Accommodating deaf workers
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.
Hearing loss is the 2nd most prevalent health issue around the world; in the US, about 1 in 5 people, and 3 in 5 combat veterans, have some amount of hearing loss .
Managers or supervisors will inevitably have an employee who has some degree of hearing loss.
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.
The ADA was designed to remove barriers that prevent individuals with disabilities from enjoying the same opportunities available to persons without disabilities.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.Where two or more suggested accommodations are effective, primary consideration should be given to your preference, but the employer may choose the easier or less expensive one to provide. An employer is not required to provide accommodations that would result in an undue hardship (i.e., significant difficulty or expense).Title I of the ADA contains the employment provisions .Employers with 15 or more employees working 20 or more calendar weeks in the current or preceding calendar year are covered under Title I.