You are on page 1of 6

Running head: EMPLOYMENT LAW COMPLIANCE PLAN

Employment Law Compliance Plan
Athena Falconer
HRM/531 Human Capital Management
April 11, 2016
University of Phoenix, Patrick Stapelton, MBAI1K3JT7

1

he plans to have a total of 25 employees within the first year. Conducting an effective Compliance Plan is highly relevant. from the hiring process to that of post-determination.EMPLOYMENT LAW COMPLIANCE PLAN 2 Employment Law Compliance Plan To: Traci Goldman. the compliance programs should both prevent and detect misconduct” (Usnick & Usnick. 2016 Subject: Employment Compliance Plan Employment laws provide a legal framework for the relationship between employer and the employee. Texas. compliance plans are often more important than simplistic rules set themselves. Stonefield to understand employment laws as well as the rules that apply to the state he wishes to conduct business. “The scope of the compliance effort should match the particular compliance issues facing a company… Clearly. They are set to protect employees at all stages. as a small business. . Bradley Stonefield who resides in Austin. Atwood and Allen Consulting From: Athena Falconer Date: April 11. 2013). I am to conduct a law compliance plan for the new business owner. I understand that Mr. He must ensure employees are lawfully protected under Federal Laws as well as Texas laws. Stonefield plans to open a limousine within the area. Conducting a proper and informal compliance plan will help guide the organization in avoiding unlawful activities. Mr. Regarding your request. Manager. It is important for Mr. There are diverse employment laws an organization must follow to stay in compliance.

religion. The Code is parallel to that of federal. Title VII also includes Women’s rights and Sexual Harassment laws. or privileges of employment on the basis of [individual attributes]” (Hersch. sex.EMPLOYMENT LAW COMPLIANCE PLAN 3 • The Civil Rights Act of 1964 o The Texas Labor Code Anti-Discrimination Provisions • The Americans with Disabilities Act of 1990 • The Immigration Reform and Control Act of 1986 • Occupational Safety and Health Act (OSHA) • Equal Pay Act of 1963 o Texas Minimum Wage Law The Civil Right Act of 1964 The Civil Right Act of 1964 is a highly important law that all organizations must follow. or otherwise discriminating on compensation. Texas. like all other states. If filed against by any form. like that of the Civil Rights Law. this will lead to an investigation and a fine. But. conditions. 2015). In the City of Austin. employers. 2011). cannot discriminate an individual based on race. color. depending on the damage done. However. the Texas Labor Code follows suit. under this act. [homosexual]” (Wanek. has its employment discrimination laws. “Title VII makes it illegal to discriminate in hiring. terms. This law was established to protect the right of employees. The Code also applies to discrimination against those who are diagnosed with HIV or AIDs. there are cities and counties that allow for specific ordinances. The Americans with Disabilities Act of 1990 . firing. “it is unlawful to discriminate or deny employment on the basis of gender identity. etc.

it prohibits employers to discriminate against those with any types of disability. This Law includes individuals who are diagnosed with HIV. these disabilities could consist of anything such as learning. mechanical dangers. “Accommodations could range from an elevator. or unsanitary conditions. Within this law. vehicles. employers must understand that because induvial with disabilities may work in the workforce. talking. the organization must not permit further work. “Organizations are not permitted to discriminate a person’s citizenship of national origin. AID’s. exposure to toxic chemicals. 2013). seeing. If the individual has the appropriate documentation/identification/Green Card to work in the United Stated. and walking. The Immigration Reform and Control Act of 1986 This law is another highly important rule that must be followed by every organization. no matter the size of the organization” (Cascio. tools. access ramps. or telephones with amps for the hearing impaired” (Cascio. hearing. The purpose of this Act. Stonefield’s position. he must ensure not only the work environment is up to par. Occupational Safety and Health Act (OSHA) “The Occupational Safety and Health Act is the main federal law that governs occupational safety and health in the United States” (Matthews. He must guarantee the safety of the Employee and the customers. accommodations must be made. This Law implies that “NO” individual who is not legally approved to work within the United States can be employed. to provide well bound safe environments. If employed. In Mr. this must be presented at the time of hire. Regarding . 2011). but the limousines as well. 2013). Under this law.EMPLOYMENT LAW COMPLIANCE PLAN 4 The ADA is the first law that addresses the needs of individuals with disabilities. that are free from hazards such as heat or cold stress. or recently completed any form of rehabilitation.

employers must provide standards. If OSHA guidelines are not met. The Texas Minimum Wage Act was adopted in 2009. recommendations are made. 2013). the company should remember and understand the consequences that can adhere. Any violation of these Acts can be damaging. it is the employer’s responsibility to provide employees with written earning statements. The Department of Labor uses methods to make sure that all companies are complying. No matter what size a company may be it is important for all employers to comply with the Laws and Acts presented above. education. In this Act. the organization can stay on the right side of the law. duties and remedies under the Texas Minimum Wage Act” (na. 2015). “It provides information to employers and employees about their respective rights. this ensures that regardless of the pay range. to assisting in meeting OSHA guidelines. regardless of sex. Equal pay is given for equal work. If an employer has a proper Compliance Plan. It is illegal for an employer to favor. By doing so. there many laws and regulations. No business wants to face criminal charges. . etc. If any mistakes are found. Like most overtime laws. employees are treated equally.EMPLOYMENT LAW COMPLIANCE PLAN 5 OSHA conditions. training. Yes. Texas overtime and minimum wage regulations are not too far different than federal. employers must pay non-exempt employees time and a half once breached passed 40 hours. Therefore. Equal Pay Act of 1963 This Act is in relation the that if the Fair Labor Standards Act of 1938. this can result in fines and the shutdown of an organization. it is important to abide by the law.. to pay women less than men for similar work provided. “men and women working for the same establishment [are to] be paid the same rate of pay” (Cascio.

contentproxy.contentproxy.phoenix. 23..edu Wanek.com. J.com.phoenix.com. Domestic Parnter Benifits Polices in Texas. (2015). Compliance Program Auditing: The Growing need to insure that Compliance Programs Themselves Comply. 8(1). Southern Law Journal.ebscohost.edu Matthews.EMPLOYMENT LAW COMPLIANCE PLAN 6 References Cascio.tx.com Hersch.vitalsource.contentproxy.phoenix. E. Retrieved from http://search. Retrieved from University of Phoenix eBook Collection: https://phoenix. P.a. (2015).us/jobseekers/texas-minimum-wage-law#overview Usnick. H. L. (2011). Retrieved from http://search. Retrieved from Texas Workforce Commission: http://www. Retrieved from http://web. International Journal of Business & Public Administration. 34(2).phoenix. J. & Usnick. (2013). Texas Minimum Wage Law. The Legal Context of Employment Decisions.proquest. The American economy: A historical encyclopedia. Journal of Policy Analysis & Management. R. Retrieved from http://web. (2013). Occupational Safety and Health Act of 1970 (OSHA).credoreference.b. (2011).contentproxy. W.edu na.ebscohost.state.com.edu . Fifty Years Later: The Legacy of the Cici Rights Act of 1964.twc.