HRM 531 Week 2
Memorandum
To: Traci Goldman, Bradley Stonefield
From: Levuris Smith
Date: 4/9/2015
Re: Employment Law Compliance Plan
This memo will survey employment laws as well as how these laws are applied. I 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. There will be three employment acts that I will give you some insight on in the memo. They are as follows: The Occupational Safety and Health Act, The Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). Understanding the acts and how they how are important part to your business venture to keep you from being penalized for not being in compliances with then will hurt you and the company’s reputation.
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). The act prevents workers from being killed or seriously injured while in the workplace. Workers may fall a complaint if they deem that the working condition of their workplace or employer is out of standard with OSHA standards and serious hazards are creating an unsafe environment. The consequences of receiving a citation can range from a mere reprimand to a penalty of up to one-year imprisonment and a $20,000 fine. The OSHA Act shields all employers and their employees in the 50 states and other U.S. territories. We would advise you to make sure the workplace you will be providing for your workers are safe and up to code so there will be no accident that would cause you to violate the laws of this act and bring discredit to your business.
The Age Discrimination in Employment Act of 1967 forbids age discrimination in employment. “"This act prohibits discrimination in pay, benefits, or continued employment for employees age 40 and over, unless an employer can demonstrate that age is a BFOQ for the job in question” (Cascio, 2013, pg.109). The law is enforced by the Equal Employment Opportunity Commission (EEOC). Any employee who trusts that his or her work rights have been dishonored may file a charge of discrimination with the EEOC. The ADEA relates to companies who have twenty or more personnel for each working day or annually. When taking a domestic case claiming age discrimination, there are two types of claims that an accuser can make: disparate treatment and disparate impact. Some of the common penalties for violation of the ADEA are that companies have to pay the employee
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Week Two Team Reflection
When looking at the small business, Landslide Limousines, several laws stood out as prevalent. These laws included Fair Labor Standards Act, Occupational Safety and Health Act and the Customer Credit Protection Act. Each of these laws affect the ways the business conducts itself changing the business’s principles and strategies. This reflection shall list key strategies of protecting Landslide Limousines and principles it should weave into it operational conduct.
Three highlighted strategies include strict recordkeeping procedures, pay regulations, and inspections. Each of the strategies has their place in the organization and helps reach each law’s requirements. Recordkeeping is does not only protect the company, it also permits the monitoring of company operations. These operations include pay, pay garnishment, human resources management, and equipment inspections. Recordkeeping should be infused in to each of these operations. This goes into pay regulations and pay recording as well.
Pay regulations involve regulating the company’s pay scales, pay management, and overtime pay. The current federal minimum wage is $7.25. To make sure the com
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