Health Reform Through Prevention Creates Retaliation



Current health reform legislation focuses toward pre-existing conditions and capped medical expenses. However, although pre-existing conditions is an undesired company benefit, individuals additionally focus toward health reform prevention. In essence individuals practice safe methods, which will minimize pre-existing conditions. Unfortunately, practicing 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 labor 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 (BNSF), Pymm Thermometer Company (PTC), Nebraska Beef and industry, Remec Defense 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, Ph.D. et al. (2009), “We found that when workers complained about their working conditions or tried to organize 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, pre-existing conditions with stratospheric health costs combined with at-will retaliation may appear as an acceptable and litigant’s approval approach.

For example:

Remec Defense 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, Remec Defense and Space, a division of Cobham, designs and manufactures various complex modules for the space and defense 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 labor 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 Remec Defense 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 organizations 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 Garay’s 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 Falkner’s state of “health concerns to the dogs” then obituary columns increase. In addition when Falkner’s 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 Garay’s are suffering from graveyard events. Unhappily, Remec Defense 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 REMEC aware of the negative changes in his health condition as a result of being forced to work on the night shift; REMEC 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 MSDS shows known cancer chemical presence. In addition suspected container appears mislabeled requiring location of source container. In other words, contents from an identified source container are poured into a non-identifying container without proper labeling or individual knowledge. Therefore, MSDS chemical product tracking was nonexistent. Nevertheless, although minute cancer chemical, ethylene oxide, is present in deionized water, manufacturer’s warning recommends path toward caution.

On the other hand, as alternate safer solutions such as deionized (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 MSDS 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, REMEC provides gloves to employees upon request”. However, because communication, gloves, and cancers appear challenged, cancer prevention serves as a superior alternative. In other words, Remec 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 REMEC about the improper and dangerous use of a chemical industrial cleaning solution being improperly used and handled by REMEC 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 Remec Defense and Space to perform corrective actions whereas upper management tackles employee retentions.


The following research concludes health reform using preventable measures is desired. Unfortunately, individuals or employees who communicate health reform will receive company retaliation. Furthermore, when hiring practices are toward limited-English candidates, then health and safety practices lingers. Additionally, given that employees fear of unemployment or retaliatory activities, then workplace calamities will continue. As stated by Bernhardt, Ph.D. et al. (2009), “Despite the existence of legal protection from retaliation, many workers chose not to make complaints to their employers, even when they encountered substandard conditions in the workplace” (p. 28). In essence health reform retaliation will continue regardless of labor law regulations. However, although pre-existing conditions can lead toward spiraling healthcare costs, focuses toward healthcare reform using prevention without retaliation appears as a superior alternative solution.