The office hires an employee who is deaf, what will the employer have to do in terms of this employee's job duties to comply with the americans with disabilities act?
That depends upon the job responsibilities.
http://www.captions.com/deafrigh.html
To comply with the Americans with Disabilities Act (ADA) and provide reasonable accommodations for an employee who is deaf, the employer may have to take several steps:
1. Interactive Process: The employer should engage in an interactive process with the employee to understand their specific needs and identify appropriate accommodations. This process involves open and honest communication to explore potential solutions.
2. Reasonable Accommodations: The employer must provide reasonable accommodations to enable the employee with deafness to perform essential job functions. Examples of reasonable accommodations for a deaf employee may include:
a. Providing a sign language interpreter during meetings, interviews, or training sessions.
b. Offering assistive listening devices or captioning services for conferences or presentations.
c. Modified work hours or flexible schedules if necessary for medical appointments or other related needs.
d. Providing written or visual communication methods, such as email or video conferencing, to enhance communication.
e. Installing visual and vibrating alerts or signal lights for important workplace notifications.
3. Job Restructuring: If necessary, the employer may need to consider reasonable job restructuring or modifications to accommodate the employee's specific limitations. This could involve reassigning non-essential tasks, providing training, or adjusting work methods.
4. Effective Communication: Employers have a responsibility to ensure effective communication with employees who are deaf. This could involve implementing policies that prohibit communication barriers and facilitate effective exchanges, such as training other employees on basic sign language or written communication techniques.
5. Undue Hardship: While employers must provide reasonable accommodations, they are not required to make accommodations that would result in undue hardship. Factors such as the size, financial resources, and nature of the business will be considered when determining what constitutes an undue hardship.
It is crucial for employers to consult legal counsel or resources such as the U.S. Equal Employment Opportunity Commission (EEOC) or local disability rights organizations to ensure compliance with ADA and other applicable laws in their jurisdiction.