Accommodating deaf workers
Employers must consider employees with disabilities in the development of an emergency action plan when such a plan is required by a specific OSHA standard.The plan must be in writing, kept in the workplace, and available to employees for review.In developing a plan, employers should ask their employees for their input, and workers with disabilities should take responsibility for their safety by offering their ideas and input.The plan should address after-hours situations, and include a method to identify visitors with special needs.The (ADA) does not require employers to have an emergency evacuation plan, but if an employer decides to have such a plan, they are required to include people with disabilities [10,14].To help prepare workers for emergencies, the Office of Disability Employment Policy (ODEP), at the U. Department of Labor, provides recommendations on emergency preparedness for people with disabilities.For employers with 10 or fewer employees, the plan may be communicated orally and the employer does not have to maintain a written 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.
The National Institute for Occupational Safety and Health (NIOSH) estimates that 10 million American workers have permanent hearing loss resulting from exposure to excessive noise at work .