Employment law compliance plan
HRM/531
August 16, 2013
Abstract
This paper shows different types of employment law and how they apply to organization or firm. It states what each law is and how employers need to comply with it to avoid money penalties, law-suits or even imprisonment. Furthermore, it states what the consequences are for noncompliance with each act and how to avoid it.
Employment law compliance plan
Bradley Stonefield is to open a limousine service called Landslide Limousines. His focus is to provide firs-class transportation in Austin, Texas. His goal is to have 25 employees within the first year. The task for this assignment is to identify applicable laws and consequences of noncompliance with those laws can lead to, and what must be followed or what is recommended to stay in compliance. There will be six employment laws discussed and they are: The American with disabilities Act of 1990 (ADA), The Age Discrimination in Employment Act of 1967 (ADEA), The Immigration Reform and Control Act of 1986 (IRCA), Family and the Medical Act of 1993, Sexual Harassment in the place of work and Minimum Wage Law.
The Americans with Disabilities Act of 1990 (ADA)
The ADA is a civil right law that prohibits discrimination based on disability (The American with Disabilities Act, 2000). The law protects people that have disabilities such as talking, seeing, hearing, or walking. ADA also protects those people who have been diagnosed with AIDS or HIV or people who has completed drug or alcohol rehabilitation. The ADA guarantees equal employment opportunity as well as public accommodations, transportation and State and local government services (ADA, 2006). Public accommodations by this meaning privately entity that owns place of public accommodation is obligated to have functional accommodations for people with disabilities. Some of the examples of accommodations are elevator access, access ramps, telephone with amps for hearing impaired...