...Small businesses are part of every country and many of them would consider them to be crucial to their economic success. There are many differences between small and large businesses including the laws that protect them. For example, while reviewing the U.S. Equal Employment Opportunity Commission website, I was surprised to find out that businesses under 15 employees or 20 employees for age discrimination cases are not covered by the laws enforced by the EEOC. After all, I think that all businesses should abide by the same rules and regulations. It made me wonder even more why the big businesses or really small ones (under 15 or 20 employees) would be excluded and who is there to protect the employees of these corporations. I was only able to find one explanation on the website and it was that, while the information in their website applies to all employers, it has been specifically designed for small businesses which may not have a human resources department or a specialized EEO staff. I also assume that one reason as to why they also exclude the really small businesses is that a workplace that has less than 20 or 15 employees is less vulnerable to any sorts of discrimination. I think it is important to further understand the role of the EEOC. The Equal Employment Opportunity Commission is there to investigate discrimination cases against private sector employees and to resolve such cases through conciliation or other informal methods. When these methods are not sufficient...
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...CORPORATE SOCIAL RESPONSIBILITY STRATEGY For Morning Gold Bakery Morning Gold Bakery is a small, locally-owned business in operation since 2010 located in Idaho Springs, Colorado. The bakery’s advertising slogan is “The perfect place to gather for morning coffee and donuts” and the business strives to be a responsible yet profitable part of Idaho Springs and the surrounding community. Corporate social responsibility[->0] means that businesses should “act in a way that enhances society and its inhabitants and be held accountable for any of its actions that affect people, their communities, and their environment”. (Lawrence & Weber, 2011) “Articulating a social and environmental strategy requires that the company identify the social and environmental problems that are associated with its operations and then devise ways of reducing these” (Heal, 2008). A corporate social responsibility strategy for Morning Gold Bakery, encompassing four components (environmental responsibility, ethical leadership, organizational viability, and legal responsibility), is presented in this report. For each component, the company’s current business processes will be considered in light of corporate social responsibility, and, specific actions to update or implement business practices congruent with the company’s social responsibility objectives will be recommended. Environmental Social Responsibility -- Planet The environmental component...
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...Employment Law Compliance Plan --------- HRM/531 July 27, 2014 Professor ------- To: Traci Goldeman From: -------- Date: July 27, 2014 Subject: Employment Law Compliance Plan This memo will describe the employment law compliance plan I made for Bradley Stonefield. He’s going to open a limousine service company named Landslide Limousine in Austin, Texas. He plans to hire twenty-five employees in the first year. This Employment law compliance plan will make him aware of most relevant employment laws and consequences of noncompliance with said laws. All employment laws federal, state and city level are designed to protect employees legal rights. They make sure employees are treated well and provide guidelines to the employers on how to treat their employees. So, it’s extremely important for an entrepreneur to be aware of laws and consequences for noncompliance. Following are some most relevant Federal, state, as well as Austin city employment laws very organization must follow: * The Equal Pay Act of 1963 * The Age Discrimination in Employment Act of 1967 (ADEA) * Family and Medical Leave Act (FMLA) * The Civil Right Act of 1964 * The Texas Labor Code Anti-Discrimination Provisions * Austin City Ordinance No. 20120426-063 The Equal Pay Act Of 1963 This act was signed into law by President John F Kennedy on June 10, 1963. This act made it illegal to pay men and women working in the same place different salaries for similar work National...
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...with Disabilities Act (ADA) The rights of handicapped persons to enjoy equal employment opportunities were established on the federal level with the enactment of the “Rehabilitation Act of 1973” (29 U.S.C. 701-794). Although “not designed specifically as an employment discrimination measure but rather as a comprehensive plan to meet many of the needs of the handicapped” (Twomey, 2001, p.540). The Rehabilitation Act provided three sections (sections 501,503,504) that prevented discrimination in employment. Section 501 was applicable to the federal government itself. Section 503, applied to federal contractors. Finally, section 504 applied to the recipients of federal funds. On Tuesday, the 23rd of January 1990, a “clear and comprehensive prohibition of discrimination on the bases of disability” was established by the One Hundred First Congress of the United States of America in its second session (D.O.L, 2003). The Americans with Disabilities Act (ADA) of 1990, which is estimated to cover over, 43 million Americans with disabilities, went into full effect in January of 1992. Considered a “Bill of Rights for Americans with a wide variety of disabilities” the act applies to employment, public accommodations, transportation, telecommunications, State and the federal government (Holley, Jennings, Wolters, 2001, p. 424). The passage of the ADA “expanded the scope and impact of laws and regulations” on discrimination against individuals with disabilities (Jackson...
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...glance, the U.S. Equal Employment Opportunity Commission’s website does a fantastic job in not only providing proper documentation and resources to job seekers and employees with potential issues, but also helping businesses and their owners in knowing the best practices they can work toward to achieve a compliant and well-run organization without discrimination. That alone helps to proactively work toward resolutions of problems, rather than just setting up employees with sufficient defense mechanisms while never addressing the roots of any issues that arise. Quick links do help employees to find the best path to solve any problems they are having, but the website puts an emphasis to help clear up the picture for any person seeking information. The “employers” tab breaks down discrimination by type, talks about prohibitive practices, and even provides means for training to be better compliant under EEOC standards. The website also addresses current events and issues that people may be seeking based on current trends. The main scrolling image contains news story links as well as a link front and center for an article titled “The EEOC and the Enforcement Protections for LGBT Workers.” Such an article may not have been as relevant or sought after a decade ago, but recent societal movements definitely create necessity to review laws in place that affect different cultures and people. In the question-and-answer portion of the EEOC website that applies to small businesses, the second...
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...Business Entities, Laws, and Regulations Paper University Of Phoenix Business Entities, Laws, and Regulations Paper Successful management of a business entity is dependent on understanding industry structure, taxation, laws, regulations, risks, motivation, and a business plan. The business structure will affect profits, business liability, and taxes. A sole proprietorship, an LLC, or corporation, requires research and planning to determine which structure is right for a business. Equally important is development of a good business plan. The business plan will provide industry insight to important aspects of a business. Understanding local, state, and federal business laws and regulations will assist in identifying risks and provide information to protect or minimize the outcome of litigation or failure. Lou and Jose are planning to open a sports bar and restaurant but they lack the startup cash to do so. A wealthy investor named Miriam, has agreed to provide working capital to fund the startup and establishment of the business. In return for investing her money into the business, she wants a percentage of the company. The structure that is appropriate for the business is a member-managed LLC with Lou and Jose as the designated manager and Miriam as the non-manager. Lou and Jose will manage day-to-day business, whereas, Miriam has no control, unless otherwise provided in the operating agreement (Cheeseman, 2010). An LLC (limited Liability Company) is a tax chameleon, which...
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...Employment Law Compliance Plan HRM/531 June 30, 2014 Employment Law Compliance Plan MEMORANDUM TO: Traci Goldeman, Atwood and Allen Consulting FROM: Nichole Coates, HRM/531 DATE: June 30, 2014 SUBJECT: Landslide Limousines: Employment Compliance CC: Bradley Stonefield As you requested, the information that is needed to consult Bradley Stonefield, owner of Landslide Limousines, is outlined below. He is an owner of a small limousine service that provides transport to customers in Austin, Texas. Bradley’s goal is to have 25 employees within one year of opening the business and would like the expertise of Atwood and Allen Consulting. Below are some employment laws that Bradley should be compliant with along with the consequences of non-compliance. There are also recommendations on how to be compliant with the employment laws that will affect him and his business. The first law that Bradley needs to be informed about is the Texas Minimum Wage Law. Texas adopts the federal minimum wage rate which is currently $7.25 per hour for non-exempt employees. This minimum wage amount does not prohibit the employee from bargaining with Landslide Limousines for a higher wage. As part of being a business owner, Bradley needs to understand that he will be required to provide each employee with a written earnings statement that enables the employee to determine whether or not he/she was paid the correct wage for a given time period. There are consequences...
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...Human Resource Management Employees at Starbucks are vital to the company’s success. They are its public face, and every dollar of sales passes through their hands. Howard Schultz and Dori Jones Yang, Pour Your Heart into It: How Starbucks Built a Company One Cup at a Time (New York: Hyperion, 1997), 125. According to Howard Schultz, they can make or break the company. If a customer has a positive interaction with an employee, the customer will come back. If an encounter is negative, the customer is probably gone for good. That’s why it’s crucial for Starbucks to recruit and hire the right people, train them properly, motivate them to do their best, and encourage them to stay with the company. Thus, the company works to provide satisfying jobs, a positive work environment, appropriate work schedules, and fair compensation and benefits. These activities are part of Starbucks’s strategy to deploy human resources in order to gain competitive advantage. The process is called human resource management (HRM), which consists of all actions that an organization takes to attract, develop, and retain quality employees. Each of these activities is complex. Attracting talented employees involves the recruitment of qualified candidates and the selection of those who best fit the organization’s needs. Development encompasses both new-employee orientation and the training and development of current workers. Retaining good employees means motivating them to excel, appraising their performance...
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...place of learning them such as one’s religion or the society they live in. It is our morals that help us to determine the difference between right from wrong and choose to do the right thing (Career Education Corporation, 2010). Code of Conduct Plan Having a code of conduct plan in place for any business is crucial to its survival. If there is not a plan in place, some employees may not know how to act in certain situations and they may do something that could really hurt the business. Proper behavior cannot be expected unless leaders tell the population what they expect and how proper behavior is supposed to look (Editorial Board, 2012). Doing Business Abroad One thing to think about when doing business overseas is the U.S. Department of State. The U.S. Department of State is instrumental in issuing Apostilles and Certificates of Authentication. Depending on the country where the document is going to be issued is what determines which document will be needed. Some countries are not a part of the Hague Apostille Convention, for those countries, you would need an authentication certificate. If the country is a part of the Hague Apostille Convention, then Apostille Certificates are issued. The types of documents that require...
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... Professor’s Name: Dr. Griffin Date: 05/05/2013 1. To Determine which laws needs to be most closely monitored in the organization and why? The healthcare industry is one of the most heavily regulated industries in the United States. Those who provide, receive, pay for, regulate healthcare services are affected by law (Miller, 2006). Law is a body of rules for the conduct of individuals and organizations and it is normally created so that there is a minimal standards of actions required by an individual and organization. There are laws created by Federal, State and local governments. Therefore, organizations have to be aware of the existing laws in their area of operations in order to provide fair employment, protect their employees and avoid litigations which may lower the company’s credibility and causing company’s loss due to fines. Hiring employees or building a business opens new areas of compliance in employment and labor laws which are broad and far reaching and cover broader range. Ensuring equal opportunity and fair treatment in healthcare workplaces is the responsibility of every health care leader who makes employment related decisions. Human Resources professionals in...
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...The Americans with Disabilities Act (ADA) is one of the most significant laws in American History. Before the ADA was passed, employers were able to deny employment to a disabled worker, simply because he or she was disabled. With no other reason other than the person's physical disability, they were turned away or released from a job. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The act guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications. The ADA not only opened the door for millions of Americans to get back into the workplace, it paved the road for new facilities in the workplace, new training programs, and created jobs designed for a disabled society (Frierson, 1990). This paper will discuss disabilities covered by the ADA, reasonable accommodations employers must take to accommodate individuals with disabilities, and the actions employers can take when considering applicants who have disabilities. Any company with 15 or more employees must be in full compliance with the ADA. The ADA, "prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation...
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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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...in 1931, "life should be better and richer and fuller for everyone, with opportunity for each according to ability or achievement" regardless of social class or circumstances of birth. The idea of the American Dream is rooted in the United States Declaration of Independence, which proclaims that "all men are created equal" and that they are "endowed by their Creator with certain inalienable Rights" including "Life, Liberty and the pursuit of Happiness”. Yet, it is still legal in 29 states to be fired for just being gay. In 33 of the 50 states of the United States of America, one can be fired for being transgendered. These states do not have legal protections for members of the Lesbian, Gay, Bisexual and Transgender (LGBT) Community (Solmonese, 2009). So does the “American Dream” only apply to “first class citizens”? This paper explores if the Employee Non Discrimination Act (ENDA) would protect employment decisions, which should be based upon a person's qualifications and job performance, not sexual orientation or gender identity (Solmonese, 2009). For over 50 years when there has been a case of an American being denied employment or promotions for reasons that were unrelated to their skills in the workplace, Congress responded by passing laws which were aimed at designing a system based solely on employee- merit and guaranteeing that subjective considerations do not govern access to employment (Herman, 2009). A specific act that has been brought to legislation, although...
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...Business Entities, Laws, and Regulations Paper David Bell BUS 415 March 12, 2012 Eric Nord Business Entities, Laws, and Regulations Paper Starting a business is not an easy task, regardless of what type of business that is being started. It would be foolish to be naive of the amount of work that has to be put into create a successful business. To step into the business world on the right foot, it is imperative to create a well designed business plan. This business plan must cover all areas including the companies plan to protect against lawsuits. The law can affect a company just as much as it can affect each member of the company. With a well designed business plan, the company will be better able to prevent legal situations. Restaurant/Bar For Lou and Jose, opening a sports will be no easy task. They do not have the money themselves, but fortunately have the services of Miriam. Miriam is a wealthy investor who does not have time to become active in the company but is a willing investor. The type of business that best fits their sports bar would be a partnership. “A partnership is the relationship existing between two or more persons who join to carry on a trade or business. Each person contributes money, property, labor or skill, and expects to share in the profits and losses of the business (" Partnerships," 2012). Lou, Jose, and Miriam make up the partnership, but Lou and Jose will have control of the direction of the business. Miriam is just apart of the business...
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...1. Employment law is rooted in which of the following: contract law & agency law 2. In Lemmerman v. A.T. Williams Oil Co. (1986), eight-year-old Shane Tucker was found to be an employee of the oil company where he slipped and hurt his hand because the manager had the authority to hire and fire employees for the defendant and the jobs Shane did were in the course of the defendant's business and he was engaged in doing them when he fell. 3. When can an employer ask questions regarding an individual's disability? after making a conditional job offer 4. Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer to fail or refuse to hire or to discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin. 5. Which of the following is an exception to the “at will” rule? express contracts, implied contracts, violation of statutes 6. A pattern that is the subject of efforts that is reasonable under the circumstances to maintain its secrecy, is an example of a trade secret 7. Which type of lawsuit occurs when one or more persons sue or are sued as representatives of a large group of persons similarly situated and interested in the outcome of the lawsuit? Class-action 8. In a discriminatory claim, a plaintiff must prove all of the following except: D (?) 9. Executive...
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