Case summary: To follow the safety measure, company D asked person F to wear steel-toed boots. F found out that one of his legs was sore and within a week he was diagnosed with MRSA infection. Person F then filed Workers Compensation Claim and company D defended that MSRA bacteria was already inside the skin of F before he arrived for the job.
To find: Necessary requirements to recover workers’ compensation benefits.
Case summary:To follow the safety measure, company D asked person F to wear steel-toed boots. F found out that one of his legs was sore and within a week he was diagnosed with MRSA infection. Person F then filed Workers Compensation Claim and D defended that MSRA bacteria was already inside the skin of F before he arrived for the job.
To find:Whether F is qualified to recover workers compensation benefit.
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Chapter 20 Solutions
The Legal Environment of Business: Text and Cases (MindTap Course List)
- Corey, who works as a mechanic, falls off a ladder, breaks his arm, and loses consciousness. Upon returning to the company post-treatment, the company transfers him to a different position. Does the company need to make a report under the Occupational Safety and Health Act (OSHA)?arrow_forwardExplain SIX [6] conditions under which whistle-blowing might be justified.arrow_forwardLisa applied and interviewed for a manager position at her company and was not selected. She was not given any feedback from the interview, Tony her male coworker was selected for the position. Lisa felt the promotion was unfair, since she had more seniority than Tony, and decided to file a gender discrimination and play with her local equal opportunity commissioner the EEOC investigated the complaint, and did not find any evidence of discrimination. Both Lisa and Tony’s employment was in good standing however, Tony had passed managerial experience, which was listed as a requirement on the job. This aspect, then made him a strong, stronger candidate for the job than Lisa, who had more seniority, but lacked the experience and the next several months, Lisa noticed the change from her manager prior to the complaint being filled he was very personable towards her and often made small talk around the office. After the complaint he was very short with her, and did not engage in any small…arrow_forward
- Employee, a Muslim, is a management trainee at an airport car rental office. As part of her religious practice, employee wears a hijab (headscarf). She is told by her supervisor that the hijab does not match the uniforms she is required to wear, so she must stop wearing them or be transferred to another position with less customer interaction. Employee was later terminated as part of a company cutback. She sues for religious discrimination. Does she win? Explain.arrow_forwardThe union (Union) member-employees of the Erie Resistor Company (Company) struck Company over the terms of a new collective bargaining agreement that was being negotiated between Company and Union. Company continued production operations during the strike by hiring new hires and crossover union members who were persuaded to abandon the strike and come back to work. Company promised all replacement workers super seniority. This would take the form of adding twenty years to the length of a worker’s actual service for the purpose of future layoffs and recalls. Many union members accepted the offer. Union filed an unfair labor practice charge with the National Labor Relations Board (NLRB). Is Company’s offer of the super seniority lawful? Explain your answer.arrow_forwardWorld Color operated a printing plant. a written policy stated: “Baseball caps are prohibited except for [world Color] baseball caps.” The policy permitted employees to accessorize their uniforms “in good taste and in accordance with all safety rules.” The Graphic Communications Conference of the international Brotherhood of Teamsters filed an unfair labor practice charge with the NLRB claiming that the policy prohibited employees from wearing union insignia at work. it said world Color was interfering with its employees’ “right to self-organization, to form, join, or assist labor organizations, . . . and to engage in other concerted activities for the purpose of collective bargaining” as guaranteed by federal law. The NLRB agreed and world Color appealed. Was the baseball cap policy an unfair labor practice?arrow_forward
- What are the implications of section 15(a)(3) of the Fair Labor and Standards Act (FLSA) for Suzy Smart? Section 15(a)(3) of the FLSA states that it is a violation for any person to “discharge or in any other manner discriminate against any employee because such employee has filed any complaint or instituted or caused to be instituted any proceeding under or related to this Act, or has testified or is about to testify in any such proceeding, or has served or is about to serve on an industry committee.”arrow_forwardWrite a termination letter to an employee guilty of corruption.arrow_forwardFurther in 1949, Congress amended the Fair Labor Standards Act (which regulates overtime) to read, “the hours for which an employee is employed, there shall be excluded any time spent in changing clothes or washing at the beginning or the end of each workday.”This law excluded “changing clothes” from compensable time, but is also specifically allowed collective bargaining agreements to specify that such time to be paid.Analyze the case in light of these two relevant laws. What characteristics or qualities should a practitioner look for in selecting a mediator to help resolve a labor dispute? What are some potential costs or risks parties face during a work stoppage?arrow_forward
- Aside from the legal requirements, how should the principles of justice shape any efforts by employers to monitor employees’ personal use of social media?arrow_forwardHenry has worked for N 49,a small manufacturer of transistors, as a production supervisor for 15 years. He is 42 years old and the oldest member of the young workforce. He is also the only member of the production team paid a regular salary rather than an hourly wage, and the only one with a non competition agreement which restricts him from working for any other electronics component manufacturer in the province for five years following termination of his employment. With N 49 except as a result of a layoff. Due to COVID-19 and is a part of a the other production workers be reduced to six hour shifts but to be on call, including weekends, without any extra pay if there is a demand spike. Henry explained to his boss Ted that he couldn't follow this plan as it would require him to be available on the weekends when he must be available to look after his young children so that his wife Haley can go on her shifts as an emergency medical service. Dispatcher N 49 is not…arrow_forwardHenry has worked for N 49,a small manufacturer of transistors, as a production supervisor for 15 years. He is 42 years old and the oldest member of the young workforce. He is also the only member of the production team paid a regular salary rather than an hourly wage, and the only one with a non competition agreement which restricts him from working for any other electronics component manufacturer in the province for five years following termination of his employment. With N 49 except as a result of a layoff. Due to COVID-19 and is a part of a the other production workers be reduced to six hour shifts but to be on call, including weekends, without any extra pay if there is a demand spike. Henry explained to his boss Ted that he couldn't follow this plan as it would require him to be available on the weekends when he must be available to look after his young children so that his wife Haley can go on her shifts as an emergency medical service. Dispatcher N 49 is not…arrow_forward
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