Land Slide Limousine Employment Law Compliance Plan
Autor: rmbarbaro • February 20, 2016 • Research Paper • 960 Words (4 Pages) • 1,112 Views
TO: Traci Goldman
From: Racquel Barbaro
DATE: November 21, 2015
SUBJECT: Land Slide Limousine Employment Law Compliance Plan
In regards to your request, I have populated an employment law compliance plan for Bradley Stonefield. Our client will be opening a Limousine company, Land Slide Limousine, in Austin, Texas starting with a goal of 25 employees for the first year of business. This employment compliance plan was created for our clients understanding on law compliances as well as penalties for noncompliance. There are four employment laws I will discuss in this memo, Tittle V11 of Civil rights Act 1964, The Occupational Safety and Health Act, The Age Discrimination in Employment Act of 1967, and The Fair Labor Standards Act ( FLSA).
Tittle V11 of Civil rights Act 1964 pertains to all public and private employers who employ 15 or more workers. Under this law employers are prohibited (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin ("U.s Equal Employment Opportunity Commission", n.d.). Under this Act is also unlawful for employers to discriminate employees for making charges or testifying for enforcing this law. Equal Employment Opportunity Commission is made of a 5 board members that oversee all unlawful practices. Noncompliance of this act may result in replacement of employees with or without back pay, and pain and suffering severance package.
The Occupational Safety and Health Act is administered and ordered by the Occupational Safety and Health Administration (OSHA). The Act requires all private-sector employers to furnish a safe workplace, free of recognized hazards, to their employees, and requires employers and employees to comply with occupational safety and health standards adopted by the U.S. Department of Labor's OSHA division (Department of Labor, 2013). This Act aids in preventing workers from being injured or killed while working in the workplace. Under this Act employers must follow the rules of recordkeeping, reporting, notices, and posters. Any establishment that is covered by this Act is subject to inspections, programmed or unprogrammed, by OSHA compliance safety and health officers. This Act allows employees to file a complaint about safety and health conditions, along with keeping identities confidential from employers. If a complaint from an employee prompted the inspection, the employee or authorized employee representative may request an informal review of any decision not to issue a citation ( Department of Labor, 2013). Consequences of noncompliance with this Act could range from a warning to a one- year imprisonment sentence along with a $20,000 fine.
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