What are some of the reasonable accommodations the company could have provided to the deaf employee?
Reasonable Accommodations for Deaf Workers Generally, an employer must provide a disabled employee with a requested reasonable accommodation unless doing so would be an "undue hardship" on the employer.
For more information about federal employees, see Federal Employees.
If you work for a private company (a for-profit or non-profit business) or for a state or local government agency, the following information is for you.
And of course employers should not assume that all persons with a hearing loss will require the same accommodation or even any accommodation at all. An employer has a duty to provide a reasonable accommodation that is effective to remove a barrier to your being successful on the job.
An accommodation is effective if it will provide an individual with an equal employment opportunity to participate in the application process, attain the same level of performance as co-workers in the same position, and enjoy the benefits and privileges of employment available to all employees.
There are also federal tax credits and deductions to help offset the cost of accommodations, and some states may offer similar incentives.
However, an employer may not claim undue hardship solely because it is unable to obtain an accommodation at little or no cost or because it is ineligible for a tax credit or deduction.
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.