Case Study: Employment Law Compliance Plan
Employment Law Compliance Plan
Carrie "Shellie" Cobbs
Human Capital Management
HRM 531
Linda Johnson
March 15, 2015
Employment Law Compliance Plan atwood and allen consulting memorandum to: Traci Goldeman from: Shellie Cobbs subject: Employment Law compliance plan for Landslide Limousine date: March 15, 2015 cc: Bradley Stonefield
I have researched several employment laws for Mr. Stonefield’s Landslide Limousine Company and there are four laws that I will outline for Mr. Stonefield to consider complying with in his new business venture. I will discuss in this memo the Civil Rights Act of 1964 regarding employment discrimination, The Americans with Disabilities Act of 1990 regarding people with disabilities, Equal Pay Act of 1963 …show more content…
One example is Bates v. United Parcel Service (UPS). This particular case brought against UPS brought to issue “the hearing standard that is part of the DOT physical” (Case Law Find Law, 2015, para. 9). The plaintiffs contended that even with a hearing disability and not passing the DOT hearing test they were still able to operate vehicles that were below the required gross vehicle weight rating (GVWR) of 10, 001 pounds. UPS agreed to pay $5.8 million and to create a program that was implemented nationally throughout …show more content…
2). What this means is that men and women are to be given equal pay for doing the same types of work however, the work does not have to be exactly the same but equal, within the same employer. Skill, effort, responsibility, working conditions, and establishment are factors that employers must keep in mind when paying wages to men and women doing similar jobs in similar work environments. Wage differences can exists when merit, seniority, or any other factor exists as long as it is not a person’s gender. When there are wage differences the burden of proof falls on the employer to prove why the difference exists.
Consequences of noncompliance Corning Glass Works violated the Equal Pay Act by paying male employees who work a night inspection shift a higher wage than females doing the same inspections during the day inspection shift. Corning Glass also tried to correct this by opening up the night inspection shift to women and implemented a unionized shift differential to equalize pay however, employee employed prior to the changes continued to receive higher wages continuing to create a difference in pay. The Secretary of Labor brought the charges against Corning
Carrie "Shellie" Cobbs
Human Capital Management
HRM 531
Linda Johnson
March 15, 2015
Employment Law Compliance Plan atwood and allen consulting memorandum to: Traci Goldeman from: Shellie Cobbs subject: Employment Law compliance plan for Landslide Limousine date: March 15, 2015 cc: Bradley Stonefield
I have researched several employment laws for Mr. Stonefield’s Landslide Limousine Company and there are four laws that I will outline for Mr. Stonefield to consider complying with in his new business venture. I will discuss in this memo the Civil Rights Act of 1964 regarding employment discrimination, The Americans with Disabilities Act of 1990 regarding people with disabilities, Equal Pay Act of 1963 …show more content…
One example is Bates v. United Parcel Service (UPS). This particular case brought against UPS brought to issue “the hearing standard that is part of the DOT physical” (Case Law Find Law, 2015, para. 9). The plaintiffs contended that even with a hearing disability and not passing the DOT hearing test they were still able to operate vehicles that were below the required gross vehicle weight rating (GVWR) of 10, 001 pounds. UPS agreed to pay $5.8 million and to create a program that was implemented nationally throughout …show more content…
2). What this means is that men and women are to be given equal pay for doing the same types of work however, the work does not have to be exactly the same but equal, within the same employer. Skill, effort, responsibility, working conditions, and establishment are factors that employers must keep in mind when paying wages to men and women doing similar jobs in similar work environments. Wage differences can exists when merit, seniority, or any other factor exists as long as it is not a person’s gender. When there are wage differences the burden of proof falls on the employer to prove why the difference exists.
Consequences of noncompliance Corning Glass Works violated the Equal Pay Act by paying male employees who work a night inspection shift a higher wage than females doing the same inspections during the day inspection shift. Corning Glass also tried to correct this by opening up the night inspection shift to women and implemented a unionized shift differential to equalize pay however, employee employed prior to the changes continued to receive higher wages continuing to create a difference in pay. The Secretary of Labor brought the charges against Corning