Applicable Employment Laws and Action Plan
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- Date Submitted: 12/21/2013 05:41 PM
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Employment Law Compliance
Employment law overview, compliance plan, and consequences of noncompliance for Landslide Limousines, doing business in Austin, Texas. As requested by Mr. Bradley Stonefield and Traci Goldman, Atwater and Allen Consulting, an overview of employment laws and compliance plan for applicable employment laws. Since Mr. Stonefield is operating a limousine service, this report will be focused on general employment laws and laws that apply to transportation. The maximum number of employees that Landslide Limousine service will employ is 25. Landslide Limousine Service will have to maintain health care plans to comply with the Affordable Care Act by the end of next year, which is not covered in this report.
From the information given by Mr. Stonefield these are the major employment laws that will apply to his business; Whistle Blower Protection Provisions, Occupational Safety and Health Act (OSH Act), Uniformed Services Employment and Reemployment Act (USERRA), Fair Labor Standards Act – Child Labor (FLSA), Employee Retirement Income Security Act (ERISA), Employee Polygraph Protection Act (EPPA), Consumer Credit Protection Act. There may be further local employment laws that Landslide Limousine would have to comply with that are not listed above.
The consequences of noncompliance for each of the fore mentioned laws as stated by the United States Department of Labor. Types of violations that may be cited and the penalties that may be imposed:
The OSH Act authorizes OSHA to treat certain violations, which have no direct or immediate relationship to safety and health, as de minimus, requiring no penalty or abatement. OSHA does not issue citations for de minimus violations (U.S. Department of Labor, November 9, 2009).
Less than serious violation: A violation that has a direct relationship to job safety and health, but probably would not cause death or serious physical harm. A proposed penalty of up to $7,000 for each violation is discretionary...
Employment law overview, compliance plan, and consequences of noncompliance for Landslide Limousines, doing business in Austin, Texas. As requested by Mr. Bradley Stonefield and Traci Goldman, Atwater and Allen Consulting, an overview of employment laws and compliance plan for applicable employment laws. Since Mr. Stonefield is operating a limousine service, this report will be focused on general employment laws and laws that apply to transportation. The maximum number of employees that Landslide Limousine service will employ is 25. Landslide Limousine Service will have to maintain health care plans to comply with the Affordable Care Act by the end of next year, which is not covered in this report.
From the information given by Mr. Stonefield these are the major employment laws that will apply to his business; Whistle Blower Protection Provisions, Occupational Safety and Health Act (OSH Act), Uniformed Services Employment and Reemployment Act (USERRA), Fair Labor Standards Act – Child Labor (FLSA), Employee Retirement Income Security Act (ERISA), Employee Polygraph Protection Act (EPPA), Consumer Credit Protection Act. There may be further local employment laws that Landslide Limousine would have to comply with that are not listed above.
The consequences of noncompliance for each of the fore mentioned laws as stated by the United States Department of Labor. Types of violations that may be cited and the penalties that may be imposed:
The OSH Act authorizes OSHA to treat certain violations, which have no direct or immediate relationship to safety and health, as de minimus, requiring no penalty or abatement. OSHA does not issue citations for de minimus violations (U.S. Department of Labor, November 9, 2009).
Less than serious violation: A violation that has a direct relationship to job safety and health, but probably would not cause death or serious physical harm. A proposed penalty of up to $7,000 for each violation is discretionary...