Employment Compliance Memo
Part A An overview of key legal employment rules that apply to the company. Include discussion of the Fair Labor Standards Act, limitation on employment at-will, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, Americans with Disabilities Act, and state discrimination laws.
Part B Recommendations for employment practices to ensure compliance with the key legal rules. Include recommendations regarding notices, forms, employee handbooks, personnel files, disciplinary processes, training supervisors, and periodic reviews.
ANSWER
Employment Compliance Memo
Part A: An overview of key legal employment rules
There are many employment rules which apply to workers and ought to be observed by companies. All these laws and acts are in place to ensure that the workers are not discriminated against or profiled. The fair labor standards Act is one of the feral laws that establish the minimum wage, overtime pay eligibility, child labor standards, and recordkeeping. This Act is in place to protect both full time and part-time employees in the private sector, federal, state, and local governments. At-will employment permits employers more freedom to let workers go if necessary or is desired by the employer. Nevertheless, the employment At-will favors the employer significantly over the workers, which is a disadvantage to the employees.
Another governing the state of an employee is the civil rights acts of 1964. This was landmark civil rights and labor law in the US, which outlaws discrimination against color, sex, race, and national origin. This is a law that ensures that no individual is discriminated in any way despite his/her differences. The Act protects the constitutional rights of each person, and hence prevents discrimination in equal employment opportunity and other purposes. There is the Age Discrimination in Employment Act of 1967, which protects persons against discrimination due to their age in compensation, hiring, promotion, and employment privileges. There is also the Americans with Disabilities Act that protects persons with disabilities in the country on areas including employment, public accommodation, and other government programs and services. Many other laws protect the workers with regard to minimum wage and many other types of discrimination. They include health and safety laws, the family and medical leave act, employee privacy laws, and compensation laws, amongst many others.
Part B: Recommendations for employment practices to ensure compliance with the key legal rules.
There is a need for employers to be compliant with critical legal employment rules. Companies will; be required to be comprehensive and detailed as ways of ensuring that they meet the expected requirements and that they abide by the law. A major critical step in identifying applicable regulations and integrating them in the company is identifying the applicable acts, regulative, directives, and standards and integrating them when dealing with the employees. There is then a need for the employer to monitor the changes made at the company after observing al the laws and regulations. This will help him/her develop more measures to enable the implementation of the rules and regulations. To monitor the changes, the employer will need to rely on sporadic emails from law firms, industry associations, and government agencies to have a keen eye for details. This should be followed by determining the applicability of changes, where there is a need for the employer to analyze if the changes apply to the company’s operations.
Determining the applicability of changes will require constant research and having a body that determines the quality control in the firm. There will also be a need for collaborations of the employer and employees. As a team, it will be easier to identify a change and ensure that there is full compliance with the laws, acts, and regulations in place. Finally, constant documentation of the compliance reviews will be vital to ensure that there is overall compliance by the company.
