![]() ![]() Here’s more from the EEOC press release:Īccording to the EEOC’s lawsuit, violated the law by refusing to hire a deaf applicant for a valet attendant position based on the assumption that a deaf person could not perform the essential functions of the job rather than conduct an individualized assessment of his abilities.įailure to hire on the basis of stereotypes and assumptions about a disability and the failure to conduct an individualized assessment as to whether a particular disabled applicant can perform the job violates the Americans with Disabilities Act (ADA), as amended. Yesterday, the EEOC announced that it had settled the lawsuit for $150,000. So, can the EEOC, which sued a valet parking service last year because the company allegedly failed to hire a qualified deaf applicant, because of his disability. What do you do? What if he wants an accommodation to complete the job interview? Is there any reason to go forward at all? Yes, I can think of 150,000 reasons to take this applicant seriously. You say, “good morning.” He responds in sign language. Imagine that you operate a valet parking service at a large hotel and you’re looking to hire a parking attendant. ![]()
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