...Employment Law Compliance Plan HRM/531 Human Capital Management February 10, 2014 To: Bradley Stonefield Landslide Limousine Service Austin, Texas From: Atwood and Allen Consulting Date: February 10, 214 Subject: Employment Law Compliance Plan As per the conversation, the formulation of an employment law compliance plan is the request. Mr. Bradley is planning to start a limousine service in Austin, Texas. The goal is to have 25 employees within the first of the year of business. This memo will provide a description of the employment laws and how they should be applied in the company. A brief description of penalties that may arise for noncompliance of the various laws will be evident in the content of the memo. To remain in compliance, it is necessary for the company to abide by the laws. The purpose of the memo is to identify five laws that will affect the limousine service located in Austin, Texas. 1. Age Discrimination in Employment Act of 1967 2. Immigration Reform and Control Act of 1986 3. Americans with Disabilities Act of 1990 4. Family and the Medical Leave Act of 1993 5. Sexual Harassment in the Place of Work Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act of 1967 requires employees to avoid employment discrimination against anyone at least 40 in the United States (Employment Law Firms, 2013). The Civil Rights Center of the United States organized the law to encourage employment of older individuals by...
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...HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN To purchase this, Click here http://www.activitymode.com/product/hrm-531-week-2-employment-law-compliance-plan/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN HRM/531 Human Capital Management Complete the Employment Law Compliance Plan task as described in the message from Traci on the Atwood and Allen Consulting Page. Individual Assignment: Employment Law Compliance Plan Purpose of Assignment For this task, Traci has asked you to develop an employment law compliance plan for your chosen client. This task will help you gain a better understanding of employment laws at the city, state, or national level. It is also important for you to understand how to be compliant with the applicable laws, and what the consequences are of noncompliance. Knowing laws that are applicable to employment in various business situations is essential starting and maintaining a successful business. Lists at least 3 employment laws the client must be concerned about Includes brief summary of each law Includes consequences of noncompliance with laws Includes recommendations for compliance with identified laws The paper is no more than 1,400 words in length. Format your paper consistent with APA guidelines. Use at least two (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must...
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...HRM 531 WEEK 2 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-2 Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 2 Memorandum To: Traci Goldman, Bradley Stonefield From: Levuris Smith Date: 4/9/2015 Re: Employment Law Compliance Plan This memo will survey employment laws as well as how these laws are applied. I will also study the penalties of noncompliance of the different laws. There are different employment laws an institute must follow to stay in compliance. If these laws are not followed by the business, it can lead to various penalties. There will be three employment acts that I will give you some insight on in the memo. They are as follows: The Occupational Safety and Health Act, The Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). Understanding the acts and how they how are important part to your business venture to keep you from being penalized for not being in compliances with then will hurt you and the company’s reputation. The Occupational Safety and Health Act is administered by the Occupational Safety and Health Administration (OSHA). The Occupational Safety and Health Act is ordered by the Occupational Safety and Health Administration (OSHA). The law was ratified to that businesses provides organizations with a harmless and vigorous work atmosphere. “Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10...
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...Employment Law Compliance Plan Employment Law Compliance Plan Michelle Houston HRM/531 November 26, 2013 Joann Spurlock Employment Law Compliance Plan Michelle Houston HRM/531 November 26, 2013 Joann Spurlock Memorandum To: Traci Goldman From: Michelle Houston Date: November 26, 2013 Subject: Employment Laws Regarding your request, my task is to design an employment law compliance plan for Mr. Bradley Stonefield. To the best of my knowledge Mr. Stonefield is planning to open a LimousineCompany located in Austin Texas. The company will consist of 25 employees during the first year. The memo will discuss employment laws and explain how each of the laws will be applied to the company. This memo will also discuss the penalties of noncompliance of the different laws. There are certain laws a company should abide by to remain in compliance. If at any time these laws are not followed by the company this can lead to several consequences. In this memo four employment laws will be discussed in detail. They are as follows American with Disabilities act of 1990, the age discrimination in Employment act of 1967, Family Medical Leave Act, and Texas Payday Law. The Americans with Disabilities act of 1990 The Americans with Disabilities Act excludes any company from discriminating qualified people who have a disability. This law protects people with many disabilities. The disabilities could...
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...InterClean and EnviroTech Jessie Ladson HRM 531 October 12, 2010 Linda K. Begley InterClean and EnviroTech Job Analysis Recently, InterClean has merged with EviroTech taking on a new strategic direction. The company will be expanding its’ horizon by providing full-service cleaning solutions for organizations within the health industry. The new strategy will provide full-service cleaning solutions on top of selling cleaning products. With this approach, the mid-level manager acquires the responsibility to obtain a new sales team. The team is a combination of current employees from both companies. The objective is to create a career development plan that includes a job analysis using an appropriate method, a workforce planning system and to identify the method to select members of the new sales team. A job analysis will prepare job descriptions and job specifications to assist in the hiring of the right quality of workforce in the organization. It will demonstrate the qualities required by employees to provide optimum work performance. The job analysis of the employees accepted on the new sales team will provide in-depth understanding of competencies required. It can help the company in creating a diverse, open environment, provide a clear decpetion of roles and responsibilities and promote positive job attitudes and work commitment. The jobs analysis will also improve organizational performances and productivity, indentify factors that shape worker’s motivation and...
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...Employment Law Compliance Plan HRM/531 June 30, 2014 Employment Law Compliance Plan MEMORANDUM TO: Traci Goldeman, Atwood and Allen Consulting FROM: Nichole Coates, HRM/531 DATE: June 30, 2014 SUBJECT: Landslide Limousines: Employment Compliance CC: Bradley Stonefield As you requested, the information that is needed to consult Bradley Stonefield, owner of Landslide Limousines, is outlined below. He is an owner of a small limousine service that provides transport to customers in Austin, Texas. Bradley’s goal is to have 25 employees within one year of opening the business and would like the expertise of Atwood and Allen Consulting. Below are some employment laws that Bradley should be compliant with along with the consequences of non-compliance. There are also recommendations on how to be compliant with the employment laws that will affect him and his business. The first law that Bradley needs to be informed about is the Texas Minimum Wage Law. Texas adopts the federal minimum wage rate which is currently $7.25 per hour for non-exempt employees. This minimum wage amount does not prohibit the employee from bargaining with Landslide Limousines for a higher wage. As part of being a business owner, Bradley needs to understand that he will be required to provide each employee with a written earnings statement that enables the employee to determine whether or not he/she was paid the correct wage for a given time period. There are consequences...
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...Employment Law Compliance Plan Curtis E. Hall II HRM/531 June 29, 2015 Dr. Brian Frank To: Traci Goldman FROM: Curtis E. Hall II DATE: June 29, 2015 SUBJECT: Employment Law Compliance Plan With respect to your request, I am responsible for creating an employment law compliance plan for my client Mr. Bradley Stonefield. Mr. Stonefield will be opening a limousine company in Austin, Texas and his intent is to employ 20 to 25 personnel within the first year of operation. The purpose of this compliance plan is to ensure that Mr. Stonefield business succeeds. There are specific employment laws that will directly impact Mr. Stonefield’s limousine business and adhering to these laws will allow him to avoid penalties and fines. There are certain laws from both the federal and state level that Mr. Stonefield must comply with. The Federal Laws include the Equal Pay Act of 1963 which ensures impartial and fair compensation to both men and women and the Americans with Disabilities Act (ADA) that protects qualified potential employees with disabilities against discrimination. Also Texas adopted the Federal Minimum Wage rate which is $7.25 per hour which needs to be enforced. From a state perspective all drivers who transport more than 16 passengers must obtain a valid commercial driver’s license. Additionally all drivers must have a valid commercial C Texas driver’s license in their possession already and undergo a formal background check. Also Mr. Stonefield...
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...Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs specialized...
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...Employment Law Compliance Plan Week 2 Betty Petty HRM/531 March 23, 2015 Professor Susan Frear Date: March 23, 2015 To: Bradley Stonefield Landslide Limousine From: Betty Ann Petty Atwood and Allen Consulting Re: Employment Law Compliance Plan Good Day Mr. Bradley Stonefield, I am following-up on the information that you request regarding some of Texas state employment law compliance and a recommended plan for your company. Please see the below Texas employment laws that is applicable to employers and employees. * At – Will Employment – The state of Texas recognizes and practices the at-will doctrine, both you as an employer and your employees can terminate employment at any time for any reason other than legally protected reasons for termination. * Employee Handbooks – The state of Texas does not require employers to issue employees handbooks, however employers may be held accountable for the contains within the employee handbooks if it is issued to employees. * Workplace Safety and Workplace Injury – The state of Texas requires employers to provide safe and secure environment to work. Employees if they believe they are in a unsafe and secure working environment can anonymously report their employers to Texas Workers’ Compensation Commissions. Texas law prohibits their employers from retaliating against an employees who reports the unsafe and secure working environment. * Sexual Harassment – The state of Texas may find the employer...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...HRM/531 December 2, 2013 Employment Law Compliance Plan Memo To: Mr. Bradley Stonefield From: A.Bonilla CC: Traci Goldeman Date: December 2, 2013 Re: Applicable Employment Laws for Landslide Limousines Dear Mr. Stonefield, During my research I found a few applicable employment laws that are necessary for the state of Texas. I have chosen to address three specific laws that caught my attention and are extremely important to take into consideration for the running of a successful business. My research concentration was on “Employment Law Compliance Plan for Small Business in Texas”. Critical Employment Laws to comply with: * Texas Unemployment Compensation Act * Summary * Administered by the TWC * Provides temporary payments to employees who are let go of * Some employers may be held liable for payment even though employee resigned * Non-compliance Sanctions * Class A Misdemeanor * Fine of $500 to $5000 and /or * Jail time of up to 1 year * Texas Workers’ Compensation Act * Summary * State-regulated insurance system * Purchased by employer to provide employees coverage * Job-related illness * Disability * Injury * Texas does not require to provide workers’ compensation to employees * Required to inform employees of such action/choice at time of job offer * Downfall for choosing...
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...Career Development Plan Part I--Job Analysis and Selection Report Lorna L. King HRM 531 August 16, 2010 Scott Beck 1. Executive Summary The findings show that Team King has the right skills and talent to take InterClean, to the new strategic direction of providing full-service cleaning solutions for organizations in the health care industry. Team King will undergo an intensive training program in the next month. Each member has sales goals of a minimum of two contracts per month and maintains contacts with current clients. Therefore, I recommend a 10% sales bonus for any sales above the minimum sales goal of two contracts per month. 2. Contents 1. Executive Summary 2 3. Introduction 3 4. Findings 3 4.1 Job Analysis 3 4.1.1 Job Analysis Methods 3 4.1.2 Job Duties 4 4.2 Workforce Planning System 4 4.2.1 Talent Inventory /Positions 4 4.2.2 Action Plan (training, placement, promotion, development and compensation). 5 4.2.3 Goals ...
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...Employment Law Compliance Plan Emerson Oliveira University of Phoenix HRM/531 Professor William Sevilla Week Two December 2, 2013 Memorandum To: Traci Goldman From: Emerson Oliveira Date: December 2, 2013 Subject: Land Slide Limousine Employment Law Compliance Plan Good afternoon Ma’am, Our client is planning to open a limousine service in Austin, Texas so I included a few laws and consequences when these laws are not being abided by: Workers’ compensation is a state regulated insurance system that provides covered employees with income and medical benefits if they are injured on the job or have a work related illness of injury. In Texas private employers have the option whether or not they want to carry workers’ compensation insurance coverage. In Texas if the small employer opts to not carry the insurance they must notify the Texas Department of Insurance that they are doing so and report all injuries and illnesses that result in an employees lost time. If our client fails to meet these requirements he may be subject to administrative penalties by the Texas Department of Insurance. When hiring employees of older age the Age Discrimination in Employment Act (ADEA) protects all those against discrimination, benefits and wages. In understanding that if you are willing to adjust benefits for an older employee you are only able to do this if you are doing so for the younger employee as well. The consequences in not being able to accommodate an older employee...
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...Employment Law Compliance Plan HRM/531 MEMORANDOM To: Bradley Stonefield, Owner From: Date: June 8, 2015 Subject: Employment Law Compliance Plan Thank you for taking the time to speak with us today. Per our discussion, I would like to address the employment laws that are specific to both Texas and federally. The consequences for noncompliance of these employment laws will be addressed as well. Laws we will discuss are • Title VII of the Civil Rights Act of 1964 • Americans with Disabilities Act • Age Discrimination in Employment Act of 1967 • Federal Fair Labor Standard • Texas Minimum Wage Law • The Immigration Reform and Control Act of 1986 Title VII of the Civil Rights Act of 1964 Title VII of the Civil Right Act of 1964 was designed for non-discrimination in hiring processes. Hiring cannot be based on race, religion, sex, nor national origin. Your goal of hiring 25 people in the first year, you must comply with this employment law. Non-compliance can result in employees filing a lawsuit if he/she feels they have been discriminated against. Full understanding of this will make sure that you ask appropriate questions during the interview process; inappropriate questions to ask would be marital status, birthplace and anything related to religion. Americans with Disabilities Act Americans with Disabilities Act prohibits any discrimination that is based on a qualified disability. A qualified individual is any person who meets the legitimate...
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...MEMORANDUM HRM 531 Week 2 Memo Landslide Limo TO: Bradley Stonefield, Owner FROM: Alexis Valdez DATE: March 19, 2015 SUBJECT: Employment Law Compliance Plan As per your conversation with Traci regarding Landslide Limousine, a company which is projected to have 25 employees within the first year of operations, the following memo will outline some of the federal and state employment laws relevant to the operation of Landslide Limousine, as well as potential consequences of non-compliance. A vital law of relevance to all employers is the Fair Labor Standards Act (FLSA), which has the current minimum wage listed as $7.25 per hour. This law requires that there is a poster visible to employees outlining the FLSA requirements, accurate recordkeeping is kept of each employee’s hours worked, employees are paid overtime at a rate of one and a half times the minimum wage for all hours worked over 40 in a workweek, and that any employee under the age of sixteen is not working too many hours per week. Violations of the FLSA can result in criminal and civil penalties, depending on the nature of the infraction. Though Landslide Limousine will be able to hire employees under the age of 18, FLSA is not the only law which restricts the duties they can perform. Under Hazardous Occupations Order No. 2 (HO 2), employees under the age of 18 may not be used in the hired transportation of passengers, among other restrictions. Any employees aged 17 are able to drive for their job,...
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