In line with the United States Occupational Safety and Health Administration (OSHA), work-related illness or injury derive from incidents or contact with the workplace hazards ( Singhvi, Dhage & Sharma, 2018). As far as Brad's health issue is concerned, he does not qualify for workers' compensation. Brad is not entitled to any compensation until he proves otherwise that his health problem is work-related. High blood pressure is multi-factorial in that it has many causatives, for instance, stress, genetics, lifestyle, and so on. If Brad were to qualify for compensation by the company, the stress had to be caused by injury from working in the company or from activities related to the work (Darma & Supriyanto, 2017). Therefore, Brad has to prove that his high blood pressure arose from a highly stressful work environment to gain the benefits of the company's compensation procedures. Subsequently, the company has the option to look for other positions within the air traffic control unit that can accommodate Brads' condition. If the job is too demanding, the company can devise ways to help employees to cope up with work stress.
From a legal perspective, the Direct Threat Defense will, to a greater extent, work in favor of the employer in Brad's case. With Brad's condition, which is a direct threat, it is not definite that his job caused high blood pressure; thus, the employer can dismiss him anytime. If the employer knew Brad's condition before the compensation bargain, he could terminate his employment, or still, he can look for a suitable position for him. Workplace safety cannot be overlooked (Thaief, Baharuddin & Syafi'i Idrus, 2015). However, employers face an ethical dilemma, as they cannot disallow individuals who are deemed as a direct threat to work for them. It is ethnicity right for employees having underlying health issues or some form of disability to be hired despite their condition provided that they were employed with merit. Altogether, employers should scrutinize their potential employees profoundly, and make it a requirement for them to provide their medical records before employment so that their needs are catered for without fail. Further in promoting workplace safety, employers should minimize hazards by ensuring standards policies that guarantee employees wellbeing are in place to avoid instances of negligence
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References
Darma, P. S., & Supriyanto, A. S. (2017). The effect of compensation on satisfaction and employee performance. Management and Economics Journal (MEC-J) , 1 (1), 66. https://doi.org/10.18860/mec-j.v1i1.4524
Singhvi, A. S., Dhage, N. N., & Sharma, P. P. (2018). Compensation and its impact on motivation Employee "s satisfaction and Employee "s performance. International Academic Journal of Organizational Behavior and Human Resource Management , 05 (02), 1-43. https://doi.org/10.9756/iajobhrm/v5i2/1810012
Thaief, I., Baharuddin, A., P, & Syafi'i Idrus, M. (2015). Effect of training, compensation, and work discipline against employee job performance (Studies in the office of PT. PLN (Persero) service area and network Malang). Review of European Studies , 7 (11). https://doi.org/10.5539/res.v7n11p23
