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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, but are restricted in many ways and may only drive occasionally. When driving, there are numerous limitations including, but not limited to: only during the day, no time sensitive drives, and many others. If you choose to hire a minor to work, it is advisable to keep them in the office. Non-compliance of any child labor laws in a non-agricultural setting could result in fines ranging from

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