HRM 531 Week 2 Memo Landslide Limo
TO: Bradley Stonefield, Owner
FROM: Alexis Valdez
DATE: March 19, 2015
SUBJECT: Employment Law Compliance Plan
As per your conversation with Traci regarding Landslide Limousine, a company which is projected to have 25 employees within the first year of operations, the following memo will outline some of the federal and state employment laws relevant to the operation of Landslide Limousine, as well as potential consequences of non-compliance.
A vital law of relevance to all employers is the Fair Labor Standards Act (FLSA), which has the current minimum wage listed as $7.25 per hour. This law requires that there is a poster visible ...view middle of the document...
When Landslide Limousine begins hiring employees, a screening of potential employees will take place in order to ensure that every person hired is a good representative of the company image. When selecting, and then subsequently managing, these prospective employees, it is important to strictly adhere to Title VII of the Civil Rights Act of 1964. The law, enforced by the Equal Employment Opportunity Commission (EEOC), prohibits discrimination based on race, religion, color, sex, or national origin, requires an employer to provide reasonable accommodations for employee’s religious beliefs, and prohibits retaliatory action against any employee involved in a discrimination action against the company.
The EEOC enforces other applicable, discrimination based employment laws which prohibit against discrimination against the mentioned individuals who are otherwise qualified for employment: the Americans with Disabilities Act (ADA), The Pregnancy Discrimination Act, and The Age Discrimination in Employment Act (ADEA). They also enforce the Equal Pay Act of 1963 (EPA), which prevents men and women from receiving different pay for performing the same type of work.
Should the EEOC find you are in non-compliance with any of these...