One of my all-time favorite ADA cases — God, am I a dork — is Keith v. County of Oakland, which I previously blogged about here. It involves a deaf lifeguard who applies for a position at a public pool and what, accommodations, if any are reasonable to allow him to perform the essential functions of the job. Why I like the case — in addition to singing the Baywatch theme when I speak about it at SHRM events — is it teaches employers never to judge a book by its cover. Even a deaf lifeguard may be qualified to perform the essential functions of the job.
Yesterday, I read about another case involving a deaf applicant for a safety-sensitive position.