...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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...Memo To:] Traci Goodman From: [Bonnie McMullen] Date: [August 3rd.2015] Subject: [Employment Law Compliance Plan] Comments: This memo is on the subject of the demand of an Employment Law Compliance Plan for Bradley Stonefield's limousine service located in Austin, Texas. The Stone field’s limousine service hopes to hire at least 25 employees during the first year of operation. The memo will also explain the four local, state, and federal laws influencing the hiring and employment of the limousine service employees. The memo also mentions the consequences of noncompliance to the laws. [The Americans with Disability Act of 1990] This law developed by the ADA prevents a corporation from discriminating against people with disabilities. These are qualified people who are able to meet the requirements with or without accommodation. Disability is a physical or mental impairment considerably reducing one or more major life activities such as talking, learning, walking, seeing, and hearing. People are protected under this law if he or she has a current record for impairment or if the employer assumes he or she has a disability. This can include individuals with controlled diabetes, people who are rehabilitated drug and alcohol abusers. The current alcohol and drug abused will be fired and are not protected. The law will protect individuals who are tested positive for HIV and AIDS The Age Discrimination of Employment Act 1967 The Age Discrimination in Employment...
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...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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...MEMORANDUM To: Traci Goldeman From: Debora Snaw Date: March 13, 2015 Subject: Landslide Limousines Employment Law Compliance Plan As per you request, I have developed and Employment Law Compliance Plan for Mr. Bradley Stonefield. Your instructions indicated that Mr. Stonefield will be starting a new business, Landslide Limousines, in Austin, TX. with up to 25 employees in the first year. The location and the number of employees are critical in determining the applicable employment laws. There are several laws that will become a part of the Landslide Limousines Employment Law Compliance Plan as the company grows, determined by the number of employees and the amount of business. Based on the information you have provided, I have including the following employment laws for Landslide Limousines Employment Law Compliance Plan that are applicable for the number of projected employees: Texas Minimum Wage Act, The Equal Pay Act, Title VII of the Civil Rights Act of 1964 (Title 7) and The Age Discrimination in Employment Act of 1967 (ADEA). I will provide a description of each of the aforementioned laws and the associated penalty for violating that law. Texas Minimum Wage Act ties the Texas minimum wage for non-exempt employees to the Federal minimum wage and automatically increases with the Federal minimum wage.(Dolghih, n.d.) The Texas Minimum Wage Act covers the employees of small businesses that are not covered by the Fair Labor Standards Act (FLSA). ...
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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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...Employment Law Compliance Plan Shemica Hale HRM/531 March 23, 2015 Robert Hanks Date: March 23, 2015 To: Jason Galvan From: Shemica Hale and Atwood and Allen Consulting Subject: Employment Compliance Law for Bollman Hotels The conversation I am here to formulate is about employment laws for Bollman Hotels. According to my notes, Mr. Galvan is planning to start a Hotel service in Minneapolis, Minnesota. The complete employee strength of Hotel service will be of 25,000 for the first year of business. This memo will provide a full description of the employment laws and how those are to be applied in the organization. I will discuss in brief about the drawbacks because of noncompliance of a variety of legislation. The business has to monitor these requirements to remain in compliance. There are five principles that I will discuss over this memo. The laws are Americans with Disabilities Act of 1990, “Age Discrimination in Employment Act of (1967) (“The Age Discrimination Act" (2015), Immigration Reform and control Act of 1986 “Immigration Reform and control Act” (2015), Family and the Medical Leave Act of 1993 The "Family & Medical Leave Act" (2015), and Sexual Harassment in the place of work ("Sexual Harassment At The Workplace", 2015). The Americans with Disabilities Act of 1990 The American with Disabilities Act of 1990 is primarily for that organization that discriminates qualified people from employment opportunity because of his or...
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...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 employees, except for employers in certain...
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...Employment Law Compliance Plan HRM/531 - HUMAN CAPITAL MANAGEMENT August 01, 2013 Robert Enderle Employment Law Compliance Plan MEMORANDUM TO: Traci Goldman FROM: DATE: July 31, 2013 Subject: Employment Law Compliance Plan I am tasked with creating an employment law compliance plan for a Bradley Stonefield. He is creating a limousine company that is based out of Austin, Texas. He has set a goal to have 25 employees within the first year of his business operations. So to help ensure the success of this business venture an Employment Law Compliance Plan is being developed. This memo will not only examine employment laws it will also deal with the penalties that can be enforced for noncompliance of these employment laws. This memo will address several employment laws several of these are laws will be specific to Texas and there will be some National Employment Laws. They are as follows: The Immigration Reform and Control Act of 1986, The Age Discrimination in Employment Act of 1967, The Texas Minimum Wage Law, The Texas Labor Code Anti-Discrimination Provisions, Occupational Safety and Health Act. The Immigration Reform and Control Act of 1986 The 1986 Immigration Reform and Control Act (IRCA) was the first attempt through legislation to attack the issue of unauthorized immigration. There are approximately...
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...Employment Law Compliance Plan HRM 531 June 30, 2014 Employment Law Compliance Plan Memorandum From: To: Traci Goldeman Date: June 30, 2014 Subject: Employment Law Compliance Plan I will be developing an employment law compliance plan for Mr. Bradley Stonefield who, wants to open a limousine service in Austin, Texas. Within the first year, the limousine service will employ up to 25 people. In this memo, the employment laws will be discussed and how the laws will be applied to the business. The penalties for being in non-compliance with the laws will also be discussed in the memo. If a company does not follow the employment laws, there are lots of consequences that the company will face. I will be discussing four employment laws which are as follows: The Fair Labor Standards Act of 1938 (FLSA), Employee Polygraph Protection Act of 1988 (EPPA), Surface Transportation Assistance Act (STAA) and the Equal Pay Act of 1963. The Fair Labor Standards Act of 1938 (FLSA) The Fair Labor Standards Act of 1938 (FLSA) was established as a standard for minimum wages, overtime pay, child labor and recordkeeping. More than 130 million workers are affected by these standards in both the private and public sectors; these are part-time and full-time workers. Employees who work to produce goods for interstate commerce or to sell goods that have been moved or produced for interstate commerce. The Act does not cover business with less than $500,000 in annual dollar volume of business...
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...Memorandum To: Bradley Stonefield From: Atwood and Allen Consulting Date: 6/14/2016 Re: Employment Laws Compliance Plan In the regards to an Employment Law Compliance Plan for the Landslide Limousine Company, this memo will outline the laws and give consequences that a company needs to comply with regards to employment laws. Complying with these laws will help you to stay out of trouble with the law. Below will be a list of employment laws that the company should comply to: * Title VII of the Civil Rights Act of 1964 * Fair Labor Standards Act * Equal Pay Act of 1963 * Age Discrimination in Employment Act of 1967, as amended in 1986 * Americans with Disabilities Act of 1990, as amended in 2008 * US Equal Employment Opportunity Regulations * Texas Payday Law These are some of the applicable employment laws for the United States. If the business does not comply with these laws it can face consequences like heavy fine and lawsuits leading to heavy settlements. Recommendations on how to stay in compliance with the employment laws are, to keep record of everything, pay not less than minimum wage, and rely on all rules and regulations of employment law. If you need any further help in understanding these laws in depth we will provide you with the resources needed for employment laws. Thank you for letting Atwood and Allen Consulting help with you needs for employment laws to get your business started. We are looking forward to helping you with your Human...
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...Management Behavior MGT 531/ Human Capital Management Management Behavior 531 HRM MEMO TO: Supervisory Team FROM: InterClean, Inc. Sales Manager DATE: August 30, 2010 SUBJECT: Management Behavior CC: InterClean, Inc. Senior Leadership First, I would like to commend you all for handling the changes and transition of this merger.. I want to take this opportunity to assure our team that moving forward the merger will try to progress as painlessly as possible. I would like these same sentiments voiced to your employees on behalf of the midlevel management at InterClean, Inc. I want each of my first-line managers to explain to me, as leaders, why it is vitally important for you to behave and act as professionals in every situation. The purpose of this memo is to first discuss how management behavior will affect employee behavior and productivity. Next, the types of management actions and how they align with employment laws and those actions that do not. Lastly, I will address the best practices that we should be using for working within a diverse work environment. As we move forward and welcome the merger with EnviroTech, management’s actions and behaviors can have a dramatic effect on how our employees act, behave, and perform their jobs. I believe that as managers and leaders we need to establish and demonstrate to our employees that we can succeed at any level no matter what complications and challenges we are faced with. My recommendation to...
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...| Landslide Limousines | Memo To: | Bradley Stonefield | From: | Jennifer Maldonado | cc: | Traci Goldman | Date: | October 24, 2014 | Re: | Compliance Laws | | | Employment Laws Austin Texas Our client Landslide Limousines is opening a limousine transportation service in the city of Austin in the state of Texas, as per your request I am including relevant employment laws that need to be kept in mind in order to have a safe and law abiding company. As a small business with 25 employees it is important that Landslide truly acquaint itself with employment-at-will law, many employers especially small companies believe that they have the right to fire any employee “at will”, Landslide should become familiar with the Doctrine of Employment at Will, “...US employers have the right to discharge an employee at will at will for any reason be good or bad…” (www.legaldictonary.com, 2014). However there are notable expectations: the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment, The Family and Medical Leave Act (FMLA) all these acts supersede employment-at-will (HR Employment Compliance, 2014). In order for Landslide to avoid employees calling the Equal Employment Opportunity Commission (EEOC) with grievances, Landslide should implement a probationary period where all actions are documented for the first 90 days of employment. Understanding employment-at-will, will give our client the proper know how, when it comes...
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...Employment Law Compliance Plan Justine M. Washington HRM/531 » Human Capital Management June 16, 2014 Rachelle Tanega Memorandum To: Traci Goldeman, Manager Atwood and Allen Consulting From: Justine Washington Date: June 16, 2014 Re: Employment Law Compliance Plan for Landslide Limousines Per your request, I have compiled an employment law compliance plan for your client, Mr. Bradley Stonefield of Landslide Limousines. Because Mr. Stonefield is in the early stages of preparing to open Landslide Limousines, it is essential he is aware of the employment laws for Austin, Texas prior to hiring employees. I am aware he will have 25 employees within the first year of operation. This memo will address the applicable laws as well as the consequences for noncompliance with specific employment laws. I will discuss four of the more relevant employment laws that Mr. Stonefield should be concerned about. Texas Minimum Wage Act Companies must obey state and national minimum wage laws. Texas is no different. The current minimum wage for Texas is $7.25 per hour. It is a violation of the Texas Minimum Wage Act to pay an employee less than $7.25 per hour. In some jobs, employers can include tips, food, and housing as part of the minimum wage. According to Texas Workforce Commission (2013), “The Texas Minimum Wage Act establishes a minimum wage for non-exempt employees. It also requires covered employers...
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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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...|InterClean Inc | |Memo To: Supervisory Team From: Sales Manager CC: Management Behavior Date: March 1, 2010 In the midst of the upcoming merger with EnviorTech, it is important that the managers maintain a sense of leadership, direction and dedication to the organization. The reason for the memo is to help management focus on three areas of improvement: - Impact of Managements Behavior on Productivity - Managers Following/Upholding Employment Laws - Workplace Diversity It is very important as a manager to be weary of his or her own expression of behavior because of the impact that behavior can have on the productivity of his or her workers. The productivity of the organization and the quality of work is vital to the organizations operation. The behaviors expressed by supervisors can have both a positive and negative impact on the following areas of his or her employees: productivity, efficiency, morale and motivation. It is important for managers to keep in mind that employees analyze and watch the decision and actions of management. When managers exemplify negative behavior, it affects the subordinated by decreasing morality and creating an unhealthy working environment. When coworkers morality is low because of the negative behavior of management that affects the coworkers dedication and direction, which leads to poor performances of employees and ultimately poor productivity. When...
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