Employment Compliance Plan

To: Traci and Atwood and Allen Consulting
From: Carmella Demouchet
Re: Employment Law Compliance
Date: February 23, 2015
Subject: Employment Law Compliance Plan
A task of making an Employment Compliance Plan was assigned to me by Ms. Traci Goldberg for Landslide Limousine Service. The company plans to hire a total of twenty-five employees. The laws that I will provide to you today will protect the employees and the employers. We will discuss various federal and state laws. Because the employer wants to start the limousine service in Austin, Texas, we will discuss laws from that area. Here are some federal laws that we will discuss:
  * The Occupational Safety and Health Act (OSHA)
  * The Age Discrimination in Employment Act of 1967 (ADEA)
  * The Civil Rights Act of 1964
The Occupational Safety and Health Act (OSHA)
In 1970, this law was the main law that was passed in the United States. This law provided a safe and healthy workplace for employees. OSHA has a mission that guarantees the safety and well-being of all employees in a workplace by providing the employees with assistance, training, and educational classes. Small businesses were complaining about how the OSHA laws were too much, too complex, and costly to implement. In 1996, because of the concerns that small businesses were raising, there was a law passed called the Small Business Regulatory Enforcement Fairness Act (SBREFA). There were levied fines from violations of various amounts and these fines were decided on the severity of the violation (Small Business Regulatory Enforcement Fairness Act, n.d.)
The Age Discrimination Employment Act of 1967 (ADEA)
The rights of individuals that were forty years plus was protected through the Age Discrimination Act of 1967. The act does not pertain to employees, it pertains to people forty years plus whom is applying for a job. An employer cannot discriminate any individual or employee from being hired, promoted, and transferred, training, or lay...