Employment Law Compliance Plan (landslide Limousines)
Autor: ricnlori • August 30, 2015 • Business Plan • 593 Words (3 Pages) • 1,124 Views
Employment Law Compliance Plan (Landslide Limousines)
Lori Martin
HRM/531
September 29, 2014
Patrice Cloutier
Employment Law Compliance Plan (Landslide Limousines)
Memorandum
To: Traci Goldman
From: Lori Martin
Date: 9/29/2014
Subject: Employment Law Compliance Plan for Landslide Limousine
As you requested we have started to establish employment law compliance for our new client Bradley Stonefield. Our client Bradley Stonefield is looking to start a new limousine service named Landslide Limousine and has requested our services in labor compliance for his new business. Bradley will be operating in Austin Texas; therefore labor compliance would consist of federal laws as well as local state laws.
Federal Laws
The Federal laws set a standard for the individual state regulatory to follow. Considerations in a small business as Mr. Stonefield’s would be The Fair Standards Act or better known as (FLSA). This law requires all employers to compensate for overtime at a rate of one and a half times the hourly rate if the employee works more than 40 hours in one week.
The Equal Pay Act of 1991 establishes no man or woman would be benefited more than the other categorized by sex alone. (Cascio, pg. 82, 2013).
The Civil Rights Act of 1964 and all amendments were established to protect employees from discrimination based on race, color, national origin, gender, sexual preference, or religion. This particular law was amended in the year of 1972 to include all small businesses of 15 or more employees, this law comes with penalties of punitive damages and the company could be responsible for any compensatory monies as well. (Texas Workforce Commission, 2014).
Another very important law would be the Federal Law of Immigration Reform and Control Act (IRCA). The IRCA states no individual that is not legally authorized to work in the United States can be employed or the employer can face penalties for noncompliance. These penalties can cost the company from $100.00 to $1000.00 per employee and can place sanctions of criminal stature on the business as well. (Texas Workforce Commission, 2014).
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