Employment Law Compensation Plan Essay

In response to your request to have an oeuvre law of nature compliance invent for our invitee, Bradley Stonefiled who plans on starting a limousine servicing called Landslide Limousine, I have developed an engagement plan which covers twain State and federal employment laws. Being in compliance with the Texas evidence employment laws, as well as federal employment laws get out greatly help out client in avoiding and penalties. The employment plan is ground on Texas employment laws, which is w here our clients base of trading operations will be. The employment plan will also include Federal employment laws which are relevant to our clients needs in helping him start his limousine service. I have also include the consequences for not being compliant with State and Federal employment laws.Texas conflict LawsTexas is a right-to-work State. This means that a person cannot be denied employment based on the fact that they are or are not a member of a grok union or other labor organization. The Texas Labor Code has five titles prevalent Provisions, Protection of Laborers, Employer-Employee Relations, Employment serve and Unemployment, and Workers Compensation (Texas Statue, 2013). The Texas Labor Code covers all aspects of employment. Title II (Protection of Labors) covers carry and discrimination. Being noncompliant can result in a cultivated action being brought by the employee, which can result in a monetary award that is determined by the courts (Texas Statue, Chapter1). Title IV (Employment service & Unemployment) covers unemployment benefits and insurance which our client will be prudent. Failing to make unemployment persona can result in a class A usurpation (Texas Statue, Chapter2). Title V (Workers Compensation) covers workers compensation insurance coverage, workers health and safety, and workers compensation benefits.The penalization for noncompliance is sanction, criminal prosecution, fines and restitution (Texas Statue, Chapter 4). Texas Payday Law covers how employees are to be paid, any monthly or bi-weekly. The law also states that companies are not postulate to compensatetheir employees for vacation time, breaks, and lunches. However, they are required to pay employees for attending ships company meetings. Failing to pay employees can result in administrative hail equal to the wages in the claim plus 25% per employee. In addition to the wages which have not been paid ((Texas Workforce Commission, 2014)Federal Employment LawsStates have their own employment laws which strengthen Federal employment laws. However, the Federal employment laws set the standard by which the States follow and or strengthen by adding new protections. Since our client is only looking to hire 25 employees, this would be considered a small privately owned business. Our client should also be made aware of the federal laws that he essential comply to. The Fair Standards Act (FLSA) which requires employers to pay overtime to employ ees working to a greater extent than 40 hours per week, at a rate of one-and-a-half times their regular periodical rate. The FLSA also includes the Equal Pay Act, which is an amendment to FLSA, which establishes the same rate of pay for twain women and men (Cascio, p.82, 2013). Since our client is going to start Landslide Limousine in Austin Texas, the Immigration Reform and Control Act (IRCA) should also be included in this employment plan.The IRCA explicitly states that employers cannot hire someone that is not legally authorized to work in this country. The employer must exercise his referable diligence by verifying all documents supplied by a authorisation employee as verification of who they are. The penalties for noncompliance can vary from $100 to $1,000 per employee what is more criminal sanctions can be imposed if a pattern of hiring self-appointed employees (Cascio, p.88, 2013). The Civil Rights Act of 1964 and its amendments, which is the forerunner to the Texas Lab or Code, protects employees from discrimination based on their race, color, religion, gender, and national origin as it pertains to employment and promotions.This law was expanded in 1972 to include public and private employers with 15 or more employees. The penalization for an employer who is in violation of the Civil Rights Act can be responsible for compensatory and punitive damages (Cascio, p.82, 2013). The compliance plan stated here is a necessary start to get our client, Landslide Limousine, in compliance with Texas employment laws, as well as Federal employment laws. The goal here is not only to educate our client but to ensure that he is aware and understands all employment lawswhich pertain to him and his company.ReferenceAttorney General of Texas. (2013, February 20). Right-to-Work Laws in Texas. Retrieved from Texas Constitution and Statutes https//www.texasattorneygeneral.gov/agency/righttowork.shtml Cascio, W. F. (2013). Managing Human Resources. New York.McGraw-Hill. Statutes. (2013). Retrieved from http//www.statutes.legis.state.tx.us/?link=LA Texas Workforce Commission. (2014, June 02). Texas Payday Law. Texas. Retrieved fromhttp//www.twc.state.tx.us/ui/lablaw/texas-payday-law.htmlpayPeriods