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Team Reflection: Employment Law Compliance Plan
Bob Greene
HRM/531 Human Capital Management
August 27, 2014
Dr. Cat Woman

From: Bob Greene
To: Traci Goldeman
Subject: Employment Law Compliance Plan

We have chosen the medium company this week. The company is moving expanding to Arizona. We feel there are four applicable laws of vital importance during this important expansion. We recommend a thorough review of the federal Fair Labor Standards Act (FLSA) of 1938, Employment Verification Mandate, Arizona’s Employment Protection Act of 1996 and The Occupational Safety and Health Act of 1970 (OSH Act). We have given examples within the laws that we feel are the most relevant. We have also provided some of the many consequences that follow non-compliance.
Fair Labor Standards Act of1938
Moving across state lines presents Clapton with the responsibility of becoming familiar with the laws of the state of Arizona. The federal Fair Labor Act of 1938 is very important. The “Raise the Arizona Minimum Wage for Working Arizonians Act” (Proposition 202) has been mandated state wide and raised the minimum wage effective January 1, 2014. There have been creative benefit strategies that are on the rise. Companies are working with the Department of Labor to find ways of providing better service, better pay and providing great quality products in a timely manner. “PJD is implementing its program with a reclassification of all of its independent contractor (1099) crews and individuals in Arizona to W-2 employees, taking the firm from 28 employees to more than 2,000 employees” (2014, p.2). This strategy is an example of minimizing risks. Overtime is controlled, benefits are paid and the risk of fines and violations are minimized. If Clapton violates these regulations they are subject to $1,000 for each violation. The second and subsequent...

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