Atwood and allen consulting to: Traci goldeman from: jessica stroklund subject: Landslide Limousine employment law compliance date: cc:
Bradley stone

After researching employment laws for Landslide Limousine, I have found four major laws that will be applicable. This memo will give an overview of each law as well as noncompliance consequences for each law.
The first employment law I would like to bring to your attention is the Civil Rights Act of 1964. This law prohibits employers from discriminating based on race, color, religion, sex or national origin (EEOC, n.d.). The exception to this law is that it does not protect applicants and employees that are younger than the age of 40 (Welte, 2015). Bradley would need to be mindful of employees that are hired and their interaction with one another. He can easily be held accountable for employees poking fun at an elderly employee because of their driving skills, or eye sight. Also, Bradley mentioned wanting to have a high end driving service. Often times this includes having a specific employee personality; when looking for this, he should be mindful to not judge individuals based on their looks or beliefs. Consequences of non-compliance often leads to an investigation with the Equal Employment Opportunity Commission. Valid complaints result in lawsuits and heavy pay outs to the wronged employee.
The second law I would like to mention involves Titles I and Disabilities Act of 1990. This law prohibits employers from discriminating against individuals with disabilities (EEOC, n.d.). Every business is required to accommodate individuals with disabilities. This is important for Bradley to understand because he will need to be very clear about the requirements for each position, as well as be open minded about having in office positions for administration purposes for individuals who may not be able to drive. Disability does not just mean physical, there may be an applicant who is not able to drive at night or due to their anxiety cannot drive in rush hour traffic. Having accommodating shifts is one way to avoid violating this law. Noncompliance can also result in an investigation or lawsuit.
A third law that I would like to inform Bradley of is the Equal Pay Act of 1963 as well as the Texas Minimum Wage Act. This is important for him, because he mentioned starting his company in Austin Texas. The first part of this law, the Equal Pay Act protects employees from wage discrimination based on their sex. In other words, employees should be paid based of their job performance, skills and level of responsibility within the same job description (EEOC, n.d.). Additionally, in Texas employers are required to pay their employees a minimum of $7.25 as well as provide employees with an earnings statement. Consequence for violating the Equal Pay Act include but are not limited to a fine of up to $10,000 or imprisonment up to six months.
The final area I would like to mention is Harassment, it is unlawful to harass an individual