hrm 531 week 2

Topics: Employment, United States, United States Congress Pages: 7 (1476 words) Published: September 20, 2014

Team Reflection: Principles and Strategies 

Team Reflection: Principles and Strategies
In this week’s assignment Team C will discuss the principles and strategies of a small, medium, and large business in regard to each business operating in compliant with state and country laws. Whether a business is or simply expanding to a new state or country it is essential for each company to comply with the rules and regulations of the company’s state and country laws. This paper will assist in helping the following clients, A, a new small business owner in opening a limousine service. B, a human resources director in preparing Clapton Commercial Construction for an expansion to another state. C, an human resources representative with the Bollman Hotels chain in planning to enter into the international market

Landslide Limousines a small business client
A person wants to open a limousine service in Austin, Texas. This newly forming company fits under the definition of small business, according to the Small Business Administration (SBA, 2013). Providing “first-class transportation” to the Austin area will be achieved by Bradley, and for the purpose of planning, 25 employees. He will have to consider occupational safety, commercial licensing, and environmental protection laws as well as any federal or state labor laws.

The person must also be mindful of several of factors. The liability issues, the cost of expenses due to distributions and sells of sales or services. The individuals must determine which entity level of performance it desires to operate. Professional advertising or broadcasting of the business should be based to local, statewide or international consumers. It would be beneficial to enrich marketing factors solely depending on the market in which the company desires to reach. The effectiveness of the business is also based on retention, diversity, and the supply and demand curve. The ultimate goal would be to retain as much revenue while adhering to laws implemented by the Equal Employment Opportunities Act, and the laws of Industrial Relations. The federal laws will determine the labor market conditions and legislation for fair labor standards. This limousine service must comply with many labor laws. When it concerns providing pay and benefits, the service must comply with the Equal Pay act, Fair Labor Standards Act, the Social Security Act, the Federal Unemployment Act, and the Affordable Care Act (ACA). Non-compliance to these laws carries various penalties from fines to incarceration to both. The stiffest penalty arises from the Federal Unemployment Act that can include up to $500,000 and five years’ imprisonment (Rueters, 2013). Compliance with the ACA can postpone services until the service employs more than 50 personnel (Mach, Scales, & Mulvey, 2013) and he or she has to comply with the Employee Retirement Income Security Act only if the company sets up a retirement plan as part of its offered benefits (Cascio, 2013). The state of Texas does not require employers to carry worker’s compensation insurance (TWC, 2013). The business must also comply with the National Labor Relations Act by not hampering the employees’ efforts to organize into a union. The penalty for interference can include $10,000 in fines, and one year in prison. If the employees organize, beware of the Taft-Hartley and Landrum Griffin Acts, designed to keep corruption out of unions and ensure accountability through accurate administration. General government regulations are required to enforce laws issued by federal, state and local administrative agencies due to the Administrative Procedure Act. If wrongful acts were administered by any company then a petition can be filed. Consumers are entitled to the Freedom of Information Act and can obtain information from the Federal Register due to the Government in the Sunshine Act. However the...

References: Attorney, U.S., (2013). Retrieved from
Mach, A.L., Scales, M., & Mulvey, J. (2013) Individual mandate and related information requirements under ACA. Congressional Research Service, Washington, D.C.
Ministry of labour and Employment, Retrieved from Government of India:
Rueters, T., (2013). Retrieved from
SBA, (2013). Retrieved from
TWC, (2013). Retrieved from Texas Workforce Commission
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