...Employment Law Compliance Plan HRM/531 November 20, 2015 Memorandum To: Traci Goldman, Bradley Stonefield From: me(Areg Hoshar) Date: 11/20/2015 Re: Employment Law Compliance Plan This memo will cover the employment laws and how they are applied. Also the penalties of noncompliance of different laws. There are many different laws an institution must fallow to stay in compliance. If by any chance these laws are not fallowed the business will face penalties. There are three employment acts that one should have insight about. The Occupational Safety and Health Act, the Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). By acknowledging these acts and their importance to one’s business will prevent them from being penalized for not being compliance. The Occupational Safety and Health Act is administered by the Occupational Safety and Health Administration (OSHA). The Occupational Safety and Health Act is ordered by the Occupational Safety and Health Administration (OSHA). The law was ratified to that businesses provides organizations with a harmless and vigorous work atmosphere. “Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10 employees, except for employers in certain low-hazard industries in the retail, finance, insurance, real estate, and service sectors, must maintain specific records of job related injuries and illnesses” (Department of Labor, 2013). This act helps to make...
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... * * * * * * * * * * * * * * Employment Law Compliance Plan * ******** * University of Phoenix * HRM/531 Human Capital Management ********* * October 27, 2012 * * * * * * * * * * * * * * * * * * Memorandum To: Traci Goldman From: ********** Date: [ 4/5/2016 ] Re: Employment Law Compliance Plan This memo will survey employment laws as well as how these laws are applied. This writer will also study the penalties of noncompliance of the different laws. There are different employment laws an institute must follow to stay in compliance. If these laws are not followed by the business, it can lead to various penalties. The Age Discrimination in Employment Act of 1967 which prevents discrimination towards people for their age. The Occupational Safety and Health Act (OSHA) is charged with implementing and enforcing legislation to protect workers with proper safety and health measures. The Fair Labor Standards Act (FLSA) protects workers and ensure they are paid a fair wage in the private sector, and in government positions. Knowing these standards are important part to your business venture to keep one from being penalized for not being in compliances with then will hurt the company’s reputation. OSHA is an act that was ratified to require businesses to provides a harmless and vigorous work atmosphere for...
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...Employment Law Compliance Plan HRM 531 June 30, 2014 Employment Law Compliance Plan Memorandum From: To: Traci Goldeman Date: June 30, 2014 Subject: Employment Law Compliance Plan I will be developing an employment law compliance plan for Mr. Bradley Stonefield who, wants to open a limousine service in Austin, Texas. Within the first year, the limousine service will employ up to 25 people. In this memo, the employment laws will be discussed and how the laws will be applied to the business. The penalties for being in non-compliance with the laws will also be discussed in the memo. If a company does not follow the employment laws, there are lots of consequences that the company will face. I will be discussing four employment laws which are as follows: The Fair Labor Standards Act of 1938 (FLSA), Employee Polygraph Protection Act of 1988 (EPPA), Surface Transportation Assistance Act (STAA) and the Equal Pay Act of 1963. The Fair Labor Standards Act of 1938 (FLSA) The Fair Labor Standards Act of 1938 (FLSA) was established as a standard for minimum wages, overtime pay, child labor and recordkeeping. More than 130 million workers are affected by these standards in both the private and public sectors; these are part-time and full-time workers. Employees who work to produce goods for interstate commerce or to sell goods that have been moved or produced for interstate commerce. The Act does not cover business with less than $500,000 in annual dollar volume of business...
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...What are the four legal means that affect employment practices in Canada? Identify and briefly describe each one. (20 marks) The four legal means that affect employment practices in Canada are: 1. Constitutional law. 2. Human rights legislation. 3. Employment equity legislation. 4. Labour law, employment standard and related legislation. Constitutional law: Constitutional law is the core of supreme law of Canada that incorporates all written act, statutory rules and the rules of common law. It also includes conventions which are derived from British constitutional history [1]. “All law in Canada come into force on a dispute between private person and the branch of government fall under this constitution.” [2] According to textbook, Employment law sometimes refers a section of constitution which describes (section 15, Canadian Charter of Rights and Freedom) the principle of equality right. Practically, constitutional law does not have any direct impact on recruitment and selection process but has an indirect impact for setting limits and conditions of federal/provincial/territorial employment practices. Human rights Legislation: All province and territory including federal government, established a human rights act or code to prohibit discrimination in employment. The Canadian Human Rights Act has established in 1977, by the federal government. The goal of this act is to establish equal opportunity for those who could be the victim of discriminatory practices based on...
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...Therefore, figuring out which employment laws apply to the workforce can present a challenge because they can come from federal and state sources. The laws that are applicable to each workforce sector for employee protections depends on many factors; the number of employees, the type of business it conducts, and if it crosses state boundaries. The purpose of this paper is to examine how federal and state governments differ in their application of employments laws and will discuss an employment protection provided exclusively by a state government. State vs. Federal Wage, hour and employment laws governing employers and employees are set at the state level and the federal level. Often measurable differences between federal laws and state laws exist depending on the state the company is operating in. When this occurs, companies are supposed to comply and govern their policies to follow the laws that offer the best protection to the employee. On the federal level the agency over employment law is The US Department of Labor (DOL) this agency administers federal employment laws. In most states employment laws are administered by the states labor division. With many agencies under the DOL it has countless laws and it would be time consuming to summarize the differences in federal and state laws for each topic, but a few employment laws will be discussed in more detail to show how the differ. Federal Regulations For example, The Employment Standards Administration (ESA), is the...
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...Employment Law Compliance Plan HRM/531 MEMORANDOM To: Bradley Stonefield, Owner From: Date: June 8, 2015 Subject: Employment Law Compliance Plan Thank you for taking the time to speak with us today. Per our discussion, I would like to address the employment laws that are specific to both Texas and federally. The consequences for noncompliance of these employment laws will be addressed as well. Laws we will discuss are • Title VII of the Civil Rights Act of 1964 • Americans with Disabilities Act • Age Discrimination in Employment Act of 1967 • Federal Fair Labor Standard • Texas Minimum Wage Law • The Immigration Reform and Control Act of 1986 Title VII of the Civil Rights Act of 1964 Title VII of the Civil Right Act of 1964 was designed for non-discrimination in hiring processes. Hiring cannot be based on race, religion, sex, nor national origin. Your goal of hiring 25 people in the first year, you must comply with this employment law. Non-compliance can result in employees filing a lawsuit if he/she feels they have been discriminated against. Full understanding of this will make sure that you ask appropriate questions during the interview process; inappropriate questions to ask would be marital status, birthplace and anything related to religion. Americans with Disabilities Act Americans with Disabilities Act prohibits any discrimination that is based on a qualified disability. A qualified individual is any person who meets the legitimate...
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...Employment Law Compliance Plan To: Tracy Goldman Date: May 31, 2015 Subject: Employment Laws Formulating a compliance plan for Mr. Bradley Stonefield Limousines services called Landslide Limousines. Mr. Stonefield wants to hire 25 employees within the first year and wants the company to locate in Austin, Texas. In this memo, there will be four employment laws that the company must follow to stay in compliance. These are as follows: Harassment in the workplace, The Age Discrimination Employment Act of 1967, The Fair Labor Standards Act and Family and Medical Leave Act of 1993. Harassment “Harassment in the workplace can take a number of forms, but all forms are illegal under US law. Workplace harassment usually involve threats, intimidation and other mistreatment which is intended for either the satisfaction of the harassing individual or personal gain by impeding the ability of the harassed individual to work effectively” (Harassment In The Workplace, 2015). In Texas, the law state that the person filing the claim must first file it with the Texas Workforce Commission (TWC). Secondly, the claim must be processed through the Equal Employment Opportunity Commission (EEOC). Lastly, so happen to file a lawsuit, it must be filed with a private lawsuit against the employer but all suits are filed with TWC first before the lawsuit comes in play. “If you need to file a claim for harassment in Texas, you may wish to contact a qualified lawyer in your area. Your attorney...
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...Fair Labor Standard Act Jamesca Caton Saint Leo University Professor Richard Primo October 11, 2015 Abstract In this paper I will discuss the background and history of the Fair Labor Standards Act and discuss the record keeping of employees that are exempt and non-exempt under Fair Labor Standard Act. Also, I will discuss the compensation and overtime pay of employees under the Fair Labor Standard Act and the enforcement of and regulations of the Fair Labor Standards Act. Moreover, I will discuss some current issues with the Fair Labor Standards Act such as child labor laws as well. BACKGROUND AND HISTORY In 1938, the Fair Labor Standards Act was passed to help put protections in place for workers across America. The act was passed after the Great Depression, at a time when many employers took advantage of the horrible working conditions and impossible hours. This act was passed to regulate minimum wage, overtime pay, equal pay, record keeping and child labor standards in the United States and to guarantee a workers right to be paid fairly under the Fair Labor Standards Act. The Fair Labor Standards Act help establish the federal minimum wage for all employees and sets requirements for overtime for employees as well. The FLSA also defines the forty hour work week for employees and places restrictions on child labor. The Fair Labor Standards Act has been amended several times to expand the law to require employees both male and female to receive equal pay for...
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...Team Reflection: Employment Law Compliance Plan Bob Greene HRM/531 Human Capital Management August 27, 2014 Dr. Cat Woman From: Bob Greene To: Traci Goldeman Subject: Employment Law Compliance Plan Hello, We have chosen the medium company this week. The company is moving expanding to Arizona. We feel there are four applicable laws of vital importance during this important expansion. We recommend a thorough review of the federal Fair Labor Standards Act (FLSA) of 1938, Employment Verification Mandate, Arizona’s Employment Protection Act of 1996 and The Occupational Safety and Health Act of 1970 (OSH Act). We have given examples within the laws that we feel are the most relevant. We have also provided some of the many consequences that follow non-compliance. Fair Labor Standards Act of1938 Moving across state lines presents Clapton with the responsibility of becoming familiar with the laws of the state of Arizona. The federal Fair Labor Act of 1938 is very important. The “Raise the Arizona Minimum Wage for Working Arizonians Act” (Proposition 202) has been mandated state wide and raised the minimum wage effective January 1, 2014. There have been creative benefit strategies that are on the rise. Companies are working with the Department of Labor to find ways of providing better service, better pay and providing great quality products in a timely manner. “PJD is implementing its program with a reclassification of all of its independent contractor...
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...Employment Law Compliance Plan HRM 531 May 5, 2014 Maria Ziegler ATWOOD AND ALLEN CONSULTING Memorandum Date: May 5, 2014 From: Michelle Kenny Human Resource Specialist Subject: Leadership Strategies for New Team To: Bradley Stonefield Owner, Landslide Limousines The purpose of this memorandum is to present to you the employment law compliance plan on how to legally open up your limousine service in Austin, Texas. Based on my extensive research on employment laws in Texas, I am confident that if you follow these employments laws your business will be a successful. I conducted a thorough analysis of four employment laws which I will be discussing in detail; in addition I will present to you the consequences of noncompliance with these four employment laws. The specific employment laws that I will discuss which are imperative to hiring new employees are the Title VII of the Civil Rights Act of 1964, the Americans Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Texas Commission on Human Rights Act (TCHRA). Next, I will cover the employment laws connected with the application process and interview questions. Under this section we will discuss the Equal Opportunity Commission (EEOC), negligent hiring, and the Immigration Reform and Control Act. In addition to these laws I will...
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...competitive advantage doing something differently from the competition that leads to outperformance and success human resource management the organizational function responsible for attracting, hiring, developing, rewarding and retaining talent staffing the process of planning, acquiring, deploying and retaining employees that enables an organization to meet its talent needs and to execute its business strategy total rewards the sum of all of the rewards employees receive in exchange for their time, efforts and performance direct financial compensation compensation received in the form of salary, wages, commissions, stock options or bonuses indirect financial compensation all the tangible and financially valued rewards that are not included in direct compensation, including free meals, vacation time and health insurance nonfinancial compensation rewards and incentives given to employees that are not financial in nature including intrinsic rewards received from the job itself or from the work environment Strategic risk, Operational risk, Financial risk and Compliance risk Managing human resources strategically helps organizations manage four types of risk: business strategy defines how a firm will compete in its marketplace talent philosophy a system of beliefs about how an organization's employees should be treated human resource strategy links the entire human resource function with the firm's business strategy ...
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...Return AARP American Association of Retired Persons ABF Asset Based Financing ABM Activity Based Management ABMS Activities Based Management System ABS Asset Backed Security ACH Automated Clearing House AD & D Accidental Death and Dismemberment ADA Americans with Disabilities Act ADEA Age Discrimination and Employment Act ADL Activities of Daily Living ADP Automatic Data Processing ADR Alternative Dispute Resolution AE Account Executive AED United Arab Emirates AFL-CIO American Federation of Labor and Congress of Industrial Organizations AFSCME American Federation of State, County and Municipal Employers AJB Americas Job Bank ALC Alien Labor Certification ALEX Automated Labor Exchange ALJ Administrative Law Judge ALM Asset Liability Management AM Asset Management AMA 1.) American Management Association 2.) American Medical Association AMPS Auction Market Preferred Stock ANSI American National Standards Institute AP Accounts Payable AR Accounts Receivable APB Accounting Principles Board APR Annual Percentage Rate APV Adjusted Present Value APY Annual Percentage Yield ASAE American Society of Association Executives ASB Accounting Standards Board ASHHRA American Society for Healthcare Human Resources Administration ASME American Society of Mechanical Engineers ASSE American Society of Safety Engineers ATB Accountants Trial Balance ASTD American Society for Training and Development ATB Across the Board ATO 1...
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...commitment to hiring staff for our organization without the regard of religion, age, race, gender, or disability and that we do so by complying with all Federal regulations as well as with state legislation and regulations. Also in this section we will include the Americans with Disabilities Act, the Equal Employment Opportunity Commission, Fair Labor Standards Acts, Family Medical Leave Act, and a section outlining or describing the Occupational and Health Safety Administration and the standards OSHA enforces. In each section we will include a website where more information can be found for each topic. We will describe how the Americans with Disabilities Act ensures that those with a disability have equal rights and opportunity for employment and are not to be discriminated upon applying for employment. In this section we can outline the employers responsibilities regarding this act so that it covers the organization’s as well as the employee’s rights. For example we can add that if the organization has 15 employees or more that they are not to discriminate against an applicant that is qualified for the job they are applying for regardless of their disability. In the section for Equal Employment Opportunity Commission section we will describe what the commission does and how this applies to the employee and organization. The EEOC enforces federal laws that state that it is illegal to discriminate against anyone who is applying for a job when the discrimination is based on the person’s...
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...and make recommendations concerning three personnel issues. These issues pertain to possible violations of the Family Medical Leave Act of 1993 (FMLA), Age Discrimination in Employment Act of 1967 and the Americans with Disability Act of 1990. Situation A involves the Family Medical Leave Act of 1993 and Employee A. Employee A has been employed by our company for two years and requested leave to assist at home due to unforeseen complications with the birth of his twin children. He has been on leave for 11 weeks and has requested to return to work and be paid for the 11 weeks he was on leave. During his absence, his Department Manager, has left the company and has been replaced. The current Department Manager has granted his request to return to work, in his previous position, but is denying his request for back pay. Pursuant to Section 102(a)(1) FMLA 1993, Employee A was entitled to 12 work weeks of unpaid leave in any 12 month period, for the birth of his children or to care for his spouse. Also under FMLA Section 104(a)(1) (a) and (b), the employee is entitled to be reinstated by his or her employer to the position held by the employee when the leave started or be offered a position of like importance with equal pay and equal benefits. Section 104(2) states an employee taking leave under Section 102 shall not lose any employment benefits accrued prior to the date which leave started. Section 102(d)(1) and (2) are also relevant in this instance. Section 102 (d)(1)...
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...Employment Law Compliance Plan HRM/531 June 6th, 2015 Employment Law Compliance Plan Memorandum To: Traci Goldman From: Date: 06/06/2015 Subject: Employment Laws Regarding your request, I am to prepare an employment law compliance plan for Ms. Mary Lee Luther, HR Director for Clapton Commercial Construction. I understand that the company is based in Detroit, Michigan but would like to expand their business in Arizona. The company currently employs 650 employees and would be adding 20% personnel in the new state. Although there are common federal employment laws that are applicable to both states, there are a number of employment laws that vary from state to state. I will first delve into discerning the laws in Michigan and Arizona: State Child Labor Laws Under the Fair Labor Standards Act, the federal government has set a minimum age requirement for a youth seeking to work as well as employment limitations on individuals under the age of 18 (Federal Child Labor Laws, 2013). The law further distinguishes between agriculture and non-agriculture employers. Children or youth under the age of 14 are not allowed to work for non-agricultural employers unless they are employed: 1. by their parents in non-hazardous jobs 2. as actors or performers 3. Delivering news paper 4. Home workers making wreaths from natural materials Children ages 14-15 may work but with limited hours. Children 16-17 may work but cannot be employed in hazardous industries as deemed...
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