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Email Communication Responses – No. 1 Employment Law Compliance Plan

Email Communication Responses – No. 1 Employment Law Compliance Plan

From:

To: “CEO Smith” [email protected] [email protected]

Date: November 28, 2016

Re: Employment Law Compliance Plan

Mr. Smith:

With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request

With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.

Every decision taken, entails a response. In this case, being prepared is the best way to avoid future situations. The best way to protect the workers and the company itself is to fully understand the labor laws. For this they will be creating manuals destined to the knowledge of the labor laws which will be called Blossoms Up! Employment Law, which will be delivered to each of the managers. With the purpose and understanding of this manual will be creating (as soon as possible) training workshops which we will be calling Blossoms Up! Employment Law Training. For this to happen as soon as possible, we will be working with the dates.

As you put it: ´´employment laws should be taken seriously because they could be costly for the company ''. (UoPH material), Apart from that the training of the members of the company (Board of Directors) requires this additional training to better perform its functions. You need constantly updated. I am sending you this draft of the labor laws that we will be working on in the new manual and the same ones that will be discussed in the training for the executives.

Federal Employment Laws

Federal Laws prohibit workplace discrimination and are enforced by EEOC. The EEOC is the entity that enforces the rights of employees and prevents discrimination before it occurs at the place of employment. ´´The US Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of race, color, religion, sex (including pregnancy, gender identity, and sexual National origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. "(eeoc.gov). It is necessary to be clear and to keep in mind at all times that any illegal act that is committed against an employee, or that violates the rights of the same, can have serious consequences for the company, such as: lawsuits, expenses for claims that can be avoided, lose the reputation of the company, among others.

Age Discrimination in Employment Act of 1967 - ADEA -

This law prohibits discrimination based on age. Persons 40 years of age or older are the protected class for this law. No employer can discriminate against persons of legal age, just as the employment process cannot be made difficult. These people cannot be treated as a nuisance at the place of employment. Every person deserves his respect and cannot be violated.

To promote a healthy work environment, fair treatment is important. In order to be able to make some kind of decision based on the age of an employee, you should consult with the Human Resources department. Although it can be disciplined as long as it is warranted and not for the age of the employee, as well as can be treated with priority for years of services provided in the company (seniority). (finduslaw.com).

Workplace Safety & Health

The Occupational Safety and Health (OSH) Act

A safe workplace should be provided to employees. All safety records must be kept up to date, as well as comply with all metrics and standards required by the Occupational Safety and Health Act, in this case OSHA. This commission is responsible for ensuring and enforcing the laws established regarding safety in the work environment.

In order to comply with this law, good communication is necessary, since each of the managers in charge is responsible for keeping their assigned area up to date. Any failure found as well as the materials needed should be reviewed and kept in perfect condition. OSHA and its regulations are enforced can bring serious consequences to the company as fines can be given and in the worst case can suffer the consequences of employees injured. Employers also have a general duty under the OSHA Act to provide their employees with work and a workplace free from recognized, serious hazards. OSHA enforces the Act through workplace inspections and investigations. (dol.gov).

National Origin Discrimination

The work environment in the company is diverse. There are many cultures within the organizational culture. It is important, as mentioned above, respect for a healthy coexistence. Through Title VII of the Civil Rights Act of 1964 protects individuals from discrimination based upon national origin. This extends to recruitment efforts, hiring, firing, or layoffs, based upon national origin. Inside it lies The Immigration and Nationality Act (INA), as amended by the Immigration Reform and Control Act of 1986 (IRCA), protects individuals from employment discrimination based on immigration or citizenship status, and prohibits document abuse discrimination. (workplacefairness.org). Within this concept is prohibited abuse, harassment, bad taste broms referring to the nationality of employees and / or their relatives. The company does not sponsor this type of conduct. The incurring in them can bring as a consequence legal litigation, demands, bad image of the company, among others.

Employee Protection (Whistleblower Protection Act)

Most labor and public safety laws and many environmental laws mandate whistleblower protections for employees who complain about violations of the law by their employers. Remedies can include job reinstatement and payment of back wages. OSHA enforces the whistleblower protections. (dol.gov). This law protects all employees from retaliation that may be taken against him for reporting incidents occurring within the company.

Keep in touch. More details on the training.

…

References

About the EEOC: Overview. (n.d.). Retrieved from https://www.eeoc.gov/eeoc/

Age Discrimination in Employment Act of 1967 - ADEA - 29 U.S. Code Chapter 14 | findUSlaw. (n.d.). Retrieved from http://finduslaw.com/age-discrimination-employment-act-1967-adea-29-us-code-chapter-14

EEO: Information on Whistleblower Protection Act and Whistleblower Protection Enhancement Act. (n.d.). Retrieved from https://www.sec.gov/eeoinfo/whistleblowers.htm

Employment Law Guide - A Companion to the FirstStep Employment Law Advisor. (n.d.). Retrieved from https://www.dol.gov/compliance/guide/

National Origin Discrimination - Workplace Fairness. (n.d.). Retrieved from http://www.workplacefairness.org/national-origin-discrimination#2

Summary of the Major Laws of the Department of Labor | United States Department of Labor. (n.d.). Retrieved from https://www.dol.gov/general/aboutdol/majorlaws#safety