ADA Contractor

Do you have an ADA compliance issue with your property?

National LRM will work to make sure your building is ADA Compliant. National LRM is a Hospitality General Contracting Firm who can identify all of your risks for liability and clearly explain cost-effective solutions for meeting ADA requirements.

We can do a complete survey of your property to ensure it’s 100% complian

 Kits to ensure ADA compliancy for hearing impairment

Tub and shower and furniture accessibility  

­­Accessibility to the ADA stalls, handles and toilets

Corrected amount and sizing of parking stalls as well as hash mark pathways.

At National LRM we are a full service ADA accessibility consulting and design firm. What makes us unique, we handle everything from start to finish, from the first inspection through to the design, permitting, documentation, construction and final inspection. We work with the local building and safety departments to make sure you are within compliance throughout the project.

Working with National LRM will provide you with peace of mind knowing that we are eliminating any worry from reading complex codes, potential lawsuits and fines. Our thorough approach to inspections and providing simple solutions for difficult problems means you can focus on meeting your needs and the needs of your customers. We work side-by-side with architects, civil and structural engineers, building inspectors to identify and resolve potential compliance issues at your site.

National journey teams ready to focus on your project needs immediately.

Our teams are experienced in working nationwide, sourcing trades and utilizing existing trade relationships nationwide.  Our corporate executives and field personnel are experienced in working in different jurisdictions, weather conditions and labor environments.

ADA Compliance

The Americans with Disabilities Act (ADA) was signed into law on July 26, 1990, by President George H.W. Bush. The ADA is one of America’s most comprehensive pieces of civil rights legislation that prohibits discrimination and guarantees that people with disabilities have the same opportunities as everyone else to participate in the mainstream of American life — to enjoy employment opportunities, to purchase goods and services, and to participate in State and local government programs and services. Modeled after the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, sex, or national origin – and Section 504 of the Rehabilitation Act of 1973 — the ADA is an “equal opportunity” law for people with disabilities. A significant piece of this legislation involves building and accessibility guidelines, and these guidelines are continually being updated.

Apartment buildings, for example, need only make the public areas (i.e., lobbies, communal ADA compliant bathrooms, ADA compliant kitchens), but don’t necessarily need to make modifications to the tenants’ dwelling areas, except by request. Multi-family building owners do need to make requested modifications, though, if they are ”readily achievable.” Or, if the modifications are an undue burden, they must place the tenant in question first on a waiting list for a more accessible apartment.

Buildings like hospitals, schools and malls must abide by compliance in almost all cases. And, although most buildings don’t require an elevator except where their height exceeds three stories, malls and airports must have them regardless.

The experienced ADA contractors at National LRM can give you further direction as to what modifications you need to make to achieve compliance.

The 2010 ADA Standards for Accessible Design can be found at: is external)

The Department of Justice’s ADA web site, is external), contains a number of useful documents on accessibility for businesses and state and local governments. For example, for businesses see “ADA Update: A Primer for Small Business” and the section on “Making the Built Environment More Accessible” at: is external).   

The U.S. Access Board also produces a number of documents on a wide range of accessibility-related topics which can be found at: is external).  For example, check “Guide to Updated ADA Standards” at: is external)

The title I employment provisions apply to private employers with 15 or more employees, state and local governments, employment agencies, labor unions, agents of the employer and joint management labor committees.

For additional information, take a look at the following resources:

What is the Americans with Disabilities Act (ADA)? 

An employer is only required to accommodate a “known” disability of a qualified applicant or employee. The requirement generally will be triggered by a request from an individual with a disability, who frequently will be able to suggest an appropriate accommodation. Accommodations must be made on an individual basis, because the nature and extent of a disabling condition and the requirements of a job will vary in each case. If the individual does not request an accommodation, the employer is not obligated to provide one except where an individual’s known disability impairs his/her ability to know of, or effectively communicate a need for, an accommodation that is obvious to the employer. If a person with a disability requests, but cannot suggest, an appropriate accommodation, the employer and the individual should work together to identify one. There are also many public and private resources that can provide assistance without cost.

First, it’s just good business – customers can’t buy from you if they can’t get to you. Second, being ADA compliant will decrease your risk of fines and lawsuits – being proactive about changes can save you money. Doing work nationwide, we’ve found people are more litigious than ever, and it’s easier than ever to file time consuming, costly lawsuits for minor violations. Last, with variations between State and Federal laws, you can be in compliance locally and still be sued for noncompliance with Federal guidelines.

Most people think that would be true. However, the range of adoption can vary significantly. Some states adopt portions of the federal guidelines verbatim, while others may tweak the law’s language, thereby changing the meaning. In some states, the laws are completely altered. Where states do not fully enforce federal guidelines, it’s here that the door lawsuits is opened

The ADA places the legal obligation to remove barriers or provide auxiliary aids and services on both the landlord and the tenant. The landlord and the tenant may decide by lease who will actually make the changes and provide the aids and services, but both remain legally responsible.

For additional information, take a look at the following resources:

FAQ: What kinds of auxiliary aids and services are required by the ADA to ensure effective communication with individuals with hearing or vision impairments?

Fact Sheet: Effective Communication

FAQ: If I am a business or non-profit organization leasing building space from a building owner and the parking lot is not compliant with the 2010 ADA Standards, am I obligated to address this or is it solely the responsibility of the building owner?

FAQ: What are public accommodations?


2140 E. PEBBLE RD, SUITE 110, LAS VEGAS, NV 89123

PO BOX 230699 LAS VEGAS, NV 89105

PHONE:  702-529-3405
FAX:  702-441-7010

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