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Hrm/531 Compliance Plan

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| Atwood and Allen Consulting |
Memo
To: | Traci Goldeman | From: | [Your Name] | cc: | Marylee Luther | Date: | February 14, 2014 | Re: | Employment Law Compliance Plan | | |

Traci Goldman, we have reviewed the information you have provided to us about your business and have researched some applicable employment laws and their consequences. Included in this memo, will be several employment laws that apply to your business and how to stay compliant. Listed below are a few that are relevant to your business.
Right to Work Law states that no person shall be denied opportunity to work due to being a nonmemember of a union. A company is being noncompliant if threatening or actual interference with person, his family, or property to force him to join union, strike against his will, or leave job; conspiracy to induce persons to refuse to work with nonmembers; agreements which exclude person from employment because of nonmembership in union. Penalties are that any act/agreement in violation of article is illegal and void; damages; injunctive relief. (Arizona Right to work Laws, n.d.)
Fair Labor Standards Act (FLSA) states that it is a violation to fire or in any other manner discriminate against an employee for filing a complaint or for participating in a legal proceeding under FLSA. Penalties Willful violations may be prosecuted criminally and the violator fined up to $10,000. A second conviction may result in imprisonment. Violators of the child labor provisions are subject to a civil money penalty of up to $10,000 for each employee who was the subject of a violation. Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil money penalty of up to $1,000 for each violation. The FLSA prohibits the shipment of goods in interstate commerce which were produced in violation of the minimum wage,…...

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