HRM 531 Week 2 Employment Law Complianc

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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 in her mid 50’s to 60’s. She had been with the company for over 20 years. Employees would tease her and tell she was too old to do the job. Another example an older gentlemen he sometimes used a cane, but a lot of people assume he could not do his job because he had problems with his legs, and he was close to 70. Those two examples are considered age discrimination. The Age Discrimination in employment Act does not protect applicants or employees who are younger than 40 years of age (Welte, 2014). If the company is not in compliance with this law it could lead to an investigation with the EEOC if someone files a complaint. The complaint if founded could result in a lawsuit. Some larger companies may decide to settle outside of court to keep it out of the media. Second, I would like to address Titles I and V Disabilities Act of 1990. This law prohibits employers from discriminating against people with disabilities (EEOC, 2014). All business should accommodate people with disabilities even when they are applying for employment. An example say you call someone for an interview. At closing of the interview, they tell you they will need accommodations because they are in a wheelchair. If your company does not have...
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