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§ 2.1.i NA2022: Difference between revisions
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→MOU Reasonable Accommodation for The Deaf and Hard Of Hearing
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==== MOU Reasonable Accommodation for The Deaf and Hard Of Hearing ==== | ==== MOU Reasonable Accommodation for The Deaf and Hard Of Hearing ==== | ||
MANAGEMENT'S RESPONSIBILITY | MANAGEMENT'S RESPONSIBILITY</br> | ||
Management has an obligation to reasonably accommodate deaf and hard of hearing employees with a disability under the Rehabilitation Act (the “Act”) and applicants who request assistance in communicating with or understanding others in work related situations, such as but not limited to: | Management has an obligation to reasonably accommodate deaf and hard of hearing employees with a disability under the Rehabilitation Act (the “Act”) and applicants who request assistance in communicating with or understanding others in work related situations, such as but not limited to: | ||
<ol style="list-style-type:lower-alpha"> | <ol style="list-style-type:lower-alpha"> | ||
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<li>Deaf and hard of hearing applicants <b>will</b> be scheduled for a specific examination time when an interpreter will be available. Management will provide the following assistance for deaf and hard of hearing employees with a disability under the Act.</li> | <li>Deaf and hard of hearing applicants <b>will</b> be scheduled for a specific examination time when an interpreter will be available. Management will provide the following assistance for deaf and hard of hearing employees with a disability under the Act.</li> | ||
<li>State or Federal Relay services or other postal approved technology such as Video Relay Services (VRS) or VRI – if available and authorized or new and evolving technologies that are available, authorized and approved, may provide away for a deaf or hard of hearing employee to conduct postal business by phone or video with other employees and customers.</li> | <li>State or Federal Relay services or other postal approved technology such as Video Relay Services (VRS) or VRI – if available and authorized or new and evolving technologies that are available, authorized and approved, may provide away for a deaf or hard of hearing employee to conduct postal business by phone or video with other employees and customers.</li> | ||
<li>When possible, interpretating services as described in (a) through (f) above should be scheduled as far in advance as possible./li> | <li>When possible, interpretating services as described in (a) through (f) above should be scheduled as far in advance as possible.</li> | ||
<li>In the event of an emergency situation, the Postal Service will strive to communicate the nature of the emergency as soon as possible.</li> | <li>In the event of an emergency situation, the Postal Service will strive to communicate the nature of the emergency as soon as possible.</li> | ||
</ol> | </ol> | ||
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</li> | </li> | ||
</ol> | </ol> | ||
JOINT LABOR-MANAGEMENT MEETINGS | JOINT LABOR-MANAGEMENT MEETINGS</br> | ||
Discussion of problem areas with regard to the use of certified sign interpreters, enhancement of job opportunities for the deaf and hard of hearing, including recruitment and hiring efforts, type of special communications devices or volume control devices to be installed, installation of visual alarms or other systems such as tactile devices at other than new postal installations, and the availability of new technologies which may help deaf and hard of hearing employees perform a variety of tasks, are appropriate matters for considerations at Joint Labor-Management meetings. Discussion of such matters at Labor-Management meetings is not a prerequisite to the filing or processing of a grievance. | Discussion of problem areas with regard to the use of certified sign interpreters, enhancement of job opportunities for the deaf and hard of hearing, including recruitment and hiring efforts, type of special communications devices or volume control devices to be installed, installation of visual alarms or other systems such as tactile devices at other than new postal installations, and the availability of new technologies which may help deaf and hard of hearing employees perform a variety of tasks, are appropriate matters for considerations at Joint Labor-Management meetings. Discussion of such matters at Labor-Management meetings is not a prerequisite to the filing or processing of a grievance. | ||