Bollman Hotel Chain memo Essay

The purpose of this memo is to provide a compliance curriculum to be incorporated into your handicraft strategies for a successful entry into the international market. As the business environment becomes more global, labor and calling integrity issues have become globalized as well.The US and Indias booking laws both address the minimum w get on and overtime relent for private and mankind or federal workers, equal rights and opportunities, discrimination, limitations and prohibitions on employment of minors, and occupational safety and health administration. Below is a list of applicable employment laws and consequences for non-compliance. A comparative research shows that there are similarities between India and US labor laws so I go out also integrate these for consistency in compliance on the confederacy policies and guidelines. The US Fair Labor Standards Act (FLSA) provides standards for the basic minimum wage and overtime pay for private and public workers. Working hou rs are restricted on non-agricultural agricultural operations for children under the age 16, and children under 18 are not allowed to work on jobs that are dangerous. India has a Minimum reward Act 1948 that sets wages for the different economic sectors and estate governments have minimum wage schedules, and another member (24) covers the prohibition of child labor under 14 years old in factory, mine or hazardous work environment.Non-compliance of labor laws very costly. Employees can recover costless wages going subscribe 2 years and as much as 3 years and doubled as liquidated modify if the employer violation is proven as deliberate or intentional. Furthermore, one employees successful recovery unpaid wages and liquidated damages will most likely trigger a class action pillow slip resulting in more financial risks. Child labor is a serious act and transcends internationally. In the US, employers who ransack child labor laws are subject to fines as high as $100,000 for each child and up to 6 months in jail. The Occupational Safety and Health Administration Act (OSHA) encourage States to develop and give out their own job safety and health schedules. OSHA approves and monitors State plans and provides up to 50 percent of an approved plans operating costs. Minnesota is one of the 22 state that are operating the State and topical anesthetic government employees therefore,Bollman Hotel Chains must comply by enforcing the standards, provide training and education and assist in providing a safe, healthful and hazardous free workplace.The company should also consider using Globally fit System (GHS) which is recommended by OSHA to establish mandatory requirement on classification criteria for health, physical and environmental hazards of chemicals to justify risks of health and safety violations when shipping materials or goods to India. OSHA has a published Federal Penalty schedule up to $500,000 and incarceration depending on the severity of the violat ion and determination whether the employers violation is willful or unintentional. Non-compliance will also result in financial risks due to the costs incurred on personal injury settlements and polished claims. It is highly recommended to recruit qualified workers in specialized fields India to ensure the companys keep success. Conditions for the temporary and permanent employment of aliens in the United States, including provisions that address employment eligibility and employment substantiation are set forth under the Immigration and Nationality Act (INA), and employers have responsibilities under the immigration law during the recruitment process. Employers must verify the employment authorization of the individual hired after November, 1986 and retain a Form I-9 that is completed by the employee.Non-compliance by discriminating against individuals on the basis of national origin, citizenship, or immigration status, and willful violation by hiring individuals that are unauth orized to work in the United State may be subject to fines, criminal penalties, debarment of government contracts, payment to unlawfully discriminated individuals. The Equal Employment luck Commission was established by Title VII of the Civil Rights Act of 1964 to assist in the surety of US employees from discrimination. The law was the first federal law designed to protect most US employees from employment discrimination based upon that employees race, color, religion, sex, or national origin (Public Law 88-352, July 2, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.). judicial practices in the workplace may result in costly fines and litigation expenses. For example, under the Age discrimination in Employment Act, the employee who filed a complaint may be awarded back pay, retroactive benefits, liquidated damages or even a job promotion. Compliance is a process of knowing the laws and developingpolicies and guidelines to implement these laws, and communicating to organization . The chase is a compliance plan to ensure full understanding of the employments laws and adherence.Employment laws are constantly challenged and changed. wee-wee a compliance checklist to update employment laws to stay current and update the company policy as needed. Any changes or updates must be communicated to the employee. As Bollman Hotel Chain is becoming more international, the framework of the company policy should take into account the day to day realities of working with the company and meeting the individual, collective and business objectives as well as the local entities employment laws. A collection and reporting system should be established concerning employment, working conditions, social practices and human resources in each country to ensure equal word and non-discrimination, respect for individuals, safe and healthy working environment and alignment of the company goals.Schedule a every quarter meeting with each manager to review the company policy. Provide fo rmal and informal training program to all employees to bring awareness and understanding of their civil rights and employment laws.Maintain all personnel records and enter all pertinent communications such as employee evaluation, annual activity discussions and professional development discussions. Finally, harbor an open dialogue between managers and employees to ensure that everyone is fully engaged and committed to full compliance of the employment laws.