At your request, I am developing an employment plan to enforce the law to help you with the extension of Clapton Commercial Construction. There are employment laws that you should be made aware of to get (HR) department of Human Resources ready for expansion in Arizona. This document is determined by federal and state labor laws, which relate to the minimum wage required job postings, occupational health and safety, immigration reform and legal professionals, as well as the possible consequences of non-compliance and recommendations on how to be compliant, as they refer to Clapton Commercial Construction. The reason for this memo is to inspect employment laws and how they will be applied to Clapton Construction.
State of Arizona Minimum Wage Act
With effect from 1 January 2015, the minimum wage in Arizona became $ 8.05 per hour, and each organization protected underneath this act are now obligated to bear the cost of the wages of all workers not less than the amount mentioned(Official web site of Arizona, 1987). According to the US Department of Labor, the federal minimum wage is currently $ 7.25. Regardless of the difference in the hourly rate of $ 0.80, you must make sure that each employee is paid $ 8.05 for each hour of work. As a state official web site of Arizona (1987) states: "An employer who fails to pay the minimum wage to be paid to the employee wages owed with interest and an additional amount equal to twice the underpaid wages. An employer who retaliates against an employee is required to pay penalties sufficient to compensate the employee and deter future violations, but not less than $ 150 for each day the violation continues or until judgment is ultimate. The commission and courts have the authority to order other appropriate legal or in equity for violations of the law”. Be aware of these specific legal issues and important part of the learning process for HR personnel moving to Arizona (Lofstrom et al, 2011).
Posters Employers Must Display
At the federal and Arizona state governments require employers to create some posters in visible locations throughout the workplace (employers must display posters). In Arizona, you should be in English and Spanish posters shown the following (Engelhardt, 2011):
Arizona Minimum Wage.
Notice to Employees (Workers' Compensation). Liability to Bodily Fluids (HIV, AIDS, Hepatitis "C"). Disclosure to MRSA, Spinal Meningitis, or Tuberculosis
Workers Safety and Health Protection Sign.
According to the law, failure to comply with these posters shown in a visible place for your employees can lead to fines. It is our recommendation that these posters be on display in the central zone, as the recreation room that all employees have access to.
Occupational Safety and Health Act (OSHA)
Act on Occupational Safety and Health (OSHA) was adopted in 1970, this law ensures that employers provide a work environment free from hazards that may affect the health and safety of their employees. Because safety is successful only if the employer and employees work together, it is our recommendation that all staff participate in mandatory training sessions security. If your workplace does not meet standards of OSHA, you can face fines of $ 1,000 and not more than $ 10,000 for each violation (Lofstrom et al, 2011).
The Davis-Bacon Act
Davis-Bacon Act 1931 speaks specifically to the construction industry and it is crucial if your organization will participate in the competition for any federal contracts. This federal law established the requirement that contractors who secure construction contracts with the federal government employees' wages, the appropriate prevailing wage (Engelhardt, 2011). An employer can remain compatible with existing payroll of the state as determined at the hand of Wage and Hour Division US Department of Labor (DOL), which publishes all the definitions of Davis-Bacon wage. Changes are published every Friday, together with the notice of pending