Employment Law Compliance Plan Assignment Example | Topics and Well Written Essays - 500 words

Employment Law Compliance Plan - Assignment Example Please note that the descriptions contain the consequences of the violation of the employment laws. The federal minimum wage of $7.25 per hour applies to covered nonexempt employees (Fox & Davenport, 2013). The rate took effect from July 24, 2009. The minimum wage in Texas and Federal are equal. The federal minimum wage covers the workers of businesses with more than $500,000 (Canas & Cross, 2008). However, the administrative personnel, executives, and professional workers are exempted from the protection of the minimum wage. The non-exempted employees deserve a pay for the overtime for time worked over forty hours. The employers are liable for minimum wage if they classify the employees incorrectly as exempt when they do not qualify such status. The violation of the law attracts a fine of more than $100,000. It is a requirement for the employers to offer safety to the employees as stipulated in the Occupational Safety and Health Act. The employees should work in a safe environment that is free of hazards such as toxic chemicals, excessive heat and noise, and mechanical dangers. The employees can file their complaints with the Texas Department of Insurance Division of Workers’ Compensation (TDIDWC) (Fox & Davenport, 2013). The employers are liable to compensate the employees as determined by TDIDWC or OSHA. Employers cannot discriminate against the employees who file such complaints. The law prohibits any form of employment discrimination based on religion, race, sex, sexual orientation, color, national origin, disability, and age. Additionally, the law stipulates that employers should not discriminate employees who comply with a subpoena (Canas & Cross, 2008). Employers who violate the law are liable to prosecution and charges imposed on them. The courts have the rights to compel the employers to give compensation to the employees who have suffered due to discrimination. The employers should not