MEMORANDUM

TO: Bradley Stonefield
FROM: Atwood and Allen Consulting
DATE: April 13, 2015
SUBJECT: Employment Law Compliance Plan
CC: Traci Goldeman, Manager

In regards to your interest in opening the limousine service, Landslide Limousines, we would first like to address employment laws. Each state has their own set of laws aside from federal laws that have been put in place and it is important to be aware of them in a business venture.
The employment laws dictate and lead employers on how they’re permitted to treat their employees. Both state and federal employment law make certain that the rights of the employees remain protected. The following are the some national employment laws, as well as specific Texas laws we found relevant to your business that must be followed: * The Civil Right Act of 1964 * The Americans with Disabilities Act of 1990 * The Family Medical Leave Act of 1993 * The Texas Minimum Wage Law
Employment Laws
The Civil Rights Act of 1964- Title VII
In cases of racial discrimination where the employer is found guilty he or she is responsible for providing punitive damages as punishment for their conduct. The plaintiff will also receive a compensatory damages from the employer as reimbursement for injuries and/or harm. (Cascio, 2015) The plaintiff is also eligible for two years back pay of filling charges if employment was attained then with employer. To avoid civil right suits under title vii it is important that when interacting with employees everyone is treated equally. Personal relationships should be avoided and everyone should be treated the same. Try to avoid member-exchange styles of leadership, this will create in-groups and out-groups within the company which puts you in a position to be accused of discrimination. The law is a follows:
“Title VII of Civil Rights Act of 1964 is a federal law that