Employment Law Memo

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This memo will describe the employment law compliance plan I made for Bradley Stonefield. He’s going to open a limousine service company named Landslide Limousine in Austin, Texas. He plans to hire twenty-five employees in the first year. This Employment law compliance plan will make him aware of most relevant employment laws and consequences of noncompliance with said laws. All employment laws federal, state and city level are designed to protect employees legal rights. They make sure employees are treated well and provide guidelines to the employers on how to treat their employees. So, it’s extremely important for an entrepreneur to be aware of laws and consequences for noncompliance. Following are some most relevant Federal, state,…show more content…
Equal Employment Opportunity Commission (n.d.) website states that “Any person who willfully violates any of the provisions of section 215 [section 15] of this title shall upon conviction thereof be subject to a fine of not more than $10,000, or to imprisonment for not more than six months, or both.“ The Age Discrimination in Employment Act of 1967 (ADEA) The 1967Age Discrimination in Employment Act (ADEA) protects the rights of individuals who are 40 year old or above from employment discrimination based on age. Some states do have laws that protect younger workers from age discrimination, but state the of Texas has no such law for younger workers. This law implies to private employers with fifteen or more workers The Texas Workforce Commission (2011, so it will apply to Landslide Limousine. We anticipate that he is going to hire employees aged 40 or more, so it’s very important for him to be in compliance with this law. If a court finds that an employer has violated ADEA, the employer may be penalized by any or all of these - Pay the employee all wages, benefits, and other forms of compensation lost as a result of the discrimination (Guerin, 2015). Take action to remedy the effects of the discrimination by, for example, reinstating or promoting the employee. Pay the employee's court costs and attorney…show more content…
Family and Medical Leave Act (FMLA) According to United States Department of Labor (n.d.), “The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.” Eligible employees are entitled to twelve workweeks of leave in a 12-month period for the birth of a child and to care for the newborn child or adopted child. To care for a child, spouse, parent or a serious health condition that makes employee unable to perform the essential functions of his or her job. The Civil Right Act of 1964 This act, signed into law by President Lyndon Johnson on July 2, 1964, prohibited discrimination in public places, provided for the integration of schools and other public facilities, and made employment discrimination illegal. This document was the most sweeping civil rights legislation since Reconstruction. This act protects the right of the employees and under this act the employers cannot discriminate the individuals on the basis of religion, sex, color, race,

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