Atwood And Allen Consulting Labor Laws 2
Atwood and Allen Consulting
James Burkett
University of Phoenix
Human Resources Management
HRM 531
Dr. Johnson
March 15, 2015
Atwood and Allen Consulting
Introduction
In this week’s assignment, I will look at the following three scenarios and assist the clients in complying with both state and federal laws that govern how they are organized and run. I will assist the following clients.
A small business owner in a limousine service doing business in Texas.
A Human Resources Director of a medium sized construction company that wants to open up operations in Arizona.
A Human Resources representative with a large hotel that wants to expand its operations into the country of India.
Landslide Limousines as a small business client. Bradley Stonefield wants to open a “first-class” limousine service in Austin, Texas as an on-going concern. He projects that there will be 25 employees hired at the outset. He will organize as a small business and he will be subject to state and federal laws in the recruitment and retention of drivers, as well as licensing requirements that will be determined by the state of Texas. The labor market conditions will help dictate which federal and state laws will be used. The limousine service will have to comply with a number of federal employment laws. First, Title VII of the Civil Rights Act of 1964 (Cascio, 2013, p.83) prohibits the discrimination in hiring and promotions based on race, color, religion, and sex of the applicant. In very narrowly defined situations, an employer is permitted to discriminate on the basis of a protected trait where the trait is a bona fide occupational qualification (BFOQ) reasonably necessary to the normal operation of that particular business or enterprise. Title VII reinforces the protections under the Thirteenth and Fourteenth Amendments to the U.S. Constitution. In addition, the Age Discrimination in Employment Act (ADEA) of 1967 was passed and put into place to help protect and hire
James Burkett
University of Phoenix
Human Resources Management
HRM 531
Dr. Johnson
March 15, 2015
Atwood and Allen Consulting
Introduction
In this week’s assignment, I will look at the following three scenarios and assist the clients in complying with both state and federal laws that govern how they are organized and run. I will assist the following clients.
A small business owner in a limousine service doing business in Texas.
A Human Resources Director of a medium sized construction company that wants to open up operations in Arizona.
A Human Resources representative with a large hotel that wants to expand its operations into the country of India.
Landslide Limousines as a small business client. Bradley Stonefield wants to open a “first-class” limousine service in Austin, Texas as an on-going concern. He projects that there will be 25 employees hired at the outset. He will organize as a small business and he will be subject to state and federal laws in the recruitment and retention of drivers, as well as licensing requirements that will be determined by the state of Texas. The labor market conditions will help dictate which federal and state laws will be used. The limousine service will have to comply with a number of federal employment laws. First, Title VII of the Civil Rights Act of 1964 (Cascio, 2013, p.83) prohibits the discrimination in hiring and promotions based on race, color, religion, and sex of the applicant. In very narrowly defined situations, an employer is permitted to discriminate on the basis of a protected trait where the trait is a bona fide occupational qualification (BFOQ) reasonably necessary to the normal operation of that particular business or enterprise. Title VII reinforces the protections under the Thirteenth and Fourteenth Amendments to the U.S. Constitution. In addition, the Age Discrimination in Employment Act (ADEA) of 1967 was passed and put into place to help protect and hire
References: (2006). All About OSHA (Latest Edition ed.). OSHA 3302-06N Washington, D.C.: US Department of Labor. Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.). Boston, MA: McGraw-Hill/Irwin. Ministry of Labour and Employment, Retrieved from Government of India: 2015, http://www.labour.nic.in Seven Priorities for EPA’s Future. (May 2010). Retrieved from www.epa.gov Shields, J., & Campbell, D. C. (2001). A Study of Non-Subscription to the Texas Workers Compensation System. Retrieved from http://www.iaiabc.org/files/public/Texas