Employment Law Compliance Plan Essay

As you begin the affect of establishing your new business, hiring your first employee or make an entire team of employees brings forth a whole new area for form regarding fight and labor honors this includes both federal official and tell apart laws.Atwood and Allen Consulting has compiled an Employment jurisprudence respect Plan peculiar(prenominal) on the wholey for Landslide Limousines so that you are aware of any and every(prenominal) laws you essential abide by as a new employer. Outlined infra you pull up stakes find a apprise overview of individually law (both state and federal), as well as a epitome of consequences if you do not abide by these laws.State LawsThe Texas fabricate daytime LawUnder the Texas Payday Law, all Texas private employers essential abide by this law regardless of the size or number of employees. This law requires employers to pay employees in full and on time on regularly scheduled paydays (Kizziar, Bracewell & Guiliani, 2012). Various types of earnings is subject to the Texas Payday Law, which includes compensation for services rendered regardless of how they are computed commission and bonuses according to the harmony among the employee and employer and certain fringe benefits due under written agreement with or by policy of the employer. An employer moldiness to a fault meet some other(prenominal) obligations for payment of rewardto remain compliant with this law, this includes the someoneifying An employer must pay hire to FLSA exempt employees at a lower limit of once per calendar month FLSA non-exempt employees must be paid at a minimum of twice per month. Employers must have a designated payday, and must to a fault post sufficient notice that is do 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 em ployment must be paid no later than six (6) days from the conclusion date. Employees who voluntarily terminate their position must be paid on the close regularly scheduled payday. Commissions and Bonuses must be paid in the same flair and time frame in which other charters are paid. All profitss must be paid to employees in US currency by total or direct deposit. Employees whitethorn suck up wage earned 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 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 championship with the Texas workforce Commission. If the employer is found red-handed of non-compliance of any of the above named provisions depict in this law, the employer may suffer both civil and c riminal penalties (Texas Workforce Commission, 2013).The Texas negligible operate feat RequirementsThe Texas borderline occupy 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 compulsion of $7.25 per hour as the federal minimum wage requirements change, the state requirements will to a fault change resulting in an automatic wage increase (Texas Workforce Commission, 2013).The Texas Minimum operate Act excessively requires employers to provide each of their employees with a written earnings statement, which provides data that enables employees to determine from a single entry 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 sporty 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 Certain youths and students Inmates Family members Amusement and amateurish 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 reason the employer does not play along 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 cardinal of the Civil Rights Act of 1964This law makes it vile 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 diverge nce, filed a confide of discrimination, or participated in an employment discrimination investigation or lawsuit. Title septette of the Act mandates employers to make reasonable adjustment 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