Carla reports a hand injury-that she sustained while operating a saw after bypassing the guard on the saw contrary to the employer's work rule. Carla's hand injury required her to miss work for two days. Carla's employer disciplined her for bypassing the guard contrary to its instructions. The employer regularly monitor's its workforce for safety rule violations and disciplines employees who bypass machine guards regardless of whether they report injuries. Did the employer use a disciplinary program to retaliate against Carla for reporting the workplace injury?

No.

##1The problem presents a situation where Carla, an employee, has sustained a hand injury while operating a saw, which she did by bypassing the guard on the saw, contrary to the employer's work rule. ## Step 2The employer's response to this incident is to discipline Carla for bypassing the guard, which is against the company's instructions. This is a standard procedure that the employer follows to ensure safety in the workplace.## Step 3The question asks whether the employer's disciplinary action is a form of retaliation against Carla for reporting the injury. Retaliation would imply that the employer's action is intended to punish Carla for reporting the injury, rather than to enforce safety rules.## Step 4However, the employer's action is not retaliatory but rather a part of their consistent enforcement of safety rules. The employer regularly monitors its workforce for safety rule violations and disciplines employees who bypass machine guards, regardless of whether they report injuries.