Employment Law Compliance Plan

Employment Law Compliance Plan
Ted R Harris
HRM/531 - Human Capital Management
March 20, 2014
Natalie Howard

To: Traci Goldman, Manager
      Atwood and Allen Consulting

From: Ted R. Harris

Date: March 20, 2014

Subject: Employment Law Compliance Plan – Clapton Commercial Construction

Ms. Goldman,

Per your instruction, I have prepared an employment compliance plan for a Ms. Marylee Luther. Ms. Luther is the Director of Human Resources for Clapton Commercial Construction Clapton Commercial Construction is currently located in Detroit, Michigan but hopes to expand to Arizona. They currently employ 650 employees and hope to add 20% more in their new location.
This memorandum will first give an explanation of several employment laws. It will then go into how these laws are enforced and consequences for no-compliance with the employment. The following laws outlined in this memorandum are the Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, the Immigration Reform and Control Act of 1986, The Americans with Disabilities Act of 1990, and the Family and Medical Leave Act of 1993.

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex or national origin in all aspects of employment (Cascio, 99). Any employer, either public or private, with 15 or more employees must abide by this law. These laws are enforced by the Equal Employment Opportunity and the courts. Title VII has the broadest remedies. Noncompliance with Title VII can ask for compensatory damages for pain and suffering as well as punitive damages. If back pay is awarded, the plaintiff can ask for as much as two years prior to filing of the charge.

The Equal Pay Act of 1963

The Equal Pay Act of 1963 requires that men and women working for the same establishment be paid the same rate of pay for work that is substantially equal in skill, effort, or...