These issues include, but are not limited to the following: wage rates and benefits working conditions such as job security, workplace safety, temperature, ventilation and other standards, working hours, breaks, vacations, worker compensation and unemployment benefits discrimination against women, older workers, cultural and religious minorities human rights violations such as child and prison labor environmental standards. As is the case in the United States, the “independent contractor” status can only be supported through clear, legally defensible criteria, such as the amount of control the “contractor” has over the tasks to be achieved, the method the contractor is paid, the freedom of the contractor to work on other contracts simultaneously, and so on. Legally, these criteria are not likely to apply to the foreign workers of companies like Nike, who tend to have limited control over their performance, work long, fixed hours on company premises, and be paid on an hourly or piece rate. Therefore, it would be illegal to classify these workers as “independent contractors”, which exposes MNCs to more problems. Since awareness and expectations of corporate social responsibility are on the rise, good social and moral conduct will be an increasingly important criterion in consumers’ purchasing decisions. Therefore, it is legitimate to consider these statements as advertising messages. Moreover, companies have found that their ethical conduct is also associated with profitability. Reaping economic benefits from socially responsible actions would justify their classification as promotional activities. For the truly socially responsible organization, these changes represent tremendous opportunities for long term success and competitiveness in global markets. Only companies that attempt to adhere to the letter, rather than the spirit of these shifting trends is likely to