Hrm/531 Employment Law Compliance Plan Paper
Employment Law Compliance Plan
Byron S. Salter
HRM/531
April 13, 2015
Dr. Deborah Burgess
MEMORANDUM
TO: Traci Goldman
FROM: Byron S. Salter
DATE: April 12, 2015
Subject: Employment Law Compliance Plan Per your request, I was delegated the duty of developing the Employment Law Compliance Plan for Bradley Stonefield and his limousine company. Based on the meeting notes, Mr. Stonefield wants to operate a limousine company in Austin, Texas and to have at least 25 employees working for him within the first year. To ensure the success of Mr. Stonefield’s business, I have developed an employment law compliance plan that he should follow. This communication serves as confirmation of the employment laws that are relevant …show more content…
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). To comply with the Age Discrimination in Employment Act, Mr. Stonefield’s limousine company cannot deny employment or terminate an employee over age if the employee is of the age of 40 and over. However, if an individual lacks necessary skill functions or has poor performance, who happens to be the age of 40 or over, the company is within its limits to terminate the employee. Because age is not a determining factor, the company is justified in terminating the …show more content…
A qualified individual should be able to perform the essential duties of the job with or without accommodation. In Mr. Stonefield’s case, he would not be held responsible for not hiring a blind driver. However, if a blind individual has the qualifications to complete data entry job functions, Mr. Stonefield would need to make reasonable accommodations for the essential job functions. According to Cascio (2013, p. 111), “almost 13 percent of people ages 21 to 64 in the United States have at least one disability, a percentage that more than doubles to 30.2 percent for people ages 65 to 74”. It is also essential for Mr. Stonefield’s limousine location to be accessible for individual with disabilities (e.g. ramps, bathroom stalls, etc.). Additionally, Mr. Stonefield is not allowed to ask or discuss a potential employees past claims or medical history, as it would be in violation of
Byron S. Salter
HRM/531
April 13, 2015
Dr. Deborah Burgess
MEMORANDUM
TO: Traci Goldman
FROM: Byron S. Salter
DATE: April 12, 2015
Subject: Employment Law Compliance Plan Per your request, I was delegated the duty of developing the Employment Law Compliance Plan for Bradley Stonefield and his limousine company. Based on the meeting notes, Mr. Stonefield wants to operate a limousine company in Austin, Texas and to have at least 25 employees working for him within the first year. To ensure the success of Mr. Stonefield’s business, I have developed an employment law compliance plan that he should follow. This communication serves as confirmation of the employment laws that are relevant …show more content…
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). To comply with the Age Discrimination in Employment Act, Mr. Stonefield’s limousine company cannot deny employment or terminate an employee over age if the employee is of the age of 40 and over. However, if an individual lacks necessary skill functions or has poor performance, who happens to be the age of 40 or over, the company is within its limits to terminate the employee. Because age is not a determining factor, the company is justified in terminating the …show more content…
A qualified individual should be able to perform the essential duties of the job with or without accommodation. In Mr. Stonefield’s case, he would not be held responsible for not hiring a blind driver. However, if a blind individual has the qualifications to complete data entry job functions, Mr. Stonefield would need to make reasonable accommodations for the essential job functions. According to Cascio (2013, p. 111), “almost 13 percent of people ages 21 to 64 in the United States have at least one disability, a percentage that more than doubles to 30.2 percent for people ages 65 to 74”. It is also essential for Mr. Stonefield’s limousine location to be accessible for individual with disabilities (e.g. ramps, bathroom stalls, etc.). Additionally, Mr. Stonefield is not allowed to ask or discuss a potential employees past claims or medical history, as it would be in violation of