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Title II of the Americans with Disabilities Act outlines the steps that all state and local governments are required to take to ensure that their communications with people with disabilities are effective.

Federal employee rights are covered under Section 501 of the Rehabilitation Act of 1973.

Title I of the Americans with Disabilities Act prohibits employers, employment agencies, labor unions and joint labor-management committees from discriminating against persons with disabilities. ADA obligations are placed on employers of fifteen or more people.

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.

Eaton adheres to and is in compliance with all state, county and federal contract mandates. Eaton 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. A majority of the contracted interpreters who work for Eaton have been fingerprinted through the California Department of Justice automated Live Scan service for criminal history background checks.

What does the law say about accommodations?

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