Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral 1 Email Communication Responses – No. 1 Employment Law Compliance Plan Email Communication Responses – No. 1 Employment Law Compliance Plan From: To: “CEO Smith” [email protected][email protected] Date: November 28, 2016 Re: Employment Law Compliance Plan Mr. Smith: With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary. Every decision taken, entails a res.

1. Sheet1Phase of Business/ Financal Management needsDebt
FinancingEquity FinancingGift FinancingFinancing for
StartupsConsumer Banks, Commercial Banks, SBA insured
loans, Economic development agencies, Incubators,
Accelerators, Leasing companies, Personal credit cardsFriends,
family, Angels, Venture capital, direct public offering,
CrowdfundingPersonal: Cash, pick up the tab, free use, free
work, unpaid labor, overpayment, favored status/sweetheart deal
forgiveness, deferralFinancing for GrowthCommercial banks,
SBA, Private placement loans, Economic development agency,
supplliers, leasing company, personal credit cardself generated
funds, venture capital, direct public offering, merger,
acquisitionInstitutional: SBIR, STTR grant, state grant,
incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid
labor, overpayment, favored status/sweetheart deal forgiveness,
deferralFinancing for Operationsfactor receivables, business cc,
commercial bank, sba, private placement loans, suppliers,
leasing companiesself generated funds, venture capital, direct
public offeringInstitutional: SBIR, STTR grant, state grant,
incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid
labor, overpayment, favored status/sweetheart deal forgiveness,
deferralFinancing for Exitconsumer banks, Commercial Banks,
SBA, private placement loans, economic development agencies,
sba investment companies, suppliers, leasing companies, lines
of creditself generate funds, venture capital, direct public
offeringInstitutional: SBIR, STTR grant, state grant, incubator,
accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid
labor, overpayment, favored status/sweetheart deal forgiveness,
deferral

2. 1
Email Communication Responses – No. 1 Employment Law
Compliance Plan
Email Communication Responses – No. 1 Employment Law
Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be
the measures to take regarding your request

3. With the purpose of improving the operation of the company, it
is necessary to review and update the policies of the company,
as well as everything related to labor laws. This will provide the
necessary means to comply with what is established by law and
in turn with the company staff. If everything related to these
issues is kept up to date, errors are less likely to be made when
corrective measures are taken, just as it is of the utmost
importance that all the members of the directive know in depth
the laws that protect the workforce in all aspects. It is necessary
to carry out the appropriate training as soon as possible.
Remember that as a team, meeting these requirements is
completely necessary.
Every decision taken, entails a response. In this case, being
prepared is the best way to avoid future situations. The best way
to protect the workers and the company itself is to fully
understand the labor laws. For this they will be creating
manuals destined to the knowledge of the labor laws which will
be called Blossoms Up! Employment Law, which will be
delivered to each of the managers. With the purpose and
understanding of this manual will be creating (as soon as
possible) training workshops which we will be calling Blossoms
Up! Employment Law Training. For this to happen as soon as
possible, we will be working with the dates.
As you put it: ´´employment laws should be taken seriously
because they could be costly for the company ''. (UoPH
material), Apart from that the training of the members of the
company (Board of Directors) requires this additional training
to better perform its functions. You need constantly updated. I
am sending you this draft of the labor laws that we will be
working on in the new manual and the same ones that will be
discussed in the training for the executives.
Federal Employment Laws
Federal Laws prohibit workplace discrimination and are
enforced by EEOC. The EEOC is the entity that enforces the
rights of employees and prevents discrimination before it occurs
at the place of employment. ´´The US Equal Employment

4. Opportunity Commission (EEOC) is responsible for enforcing
federal laws that make it illegal to discriminate against a job
applicant or an employee because of race, color, religion, sex
(including pregnancy, gender identity, and sexual National
origin, age (40 or older), disability or genetic information. It is
also illegal to discriminate against a person because the person
complained about discrimination, filed a charge of
discrimination, or participated in an employment discrimination
investigation or lawsuit. "(eeoc.gov). It is necessary to be clear
and to keep in mind at all times that any illegal act that is
committed against an employee, or that violates the rights of the
same, can have serious consequences for the company, such as:
lawsuits, expenses for claims that can be avoided, lose the
reputation of the company, among others.
Age Discrimination in Employment Act of 1967 - ADEA -
This law prohibits discrimination based on age. Persons 40
years of age or older are the protected class for this law. No
employer can discriminate against persons of legal age, just as
the employment process cannot be made difficult. These people
cannot be treated as a nuisance at the place of employment.
Every person deserves his respect and cannot be violated.
To promote a healthy work environment, fair treatment is
important. In order to be able to make some kind of decision
based on the age of an employee, you should consult with the
Human Resources department. Although it can be disciplined as
long as it is warranted and not for the age of the employee, as
well as can be treated with priority for years of services
provided in the company (seniority). (finduslaw.com).
Workplace Safety & Health
The Occupational Safety and Health (OSH) Act
A safe workplace should be provided to employees. All safety
records must be kept up to date, as well as comply with all
metrics and standards required by the Occupational Safety and
Health Act, in this case OSHA. This commission is responsible
for ensuring and enforcing the laws established regarding safety

5. in the work environment.
In order to comply with this law, good communication is
necessary, since each of the managers in charge is responsible
for keeping their assigned area up to date. Any failure found as
well as the materials needed should be reviewed and kept in
perfect condition. OSHA and its regulations are enforced can
bring serious consequences to the company as fines can be
given and in the worst case can suffer the consequences of
employees injured. Employers also have a general duty under
the OSHA Act to provide their employees with work and a
workplace free from recognized, serious hazards. OSHA
enforces the Act through workplace inspections and
investigations. (dol.gov).National Origin Discrimination
The work environment in the company is diverse. There are
many cultures within the organizational culture. It is important,
as mentioned above, respect for a healthy coexistence. Through
Title VII of the Civil Rights Act of 1964 protects individuals
from discrimination based upon national origin. This extends to
recruitment efforts, hiring, firing, or layoffs, based upon
national origin. Inside it lies The Immigration and Nationality
Act (INA), as amended by the Immigration Reform and Control
Act of 1986 (IRCA), protects individuals from employment
discrimination based on immigration or citizenship status, and
prohibits document abuse discrimination.
(workplacefairness.org). Within this concept is prohibited
abuse, harassment, bad taste broms referring to the nationality
of employees and / or their relatives. The company does not
sponsor this type of conduct. The incurring in them can bring as
a consequence legal litigation, demands, bad image of the
company, among others.
Employee Protection (Whistleblower Protection Act)
Most labor and public safety laws and many environmental laws
mandate whistleblower protections for employees who complain
about violations of the law by their employers. Remedies can
include job reinstatement and payment of back wages. OSHA

6. enforces the whistleblower protections. (dol.gov). This law
protects all employees from retaliation that may be taken
against him for reporting incidents occurring within the
company.
Keep in touch. More details on the training.
…
References
About the EEOC: Overview. (n.d.). Retrieved from
https://www.eeoc.gov/eeoc/
Age Discrimination in Employment Act of 1967 - ADEA - 29
U.S. Code Chapter 14 | findUSlaw. (n.d.). Retrieved from
http://finduslaw.com/age-discrimination-employment-act-1967-
adea-29-us-code-chapter-14
EEO: Information on Whistleblower Protection Act and
Whistleblower Protection Enhancement Act. (n.d.). Retrieved
from https://www.sec.gov/eeoinfo/whistleblowers.htm
Employment Law Guide - A Companion to the FirstStep
Employment Law Advisor. (n.d.). Retrieved from
https://www.dol.gov/compliance/guide/
National Origin Discrimination - Workplace Fairness. (n.d.).
Retrieved from http://www.workplacefairness.org/national-

7. origin-discrimination#2
Summary of the Major Laws of the Department of Labor |
United States Department of Labor. (n.d.). Retrieved from
https://www.dol.gov/general/aboutdol/majorlaws#safety

8. Email Communication Responses
Running head: EMAIL COMMUNICATION RESPONSES
1
EMAIL COMMUNICATION RESPONSES
2
Email Communication Responses
The paper will present a discussion on four federal laws as well
as their consequences. The discussion will be useful in
designing an employment compliance plan for your
organization. The various laws that will be discussed include
the Family Medical Leave Act, The Fair Labor Standards Act,
Title VII of the Civil Rights Act of 1964 as well as the
Immigration Reform and Control Act.
Immigration Reform and Control Act This is not an employment
law
The Immigration Reform and Control Act commonly
referred to as IRCA is an example of a federal law whose
primary purpose is to regulate the employment for foreign
individuals. One of the uses of this law is in the verification
and screening of foreign workers to ensure that they hold legal

9. work permits. The regulation also inhibits employers from
discriminate candidates based on their nationality. In an
organization with less than four employees, this law is highly
useful as it protects them against discrimination from their
employer based on their citizenship. About employment in the
United States, employers are required to use the I-9 forms when
verifying foreign workers. Some of the provisions of the IRCA
are also similar to those of other employment laws such as Title
VII of the Civil Rights Act of 1964 which prohibits employment
discrimination (HR Hero).
Title VII of the Civil Rights Act of 1964
The Equal Employment Opportunity Commission provides
a broad regulation “the Civil Rights Act of 1964” which has
various provisions regarding the employment terms. Some of
the provisions of this Act include public accommodations,
education as well as government services. Title VII is one of
the sections of the broad Act which forbids discrimination of
various forms including race, gender, origin, color as well
religion. The regulation applies to private employers,
employment agencies as well as labor unions. The various areas
of an employment contract in which the provisions of Title VII
apply include promotions, hiring, wages and other forms of
compensation, layoffs, and allocation of duties. There is a
commission (EEOC) that is comprised of five members and
whose mandate is to handle unlawful employment-related
issues. There are also repercussions of violating this federal
law. Some of these include court fees, loss customers and
compensation of the complainants. These financial implications
affect the profitability of a firm (EEOC).
Family Medical Leave Act
The Family Medical Leave Act is a federal law that
regulates the working hours of employees. This is not an
accurate statement. It specifically regulates employee work
leave. According to (Park, 2015), an employee is entitled to 12
weeks of leave per year and with no dismissal threats. During
this leave, an employee could attend to a sick spouse, take care

10. of a baby as well as take care of a sick family member. Only
employees who have been in an organization for a minimum of
12 months are eligible for the unpaid leave. The employers are
also required by the law to provide health benefits to qualifying
employees. Violation of this regulation has financial
implications for the employer. The Family Medical Leave Act
was enacted in 193. The Wage-Hour Divisions is responsible for
administering this federal law.
The Fair Labor Standards Act
It was legislated in 1938, with a wide range of provisions
under this law. Some of them include the establishment of a
minimum wage for all employees, employment of minors as
well as overtime pay for workers who work for extra hours
beyond those stipulated in terms of the contract (40 Hours in a
week). The regulations are applicable in the government sector
and the private sector. Employees that are non-exempt are
entitled to a minimum wage of $ 7.25. If overtime pay is
earned it must be at one and half time the normal wage per
hour. According to the Department of Labor, violations to these
provisions can attract up to $10,000 as well as attract criminal
sentences. The regulation is also applicable in interstate
commerce and concerning this; it forbids shipment of good
produce in circumstances that violate its provisions (Department
of Labor).
Conclusion
Although there are many restrictions that these federal
laws place on the employers, it is pertinent not to underestimate
their benefits. Companies that adhere to these regulations
benefit from high levels of customer loyalty hence high returns
on investment. Besides, complying with these regulations limits
the chances of lawsuits that destroy the image and reputation of
a firm. Moreover, adherence to these federal laws ensures
diversity in the workforce.

11. References
EEOC. Retrieved from
https://www.eeoc.gov/eeoc/history/50th/thelaw.cfm
The Department of Labor. Enforcement Retrieved from
https://www.dol.gov/general/topic/youthlabor/enforcement
Park, Lorene (2015) Five common FMLA mistakes by
employees Retrieved
fromhttp://www.employmentlawdaily.com/index.php/2015/07/1
6/five-common-fmla-mistakes-by-employers/
HR Hero Immigration Reform and Control Act (IRCA)
Retrieved from http://topics.hrhero.com/immigration-reform-
and-control-act-irca/#
Content
Met
Partially Met
Not Met
Comments:
The student includes at least four employment laws.
x
Immigration control is not an employment law.
The student summarizes each law and the consequences of non-
compliance with the laws.
x
You explained the basic laws well but you need to discuss how
they affect BU more fully.
The student uses a minimum of five sources.

12. x
Four sources were referenced.
The paper is 525 to 700 words in length.
x
Total Available
Total Earned
70
62
Writing Guidelines
Met
Partially Met
Not Met
Comments:
Organization
The tone is appropriate to the content and assignment.
x
The introduction provides a sufficient background on the topic

13. and previews major points.
x
Explain the purpose of the paper to give it focus and direction.
Paragraph transitions are present, logical, and maintain the flow
throughout the paper.
x
The conclusion is logical, flows from the body of the paper, and
reviews the major points.
x
Restate the main points of the relevant laws.
Mechanics
The paper is consistent with APA formatting guidelines and
meets course-level requirements.
x
Intellectual property is recognized with in-text citations and a
reference page.
x
Sentences are complete, clear, and concise.
x

14. Rules of grammar and usage are followed including spelling and
punctuation.
x
Total Available
Total Earned
30
28
Assignment Total
5 pts
90
4.5
Additional comments: