Employment Compliance Law Plan

Employment Law Compliance Plan

Christina Barbin

HRM531

March 16, 2015

Virginia McMinn

Employment Law Compliance Plan

In an effort to assist Clapton Commercial Construction with their efforts in expanding to the state of Arizona, Atwood and Allen consulting will be assisting with various pieces of the expansion to ensure all laws are met and the employees and employer are both taken care of. In this memo we will first look at some of the various employment laws within the state of Arizona and explain the consequences of non-compliances to the company. It will be very important for Clapton to uphold a commitment to honesty and make every effort possible to decrease unethical business practices within their organization.

The first law compliance that we will address is the doctrine of employment at-will. This means that the employment is contractual in nature and it can be discharged with the consent of the employer or the employee unless otherwise noted in a written contract (Loose, 2005, p.237). If the employee feels that there is any reason to bring a claim of wrongful termination against the employer, they have one year to do so. This is important to Clapton to be aware of for retention of records purposes. They will want to be sure that they have easy access to all previous employee records up to the past year in case of any litigation that may be brought against them.

The second employment law that is important for Clapton to understand is the Law on Wage and Hours. The state of Arizona passed a new minimum wage law in January of 2015 that will require them to pay all employees $8.05 per hour ("Arizona Labor Department", 2015). Strangely enough the state of Arizona lacks any laws that require that require Clapton to give construction workers any meals or breaks so this is left up to the HR manager. However, if HR decides to allow one, it should not be less than 20 minutes total. (Loose, 2005, p.237). There is also the discrimination in employment law, which means that every employee is under protection in any form regardless of age, religion, gender, and race, with reference to term, set stipulations or special privileges for employment. This applies to Clapton because they have more than 15 employees.