Public Policy Exception, Employee Relationship, and OSHA Safety Standards

Business Ethics
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Question 1 Which of the three theories advanced of the "public policy exception" to at-will employment have the most validity to you, and why? 
The at-will-presumption highlights that employers may terminate employees for any reason except for illegal ones and in cases where they do not incur legal liability, while employees can terminate their employment without facing retaliation (Muhl, 2001). Employees whose services are terminated because of reporting an employer’s illegal conduct rely on the public exception policy for wrongful discharge. Considerations of the public policy inform the court’s decisions, and in many cases, this is clear especially when employers retaliate and act in bad faith when employees have the opportunity to report the employer’s actions. Employers who terminate the employees’ service for reporting illegal activities are malicious and act unfairly against the employees.
Another of the theories to public policy exception is the case of violating fundamental public policies, and courts look at the statutory and constitutional provisions in determining that the termination of employment violated specific public policy (Muhl, 2001). However, it is the duty of the plaintiff to prove before a court of law that the violation was associated with fundamental public policies to warrant an exception. The public policy exception theory also extend to cases where employers to terminate employees for refusal to violate laws, regulations and statutes. Employers should not retaliate against employees for reporting to supervisors and public officers for misconduct that violate laws that. The employee in such cases has a reasonable cause to lodge a case for wrongful discharge. 
Question 2 Do you think the employer-employee relationship is one which provides equal power to the parties, and why? Does the covenant-of-good-faith exception to at-will employment level the playing field? Why, or why not?  The employer-employee relationship exists when the there is a contract between the two parties, where the employer pays and the employee provides services. However, there is no equal power since at times employers have more bargaining power compare to the employees. Nowadays, employees are more like partners and this has allowed them to negotiate with employers who also consider labor market regulations. The power relations depend on the contractual terms and nature of employment. The labor markets outcomes also depend on the contracts, as the employees then have to comply with the term and conditions. The period of employed is captured in the terms of employment, but the relationship may end whether neither party fails to comply with the contact’s relational terms.
A covenant of good faith levels the playing field of the employer-employee relationship, as there is obligation for the employer to act in good faith (Muhl, 2001). The workplace practices should not be deliberately created to disadvantage the employees, and the employers at fairly when they abide by the terms of these contracts. At other times, the covenant can be implied through policies and written assurance. There is assurance of continued ...