Employee Law Compliance Plan

Employment Law Compliance Plan

HRM/531

July 1, 2013

EMPLOYMENT LAW COMPLIANCE PLAN - LANDSLIDE LIMOSINE

TO: Bradley Stonefield – Landslide Limosine

FROM: Insert Name – Atwood and Allen Consulting

DATE: July 1, 2013

SUBJECT: Employment Law Compliance Plan

My name is Insert Name. I am an employee at Atwood and Allen Consulting and was tasked by Traci Goldeman to gather all of the pertinent information regarding Employment Laws for your proposed limosine business. As per your discussion with Traci, I have included applicable employment laws. I have also included consequences of non-compliance with those laws as well as ways to become and remain compliant.

Hiring

Since you plan to hire more than 15 employees, you are required to comply with Title VII of the Civil Rights Act of 1964. This law requires that you do not discriminate in your hiring process based on race, color, religion, sex or national origin. Non-compliance with this law could result in a lawsuit being filed by the prospective employee if he or she feels that they were discriminated against. Ensure that you and your hiring managers are knowledgeable on Title VII and ask only appropriate questions during the interview process. Question related to religion, birthplace and marital status are some examples of items to avoid.

The Americans with Disabilities Act is a law that prohibits discrimination based on qualified disabilities. It also requires employers to provide “reasonable accommodations” such as providing written materials in assessable formats, ensuring that interviews are held in assessable areas and adjusting or modifying equipment, policies and procedures. You are not required to make accommodations that would cause undue hardship such as significant difficulty or cost. Potential employees must still meet the basic requirements of the job such as education, training, licenses, etc. Consequences of non-compliance are similar to those listed prior. Compliance...