Employment Law Compliance Plan

EMPLOYMENT LAW COMPLIANCE PLAN

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        The task here is to prepare an employment compliance plan for Bradley Stonefield, an entrepreneur currently interested in establishing a limousine service in Texas. Bradley intends to have up to 25 employees running the service within the first year of its operation. A comprehensive employment plan will thus help the firm to avoid non-compliance issues that may drag it into endless court battles or even closure of the business. The importance of employment laws to the success of businesses across the country and state of Texas is non-debatable. While compliance is largely a choice of the business owner, the effects of non-compliance are everything but pleasant. State and federal laws exists that guide employers on matters related to protecting the rights of employees. Of immense interest to this plan are such laws as the Age Discrimination in Employment Act of 1967, Occupational Safety and Health Act, the Texas Labor Code Anti-Discrimination Provisions and the Texas Minimum Wage Law.

        The Age Discrimination in Employment Act established in 1967 seeks to protect individuals aged 40 years and above from unnecessary discrimination based on their age. It covers both existing employees and those applying for employment opportunities. The Act as specified by the U.S. Equal Employment Opportunity Commission (2016), labels as illegal any actions or conditions that discriminate individuals based on their age with respect to any condition, term or employment privilege, inclusive of which are promotion, training, job assignment, firing, benefits, compensation and layoff. It thus renders unlawful actions that amount to refusal to hire or to discharge any individual, limiting, classifying or segregating employees in a manner that can or would deprive them of an employment opportunity or a reduction in the age of an employee.

        The law is applicable to companies that has or intends to hire in the upwards of 25 employees. It covers nearly everything that concerns business employment practices as pertains to the rights of an employee within the age context. Any failure by an organization to fulfil any condition set by this law is an excellent ground for the affected person to seek redress in a court of law. The court reserves the rights to award the affected employee any benefits equivalent to what he/she might have lost due to the discriminative actions of the employer. Since Bradley intends to hire up to 25 employees, it would be wise that Bradley be aware of this law and initiate measures aimed at curbing the occurrence of such consequences.

        Occupational Safety and Health Act, OSHA addresses safety concerns at work places within the U.S., hence is a federal law applicable to all states. Passed by the congress in 1970, the law ensures that work conditions in all institutions and businesses are free of such hazards as extreme heat or cold, unsanitary conditions, exposure to harmful chemicals, mechanical dangers and excessive noise levels. The act therefore espouses that it is the sole responsibility of the employer to avail a safe and healthy work environment for the employees. The mission of this act is to ensure the existence of safe and healthy workplaces through enforcement and setting of high quality standards majorly through education, training and assistance. Since coming to effect, OSHA has fined numerous businesses and institutions across the country for violating its regulations, with the fines differing based on the extent of severity of the violation.