Riordan Corporate Compliance Plan

Riordan Corporate Compliance Plan

“Riordan Manufacturing was founded in 1991 with prizes patent of the transformation of the substrate plastic strong polymers with a basis of 550 employees and a $46 million projected revenue, (University of Phoenix, 2003).” Riordan Manufacturing is a research driven, innovative company. They manufacture items in the plastic industry such as plastic bottles, heart valves and parts for automobiles, aircraft and more. Riordan owns multiple patents and strives to preserve long term relationships. They do this by maintaining quality controls, innovative solutions, a very responsive business attitude and reasonable pricing.

Riordan Manufacturing has recently suffered some changes in their marketing and production areas of the organization. These changes have now begun to affect employee retention numbers and in order for the company to succeed they need to care for the heart of the company, the employees.

The management is concerned that the employees may seek employment elsewhere due to low wages, conflicts of opinions and low chances for advancement. They are also concerned that when the employees do find employment elsewhere that they may have retained some private information and may share it with the competitors. Riordan needs to quickly figure out what the issues are because they have already lost a few of the management employees.

In order for Riordan to be able to keep a sustainable organization, they need to maintain their employees so they will have a strong team of staff. Riordan follows and complies with all of the local, state, federal and international laws. These laws are the ones that pertain to conducting business anywhere in the world and make Riordan a strong company.

Riordan maintains a diversified work force. They do not discriminate against any individual that either is employed by them or seeking employment with them. Riordan abides by the items that are outlined in Title VII of the Civil Rights Act of 1964. The upper management and directors at Riordan are very careful about discriminating against any protected class of people. Riordan could be held liable if it is found out that any upper management or director has violated the Title VII discrimination laws.

Riordan should select employees based on each one’s qualifications. They also should treat each individual equally in order to avoid any risk of discrimination charges being filed. The management should also be trained in sexual harassment and should stay up to date with all of the changes that may come about with them. This training should be updated at least yearly, if not quarterly, as the laws are ever changing.

Riordan also has a legal responsibility to provide safe working conditions for its employees. This is done by Riordan adhering to The Occupational Safety and Health Act (OSHA) guidelines. This will not only keep the organization and