Employment Law Compliance Plan

TO: Traci Goldeman, Manager

Atwood and Allen Consulting

FROM: Marylee Luther, HR Director of Clapton Commercial Construction

DATE: May 13, 2016

SUBJECT: Employment Law Compliance Plan

In regards to your call, my name is Marylee Luther and I am the HR Director at Clapton Commercial Construction. We’re looking at expanding our business to another state in Arizona, and we’d like your help getting our human resources department ready for the move. My understanding is that at Clapton Commercial Construction is planning to expand into Arizona and currently located in Detroit and it has 650 employees its plan is to add 20% in the new state. The employment compliance plan is being created to ensure the success of this particular business.

There are certain employment laws that are important to Clapton Commercial Construction and will implement it away from penalties. Every industry should always fulfill with the employment laws in order to not get penalized with excessive fines. Some of these are laws are purposely applied to firms, and are Federal laws which means that they are practical to any business located in the United States.  I will discuss four of the more applicable employment laws that Clapton Commercial Construction should be apprehensive about:

Employment Discrimination

Federal statute are in place to defend workers from favoritism by probable employers. Detailed acts and employment ordinance avert employers from discerning on the base of race, color, faith, religion, sexual category, age, disability, national basis, or sexual orientation. Employers must use watchfulness when hiring workers and cannot show favoritism against any one because he or she does not concur with the individuals’ individual choices. Title VII of the Civil Rights Act, the ADEA, the ADA, and the Employment Ordinance guard against favoritism in the place of work.

The American Disabilities Act

The American Disabilities Act of 1990 was enact to prevent employer from being judicious against disabled individuals. A disability may be bodily, mental, or medicinal, and the decision not to hire the person should not be on his or her disability. Employer may be tentative to hire individuals with disabilities based on inflexible biases. According to United States Department of Justice Civil Rights Division (2014), “Title I of the Americans with Disabilities Act of 1990 prohibits confidential employers, State and local government, employment agency and labor unions from discerning against qualified persons with disabilities in job application actions, employing, terminate, promotions, disburse, job teaching, conditions, and civil rights to work. The ADA covers employer with 15 or more staff, including State and local government. The Americans with Disabilities Act also applies to service agencies and to labor organization” (Information and Technical Assistance on the Americans with Disabilities Act). The American with Disabilities Act was amend in 2008.