Employment Law Compliance Plan The following employment law compliance plan is specifically designed for the limousine service that our client, Bradley Stonefield has contacted our firm about. Mr. Stonefield is seeking our expertise in planning and operating a small limousine service, staffed by 25 employees in the first year, in the Austin, Texas market. As the anticipated employee base will be very diverse, both from an ethic and age standpoint, the following employment laws most apply to the proposed enterprise. The first is the Age Discrimination in Employment Act of 1967, the second the Americans with Disabilities Act of 1990, the third is the Immigration Reform and Control Act of 1986, and the last is the Family and the Medical Leave Act of 1993. Each of these laws are particularly well suited to a services-based business.

Employment Law Compliance Plan

The Age Discrimination in...

Stonefield to keep in mind in hiring his new employees, as from personal experience it has been observed the majority of limousine drivers are often over 40 years of age, a specific age called out in this Act (Dube, 1998). This law states that a company cannot discriminate in its hiring, promotes, wage structure or termination of employment conditions based on age alone (Dube, 1998). The Act also states that job descriptions must be age-agnostic, concentrating on the specific requirements to do a job beyond the age of the applicant. The law also states that there can be no denial of benefits for older works, and lifts the mandatory age of retirement for the majority of professions (Dube, 1998).
Just as it is illegal to discriminate based on the age of an applicant, it is also illegal to discriminate against anyone who has disabilities as well.…