1. Employees who have suffered a workplace injury are entitled to recover without having to
prove employer negligence due to strict liability. Under the terms of strict liability regarding
Workers' Compensation, traditional employer defenses like contributory negligence, assumption
of risk, and fellow employee negligence were eliminated.
2. Under the common law for wrongful dismissal, employers are prohibited from firing an
employee for engaging in an activity that they have a statutory right to engage in without the
employer's approval. This doctrine is an exception to the doctrine of employment at will,
whereby an employer is not allowed to terminate an employee for engaging in an activity they
have a statutory right to engage in. An employer may not discharge an employee for a reason
contrary to fundamental and well-defined public policy. When discharge violates public policy,
the employee can sue for wrongful discharge and may sue the employer for compensation.
3. Under § 825.100, All elementary and secondary schools, public or private, all public agencies,
and companies with 50 employees or more are covered under the Family and Medical Leave Act
(FMLA), in instances of childbirth and newborn care, adoption, or foster care placements, and
self or immediate relative care for severe health conditions.
4. According to SEC. 621. [Section 2] (a)
to be covered under ADEA, one must work for a
private employer with 20 or more employees, a state or local government, an employment
agency, labor organizations, or the federal government.
