Employment Law Compliance Plan Hrm 531
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Employment Law Compliance Plan
Jane Winter
03/07/2015
HRM/531
Les Cosgrove
Confidential Memorandum |
Date: | March 7, 2015 |
Subject: | Employment Law Compliance Plan |
From: | Tracy Goldeman |
Company: | Atwood and Allen Consulting |
To: | Marylee Luther |
Company: | Clapton Commercial Construction |
First of all I would like to congratulate Clapton Commercial Construction for their expansion into the Arizona market. The purpose of my memo is simply to go over some employment laws with you, so your transition goes smoothly. I also want to be sure you have all the information you need to be compliant at both the state and Federal level. I will first go over some Federal Laws that you are likely familiar with as well as some laws unique to Arizona.
Federal Law Title VII
Cascio (2013) states “Title VII is the most important EEO law because it contains the broadest coverage, prohibitions and remedies" (p.83). Title VII makes it unlawful for employers to discriminate based on sex, age, race, color, or national origin. The law includes all public and private sector employers to comply that have over 15 employees. Since you will be adding over 30 people to your workforce in Arizona, you will fall into this category and will be responsible for knowing and comply with all provisions. There are few exceptions so you may wish to review the law to assure compliance. Private employers can be responsible for up to 50,000 for failure to do so.
The Americans Disability Act (ADA)
The ADA makes it unlawful to discriminate against "qualified individual with a disability" (Cascio, 2013, p.111. A person is protected from discrimination if they are fundamentally able to perform the job. This includes with or without reasonable accommodation. The law was enacted to protect people from discrimination in employment as well in transportation and public access. This law applies to all employers with 15 or more employees. The EEOC (Equal Employment...
Jane Winter
03/07/2015
HRM/531
Les Cosgrove
Confidential Memorandum |
Date: | March 7, 2015 |
Subject: | Employment Law Compliance Plan |
From: | Tracy Goldeman |
Company: | Atwood and Allen Consulting |
To: | Marylee Luther |
Company: | Clapton Commercial Construction |
First of all I would like to congratulate Clapton Commercial Construction for their expansion into the Arizona market. The purpose of my memo is simply to go over some employment laws with you, so your transition goes smoothly. I also want to be sure you have all the information you need to be compliant at both the state and Federal level. I will first go over some Federal Laws that you are likely familiar with as well as some laws unique to Arizona.
Federal Law Title VII
Cascio (2013) states “Title VII is the most important EEO law because it contains the broadest coverage, prohibitions and remedies" (p.83). Title VII makes it unlawful for employers to discriminate based on sex, age, race, color, or national origin. The law includes all public and private sector employers to comply that have over 15 employees. Since you will be adding over 30 people to your workforce in Arizona, you will fall into this category and will be responsible for knowing and comply with all provisions. There are few exceptions so you may wish to review the law to assure compliance. Private employers can be responsible for up to 50,000 for failure to do so.
The Americans Disability Act (ADA)
The ADA makes it unlawful to discriminate against "qualified individual with a disability" (Cascio, 2013, p.111. A person is protected from discrimination if they are fundamentally able to perform the job. This includes with or without reasonable accommodation. The law was enacted to protect people from discrimination in employment as well in transportation and public access. This law applies to all employers with 15 or more employees. The EEOC (Equal Employment...