Employment Law Compliance Plan
TO: Traci Goldeman, Manager, Atwood and Allen Consulting
FROM:
DATE: July 28, 2014
SUBJECT: Employment Law Compliance Plan
Hello Traci, per your email this week regarding a compliance plan of employment law, I have chosen to work with the small business owner, Bradley Stonefield and his limousine service in Austin, Texas.
Employment law guides employers on the federal, state, and local laws in place to regulate employers on the fair treatment of their employees. I have listed some of the most important employment laws that Mr. Stonefield will need to keep in mind when hiring his employees.
Civil Rights Act of 1964, Title VII
This law covers employers with at least 15 employees and protects them against discrimination based upon race, color, gender, national origin, and religion (Texas Workforce Commission, 2014).
Pregnancy Discrimination Act of 1978 (PDA)
Incorporated by amendment into the Title VII statute noted above, the PDA clarifies that pregnancy and related conditions are considered to be a subset of "gender" for discrimination law purposes; the law prohibits employers from treating women with pregnancy or related conditions any less favorably than other employees who have medical conditions that place a similar limitation on their ability to, or availability for, work (Texas Workforce Commission, 2014).
Age Discrimination in Employment Act of 1967 (ADEA)
This law covers employers with at least 20 employees and protects against discrimination based upon age against people who are age 40 or older (Texas Workforce Commission, 2014).
Americans with Disabilities Act of 1990 (ADA)
This law covers employers with at least 15 employees and protects against discrimination based upon disabilities, the perception of disabilities, or association with people with disabilities (Texas Workforce Commission, 2014).
Genetic Information Non-discrimination Act of 2009 (GINA)
This law covers...