Employment law for a limousine service in Austin, Texas with 25 employees would consist of the American with Disabilities Act, Fair Labor Standards Act of 1938, Equal Opportunity Law, OSHA, and Unemployment Benefits Law. The Americans with Disabilities Act requires employers to make reasonable accommodations for disabled individuals. The Fair Labor Standards Act set minimum wage and overtime requirements. Equal Opportunity Law prohibits discrimination and sets standards for equal opportunity among applicants. OSHA law sets safety standards in the workplace. And, the Unemployment Law requires employers to pay unemployment taxes.
The Americans with Disabilities Act requires employers with 15 or more employees to make reasonable accommodations for disabled employees and applicants unless it presents an undue hardship on the employer (Facts about Americans with Disabilities Act, 2008). A disabled person has a mental or physical impairment that limits one or more major life activities, has documentation of the disability, and is regarded as having such impairment. An undue hardship is a significant action or expense based on the employer's size, financial resources, and the nature and structure of training material would need to be acquired or modified. Noncompliance can bring civil penalties and court ordered compliance standards.
The Fair Labor Standards Act requires at least a minimum wage, currently $7.25, for up to 40 hours a week and overtime of one and a half times the pay rate for over 40 hours a week (Wage and Hour Division (WHD), n.d.). Section 13(a)(1) exempts bonafide executives, administrative, professional, and outside sales persons, as well as certain computer employees. Exempt employees must meet certain tests. Noncompliance can bring civil penalties.
The Texas Labor Code, Title 2, protects laborers against discrimination and requires equal opportunity among employees and applicants, as well as how pay is provided (Labor Code, n.d.). Employers are prohibited from discriminating against an individual on the basis of disability, age, gender, color, religion, or national origin. Equal opportunity is required in hiring, promotions, discharge, pay, fringe benefits, memberships, training, and other aspects of employment. Noncompliance can bring civil action of temporary relief including hiring and restating back pay, upgrading an employee with or without pay, union membership, guidance program, apprenticeship, or training objective criteria, court costs, as well as compensatory and punitive damages.
Employers must pay unemployment taxes that provide temporary, partial income replacement…
Employment Law Compliance Plan Atwood and Allen Counsulting The Payday Law of Texas The Compensation Act of Workers of Texas The Minimum Wage Law of Texas The Law of Texas on Employment Discrimination The Employment Law Compliance Plan Claims of disability, age, sex and race discrimination and employment discrimination litigation are the factors included in employment laws. From hiring through termination, in all aspects of the employment relationship the counseling of employers is another large component which
Employment Law Compliance Plan The following employment law compliance plan is specifically designed for the limousine service that our client, Bradley Stonefield has contacted our firm about. Mr. Stonefield is seeking our expertise in planning and operating a small limousine service, staffed by 25 employees in the first year, in the Austin, Texas market. As the anticipated employee base will be very diverse, both from an ethic and age standpoint, the
Employment Law Bradley Stonefield -- Landslide Limousines From: Traci Goldeman -- Atwood and Allen Consulting Review of Applicable Labor Laws Department of Labor -- Wage and Hour Division Labor laws are important to keep in mind and be knowledgeable about. The Fair Labor Standards Act (FLSA) has established the minimum wage for workers, the way overtime should be paid, how to keep proper records for full time and part time employees. The FLSA applies to
Mr. Atwood, After reviewing your plans to open up a limousine service in Austin, Texas, there are four major points of compliance that you should focus on so as to keep your business operational and out of legal trouble with the state and/or local authorities. There is not a state-wide law in Texas that pertains to chauffeurs and limousine services (Texas DMV, 2015). However, the same is not true of Austin, Texas
Landslide Limos Recruitment and Selection Strategies for Landslide Limousines In defining recruitment and selection strategies for Landslide Limousines, taking a multifaceted approach ensures that an accurate 360-dedgree view of the business is seen from the customer's and potential applicants' point-of-view. The most effective recruitment and selection strategies balance the need for continually strengthening a businesses' brand to attract new customers while also providing prospective employees with a clear sense of why the
Video Tape and Disc Rental Rentals Catalog/Mail Order Retailing Health and Personal Care Stores Retailing Table 2: Comparisons of Most Risky Small Business (BizStats.com, cited by Telberg, 2003) An Engine of Economic Growth More and more, Craig, Jackson and Thomson (2007) argue, policymakers perceive the small business sector "as a potential engine of economic growth. Policies to promote small businesses include tax relief, direct subsidies, and indirect subsidies through government lending programs." These authors stress that encouraging lending