Running Head: OSHA Act April 17, 2011 OSHA ACT 1. The Occupational Safety and Health Administration were created out of the OSHA act the first of three agencies. The Occupational Safety and Health Administration also known as OSHA and its purpose is to set health and safety standards first and foremost (Moran, 2008). The Secretary of Labor establishes standards, and must set forth the standards preventing employees from suffering any harm. These standards set forth by the Secretary of Labor are only implemented after much research and experiments to ensure reliable standards.

Therefore OSHA is more so responsible for establishing the standards and through inspections they are able to ensure those standards are enforced (Moran, 2008). 2. The employer must come into compliance with the OSHA standard however if there is a reduction of known hazards can be used. The ultimate achievement is the have the company is in compliance making the work place a safe environment. A plus would be for a temporary variance obtained from the Secretary of Labor maybe requested.

This is since the employer is unable to provide the technical expertise or materials and or equipment needed or the plant or equipment cannot even be altered by the required date. The employer must come into compliance within one year, with an extension for 1 year. The one-year time can be renewed for an up two times. This too can be done as soon as possible (Moran, 2008) 3. With the understanding, the law firm does not want the office to be ergonomically sound due to the cost. I would still recommend the firm of Moran, Mullin, and Hall provide an ergonomic assessment.

The possibility of ordering some of the items might be less expressive since the requirement(s) would not be to issue a chair with a massager, and I am sure the assessment will provide a more costly saving plan to ensure the employees are cover. This brings backs a case in our text, which indicated the part time employee, provided to her employer knowledge of the heater. It was during the winter month all she asked for was a heater to provide heat for working conditions (Moran, 2008). This request was within reason and the attorneys office was requesting o do what is needed based on reasoning, OSHA compliance and not just what the employees are requesting. 4. A benefit pension plan does what it says, providing a defined benefit with retirement. The determination of the plan is based on the employee’s salary and tenure. This plan is rarely offered and normally the amounts could either be high at retirement or end up eroding. A defined contribution pension plan does what it says, must companies will contribute into the plan. This plan requires employees to contribute and a plan the income generated is not guaranteed as in the defined benefit plan.

One good thing about this plan when payout begins it will either be fixed or vary with the investments 5. I would advise Cindy Johnson, not proceed with the suite at this time for the following reason. First most of these type pension plans have a minimum age requirement, which must be fulfilled first before an employee, is able to participate in the plan. Currently the age requirement is 21 years of age. At this current time, Cindy would be 19 even after waiting for the one-year period (Moran, 2008). References Moran, John J, (2008). Employment Law, Fourth Edition. Pearson Education: Published.

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