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This web site is designed to provide basic information for employees regarding a variety of circumstances that may arise in the work place.

However, this site cannot give specific legal advice regarding specific situations since the law in this area is constantly changing and, in most cases, are decided by their own unique facts.

Approximately 28 million Americans have some degree of hearing loss [1,9].

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Pursuant to the , employers must comply with hazard-specific safety and health standards and regulations promulgated by OSHA or by a state with an OSHA-approved state plan.

In addition, pursuant to Section 5(a)(1), the General Duty Clause of the Act, employers must provide their employees with a workplace free from recognized hazards likely to cause death or serious physical harm.

It is expected that most requests for reasonable accommodation will involve existing employees who have become disabled, either through a work related injury or illness, or through a non work related injury or illness.

The most common request will include the restructuring of jobs or tasks within a job, reassignment to a vacant position in another classification, modification of the existing work site, or acquisition of special equipment and devices.

Several of the Memoranda of Understanding (MOU) contain specific provisions related to light/limited duty as well.

In general, light duty assignments are typically limited in duration (e.g.

Hearing-impaired workers face challenges responding to emergencies, working safely around machinery, communicating with coworkers, and receiving training.

Accommodations necessary to address these challenges may not be part of an employer's current hearing conservation practice.

Click Here for Employment Law FAQ For most people their employment is more than simply a way to earn a living.

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