The ADA (Title I) mandates that an employer give a qualified disabled individual a reasonable accommodation in their jobs, whether as a candidate or an employee. This means that a qualified disabled individual should be able to get equal opportunities in employment like other employees in the organization that is reasonable and would make work easier for the individuals with disabilities. Some organizations deny or terminate individuals with disabilities for having a disability. This is referred to as employment discrimination. The Equal Employment Opportunity Commission usually investigates these cases by analyzing whether a reasonable accommodation was provided or not and the cause for termination or denial of employment for disabled people. It is stated that if an employer terminates a disabled person by denying them a reasonable accommodation, then the organization is fined heftily, and the employers are forced to reverse the discrimination. On the other hand, if the reasonable accommodation causes undue hardship, which means hefty expenses that lead to the company not being able to afford the accommodation requested, it can be denied and justified by the EEOC.
In Adele’s case, she was qualified, and the hospital, MMRTC, was in full liberty of ensuring that she gets a reasonable accommodation according to Title I because she was deaf. However, Adele needed an ASL interpreter to be fully hired and paid by the organization, which would cost twice as much as her annual salary. The organization felt that the accommodation was an undue hardship because Adele would sometimes need two ASL to communicate with her patients and individuals in the workplace, leading to financial constraints. Therefore, I agree with MMRTC for denying the reasonable accommodation because it exceeded their financial budget since the Human Resource in charge of hiring Adele stated that they could not afford an ASL interpreter.
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