Employment Law Compliance Plan

Curtis E. Hall II

HRM/531

June 29, 2015

Dr. Brian Frank

To: Traci Goldman
FROM: Curtis E. Hall II
DATE: June 29, 2015
SUBJECT: Employment Law Compliance Plan With respect to your request, I am responsible for creating an employment law compliance plan for my client Mr. Bradley Stonefield. Mr. Stonefield will be opening a limousine company in Austin, Texas and his intent is to employ 20 to 25 personnel within the first year of operation. The purpose of this compliance plan is to ensure that Mr. Stonefield business succeeds. There are specific employment laws that will directly impact Mr. Stonefield’s limousine business and adhering to these laws will allow him to avoid penalties and fines. There are certain laws from both the federal and state level that Mr. Stonefield must comply with. The Federal Laws include the Equal Pay Act of 1963 which ensures impartial and fair compensation to both men and women and the Americans with Disabilities Act (ADA) that protects qualified potential employees with disabilities against discrimination. Also Texas adopted the Federal Minimum Wage rate which is $7.25 per hour which needs to be enforced. From a state perspective all drivers who transport more than 16 passengers must obtain a valid commercial driver’s license. Additionally all drivers must have a valid commercial C Texas driver’s license in their possession already and undergo a formal background check. Also Mr. Stonefield must be sure to obtain unemployment insurance for his employees. The Texas Payday Law, Title 2, Chapter 61, Texas Labor Code, requires Texas employers to pay their employees who are exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938 at least once per month. All other

employees must be paid at least as often as semi-monthly and each pay period must consist