Bradley Stonefield
To:
Date:
2/11/16
Re:
Per our conversation with Mr. Bradley, please see the following information on the employment law
compliance plan as requested. The plan is for Mr. Bradley to start a new company in Austin, Texas.
The goal is having 25 employees in the first year of being in existence.
This memorandum is to provide a description of the employment laws and what laws should be
applied within the company. The brief synopsis of the penalties and the application of the laws to the
employee will be discussed should a problem arises. The company must abide by the current laws
and adhere to the proper application of the laws. This memo identifies several laws that will have an
effect on this limousine company in Austin, Texas.
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4.
The Civil Rights Act of 1964 forbids an employer to discriminate against a potential employee during
the firing, promoting, or hiring based on race or sex. This act was put in place to level the hiring field
of persons applying for a specific job or position and being denied based on the race of an individual.
This act also allowed an individual from being harassed while employed to work in a discriminationfree work environment while employed on the job. The Civil Rights Act of 1964 provides equal
protection under the law for all persons no matter what the race, ethnic group, or the gender of the
potential employee or employee of the company. The Equal Employment Opportunity Commission
(EEOC) will look at the hiring practices of the company to ensure compliance with this law, or
charges and fines will be is; a levied against the company performing the illegal practices.
The American with Disabilities Act of 1990 prevents employers from discriminating against someone
who is trying to obtain employment or maintaining a job due to their mental or physical disability.
This act also covers and protects both businesses and employees against discrimination for reasonable
accommodations. The ADA also specifies that conditions do not have to be permanent or severe
according to the EEOC and all companies must adhere to the hiring practices of these disabled
employees. A list of the disabilities is provided through the website by the EEOC the gives the
company the names of the disabilities that are considered disabled. The bottom line is; a company
1
Sincerely,
Atwood and Allen Consulting
CONFIDENTIAL