Employment Law Compliance Plan Essay

As you find the venture of establishing your recent business, hiring your first employee or building an entire team of employees brings forth a whole new area for compliance regarding appointment and labor jurisprudences this includes two national and enunciate laws.Atwood and Allen Consulting has compiled an Employment fairness compliance Plan specifically for Landslide Limousines so that you are aware of any and all laws you mustiness abide by as a new employer. Outlined below you provide find a brief overview of individually law (both state and federal), as well as a synopsis of consequences if you do not abide by these laws.State LawsThe Texas founderday Law beneath the Texas Payday Law, all Texas private employers must abide by this law careless(predicate) of the size or number of employees. This law requires employers to pass employees in honest and on time on regularly scheduled paydays (Kizziar, Bracewell & Guiliani, 2012). Various types of allowance is subj ect to the Texas Payday Law, which includes compensation for services rendered regardless of how they are computed commission and bonuses consort to the agreement between the employee and employer and certain fringe benefits due under indite agreement with or by policy of the employer. An employer must also follow other obligations for payment of engagesto remain compliant with this law, this includes the following An employer must pay pays to FLSA exempt employees at a minimal of at one time per month FLSA non-exempt employees must be paid at a minimum of twice per month. Employers must have a designated payday, and must also back 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 for each one month (Kizziar, Bracewell & Guiliani, 2012).An employee who is end from employment must be paid no later than hexad (6) days from the ter mination date. Employees who voluntarily terminate their position 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 wages are paid. All wages must be paid to employees in US currency by check or direct deposit. Employees whitethorn receive wages earned in some other form only if it is agreed upon between the employer and the employee. An employer may not deduce or garnish employee wages earned unless it is ordered upon by the court, federal or state law, or has the written authorization from the employee to do so.Consequences for Non-ComplianceIf employers do not abide by this law, an employee has the right to file a wage claim with the Texas Workforce Commission. If the employer is found guilty of non-compliance of any of the above named nutriment outlined in this law, the employer may suffer both civil and barbarous penalties (Texas Workforce Commission, 2013).The Texas Minimum net serve RequirementsThe Texas Minimum 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 also change resulting in an automatic wage affix (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 determine from a virtuoso document whether they have beenpaid correctly for a given pay period.This Act also pardons numerous employers from its coverage. The primary exemption from the Texas Minimum Wage Act is for any person covered by the federal sane Labor Standards Act (FLSA). Other specific exemptions include Employment in, of or by religious, educational, charitable or nonprofit organizations Professionals , salespersons or public officials Domestics sure youths and students Inmates Family members Amusement and recreational establishments Non-agricultural employers not liable for state unemployment contributions Dairying and doing of livestock and Sheltered workshops (Texas Workforce Commission, 2013).Consequences for Non-ComplianceIf for any reason the employer does not surveil 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 official LawsTitle VII of the Civil Rights Act of 1964This law makes it illegal to fork 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 discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Tit le VII of the Act mandates employers to make reasonable accommodation for both applicants and employees in regards to religious practices, unless doing so would impose an undue 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