Clapton Commercial Construction and Employment Laws in Arizona Essay

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To: Marylee Luther, HR director for Clapton Commercial Construction From: , Liaison for Traci Goldeman of Atwood and Allen Consulting Date: May 7, 2014 Subject: Employment Laws in Arizona Marylee, congratulations on your company’s expansion and welcome to Atwood and Allen Consulting! My name is XXXXXX and I am one of the liaisons for Traci Goldeman. This memo is to help you understand some of the laws that will need to be addressed in the state of Arizona, and what the consequences are for non-compliance as well as recommendations on how to comply with the laws. The following list is a brief description of the laws that might affect your company, but not all inclusive. If you have additional questions, please feel free to contact us for further explanations. We are always willing to help our clients! As with any business, large or small, there are many laws that are important. These include; the Age Discrimination Employment Act (ADEA), which covers employees that are over the age of 40, the American Disabilities Act (ADAA), which covers employees with disabilities, the Civil Rights Act of 1964 (CRA), which outlaws discrimination based on race, color, religion, sex, or national origin, the Employee Retirement Income Security Act (ERISA), which covers benefits for employees, the Equal Pay Act (EPA), which covers pay standards for both men and women equally. In addition, there are: the Fair Labor Standards Act (FLSA), which covers fair labor practices for employees, including a safe working environment as well as the working conditions, the Family Medical Leave Act (FMLA), which covers employees needing to take time off for themselves or their families, the Health Insurance Portability Accountability Act (HIPAA), which covers public information protection for the employees and customers, the Immigration Reform and Control Act (IRCA), which requires employers to

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