To: Traci Goldman From: Luke Butnick Date: December 2, 2013 Subject: Land Slide Limousine Employment Law Compliance Plan
Good afternoon Ma’am,
Our client is planning to open a limousine service in Austin, Texas so I included a few laws and consequences when these laws are not being abided by:
tion is a state regulated insurance system that provides covered employees with income and medical benefits if they are injured on the job or have a work related illness of injury. In Texas private employers have the option whether or not they want to car
ry workers’ compensation insurance coverage. In Texas if the small employer
opts to not carry the insurance they must notify the Texas Department of Insurance that they are doing so and report all injuries and illnesses that result in an employees lost time. If our client fails to meet these requirements he may be subject to administrative penalties by the Texas Department of Insurance. When hiring employees of older age the Age Discrimination in Employment Act (ADEA) protects all those against discrimination, benefits and wages. In understanding that if you are willing to adjust benefits for an older employee you are only able to do this if you are doing so for the younger employee as well. The consequences in not being able to accommodate an older employee can turn into lawsuits and may result in back pay and further compensation for that employee filing a complaint. The Civil Rights Act of 1964, or simply put Title VII, prohibits discrimination by covered employers on the basis of race, color, religion, sex or national origin. Now because our client is employing twenty plus employees he must follow Title VII, which the Equal Employment Opportunity Commission (EEOC) will hold him accountable for. Failing to comply with the rules and obligations of Title VII the employer will be liable for any complaints made by employees. The Equal Pay Act of 1963, which is a United States federal...