⚠️ Draft document. These guidelines are a starting draft and are not legal advice. They should be reviewed by an attorney before you rely on them.
1. Real, Open Positions Only
Every listing must describe a real, currently open position — not a talent pipeline, not a test ad, not a role you might hire for someday.
Job titles, duties, pay, and location must be accurate. No bait-and-switch.
Close or remove your listing as soon as the role is filled. Stale listings will be removed by us.
Each real job appears once — don't post duplicates of the same role.
2. No Discriminatory Language
Listings must comply with the ADA, Title VII, and all applicable anti-discrimination laws. You may never exclude applicants because they are Deaf, hard-of-hearing, or DeafBlind.
❌ Never write: "Must be hearing" · "Hearing required" · "No Deaf applicants" · "Must answer phones" (when phone use isn't essential to the job) · "Young and energetic" · "Native English speaker"
✅ Fine to write: "Deaf-friendly workplace" · "ASL-fluent team" · "Communication access provided" · "Video relay available for interviews" · "Written communication required"
Rule of thumb: describe the actual work, not the applicant's body. If phone use is truly essential to the role, say so — but know that most jobs can be done text-first.
3. Salary Transparency
Required: a pay range is legally required in job postings in 16 states plus Washington, DC — including CA, CO, CT, HI, IL, MD, MA, MN, NV, NJ, NY, OR, RI, VT, and WA — and for most remote roles.
Recommended everywhere else. Listings with pay ranges get more and better applications.
Give a real range ("$25–$30/hr"), not a misleading one.
4. No Scams, No Fees, No Surprises
Never ask job seekers for money — no application fees, training fees, or "processing" charges of any kind.
Never ask for bank details or Social Security numbers during the application.
Interviews must happen through real channels — not Telegram or WhatsApp-only "interviews."
Use a business email domain when possible. Personal email addresses get extra scrutiny.
5. A Deaf-Friendly Hiring Process
Posting on DeafCanWork signals that your hiring process is accessible to Deaf applicants:
Offer interpreters (in-person or video) for interviews.
Make the application itself accessible — no phone-only application steps.
Be ready to discuss communication access in the workplace (interpreters, captioning, visual alerts).
6. How We Screen Listings
We review every listing by hand before it goes live — something the big job boards can't do at their scale. We check for:
Discriminatory language (automatic reject or request to revise)
Scam signals and unverifiable employers
Missing required information (contact method, real job details, salary where required)
Whether the role and workplace are genuinely Deaf-friendly
Listings can also be flagged by job seekers using the "Report this listing" link on every posting. We investigate every report.
7. What Happens If You Break the Rules
Minor issues: we'll ask you to revise the listing.
Discriminatory or fraudulent listings: removed immediately, no refund.
Repeat violations: your account may be suspended or permanently banned.
We enforce these rules because our community's trust is the whole business. Fair employers have nothing to worry about.
8. Questions?
Not sure if your posting fits? Ask us before you submit — we'd rather help you get it right than reject it.