Employment Law Compliance Memo
Atwood and Allen Consulting
Memo
To:
Traci Goldeman
From:
Robyn Bell cc: Bradley Stonefield
Date:
Re:
Employment Law Compliance Plan
In researching employment law compliance for Bradley’s limousine company there a four basic laws he would need to cover. I will discuss these four laws in more details throughout this memo. I will give a summary of each law and consequences of noncompliance for each.
First I would like to discuss employment discrimination. According to the Civil Rights Act of 1964 prohibits employers from discriminating based on race, color, religion, sex, and national origin (EEOC, 2014). For example, a person age 55 could receive offensive remarks about their age. There was a lady who worked for Federal Express she was …show more content…
The Equal Pay Act prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions (EEOC, 2014). An example, many years ago men were paid more than women. In most jobs today, it may not be publically know if companies are still doing this. Majority of the companies are paying equally for men and women. The Texas Minimum Wage Act requires most employer to pay their employees at least $7.25 which is the federal minimum wage. The Texas Minimum Wage Act requires employers to give earning statements; establishes minimum wage for non-exempt employees; and provide civil remedies for its violations. Most people who are not paid minimum are waitress/waiter they are paid a minimum rate along with …show more content…
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature (EEOC, 2014). For example, when men in the workplace may constantly call women out their name. A woman may take offense to it even if it is not directed to her in general. In this instance, it could be considered as a hostile work environment.
In closing, not being in compliance with these laws can cause major problems for your business, such as shutting you down. Breaking these laws could cost the company financially. Getting complaints to the EEOC could put your company under the microscope, and they may decide to put your company through an investigation process which could take months or years. You would want to avoid any type of lawsuits and negative publicity within your first 5 years of operations. In the best interest of a company that will excel, please follow the laws willing and
Memo
To:
Traci Goldeman
From:
Robyn Bell cc: Bradley Stonefield
Date:
Re:
Employment Law Compliance Plan
In researching employment law compliance for Bradley’s limousine company there a four basic laws he would need to cover. I will discuss these four laws in more details throughout this memo. I will give a summary of each law and consequences of noncompliance for each.
First I would like to discuss employment discrimination. According to the Civil Rights Act of 1964 prohibits employers from discriminating based on race, color, religion, sex, and national origin (EEOC, 2014). For example, a person age 55 could receive offensive remarks about their age. There was a lady who worked for Federal Express she was …show more content…
The Equal Pay Act prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions (EEOC, 2014). An example, many years ago men were paid more than women. In most jobs today, it may not be publically know if companies are still doing this. Majority of the companies are paying equally for men and women. The Texas Minimum Wage Act requires most employer to pay their employees at least $7.25 which is the federal minimum wage. The Texas Minimum Wage Act requires employers to give earning statements; establishes minimum wage for non-exempt employees; and provide civil remedies for its violations. Most people who are not paid minimum are waitress/waiter they are paid a minimum rate along with …show more content…
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature (EEOC, 2014). For example, when men in the workplace may constantly call women out their name. A woman may take offense to it even if it is not directed to her in general. In this instance, it could be considered as a hostile work environment.
In closing, not being in compliance with these laws can cause major problems for your business, such as shutting you down. Breaking these laws could cost the company financially. Getting complaints to the EEOC could put your company under the microscope, and they may decide to put your company through an investigation process which could take months or years. You would want to avoid any type of lawsuits and negative publicity within your first 5 years of operations. In the best interest of a company that will excel, please follow the laws willing and