Mr. Atwood, After reviewing your plans to open up a limousine service in Austin, Texas, there are four major points of compliance that you should focus on so as to keep your business operational and out of legal trouble with the state and/or local authorities.

There is not a state-wide law in Texas that pertains to chauffeurs and limousine services (Texas DMV, 2015). However, the same is not true of Austin, Texas in particular. As part of applying for the permit, there are several questions that must be answered. These include questions about citizenship or right to work in Austin, criminal history and so forth. Any applicants found to be lying on the application can find their license stripped without any warning by the City of Austin (City of Austin, 2015). Specific answers will be required for each application as they pertain to criminal history, other criminal offenses, indictments, traffic violations, suspension and/or revocation of driver's license and overall driving experience (City of Austin, 2015).

When it comes to hiring people for the job of chauffer or any other position in your charge, you will need to ensure that you are complying with the precepts and rules enforced by...

One major part of the law that the EEOC is charged with enforcing is known as Title VII. This is the commonly cited but not always explicitly named legislation that requires that job applicants not be discriminated against based on factors such as race, ethnicity, religion and gender. To be clear, as you are screening and hiring employees, you cannot make hiring (or non-hiring) decisions based on those factors. If a claim is made against you for discrimination and you can establish why you excluded a candidate and/or you clearly did so for discriminatory reasons, you will face a lawsuit from the EEOC and/or the affected party. Make sure to document all hiring decisions and make sure that the decisions you make are legal (EEOC, 2015).
Similar to the last point above, make sure that all state job skill requirements actually pertain to the job and that are predictors of future job performance. Having a requirement that is not linkable to the job yet excluded minorities et al. In a disproportionate fashion is what is known in the HR and EEOC "world" as disparate impact. Even if the exclusion of minorities and other protected classes is not willful and…