...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). The FLSA will be applicable once Landslide Limousines has more than $500...
Words: 1299 - Pages: 6
...Employment Law Compliance Plan Employment Law Compliance Plan This memorandum is in response to the request sent to Allen and woods consultancy company from Bradley Stonefield the founder of Landslide Limousines in Austin, Texas. The company is expected to employ around 25 employees during the first year of service. The memorandum will list different employment laws that apply locally, state wise and on federal level. These laws should be applied when hiring and employing employees in order to prevent any misconduct leading to lawsuits. The memorandum will incorporate the fines and penalties that are applied when violating employment laws. Landslide Limousines must adhere to all federal laws at all time. Equal employment opportunity (EEO) Landslide Limousines must start by identifying the success criteria for each position in the company. The candidates applying to different positions should be selected based on these criteria to avoid discriminating them. No candidate shall be rejected because of a group that he or she belongs to, such as age, race or gender. To summarize, Landslide Limousines, must make sure to avoid the following two forms of discrimination: 1. Unequal (disparate) treatment 2. Adverse impact (unintentional) discrimination The Civil Rights Acts of 1866 and 1871 These laws were made following the provisions of the thirteenth and fourteenth Amendments. They are summarized as follow: “The Civil Rights Act of 1866 grants all citizens the right...
Words: 1428 - Pages: 6
...Employment Law Compliance Plan HRM/531 June 30, 2014 Employment Law Compliance Plan MEMORANDUM TO: Traci Goldeman, Atwood and Allen Consulting FROM: Nichole Coates, HRM/531 DATE: June 30, 2014 SUBJECT: Landslide Limousines: Employment Compliance CC: Bradley Stonefield As you requested, the information that is needed to consult Bradley Stonefield, owner of Landslide Limousines, is outlined below. He is an owner of a small limousine service that provides transport to customers in Austin, Texas. Bradley’s goal is to have 25 employees within one year of opening the business and would like the expertise of Atwood and Allen Consulting. Below are some employment laws that Bradley should be compliant with along with the consequences of non-compliance. There are also recommendations on how to be compliant with the employment laws that will affect him and his business. The first law that Bradley needs to be informed about is the Texas Minimum Wage Law. Texas adopts the federal minimum wage rate which is currently $7.25 per hour for non-exempt employees. This minimum wage amount does not prohibit the employee from bargaining with Landslide Limousines for a higher wage. As part of being a business owner, Bradley needs to understand that he will be required to provide each employee with a written earnings statement that enables the employee to determine whether or not he/she was paid the correct wage for a given time period. There are consequences...
Words: 1220 - Pages: 5
...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,...
Words: 728 - Pages: 3
...Landslide Limousines Employment Law Compliance Plan University of Phoenix Bradley Stonefield is looking to start a limousine service in Austin, Texas by the name of Landslide Limousines, which will provide first-class transportation to clients and customers. The first step in providing Human Resources advice and support to Stonefield is to research employment laws to determine how Landslide Limousines will stay in compliance, as well as any non-compliant issues that might come about. In the state of Texas, many of the employment laws follow Federal Law. For instance, Federal minimum wage is $7.25/hour, which is the wage that Texas has chosen to adopt. Assuming the Stonefield will be paying his drivers an hourly wage, one law he must be aware of is the Texas Minimum Wage Act. This law states that all non-exempt employees are entitled to at least $7.25/hour and are not prohibited from bargaining for a higher wage. It is possible that was specified restrictions, an employer may be able to apply tips to the hourly minimum wage. However, written verification of any employees pay must be documented (likely in the form of a paystub) to provide proof of correct wages in accordance with the Texas Minimum Wage Act. In the event that Landslide Limousines is incompliant with this law, employees will have up to two years to file legal charges against the employer or report the employer to the Texas Workforce Commission which will lead to the employer paying liquidated damages and fees...
Words: 799 - Pages: 4
...Memorandum | Date: | August 3, 2015 | Subject: | Employment Compliance Plan | From: | Cassie Martin | Company: | Atwood and Allen Consulting | To: | Bradley Stonefield | Company: | Landslide Limousine | According to Tracy Goldeman , you are inquiring about starting a small limousine business in the state of Texas. Also, your goal is to hire 25 employees within the first year of business and the main focus is having first class transportation. In response to helping you establish the limousine business, an employment compliance plan is needed to ensure your business is protected and does not fall out compliance. To make certain the Landslide Limousines Services stays in business and meet the Texas laws compliance, there are 4 employment laws that I gathered nationally and from the state of Texas that will be helpful in the initial process of starting the business. It's imperative that you continue to practice the laws because failure to do so will hold the business liable and there will be an intense punishment and penalty to pay. They are as follows: • Title VII Civil Rights Act of 1964 • The Age Discrimination in Employment 1967 • The Occupation Safety & Health Act • Texas Minimum Wage Act "First the Title VII Civil Right Act of 1964 prohibits discrimination of employmednt based on race, color, religion, national origin, and sex, which includes pregnancy, childbirth, or related medical conditions" (http://www.eeoc.gov/laws/statutes/titlevii.cfm). It's very important...
Words: 1136 - Pages: 5
...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...
Words: 974 - Pages: 4
...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...
Words: 1138 - Pages: 5
...Employment Law Compliance Plan --------- HRM/531 July 27, 2014 Professor ------- To: Traci Goldeman From: -------- Date: July 27, 2014 Subject: Employment Law Compliance Plan This memo will describe the employment law compliance plan I made for Bradley Stonefield. He’s going to open a limousine service company named Landslide Limousine in Austin, Texas. He plans to hire twenty-five employees in the first year. This Employment law compliance plan will make him aware of most relevant employment laws and consequences of noncompliance with said laws. All employment laws federal, state and city level are designed to protect employees legal rights. They make sure employees are treated well and provide guidelines to the employers on how to treat their employees. So, it’s extremely important for an entrepreneur to be aware of laws and consequences for noncompliance. Following are some most relevant Federal, state, as well as Austin city employment laws very organization must follow: * The Equal Pay Act of 1963 * The Age Discrimination in Employment Act of 1967 (ADEA) * Family and Medical Leave Act (FMLA) * The Civil Right Act of 1964 * The Texas Labor Code Anti-Discrimination Provisions * Austin City Ordinance No. 20120426-063 The Equal Pay Act Of 1963 This act was signed into law by President John F Kennedy on June 10, 1963. This act made it illegal to pay men and women working in the same place different salaries for similar work National...
Words: 1548 - Pages: 7
...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...
Words: 844 - Pages: 4
...Recruitment Strategies As Landslide Limousine prepares to open up their company, it is imperative that the right personnel are selected. In order to achieve the organizational goal of offering first-class limousine service to the Austin Texas area, there must be a consensus among leadership for an open-minded approach to select employees who emulate the diversity and culture of Austin. According to the 2010 census, the city of Austin has now crossed the threshold of becoming a Majority-Minority city. In essence there is not a specific ethnic or demographic majority and for good measure, the median age is 32 (AustinTexas.gov 2014). Knowing these factors will allow Landslide Limousine to select employees who are the face of the current and future city. There is an adage, which states you get what you pay for (Vonnegut 1967) and it is imperative for senior management to either invest in an outside firm or stay with in-house resources when it comes to the hiring of personnel for this location. Austin is a city which, has potential for growth yet many of the affluent are moving further west and east of the city and operating in the city has risks and benefits. How will Landslide Limousine attract customers and how will the employees fair in a market that is still in the process of reaching the top in Texas? Since the company expected revenue for the first year is -$50,000, utilizing in-house resources would be the first plan of action. In today’s society a quick and free...
Words: 1373 - Pages: 6
...Employment Law Compliance Plan Carrie "Shellie" Cobbs Human Capital Management HRM 531 Linda Johnson March 15, 2015 Employment Law Compliance Plan atwood and allen consulting memorandum to: Traci Goldeman from: Shellie Cobbs subject: Employment Law compliance plan for Landslide Limousine date: March 15, 2015 cc: Bradley Stonefield I have researched several employment laws for Mr. Stonefield’s Landslide Limousine Company and there are four laws that I will outline for Mr. Stonefield to consider complying with in his new business venture. I will discuss in this memo the Civil Rights Act of 1964 regarding employment discrimination, The Americans with Disabilities Act of 1990 regarding people with disabilities, Equal Pay Act of 1963 regarding wage discrimination between men and women, and lastly the Texas Minimum Wage Act regarding the least amount of an hourly wage payable in the state of Texas. I will give a brief summary of each of the four Acts and consequences for noncompliance. Civil Rights Act of 1964 The Civil Rights Act of 1964 is regulated and enforced by the Equal Employment Opportunity Commission (EEOC). As a new business, if you receive any federally funded monies such as grants, assistance, or subsidies The Civil Rights Act of 1964 applies to you. The EEOC “enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship...
Words: 2776 - Pages: 12
...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...
Words: 1403 - Pages: 6
...organization should set two tasks: to prepare the base for the future activity success and to help an organization function better than others in the competitive environment. In this paper team B will discuss the principles and strategies for small, medium, and large organizations. Small Business In the small business scenario, this week has focused on some of the principles and strategies of starting up a Limousine services consisting of at least 25 employees. The owner of the company, Bradley Stonefield, has an idea of offering “First Class Transportation” with a company that will be called Landslide Limousine Service. Some of the details that need to be covered prior to opening the company must focus on the employment laws and compliance. When attempting to recruit the best talent for this business, the owner of the company is asking for guidance on details about some of the services that can be offered to employees such as benefit packages, health insurance, life insurance, and pay structure. The owner is also requesting for us to organize a plan to screen potential employees so that they are getting the highest qualified applicants for the company. Because this is a smaller- sized business, consisting of only 25 employees, the company will be able to band together with other organizations to build a purchasing coalition to negotiate lower purchasing agreements with insurance providers. To keep costs down for the company and offer more incentives for...
Words: 755 - Pages: 4
...Performance Management Plan Diane Harge HRM/531 May 25, 2015 Jim Scholes Performance Management Plan Introduction Atwood and Allen Consulting have been working with Landslide Limousine with their Employment Law Compliance Plan, and their Compensation and Benefits Strategies recommendations. Next, we will like to explore a Performance Management Plan. According to the video, Performance Management 2014 by the University of Phoenix, “Performance Management Systems helps to achieve objectives in the strategic plan. It aligns all of an organization’s resources to achieve the best possible result. It is the process of creating a work environment where employees can perform to the best of their abilities.” Performance Management also focuses on teams and the organization as a whole. Atwood and Allen Consulting will begin assisting Landslide Limousine in this area. According to Cascio 2013, “At a general level, the broad process of performance management requires that you do three things well: 1. Define performance. 2. Facilitate performance. 3. Encourage performance.” Defining performance Landslide Limousine want to ensure that during the interviewing process, they clearly define performance. It must be understood by the employees what is expected of them. In Cascio 2013, it states, “A manager should pay attention to three key elements and they are goals, measures and assessments.” When employees have goals, they have a target they are aiming towards...
Words: 1207 - Pages: 5
