Atwood and Allen Consulting |
To: | Bradley Stanfield |
From: | Clara McKinnie |
CC: | Traci Goldeman |
Date: | 1/23/2014 |
Re: | Employment Law Compliance Plan |
Comments: | As per your conversation with Traci Goldeman I am sending you this memo in regards to the employment laws that pertain to your limousine business that you plan to open in Austin, TX. I have researched the laws and I am detailing four employment laws that pertain to the State of Texas and particularly to the amount of employees you are starting with which are 25. 1. The first law is a discrimination law which is a federal law. The law prohibits employers from discriminating potential employees on the basis of gender, race, color, religion, national origin, age, disability, or status as a protected veteran. The consequences of basing hiring decisions on any of these factors can lead to potential liability for employment discrimination. 2. The second law is a minimum wage and overtime law. The Texas employment law is the same as the federal law which requires the minimum wage to be $7.25 per hour for covered, nonexempt employees. There are exemptions to the law which include executives, administrative personnel, professional workers, and outside sales employees. Now this minimum wage law does not include workers who receive tips as long as wages and tips combined equal to the federal minimum wage. Overtime in the State of Texas is covered when employees work over 40 hours in a work week and it is at the rate of 1.5 times the usual rate of pay. In other words, if an employee’s pay is usually $10.00 per hour, overtime pay would be at the rate of $15.00 per overtime hour. The same exceptions count as in the minimum wage law to also include commissioned sales people. 3. The third law is time off which has to do with the Family and Medical Leave Act. This is a federal law that requires employers to give covered employees up to 12 weeks of unpaid leave for qualifying...