interoffice memorandum to: | traci goldman | from: | Your Name here | subject: | Employment Law Compliance Plan | date: | June 29, 2015 | | | | |
Per your request, here are applicable laws for Bradley Stonefield’s upstart business, Landslide Limousines, located in the Austin, Texas area. Mr. Stonefield indicated he expected to reach 25 employees within the first year of operation. We will examine three different federal laws and two state specific laws, and how they are applicable to the business line, and any consequences of noncompliance to said laws. They are: Immigration Reform and Control Act of 1986, Americans with Disabilities Act of 1990, Age Discrimination in Employment 1967, Texas Payday Law and Austin’s Vehicle-for-hire Law.
The Immigration Reform and Control Act of 1986 directs that all employers must verify every single employee is eligible to work in the United Stated. This law was designed to control the rash of undocumented workers in the U.S. Therefore, employers are required to maintain documents of permission to work within the country on their employees. Any of the items listed on the I-9 form is acceptable to substantiate eligibility. Noncompliance with this law will result in penalties assessed per each undocumented worker, and the fines increase upon each violation.
The Americans with Disabilities Act of 1990 prohibits discrimination based on an individual’s disabilities. This law was designed to provide avenues for disabled individuals to obtain and retain employment. At the time of inception, Congress believed those with disabilities were being overlooked, and discriminated against, due to their afflictions. Any potential employee that meets the criteria to fulfill the role needed, i.e. driver, mechanics, dispatch, administrative, etc. must not be discriminated against due to a physical or mental impairment. It would be Mr.