Employment Law Compliance Plan
Robert Ausbrook Jr.
HRM/531
June 12, 2014
Gregory Kennedy
Employment Law Compliance Plan
To: Tracy Goldeman
From: Robert Ausbrook Jr.
Subject: Bradley Stonefield - Landside Limousine Company

Mr. Stonefield is looking to open "Landside Limousine," a first-class limousine service which will be based in Austin Texas. Mr. Stonefield’s plan is to employ 25 individuals within the first year. In order to make his dream a reality we must first look at the applicable federal and state employment laws, and the consequences of now following said rules.
At the State level, the State of Texas requires many occupations and professions conducting business in Texas to maintain an occupational license. According to State Bar of Texas (2014), “these licenses are meant to secure the public’s safety by ensuring that individuals and businesses providing services to the public have a minimum level of education or training” (para. 1). Under current guidelines Mr. Stonefield's business does not qualify; thus he, nor his company is required to carry such licenses. Federal law requires all employers conducting business in the United States to follow the anti-job discrimination laws set forth in Title VII of the Civil Rights Act of 1964. According to Cascio (2013), “Title VII is most relevant to the employment context because it prohibits discrimination on the basis of race, color, religion, sex, or national origin in all aspects of employment (including apprenticeship programs)" (p. 83). Other federal laws such as the Americans with Disabilities Act, and the Age Discrimination in Employment Act should also be considered when hiring employees for a perspective business. The Americans with Disabilities Act (ADA) makes the practice of discriminatory actions against the disabled illegal. Negative actions by employers range from failing to provide reasonable accommodations for otherwise qualified individuals because of a physical, or mental disability, to the use of