Preview

Employment Law Compliance Paper Glenda Ortega W2

Better Essays
Open Document
Open Document
978 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Employment Law Compliance Paper Glenda Ortega W2
Employment Law Compliance Plan
Glenda E. Ortega
HRM/531
April 27, 2015
Prof. Yelena Paykina
Employment Law Compliance Plan
MEMO
To: Bradley Stonefield
From: Glenda Ortega on behalf of Atwood and Allen Consulting Group
Date: April 28, 2015
RE: Employment Law Compliance Plan
Law Compliance Purpose
In order for Landslide Limousines Service to start operating in Austin, TX, we have decided to make an extensive research in all laws your company must comply in order to start your business. We will present the laws; give a brief explanation of the laws and consequences for noncompliance with the same.
Law Compliance Product
We visited the Texas Workforce Commission office and made an extensive research in the Laws your company must comply with. As for this memo we present the following laws to pursue:
Title VII of the Civil Rights Act of 1964- Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. L. 102-166) (CRA) and the Lily Ledbetter Fair Pay Act of 2009 (Pub. L. 111-2) amends several sections of Title VII. In addition, section 102 of the CRA (which is printed elsewhere in this publication) amends the Revised Statutes by adding a new section following section 1977 (42 U.S.C. 1981), to provide for the recovery of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973 (www.twc.state.tx.us, 2015).
Age Discrimination in Employment Act of 1967- Age Discrimination in Employment Act of 1967 (Pub. L. 90-202) (ADEA), as amended, as it appears in volume 29 of the United States Code, beginning at section 621. The ADEA prohibits employment discrimination against persons 40 years of age or older. The Older Workers Benefit Protection Act (Pub. L. 101-433) amended several sections of the ADEA. In addition, section 115 of the Civil Rights Act of 1991 (P.L. 102-166)


References: Employment Law: Discrimination, Wages & Child Labor. (2015, February). Retrieved from http://www.twc.state.tx.us Laws, Regulations, Guidance & MOUs. (2015, February). Retrieved from http://www.eeoc.gov
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Better Essays

    Case Study: Dunlap V. Tennessee Valley Authority
    • 1102 Words
    • 5 Pages

    Case Study: Dunlap V. Tennessee Valley Authority

    The Title VII of the Civil Rights Act protects individuals against employment discrimination on the bases of color, as well as national origin, sex, religion. This law applies to any employers with 15 or more employees including the local state, government, employment agencies, labor organizations and federal government jobs.…

    • 1102 Words
    • 5 Pages
    Better Essays
    Read More
  • Satisfactory Essays

    HRM531 Employment Law Compliance Plan WK2DAY7
    • 493 Words
    • 2 Pages

    HRM531 Employment Law Compliance Plan WK2DAY7

    Thank you for the opportunity to work on this team. As the consultant for this project my goal is to initiate an employment law compliance plan for Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas initially comprised of 25 workers within the first year. This memo will examine employment laws that will directly apply to the business. I will also discuss the penalties for noncompliance as it pertains to his business.…

    • 493 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Good Essays

    Comparison of Title Vii to Section 760.10 of the Florida Civil Rights Act of 1992
    • 1014 Words
    • 5 Pages

    Comparison of Title Vii to Section 760.10 of the Florida Civil Rights Act of 1992

    Did the Title VII section of the Civil Rights Act of 1964 (updated in 1991) go far enough and provide adequate protection for the U.S. workforce? For the vast majority of states, the answer is a resounding yes; most states defer to the federal legislation for employment-related discrimination laws. There are, however, a handful of states that have enacted their own versions of Title VII; in doing so, they are effectively saying that no, Title VII does not meet the needs of our state. One state that has enacted its own form of employment discrimination laws is Florida; in 1992, the Florida Legislature passed the Florida Civil Rights Act of 1992. Section 760.10 specifically addresses many of the same issues covered by Title VII protections. What is the same, and what is different, between the two Acts? This paper will summarize the two sets of laws, describe the similarities, and detail the distinct differences between Title VI, the federal law, and Section 760.10 of the Florida law.…

    • 1014 Words
    • 5 Pages
    Good Essays
    Read More
  • Good Essays

    JDT Task1 Essay Example
    • 941 Words
    • 4 Pages

    JDT Task1 Essay Example

    Title VII of the Civil Rights Act of 1964 law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person participated in an employment discrimination investigation, filed a charge of discrimination or complained about discrimination.…

    • 941 Words
    • 4 Pages
    Good Essays
    Read More
  • Good Essays

    Hcs/531 Employment Law Compliance Plan Paper
    • 843 Words
    • 4 Pages

    Hcs/531 Employment Law Compliance Plan Paper

    Regarding your request, I am compiling employment law compliance plan for a Mr. Bradley Stonefield. Mr. Stonefield is planning to open a limousine service in Austin, Texas. The limousine service employment goal is to employ 25 employees within the first year. This memo will examine employment laws as well as how these laws are applied. I will also examine the penalties of noncompliance of the different laws. There are diverse employment laws an organization must follow to stay in compliance. If these…

    • 843 Words
    • 4 Pages
    Good Essays
    Read More
  • Better Essays

    Hrm/531 Employment Law Compliance Plan Paper
    • 1409 Words
    • 6 Pages

    Hrm/531 Employment Law Compliance Plan Paper

    However, if the employer can validate that age is an occupational qualification, this law would not apply. The law is administered and executed by the Equal Employment Opportunity Commission (EEOC) and “[a] key objective of the law is to prevent financially troubled companies from singling out older employees when there are cutbacks” (Cascio, 2013, p. 109).…

    • 1409 Words
    • 6 Pages
    Better Essays
    Read More
  • Powerful Essays

    HRM 531: Employment Law Compliance Plan
    • 1428 Words
    • 6 Pages

    HRM 531: Employment Law Compliance Plan

    United States Equal Employment Opportunity Commission. (n.d.). Title VII of the Civil Rights Act of 1964. Retrieved from United States Equal Employment Opportunity Commission: http://www.eeoc.gov/laws/statutes/titlevii.cfm…

    • 1428 Words
    • 6 Pages
    Powerful Essays
    Read More
  • Good Essays

    Employment Law Compliance Plan Memo
    • 1181 Words
    • 4 Pages

    Employment Law Compliance Plan Memo

    After reviewing, the request from Traci Goldeman in reference to the Employee Law Compliance Plan regarding the expansion of Clapton Commercial Construction into the state of Arizona. I would like to point out a few of the major applicable laws and some of the consequences for not abiding by these laws.…

    • 1181 Words
    • 4 Pages
    Good Essays
    Read More
  • Satisfactory Essays

    Walmart, Inc. V. Dukes Summary
    • 296 Words
    • 2 Pages

    Walmart, Inc. V. Dukes Summary

    Title VII of the Civil Rights Act of 1964 prohibits discrimination of employees on the basis of race, color, religion, sex or national origin (see 42 U.S.C. § 2000e-2[31]). Title VII also prohibits discrimination against an individual because of his or her association with another individual of a particular race, color, religion, sex, or national origin. An employer cannot discriminate against a person because of his interracial association with another, such as by an interracial marriage.…

    • 296 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Good Essays

    Week 4 Assignment 2 Employement Law and Complaince Plan Paper
    • 941 Words
    • 4 Pages

    Week 4 Assignment 2 Employement Law and Complaince Plan Paper

    A medical office needs to be compliant with employment laws; this will ensure they do not have lawsuits that could patiently put a company out of business. This also helps the offices run smoothly and free from errors. There are several employment laws a few of them are the American with Disabilities Act (ADA), the Employee Retirement Income Security Act (ERISA) and the Health Insurance Portability and Accountability Act (HIPAA). The American with Disabilities (ADA) is when an employer is to provide reasonable accommodation to an employee with a known mental or physical limitation, or a qualified individual with a disability. (Flight, 2004) There are many regulations an employer needs to follow to make sure they do not get a lawsuit. ("Provide ‘Reasonable Accommodation' Under ADA," 2008) The Employee Retirement Income Security Act (ERISA) was passed1974. This law protects and regulates employees the pension plans. (Flight, 2004) This act was put into effect because employees were going out of business or letting employees go before they were going to retire. The Health Insurance Portability and Accountability Act (HIPAA), of 1996, is an amendment of the ERISA. The HIPAA prohibits group health plans and group health insurance issuers from discriminating participants or beneficiaries due to a health factor.…

    • 941 Words
    • 4 Pages
    Good Essays
    Read More
  • Powerful Essays

    Employment Law Compliance Plan
    • 1000 Words
    • 4 Pages

    Employment Law Compliance Plan

    This memo will provide a description of the employment laws and how they should be applied in the company. A brief description of penalties that may arise for noncompliance of the various laws will be evident in the content of the memo. To remain in compliance, it is necessary for the company to abide by the laws. The purpose of the memo is to identify four laws that will affect the limousine service located in Austin, Texas.…

    • 1000 Words
    • 4 Pages
    Powerful Essays
    Read More
  • Satisfactory Essays

    HRM 531
    • 401 Words
    • 2 Pages

    HRM 531

    The 1967Age Discrimination in Employment Act (ADEA) protects the rights of individuals who are 40 year old or above from employment discrimination based on age. This particular act covers employees as well as those that may be applying for employment. According to this act, it is illegal to discriminate an individual because of his or her age with respect to any condition, term, or privilege of employment, including, promotion, hiring, job assignments, training, layoff, compensation, firing, and benefits.…

    • 401 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Good Essays

    Human Resources Task 1
    • 584 Words
    • 3 Pages

    Human Resources Task 1

    As you may be aware, the company is currently facing a lawsuit brought about by a former employee, Mr. X. He is claiming that under the Civil Rights Act of 1964, Title VII he has been a victim of “constructive discharge” since we have changed the company’s working schedule policy to a four day rotational shift. Constructive discharge or forcing an employee to resign by making the work environment so intolerable a reasonable person would not be able to stay (Equal Employment Opportunity Commission, 2012)., is illegal according to U.S. law.…

    • 584 Words
    • 3 Pages
    Good Essays
    Read More
  • Better Essays

    Diversity Worksheet
    • 1955 Words
    • 8 Pages

    Diversity Worksheet

    The federal Age Discrimination in Employment Act (ADEA), which went into effect in 1968, was passed to protect workers 40 years of age or older from being fired because of their age and replaced with younger workers who presumably would receive lower salaries. The Supreme Court strengthened federal protection against age discrimination in 1996, ruling unanimously that such lawsuits can be successful even if an older worker is replaced by someone older than 40.…

    • 1955 Words
    • 8 Pages
    Better Essays
    Read More
  • Good Essays

    Laws against Discrimination at the Workplace
    • 1200 Words
    • 4 Pages

    Laws against Discrimination at the Workplace

    Title VII of the Civil Rights Act of 1964 protects workers from discrimination based on their race, color, religion, sex, and national origin. In order for an employee to present a prima facie case for national origin discrimination, an employee would have to have prima facie evidence sufficient enough for a decision or verdict to be…

    • 1200 Words
    • 4 Pages
    Good Essays
    Read More

Related Topics