Employment Law Compliance Essay

Our client, Bradley Stonefield, is be after to open a limousine service, landslide Limousines, in the Austin, Texas area. Mr. Stonefield plans to hire approximately 25 people to provide first clan transportation to a variety of clientele. in the lead Mr. Stonefield begins hiring it is imperative that he has an understanding of applicable expendment laws. cognomen seven of the gracious Rights wager of 1964 (Title VII) is a well-known and astray used national anti-discrimination law (LaMance, n. d. ). Title VII make it illegal for employers to class against someone based on their race, religion, field of study origin or sex (U.S. EEOC, 2014). The knead also made it illegal for employers to strike back against a somebody who files a malady of discrimination or participates in a discrimination investigation (U. S. EEOC, 2014). An employer who violates Title VII whitethorn find themselves subjected to a material body of legal consequences much(prenominal) as having to c ompensate large sums for damages and being involve to readjust the compeverys policies (LaMance, n. d. ). To block violating Title VII Mr. Stonefield and his managers should treat alone employees and appli cigarettets equ only toldy without regard to any characteristics chuck out line of merchandise performance (HR Specialist, 2013).The Texas Payday Law covers completely business entities in the state of Texas, regardless of size except public employers such as the state or federal government (TWC, 2013). This law gives the Texas Workforce thrill (TWC) the authority to enforce wage laws and canvas wage claims (TWC, 2013). Texas Payday Law covers compensation for run rendered, commissions and bonuses, and certain other fringe benefits match to a written agreement with or policy of the employer (TWC, 2013).The law states that employers must bear employees for all hours worked and these wages must be received by the employee no subsequently than payday (TWC, 2013). If the employer lays off, discharges or fires an employee they must pay all wages owed to that employee within six schedule days of the date of separation (TWC, 2013). If an employee voluntarily quits or retires their final defrayal of wages is due to them on the payday by-line the date of separation (TWC, 2013). If an employer violates the Texas Payday Law they may be fined the lesser of the wages claimed or $1,000 (TWC, 2013).To avoid violating this law Mr. Stonefield should make convinced(predicate) that employees are nonrecreational for all hours worked and that all wages due are paid to employees on time. The Age Discrimination in Employment Act applies to all employers that employ twenty or more employees (U. S. EEOC, 2008). The Act states that it is unlawful to discriminate against a psyche be bring of his or her age with respect to any term, condition or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training (U. S. EEOC, 2008).Violating the Age Discrimination in Employment Act can cause the business to incur legal financial obligation and require payment of large pecuniary judgments (Mayfair, n. d. ). Mr. Stonefield and his managers can avoid violating this Act by never taking a someones age or proximity to retirement into consideration when making decisions nigh hiring, firing, pay, benefits or promotions (HR Specialist, 2013). The Immigration revitalize and stamp down Act of 1986 prohibits an employer from knowingly hire, recruit or refer for pay any person who is unauthorized to work in the joined States (Boston University, n. d.). If an employer violates this law they can be fined from $ one hundred to $1,000 and the fine is not just for the employer but also for each employee working for them lawlessly (Boston University, n. d. ). There is also the possibility of duress for employers that are deemed to show a frame of violating this Act (Boston University, n. d. ). To avo id violating the Immigration Reform and Control Act Mr. Stonefield must bank the identity and employment eligibility of each employee he hires. He must complete and obtain a complete INS Form I-9 documenting this tick (Boston University, n.d. ). Conclusion It is fundamental that Mr. Stonefield and his management team up understand that labor laws were passed in collection to provide protection for both employees and employers. That is wherefore the government puts so much focus on making sure organizations draw back them seriously by enforcing the laws with strict consequences for noncompliance. Staying in compliance with these laws is not only important to avoid legal penalties but pull up stakes also protect the business from gaining a negative public image that can be extremely damaging to their loafer line.