business studies grade 12 skills development act essay

BUSINESS STUDIES GRADE 12 QUESTIONS - NSC EXAMS PAST PAPERS AND MEMOS NOVEMBER 2020

BUSINESS STUDIES GRADE 12 NOVEMBER 2020 NATIONAL SENIOR CERTIFICATE

INSTRUCTIONS AND INFORMATION Read the following instructions carefully before answering the questions.

• This question paper consists of THREE sections and covers all FOUR main topics. SECTION A:COMPULSORY SECTION B:Consists of FIVE questions Answer any THREE of the five questions in this section. SECTION C:Consists of FOUR questions Answer any TWO of the four questions in this section.
• Read the instructions for each question carefully and take particular note of what is required. Note that ONLY the first THREE questions in SECTION B and the first TWO questions in SECTION C will be marked.
• Number the answers correctly according to the numbering system used in this question paper. NO marks will be awarded for answers that are numbered incorrectly.
• Except where other instructions are given, answers must be in full sentences.
• Use the mark allocation and nature of each question to determine the length and depth of an answer.

• Begin the answer to EACH question on a NEW page, e.g. QUESTION 1 – new page, QUESTION 2 – new page.
• You may use a non-programmable calculator.
• Write neatly and legibly.

SECTION A (COMPULSORY) QUESTION 1 1.1 Various options are provided as possible answers to the following questions. Choose the answer and write only the letter (A–D) next to the question numbers (1.1.1 to 1.1.10) in the ANSWER BOOK, e.g. 1.1.11 D. 1.1.1 This Act requires businesses to check customers' financial backgrounds before granting loans to them:

• Consumer Protection Act (CPA), 2008 (Act 68 of 2008)
• Labour Relations Act (LRA), 1995 (Act 66 of 1995)
• Employment Equity Act (EEA), 1998 (Act 55 of 1998)
• National Credit Act (NCA), 2005 (Act 34 of 2005)

1.1.2 Businesses may lose many clients when their prices are increased because of an increase in the interest rate. This is an example of the … factor as a PESTLE element.

• technological
• environmental

1.1.3 Golden Supermarket operates in the … sector as they sell groceries to consumers.

1.1.4 Zaza Hospice is an example of a … company as it receives donations that enables it to take care of terminally ill people.

• state-owned

1.1.5 Gugu Enterprises invested R5 000 for three years at 12% simple interest per year. They will receive an amount of … as interest at the end of the investment period.

1.1.6 Suresh applied the … leadership theory when he inspired and motivated his team to change their perceptions of their work.

• leaders and followers
• transactional
• situational
• transformational

1.1.7 A business requests a panel of experts to complete a set of questionnaires to solve a complex problem. This refers to …

• a brainstorming session.
• the Delphi technique.
• the empty-chair technique.
• forced combinations.

1.1.8 Paul's right to … was violated when the manager disclosed his personal problems to other staff members without his permission.

• information

1.1.9 The … outlines the minimum requirements that a human resources manager must consider when a salary package is offered to a new employee.

• Skills Development Act
• Labour Relations Act
• Employment Equity Act
• Basic Conditions of Employment Act

1.1.10 The … function uses an aggressive advertising campaign to increase sales.

• public relations
• administration
• financial (10 x 2)

(20) 1.2 Complete the following statements by using the word(s) in the list below. Write only the word(s) next to the question numbers (1.2.1 to 1.2.5) in the ANSWER BOOK. video; problem-solving; aggressive; selection; PESTLE; telephonic; recruitment; SWOT; PDCA; quiet 1.2.1 Real African Traders compiled a … analysis to identify challenges in their internal environment. 1.2.2 Sizani Lawyers use webcams on their laptops and tablets to conduct meetings. This is known as ... conferencing. 1.2.3 John's manager encourages him to give his inputs as a strategy to deal with his … personality. 1.2.4 Businesses apply the … cycle to continuously improve on their processes and systems. 1.2.5 One of the activities of the … procedure is to place advertisements on appropriate media platforms. (5 x 2) (10) 1.3 Choose a description from COLUMN B that matches a term in COLUMN A. Write only the letter (A–J) next to the question numbers (1.3.1 to 1.3.5) in the ANSWER BOOK, e.g. 1.3.6 K.

(5 x 2) (10) TOTAL SECTION A: 40

SECTION B Answer ANY THREE questions in this section. NOTE:  Clearly indicate the QUESTION NUMBER of each question that you choose. The answer to EACH question must start on a NEW page, e.g. QUESTION 2 on a NEW page, QUESTION 3 on a NEW page.

QUESTION 2: BUSINESS ENVIRONMENTS 2.1 Identify the type of defensive strategy that Mega Constructions applied in EACH statement below: 2.1.1 Mega Constructions sold all their assets in order to pay their creditors. 2.1.2 They terminated the employment contracts of many employees to reduce costs. 2.1.3 Management decided to close their unproductive information technology department. (6) 2.2 List THREE business environments and state the extent of control that businesses have over EACH environment. Use the table below as a GUIDE to answer QUESTION 2.2.

(6) 2.3 Outline the purpose of the Labour Relations Act (LRA), 1995 (Act 66 of 1995). (8) 2.4 Read the scenario below and answer the questions that follow. PUMZA UNIQUE CAKES (PUC) Pumza Unique Cakes specialises in designing birthday cakes. Pumza scanned the environment as part of the strategic management process. She only needed a small amount of capital to start her business. Sam Wholesalers is the only provider in the area from whom she buys her baking ingredients. 2.4.1 Identify TWO forces of Porter's Five Forces model that are applicable to PUC. Motivate your answer by quoting from the scenario above. Use the table below as a GUIDE to answer QUESTION 2.4.1.

(6) 2.4.2 Explain to Pumza how she can apply the strategic management process. Do NOT refer to environmental scanning. (6) 2.5 Discuss any TWO types of diversification strategies.(6) 2.6 Read the scenario below and answer the questions that follow. COMPUTER TECH (CT) The management of Computer Tech complies with the Consumer Protection Act (CPA), 2008 (Act 68 of 2008). They allow customers to shop around for the best prices. Customers are also given a written warranty with their purchases. 2.6.1 Identify TWO consumer rights, according to the Consumer Protection Act (CPA), applied by CT. Motivate your answer by quoting from the scenario above. Use the table below as a GUIDE to answer QUESTION 2.6.1.

(6) 2.6.2 Explain the disadvantages of the Consumer Protection Act for CT as a business. (4) 2.7 Discuss any TWO provisions of leave as stipulated in the Basic Conditions of Employment Act (BCEA), 1997 (Act 75 of 1997). (6) 2.8 Suggest ways in which businesses can comply with the Employment Equity Act (EEA), 1998 (Act 55 of 1998). (6) [60]

QUESTION 3: BUSINESS VENTURES 3.1 State FOUR types of shares. (4) 3.2 Outline the aspects to be considered when designing a multimedia presentation. (6) 3.3 Read the scenario below and answer the questions that follow. PHIWE'S PRESENTATION Phiwe, a marketing manager, is planning to present his business sales figures to various stakeholders. He intends to distribute hand-outs at the beginning of his presentation. Phiwe also wants to use graphs and tables to display the projected sales of his department. 3.3.1 Give THREE examples of visual aids in the scenario above. (3) 3.3.2 Explain to Phiwe the factors he should consider when preparing a presentation. Do NOT refer to the use of visual aids. (6) 3.4 Elaborate on the meaning of average clause. (6) 3.5 Distinguish between leadership and management. (4) 3.6 Read the scenario below and answer the questions that follow. JANNIE'S DESIGNS (JD) Jannie's Designs are well-known for their fashionable ladies designs. Jannie allows his team to work independently as long as they comply with his business policy. 3.6.1 Identify Jannie's leadership style. Motivate your answer by quoting from the scenario above. (3) 3.6.2 Evaluate the impact of the leadership style identified in QUESTION 3.6.1, on businesses. (6) 3.7 Explain the functions of the Johannesburg Securities Exchange (JSE). (8) 3.8 Discuss the advantages of a state-owned company. (6) 3.9 Advise businesses on how the following factors could contribute to the success and/or failure of a partnership: 3.9.1 Management (4) 3.9.2 Legislation (4) [60]

QUESTION 4: BUSINESS ROLES 4.1 Mention FOUR causes of conflict in the workplace. (4) 4.2 Outline the correct procedure to deal with grievances in the workplace. (8) 4.3 Read the scenario below and answer the questions that follow. PHAPHAMA ROAD REPAIRS (PRR) Reshma, Kevin and Mandla are working together as a team on the Phaphama Road Repairs project. They appreciate the knowledge and skills of other team members. Reshma, a team leader, always provides quality feedback to improve the morale of the team. 4.3.1 Identify TWO criteria for successful teams applied by PRR. Motivate your answer by quoting from the scenario above. Use the table below as a GUIDE to answer QUESTION 4.3.1.

(6) 4.3.2 Explain to Reshma's team any TWO stages of team development. (6) 4.4 Discuss the positive impact of corporate social investment (CSI) on businesses. (8) 4.5 Describe the responsibilities of employees in promoting human health and safety in the workplace. (6) 4.6 Read the scenario below and answer the questions that follow. VUKA WELLNESS SPA (VWS) The therapists of Vuka Wellness Spa occasionally spend time on personal issues during office hours. Anne, the financial manager, uses the petty cash of the business without permission to pay for her personal expenses. 4.6.1 Identify TWO types of unethical business practices displayed by VWS's employees. Motivate your answer by quoting from the scenario above. Use the table below as a GUIDE to answer QUESTION 4.6.1.

(6) 4.6.2 Suggest ways in which VWS could conduct their business practices in a professional, responsible, ethical and effective manner. (6) 4.7 Explain how businesses can apply transparency as a King Code principle for good corporate governance. (4) 4.8 Recommend ways in which businesses could promote social rights in the workplace. (6) [60]

QUESTION 5: BUSINESS OPERATIONS 5.1 Name FIVE sources of internal recruitment. (5) 5.2 Elaborate on the meaning of screening as part of the selection procedure. (4) 5.3 Outline the placement procedure as an activity of the human resources function. (4) 5.4 Read the scenario below and answer the questions that follow. IMPALA CONSTRUCTION (IC) Impala Construction advertised a vacancy for a production manager. The successful applicant will receive a remuneration package which includes a medical aid, pension fund and a housing allowance. The management of IC invited shortlisted candidates to attend the interview. 5.4.1 Give THREE examples of fringe benefits offered by IC in the scenario above. (3) 5.4.2 Discuss the impact of fringe benefits on IC as a business. (8) 5.5 Explain TWO salary determination methods that businesses could apply to remunerate their employees. (6) 5.6 Identify the business function that is responsible for performing the activity described in EACH statement below: 5.6.1 The allocation of business resources to achieve long-term plans. 5.6.2 The implementation and maintenance of stock control systems to ensure the security of stock. (4) 5.7 Distinguish between quality control and quality assurance. (4) 5.8 Read the scenario below and answer the questions that follow. EXCLUSIVE RESTAURANT LIMITED (ERL) Exclusive Restaurant Limited ensures that all their activities are well scheduled to avoid the duplication of tasks. Their chefs are sent on advanced cooking courses regularly to learn more about healthy cooking methods. 5.8.1 Quote TWO ways in which total quality management (TQM) reduces the cost of quality in the scenario above. (2) 5.8.2 Explain other ways in which TQM can reduce the cost of quality. (6) 5.9 Discuss the benefits of a good quality management system. (8) 5.10 Evaluate the impact of total client/customer satisfaction on large businesses. (6) [60]

QUESTION 6: MISCELLANEOUS TOPICS

BUSINESS ENVIRONMENTS 6.1 List THREE pillars of the Broad-Based Black Economic Empowerment Act (BBBEE), 2003 (Act 53 of 2003). (3) 6.2 Read the scenario below and answer the questions that follow. CRYSTAL WATER (CW) Crystal Water sells bottled water in North West. The management of CW opened a branch in Mpumalanga due to the high demand for bottled water. 6.2.1 Identify the type of intensive strategy that CW applied. Motivate your answer by quoting from the scenario above. (3) 6.2.2 Outline TWO advantages of intensive strategies for CW as a business. (4) 6.3 Advise businesses on the steps they should consider when evaluating a strategy. (6)

BUSINESS VENTURES 6.4 Outline TWO characteristics of a sole proprietor. (4) 6.5 Read the scenario below and answer the questions that follow. Andile invested R1 000 in RSA Retail Savings bonds for 36 months based on his personal needs. He will receive interest twice a year. A financial expert advised him to also consider investing in unit trusts. 6.5.1 Identify TWO factors that Andile considered when he invested in RSA Retail Savings bonds. Motivate your answer by quoting from the scenario above. Use the table below as a GUIDE to answer QUESTION 6.5.1.

(6) 6.5.2 Explain to Andile the advantages of investing in unit trusts. (4)

BUSINESS ROLES 6.6 State TWO economic rights of employees in the workplace. (2) 6.7 Identify the diversity issue that Mazala Butchery considered in EACH statement below: 6.7.1 The management of Mazala Butchery ensures that employees are not discriminated against based on the colour of their skin. 6.7.2 Special facilities are provided for employees who use wheelchairs. 6.7.3 Staff meetings are conducted only in English, as stipulated in their business policy. (6) 6.8 Discuss ways in which businesses could protect the environment and human health in the workplace. (6)

BUSINESS OPERATIONS 6.9 Outline TWO quality indicators of the production function. (4) 6.10 Explain the impact of TQM if it is poorly implemented by businesses. (4) 6.11 Distinguish between job description and job specification. (8) [60] TOTAL SECTION B:180

SECTION C Answer ANY TWO questions in this section. NOTE:  Clearly indicate the QUESTION NUMBER of each question chosen. The answer to EACH question must start on a NEW page, for e.g. QUESTION 7 on a NEW page, QUESTION 8 on a NEW page.

QUESTION 7: BUSINESS ENVIRONMENTS (LEGISLATION) The government has established Sector Education and Training Authorities (SETAs) to ensure effective implementation of the Skills Development Act (SDA), 1998 (Act 97 of 1998). The National Skills Development Strategy (NSDS) is aimed at achieving the purpose of the SDA. Businesses are required to comply with this Act. As an expert on recent legislation, write an essay on the following SDA aspects:

• Outline the role of SETAs in supporting the Skills Development Act.
• Explain the purpose of the National Skills Development Strategy.
• Evaluate the impact of the SDA on businesses.
• Suggest ways in which businesses can comply with the SDA.

QUESTION 8: BUSINESS VENTURES (INSURANCE) Businesses take out insurance policies as they operate in high-risk environments. They also realise that some risks cannot be insured. Businesses must be well informed of the principles of insurance before signing an insurance contract. They benefit from compulsory insurance as they do not have to pay out certain claims. Write an essay on insurance in which you include the following aspects:

• Outline the differences between insurable and non-insurable risks. Give TWO examples of each.
• Indemnity/Indemnification
• Security/Certainty
• Discuss THREE types of compulsory insurance.
• Advise businesses on the advantages of insurance for businesses.

QUESTION 9: BUSINESS ROLES (PROBLEM-SOLVING AND CREATIVE THINKING) The business environment is dynamic and requires businesses to be innovative in their approaches. The force-field analysis and nominal group techniques can be applied during the problem-solving process. Many businesses strive to create an environment that promotes creative thinking in the workplace. Write an essay on problem-solving and creative thinking in which you address the following aspects:

• Elaborate on the differences between decision-making and problem-solving.
• Force-field analysis
• Nominal group technique
• Explain the advantages of creative thinking in the workplace.
• Suggest ways in which businesses can create an environment that promotes creative thinking in the workplace.

QUESTION 10: BUSINESS OPERATIONS (HUMAN RESOURCES) An engineer at Hendricks Civil Engineers (HCE) recently terminated his employment contract. HCE is considering advertising this position externally. The human resources manager will prepare for the interview and also develop the induction programme. Keeping the above scenario in mind, write an essay on human resources referring to the following aspects:

• Elaborate on the reasons for the termination of an employment contract.
• Explain the impact of external recruitment on HCE as a business.
• Discuss the role of the interviewer while preparing for an interview.
• Advise HCE on the benefits of induction.

[40] TOTAL SECTION C:80 GRAND TOTAL:300

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Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) Notes and Exam Questions Business Studies Grade 12

Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) : Notes, Common Exam Questions and Answers Guide, Online Quizzes and Activities for Business Studies Grade 12 Revision Studies, from Macro Environment: Impact of Recent Legislations section. This content is under Term 1 as per the CAPS Curriculum.

On this page, grade 12 students learn and study for revision using REAL EXAM questions based on Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) topic, using activities and engaging quizzes. Every South African grade 12 learner who wants to pass Business Studies subject with a distinction, needs to go through the valuable study resources on this page.

Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) Business Studies Grade 12

The Basic Conditions of Employment Act (BCEA), (Act 75 of 1997)  is a South African law that sets out minimum standards for working conditions and terms of employment. The Act applies to all employers and employees in South Africa, with some exceptions.

The BCEA sets out various minimum standards for working conditions, including maximum working hours, minimum rest periods, paid leave, and notice periods for termination of employment. The Act also provides for various protections for employees, such as the right to fair labour practices and protection against unfair dismissal.

Employers are required to comply with the provisions of the BCEA, and non-compliance can result in legal action and penalties. The Act is enforced by the Department of Employment and Labour, and non-compliance can result in fines, legal action, and reputational damage for employers.

Overall, the Basic Conditions of Employment Act seeks to promote fair and decent working conditions for all employees in South Africa, and to protect employees from exploitation and unfair treatment by their employers.

Purpose of the BCEA

The Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) has the following purposes:

• To establish and protect basic minimum conditions of employment for all employees in South Africa.
• To promote fair labour practices and protect employees against unfair treatment and exploitation by their employers.
• To provide for certain rights and protections for employees, such as maximum working hours, minimum rest periods, paid leave, and notice periods for termination of employment.
• To ensure compliance by employers with the minimum standards set out in the Act and to provide for penalties and legal action in cases of non-compliance.
• To promote social justice and equality in the workplace by establishing basic minimum standards for working conditions and terms of employment.

Overall, the BCEA seeks to establish a fair and equitable framework for employment in South Africa, and to promote decent working conditions and fair treatment for all employees.

Impact of the BCEA on businesses: Advantages and Disadvantages

Table summarizing the advantages and disadvantages of the Basic Conditions of Employment Act (BCEA) on businesses in South Africa:

Actions regarded as non-compliance by the BCEA

Non-compliance with the Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) includes any action that contravenes the minimum standards set out in the Act. Here are some examples of actions that may be regarded as non-compliance:

• Failure to provide employees with a written contract:  The BCEA requires employers to provide their employees with a written contract of employment, which sets out the terms and conditions of their employment. Failure to do so may be considered non-compliance.
• Failure to provide employees with minimum working conditions:  The BCEA sets out minimum standards for working conditions, including maximum working hours, minimum rest periods, paid leave, and notice periods for termination of employment. Failure to provide these minimum standards may be considered non-compliance.
• Unfair labour practices:  The BCEA prohibits various forms of unfair labour practices, such as discrimination, victimization, and unfair treatment of employees. Employers who engage in such practices may be regarded as non-compliant with the Act.
• Failure to pay minimum wages:  The BCEA provides for a minimum wage for certain categories of employees. Failure to pay employees the minimum wage may be considered non-compliance.
• Failure to comply with provisions on working time:  The BCEA sets out provisions on working time, including maximum working hours and overtime. Failure to comply with these provisions may be regarded as non-compliance.
• Failure to provide certain benefits:  The BCEA provides for various benefits for employees, such as paid leave and sick leave. Failure to provide these benefits may be regarded as non-compliance.

Non-compliance with the BCEA can result in penalties, legal action, and reputational damage for employers. It is important for employers to understand their obligations under the Act and to take steps to ensure compliance, such as providing written contracts, complying with minimum working conditions, avoiding unfair labour practices, paying minimum wages, complying with provisions on working time, and providing certain benefits.

Penalties/consequences for non-compliance to the BCEA

Non-compliance with the Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) can result in penalties and consequences for employers. The penalties and consequences may depend on the nature and severity of the non-compliance, but some possible examples include:

• Fines : Employers who are found to have contravened the BCEA may be fined by the Department of Employment and Labour or by the courts. The fines may be imposed per instance of non-compliance or per employee affected.
• Compensation : Employees who have been unfairly treated or exploited may be entitled to compensation under the BCEA. Employers who are found to have contravened the Act may be required to pay compensation to affected employees.
• Reinstatement : In cases of unfair dismissal, the BCEA provides for the possibility of reinstatement of the employee to their previous position. Employers who are found to have unfairly dismissed an employee may be ordered to reinstate them, with back pay.
• Legal costs : Employers who are found to have contravened the BCEA may be required to pay the legal costs of the other party in the case.
• Damage to reputation : Non-compliance with the BCEA can damage an employer’s reputation and lead to negative publicity, which may affect their ability to attract and retain employees, as well as their relationship with customers, suppliers, and other stakeholders.

Non-compliance with the BCEA can result in significant financial and reputational consequences for employers. It is important for employers to understand their obligations under the Act and to seek legal advice when necessary to ensure compliance and protect their interests.

Ways in which businesses can comply with the BCEA

Here are some ways in which businesses can comply with the Basic Conditions of Employment Act (BCEA), (Act 75 of 1997):

• Provide  written contracts : Employers can comply with the BCEA by providing written contracts to their employees that include details such as working hours, leave entitlements, and notice periods for termination.
• Ensure  compliance with minimum wage : Employers can comply with the BCEA by ensuring that they pay their employees at least the minimum wage as set out in the Act.
• Provide  paid leave : Employers can comply with the BCEA by providing paid leave to their employees, including annual leave, sick leave, and family responsibility leave.
• Limit  working hours : Employers can comply with the BCEA by limiting the number of hours their employees work per week and ensuring that they receive appropriate rest breaks.
• Provide  overtime pay : Employers can comply with the BCEA by providing overtime pay to employees who work more than the standard number of hours per week.
• Avoid  unfair labour practices : Employers can comply with the BCEA by avoiding unfair labour practices, such as victimization, discrimination, and harassment.
• Provide  safe working conditions : Employers can comply with the BCEA by providing safe working conditions for their employees and taking appropriate measures to prevent workplace accidents and injuries.

Compliance with the BCEA requires ongoing effort and attention from employers. By taking appropriate steps to meet their obligations under the Act, businesses can promote fair and decent working conditions, prevent costly disputes and legal action, and create a more productive and stable workforce.

Provisions of the BCEA

The Basic Conditions of Employment Act (BCEA), (Act 75 of 1997) provides for various minimum standards for working conditions and terms of employment. Here are some key provisions of the BCEA:

• Hours of work : The BCEA sets a maximum limit of 45 hours of work per week, and 9 hours of work per day for employees who work a five-day week.
• Annual Leave : The BCEA provides for a minimum of 21 consecutive days of annual leave per year, or one day of leave for every 17 days worked.
• Sick Leave : The BCEA provides for a minimum of 30 days of paid sick leave over a three-year cycle for employees who work at least 24 hours per month.
• Maternity Leave : The BCEA provides for a minimum of four months of unpaid maternity leave for female employees who have been employed for at least four months and who have a valid medical reason.
• Family Responsibility Leave : The BCEA provides for a minimum of three days of paid family responsibility leave per year for employees who have worked for their employer for at least four months and who have a valid reason.
• Parental Leave : The BCEA provides for a minimum of 10 consecutive days of parental leave for fathers, adoptive parents, or commissioning parents in a surrogate motherhood agreement.
• Adoption Leave : The BCEA provides for a minimum of 10 consecutive weeks of adoption leave for employees who adopt a child who is under the age of two years.
• Commissioning Parental Leave : The BCEA provides for a minimum of 10 consecutive weeks of commissioning parental leave for the commissioning parent in a surrogate motherhood agreement.
• Meals breaks and rest periods : The BCEA provides for a minimum of one hour of rest after every five hours of work, as well as a meal break of at least 30 minutes for employees who work more than five hours per day.
• Overtime : The BCEA provides for a maximum of 10 hours of overtime per week, or 12 hours of overtime per week for employees who work shifts.
• Termination of employment : The BCEA provides for notice periods of up to four weeks for termination of employment, as well as severance pay for employees who have been employed for at least 12 months.
• Child and forced labour : The BCEA prohibits the employment of children under the age of 15 years, and also prohibits forced or compulsory labour.

Overall, the BCEA provides for basic minimum standards for working conditions and terms of employment, and seeks to protect employees from exploitation and unfair treatment by their employers.

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