Employment Law Compliance Plan
Autor: solospirit29 • January 27, 2015 • Research Paper • 1,241 Words (5 Pages) • 1,280 Views
Employment law compliance plan
HRM/531 human capital management
January 12, 2015
To: Bradley stonefield
From: Atwood and Allen consulting
Date: January 12, 2015
Subject: employment law compliance plan
The conversation between the consulting service and Mr. Bradley suggests that there is planning to start the limousine service in Austin, Texas. Within the first year of the service there is clear stated goal of at least 25 employees in the first year of business.
This memo is written to clearly provide the description about the various types of the employment laws and how they should be applied in the company. There should be strict discipline in following the laws and provision of penalties are always there in case of non- compliance of those laws. It is always necessary to strictly abide the laws to maintain compliance of the company laws. There can be many laws which can be evaluated but the most important laws which will influence the limousine service in Austin, Texas are being discussed in details in this particular memo. In order to protect the company from legal issues , several state and federal laws need to be strictly followed and some of those laws and acts are mentioned to which the limousine services are strictly needed to adhere .
1. . The equal pay Act of 1963Age
2. title VII of the civil rights of 1964
3. Discrimination in Employment Act of 1967
4. Immigration Reform and Control Act of 1986
5. Americans with Disabilities Act of 1990
6. Family and the Medical Leave Act of 1993
7. Sexual Harassment in the Place of Work
8. Texas minimum wages Act.
The Equal Pay Act of 1963 (EPA)
This act was introduced to combat the discrimination between male and female and was such an important act for protecting the rights of females. As per this law, equal pay is to be granted to the male and females who are doing substantially similar work in terms of working conditions, responsibility, skills and effort (cascio, 2013). This pay is applicable for hourly basis as well as on salary and also includes overtime, investment plans and bonus. In other words, both male and female will be treated equally in case of mode of payment. It is also not limited to hotel accommodations, life insurance policies and other benefits. This equal pay act is administered by the Equal Employment Opportunity Commission (EEOC) and it is essential for any form of business of any dimension.
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