Hrm/531 Employment Law Compliance Plan Paper
Employment Law Compliance Plan
Kyle Stewart
HRM/531
Dec. 20/2014
Dr. Kristine Pak
MEMORANDUM
TO: Traci Goldman
FROM: Kyle Stewart
DATE: 12/20/14
Subject: Employment Laws
In response to your request I was able to create an employment law compliance plan for a Mr. Bradley Stonefield. Mr. Stonefield is planning to open a limousine service in Austin, Texas. The first year plan is for 25 employees. This memo will examine the employment laws and how they are applied. In addition, the penalties associated with noncompliance will also be addressed in this memo. There can be numerous consequences, if employment practices are not in compliance with employment laws. There will be five employment laws I will address in this memo. They are as follows: The Age Discrimination in Employment Act, The Immigration Reform and Control Act, The Americans with Disabilities Act, Family and the Medical Leave Act, and Fair Labor Standards Act.
The Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, …show more content…
A job of comparable pay must be available to them when they come back to work. According to the Department of Labor, qualified medical and family reasons include: personal or family illness, family military leave, pregnancy, adoption, or the foster care placement of a child. However, due to the federal FMLA being applicable to employers of 50 or more employees, Mr. Stonefield will not have to worry about FMLA until he reaches that level of employees. Texas also does not have a lower threshold for amount of employees an employer must have to be accountable for
Kyle Stewart
HRM/531
Dec. 20/2014
Dr. Kristine Pak
MEMORANDUM
TO: Traci Goldman
FROM: Kyle Stewart
DATE: 12/20/14
Subject: Employment Laws
In response to your request I was able to create an employment law compliance plan for a Mr. Bradley Stonefield. Mr. Stonefield is planning to open a limousine service in Austin, Texas. The first year plan is for 25 employees. This memo will examine the employment laws and how they are applied. In addition, the penalties associated with noncompliance will also be addressed in this memo. There can be numerous consequences, if employment practices are not in compliance with employment laws. There will be five employment laws I will address in this memo. They are as follows: The Age Discrimination in Employment Act, The Immigration Reform and Control Act, The Americans with Disabilities Act, Family and the Medical Leave Act, and Fair Labor Standards Act.
The Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, …show more content…
A job of comparable pay must be available to them when they come back to work. According to the Department of Labor, qualified medical and family reasons include: personal or family illness, family military leave, pregnancy, adoption, or the foster care placement of a child. However, due to the federal FMLA being applicable to employers of 50 or more employees, Mr. Stonefield will not have to worry about FMLA until he reaches that level of employees. Texas also does not have a lower threshold for amount of employees an employer must have to be accountable for