Employment Law and Compliance

Employment Law and Compliance

Employment Law Compliance Plan
Rafeek Mohamed
June 28, 2014
University of Phoenix

Employment Law Compliance Plan

TO: Traci Goldeman
FROM: Rafeek Mohamed
DATE: June 28, 20143
SUBJECT: Employment Laws

As per your request, I will prepare an employment law compliance plan for a Mr. Bradley Stonefield of Landslide Limousines. From my understanding, Mr. Stonefield is planning to open a limousine service company in Austin Texas. Landslide Limousines will be employing approximately 25 employees in the first year of operation.
I will discuss the employment laws and how these laws are enforced relating to Landslide Limousines. I will also discuss the serious nature of each law pertaining to noncompliance. Organizations must follow the employment laws in order to be in compliance and to avoid all necessary legal or disciplinary actions that may relate to noncompliance. In this memo I will be discussing five employment laws. They are as follows: The National Labor Relations Act (NLRA), The Americans with Disabilities Act (ADA), The Family and Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA), and The Fair Credit Reporting Act (FCRA).
Most employers are not aware that they are subject to the requirements of The National Labor Relations Act law even if they don’t have any unionized employees. This law protects far more employees than that just of a union. With only a few exceptions, the NLRA is applicable to all employers engaged in interstate commerce. Under the NLRA, employees can organize (join a union) and bargain collectively with their employer, or to refrain from such activity. Employers and unions have rights under the act as well. Noncompliance issues of the NLRA is enforced by the National Labor Relations Board (NLRB).  Employers with more than one employee is subject to NLRA. Some industries that exempted under the NLRA are railroads, airlines, agriculture and government.
The Americans with Disabilities...

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