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Discrimination against the Deaf
Almost every state (and the federal government) has laws which prohibit employment discrimination based on disability, as long as the disability does not impair the employee’s ability to do the job.
Deafness is a “disability” under the meaning of these discrimination laws. As long as a deaf person can perform the functions of the job for which they were hired, the employer cannot take his or her disability into account when making employment decisions, such as hiring, firing, promotion, or discipline.
Furthermore, the law requires employers to make reasonable accommodations for an employee’s disability. For a deaf person, this might include hiring a speech-to-text service for phone calls, keeping written records of meetings, and hiring a sign language translator, if doing so would not place too large of a burden on the company.
The law protects employees who suffered discrimination, or whose employers did not provide reasonable accommodations. As in any case, the employee will have to show that the employer’s conduct was motivated by the employee’s disability.
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