Employment Law Compliance Plan
Employment Law Compliance Plan
Donna Allaire
HRM/531
July 8, 2013
Professor James Scholes
MEMORANDUM
TO: Traci Goldman
FROM:
DATE:
Subject: Employment Laws
Regarding your request, I am to formulate an employment law compliance plan for a Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas. The limousine service will be made up of 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 laws are not followed by the organization, it can lead to numerous consequences. There will be five employment laws I will go over in this memo. They are as follows: The Americans with Disabilities Act of 1990, The Age Discrimination in Employment Act of 1967, The Immigration Reform and Control Act of 1986, Family and the Medical Leave Act of 1993, and sexual harassment in the place of work.
The Americans with Disabilities Act of 1990
The Americans with Disabilities Act excludes any organization from discriminating qualified people who have a disability. This law protects people with many disabilities. These disabilities could consist of anything such as walking, talking, seeing, hearing, and learning. People who have been diagnosed with HIV or AIDS are protected under this law too, and any person who has completed drug and alcohol rehabilitation. There are six allegations organizations must follow to accommodate a person with a disability. Organizations such as workshops, agencies, merchandising stores, banks, and hotels must have functional accommodations to anyone with a bodily disability. The accommodations could range from an elevator, access ramps, or telephones with amps for the hearing impaired (Cascio, 2013, p. 89).
Groups not in compliance with this law are
Donna Allaire
HRM/531
July 8, 2013
Professor James Scholes
MEMORANDUM
TO: Traci Goldman
FROM:
DATE:
Subject: Employment Laws
Regarding your request, I am to formulate an employment law compliance plan for a Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas. The limousine service will be made up of 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 laws are not followed by the organization, it can lead to numerous consequences. There will be five employment laws I will go over in this memo. They are as follows: The Americans with Disabilities Act of 1990, The Age Discrimination in Employment Act of 1967, The Immigration Reform and Control Act of 1986, Family and the Medical Leave Act of 1993, and sexual harassment in the place of work.
The Americans with Disabilities Act of 1990
The Americans with Disabilities Act excludes any organization from discriminating qualified people who have a disability. This law protects people with many disabilities. These disabilities could consist of anything such as walking, talking, seeing, hearing, and learning. People who have been diagnosed with HIV or AIDS are protected under this law too, and any person who has completed drug and alcohol rehabilitation. There are six allegations organizations must follow to accommodate a person with a disability. Organizations such as workshops, agencies, merchandising stores, banks, and hotels must have functional accommodations to anyone with a bodily disability. The accommodations could range from an elevator, access ramps, or telephones with amps for the hearing impaired (Cascio, 2013, p. 89).
Groups not in compliance with this law are
References: Buckman, D. (2004, June). Federal and Texas Laws Prohibiting Sexual Harassment are Similar but Not Identical Huebsh, Russell. (2013). Retrieved July 3, 2013, from Government Actions for Non- Compliance with Age Discrimination Act: Mayhew, R. (2013). What Are the Fines & Penalties for Non-Compliance Under the FMLA