ABSTRACT
Effective March 1992, Federal Express implemented the Corporate Human Capital Management Program, which affected existing policies and procedures related to medical leave of absence, attendance, and safety policies, among others. Prior to passage of the Americans with Disabilities Act (ADA), Federal Express employed persons with disabilities in professional and administrative areas as well as operational areas. A Hearing Impaired Coordinator was hired in November 1991 in order to provide for better communication between employees with hearing impairment and those without. It is interesting to note that Federal Express took these steps before the introduction of the ADA. Federal Express has also employed persons with hearing impairments in its Customer Invoicing Data Center as well as Customer Research and the professional areas. Federal Express is currently working on a project that will attempt to resolve the issue of limited access to printed resources by visually impaired employees.
