you are showing a poor work ethic if you don't". Legitimate sickness, legitimate child care issues, any legitimate reason for absence is not accepted. Because of the significant drop in earnings, people usually don't stay out when they're sick; colds and flu are rampant in this workplace. Furthermore, the requests for feedback about your work that Apple e-mails to customers do not mention your name, or the topic that was discussed during the telephone call. Quite often the customer reviews someone other than you, e.g. a previous agent they were dissatisfied with, or a Mac Genius at the Apple Store you referred the caller to. So even if you did a great job, you get a bad review on your record. This reduces the percentage of good feedback for the month and drops your bonus. Apple does not remove these mistakes from your record. Management says "you get some good ones and some bad ones."

In this case there are following concepts:

Rights
Here is a concept of rights that every employee has a right to get rewards and bonuses but Apple inc. is not giving complete rights and do unfairness with employees regarding compensation and bonuses.

Justice
Here is also a concept of injustice that the employee who gives good performance has to bear burdens and troubles of other person who gives bad performance.

Conclusion
Apple incorporation is one of the best company in electronics industry but it must work more on its business ethics as they are not fulfilling the ethics as said in their code of ethics.

References
http://en.wikipedia.org/wiki/Criticism_of_Apple_Inc.

http://kpozo1016blogs.blogspot.com/2009/09/social-responsibility-ethics-and.html

http://images.apple.com/supplierresponsibility/pdf/Supplier_Code_of_Conduct_V3_1.pdf

http://www.itbusinessedge.com/cm/blogs/enderle/apple-and-the-ethicalbusiness-problems-ofchild-labor-and-other-unsavory-practices/?cs=39724\

http://www.oppapers.com/essays/Iphone-Ethical-Issues/124236