Employment laws and consequences for noncompliance
LAW 629 - Employment Law
Arizona State University
April 4, 2024
Employment law report
Introduction
Employment law is meant to govern the rights, relationship, and duties
between the employees and the employers. The law contains rules that
aim at ensuring that safety of employees is maintained in workplaces and
that the employees receive a fair treatment while at their respective
workplaces. The different employment laws depend on the state and
federal constitution, opinions of the courts, and administrative rules.
Various issues addressed by the employment law include the definition of
the standard working hours and a standard week of work, compensation
for injured employees, issue of child labor, and safety of the work
conditions. Another problem is regarding the establishment of a minimum
wage for the employees as equal pay for all employees as well as the health
care of employees (Guerin, 2011). Organizations must ensure that they are
up-to-date with the state and federal employment laws; otherwise, failure
to comply can attract severe punishments.
Employment laws and consequences for noncompliance
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
Compensation law is one of the legislation under the employment law. This
law constitutes Fair Labor Standards Act (FLSA) as well as equal pay Act.
Fair Labor Standards Act expects employers to pay employees fairly for the
performance of their duties. To satisfy this, there is a set minimum wage
that employers should pay their employees. Employees governed by this
law should also be given an overtime pay for hours worked more than the
set hours of a standard working week. The standard working hours are
configured to be forty hours, and if an employee works for more than these
in a week, they are entitled to an overtime pay. Equal pay Act, on the other
hand, requires employers to pay all employees equally for the same of
work performed regardless of their sex. Another law is the labor relations
law, and this is made up of the national labor relations Act and the Taft-
Hartley Act. According to Taylor & Emir (2012), the Federal Labor Standards
Act issues a framework governing the interaction between the
management and labor union. It prevents the employers from treating
their employees unfairly. Taft-Hartley Act, on the other hand, requires that
employees should be a member of a labor union before they can be eligible
for employment by any company.
The third category is the health and safety laws and under this is the
occupational health safety Act. It issues the required standards of safety
that all industries and single employers should observe for the health of
the employees. It requires inspections to be undertaken to detect any
situations in the work environments that might compromise the safety and
health of the employees. However, consequences apply in the case of
noncompliance with these laws.
Noncompliance with the compensation law attracts different penalties
under different circumstances. If an employer fails to pay compensation to
five and less than five employees for twelve months, they commit a
misdemeanor, whose punishment is a fine of a minimum of $1000 and a
maximum of $5000. For more than five employees, the offense is a felony,
and the punishment is a not less than $5000 and not more than $50000
and any other fines applicable. Subsequent failure to pay employees is also
punishable by a fine not less than $10000 and not more than $50000.
Misrepresentation relating to this law attracts a fine of $2000 in every
period of ten days of failure to comply or double the total cost of
compensation (IFAP, 2014).
Noncompliance with the labor relations law includes employers'
interference with the right of employees in organizing a trade union. In this
case, the national labor and relations board issues a desist and seize order
to that employer. In the case where an employer tries to control or
dominate a trade union, the board will require the company to pay all the
dues withheld from the employees by the union. Noncompliance with
work health and safety law attracts various penalties which include five
years jail term or $600000 fine for an individual and not more than
$3million for a corporation. This applies to a serious offense that resulted
to or almost led to the death of an employee. Other cases where the
noncompliance results to the illness of the employee attract a fine of less
than $600000 and $3milliom for an individual and corporation respectively
(IFAP, 2014).
An organization may establish a program that will enable it to comply with
the employment law by structuring its culture practice and policies. An
organization may regulate its policies or standards to form guidelines that
provide an environment that enhances proper conduct that is consistent
with the employment law. It should develop a code of conduct that should
be utilized as a foundation for the procedures and policies to ensure
adherence (Guerin, 2011). These procedures and policies should be in
agreement with the employment law. It is also basic for the organization
to reform its organizational culture, creating one that emphasizes on the
compliance of the set policies and procedures. This may be achieved by
establishing a reporting culture where employees are rewarded for
reporting any noncompliant behavior. For effectiveness, this change
should then be communicated to all parties of the organization ranging
from directors, managers and to other employees.
In summary, employment law consists of rules and regulation that define
the rights of employees as well and the relationship between staff and
employers in any organization. Noncompliance with this law and
regulations attract penalties which vary depending on the offense
committed. Every employer and employee, therefore, should be aware of
the employment law requirements before entering into a work contract to
avoid any noncompliance.
References
Guerin, L. (2011). Employment law: The essential HR desk reference .
Berkeley, CA: Nolo.
Taylor, S., & Emir, A. (2012). Employment law: An introduction . Oxford:
Oxford University Press.
IFAP. (2014). Tougher workplace safety laws for WA. West Australian
Journal of Occupational Safety and Health. Retrieved from
https://www.ifap.asn.au/Documents/Publications/SafetyWA%202014/saf
etywadecember_2014_web.pdf.
