...Employment Law Compliance Plan HRM/531 Human Capital Management February 10, 2014 To: Bradley Stonefield Landslide Limousine Service Austin, Texas From: Atwood and Allen Consulting Date: February 10, 214 Subject: Employment Law Compliance Plan As per the conversation, the formulation of an employment law compliance plan is the request. Mr. Bradley is planning to start a limousine service in Austin, Texas. The goal is to have 25 employees within the first of the year of business. This memo will provide a description of the employment laws and how they should be applied in the company. A brief description of penalties that may arise for noncompliance of the various laws will be evident in the content of the memo. To remain in compliance, it is necessary for the company to abide by the laws. The purpose of the memo is to identify five laws that will affect the limousine service located in Austin, Texas. 1. Age Discrimination in Employment Act of 1967 2. Immigration Reform and Control Act of 1986 3. Americans with Disabilities Act of 1990 4. Family and the Medical Leave Act of 1993 5. Sexual Harassment in the Place of Work Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act of 1967 requires employees to avoid employment discrimination against anyone at least 40 in the United States (Employment Law Firms, 2013). The Civil Rights Center of the United States organized the law to encourage employment of older individuals by...
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...focused on developing and manufacturing sporting equipment, it would need to determine if this includes all sporting equipment or a selection of products. Further, the company would need to determine what would be the various levels of support it would provide to its customers. For example, would the company take its equipment directly to the consumers for demonstrations and lessons on how to gain the optimal results with the equipment? All of these types of decisions would be the result of the organization developing a strategy for how it will conduct its business. All of this translates into Strategic Management with the intended result of gaining a competitive advantage in a business niche. Very simply, developing a Strategic Management Plan means having defined what is the best set of results the organization can attain or what the organization wishes to accomplish (from the Vision and Mission Statements), developing the ways to accomplish these results (Strategies), and measurable factors (Goals and Objectives). All of this is in context of good business practices (ethics) and making good business decisions. A vibrant organization knows that Strategic Management requires: * Planning by completing the...
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...A Timely Analysis of Legal Developments ASAP Recent USCIS Memo on Employer-Employee Relationship Requirements for H-1B Visa Petitions: Regulation by Memorandum? By Jorge Lopez, Shin-I Lowe and Neil Grindstaff ® In This Issue: March 2010 The USCIS recently issued a guidance memo to its adjudication officers, “Determining Employer-Employee Relationship for Adjudication of H-1B Petitions, Including Third Party Site Placements.” The Memo clarifies what constitutes a valid employer-employee relationship, in the context of petitions for H-1B visas, which are commonly used by IT staffing agencies and consulting groups for placing skilled workers at third-party worksites. Donald Neufeld, Associate Director or Service Center Operations for the United States Citizenship and Immigration Service (USCIS) recently issued a guidance memo to its adjudication officers, “Determining Employer-Employee Relationship for Adjudication of H-1B Petitions, Including Third Party Site Placements” (“Neufeld Memo” or “Memo”). The Memo clarifies what constitutes a valid employer-employee relationship, in the context of petitions for H-1B visas, which are commonly used by IT staffing agencies and consulting groups for placing skilled workers at third-party worksites.1 On February 18, the USCIS held a “Collaboration Session” in Washington, D.C., to address the growing concerns about the implications of the Neufeld Memo. Approximately 500 people (400 via teleconference) attended the two-hour session...
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...s e c TIo n client acceptance C a s es inC lu de d in t his se Ction 1 3 1.1 Ocean Manufacturing, Inc. . . . . . . . . . . . . . . . . . . . . . . The New Client Acceptance Decision InsTrucTor resource Manual — Do noT copy or reDIsTrIbuTe InsTrucTor resource Manual — Do noT copy or reDIsTrIbuTe ocean Manufacturing, Inc. The new client acceptance Decision ins tr uC t ional o b je C t ive s [1] To c a s e 1.1 Mark S. Beasley · Frank A. Buckless · Steven M. Glover · Douglas F. Prawitt help students understand the process of considering a new prospective audit client and the factors that auditors commonly consider in making the acceptance decision. [2] To give students experience in computing and interpreting preliminary analytical procedures commonly used in obtaining an understanding of a prospective client during the client acceptance decision process. [3] To raise issues relating to auditor independence in the context of client acceptance, both in terms of financial interests and the provision of non-audit services. To illustrate the subjective and sometimes difficult nature of the judgments involved in the client acceptance decision, and to give students the opportunity to justify a recommendation on client acceptance in the presence of both significant positive and negative factors. [5] To help students understand how information gathered in the client acceptance process can help the auditor in planning the audit if the client...
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...opportunity to win a substantial contract in the previously untapped market in China can cause one to salivate. Meridian Software Inc. is in the ultra-competitive computer and network hardware manufacturing business based out of San Jose, California. Having the chance to expand your foothold into a government contract with the Chinese Ministry of the Interior will look phenomenal for your senior management and really show true initiative. When doing business with a foreign government, it is ideal to have a consulting firm provide advice and guidance on how to approach culture differences. Luckily for Meridian in this situation, the consulting firm ICC, who specializes in international and cross-cultural business predominantly in China, has been hired to provide quick feedback in the Chinese language and culture. One part of the memo is particularly eye-catching; it states the following: “You should plan to spend at least three weeks in Beijing, and we should seek (and plan for) daily meetings with various MOI officials. The meetings should be staggered so that we meet with each relevant official individually every 2 or 3 days while in country. At each meeting Meridian should begin the meeting by presenting the MOI official(s) with a gift, and the value of gifts received by each official should increase with each successive meeting. We recommend that you choose gifts from the tiered lists in Appendix A. It is likely that MOI officials will present you with gifts as...
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...Memorandum To: Bradley Stonefield From: Atwood and Allen Consulting Date: 6/14/2016 Re: Employment Laws Compliance Plan In the regards to an Employment Law Compliance Plan for the Landslide Limousine Company, this memo will outline the laws and give consequences that a company needs to comply with regards to employment laws. Complying with these laws will help you to stay out of trouble with the law. Below will be a list of employment laws that the company should comply to: * Title VII of the Civil Rights Act of 1964 * Fair Labor Standards Act * Equal Pay Act of 1963 * Age Discrimination in Employment Act of 1967, as amended in 1986 * Americans with Disabilities Act of 1990, as amended in 2008 * US Equal Employment Opportunity Regulations * Texas Payday Law These are some of the applicable employment laws for the United States. If the business does not comply with these laws it can face consequences like heavy fine and lawsuits leading to heavy settlements. Recommendations on how to stay in compliance with the employment laws are, to keep record of everything, pay not less than minimum wage, and rely on all rules and regulations of employment law. If you need any further help in understanding these laws in depth we will provide you with the resources needed for employment laws. Thank you for letting Atwood and Allen Consulting help with you needs for employment laws to get your business started. We are looking forward to helping you with...
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...privately held. Huffman trucking employees 1,400 workers in its logistical hubs located in Los Angeles, California, Ohio, St. Louis, Missouri, Bayonne and New Jersey. Kenneth Colbert the Director Human Resources has contacted the Vice President of Industrial Relations, Graham Grove concerning recent decisions regarding an alternate health care benefit program. According to the memo the plan will be a flex plan for union and nonunion employees with health and dental insurance options. Mr. Colbert and Mr. Graham have hired S. Caldwell IT Consulting Firm to develop and install a benefit election system to support the tracking and reporting of Huffman Trucking employees. The consultant team will describe the consideration needed to address possible security requirements and describe possible risks associated with the requested benefits election system. The Consulting Team S Caldwell IT Consultants believe their role is to act as an adjunct for Huffman Trucking Human resource department, bringing benefits, knowledge, experience and skills. The team will Perform all of plan management functions needed to ensure an effective and efficient delivery of health and dental benefits election to the employees while focusing on long term financial viability. Security Requirements Employers today have moved away from the old ways of enrolling and administering benefits with paper. Huffman Trucking is ready to use a paperless enrollment and...
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...Memo To: John P. Bilbrey From: cc: Michele G. Buck Date: April 5, 2015 Re: 1999 ERP Implementation Failure Since the ERP implementation failure in 1999 there have been many things blamed as causes. Instead of focusing on the implementation issues, this memo will focus on the choices made on the assessment and vendor selection process and how the failure could have been mitigated. Understanding these issues will help us avoid failure in the future and assist with successful product management. Background Hershey differentiated themselves by pricing the products low which means that large quantities need to be sold. In order to make that possible, Hershey needed a top notch logistic and supply change systems as well as prepare for Y2K in a project labeled Enterprise 21. As part of that project in 1996, Hershey’s decided to upgrade its patchwork of legacy IT systems into an integrated ERP environment. Hershey’s chose SAP’s R/3 ERP software, Manugistic for supply chain management (SCM) software, and Seibel for customer relationship management software. Hershey’s decided to implement new software so that they could share product data with retailers. They went with SAP for the ERP and Siebel and Manugistic for the other portions because they were all considered some of the best in their areas. Manugistic had been used previously with the existing mainframes so that prior relationship probably entered into the decision making. Schedule Feasibility The decision...
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...Mgt 201. Assignments Please submit your assignments one at a time, and space the assignments so that you have a chance to get feedback from one before you submit another. Think Pieces 1. Read the material on Myers-Briggs psychological types contained in Module. Then take the online Myers-Briggs psychological type test at the following site: http://www.humanmetrics.com/cgi-win/JTypes1.htm. Once you have taken the test, press the hot button that allows you to learn more about your type. a. What is your psychological type? b. How do you think your specific type affects your behavior in the workplace? c. Write down the psychological type of someone whose type is completely opposite of yours (e.g., ESTP is the opposite of INFJ). Using Myers-Briggs concepts, describe how the relationship between the two of you could be uncomfortable. Describe also how you might be able to complement each other. You should devote about two pages (single spaced, 12 point font) to your answer. 2. Harden, Harden, & Harden is a venerable Wall Street stock brokerage firm. It has its business offices located in downtown Manhattan in the Wall Street district. Its information technology offices are located across the Hudson River in Jersey City. One of HHH’s most important corporate clients is Mammoth Capital Corporation. For years, HHH has been handling Mammoth’s financial security transactions in a semi-automated fashion. Mammoth would supply HHH with financial data generated from its financial systems formatted...
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...| | |PROFESSIONAL EXPERIENCE |Credit Program Officer, Millennium Challenge Account-Armenia Program, Foreign Financing Projects Management Center State | | |Institution, Ministry of Finance of the Republic of Armenia, Yerevan, Armenia, February 2012 – current | | |Overall management, oversight and evaluation of implementation of the MCA-Armenia | | |Credit Program (total portfolio 8.5 mln USD), preparation of the reports, memos and other papers on the progress of the Project | | |Review reports, other deliverables and implementation documents developed and submitted by the MCA-Armenia Credit Program | | |implementer | | |Monitoring and analysis of rural financial market development trends, study of the policies for the Rural Financial Market | | |development | | |Consultations and coordination with stakeholders and donors working in the area of rural...
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...Building an Effective Internal IT Audit Function (While this topic is written from an internal auditor's perspective, the concepts and philosophies can be adapted to guide the external audit function as well) AUDIT DEPARTMENT PURPOSE Why does the internal audit department exist? What's the end goal? * Is our purpose to issue reports? * To raise issues? * To make people look bad? * To show how smart we are and how dishonest, incompetent, and corrupt the rest of the company is? * To flex our muscles and show that we can do anything and tell on anyone because we report to the board of directors? AUDIT DEPARTMENTS * formed by the company's audit committee (a subset of the board of directors) * for the purpose of providing them with independent assurance that internal controls are in place and functioning effectively. The audit committee wants a group that it can trust to be objective enough to tell it if there is anything the committee should be worried about. What's "really going on" in the company. The committee wants someone it can trust to turn in all the evildoers in the company who refuse to implement internal controls. Internal audit departments usually report directly to the chairman of the audit committee, so they feel protected from blowing the whistle on the hordes of dishonest managers who surely have infested the company. The real mission of the internal audit department is to help improve the state of internal controls at the company. Admittedly...
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...Version 1.2 The Blue Sky Software Consulting Firm Case for Management and Leadership Program Assessment The Blue Sky is a fifteen-year old software-consulting firm. It was founded by Max Blue, who was until last year its CEO and Chairman of the Board. Blue has stepped down from the CEO role, but remains Board Chairman. The new CEO is Jim Willis, who joined the company as VP for the HR software division five years ago. Before coming to Blue Sky Willis was an executive with a major accounting/consulting firm. Blue Sky is divided into three divisions: Machine Tool Software—This division develops machine tool software used in the auto industry. Some of the software is utilized by the major manufacturing companies, but mostly they serve suppliers of parts and components. HR Software- This division has developed Human Resource Management software to be used in the retail industry. Their major client has been the Best Dollar Retail Chain, which sells upscale style, but affordable clothes for teenagers. They have retail locations in most parts of the country, except for the mid Atlantic and New England states. Most of their stores are in medium to small cities. Heath Payment Software- This division has developed software for state governments to help manage their Medicaid provider payment systems. They provide this software for 15 states scattered across the country. Each division is headed by a Vice President: Machine Tool—Michael James- was one of...
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...MEMO FOR BRIDGESTONE BEHAVIORAL HEALTH CENTER To: Dr. Thomas Russell, Executive Director, Bridgestone Behavioral Health Center From: Sheryl Marshall, Managing Director, Service Consulting Plus Date: 7th September 2014 Subject: Analysis for decrease in financial performance Dear Sir, We really appreciate the services that your company is providing for the well being of the people. Bridgestone is doing a great work to help people tackle the problems that are faced by them and we thank you for choosing us to be part of your noble cause. Although the company is working effectively, it is not able to generate reasonable amount of profits. The profits it will generate in next year are also very small. But they can be increased if certain measures are taken and a check is kept on some factors which lead to decrease in profits. The company is appearing to be barely in breakeven, which indicates lower profits. The weighted average contribution margin percentage for the next year is 70% and the breakeven dollar sales for the company are $4,991,000. The anticipated sales for that year is $5 million and thus the company will generate $9,000 more from sales than what is required to breakeven. When margin of safety is calculated in percentage it turns out to be about 0.18% since the sales revenue is $5,000,000. This is very low and is the reason for the very low profit margin for the year. A high weighted average contribution margin percentage will decrease the breakeven point and...
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...| Atwood and Allen Consulting | Memo To: | Traci Goldeman | From: | [Your Name] | cc: | Marylee Luther | Date: | February 14, 2014 | Re: | Employment Law Compliance Plan | | | Traci Goldman, we have reviewed the information you have provided to us about your business and have researched some applicable employment laws and their consequences. Included in this memo, will be several employment laws that apply to your business and how to stay compliant. Listed below are a few that are relevant to your business. Right to Work Law states that no person shall be denied opportunity to work due to being a nonmemember of a union. A company is being noncompliant if threatening or actual interference with person, his family, or property to force him to join union, strike against his will, or leave job; conspiracy to induce persons to refuse to work with nonmembers; agreements which exclude person from employment because of nonmembership in union. Penalties are that any act/agreement in violation of article is illegal and void; damages; injunctive relief. (Arizona Right to work Laws, n.d.) Fair Labor Standards Act (FLSA) states that it is a violation to fire or in any other manner discriminate against an employee for filing a complaint or for participating in a legal proceeding under FLSA. Penalties Willful violations may be prosecuted criminally and the violator fined up to $10,000. A second conviction may result in imprisonment. Violators of the child labor provisions...
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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,...
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