Employment Laws Compliance Plan
January 19, 2015
To: Traci Goldman
From: Tamekki Davis
Date: January 19, 2015
Subject: Employment Law Compliance Plan
Dear Ms. Goldman,
As stated in your request, I will be formulating an employee law compliance plan for Ms. Luther’s business expansion plan. It is my understanding that the company is planning to expand the business into Arizona. The business currently operates in Detroit, Michigan with 650 employees. The company plans to add roughly 20% new employees in the new state. I will be discussing the employment laws that are most relevant to the client as well as penalties for non-compliance. There are many laws that govern employment issues, but I will focus on the ones that this type of business needs to be sure that their employees are in compliance to. They are as follows: The Age Discrimination in Employment Act of 1967, The Family Medical Leave Act of 1994, Title VII of the Civil Rights Act of 1964, and The Equal Pay Act of 1963.
The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals that are 40 years of age and older from discrimination based on age. Under this law, it is illegal to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment (EEOC, 2014). It is also unlawful to retaliate against an individual; for opposing employment practices that discriminate based on age or for filing an age discrimination charge (EEOC, 2014). The ADEA applies to any business that employs 20 or more employers (EEOC, 2014). Companies can be guilty of age discrimination unintentionally. With this being a construction job, it’s understandable why hiring managers would seek out younger people to perform the job functions. Age should not be a factor for conditions of employment, however; there should be a diverse age of employees. Age discrimination is not only...