Compliance Plan
- Submitted by: Encarni
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- Category: Other
- Date Submitted: 03/22/2015 10:59 AM
- Pages: 3
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MEMORANDUM
TO: Traci Goldeman
FROM: Encarni Gallardo
DATE: January 23, 2015
SUBJECT: Bradley Stonefield / Landslide Limousines
CC: Patrice Cloutier
This document contains recommendations for Mr. Bradley Stonefield with the purpose of providing the information needed to create an Employment Law Compliance Plan for his new business.
Mr. Stonefield would like to start a small business that will provide world class transportation. Landslide Limousines will be based in Texas, will recruit 25 drivers during the first year of services, and will provide high-quality transportation. Based on the information provided by Mr. Stonefield, we proposed the following plan to stay in compliance with employment rules and regulations during every phase of his business implementation.
Recruitment phase – According to Title VII of the Civil Rights Act of 1964, discrimination based on race, religion, national origin, age, and sex is outlawed, unless the employer can prove that the discrimination is based on a job related criteria. It is important to remember as well, that based on the Thirteenth and Fourteenth Amendments to the U.S. Constitution that protect individuals against discrimination, and the Civil Right Acts of 1866 and 1871, all citizens have the right to sue a company if they believe they have been discriminated based on their ethnic background and other characteristics. If found guilty, the company could be sue for compensatory damages which reimburse the employee for any damages, as well as punitive damages that could include financial penalties, and other severe consequences in order to prevent this behavior from happening again. Strategies to prevent law infringement during this phase include:
1. Avoiding designating specific gender, age, or any other protected category as part of the job announcement.
2. The job announcement should only deal with the characteristics of the work to perform, schedule, location and...
TO: Traci Goldeman
FROM: Encarni Gallardo
DATE: January 23, 2015
SUBJECT: Bradley Stonefield / Landslide Limousines
CC: Patrice Cloutier
This document contains recommendations for Mr. Bradley Stonefield with the purpose of providing the information needed to create an Employment Law Compliance Plan for his new business.
Mr. Stonefield would like to start a small business that will provide world class transportation. Landslide Limousines will be based in Texas, will recruit 25 drivers during the first year of services, and will provide high-quality transportation. Based on the information provided by Mr. Stonefield, we proposed the following plan to stay in compliance with employment rules and regulations during every phase of his business implementation.
Recruitment phase – According to Title VII of the Civil Rights Act of 1964, discrimination based on race, religion, national origin, age, and sex is outlawed, unless the employer can prove that the discrimination is based on a job related criteria. It is important to remember as well, that based on the Thirteenth and Fourteenth Amendments to the U.S. Constitution that protect individuals against discrimination, and the Civil Right Acts of 1866 and 1871, all citizens have the right to sue a company if they believe they have been discriminated based on their ethnic background and other characteristics. If found guilty, the company could be sue for compensatory damages which reimburse the employee for any damages, as well as punitive damages that could include financial penalties, and other severe consequences in order to prevent this behavior from happening again. Strategies to prevent law infringement during this phase include:
1. Avoiding designating specific gender, age, or any other protected category as part of the job announcement.
2. The job announcement should only deal with the characteristics of the work to perform, schedule, location and...