...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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...Re: Employment Law compliance plan Purpose: The purpose of this memorandum is to inform the management and employees of Atwood and Allen Consulting Company, about a consulting assignment from Clapton Commercial Construction Company over their employment law compliance plan. The company is seeking consultancy services from us. It is therefore crucial that we provide the best services possible. Summary Clapton Commercial Construction is a company that has currently 650 employees, and according to their Human Resource Director, they are planning to employ 20% more employees after moving to their new state. The company is currently situated in Detroit, Michigan, and it’s planning to move to Arizona. They are in need of human resource help from us. The whole work should involve identifying at least four employment laws, give a brief summary of each law, and also the consequences of its noncompliance. Background Information A lot has happened over the last 40 years in America; in as far as the legislations and regulations governing business and organizations operations are concerned. The federal government has always done its best in managing and controlling the situation. It is from this stand that, companies like Atwood and Allen Consulting emerged. Issues like corrupt practices, discrimination on employment and environmental protection ,just to mention a few are effectively tackled, at present ,as much as possible than it was in the olden days. The employment laws...
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...Employment Law Compliance Plan HRM/531 November 20, 2015 Memorandum To: Traci Goldman, Bradley Stonefield From: me(Areg Hoshar) Date: 11/20/2015 Re: Employment Law Compliance Plan This memo will cover the employment laws and how they are applied. Also the penalties of noncompliance of different laws. There are many different laws an institution must fallow to stay in compliance. If by any chance these laws are not fallowed the business will face penalties. There are three employment acts that one should have insight about. The Occupational Safety and Health Act, the Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). By acknowledging these acts and their importance to one’s business will prevent them from being penalized for not being compliance. 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 low-hazard industries in the retail, finance, insurance, real estate, and service sectors, must maintain specific records of job related injuries and illnesses” (Department of Labor, 2013). This act helps to make...
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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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...* * * * * * * * * * * * * * * * * * * Employment Law Compliance Plan * ******** * University of Phoenix * HRM/531 Human Capital Management ********* * October 27, 2012 * * * * * * * * * * * * * * * * * * Memorandum To: Traci Goldman From: ********** Date: [ 4/5/2016 ] Re: Employment Law Compliance Plan This memo will survey employment laws as well as how these laws are applied. This writer 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. The Age Discrimination in Employment Act of 1967 which prevents discrimination towards people for their age. The Occupational Safety and Health Act (OSHA) is charged with implementing and enforcing legislation to protect workers with proper safety and health measures. The Fair Labor Standards Act (FLSA) protects workers and ensure they are paid a fair wage in the private sector, and in government positions. Knowing these standards are important part to your business venture to keep one from being penalized for not being in compliances with then will hurt the company’s reputation. OSHA is an act that was ratified to require businesses to provides a harmless and...
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...Employment Law Compliance Plan HRM/531 June 6th, 2015 Employment Law Compliance Plan Memorandum To: Traci Goldman From: Date: 06/06/2015 Subject: Employment Laws Regarding your request, I am to prepare an employment law compliance plan for Ms. Mary Lee Luther, HR Director for Clapton Commercial Construction. I understand that the company is based in Detroit, Michigan but would like to expand their business in Arizona. The company currently employs 650 employees and would be adding 20% personnel in the new state. Although there are common federal employment laws that are applicable to both states, there are a number of employment laws that vary from state to state. I will first delve into discerning the laws in Michigan and Arizona: State Child Labor Laws Under the Fair Labor Standards Act, the federal government has set a minimum age requirement for a youth seeking to work as well as employment limitations on individuals under the age of 18 (Federal Child Labor Laws, 2013). The law further distinguishes between agriculture and non-agriculture employers. Children or youth under the age of 14 are not allowed to work for non-agricultural employers unless they are employed: 1. by their parents in non-hazardous jobs 2. as actors or performers 3. Delivering news paper 4. Home workers making wreaths from natural materials Children ages 14-15 may work but with limited hours. Children 16-17 may work but cannot be employed in hazardous industries as deemed...
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...Employment Law Compliance Plan TO: Traci Goldeman, Manager, Atwood and Allen Consulting FROM: Yvette Calderon, Market Research Assistant DATE: February 17, 2014 Employment Law Compliance Plan Business Regulatory Enforcement Fairness Act or SBREFA was passed by the congress in 1996 because of the concerns made by small business community. SBREFA was formed to help the small business in understanding and compliance with regulations. OSHA has levied fines of various amounts for the violation of OSHA regulations. These fines can differ based on the severity of the violation (Small Business Regulatory Enforcement Fairness Act of 1996, n.d).The Texas Labor Code Anti-Discrimination Provisions Texas like many other states has its own laws for employment discrimination but employers who abide by the federal statute will be safe under the Texas state law as well. The reason for this is that the Texas Labor Code Anti-Discrimination Provisions are parallel with the Federal Discrimination guidelines. However, there is a trend throughout cities and counties with America that allow these local municipalities to have their own ordinances. In Texas, local government can and sometimes do establish their own anti-discrimination rules. In the city of Austin, several city ordinances make it unlawful to deny access to public accommodation or discriminate in employment on the basis of gender identity or sexual orientation specifically to lesbians and gays. It is also illegal to discriminate...
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...Employment Law Compliance Plan Name Class Number Date Professor | Memorandum To: | Traci Goldman | From: | Name | cc: | Professor | Date: | [Click to select date] | Re: | Employment Law Compliance Plan | | | In response to your recent request, I have done some research in reference to Landslide Limousine Services, expecting to open in Austin, Texas with 25 employees. In order to protect the company and its prospective employees from legal issues of discrimination, wages, and safety, the company must comply with both Federal and State employment laws. The following demonstrates important Federal and Texas employment laws that Landslide Limousines Services must acknowledge and adhere to: Texas Minimum Wage Act This employment law requires a minimum wage for non-exempt employees. The current minimum wage for the state of Texas according to the U.S. Department of Labor as of January, 1st 2014 is $7.25 per hour. The company will need to provide proof in writing of each employee’s earnings through a pay statement. This law applies to any size business and is enforced by the Texas Workforce Commission (TWC). The Equal Pay Act of 1963 (EPA) This law requires equal pay for men and women doing “substantially similar” work in terms of skill, effort, responsibility, and working conditions (Cascio, 2013 Page 455). This pay includes hourly and salary as well as overtime, vacation and sick pay, bonuses and investment plans. It is also not limited to insurance...
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...Employment Law Compliance Plan Robert L. Cooper HRM 531 / Human Capital Management April 20, 2015 Kathy Butler MEMORANDUM TO: Bradley Stonefield FROM: Rob Cooper DATE: April 20, 2015 SUBJECT: Employment Law Compliance Plan CC: Traci Goldman Per your conversation with Traci Goldman regarding your interest in developing Landslide Limousine service in Austin, Texas, I have completed some research regarding Texas labor laws that you should consider. These would include statutes pertaining to Discrimination, Wages, and Child Labor. Discrimination Based upon your desire to recruit up to 25 employees the first year you will want to be aware of the law in Texas preventing discriminatory acts. The law prohibits employers from “denying equal employment opportunities in hiring, promotion, discharge, pay, fringe benefits, (or) other aspects of employment because of race, color, national origin, religion, sex, age, or disability” (The State of Texas Staff, 2015, p. 1). Non-compliance with this law could result civil actions and penalties either by the employee/applicant or by and through the Texas Workforce Commission (TWC). According the the Texas labor code, a finding of fault can reuslting in civil penalties in compensatory and punitive damages paid to the Texas Workforce Commission. The complaintant is allowed to recover damages in additiona to those of the TWC (State of Texas Staff, 1993). Punitive damages...
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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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...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 Act will eliminate obligatory necessity...
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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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...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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...Employment Law Compliance Plan To: Tracy Goldman Date: May 31, 2015 Subject: Employment Laws Formulating a compliance plan for Mr. Bradley Stonefield Limousines services called Landslide Limousines. Mr. Stonefield wants to hire 25 employees within the first year and wants the company to locate in Austin, Texas. In this memo, there will be four employment laws that the company must follow to stay in compliance. These are as follows: Harassment in the workplace, The Age Discrimination Employment Act of 1967, The Fair Labor Standards Act and Family and Medical Leave Act of 1993. Harassment “Harassment in the workplace can take a number of forms, but all forms are illegal under US law. Workplace harassment usually involve threats, intimidation and other mistreatment which is intended for either the satisfaction of the harassing individual or personal gain by impeding the ability of the harassed individual to work effectively” (Harassment In The Workplace, 2015). In Texas, the law state that the person filing the claim must first file it with the Texas Workforce Commission (TWC). Secondly, the claim must be processed through the Equal Employment Opportunity Commission (EEOC). Lastly, so happen to file a lawsuit, it must be filed with a private lawsuit against the employer but all suits are filed with TWC first before the lawsuit comes in play. “If you need to file a claim for harassment in Texas, you may wish to contact a qualified lawyer in your area. Your attorney...
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...Memorandum To: Marylee Luther CC: Traci Goldeman From: Tania Stevens Date: [ 9/15/2014 ] Re: Employment Law Compliance Plan Per your request, Atwood and Allen Consulting has developed an employment law compliance plan to assist you with the expansion of Clapton Commercial Construction. There are employment laws that you should be made aware of in order to get a human resource (HR) department ready for expansion to the state of Arizona. This memo will identify federal and state labor laws that address the minimum wage, required job postings, occupational safety and health, immigration reform and legal workers as well as possible consequences of noncompliance and recommendations on how to be compliant as they pertain to Clapton Commercial Construction. State of Arizona Minimum Wage Act Effective January 1, 2014, Arizona’s minimum wage became $7.90 per hour and every employer covered under the Act is now required to pay each employee’s wages no less than this amount (Arizona's Official Web Site, 1987). According to the U.S. Department of Labor, the federal minimum wage is currently $7.25 (n.d.). Regardless of the $.65 difference in the hourly rate, you must ensure that every employee is paid $7.90 for each hour of work. As the State of Arizona's Official Web Site (1987) states, "an employer who fails to pay the minimum wage is required to pay the employee the wages owed with interest and an additional amount equal to twice the underpaid wages. An employer who retaliates...
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