Employment Law Compliance Plan
HRM/531 Human Capital Management
February 10, 2014

To: Bradley Stonefield
Landslide Limousine Service Austin, Texas
From: Atwood and Allen Consulting
Date: February 10, 214
Subject: Employment Law Compliance Plan

As per the conversation, the formulation of an employment law compliance plan is the request. Mr. Bradley is planning to start a limousine service in Austin, Texas. The goal is to have 25 employees within the first of the year of business.
This memo will provide a description of the employment laws and how they should be applied in the company. A brief description of penalties that may arise for noncompliance of the various laws will be evident in the content of the memo. To remain in compliance, it is necessary for the company to abide by the laws. The purpose of the memo is to identify five laws that will affect the limousine service located in Austin, Texas. 1. Age Discrimination in Employment Act of 1967 2. Immigration Reform and Control Act of 1986 3. Americans with Disabilities Act of 1990 4. Family and the Medical Leave Act of 1993 5. Sexual Harassment in the Place of Work
Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act of 1967 requires employees to avoid employment discrimination against anyone at least 40 in the United States (Employment Law Firms, 2013). The Civil Rights Center of the United States organized the law to encourage employment of older individuals by creating independence. The Act covers basic compensations plans, terms and conditions of jobs, and other privileges of employment. The Act enforces to employer's not to refuse the hiring process to the elderly. The law forbids employer's to prevent or ignore the capability of older employees because of age. An employee has the right to file a grievance against the employer. Employers are