EEOC Contends Employers Must Supply Sign Language Interpreters to Deaf Applicants Interviewing for a Job
The U.S. Equal Employment Opportunity Commission recently settled a lawsuit against a technology business service company, Conduent Business Services, LLC, after the EEOC alleged that the company discriminated against a prospective employee due to a disability. The EEOC’s lawsuit claims that Conduent refused to interview (and hire) a prospective employee who was qualified for the potential job because he was deaf. He applied for a job with Conduent as a corporate development associate, and Conduent initially showed interest in interviewing him, but then chose not to consider the application after the prospective employee’s job recruitment firm informed Conduent that the prospective employee would need an American Sign Language interpreter. The EEOC contends that employers must provide interpreters to deaf applicants when they interview for a job. The alleged conduct is a violation of the Americans with Disabilities Act. This law makes it illegal to discriminate against employees and applicants because of a disability. See EEOC v. Conduent Business Services, LLC, No. 2:19-cv-1854 (D.N.J.).