Reasonable Accommodations for Deaf Job Applicants and Employees

Do you have a hearing disability? According to the Equal Employment Opportunity Commission (EEOC), about 15 percent of Americans have some type of hearing difficulties, and many of those people may have disabilities according to the Americans with Disabilities Act (ADA). Hearing-related disabilities, according to the EEOC, can include deafness, being hard of hearing, having tinnitus or ringing in the ears, or having particular sensitivities to noise or sounds. Some people are born with hearing conditions while others develop them as a result of illnesses, injuries, exposure to noise, pregnancy, or hereditary conditions.

When a person is deaf or has a hearing condition, their manner of communicating with others can be impacted, as can the way they experience sound in the workplace. As the EEOC emphasizes. Given that many hearing conditions, including deafness, are considered disabilities under the ADA, job applicants or employees who are deaf or have another hearing condition may be entitled to a reasonable accommodation. Our South Florida disability discrimination lawyers can explain in more detail.

Requirement for Job Applicant and Employee Reasonable Accommodations Under the ADA

When a person has a disability under the ADA, the ADA requires employers to provide job applicants or employees with a reasonable accommodation to ensure equal opportunity to the job application process, to enable a qualified individual to perform the functions of the job, and to make it possible for an employee with a disability to enjoy equal benefits and privileges of their employment, according to the US Department of Labor. Reasonable accommodations can take different forms based on the job applicant’s or employee’s disability, as well as specifics of the workplace.

An employer covered by the ADA can only deny a request for a reasonable accommodation if it would create an “undue hardship” for the employer. The EEOC underscores that most reasonable accommodation requests related to deafness or a hearing condition are not going to result in an undue hardship. As the EEOC explains, stereotypes or assumptions about deafness and hearing conditions are somewhat common, and as a result, “some employers assume incorrectly that workers with hearing conditions will cause safety hazards, increase employment costs, or have difficulty communicating in fast-paced environments.” However, according to the EEOC, “in reality, with or without reasonable accommodation, individuals with hearing conditions can be effective and safe workers.”

Common Types of Reasonable Accommodations for Job Applicants or Employees Who Are Deaf or Have a Hearing Condition

Reasonable accommodations can vary widely, but examples include:

• Sign language interpreter;
• Assistive technology;
• Assistive listening devices;
• Use of written memos, even for routine communications; and
• Work area adjustments.

Contact a Palm Beach Gardens Disability Discrimination Lawyer for Assistance Today 

Any job applicant or employee who is deaf or has a hearing-related disability may be entitled to reasonable accommodation from an employer under the ADA. If an employer refused to provide a reasonable accommodation, you may be able to move forward with a disability discrimination claim under the ADA. One of the experienced Palm Beach Gardens disability discrimination lawyers at Sconzo Law Office can speak with you today about employment discrimination on the basis of a disability, and we can help you to seek the reasonable accommodations you need and to file a claim if necessary. Contact our firm to learn more about how we can assist you.

Sources:

eeoc.gov/laws/guidance/hearing-disabilities-workplace-and-americans-disabilities-act

dol.gov/agencies/odep/program-areas/employers/accommodations