Employment Law Case Study
Employment Law Brief
The Clapton Commercial Construction Company located in Detroit, Michigan, is planning to expand its business into the state of Arizona. It is a medium-sized company with 650 employees and possibly increasing an additional 20% in the new state. Prior to the move, the human resources (HR) department must be aware of applicable employment laws that may affect the business. Outlined below are brief summaries and consequences for noncompliance of the following employment laws: Title VII of the Civil Rights Act of 1964, the Immigration Reform and Control Act (IRCA), the American with Disabilities Act of 1990 (ADA), and the Fair Labor Standards Act of 1938, as amended (FLSA).
Relevant …show more content…
Failure to comply with Title VII exposes the employer to both civil and criminal lawsuits with possible outcomes of fines, compensatory and punitive damages, or even imprisonment. The company may also have to reinstate or promote the affected employee. In 1991, the Act amended several statues enforced by the EEOC. Parties were able to obtain jury trials and recover compensatory and punitive damages with cases involving intentional discrimination. The Act also placed monetary caps for future cases based on size of the company. Another provision was enforcement of those American controlled companies …show more content…
Department of Labor governs many employment laws and the EEOC deals with those laws specifically with regard to discrimination in the workplace. Many laws are intricate and can be confusing without an HR section to clarify all aspects of the laws and protect the business from liability. Failure to comply with federal, state, or local employment laws can have a negative impact on a business. Employers are vulnerable to both civil and criminal lawsuits with possible outcomes of fines, compensatory and punitive damages, or even imprisonment. The HR section must take action to protect the business by informing managers and employees of employments laws. One simple action is to post all applicable laws in a common are for all to see. The aforementioned employment laws are just a few examples in which a business must consider. This employment law compliance plan will assist the expansion planning for the Clapton Commercial Construction
The Clapton Commercial Construction Company located in Detroit, Michigan, is planning to expand its business into the state of Arizona. It is a medium-sized company with 650 employees and possibly increasing an additional 20% in the new state. Prior to the move, the human resources (HR) department must be aware of applicable employment laws that may affect the business. Outlined below are brief summaries and consequences for noncompliance of the following employment laws: Title VII of the Civil Rights Act of 1964, the Immigration Reform and Control Act (IRCA), the American with Disabilities Act of 1990 (ADA), and the Fair Labor Standards Act of 1938, as amended (FLSA).
Relevant …show more content…
Failure to comply with Title VII exposes the employer to both civil and criminal lawsuits with possible outcomes of fines, compensatory and punitive damages, or even imprisonment. The company may also have to reinstate or promote the affected employee. In 1991, the Act amended several statues enforced by the EEOC. Parties were able to obtain jury trials and recover compensatory and punitive damages with cases involving intentional discrimination. The Act also placed monetary caps for future cases based on size of the company. Another provision was enforcement of those American controlled companies …show more content…
Department of Labor governs many employment laws and the EEOC deals with those laws specifically with regard to discrimination in the workplace. Many laws are intricate and can be confusing without an HR section to clarify all aspects of the laws and protect the business from liability. Failure to comply with federal, state, or local employment laws can have a negative impact on a business. Employers are vulnerable to both civil and criminal lawsuits with possible outcomes of fines, compensatory and punitive damages, or even imprisonment. The HR section must take action to protect the business by informing managers and employees of employments laws. One simple action is to post all applicable laws in a common are for all to see. The aforementioned employment laws are just a few examples in which a business must consider. This employment law compliance plan will assist the expansion planning for the Clapton Commercial Construction