The Americans with Disabilities Act of 1990 is designed to prevent discrimination in the workplace against people with disabilities. Those who have a significant disability such as being unable to hear or see may be protected under this legislation. However, those who are protected under the federal law must still be able to do the job that they were hired to do.
Those who are protected under the law may not be discriminated against in any aspect of their employment. For instance, they may not be prevented from getting a promotion, a raise or job training specifically because of their disability. They may also not be discriminated against during the hiring process or lose their job because of their inability to see, hear or do certain manual tasks not related to the job.
Anyone who has a disability may ask for a reasonable accommodation to help them do their job. This may include asking for an interpreter, a translator or a service animal. Reasonable accommodations may include adjusting equipment to make it easier to use or allowing extra time off to get treatment. Once a request has been made, the employer and employee can then sit down and discuss potential options to make that request happen.
Workers who have been wrongfully terminated or otherwise discriminated against may wish to talk to an employment law attorney who can represent the client in attempting to win compensation for back wages as well as for benefits lost due to the wrongful termination. There are procedures that have been established by the Equal Employment Opportunity Commission regarding the filing of a claim for a violation of the ADA.
Source: ada.gov, "A Guide for People with Disabilities Seeking Employment", accessed on Feb. 9, 2015