Work Experiences

Field experiences, such as internships, practicums, and clinicals offer students the opportunity to gain the real-world knowledge and skills they need to become gainfully employed. Deaf students have a right to these opportunities and experiences, just like their hearing peers. Such experiences have the most rewarding outcomes when all parties—service providers, placement coordinators, and disability services professionals—work together to ensure an accessible placement for deaf students.

Are Deaf Students Legally Required to Have Access to Field Experiences?

Just as it is discriminatory and unlawful to deny admission to a postsecondary institution based on disability, it is unlawful to deny participation in an internship based on disability. In fact, those responsible for selecting students for internships or field experiences cannot inquire about disabilities as a part of the placement process. All qualified students should have access to the same options and choices.

Under the Americans with Disabilities Act (ADA), a qualified individual with a disability is a person who meets the qualifications for performing the essential functions of a position, whether accommodations are needed or not.

For example, if a clinical site requires completion of a certain number of credit hours prior to applying for an internship, all applicants with or without a disability should be afforded the opportunity to meet this criterion. If the student has a disability and both meets the criteria for the position and can perform the essential functions with reasonable accommodations, then then the internship coordinator or employer can consider whether the student can perform the essential functions with a reasonable accommodation.

Universities that receive any federal funding have a legal responsibility to provide accommodations for students with disabilities during internship, practicum, or clinical experiences. Private educational institutions also have legal responsibilities, under Title III of the ADA. This means that educational institutions are responsible for the cost of accommodations when field experiences are part of the academic program.

Title I of the ADA requires that employers with fifteen or more employees provide qualified individuals with disabilities the same opportunities as their nondisabled peers in all stages of the recruitment, hiring, and employment process. Employers are also required to provide reasonable accommodations unless it creates undue hardship. Undue hardship is determined on a case-by-case basis, whereby the overall resources of the organization are taken into account when determining if the accommodation will create an undue burden; it is rare that an organization is able to prove undue hardship. In accordance with Title I, accommodations for field experiences that are offered by the employer are the responsibility of the employer.

Who is Legally Required to Provide Accommodations?

Universities that receive any federal funding have a legal responsibility to provide accommodations for students with disabilities during internship, practicum, or clinical experiences. Private educational institutions also have legal responsibilities, under Title III of the ADA. This means that educational institutions are responsible for the cost of accommodations when field experiences are part of the academic program.

Title I of the ADA requires that employers with fifteen or more employees provide qualified individuals with disabilities the same opportunities as their nondisabled peers in all stages of the recruitment, hiring, and employment process. Employers are also required to provide reasonable accommodations unless it creates undue hardship. Undue hardship is determined on a case-by-case basis, whereby the overall resources of the organization are taken into account when determining if the accommodation will create an undue burden; it is rare that an organization is able to prove undue hardship. In accordance with Title I, accommodations for field experiences that are offered by the employer are the responsibility of the employer.

Who is Responsible For Arranging Accommodations?

All sponsored programs, activities, and services must be made accessible by the hosting entity, whether it is a school, employer, or organization.

If the field experience is considered part of the academic program, the educational institution is responsible for providing and paying for requested accommodations.

If the opportunity is offered by an organization or employer, the organization or employer may be responsible. If the intern is considered an employee, the intern is eligible for the same protections afforded other employees under the ADA.

What Are The First Steps in Planning For Internships/Field Experience Accommodations?

When a student participates in a field placement, it is recommended that the school, student, and host site collaborate to provide effective accommodations. It is crucial that the deaf student be involved in the process. Title II (which applies to state and local governments) and Title III (which applies to commercial facilities and private entities) of the ADA both state that primary consideration needs to be given to the individual making the request. Keep the following in mind as you move forward:

  • Be informed. Learn more about the institution’s policies and responsibilities in providing accommodations for internships or field placements. Connect with others who have experience providing accommodations in specific settings.
  • Be proactive. Begin conversations with all parties, including the student, in advance of the placement or internship. Create a plan, including establishing important contacts and defining the role of the service provider in the placement.
  • Be flexible. There are no hard and fast rules about accommodating field placements. Rather, determinations should be made on a case-by-case basis. Be prepared to explore alternative options if needed.

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