Memo
- Submitted by: sandman
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- Category: English
- Date Submitted: 12/15/2014 03:38 PM
- Pages: 4
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MEMORANDUM
The purpose of this memo is to provide a compliance plan to be incorporated into your business strategies for a successful entry into the international market. As the business environment becomes more global, labor and employment law issues have become globalized as well.
The US and India’s employment laws both address the minimum wage and overtime pay for private and public or federal workers, equal rights and opportunities, discrimination, limitations and prohibitions on employment of minors, and occupational safety and health administration. Below is a list of applicable employment laws and consequences for non-compliance. A comparative research shows that there are similarities between India and US labor laws so I will also integrate these for consistency in compliance on the company policies and guidelines. The US Fair Labor Standards Act (FLSA) provides standards for the basic minimum wage and overtime pay for private and public workers. Working hours are restricted on non-agricultural agricultural operations for children under the age 16, and children under 18 are not allowed to work on jobs that are dangerous. India has a Minimum Wages Act 1948 that sets wages for the different economic sectors and State governments have minimum wage schedules, and another Article (24) covers the prohibition of child labor under 14 years old in factory, mine or hazardous work environment. Non-compliance of labor laws very costly. Employees can recover unpaid wages going back 2 years and as much as 3 years and doubled as “liquidated damages” if the employer violation is proven as deliberate or intentional. Furthermore, one employee’s successful recovery unpaid wages and liquidated damages will most likely trigger a class action suit resulting in more financial risks. Child labor is a serious act and transcends internationally. In the US, employers who violate child labor laws are subject to fines as high as $100,000 for each child and up to 6 months in jail....
The purpose of this memo is to provide a compliance plan to be incorporated into your business strategies for a successful entry into the international market. As the business environment becomes more global, labor and employment law issues have become globalized as well.
The US and India’s employment laws both address the minimum wage and overtime pay for private and public or federal workers, equal rights and opportunities, discrimination, limitations and prohibitions on employment of minors, and occupational safety and health administration. Below is a list of applicable employment laws and consequences for non-compliance. A comparative research shows that there are similarities between India and US labor laws so I will also integrate these for consistency in compliance on the company policies and guidelines. The US Fair Labor Standards Act (FLSA) provides standards for the basic minimum wage and overtime pay for private and public workers. Working hours are restricted on non-agricultural agricultural operations for children under the age 16, and children under 18 are not allowed to work on jobs that are dangerous. India has a Minimum Wages Act 1948 that sets wages for the different economic sectors and State governments have minimum wage schedules, and another Article (24) covers the prohibition of child labor under 14 years old in factory, mine or hazardous work environment. Non-compliance of labor laws very costly. Employees can recover unpaid wages going back 2 years and as much as 3 years and doubled as “liquidated damages” if the employer violation is proven as deliberate or intentional. Furthermore, one employee’s successful recovery unpaid wages and liquidated damages will most likely trigger a class action suit resulting in more financial risks. Child labor is a serious act and transcends internationally. In the US, employers who violate child labor laws are subject to fines as high as $100,000 for each child and up to 6 months in jail....