Employment Law Compliance Plan

Clapton Commercial Construction, Detroit, Michigan
To: Whom it may concern
From: Erin Milz
CC: Atwood and Allen Consulting
Date: November 9, 2014
Re: Employment Law Compliance Plan

Per the conversation, I have been given the opportunity to construct an employment law plan for Clapton Commercial Construction.   Given my knowledge you are planning to expand your business to Arizona.   Right now you have 650 employees and plan on adding 20% in the new state.   So once the expansion is started your company will have a total of 780 employees.
This memo is going to help fulfill the descriptions about the employment laws and how these laws are going to be applied to your company.   I will also explain about some of the penalties due to non-compliances to different laws.   If your company does not follow the compliances of the law it could potentially cause severe consequences.   There will be four laws that I will explain to you in this memo.   The first law is going to be Age discrimination in employment Act of 1967, Immigration reform, Family and medical leave Act of 1993, as well as Americans with disabilities Act of 1990.
Age Discrimination in Employment Act of 1967
“The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age” (Commission, 2008).   The Age Discrimination in Employment Act of 1967 covers terms, conditions of jobs, compensation plans, as well as other opportunities of the employment.   Under the Age Discrimination Act an employer cannot refuse to hire elderly people.   Aside from this law that act also prevents employers to ignore the potential of older employees just because of her/his age.   The employee will have complete rights to file a lawsuit against the employer.   If the employee’s lawsuit is found in their favor then “the employer may be ordered to do any or all of the following:  
• Pay the employee all wages, benefits, and other forms of...