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Employment Law Compliance Plan

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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 may not exceed “$50,000 in the case of a respondent that has fewer than 101 employee” (The State of Texas Staff, 2015). Compliance will be compelled. “If an employer failes to comply with a court order, the commission may commence proceedings to compel compliance” (The State of Texas Staff, 2015). This can come with additional penalties. Wages If you choose to pay an hourly

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