Discrimination and Reasonable Accommodations
Your rights in the workplace may depend on who your employer is.
If you are a federal employee, your rights are covered under Section 501 of the Rehabilitation Act of 1973. 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. 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.
Your rights are covered under Title I of the Americans with Disabilities Act (ADA). Title I prohibits employers, employment agencies, labor unions and joint labor-management committees from discriminating against individuals with disabilities. Title I applies only to employers with 15 or more employees.
A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done to enable a qualified individual with a disability to have an equal employment opportunity. The ADA requires reasonable accommodations:
Reasonable accommodations may include:
For some individuals and for some jobs, it may be necessary to have interpreter or CART services available on a regular basis. For other employees or for job applicants, occasional interpreter or CART services on an as-needed basis may be appropriate. The ADA requires employers to make sure that communication with deaf and hard of hearing employees or job applicants is effective. This includes special occasions and meetings, training, job evaluations, and communication concerning work, discipline, or job benefits. It also includes regular work-related communication and employer-sponsored benefits and programs.
Employers should consult with deaf and hard of hearing employees about the type of accommodations that are needed in order to make its facilities and work environment accessible. The accommodation that is appropriate for one deaf or hard of hearing employee may not be successful in achieving effective communication for other employees. Similarly, an accommodation that is effective in one situation may not be effective for a different activity.
The duty to provide qualified interpreters or CART, and to make other reasonable accommodations, is not limited to daily work performance activities or the ability to perform the essential functions of a job. Applicants are entitled to reasonable accommodations during the interview and application process.