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Employment Law Compliance Plan
HRM 531
Week 2

Memo
To: Bradley Stonefield, Owner, Landslide Limousine Service Austin, Texas
From: Angela Shoemaker, Consultant, Atwood and Allen Consulting
Date:
Subject: Employment Law Compliance Plan

Dear Mr. Stonefield,

This is a follow-up from the conversation we had earlier in the week about the start-up business for your Limousine service in Austin, Texas and the hiring of 25 employees during the first year of operation. I have formulated as per your request the following plan that will pertain to employment law compliance.
These laws that affect the workplace so it is important to have familiarity with each. As an employer you should see assistance by a lawyer who deals with these laws. This will help you in making the correct decisions on employment matters. These lawyers can also review the employment laws and tailor them to your specific needs and your employee interactions. I have identified the top four laws that will aid in the successful compliance with employment law. I have also added a brief description, how to use each, and non-compliance penalties of each to better serve you in understanding the laws.

1. The National Labor Relations Act (NLRA) of 1935
2. The Americans with Disabilities Act (ADA) of 1990
3. Family and Medical Leave Act (FMLA) of 1993
4. Age Discrimination in Employment Act (ADEA) of 1967

The National Labor Relations Act (NLRA) of 1935
As an employer with no unionized employees you will be highly surprised to learn that the company will be subjected to the requirements of the NLRA. This law whether employees are unionized or not, protects his or her employment rights to work and makes no difference if you have one employee or 100. There are a some exemptions to the law. With regards to interstate commerce of a private employer, workers are allowed to organize as a union...

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