Employment Law Compliance Plan
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Employment Law Compliance Plan
HRM/531
Employment Law Compliance Plan
To: Traci Goldman
From:
Date:
Subject: Employment Laws
This memorandum is in regard to the request for an employee law compliance plan for Bradley Stonefield's limousine service in Austin, Texas. Mr. Stonefield's limousine service is expected to employ approximately 25 employees during the first year of service. The memorandum will discuss various local, state, and federal employment laws that affect the hiring and employment of individuals for the company. The memorandum will include the penalties and repercussions associated with violating any of the employment laws. Mr. Stonefield must adhere to all federal employment laws.
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 (Disabled World, n.d.).
Age Discrimination in Employment Act of 1967
According to the U.S. Equal Employment Opportunity Commission (2008), “The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of...
HRM/531
Employment Law Compliance Plan
To: Traci Goldman
From:
Date:
Subject: Employment Laws
This memorandum is in regard to the request for an employee law compliance plan for Bradley Stonefield's limousine service in Austin, Texas. Mr. Stonefield's limousine service is expected to employ approximately 25 employees during the first year of service. The memorandum will discuss various local, state, and federal employment laws that affect the hiring and employment of individuals for the company. The memorandum will include the penalties and repercussions associated with violating any of the employment laws. Mr. Stonefield must adhere to all federal employment laws.
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 (Disabled World, n.d.).
Age Discrimination in Employment Act of 1967
According to the U.S. Equal Employment Opportunity Commission (2008), “The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of...