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, as well as Austin city employment laws very organization must follow:
• The Equal Pay Act of 1963
• The Age Discrimination in Employment Act of 1967 (ADEA)
• Family and Medical Leave Act (FMLA)
• The Civil Right Act of 1964
• The Texas Labor Code Anti-Discrimination Provisions
• Austin City Ordinance No. 20120426-063
The Equal Pay Act Of 1963
This act was signed into law by President John F Kennedy on June 10, 1963. This act made it illegal to pay men and women working in the same place different salaries for similar work National Park Service (n.d.). The EPA is still relevant today because in 2013 women earn on an average seventy-seven percent of what men make Re:Gender (2015).
The U.S. 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...