Employment Law Compliance Plan
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- Date Submitted: 02/28/2014 04:59 PM
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MEMORANDUM
Date: January 7, 2014
To: Traci Goldeman
From: Assistant Consultant
Subject: Employment Law Compliance Plan for Bradley Stonefield
I have developed the employment law compliance plan as requested. Below you will find brief descriptions of four important employment laws for Landslide Limousines, including any applicable penalties for noncompliance of the stated laws. They are as follows: The Texas Minimum Wage Act, The Age Discrimination in Employment Act of 1967 (ADEA), The Americans with Disabilities Act of 1990 (ADA), and Sexual Harassment. Compliance of these laws amongst various other laws is imperative to the success of any business. This compliance plan is formulated for 25 or fewer employees. As Landslide Limousines grows there will be more laws that will be applicable to sustaining such growth.
The Texas Minimum Wage Act
The Texas Minimum Wage Act states that all non-exempt employee must receive a federal minimum wage of $7.25 an hour. However, the law “does not prohibit employees from bargaining collectively with their employers for a higher wage” (Texas Workforce Commission, 2013). Section 62.003 of the law requires employers to provide each employee with a written earnings statement at the end of each pay period. This statement must include the employee’s name, pay rate, total gross pay for that period, total net pay for that period and how the employee is paid (e.g. hours worked, units produced, etc.). In addition, this protection of labors covers provisions for agriculture piece rate workers and exempts many employers from the coverage. Texas Workforce Commission (TWC) is the agency delegated for disseminating information regarding the Texas Minimum Wage Act and can help provide civil remedies for employees, when employers are in noncompliance with this law. The employee must file the civil lawsuit within two years of when unpaid wages were due. Employees are entitled to an additional amount in liquidated damages, court cost...
Date: January 7, 2014
To: Traci Goldeman
From: Assistant Consultant
Subject: Employment Law Compliance Plan for Bradley Stonefield
I have developed the employment law compliance plan as requested. Below you will find brief descriptions of four important employment laws for Landslide Limousines, including any applicable penalties for noncompliance of the stated laws. They are as follows: The Texas Minimum Wage Act, The Age Discrimination in Employment Act of 1967 (ADEA), The Americans with Disabilities Act of 1990 (ADA), and Sexual Harassment. Compliance of these laws amongst various other laws is imperative to the success of any business. This compliance plan is formulated for 25 or fewer employees. As Landslide Limousines grows there will be more laws that will be applicable to sustaining such growth.
The Texas Minimum Wage Act
The Texas Minimum Wage Act states that all non-exempt employee must receive a federal minimum wage of $7.25 an hour. However, the law “does not prohibit employees from bargaining collectively with their employers for a higher wage” (Texas Workforce Commission, 2013). Section 62.003 of the law requires employers to provide each employee with a written earnings statement at the end of each pay period. This statement must include the employee’s name, pay rate, total gross pay for that period, total net pay for that period and how the employee is paid (e.g. hours worked, units produced, etc.). In addition, this protection of labors covers provisions for agriculture piece rate workers and exempts many employers from the coverage. Texas Workforce Commission (TWC) is the agency delegated for disseminating information regarding the Texas Minimum Wage Act and can help provide civil remedies for employees, when employers are in noncompliance with this law. The employee must file the civil lawsuit within two years of when unpaid wages were due. Employees are entitled to an additional amount in liquidated damages, court cost...