Employment Law Compliance Plan
Terra Lembeck
HRM/531
February 17, 2014
Doreen Lawrence

MEMORANDUM

To: Marylee Luther
Cc: Traci Goldeman
From: Terra Lembeck
Date: February 17, 2014
Subject: Employment Laws

Regarding your request, I am putting together an employment law compliance plan for Marylee Luther. It is my understanding Marylee is the HR Director at Clapton Commercial Construction and they are looking to expand their business currently located in Detroit, Michigan and expanding to Arizona. Currently, Clapton Commercial Construction employees 650 employees in Michigan and will be adding 20% in Arizona.
The purpose of this memo is to examine employment laws and how they will be applied. I will also cover the penalties of noncompliance of the laws.
The Americans with Disabilities Act
The Americans with Disabilities Act (ADA) excludes an organization from discriminating qualified people who have a disability. “The ADA is a civil rights law that protects individuals with disabilities from discrimination in the workplace, school and other settings. Although the ADA prohibits discrimination against individuals with disabilities, an employee who requires accommodations in order to perform a job must disclose information about the disability and the need for specific accommodations to the employer in order to be protected by the law. A reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified individual with a disability to participate in the job application process and to perform the essential functions of a job. Examples of reasonable accommodations include making existing facilities used by employees readily accessible to and usable by an individual with a disability; restructuring a job; modifying work schedules; acquiring or modifying equipment; providing qualified readers or interpreters;