Learning Team Reflection week 2 done
Week 2 Learning Team Reflection
Learning Team B
HRM/531 Human Capital Management
May 28, 2015
Dr. George Taylor III
Learning Team Reflection
This purpose of this paper is to briefly reflect on some leading guidelines and principles needed to operate a small business in Austin, Texas. This paper will also provide scenarios pertaining to how some businesses are currently operating using structural principles. This paper analyzes each process to determine how these necessary recommendations can be applied within the planning stages of this new business venture.
Principles and Strategies A number of guiding principles for Title VII compliance has been issued by the EEOC. Unfairness due to an employee’s religious beliefs, nationality, sex, and pregnancy are among some of these guidelines. Other guidelines include programs on affirmative action, the testing of employees, background investigations and selection procedures should all be considered when owning and operating a business. In order for our business to operate within these guidelines we have collaborated with a Human Resource Consulting Company to help strategically plan for any issues that may arise.
Applied Principles
Austin, Texas federal employment laws require a limousine driver to have a Class C driver’s license with a passenger endorsement. If a driver does not have proper licensing, the company and or individual will be subject to fees and penalties. With twenty five employees as a goal for the new venture, Title VII of the Civil Rights Act of 1964 must be considered when factoring employment laws. This title prohibits an employer from discriminating against an employee as it pertains to pay, hiring, promotion, job training, race, religion, sex, etc. The Equal Act Pay of 1963 should also be taken in consideration. All employees should be paid at their wage with no discrimination against sex or gender.
In similarity, the Age Discrimination Employment Act protects those employees that may be
Learning Team B
HRM/531 Human Capital Management
May 28, 2015
Dr. George Taylor III
Learning Team Reflection
This purpose of this paper is to briefly reflect on some leading guidelines and principles needed to operate a small business in Austin, Texas. This paper will also provide scenarios pertaining to how some businesses are currently operating using structural principles. This paper analyzes each process to determine how these necessary recommendations can be applied within the planning stages of this new business venture.
Principles and Strategies A number of guiding principles for Title VII compliance has been issued by the EEOC. Unfairness due to an employee’s religious beliefs, nationality, sex, and pregnancy are among some of these guidelines. Other guidelines include programs on affirmative action, the testing of employees, background investigations and selection procedures should all be considered when owning and operating a business. In order for our business to operate within these guidelines we have collaborated with a Human Resource Consulting Company to help strategically plan for any issues that may arise.
Applied Principles
Austin, Texas federal employment laws require a limousine driver to have a Class C driver’s license with a passenger endorsement. If a driver does not have proper licensing, the company and or individual will be subject to fees and penalties. With twenty five employees as a goal for the new venture, Title VII of the Civil Rights Act of 1964 must be considered when factoring employment laws. This title prohibits an employer from discriminating against an employee as it pertains to pay, hiring, promotion, job training, race, religion, sex, etc. The Equal Act Pay of 1963 should also be taken in consideration. All employees should be paid at their wage with no discrimination against sex or gender.
In similarity, the Age Discrimination Employment Act protects those employees that may be