Authored By: Jennifer H. Gonzalez
A recent federal court opinion highlights the need for employers to evaluate employee requests for reasonable accommodation on an individualized basis – even where, at first glance, an effective accommodation may not be readily apparent. The ADA is, after all, intended to overcome employment decisions based on stereotypes.
A Deaf Applicant Seeks a Lifeguard Job
A 27-year old man who was deaf since birth applied for a lifeguard job at a county wave pool. He had previously received his lifeguard certification following successful completion of the county’s lifeguard training program. He utilized an American Sign Language interpreter during his training to communicate verbal instructions, but the interpreter did not assist him in executing lifesaving tasks. The applicant was unable to speak verbally but communicated using sign language. (more…)