The conflict of interest between corporations and labor has been a controversial issue since the industrial revolution in Europe. Legal professionals are working to restructure the legal framework that affects labor rights. While finding a “Justice Paradise” for labor is impossible, a balance between labor and owners must be achieved. This has led to the formation of labor associations and reshaped social activities in the modern history of the trade world.
The Universal Declaration of Human Rights, approved by the UN General Assembly, protects the rights of labor in industrial communities. The elimination of poverty and decreasing unemployment rates are recommended to respect international peace and security, which in turn affects the rights of individuals and society as a whole.
Although the labor code and other regulations do not clearly define the concept of a “conflict of interest,” they include general principles prohibiting employees from overlooking their employer’s rightful economic interests. Employees cannot engage in any conduct that damages their employer’s reputation, legitimate economic interests, or employment relationship purpose outside of their paid working hours. They also cannot express opinions or objections in a way that causes serious harm or damage to their employer’s reputation or rightful economic and organizational interests.
Employers are allowed to restrict their employees to protect their interests. The labor code allows employers to determine wages that meet the minimum facilities for employees and their families to live individually, but the annual jump in wages is not appropriate with the rate of economic inflation.
In many countries, employees are not allowed to work a secondary job if it interferes with or violates their original employer’s interests, especially if two employers pursue the same or similar activities. Secondary jobs can disturb an employee’s performance of their original role’s duties, which employers should manage carefully when considering appropriate penalties. Employers may prohibit secondary jobs or give employees a warning as a breach of contract.
In conclusion, the legal framework aims to protect the employer’s rightful economic interest, which may limit employees’ freedoms or constitutional rights. Employers must act carefully when limiting such rights and perform measures aimed at preventing conflicting situations. A detailed internal policy or code of conduct can be useful for setting clear guidelines to avoid and resolve conflicts of interest. The Labor Code can support such practical practices.