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Employment Law Compliance Plan - Essay Example

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As such, the state has enacted quite a number of employment laws that seek to ensure that the rights of employees are not violated by employers. However, apart from the state laws, Cascio (2013) notes…
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Employment Law Compliance Plan
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Download file to see previous pages Additionally, Stonefield stated that he intends to have at least 25 employees during the first year of business operations. Therefore, this memorandum seeks to identify the most relevant employment laws that Stonefield must be concerned about when creating a compliance plan.
The first and most critical employment law that Stonefield must be aware as he seeks to start a limousine business in Austin, Texas is the Texas Payday Law. This is because noncompliance with this law can attract a heavy penalty on the part of Stonefield as an employer. The law provides protection to employees who have not been paid all the salaries due to them. The Texas Payday Law is applicable to all businesses that are conducted in Texas with the exception of public employers. According to this law, any employee who feels that his or her employer has not paid all his earned wages in full can bring a complaint against the employer with the Texas Workforce Commission within 180 days after the date that the wages not yet paid became in arrears for payment. The commission will then takes up the matter and investigate it. As such, in the event that the Commission rules in favor of a worker, the employer can be required to pay up to $1,000 in damages for noncompliance with the Texas Payday Law (Attorney General of Texas, 2013). Similarly, in the case that the Commission finds that the employee acted in bad faith, then the employee who filed the complained may also be required to pay the same amount as damages.
Additionally, the Texas Payday Law also spell out how employers are supposed to compensate employees, which can either be monthly on weekly depending on the method that an employer deems appropriate. According to the Texas Payday Law, it is not a requirement that an employer pay a worker for lunches, vacation, and breaks. Nevertheless, all employers regardless of the size of the business are required by the law to compensate their employees for attending ...Download file to see next pagesRead More
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