Under ethical norms, management characterized by decisions, actions, and

behavior that imply a positive and active opposition to what is moral (ethical) and
that are discordant with accepted ethical principles is known as immoral
management. Management that is neither moral nor immoral but whose decisions
lie outside the sphere in which moral judgments apply and whose activity is
outside or beyond the moral order of a particular code is known as amoral
management. Immoral management is selfish and cares only about its or the
company's gains, while amoral management is well intentioned but selfish in the
sense that impact on others is not considered. Immoral and amoral management
also differ in their goals or orientation toward law and strategy.

The goal of amoral management is profitability and other goals are not
considered, while profitability within the confines of legal obedience and ethical
standards is the goal of moral management. In amoral management's orientation
toward law, law is the ethical guide, preferably the letter of the law, for the central
question is what we can do legally, while moral management seeks obedience to
the letter and spirit of the law, where law is a minimal ethical behavior, and
prefers to operate well above what law mandates. Amoral management gives
managers free rein, while moral management lives by sound ethical standards.
The difference between amoral management and moral management can also be
explained through ethical norms and motives.

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The services of a permanent worker cannot be terminated for any reason other than
misconduct unless one month’s notice or wages in lieu thereof has been furnished by the
employer or by the worker if he or she so chooses to leave his or her service. One
month’s wages are calculated on the basis of the average wage earned during the last
three months of service. Other categories of workers are not entitled to notice or pay in
lieu of notice.

All terminations of service in any form must be documented in writing stating the reasons
for such an act. If a worker is aggrieved by an order of termination he or she may proceed
under Section 46 of the Industrial Relations Ordinance 2002, aimed at regulating the
labour-management relations in the country, and bring his or her grievance to the
attention of his or her employer, in writing, either him or herself, through the shop
steward or through his or her trade union within three months of the occurrence of the
cause of action. Forms of termination have been described as removed, retrenched,
discharged or dismissed from service. To safeguard against any colorful exercise of
power, victimization or unfair labour practices, the Labour Courts have been given
powers to examine and intervene to find out whether there has been a violation of the
principles of natural justice and whether any action by the employer was bonafide or
unjust.