Memorandum

To: Marylee Luther, Clapton Commercial Construction

From: Juan Provencio

CC: Traci Goldeman

Date: July 7, 2014

Re: Employment Law Compliance Plan
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Hi Marylee,

Congratulations on your decision to expand to Arizona, and thank you for choosing Atwood and Allen Consulting to assist you in the expansion process. I am Juan Provencio and I will be personally helping you navigate the human resources waters of setting up your new facility, establishing an employment law compliance plan, compensation, training plans, and anything else you may need. I’d first like to focus on establishing an employment law compliance plan. Since you’re offices are already headquartered in the United States, many of the same employment laws will apply, but some wont; specifically those having to do with operating a business in Arizona. First let’s focus in on the federal employment law that are most pertinent to the establishment and operation of your new facility.

Fair Labor Standards Act of 1938
The "Wages And Hours Worked: Minimum Wage And Overtime Pay" (2009) website indicates that the Fair Labor Standards Act of 1938 (FLSA) is administered by the Wage and Hour Division (WHD) establishes minimum wages, overtime pay, recordkeeping and child labor standards for employees who are paid at least $1,700 in a calendar year or work more than eight hours a week. FLSA requires that employees be paid a minimum of $7.25 an hour. This is slightly lower than Arizona’s minimum wage standard, but I’ll cover that under the Arizona specific employment laws below. It’s important to note that you must post and keep posted the minimum wage provision outlined by FLSA in conspicuous place within your facility. You’ll need to ensure that records are well kept for all nonexempt employees regarding their hours, wages, etc.