Employment / Business Settings

In the private sector, employee rights are covered under Title I of the ADA that mandates that employers and other covered entities are required to make reasonable accommodation to the employee.

Reasonable accommodations, for deaf employees who rely on sign language, include the provision of qualified sign language interpreter services. For some individuals and for some jobs, it may be necessary to have interpreter services available on a regular basis. For other employees or for job applicants, occasional interpreting on an as-needed basis may be sufficient. The ADA requires employers to make sure that deaf employees or job applicants can communicate effectively when necessary. This includes special occasions and meetings, training, job evaluations, and communication concerning work, discipline or job benefits. It also includes regular work-related communication and employee-sponsored benefits and programs.

The full potential, energy, creativity, and dedication of any employee may be accessed when the employee is allowed to feel completely included through the provision of a qualified sign language interpreter. Although an interpreter’s professionalism, credentials, education, fluency, and experience are extremely important, interpreters who work in employment related settings should also possess fundamental experience and familiarity with the targeted profession and subject matter.

EIS is committed to working with the employer/employee in assigning an interpreter that is the best match in terms of technical expertise, attitude, subject matter, and dedication to the consumer’s needs. All assigned interpreters must adhere to the NAD-RID Code of Professional Conduct.