Employment Law Compliance Plan Essay

1423 Words Jul 26th, 2013 6 Pages
Employment Law Compliance Plan
Donna Allaire
HRM/531
July 8, 2013
Professor James Scholes

MEMORANDUM

TO: Traci Goldman
FROM:
DATE:
Subject: Employment Laws
Regarding your request, I am to formulate an employment law compliance plan for a Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas. The limousine service will be made up of 25 employees within the first year.
This memo will examine employment laws as well as how these laws are applied. I will also examine the penalties of noncompliance of the different laws. There are diverse employment laws an organization must follow to stay in compliance. If these laws are not followed by the organization,
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If the organization discriminates there could be possible penalties he or she will have to face. The penalties for noncompliance are severe. If an organization employees people not authorized to work in the United States he or she are fined anywhere from $100 to $1,100 for each employee. There are criminal sanctions provided for organization that continue to repeat these types of violations (Cascio, 2013, p. 88).
The Family and Medical Leave Act of 1993
This act does not apply to Mr. Stonefield’s new limousine service at this time because he is only going to hire 25 people for the first year. It is significant for Mr. Stonefield to understand the law if he plans to increase his business. I think giving him an explanation of this law will help him get ready for growth.
The Family and Medical Leave Act permits private-sector employees, including part- time people who work a minimum of 1,250 hours in excess of a year to take 12 weeks of unpaid leave yearly. The reasons can be giving birth, adoption, foster care, care for a significant other, parent, child with a severe illness, or the employee’s own severe health condition. The United States Department of Labor helps impose this act. This act does not relate to companies, which have 50 or fewer employees (Cascio, 2013, p. 91).
Organizations have the accountability to make available to employees the essential information on the Family and Medical Leave Act.

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