Employment Law

Employment Law

Employment Law Compliance Plan Memo
HRM 531
April 14, 2014
Employment Law Compliance Plan Memo

To: Mary Lee Luther
CC: Traci Goldeman
From: Scarlett Halifax
Date: April 14, 2014
Subject: Employment Laws Compliance Plan

Per your request, I am in the process of putting together an employment law compliance plan for Ms. Mary Lee Luther. Based on the information that I was given, it is my understanding that Ms. Luther is the Director of Human Resources at Clapton Commercial Construction and they are looking to expand their business which is currently located in Detroit, Michigan and expanding to Arizona. At the present time Clapton Commercial Construction has a workforce of 650 individuals in Michigan and will be adding 20% to the overall workforce being located in Arizona.

I have compiled this memo to explore the current employment laws and how they should be applied. I will also cover the penalties of noncompliance of the laws. As previously stated Clapton Construction is looking to add an additional 20% to their workforce or 130 individuals. In order to achieve this goal, it is essential for Clapton to understand that they have a responsibility to open the application process to all qualified applicants these applicants can include people that fall into the group of individuals that are protected under 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...

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