1st discussion post
It seems that given Adele’s ASL interpreter requirements are going to cause the company an undue hardship. The cost of the interpreter would be close to $50K more than that of her own salary. There would also be other situations where she might require two interpreters adding to the additional costs of the company. I think that MMRTC was within its legal rights to not hire Adele. If this case went up to a higher level I could see the issue of the size of the company and its grossing income of $1.3 billion. Title 1 also states that “expense when considered in light of factors such as an employer’s size” (Issuing, n.d.). I also feel like the size of the company could be seen as large enough to accommodate for Adele’s needs. The EEOC would have to consider that when looking over this case. It’s a very tricky situation that would have to consider a lot of different aspects.
Issuing Authority This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission., & This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission. (n.d.). Fact sheet: Disability discrimination. US EEOC. Retrieved September 7, 2022, from https://www.eeoc.gov/laws/guidance/fact-sheet-disability-discrimination
2nd discussion post
Hello Class,
A reasonable accommodation under the ADA is considered the following:
Physical changes – installing a ramp or modifying a bathroom
Accessible and assistive technologies – ensuring certain computer software is available
Accessible communications – providing sign language interpreters or closed captioning in meetings
Policy enhancements – allowing a service animal in business environment
According to US Equal Opportunity commission Undue hardship is when a significant difficulty or expense focuses on the resources/circumstances of specific employer in relationship to the cost or difficult of giving that specific accommodation. The employer must access each situation on a case by case basis.
I believe the MMRTC was in their rights with the refusal to their Adele based on the undue hardship case. They did a cost analysis and the assistance she needed added an extra unnecessary over head cost to the company’s budget. The full time interpreter would cost an additional $120K along with her 75K salary. What percentage of the hospital’s clients are deaf? I think hiring a deaf nurse would push more clients to the medical center. It is the ethical problem because how do they communicate with the current clients they get that are deaf?
Britton
Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA. (2002, October 17). US EEOC. Retrieved September 10, 2022, from https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada#:%7E:text=Undue%20hardship%20refers%20not%20only,or%20operation%20of%20the%20business.
