This law requires the federal government to practice affirmative action to hire and to promote employees with a disability, including deaf and hard of hearing employees.
The regulations for this law require the federal government to provide equal access to training and promotion opportunities, and to make reasonable accommodations for employees with disabilities.
The organization failed to provide alternate accommodations before firing the employee because of his disability.
Under the terms of the settlement, the organization will pay ,500 in monetary relief, provide training on ADA compliance, and will be enjoined from failing to provide reasonable accommodations to disabled employees in the future, according to the EEOC.
Employers have a legal obligation to make reasonable accommodations that enable employees with disabilities, including hearing loss, to be successful in the workplace.
People with hearing loss are among the 49.7 million Americans who have a disability as defined by the Americans with Disabilities Act (ADA).
Employers with 15 or more employees working 20 or more calendar weeks in the current or preceding calendar year are covered under Title I.Under the Americans with Disabilities Act, an employer is required to make reasonable accommodations to assist a deaf or hearing-impaired employee in performing his or her job.Failing to do so may lead to legal action, fines, and penalties.The ADA is a comprehensive civil rights law prohibiting discrimination based on disability in employment, state and local government programs, public accommodations, commercial facilities, transportation, and telecommunications.The ADA was designed to remove barriers that prevent individuals with disabilities from enjoying the same opportunities available to persons without disabilities.
There are also federal tax credits and deductions to help offset the cost of accommodations, and some states may offer similar incentives.