Hrm/531 Employment Law Compliance Plan Paper

Employment law compliance plan
Lori Ficklin
HRM/531
June 3, 2014
Michelle White

Memorandum
Date: June 3, 2014
To: Traci Goldeman
From: Lori Ficklin
Subject: Bollman Hotels’ Employment law compliance plan for India

Dear Ms. Goldeman,

Thank you for the opportunity to provide the essential details of employment law compliance for Bollman Hotels ' global expansion into India. Currently, Bollman Hotels, an organization with 25,000 employees, operates in Minneapolis, Minnesota. The transition to a global presence will begin by building upon the past success and experiences of the existing HR department (University of Phoenix, 2014). Unique challenges businesses encounter in India include inflexible labor laws, a convoluted system of central,
and India comes from the fact that employment at will remains unaccepted. Termination without cause is not allowed, and employees are entitled to a proscribed process of notice and severance pay. For business ' in excess of 100 employees, layoffs (retrenchment) require government permission. An employment contract or appointment letter will need to be on file for each employee. This document will contain the name and address of the establishment; the name, age, and address of the employee along with the name of the employees ' father; the title and nature of the work, and the salary. Inclusion of employee 's loyalty to the employer and non-disclosure sections in the contract limit the ability of the business to enforce any no-compete clause. The length of employment section records the start date, and that severance pay will be forfeit if the employee fails to give appropriate notice. Short of termination for cause, most likely criminal behavior, or medical disability, notice (one month) and severance pay will be expected for all employees (National Anti-Corruption Investigation Bureau,
An appointment letter for each employee will be necessary for all new hires. This contract outlines the relationship between employer and employee, but doesn 't give the employer the right to terminate at will. To end the relationship follow the process of written notice one month in advance and severance pay at termination. Regulation of opening and closing times require exact hours work be specific (National Anti-Corruption Investigation Bureau, 2012). The Internal Complaints Committee called for in the Sexual Harassment of Women in the Workplace (Prevention, Prohibition and Redressal) [sic] Act, 2013, will need to operate outside of the HR department, and report directly to senior level staff. Working women in India encounter many of the same risk as women in the U.S., one cultural difference, laws governing factories go so far as to prohibit women from working nighttime hours. No such regulation exists for shops, hotels, and restaurants other than the designated closing times. Give special consideration when asking women to work beyond closing times if the hotel obtains the exemption during Shops and Establishment registration (Government of NCT of Delhi,