Luigi Vittatoe Dr. George Ackerman ELA2603 Administrative and Personnel Law December 2, 2015 Week 6 Case Study: R. Williams Construction Co. v. OSHRC 1. What were the legal issues in this case? What did the court decide? R. Williams Construction Company petitions for review of a final order of the OSHRC for violations of the OSHA Act. “We deny the petition for review” (Walsh). The court ruled in favor of the OSHRC. 2. What exactly did the employer do or fail to do that violated the OSH Act? 1. Williams failed to provide instructions to employees and their managers on how to recognize and avoid unsafe working conditions. This violation states that the company did not provide enough training to their employees to ensure that the work cite was …show more content…
The company failed to ensure that the walls of the excavation be sloped or supported as required by regulation. 3. Why was it “unavailing R. Williams to argue that employees must take greater care to avoid placing themselves in harm’s way”? What role, if any, should employees’ actions have in determining liability under the OSH Act? According to our text, a claim like this misconstrues the purpose of the OSHA safety standards. OSHA protects employees from dangerous situations. Under the OSH Act, employers are responsible for providing a safe and healthful workplace. OSHA 's mission is to assure safe and healthful workplaces by setting and enforcing standards, and by providing training, outreach, education and assistance. Employers must comply with all applicable OSHA standards. Employers must also comply with the General Duty Clause of the OSH Act, which requires employers to keep their workplace free of serious recognized hazards (osha.gov). 4. Ultimately, these violations that caused, or at least contributed to, the death of an employee and serious injuries to another resulted in a $22,000 fine for the employer. Is that a just outcome? Are the penalties for violations of OSHA standards …show more content…
In this case, a violation originally deemed willful was reduced to a “serious” violation, bringing the associated penalty down from $70,000 to $7000. Other serious violations were reduced from $7000 to $5000 because R. Williams is a small employer with no prior history of injuries or OSHA violations. I think if the company can provide solid proof of training to their employees and provide evidence that the company did everything to provide employees with the knowledge to work safely, they will not be at fault for the violations OSHA assigned them. An employee’s actions should be taken into consideration at all times, especially when there is an incident. I believe OSHA needs to conduct a full investigation in order to determine what actually cause these accidents and unsafe work conditions. Even though working conditions are the responsibility of the employer, it is the job of the employee to practice and implement safe working practices. In order to determine if the company is responsible, a complete report including the employee’s actions should be considered. The incident could just be an outcome of employees not practicing safe working procedures. Whether the penalties are sufficient, that would depend on the outcome of a complete investigation of the
Liability Issues Primarily, Caring Memorial Hospital will be held liable in this malpractice case under the premise of respondeat superior. “Under respondeat superior an employer is liable for the negligent act or omission of any employee acting within the course and scope of his employment” (Thornton, 2010, para. 2). The risk manager Susan Post, JD and the quality assurance director Amy Green were both aware of the potential for increased risk on the Oncology unit. They had been making observations several months prior to incident that related to deficiencies in staffing and safety standards. Per, ASCO and ONS (2012) new staff are required to demonstrate competency and receive comprehensive chemotherapy education.
An employee has the right to work in a safe environment, one that is free from hazards that could lead to serious harm. Causing dissention and the hostile work environment for employees created the potential for a violent incident to occur. At the very least, the potential for a costly mistake due to duress they were under, which could have caused physical harm. The defendants’ faced discrimination and retaliation based on their race. This appalling treatment violated Title VII of the Civil Rights Act of 1964 and by doing so, invoked the Civil Rights Act of 1991 allowing the monetary damages
Introduction The Triangle Shirtwaist Factory fire of 1911 proved to be the impetus for sweeping change, not just in fire and worker safety, but in labor law and employee rights in general. Prior to the fire, workplace safety was largely focused on the protection of buildings and assets rather than the people who worked in the buildings. The only incentives for greater protections came from reduced insurance premiums, with little or no enforcement on the part of government officials. Following a series of strikes over working conditions, the Triangle fire came at the peak of the fight between companies and laborers. The disaster and resulting loss of life sparked a different kind of fire in the bellies of the public, forcing the government
OSHA obligations include other factors besides keeping your work site safe. A company must also meet certain reporting requirements, posting requirements, and recordkeeping requirements, and you must submit to OSHA inspections. For example, you must report fatal accidents to OSHA within eight hours of their occurrence. You must post an OSHA poster informing workers of their rights and obligations under the law. You must also keep records of your efforts to comply with the law and to prevent injuries and illnesses (OSHA).
In Out of Sight, Erik Loomis chooses to begin his work with the Triangle Shirtwaist factory and continues with the Rana Plaza Factory collapsing in Bangladesh. Both of these disasters caused several people to lose their lives, especially women, because of safety issues. In 1911, the Triangle Shirtwaist factory caught on fire in NYC and 146 female garment workers died, therefore; there were changes to the labor laws in the United States. The United States Department of Labor classified a set of standards as the Occupational Safety and Health Administration (OSHA). “Factories rarely, if ever, receive even a minimal safety inspection.”
Spoke to Robert Fausstin , supervisor,(DOB /22/58) and Adlet Glaude, employee, (DOB 3/1/86) who had verbal dispute over Glaude’s suspension from his work. Glaude stated that he put in sick day the day before and miss then work and came to work tonight and he was told to go home. Fusstin stated that as per the policy, he was put in for the suspention and was advised to go home and Fusstin stated that Glaude needed to follow up with Human Resource Department who would review his case. Glaude was advised to contact the human resources to follow up on his case. Glaude left the premises without any incidents.
Under this law, employees are protected from employer discrimination, employer retaliation, and secure their position with the company. If at any time an employee believes their rights have been violated according to the Civil Rights Act of 1964, employees may submit claims with the Equal Employment Opportunity Commission against their employer detailing all incidents violating employees’ rights. It’s important for employees who feel they have been violated to report incidents immediately, or as soon as possible to the appropriate authority for the most effective
Some companies, like Home Depot and McDonald’s, exclude coverage of injuries caused by safety violations or failure to obtain help with a certain task. How about suing your
If you are reading this article, there's a high chance that you got hurt on the job and have been wondering if you can sue your employer as a result of such. The law dictates that employers within every state is quired to provde their employees with a work enviroment that is reasonably safe. In some circumatncess an employer failss to fullfil this obligation and it subsuenqley lead to a work related injury. WHile in some cirumctances even though every effort was made to make the work environment a safe and healthy one, an employee sustain an njury nonethells. Regardless of the cirumctances of how an idnvual ssustained an injury during their work hours, the law has estbalished as system that can assit employees with work-related injuries.
In 1970 Congress passed the Occupational Safety and Health Act of 1970. This resulted in an enforceable organization known as OSHA. OSHA’s purpose is to “to assure so far as possible every working man and woman in the Nation safe and healthful working conditions and to preserve our human resources.” The approval of the OSHA Act of 1970 authorized the organization with the responsibility for creating enforceable standards supporting safe and healthful working conditions.
If an employee harms someone who is hired by "negligent hiring", which is when an employer doesn't take careful consideration into who he is hiring, or by "negligent retention", which is when an employer keeps a dangerous employee, then the employer is held liable for that
If the incident occurs on company property, during work, it’s very important to determine who’s at fault, or even who will compensate the employee for the medical bills and lost wages. Naturally, if it’s an “on the job” injury, one would think it’s the employer’s responsibility. Through further analysis of the case study as well as assistance
I am lodging a grievance letter, due to my reasonable belief that Mr. Zachariah Weideman has breached the Standard of Conduct and Harassment Code of the Employee Handbook; germane to health and safety and creating an intimidating, threatening and hostile work environment. I trust therefore, that Uplift Hampton (Education) will observe the good faith performance, and take reasonable and practicable steps to remedy the following violations with immediate effect. I contend Uplift Hampton (Education) has made some efforts to provide my person with a safe place or system of work however; those measures have not been effective. Furthermore, I will no longer ignore the palpable risk of harm that Mr. Weideman’s unwanted conduct of throwing papers
When employees aren’t properly trained accidents happen, this is a very well documented fact. Employee safety should be at the forefront of any organization. One poorly trained employee is all it takes for things to go wrong on the job site. That one mistake can lead to costly worker’s compensation claims, employee time loss, injury or death. What Secondary Research I Have Conducted about the Problem
Even though there are no clear specific OSHA standards for violence in the workplace, it is very important to realize that workers still have rights regardless. Workers have the right to work in conditions that do not put them in any risk of serious harm; there is even an act in place for this. Under section 5(a) (1) of the Occupational Safety and Health Act of 1970, employers are required to provide their employees with a place of employment that is free from recognizable hazards that are causing or likely to cause death or serious harm to employees (“Workplace Violence: Enforcement,” n.d.). Employees should be able to receive any type of information regarding training and workplace hazards, along with the ways to prevent them, and also the