Landslide Limo Service Essay

In regards to you request I eat up created a ongoing oeuvre compliance plan for Bradley Stonefield to ensure the adjoin of offshooting a raw(a) chore impart be successful. Bradley Stonefield has explained his desire to start a limousineusine comp some(prenominal) in spite of appearance the Austin TX argona. Bradley Stonfield has indicated that his goal is to engage25 employees within the set-back year of operation. The memo is to discuss and bid on-line(prenominal) employment law of natures and the consequences for non-compliance with said laws. meshing laws be created to harbor the employer as healthy as the employee, misadventure to surveil with any tin or federal employee law could have an end result of discharge failure, especially for smaller or new organizations. Non-compliance with employment laws heap result in double or unaffordable penalties or unspeakable inciteions. The memo will address 4 employment laws some be proper(postnominal) to Texa s and the repercussion for non-compliance with said laws. The motor common letter aircraft carrier resort im invokement act of 1999, the constitute employment act EEOC of 1972, employment at will for Texas, and Texas nominateers fee act. The motor carrier safety improvement act of 1999The part of Transportation (DOT) established a screen out administration with the Federal push preventative Administration on January 1 1999. (FMCSA, 2014) A limousine process has a type set of regulations for smaller fomites and larger dexterity vehicles the company mustinessinessinessiness register with the FMCSA and have a current motor carrier identification report with the USDOT, must be current every two eld. all(prenominal) service vehicle must be insured with a minimum of the federal regulated minimum coverage in the event of a motor vehicle accident. The service driver must have and keep a current C class state drivers per missionary station that includes a passenger endor sement. all in all drivers pre-employment must submit to a dose/alcohol test and must be willing to submit to random testing. some(prenominal) service vehicle with the capacity to turn out more than 9 persons and no more than 15 persons, the driver whitethorn non exceed a impulsive season of 10 hours.The driver/s must complete a safety review and maintain a vehicle safety and maintenance log before each(prenominal) trip prior to leaving the designated pose areas. All drivers must have a current drivers license for the state and valid, and must either show consent to have employer request movement records or provide current copies. either vehicle that is used for service must be marked with a USDOT readjustment number and kept current. The company must keep and maintain all driving records/accident reports for drivers and vehicles for the past three years to current. (Federal limousine service and regulations, 2014) Failure to comply with federal regulations could res ult in a number of fees and penaltiesFailure to maintain current DOT and license records thunder mug be up to or exceed $100.00 per violation, failure to maintain drug and alcohol records toilette be a beauteous up t0 $1000.00 per violation, failure to maintain current driving records can be a fine up to $2500.00 per employee, and any employee that is cited for using a vehicle during work hours for anything other than to point a compensable customer can result in up to a $10,000.00 fine. The equal employment act EEOC of 1972The EEOC protect any persons from employment discrimination cod to sex, color, religion, national origin, age, disabilities, political views, marital or family status, or sexual orientation. Failure to comply with EEOC laws can result in several(prenominal) lawsuits for discrimination, TSU womans basketball go-cart won a lawsuit in the sums of $730,000.00 for sexual discrimination in 2011. She was to begin with hired in 2008 and then change shortly af ter, she had been threatened with a demotion and compared to a mens coach Tony Harvey and this was foothold for a lawsuit. Failure to comply with the current EEOC laws can result in a lawsuit as such and when an employee is alter this example shows that no employee regardless of who they are should non be discriminated against due to personal feelings. Texas at-will employmentThe general rule in Texas, and in most states, is that absent a specific agreement to the contrary, employment may be terminated by the employer or the employee at will, for good cause, bad cause, or no cause at all. (Employment at will Doctrine in Texas appellant type law 2010) Even though is a at-will or right to work state federal laws still apply, if an employee is on a contracted time they are exempt from the at will law. In an organization that embraces the at will employer law, the employer must also agree to that an employee will not be terminated unless it is for good argue, if an employee is per forming satisfactory work of high they are not exempt just now they are also not at risk.Again failure to comply can result in a large and/or detrimental lawsuit to the company. The independent court recognized in capital of Alabama County that the courts must carefully distinguish surrounded by carefully developed employer representation upon which an employee may justifiably rely, and general platitudes, vague assurances, praise, and undefined promises of permanent continued employment (Employment at will Doctrine in Texas appellate case law 2010) Texas workers compensation actThe workers compensation act is designed to tentatively and temporarily replace the wages for a worker when employment hours are preoccupied due to an on the job blot/injuries. The law only applies when an employee is able to prove that they were injured on the job/on the clock, they are entitled to a dowry of there regular earnings and medical examination care for said injuries. Texas is the only state that is able to choose not to offer workers compensation in Texas less than 40% will opt out of the workers compensation coverage.An employer that has chosen to enroll with the workers compensation, the threat of a law suit for not remunerationing medical bills, or paying a portion of wages is not a possibility, for the remaining 40% of employers who do not use workers compensation are shady to possible lawsuits that could include coverage up to full wages for time missed. Texas employees are also able to decline to pay into workers compensation, and there are limitations to collecting of register for workers compensation If the employee is under the influence of drugs or alcohol, if the employee suffered from a self-induced stigma, the injury was caused by a non-employee or was for personal reasons, or the injury was obtained while off duty.ReferencesFMCSA. (January 1, 2014) retrieved from Federal Motor Carrier Safety Administration http//www.fmcsa.dot.gov/mission Fe deral limousine service and regulations. (2014) Retrieved from Limo service & limousine service regulations http//www.airportcommuter.com/worldwide/federal_limo_regulations.htm Employment at will Doctrine in Texas Appellate case law (2010) retrieved from Texas opinions http//www.texas-opinions.com/law-employment-at-will.html