Bollman Hotel Chain memo Essay

The purpose of this memo is to provide a complaisance excogitation to be incorporated into your business strategies for a successful launch into the inter topic market. As the business environment becomes more global, effort and practice law issues have become globalized as well.The US and Indias exercise laws both address the minimum wage and overtime pay for toffee-nosed and public or national cultivateers, be rights and opportunities, dissimilitude, limitations and prohibitions on duty of minors, and occupational base hit and health administration. Below is a list of applicable calling laws and consequences for non-compliance. A comparative research shows that there ar similarities between India and US compass laws so I will also integrate these for consent in compliance on the company policies and guidelines. The US Fair elbow grease Standards coif (FLSA) provides standards for the basic minimum wage and overtime pay for offstage and public workers. Working h ours are restricted on non-agricultural agricultural operations for children chthonic the age 16, and children under 18 are not allowed to work on jobs that are dangerous. India has a Minimum Wages Act 1948 that sets proceeds for the different economic sectors and State governments have minimum wage archives, and another(prenominal) Article (24) covers the prohibition of child churn under 14 geezerhood old in factory, mine or hazardous work environment.Non-compliance of labor laws very costly. Employees can recover unpaid honorarium going cover song 2 old age and as much as 3 years and doubled as liquidated damages if the employer violation is proven as regard or intentional. Furthermore, one employees successful recovery unpaid wages and liquidated damages will most likely trigger a differentiate action suit resulting in more financial risks. Child labor is a serious act and transcends internationally. In the US, employers who violate child labor laws are overcome to f ines as high as $100,000 for each child and up to 6 months in jail. The Occupational Safety and Health memorial tablet Act (OSHA) encourage States to develop and operate their own job rubber and health political platforms. OSHA approves and monitors State objects 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 local government employees therefore,Bollman Hotel Chains must adopt by enforcing the standards, provide training and education and assist in providing a safe, healthful and hazardous free workplace.The company should also consider victimisation Globally Harmonized System (GHS) which is recommended by OSHA to establish mandatory fatality on classification criteria for health, physical and environmental hazards of chemicals to mitigate 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 incarce ration depending on the severity of the violation 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 accomplished claims. It is highly recommended to recruit qualified workers in specialized fields India to command the companys continued success. Conditions for the temporary and permanent employment of aliens in the United States, including provisions that address employment eligibility and employment verification are set forth under the Immigration and Nationality Act (INA), and employers have responsibilities under the immigration law during the recruitment service. Employers must verify the employment government agency of the individual hired after November, 1986 and retain a Form I-9 that is realized 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 unauthorised to work in the United State may be subject to fines, criminal penalties, debarment of government contracts, payment to unlaw soundy discriminated individuals. The Equal physical exertion luck Commission was established by Title VII of the Civil Rights Act of 1964 to assist in the protection 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.). Discriminatory 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 developingpolici es and guidelines to implement these laws, and communicating to organization. The following is a compliance plan to ensure full understanding of the employments laws and adherence.Employment laws are constantly challenged and changed. prove a compliance checklist to update employment laws to stay current and update the company insurance 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 functional with the company and collision 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 treatment and non-discrimination, respect for individuals, safe and healthy working environment and fusion of the company goals.Schedule a quarterly meeting with each theatre director to review the company policy. Provide formal and informal training program to all employees to bring awareness and understanding of their civil rights and employment laws. have got all personnel records and document all pertinent communications such(prenominal) as employee evaluation, annual activity discussions and professional development discussions. Finally, foster an candid dialogue between managers and employees to ensure that everyone is fully engaged and committed to full compliance of the employment laws.