Occupational safety and health administration
The situation that happens to Larry could be considered typical for a great number of different enterprises where safety technique is often disregarded. Working as a machine operator, Larry should be sure that his cardboard baler will function in the right way and will not injure him. However, at the moment, no safety shield might protect a worker and guarantee that he will not be damaged. Several points should be mentioned when considering this very situation. First, Larry should report his concerns to a person who is responsible for safety measures.
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Accident prevention is one of the most important issues that should be given attention at any enterprise as they serve as the basis for efficient workers functioning. Employers are obliged to comply with OSHA standards and guarantee that a workplace is safe. For this reason, any worker has to report his/her concerns in case any threat is discovered. Additionally, Larry should not be afraid of punishment. In case a certain penalty is provided, he can file a complaint with OSHA and outline the given situation. The rules that control this very spheres functioning also guarantee that an employee will work in a safe environment. That is why Larry should report his problem.
Limitations on Employment at Will
The Employment-at-will doctrine is an approach which states that an employer can discharge an employee without a case. However, at the moment it is limited by numerous regulations and laws which introduce a set of certain demands that should be given attention when trying to discharge a worker. This legal framework is introduced to help an employee feel more comfortable and protected in his/her workplace. As for Terrys case, he suffers from this very employment-at-will doctrine. However, it is not applicable here. The fact is that during the first day at work, Terry was given the employees handbook which stated that a person could not be terminated without a justifiable reason. However, Terry becomes discharged at his employers will, and it could not be taken as an appropriate cause. At the moment, the majority of courts state that an employees handbook should be taken into account when cogitating about the terms of the employment-at-will doctrines application. In case statements mentioned in this very handbook are violated, an employer is not able to discharge a worker. That is why Terry could use this very fact and attain justice by saying that no justifiable reason for his discharge was suggested.
Employment eligibility verification
The Federal Immigration Reform and Control act presuppose that employers must complete and retain Form I-9 Employment Eligibility Verification forms. Any employer is obliged to identify documents that are provided by workers to assure that they are genuine. The list of documents that establish identity and employment authorization includes US Passport, US Passport Card, Permanent Resident Card or Alien Registration Receipt Card, Foreign passport, or an employee organization document with a photograph. However, neither of these documents was provided to Simone by an employee. A worker wanted to complete I-9 using a Georgia drivers license and a social security card. However, Human Resources Manager refuses to accept these documents as they are not included in the above-mentioned list, could not verify a persons identity and establish his/her employment authorization. That is why Simone can insist on using other documents.