...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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...October 6, 2013 SUBJECT: Employment Law Compliance Plan The following memo will cover some federal and state employment laws and the consequences for noncompliance of those laws. The U.S. Department of Transportation has minimum set of requirements for those operating a limo service. Drivers cannot drive more than 10 consecutive hours. Drivers must perform vehicle safety inspections and sign a vehicle maintenance log before each trip. Drivers must have a current valid state driver’s license and a list of any violations on file with the company. Drivers must have a minimum Class C state driver’s license with passenger endorsement. Drivers must also complete and pass drug and alcohol testing prior to employment and undergo random testing thereafter (Federal Limousine Service Regulations). Drivers must maintain a clean driving record and must be insurable under the company’s liability insurance policy. In Austin, Texas in order for an employee to drive a limo they must apply for a Chauffeur license permit. The permit will require background, license and traffic violations checks. A copy of the employee’s criminal history and driving record must be certified by Texas Department of Safety. Texas state law requires the employee to carry a license and provide on demand. Not carrying a license can result in a fine not to exceed $200, subsequent fines and jail time for second and third violations. Limousine companies must follow specific wage and hours laws when it comes to the payment...
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...Performance Management Plan Diane Harge HRM/531 May 25, 2015 Jim Scholes Performance Management Plan Introduction Atwood and Allen Consulting have been working with Landslide Limousine with their Employment Law Compliance Plan, and their Compensation and Benefits Strategies recommendations. Next, we will like to explore a Performance Management Plan. According to the video, Performance Management 2014 by the University of Phoenix, “Performance Management Systems helps to achieve objectives in the strategic plan. It aligns all of an organization’s resources to achieve the best possible result. It is the process of creating a work environment where employees can perform to the best of their abilities.” Performance Management also focuses on teams and the organization as a whole. Atwood and Allen Consulting will begin assisting Landslide Limousine in this area. According to Cascio 2013, “At a general level, the broad process of performance management requires that you do three things well: 1. Define performance. 2. Facilitate performance. 3. Encourage performance.” Defining performance Landslide Limousine want to ensure that during the interviewing process, they clearly define performance. It must be understood by the employees what is expected of them. In Cascio 2013, it states, “A manager should pay attention to three key elements and they are goals, measures and assessments.” When employees have goals, they have a target they are aiming towards...
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...Phoenix Human Resources Management HRM 531 Dr. Johnson March 15, 2015 Atwood and Allen Consulting Introduction In this week’s assignment, I will look at the following three scenarios and assist the clients in complying with both state and federal laws that govern how they are organized and run. I will assist the following clients. * A small business owner in a limousine service doing business in Texas. * A Human Resources Director of a medium sized construction company that wants to open up operations in Arizona. * A Human Resources representative with a large hotel that wants to expand its operations into the country of India. Landslide Limousines as a small business client. Bradley Stonefield wants to open a “first-class” limousine service in Austin, Texas as an on-going concern. He projects that there will be 25 employees hired at the outset. He will organize as a small business and he will be subject to state and federal laws in the recruitment and retention of drivers, as well as licensing requirements that will be determined by the state of Texas. The labor market conditions will help dictate which federal and state laws will be used. The limousine service will have to comply with a number of federal employment laws. First, Title VII of the Civil Rights Act of 1964 (Cascio, 2013, p.83) prohibits the discrimination in hiring and promotions based on race, color, religion, and sex of the applicant. In very narrowly defined situations, an employer is permitted...
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...This week I have developed an employment law compliance plan to assist you and your firm Landslide Limousines in satisfying the laws set forth by the United States as well as your home state of Texas. Along with bringing said laws to your attention, I will also include the consequences of failing to comply with them. The following are the most important employment laws that I feel are relevant to you and your company. Texas Payday Law: Payday Law deals with every size of company and states information about “payment delivery, pay periods, compensable time, deductions from wages, how to claim unpaid wages, how to withdraw a wage claim, wage claim determination, appeals and collections”. (Chapter 61 Labor Code) I think the most relevant articles in regards to you and your firm from these sets fall under SUBCHAPTER B. PAYMENT OF WAGES. According to "Texas Labor Code: Chapter 61" (2014), “Sec. 61.011. PAYDAYS. (a) An employer shall pay wages to each employee who is exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938 (29 U.S.C. Section 201 et seq.) at least once a month. (b) An employer shall pay wages to an employee other than an employee covered by Subsection (a) at least twice a month. (c) If wages are paid twice a month, each pay period must consist as nearly as possible of an equal number of days. Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.” Consequence of failing to pay your workers their wages in a timely manner...
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