TO: Traci Goldeman, Manager, Atwood and Allen Consulting FROM: Yvette Calderon, Market Research Assistant DATE: February 17, 2014 SUBJECT: Employment Law Compliance Plan The task to which I am assigned is to make the employment law compliance plan for Lonnie Pete. He is opening a limousine service in Austin, Texas. In the first year of the business, the number of employees the company is planning to have is 25. Employment law compliance plan would help the organization to avoid any unlawful activates. Employment laws are very much important for all type of business.
All employment laws federal, state and city level are designed to protect employees legal rights. They make sure employees are treated well and provide guidelines to the employers on how to treat their employees. So, it’s extremely important for an entrepreneur to be aware of laws and consequences for noncompliance. Following are some most relevant Federal, state,
Employee Law Compliance Plan Raven Taylor HRM/531 August 19, 2013 Sharon Fletcher Employee Law Compliance Plan Memorandum TO: Traci Goldeman FROM: Raven Taylor DATE: August 19, 2013 SUBJECT: Employment Laws What has been asked of me is provide an employee compliance plan for Mr. Bradley Stonefield. Mr. Stonefield is seeking to start a limousine service titled “Landslide Limousines”, and focus on providing first-class transportation in the Austin, Texas area. This business will be comprised of 25 employees within the first year. By establishing a limousine service, certain employment laws are beneficial in ensuring the company is in compliance to make sure the company stays on the right track. This memo will address the employment
Employment Law Compliance Plan Peter Sidiropoulos HRM 531 Sept 30th 2013 Dr. Rosie De Cosmo September 30, 2013 MEMORANDUM To: Traci Goldman From: Peter Sidiropoulos Dear Traci Goldman: Subject: Employment Law Compliance Plan Mr. Bradley Stonefield is creating a limousine company that is based out of his home town in Austin, Texas. His goals employment goal is to have 25 employees by the year’s end of his business being in operations. In order to help Mr. Stonefield with his entrepreneur goals we will help develop an employment law compliance plan. This memo will examine employment laws it will also deal with the penalties that can be enforced for noncompliance
Performance Management Plan Ashleigh DeGlopper May 26, 2014 Human Resource Management Doreen Lawrence Alignment of the performance management framework to the organizational business strategy Mr. Stonefield has created specific strategic goals for Landslide Limousine. One strategic goal is to hire an entirely new workforce with 25 employees within the first year of being in business. In order to create an effective workforce, these new employees will need to have a firm understanding of what their responsibilities are. Defining effective performance will give employees knowledge about goals that they are expected to reach and job responsibilities. They should also be taught about performance standards so they are able to reach goals effectively.
Shaw employment policies strongly enforces a workplace free of discrimination, retaliation, and harassment of employees (SHAW, 2013). Shaw’s employment policy is to recruit the best qualified and hire the most highly trained individuals free of discrimination (SHAW, 2013). Keeping up-to-date on all employment laws and policies, and keeping an employment law specialist available to consult ensures that Shaw remain in compliance with the law (Dillon, 2013). Shaw must also ensure that employment law changes are reflected in the company’s employment policies and implemented on the ground by supervisors and managers. Therefore, additional training may need to be incorporated into the human resource plan (Dillon, 2013).
Servicing the customer Jarrod Jones MGT/311 January 10, 2012 Paul Blake As a consultant for Riordan Manufacturing, it is our responsibility to seek out areas within Riordan Manufacturing that need development or process improvement. After reviewing Riordan as a business entity there a few areas that could stand to adapt to the future growing potential this business has to offer. The main area of implementation that will be discussed in this paper is the Customer. Customer service can be detrimental to a business, according to Whittaker (2012), “70% of Americans are willing to spend an average
University of Phoenix Material Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. Employment Law Description and Requirement of Law Importance of Law Workplace Application Civil Rights Act of 1964 Prohibits discrimination based on sex, or race during hiring, promoting, and firing process. It is unlawful for any employer to fail or refuse to hire or discharge any individual, or discriminate against any individual with respect to his or her compensation, terms, conditions, privileges or employment. Due to race, color, religion, sex, or national origin. Sex, Age, Race, Gender, Marital Status Equal Employment Opportunity Act This act
Labor and Employment Laws Labor and Employment laws were made to help protect the working citizens of America. These helpful laws address issues such as family and medical leaves of absence, age discrimination in employment, and discrimination toward Americans with disabilities. Having these laws means that, employers no longer can deny eligible employees from taking leaves of absence. No longer can employers deny employment and promotion due to age. It is also unlawful to discriminate against persons with disabilities.
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