Employment Law Compliance Plan

In: Business and Management

Submitted By souiqueluv
Words 844
Pages 4
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 can assist you the various filing procedures, and can represent you in court if necessary” (LaMance, 2015).

Age Discrimination in Workplace of 1967
The Age Discrimination in Employment Act (ADEA) prevents employment discrimination for anybody the age of 40 years or older. According to Age Discrimination Fact Sheet (2014), “The ADEA prohibits age discrimination in decisions about hiring…...

Similar Documents

Employment Law Compliance Plan

...Employment Law Compliance Plan 1Content Demonstrates an understanding of the applicability of employment law to a situation(50%) Did Not DoDid not do/No evidence | Below ExpectationsSignificant improvement are needed in one or more areas or needs more development to become fully proficient | Basic LevelDemonstrates a satisfactory comprehension of the subject matter at a minimum requirement level. | Moderate LevelDemonstrates better than average performance and above the minimum requirements although more development is still needed for mastery | Advanced LevelDemonstrates an unusually sharp insight into the material at a mastery level. | 2Demonstrates an understanding of the risk of non-compliance with employment law.(50%) Did Not DoDid not do/No evidence | Below ExpectationsSignificant improvement are needed in one or more areas or needs more development to become fully proficient | Basic LevelDemonstrates a satisfactory comprehension of the subject matter at a minimum requirement level. | Moderate LevelDemonstrates better than average performance and above the minimum requirements although more development is still needed for mastery | Advanced LevelDemonstrates an unusually sharp insight into the material at a mastery level. | 2Organization The paper is organized in a logical and coherent manner. Transitions are used to improve flow.(100%) Did Not DoPaper is not organized in a logical or coherent manner | Below ExpectationsPaper is organized in a logical or...

Words: 545 - Pages: 3

Employment Law Compliance Plan

...Employment Law Compliance Plan Terra Lembeck HRM/531 February 17, 2014 Doreen Lawrence MEMORANDUM To: Marylee Luther Cc: Traci Goldeman From: Terra Lembeck Date: February 17, 2014 Subject: Employment Laws Regarding your request, I am putting together an employment law compliance plan for Marylee Luther. It is my understanding Marylee is the HR Director at Clapton Commercial Construction and they are looking to expand their business currently located in Detroit, Michigan and expanding to Arizona. Currently, Clapton Commercial Construction employees 650 employees in Michigan and will be adding 20% in Arizona. The purpose of this memo is to examine employment laws and how they will be applied. I will also cover the penalties of noncompliance of the laws. The Americans with Disabilities Act The Americans with Disabilities Act (ADA) excludes an organization from discriminating qualified people who have a disability. “The ADA is a civil rights law that protects individuals with disabilities from discrimination in the workplace, school and other settings. Although the ADA prohibits discrimination against individuals with disabilities, an employee who requires accommodations in order to perform a job must disclose information about the disability and the need for specific accommodations to the employer in order to be protected by the law. A reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified individual...

Words: 637 - Pages: 3

Employment Law Compliance Plan

...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...

Words: 974 - Pages: 4

Employment Law Compliance Plan

...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...

Words: 1050 - Pages: 5

Employment Law Compliance Plan

...Clapton Commercial Construction Company To: Atwood and Allen Consulting Company From: John Doe Date: 8/25/2014 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...

Words: 894 - Pages: 4

Employment Law Compliance Plan

...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...

Words: 691 - Pages: 3

Employment Law Compliance Plan

...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...

Words: 1185 - Pages: 5

Employment Law Compliance Plan

...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...

Words: 1553 - Pages: 7

Employment Law Compliance Plan

...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...

Words: 423 - Pages: 2

Employment Law Compliance Plan

...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...

Words: 1336 - Pages: 6

Employment Law Compliance Plan

...interoffice memorandum to: | traci goldman | from: | Your Name here | subject: | Employment Law Compliance Plan | date: | June 29, 2015 | | | | | Per your request, here are applicable laws for Bradley Stonefield’s upstart business, Landslide Limousines, located in the Austin, Texas area. Mr. Stonefield indicated he expected to reach 25 employees within the first year of operation. We will examine three different federal laws and two state specific laws, and how they are applicable to the business line, and any consequences of noncompliance to said laws. They are: Immigration Reform and Control Act of 1986, Americans with Disabilities Act of 1990, Age Discrimination in Employment 1967, Texas Payday Law and Austin’s Vehicle-for-hire Law. The Immigration Reform and Control Act of 1986 directs that all employers must verify every single employee is eligible to work in the United Stated. This law was designed to control the rash of undocumented workers in the U.S. Therefore, employers are required to maintain documents of permission to work within the country on their employees. Any of the items listed on the I-9 form is acceptable to substantiate eligibility. Noncompliance with this law will result in penalties assessed per each undocumented worker, and the fines increase upon each violation. The Americans with Disabilities Act of 1990 prohibits discrimination based on an individual’s disabilities. This law was designed to provide avenues for disabled...

Words: 825 - Pages: 4

Employment Law Compliance Plan

...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...

Words: 1236 - Pages: 5

Employment Law Compliance Plan

...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...

Words: 1161 - Pages: 5

Employment Law Compliance Plan

...* * * * * * * * * * * * * * * * * * * * 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...

Words: 1209 - Pages: 5

Employment Law Compliance Plan

... responsible to verify the employment eligibility and identity of all employees hired to work in the United States after November 6, 1986. To implement the law, employers are required to complete Employment Eligibility Verification forms (Form I-9) for all employees, including U.S. citizens. Every U.S. employer must have a Form I-9 in its files for each new employee, unless the employee was hired before November 7, 1986, and has been continuously employed by the same employer. Fair Labor Standards Act & Minimum Wage: The Fair Labor Standards Act (“FLSA”) establishes minimum wage, overtime pay, record keeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Until July 23, 2008, the minimum wage under Federal law is $5.85 per hour. This rate will increase to $6.55 per hour beginning July 24, 2008 and $7.25 per hour beginning July 24, 2009. The minimum wage in Texas is equal to the Federal minimum wage. Tipped Employees: Employees who receive at least $30.00 per month in tips may be paid a basic hourly rate of no less than $2.13 per hour. If the hourly wage plus tips does not equal or exceed the minimum hourly wage, the employer must make up the difference. The employer must inform the employee of this fact before the employee commences working. In closing it’s important to note that as an employer it is critical to Mr. Stonefield’s business that he remain in full compliance with all......

Words: 591 - Pages: 3