Employment Compliance Plan
Autor: Allis Agront • July 26, 2015 • Business Plan • 1,256 Words (6 Pages) • 891 Views
Employment Compliance Plan
To: | Traci Goldeman, Manager, Atwood and Allen Consulting |
From: | |
cc: | |
Date: | January 12, 2015 |
Re: | Employment Law Compliance Plan |
As a Market Research Analyst, I am assigned to create the employment law compliance plan for Bradley Stonefield. Mr. Stonefield will be opening a limousine service called Landslide Limousines. The limousine service will be located in Austin, Texas. During the first year of operation, the company plans to employ 25 individuals. To ensure the company is not engage in any unlawful activities, the employment law compliance plan will be created and implemented.
The creation and implementation of the employment law compliance plan for an organization are vital. The plan dictates and guides employers on how an employee should be treated. Part of the process of creating the different laws not only by the federal government but the state is to ensure the rights of the employees are protected at all times. To establish Bradley Stonefield, employment law compliance plan national employment laws, as well as laws specific to the state of Texas, are going to be implemented. The following laws and Acts are going to be followed:
- The Civil Right Act of 1964
- The Age Discrimination in Employment Act of 1967
- The Immigration Reform and Control Act of 1986
- Occupational Safety and Health Act
- The Texas Minimum Wage Law
The Civil Right Act of 1964
The Civil Right Act of 1964 protects employees against hate, marginalization created by racism, discrimination, as well as sexism and the intolerance of religious beliefs. In the event the employer does not follow the law by protecting its employees against discrimination, the company can faced $1,000 in fines, or it can be charged with imprisonment not more than year (FindLaw, 2014).
The Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act, (ADEA) of 1967, protects the rights of those individuals 40 years of age or older. This Act protects employees from discrimination based on age. The Act not only protects employees but also protects applicants for employment. The ADEA protects individuals from discrimination based on his or her age or any condition, term, or the privilege of employment. In addition, the Act protects employs from promotion, hiring, layoff, assignments, compensation, termination, and benefits.
...