Discuss the work you completed for your client this week. Your discussion should include the principles and strategies that apply to your business and those that can apply to each member's business.
Prepare a 350- to 1,050-word paper detailing the findings of your discussion.
THEN my assignment i did was the following
HRM/531 Human Capital Management
To: Bradley Stonefield
Landslide Limousine Service Austin, Texas
From: Atwood and Allen Consulting
Subject: Employment Law Compliance Plan
As per the conversation, the formulation of an employment law compliance plan is the request. Mr. Bradley is planning to start a limousine service in Austin, Texas. The goal is to have 25 employees within the first of the year of business.
This memo will provide a description of the employment laws and how they should be applied in the company. A brief description of penalties that may arise for noncompliance of the various laws will be evident in the content of the memo. To remain in compliance, it is necessary for the company to abide by the laws. The purpose of the memo is to identify five laws that will affect the limousine service located in Austin, Texas.
1. Age Discrimination in Employment Act of 1967
2. Immigration Reform and Control Act of 1986
. Americans with Disabilities Act of 1990
4. Family and the Medical Leave Act of 1993
5. Sexual Harassment in the Place of Work
Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967 requires employees to avoid employment discrimination against anyone at least 40 in the United States (Employment Law Firms, 2013). The Civil Rights Center of the United States organized the law to encourage employment of older individuals by creating independence. The Act covers basic compensations plans, terms and conditions of jobs, and other privileges of employment. The Act enforces to employer's not to refuse the hiring process to the elderly. The law forbids employer's to prevent or ignore the capability of older employees because of age. An employee has the right to file a grievance against the employer. Employers are required to pay penalties according to the Government rule and the court expenditure of the employee (Employment Law Firms, 2013).
Immigration Reform and Control Act of 1986
The Immigration Reform and Control Act of 1986 plan is to reduce the number of undocumented immigrants entering the United States for permanent settlement (Fix, and Passel, 2013). The Act required additional resources to join the Border Patrol Enforcement to control the movement of immigrants to the United States. Penalties were imposed to employer's providing employment opportunities to the undocumented employees to discourage illegal immigration. The Act required businesses, such as merchandise companies, hotels, workshops, and general stores hiring undocumented individuals and legalizing the undocumented population settling in the United States. Businesses who are noncompliant with this law result in penalties, such as civil fines, criminal penalties, and prevention from government contracts. Court orders require payments from back pay to the individual's involved in the discrimination. Courts require employers to hire individuals involved in discrimination cases (Fix, Passel, 2013).
The Americans with Disabilities Act of 1990
The American with Disabilities Act of 1990 is meant for businesses that discriminate against qualified applicants from employment opportunity because of a disability (United States Department of Labor, 2013). Disabilities include walking, talking, hearing, seeing, and learning. The object of the law is to protect persons with disabilities by providing equal employment opportunities. The law extends protect to individuals diagnosed with HIV or AIDS and individuals who have completed drug and alcohol rehabilitation programs. The company is required to provide employees with disabilities different accommodations, such as elevators, access ramps, and hearing impaired telephones. Companies, not in compliance with this law may receive civil penalties, such as $55,000 fine for first violations and $110,000 for each subsequent violation. If the company is cited for different types of major noncompliance, it could cause warranty compulsory and punitive damages (United States Department of Labor, 2013).
Family and the Medical Leave Act of 1993
The Family and the Medical Leave Act of 1993 requires employers to provide unpaid job protected leaves to employees in case of emergency medical for both family and personal (United States Department of Labor, 2013). Medical reasons include family and individual during illnesses for foster care children and family military leave. Employers are required to provide insurance coverage during the medical leave for the family and employee. The Act entitles employees to a total of 12 workweeks of leave in a 12-month period. Noncompliant businesses have to report to the Wage and Hour Division of United States Department of Labor with proper explanation for not extending the requirements to the employee during medical leave. If the business is not able to generate a report, the company is penalized with a $110 fine (United States Department of Labor, 2013).
Sexual Harassment in the Place of Work
The Sexual Harassment in the Place of Work Act provides a safe and free from sexual harassment environment in the work place for employees in the United States (United States Department of Labor, 2013). The Act defends sexual harassment toward employees in the workplace. Sexual harassment activities include unusual behavior by management toward employees pertaining to performance and misconduct toward decisions or ideas of an employee. If an employee reports sexual harassment activities, the courts will take serious action on the employer. The companies state law department provides a serious warning to the company, and if the issues continue, the enquiry commission will actuate on the employer (United States Department of Labor, 2013).
Various employment compliance laws are outlined in the memo. Please review each compliance law before initiating an organization plan. The company should provide equal opportunity to employees during the requirement process even though an employee may have a physical disability. Avoid age discrimination factors for the Landslide Limousine Service Austin, Texas. Provide equal employment opportunity to people at least age 40. Avoid providing employment service to undocumented or illegal immigrants causing an increase in population, in the United States.
It is important to provide medical coverage to employees in cases of emergency. Necessary steps must be taken to prevent the company from different kinds of sexual harassment. It is important to seek support from local law or administrative agencies during the planning of the Landslide Limousine Service Austin, Texas. Atwood and Allen Consulting are pleased to extend the new business venture support.Sincerely,