Who is liable if someone orders, ratifies, or supervises an action, and who should report if there is actual knowledge? Is reporting ("snitching") required in this case?

1) Only the person who orders, ratifies, or supervises is liable; reporting is not required; snitching is not required.

2) Only the person who orders, ratifies, or supervises is liable; reporting is required if there is actual knowledge; snitching is not required.

3) Only the person who orders, ratifies, or supervises is liable; reporting is not required; snitching is required.

4) Only the person who orders, ratifies, or supervises is liable; reporting is required if there is actual knowledge; snitching is required.

Vicarious liability may apply to individuals who order, supervise, or ratify wrongful acts, and there could be a legal duty to report dangerous conditions or wrongful acts, known colloquially as 'snitching.' The requirement to report depends on applicable law and specific circumstances. The individual and the company may both hold liability for actions within the scope of employment.

Explanation:

In the context of vicarious liability under the OSHA statute and relative legal principles, individuals who order, ratify, or supervise may bear criminal responsibility for wrongful acts. Not only may the direct perpetrator be liable, but under certain circumstances, so too may the corporation or employer due to the actions of their employees if those acts are within the scope of employment. However, this does not equate to an obligation for an individual to report the knowledge of wrongdoing, which is known as 'snitching.' The need to report within legal parameters is case-dependent, typically determined by statutes, workplace policies, or regulatory requirements.

Concerning the individual's duty to report knowledge of dangerous conditions, mandatory reporting may apply. A person with actual knowledge, based on the US Court of Appeals for the Seventh Circuit, has a duty to report based on the definition of 'willful' conduct. Regulations or workplace policies may obligate an employee to report certain infractions, failing which they could face legal consequences, sometimes independent of the consequences faced by the employer or company.

Whether an individual is required to report, or 'snitch,' often depends on the statutory obligations relevant to the offense. These may include OSHA violations, certain criminal activities or, in broader terms, any legal obligation to act. If there is a legal duty to report and a party fails to do so, that party could potentially be liable as well.