HRM531 Employment Law Compliance Plan WK2DAY7
Employment Law Compliance Plan
Deirdra Massey
HRM/531
December 22, 2014
Professor Ricky Owen
MEMORANDUM
TO: Traci Goldman
FROM: Deirdra Massey
DATE: December 22, 2014
Subject: Employment Laws
Thank you for the opportunity to work on this team. As the consultant for this project my goal is to initiate an employment law compliance plan for Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas initially comprised of 25 workers within the first year. This memo will examine employment laws that will directly apply to the business. I will also discuss the penalties for noncompliance as it pertains to his business.
Although your organization will only comprise consist of 25 employees, your associates are protected by the Fair Labor Standard Act as well as the Equal Pay Act. This means as a worker for your business they have the right Under FLSA, to be paid as a minimum the federal or state minimum wage. - good As an employer, you have a responsibility to pay overtime for hours that are worked passed 40-hours within seven consecutive days.
According to Title VII of the Civil Rights Act of 1964, employees are protected from harassment and reprisal, based on their race, national origin, religion and gender. In addition, The Americans with Disabilities Act defends any disabled workers. If at any time a worker of Mr. Stonefield’s requires special equipment to enable his job performance, Mr. Stonefield is required to provide reasonable accommodations. – such as?
As an employer thinking about offering health insurance benefits, his employees are protected by Consolidated Omnibus Budget Reconciliation Act which allows workers that who are terminated the chance to keep their health insurance for 18 months as long as they pay the cost. Another requirement regulated by The Federal Unemployment Tax Act requires employers to pay a portion of their state’s unemployment insurance plan. This is
Deirdra Massey
HRM/531
December 22, 2014
Professor Ricky Owen
MEMORANDUM
TO: Traci Goldman
FROM: Deirdra Massey
DATE: December 22, 2014
Subject: Employment Laws
Thank you for the opportunity to work on this team. As the consultant for this project my goal is to initiate an employment law compliance plan for Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas initially comprised of 25 workers within the first year. This memo will examine employment laws that will directly apply to the business. I will also discuss the penalties for noncompliance as it pertains to his business.
Although your organization will only comprise consist of 25 employees, your associates are protected by the Fair Labor Standard Act as well as the Equal Pay Act. This means as a worker for your business they have the right Under FLSA, to be paid as a minimum the federal or state minimum wage. - good As an employer, you have a responsibility to pay overtime for hours that are worked passed 40-hours within seven consecutive days.
According to Title VII of the Civil Rights Act of 1964, employees are protected from harassment and reprisal, based on their race, national origin, religion and gender. In addition, The Americans with Disabilities Act defends any disabled workers. If at any time a worker of Mr. Stonefield’s requires special equipment to enable his job performance, Mr. Stonefield is required to provide reasonable accommodations. – such as?
As an employer thinking about offering health insurance benefits, his employees are protected by Consolidated Omnibus Budget Reconciliation Act which allows workers that who are terminated the chance to keep their health insurance for 18 months as long as they pay the cost. Another requirement regulated by The Federal Unemployment Tax Act requires employers to pay a portion of their state’s unemployment insurance plan. This is