Memorandum
To: Marylee Luther
CC: Traci Goldeman
From: Tania Stevens
Date: [ 9/15/2014 ]
Re: Employment Law Compliance Plan
Per your request, Atwood and Allen Consulting has developed an employment law compliance plan to assist you with the expansion of Clapton Commercial Construction. There are employment laws that you should be made aware of in order to get a human resource (HR) department ready for expansion to the state of Arizona. This memo will identify federal and state labor laws that address the minimum wage, required job postings, occupational safety and health, immigration reform and legal workers as well as possible consequences of noncompliance and recommendations on how to be compliant as they pertain to Clapton Commercial Construction.
State of Arizona Minimum Wage Act
Effective January 1, 2014, Arizona’s minimum wage became $7.90 per hour and every employer covered under the Act is now required to pay each employee’s wages no less than this amount (Arizona's Official Web Site, 1987). According to the U.S. Department of Labor, the federal minimum wage is currently $7.25 (n.d.). Regardless of the $.65 difference in the hourly rate, you must ensure that every employee is paid $7.90 for each hour of work. As the State of Arizona's Official Web Site (1987) states, "an employer who fails to pay the minimum wage is required to pay the employee the wages owed with interest and an additional amount equal to twice the underpaid wages. An employer who retaliates against an employee is required to pay penalties sufficient to compensate the employee and deter future violations, but not less than $150 for each day that the violation continued or until legal judgment is final. The Commission and courts have the authority to order other appropriate legal or equitable relief for violations of the Act." Being aware of these specific and legal issues are an