Employment Law Compliance Plan Essay

As you gravel the venture of appointing your hot business, hiring your first employee or building an entire group of employees brings forth a whole new area for compliance regarding consumption and labor virtues this implicates some(prenominal) issue and farming laws.Atwood and Allen Consulting has compiled an Employment Law contour Plan specifically for Landslide Limousines so that you are aware of either and all laws you must abide by as a new employer. Outlined below you will find a brief overview of all(prenominal) law (both state and federal), as well as a abstract of consequences if you do not abide by these laws.State LawsThe Texas Payday Law downstairs the Texas Payday Law, all Texas private employers must abide by this law irrespective of the size or number of employees. This law requires employers to pay employees in plenteous and on quantify on regularly plan paydays (Kizziar, Bracewell & Guiliani, 2012). assorted types of compensation is subject to t he Texas Payday Law, which includes compensation for services rendered regardless of how they are computed cathexis and bonuses according to the agreement between the employee and employer and certain fringe benefits due beneath written agreement with or by policy of the employer. An employer must alike meet other obligations for payment of remuneration to remain compliant with this law, this includes the next An employer must pay profits to FLSA exempt employees at a minimal of once per calendar month FLSA non-exempt employees must be paid at a marginal of twice per month. Employers must imbibe a designated payday, and must withal post sufficient notice that is made available to all employees regarding the designated payday. If an employer fails to establish designated paydays, the paydays will be the first and fifteenth day of each month (Kizziar, Bracewell & Guiliani, 2012).An employee who is terminated from employment must be paid no later than six (6) days from the termination date. Employees who voluntarily terminate their frame must be paid on the next regularly scheduled payday. Commissions and Bonuses must be paid in the same manner and time frame in which other hire are paid. All wages must be paid to employees in US currency by check or direct deposit. Employees whitethorn receive wages get in another form only if it is agreed upon between the employer and the employee. An employer may not withhold or garnish employee wages earned unless it is request upon by the court, federal or state law, or has the written consent from the employee to do so.Consequences for Non-ComplianceIf employers do not abide by this law, an employee has the right to record a wage claim with the Texas custody Commission. If the employer is found guilty of non-compliance of every of the above named provisions outlined in this law, the employer may suffer both civil and criminal penalties (Texas Workforce Commission, 2013).The Texas negligible Wage fig ure RequirementsThe Texas nominal Wage Act was adopted to establish a minimum wage rate for FLSA non-exempt employees in the state of Texas. Effective on July 24, 2009, Texas began to follow the federal minimum wage requirement of $7.25 per hour as the federal minimum wage requirements change, the state requirements will to a fault change resulting in an self-regulating wage increase (Texas Workforce Commission, 2013).The Texas Minimum Wage Act also requires employers to provide each of their employees with a written earnings statement, which provides information that enables employees to restore from a single document whether they have been paid correctly for a given pay period.This Act also pardons numerous employers from its coverage. The primary franchise from the Texas Minimum Wage Act is for any person covered by the federal Fair Labor Standards Act (FLSA). Other specific exemptions include Employment in, of or by religious, educational, charitable or nonprofit organiz ations Professionals, salespersons or public officials Domestics Certain youths and students Inmates Family members Amusement and recreational establishments Non-agricultural employers not liable for state unemployment contributions Dairying and production of livestock and Sheltered workshops (Texas Workforce Commission, 2013).Consequences for Non-ComplianceIf for any savvy the employer does not comply with the Act, the employee may file a claim with the Texas Workforce Commission. If the employer is found guilty, they may be subject to civil penalties, with the addition of attorney fees and court costs.Federal LawsTitle VII of the Civil Rights Act of 1964This law makes it illegal to discriminate against any individual on the basis of race, color, religion, national origin, or sex. This law also makes it illegal to retaliate against an employee if they may have complained about variety, filed a charge of discrimination, or participated in an employment discrimination investigatio n or lawsuit. Title VII of the Act mandates employers to make healthy accommodation for both applicants and employees in regards to religious practices, unless doing so would impose an unfounded hardship on the operation of the employers business.The Equal Pay Act of 1963The Equal Pay Act of 1963 makes it illegal for an employer to pay different wages to men and womenReferencesKizziar, J. H. (2012). The Texas Payday Law Where Is My Paycheck? Retrieved from http// (2012, January). The Texas Payday Law Where Is My Paycheck?Kizziar News. Retrieved from http//www.bracewellgiuliani.com/assets/KizziarJan2011News.pdfTexas Workforce Commission. (2013). Texas Minimum Wage Law. Retrieved from http//www.twc.state.tx.us/ui/lablaw/texas-minimum-wage-law.html