Current https://spynaija.com health reform legislation focuses toward existing conditions and capped medical expenses. However, conditions is an undesired company benefit, individuals additionally focus toward health reform prevention. In essence individuals practice safe methods, which will existing conditions. Unfortunately, health reform through prevention translates into retaliation. Hence, when individuals practice health reform prevention in the workplace, health reform retaliation follows resulting from at-will practices. In addition because ineffective laws are results from significant research, health reform retaliation appears as a normal outcome.
Thus, the following paper highlights research with experiences from various companies. In essence Burlington Northern Santa Fe Thermometer Company ), Nebraska Beef and industry, and Space, Complete Automotive Repairs Services (CARS) Protection Plus, industries hiring undocumented workers, Bay Pines VA Healthcare System, and others contribute to health reform retaliation. Unfortunately, individuals who desire health reform discover rewards with retaliatory disguised out-the-door policies. Thus, as stated by Bernhardt, . (2009), “We found that when workers complained about their working conditions or tried to a union, employers often responded by retaliating against them. Just as important, many workers never made complaints in the first place, often because they feared retaliation by their employer”. On the other hand, -existing conditions with stratospheric health costs combined with at-will retaliation may appear as an acceptable and litigant’s approval approach.
and Space At-Will Health Retaliation
Regrettably, as individuals strive toward adequate health and safety in the workplace, additional individuals encounter domino retaliatory effects resulting from protected rights activity. In any event, and Space, a division of designs and manufactures various complex modules for the space and industry. In essence a manufacturer of complex products that requires precision manufacturing, proper handling of components, and complex technical knowledge.
Nonetheless, individuals discuss relevant issues using freedom of expression principles. In addition employees discuss pay issues using protective California rights. Furthermore, employees concerns of across-the-border replacements through reduced costs add additional stresses to existing financial concerns. Unfortunately, use of protective rights creates sudden graveyard duties. In essence limited speaking through alienation and at-will retaliation for so-called protected rights becomes the norm.
Unhappily, individuals receive unprotected rights through fear of retaliation at and Space. In addition human resources practices at-will retaliation, whereby protected rights become challenged.
In any event, graveyard employment has calamities. Furthermore, researchers and various such as Circadian communicate graveyard or night-shift employment hazards. Unfortunately, human resources and managers appear unfazed or unconcerned of graveyard conditions. In any event, current worker hazards combined with growing obituaries reflects a different outcome. In other words, severe fatigue side effects with depression could contribute to Mario Alberto passing. Thus, although graveyard conditions are known through hazards, hazards are simply causes of graveyard employees. In essence health reform through prevention creates continued retaliation.
Nevertheless, protecting individual health concerns appears secondary. Furthermore, when state of “health concerns to the dogs” then obituary columns increase. In addition when and legal representatives support, “On approximately two occasions when I required him to work overtime, he agreed to do so, but later called in sick,” then health reform is lacking. In other words, extended graveyard or night-shift hours contribute to health concerns and various fatigued events although are suffering from graveyard events. Unhappily, and Space with respective litigants have not learned from existing obituary columns. In essence health reform through prevention rather than receiving illnesses appears as a superior solution. On the other hand, acquiring company illnesses and using benefits may direct one toward preexisting conditions.
In any event, graveyard shifts can be treacherous amidst of various diseases. As stated from litigants’ comments, “When Plaintiff made aware of the negative changes in his health condition as a result of being forced to work on the night shift; failed and refused to make changes to accommodate Plaintiff’s deteriorating health condition.” However, after much persistence, harassment, and three-way conferences were a graveyard shift behind me.
Nonetheless, switching from graveyard to day shift becomes a challenge. In addition individuals who endure long-term graveyard with sudden day shift changes develop jet lag symptoms. In essence employees become human switches for a company’s workforce.
Nonetheless, individuals research attempt toward discovering unusual chemical performance. Furthermore, investigative manufacturer’s shows known cancer chemical presence. In addition suspected container appears requiring location of source container. In other words, contents from an identified source container are poured into a non-identifying container without proper or individual knowledge. Therefore, chemical product tracking was nonexistent. Nevertheless, although minute cancer chemical, ethylene oxide, is present in water, manufacturer’s warning recommends path toward caution.
On the other hand, as alternate safer solutions such as (DI) water are available and right-to-know processes appear lacking, health and safety moderators appear unconcerned toward product contents. As stated by Workman (2007), “After reviewing the updated for the cleaning solution, I do not see that it presents a substantial hazard. Since individuals may have different reactions to contact with this cleaner, provides gloves to employees upon request”. However, because communication, gloves, and cancers appear challenged, cancer prevention serves as a superior alternative. In other words, and others should not create cancer patients such that cancer solutions or vaccines can be discovered. Miserably, when individuals become expendable objects, when employees primary language is not English, occupational diseases through non-communication will continue.
Nonetheless, chemical mishandling prompted upper management notification. As stated in litigant’s report, “Plaintiff complained to his management at about the improper and dangerous use of a chemical industrial cleaning solution being improperly used and handled by employees.” In essence health reform through prevention of skin cancers can not occur. Unhappily and shortly thereafter, management terminated the employee. Hence, health reform through prevention creates retaliation. In any event, OSHA required and Space to perform corrective actions whereas upper management tackles employee