Mr. Stonefield, When Developing an Employment Law Compliance Plan

Mr. Stonefield, when developing an employment law compliance plan for your new business as the owner of a limousine company based out of Austin, Texas it is important to illustrate the numerous employment laws in place to ensure the success of your company. Your goal is to have 25 employees within the first year of business. Included is valuable information regarding Employment Laws for your proposed limousine company “Landslide Limousines” as well as consequences from non-compliance and ways to become compliant and remain compliant with these laws. This memo will examine several employment laws and the penalties that can be enforced with noncompliance of these laws. The employment laws that will be addressed are specific to Texas as well as Federal laws governing the United States. The laws being covered are as follows: Title VII of the Civil Rights Act of 1964, Titles I and V of the Americans with Disabilities Act, The Age Discrimination in Employment Act of 1967, The Texas Labor Code Anti-Discrimination Provisions, The Immigration Reform and Control Act of 1986, and The Texas Minimum Wage Law.

Title VII of the Civil Rights Act of 1964 requires that you do not discriminate in your hiring process based on race, color, religion, sex or national origin. You are planning to hire more than 15 employees so must comply with Title VII of the Civil Rights Act of 1964. Non-compliance with this law could eventually result in a lawsuit filed by employees if he or she feels discriminated against. Knowledgeable on Title VII will help ensure that you and your hiring managers ask only appropriate questions during the interview process. Examples of topics to avoid are questions related to religion, birthplace and marital status.

The Americans with Disabilities Act prohibits discrimination based on qualified disabilities. The law requires employers to provide “reasonable accommodations” such as adjusting or modifying equipment, ensuring that interviews are held in assessable areas, and providing written materials in assessable formats to name a few. You however are required to make accommodations that would cause a significant cost or difficulty becoming compliant. Potential employees still have to meet all the requirements