The laws violated in this arrangement depend on the specific context and jurisdiction. However, here are some potential laws that could be applicable:

Employment Laws:

• Minimum Wage Laws: If the employees are not paid at least the minimum wage, this would violate minimum wage laws.
• Overtime Laws: If employees work more than a specified number of hours without overtime pay, this would violate overtime laws.
• Child Labor Laws: If minors are employed under the age of the legal working age or in hazardous occupations, this would violate child labor laws.

Labor Relations Laws:

• Unionization Rights: If employees are denied the right to form or join a union, this would violate labor relations laws.
• Collective Bargaining Rights: If employees are denied the right to collectively bargain with their employer, this would violate labor relations laws.

Health and Safety Laws:

• Occupational Safety and Health Laws: If the workplace is not safe or healthy, this would violate occupational safety and health laws.

Tax Laws:

• Income Tax Laws: If the employer fails to withhold and remit income taxes, this would violate income tax laws.
• Social Security and Medicare Taxes: If the employer fails to withhold and remit Social Security and Medicare taxes, this would violate Social Security and Medicare taxes.

Consequences of Violations:

The consequences of violating these laws can be severe, including:

• Fines: Employers may be subject to fines for violating labor laws.
• Back Pay: Employees may be entitled to back pay for unpaid wages or overtime.
• Injunctions: Courts may issue injunctions to stop illegal labor practices.
• Criminal Penalties: In some cases, violations of labor laws can result in criminal penalties.
• Damage to Reputation: Violations of labor laws can damage an employer’s reputation and make it difficult to attract and retain employees.

It is important to note that this is not an exhaustive list of all the potential laws that could be violated in this arrangement. The specific laws that apply will depend on the jurisdiction and the particular facts of the case.