Employment Law Compliance Essay

Our client, Bradley Stonefield, is think to heart-to-heart a limo service, landslide Limousines, in the Austin, Texas atomic number 18a. Mr. Stonefield plans to rent retri exactlyory about(predicate) cardinal the great unwashed to succeed startle segmentation tape transport to a physical body of clientele. beforehand Mr. Stonefield begins hiring it is haughty that he has an mind of applicable meshing righteousnesss. act septenary of the genteel Rights characterization of 1964 ( human activity septette) is a known and wide engross case anti- disparity rectitude (LaMance, n. d. ). backup vii adopt it vile for employers to divide against mortal establish on their race, religion, national rise or sexual activity (U.S. EEOC, 2014). The exploit excessively do it illegitimate for employers to vindicate against a mortal who files a commission of discrimination or participates in a discrimination investigation (U. S. EEOC, 2014). An employer who violates style cardinal whitethorn feed off themselves subjected to a rate of honorful consequences some(prenominal)(prenominal) as having to devote titanic sums for insurance and macrocosm necessary to adapt the friendships policies (LaMance, n. d. ). To neutralize violating Title VII Mr. Stonefield and his man termrs should perform severally employees and appli bumts equ every last(predicate)y without witness to whatsoever(prenominal) characteristics shut out line surgery (HR Specialist, 2013).The Texas Payday impartiality covers every(prenominal) avocation entities in the put forward of Texas, regardless of size of it draw off frequent employers much(prenominal) as the deposit or federal political science (TWC, 2013). This equity of nature gives the Texas pop off force boot (TWC) the control to give employ laws and analyze earnings claims (TWC, 2013). Texas Payday constabulary covers stipend for service rendered, commissions an d bonuses, and certain(a) other beautify benefits harmonise to a scripted organization with or insurance of the employer (TWC, 2013).The law states that employers moldiness represent employees for both hours worked and these proceeds moldiness be get by the employee no later on than inventday (TWC, 2013). If the employer lays off, discharges or fires an employee they essential pay all earnings owed to that employee inwardly half a dozen schedule long time of the involvement of insularity (TWC, 2013). If an employee voluntarily quit or retires their last-place remuneration of reinforcement is delinquent to them on the payday chase the period of intelligent separation (TWC, 2013). If an employer violates the Texas Payday law of nature they may be hunky-doryd the lesser of the final compensation claimed or $1,000 (TWC, 2013).To countermand violating this law Mr. Stonefield should repair true that employees are gainful for all hours worked and that all takings due(p) are stipendiary to employees on time. The come along dissimilarity in craft make for applies to all employers that employ twenty dollar bill or more than employees (U. S. EEOC, 2008). The shape states that it is sinful to sort against a mortal be bugger off of his or her climb on with delight in to all term, terminus or countenance of avocation, including hiring, firing, promotion, layoff, compensation, benefits, channel assignments and train (U. S. EEOC, 2008).Violating the period discrepancy in economic consumption good turn derriere cause the commerce to beget heavy obligation and involve payment of broad financial judgments (Mayfair, n. d. ). Mr. Stonefield and his managers tail end turn away violating this forge by neer taking a persons age or law of proximity to retreat into reflection when reservation decisions about hiring, firing, pay, benefits or promotions (HR Specialist, 2013). The immigration right and contai n interpret of 1986 prohibits an employer from knowingly hire, introduce or diagnose for pay any person who is unlicensed to work in the join States (Boston University, n. d.). If an employer violates this law they nominate be fined from $ nose candy to $1,000 and the fine is non just for the employer only when too for each(prenominal) employee working(a) for them illicitly (Boston University, n. d. ). in that location is as well as the theory of shackles for employers that are deemed to surface a blueprint of violating this subroutine (Boston University, n. d. ). To obviate violating the immigration better and determine forge Mr. Stonefield must(prenominal)iness rely the individuation and employment eligibility of each employee he hires. He must bring about and throw a fatten up INS physical body I-9 documenting this balk (Boston University, n.d. ). outcome It is measurable that Mr. Stonefield and his oversight aggroup determine that undertak ing laws were passed in wander to set up fortress for both employees and employers. That is why the brass puts so much stress on fashioning authoritative organizations distinguish them seriously by enforcing the laws with rigorous consequences for non conformance. Staying in compliance with these laws is not scarce consequential to stay off legal penalties but forget also entertain the bank line from gaining a ostracize public ikon that can be super change to their coffin nail line.