The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
For more information about the EEOC and disability employment rights visit: www.eeoc.gov/laws/types/disability.cfm
Questions and Answers about Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act
The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities. Title I of the ADA covers employment by private employers with 15 or more employees and state and local government employers of the same size. Section 501 of the Rehabilitation Act provides the same protections for federal employees and applicants for federal employment. Most states also have their own laws prohibiting employment discrimination on the basis of disability. Some of these state laws may apply to smaller employers and provide protections in addition to those available under the ADA.
For more information, visit the U.S. Equal Employment Opportunity Commission website
Filing an ADA discrimination complaint
An applicant or employee may believe that his or her employment rights have been violated on the basis of a hearing disability. In 2006, the U.S. Equal Employment Opportunity Commission (EEOC) issued a comprehensive paper entitled “Questions and Answers about Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act.”
HLAA and 10 Other Consumer Groups Applaud EEOC Proposal, Send Comments
May 10, 2016
HLAA, along with 10 other groups (collectively “Consumer Groups”), and joined by Deaf in Government (DIG), provided comments to the Equal Employment Opportunity Commission (EEOC) on its proposal to amend its regulations requiring the federal government to engage in affirmative action for individuals with disabilities.
In addition to HLAA, the Consumer Groups consisted of the National Association of the Deaf (NAD), American Association of the Deaf-Blind (AADB), Association of Late-Deafened Adults (ALDA), California Coalition of Agencies Serving the Deaf and Hard of Hearing (CCASDHH), Cerebral Palsy and Deaf Organization (CPADO), Communication Service for the Deaf (CSD), Deaf and Hard of Hearing Consumer Advocacy Network (DHHCAN), Deaf Seniors of America (DSA), and Telecommunications for the Deaf and Hard of Hearing, Inc. (TDI).
In our comments the Consumer Groups welcomed the EEOC’s efforts to seek to strengthen the federal government's obligation under Section 501 of the Rehabilitation Act of 1973 and have agencies establish an affirmative action program for the hiring, placement, and advancement of individuals with disabilities. However, we also emphasized the need to ensure that the federal government is a model employer of people with disabilities, including people with hearing loss. We recommended that changes such as setting up centralized, agency-wide funding sources for accommodations be put in place, that rules allowing the use of hearing aids or cochlear implants during medical testing should be clear to all employees, and that all barriers to hiring, retaining and promoting people with hearing loss should be removed.
HLAA Joins NAD and AG Bell in Comments filed with the EEOC
December 11, 2009
Hearing Loss Association of America joined the National Association of the Deaf (NAD) and Alexander Graham Bell Association of the Deaf & Hard of Hearing (AG Bell) in comments filed with the Equal Employment Opportunity Commission (EEOC). The EEOC had posted a Notice of Proposed Rulemaking (NPRM) with their proposed rules implementing the Americans with Disabilities Act Amendments Act of 2008. Read the full text of our filing [View PDF]