Edwin has been an RN for 7 years and has worked at 2 acute care hospitals on an observation/overnight stay unit. His wife has a new job in Kansas City so they moved. He has applied at Emerald City Hospital for a position working the night shift on a post-operative unit. He completes the application process and does note that he is deaf. He interviews with HR. The interviewer doesn’t ask about his deafness or if he requires accommodation. The interviewer summarizes the initial interview, noting Edwin has a slight speech impediment and otherwise recommends him for interview by the nurse manager. The nurse manager interviews Edwin and recommends him for interview by a small group of peers (per this unit’s hiring practice). The small group recommends Edwin, and asks what kind of accommodation is planned for his deafness. The Manager calls HR and tells them she is not interested in hiring. Edwin files a complaint with state and federal officials.
T F Edwin’s deafness is likely a qualified disability and he is protected under the ADA.
Answer: True, Edwin's deafness is likely a qualified disability and he is protected under the ADA. Because the ADA act is generally for the people who are disabled physically but have calibre to perform better work . The ADA is mainly for the people who are disabled but there should not be any discrimination between the people. The company should provide better and atleast proper facilities for these kind of candidates.
Edwin has been an RN for 7 years and has worked at 2 acute care hospitals...
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