DB FPX8410 Assessment 2 Analyze a Set of Worker Complaints
Karen Small’s case potentially holds ground under the Fair Labor Standards Act (FLSA) and the Families First Coronavirus Response Act (FFCRA). According to the FLSA, employees must receive compensation for all hours worked, including overtime. Additionally, DB FPX8410 Assessment 2 Analyze a Set of Worker Complaints the FFCRA mandates that employers offer compensated sick leave to workers who cannot perform their duties because of COVID-19, such as quarantine or self-isolation. The potential risk to Capra Tec involves financial damages, including back pay, and potential penalties for violating labor laws (Steele, 2021).
Heather Brown has a plausible legal claim under the Occupational Safety and Health Act (OSHA) as her employer failed to provide adequate protection against COVID-19 in the workplace. Moreover, Heather was terminated in retaliation for reporting safety concerns or requesting accommodations due to COVID-19, invoking the protections of the National Labor Relations Act (NLRA). Capra Tec may face damages encompassing lost wages and legal fees (Steele, 2021).
Leah Parrish might have a valid claim under the Family and Medical Leave Act (FMLA) if she was denied leave or retaliated against for taking it. Additionally, she may have a viable claim if denied reasonable accommodations under the Americans with Disabilities Act (ADA). The risk to Capra Tec hinges on the potential damages awarded in a potential lawsuit, including lost wages, benefits, emotional distress, and possibly punitive damages (Smith, 2020).
Chris McCoy’s complaint may be justifiable under The Occupational Safety and Health Act (OSHA), which requires employers to ensure a secure and healthy working environment.. Chris McCoy’s assertion of an unsafe working environment may align with OSHA regulations. If established, Capra Tec could face financial consequences through penalties and citations from OSHA (Jennings & Perez, 2020). Get DB FPX8410 Assessment 2 Analyze a Set of Worker Complaints
John Kowalski holds a legitimate claim under the National Labor Relations Act (NLRA) as he was terminated or retaliated against for participating in protected concerted activities with his coworkers. Additionally, his denial of reasonable accommodations under the Americans with Disabilities Act (ADA) bolsters his claim. The risk to Capra Tec depends on the potential damages awarded in a potential lawsuit, including lost income/wages, benefits, emotional distress and suffering, as well as potentially punitive damages (Jennings & Perez, 2020).
Thomas Edwards might possess a viable legal claim under the Fair Labor Standards Act (FLSA) if he was not adequately compensated for all hours worked or under the Age Discrimination in Employment Act (ADEA) if his termination was related to age discrimination. The viability of his claim relies on the specific details of his situation. If deemed valid, Capra Tec may be at risk of paying damages for lost income and wages along with legal fees, as evidenced by a case where a pharmaceutical company was fined $253 million for age discrimination (Andrias, 2019).