Employment Law Compensation Plan Essay

In response to your prayer to consider an consumption rightfulness submission jut for our customer, Bradley Stonefiled who externalizes on comeing a limousine service c all(prenominal)ed landslip Limousine, I micturate developed an business plan which covers both(prenominal) State and national appointment laws. Being in conformance with the Texas accede piece of work laws, as well as national study laws depart greatly help out customer in avoiding and penalties. The traffic plan is motifd on Texas employment laws, which is where our clients base of operations will be. The employment plan will also intromit federal employment laws which are relevant to our clients needs in component part him start his limousine service. I have also included the consequences for not be compliant with State and Federal employment laws.Texas affair LawsTexas is a right-to- land State. This means that a person tail assemblynot be denied employment base on the fact that they ar e or are not a ingredient of a labor union or other labor organization. The Texas Labor commandment has five titles public Provisions, Protection of Laborers, Employer-Employee Relations, Employment Services and Unemployment, and Workers Compensation (Texas Statue, 2013). The Texas Labor ordinance covers all aspects of employment. entitle II (Protection of Labors) covers allowance and discrimination. Being noncompliant can head in a civil accomplishment being brought by the employee, which can burden in a monetary face 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 component part can result in a class A misdemeanor (Texas Statue, Chapter2). Title V (Workers Compensation) covers workers compensation insurance coverage, workers wellness and safety, and workers compensation benefits.The penalty for noncomplia nce is sanction, savage prosecution, fines and restitution (Texas Statue, Chapter 4). Texas gestateday Law covers how employees are to be paid, either monthly or bi-weekly. The law also states that companies are not call for to compensatetheir employees for vacation time, breaks, and lunches. However, they are infallible to pay employees for attending company meetings. Failing to pay employees can result in administrative cost equal to the salary in the claim plus 25% per employee. In addition to the wages which have not been paid ((Texas custody 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 altogether feel 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 must o bserve to. The Fair Standards be active (FLSA) which requires employers to pay extra time to employees working more than 40 hours per week, at a rate of one-and-a-half times their rule-governed 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 going to start Landslide Limousine in capital of Texas Texas, the Immigration Reform and Control Act (IRCA) should also be included in this employment plan.The IRCA explicitly states that employers cannot hire soul that is not legally authorized to work in this country. The employer must exercise his receivable diligence by verifying all documents supplied by a potential employee as verification of who they are. The penalties for noncompliance can depart from $100 to $1,000 per employee furthermore criminal sanctions can be imposed if a name of hiring unauthorized employees (Cascio, p.88, 2013). The Civil Rights Act of 1964 and its amendments, which is the ancestor to the Texas Labor 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 penalty for an employer who is in rapine 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 moderate 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/righttow ork.shtml Cascio, W. F. (2013). Managing tender 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