Employment Law Compliance Plan

It is somewhat surprising that employers continue to violate employment laws dealing with discrimination. One case, Catterson v. Marymount Manhattan College, litigated and settled in 2013, was especially egregious. According to the EEOC (2013), the college had refused,

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

In this memo I will be providing employment law compliance plan for Marylee Luther, a human resources director who is preparing Clapton Commercial Construction for an expansion. Clapton Commercial Construction is currently located in Michigan with 650 employees and looking to expand to Arizona with an employee growth of 20% in the new location. This memo will provide a complete description about the employment laws and how they are applicable to Clapton Commercial Construction expansion. I will also briefly discuss the possible penalties and consequences for non-compliance with these laws. There are five laws in particular that I believe to be most applicable to Clapton Commercial Construction which I will be address in this memo. The five laws are:

the employee will be informed in writing of the companys decision and notified of their right to appeal against that desicion if they are not satisfied with it.

The Federal License Motor Carrier Safety Administration is where you have to get the licenses and permits. The license and permits are listed below:

employees, their hiring and firing, particularly regarding discrimination. There are Federal, state, and local laws

Team B members proposed employment law compliance plans for Clapton Commercial Construction and Landslide Limousines. Clapton Commercial Construction, a Detroit-based medium business, is planning to expand into Arizona. Landslide Limousines, a small company of 25 employees, has plans to start operations in Austin, Texas. Prior to opening for business or expanding to another state, these companies must develop a compliance plan that conforms to national and state labor laws. Concerns to be addressed for both companies include: suitable wages, equal opportunity employment, employee verification, safe work environments, and harassment.

Mr. Bradley Stonefield is opening a limousine service that will be name Landslide Limousines. Landslide Limousines is going to be located in Austin, Texas. Landslide Limousines will focus on providing first-class transportation. Within the first year of operation, Mr. Bradley’s goal is to have 25 employees within the first year. The employment compliance plan is being created to ensure the success of Landslide Limousines. I have included

Compliance plans are a MAJOR factor in the medical field. Compliance plans correlate to different medical records documentation standards by investigating the files. Reviewers come to medical offices to make sure that things like billing and requirements of the patient are correct. An example would be something like this: Men 50 and over are supposed to be checked for prostate cancer (requirement). If it is seen in a record that the procedure has not been done, or at least offered to be done, it may be brought to the attention of the doctor or clerical staff. With that, these reviewers must make sure that payment was made (by the patient or insurance) towards the test/lab/procedure. The same would go for mammograms for older women, well-child

The role of the tribunal and court systems in enforcing employment law is to ensure that cases brought before them are dealt with in a fair and consistent manner. Delivering an outcome that is consistent with the facts put before them. They have to consider the evidence placed by both the employee and the employer. In most cases it is for the employer to prove that they handled the case appropriately taking account of their internal procedures and ensuring that they were not in breach of any relevant employment legislation related to the employee and their circumstances.

Workplace Discrimination ……………………………………… . . . . . . . . . . . . . . . . . . 3

To bring a conclusion to years of pressures that resulted in numerous emergencies, British Columbia strives to enforce new regulations placed on party buses. The Ministry of Transportation has established and issued a new group of regulations that concern party bus and limousine operators in British Columbia. According to the new guidelines, limo operators that offer vehicles equipped with perimeter seating, such as stretch limo buses and SUVs are required to have the Passenger Transportation Board approve each vehicle operating in their fleet, which includes specialty vehicles that offer party bus service with perimeter seating.

Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization.

They should have at least four doors, should not be more then 9 years, the vehicle should have the valid registration and it should not have the commercial

Private Hire Chauffeur driven vehicles are hired for passenger travel through the operator’s office or agency. The vehicles tend to cover extensive mileage with drivers working for long shifts. One sector of this class which is regarded as good is the prestige limousine arena where vehicles are used for wedding purposes, as hearses and for other private functions. Finally, Private Hire Self-drive vehicles are made available to the hirer. Regrettably the vehicles which fall under this class are misused by the hirers. To mitigate this, a pre and post-hire inspection is carried out by the owners of the vehicles (poll M., et al, 2009).