ADA: What would you do? Employee needs sign language interpreter

ADA: What would you do? Employee needs sign language interpreter

Employees who need a workplace change due to a disability are entitled to a reasonable accommodation under the federal Americans with Disabilities (ADA). Knowing what to do when an employee, even one from a temp agency, needs an accommodation to work at the company can help avoid an expensive disability discrimination claim. The following situation can help illustrate how to avoid such issues.

What would you do? Employee needs sign language interpreter

Because of an increase in sales, you are tasked with finding temporary employees to help get the company through this last batch of orders. The temp agency provides a number of temporary staff, among whom is Henrietta, who is deaf.

Henrietta informed the temp agency that she will need a sign language interpreter for a one-hour safety orientation program that your company requires for all employees to attend.

The temp agency let you know about Henrietta’s need for an interpreter.

What would you do?

Your best bet would be to realize that your company and the temp agency both qualify as Henrietta’s employer in regard to the federal Americans with Disabilities Act (ADA) because the temp agency hires Henrietta and pays her wages, and your company supervises and directs Henrietta’s work.

Therefore, both qualify are obligated to provide a reasonable accommodation. You should look over the contract. If it does not address this type of situation, work with them to provide Henrietta with the sign language interpreter for the safety program.

Talk to HR about any issues or questions.

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Disabilities and ADA

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InstituteDiscriminationDiscriminationReasonable AccommodationsFrontline ManagerHR EdgeDisabilities and ADAHR ManagementEnglishAnalysisFocus AreaHuman ResourcesUSA

        ADA: What would you do? Employee needs sign language interpreter
    InstituteDiscriminationDiscriminationReasonable AccommodationsFrontline ManagerHR EdgeDisabilities and ADAHR ManagementEnglishAnalysisFocus AreaHuman ResourcesUSA
Employees who need a workplace change due to a disability are entitled to a reasonable accommodation under the federal Americans with Disabilities (ADA). Knowing what to do when an employee, even one from a temp agency, needs an accommodation to work at the company can help avoid an expensive disability discrimination claim. The following situation can help illustrate how to avoid such issues.
What would you do? Employee needs sign language interpreterBecause of an increase in sales, you are tasked with finding temporary employees to help get the company through this last batch of orders. The temp agency provides a number of temporary staff, among whom is Henrietta, who is deaf.    
Henrietta informed the temp agency that she will need a sign language interpreter for a one-hour safety orientation program that your company requires for all employees to attend.   
The temp agency let you know about Henrietta’s need for an interpreter.   
What would you do?   
Your best bet would be to realize that your company and the temp agency both qualify as Henrietta’s employer in regard to the federal Americans with Disabilities Act (ADA) because the temp agency hires Henrietta and pays her wages, and your company supervises and directs Henrietta’s work.   
Therefore, both qualify are obligated to provide a reasonable accommodation. You should look over the contract. If it does not address this type of situation, work with them to provide Henrietta with the sign language interpreter for the safety program.   
Talk to HR about any issues or questions.    
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