Tools to learn about Deaf Culture for your business or environment.
Perks of Hiring Deaf and Hard of Hearing Individuals
Work Opportunity Tax Credit
The credit provides employers incentives to hire qualified individuals from these target groups. The maximum tax credit ranges from $1,200 to $9,600, depending on the employee hired and the length of employment. The credit is available to employers for hiring individuals from certain target groups who have consistently faced significant barriers to employment. This includes people with disabilities and veterans.
Barrier Removal Tax Deduction
The Architectural Barrier Removal Tax Deduction encourages businesses of any size to remove architectural and transportation barriers to the mobility of persons with disabilities and the elderly. Businesses may claim a deduction of up to $15,000 a year for qualified expenses for items that normally must be capitalized. Businesses claim the deduction by listing it as a separate expense on their income tax return. Also, businesses may use the Disabled Tax Credit and the architectural/transportation tax deduction together in the same tax year, if the expenses meet the requirements of both sections. To use both, the deduction is equal to the difference between the total expenditures and the amount of the credit claimed.
Requirements for Employers
The Americans with Disabilities Act
The Americans with Disabilities Act of 1990 (ADA) is a federal law that prohibits discrimination in employment against a qualified individual with a disability. Under the ADA, workers with disabilities must have equal access to all employment benefits and privileges that are available to similarly situated employees without disabilities.
Equal Employment Opportunity Commission
The EEOC is a federal agency that was established through the Civil Rights Act of 1964. The EEOC enforces civil rights laws against workplace discrimination. The section of the ADA which prohibits discrimination in employment against people with disabilities, including government programs and activities (state and local) is enforced by the EEOC. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
What is Vocational Rehabilitation?
Vocational Rehabilitation (VR) is a state-federal program whose goal is to assist people with disabilities prepare for, secure, retain or regain employment.
How you can you use VR for your business?
- Training services on disability etiquette and ADA topics.
- Build your talent pipeline by partnering with local school districts to provide work experiences, informational interviews, and job shadows for students with disabilities.
- Candidate prescreening for desired qualifications and skills needed for your open positions.
- Employment recruitment for jobs you need to fill.
Resources: Visit Vocational Rehabilitation website
- Vocational Rehabilitation Business Services
- Partner with Work Readiness Camp for VR-paid Summer Intern
Workplace Accessibility
& Accommodations
Types of Accommodations
When employees disclose their identification, it’s essential to approach their accommodation needs with sensitivity and respect for their individual circumstances. This disclosure might pertain to a variety of factors, such as disabilities, religious beliefs, or personal preferences.
Safety Accommodations
Emergency Plan in place including alerting device (fire alarm/text accommodation)
Emergency communications (can set up type of panic button if something needs immediate attention)
Can have identification for Deaf/Hard of Hearing employees
If Employees with hearing loss disclose their identification.
- When an employer may ask an applicant or employee questions about a hearing condition and how it should treat voluntary disclosures;
- What types of reasonable accommodations applicants or employees with hearing disabilities may need;
- As an employer, it is your responsibility to handle safety concerns about applicants and employees with hearing disabilities. This includes providing necessary accommodations and ensuring their safety in the workplace.
- How an employer can ensure that no employee is harassed because of a hearing disability or any other disability.
Emergency Plans in Workspaces
Emergency communications (can set up type of panic button if something needs immediate attention)
Can have identification for Deaf/Hard of Hearing employees
If Employees with hearing loss disclose their identification.
- When an employer may ask an applicant or employee questions about a hearing condition and how it should treat voluntary disclosures;
- What types of reasonable accommodations applicants or employees with hearing disabilities may need;
- As an employer, it is your responsibility to handle safety concerns about applicants and employees with hearing disabilities. This includes providing necessary accommodations and ensuring their safety in the workplace.
- How an employer can ensure that no employee is harassed because of a hearing disability or any other disability.
Emergency Plan in place including alerting device (fire alarm/text accommodation)
Emergency communications (can set up type of panic button if something needs immediate attention)
Can have identification for Deaf/Hard of Hearing employees
Identification and documentation of accommodation (subsection)
How to identify effective accommodations for the employee in various settings (it changes!!!!!). This can be done during the orientation/onboarding process. This should be documented.
Interviews, meetings (including firing someone) may require more intense(?) accommodation (CART, Interpreter, etc.). Daily tasks may require less intrusive (not the word I want to use) accommodations.
Types of accommodations (subsection)
this should mostly link to the accessibility/accommodation page unless we are giving workplace examples. Also link to technology page as a types of accommodations.
Interpreters — can include how/when to hire, information about setting up ongoing contract or considering staff interpreter (?). Link to Find an Interpreter page.
Add information on space/visibility — adding mirrors to enhance visibility. Add carousel showing examples of effective/ineffective set up/Accommodations
SAFETY ACCOMMODATIONS (this can potentially be its own subsection)
Emergency Plan in place including alerting device (fire alarm/text accommodation)
Emergency communications (can set up type of panic button if something needs immediate attention)
Can have identification for Deaf/Hard of Hearing employees
Advertise Here!
Advertise your vacant position on our job board to post in Deaf Community
A graduate of an accredited interpreter education program may serve as an educational interpreter in Idaho public schools for the 12 months immediately following graduation.