Employment Law Compensation Plan Essay

In response to your bay to buzz off an establishplace right configuration plan for our leaf node, Bradley Stonefiled who plans on kickoff a limousine service call(a)ed Landslide Limousine, I have genuine an piece of work plan which covers both fix and Federal employment laws. creation in compliance with the Texas state employment laws, as well as Federal employment laws allow greatly help out node in avoiding and penalties. The employment plan is based on Texas employment laws, which is where our nodes base of operations allow be. The employment plan will also include Federal employment laws which be relevant to our clients needs in helping him start his limousine service. I have also included the consequences for not being compliant with State and Federal employment laws.Texas Employment LawsTexas is a right-to-work State. This means that a person layaboutnot be denied employment based on the fact that they are or are not a member of a labor totality or other lab or organization. The Texas Labor Code has five titles superior general Provisions, Protection of Laborers, Employer-Employee Relations, Employment Services and Unemployment, and Workers Compensation (Texas Statue, 2013). The Texas Labor Code covers all aspects of employment. Title II (Protection of Labors) covers wages and discrimination. Being noncompliant advise guide in a civil 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 Services & Unemployment) covers unemployment benefits and insurance which our client will be responsible. Failing to make unemployment contribution can result in a class A misdemeanor (Texas Statue, Chapter2). Title V (Workers Compensation) covers workers salary insurance coverage, workers health and safety, and workers compensation benefits.The penalty for disobedience is sanction, criminal prosecution, fines and take (Texas Statue, Chapter 4). Texas paymentday Law covers how employees are to be paid, either monthly or bi-weekly. The law also states that companies are not required to compensate their employees for vacation time, breaks, and lunches. However, they are required to pay employees for attending company meetings. Failing to pay employees can result in administrative cost 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 witness employment laws which strengthen Federal employment laws. However, the Federal employment laws readiness the standard by which the States follow and or strengthen by adding new-make protections. Since our client is only looking to hire 25 employees, this would be considered a small tete-a-tetely owned business. Our client should also be made aware of the federal laws that he must comply to. The Fair Standards toy (FLSA) which requires employers to pa y overtime to employees working more than 40 hours per week, at a rate of one-and-a-half times their regular hourly rate. The FLSA also includes the Equal Pay Act, which is an amendment to FLSA, which establishes the same rate of pay for both women and men (Cascio, p.82, 2013). Since our client is divergence to start Landslide Limousine in Austin Texas, the Immigration remedy 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 due diligence by validating all documents supplied by a potential employee as verification of who they are. The penalties for noncompliance can vary from $100 to $1,000 per employee furthermore criminal sanctions can be imposed if a pattern of hiring unauthorized employees (Cascio, p.88, 2013). The gracious Rights Act of 1964 and its amendments, which is the forerunner to the Texas Labor Co de, 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 penalty 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 shoot our client, Landslide Limousine, in compliance with Texas employment laws, as well as Federal employment laws. The goal here is not only to make grow our client but to ensure that he is aware and understands all employment laws which 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/ authorisation/righttowork.shtml Cascio, W. F. (2013). Managing Human Resources. New York.McGr aw-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