What Are the Risks of Hiring Deaf and Mute Workers Without Notifying Authorities?

Dear All, These days, I am grappling with some questions for which answers are still pending. I am currently employed in an organization that places a strong emphasis on and actively engages in social activities. Recently, we hosted a visit from several social welfare associations, during which we agreed to enlist some individuals from their association to assist in packing our products at the factory. These individuals are deaf and mute. While we intend to provide them with a competitive salary, this initiative has brought up several concerns, such as the permissibility of such actions.

Potential Consequences of Not Informing Labor Authorities

What are the potential consequences if we proceed with deploying them without informing the labor authorities? What repercussions could we potentially face in the future because of this decision?

Thank you.

Providing Employment to the Challenged

I am interested in providing employment to the challenged in our company, EVV Global Services Pvt. Ltd. Kindly suggest how to proceed on this front.

Regards.

Managing safety levels with them would be a challenge. If you are deploying them without any health hazards or bad working conditions, you shouldn't face any problems.

In an IT firm where I worked, we employed them for backend data-processing jobs. We could train them on the computer applications they would need to use and hired a trainer for a while who knew sign language. In no time, they were productive and billable to the firm.

Jobs in manufacturing, power, and infrastructure will call for greater safety levels. Looking forward to hearing from our experts in these sectors.

Managing safety levels with them would be a challenge. If you are deploying them without any health hazards or bad working conditions, you shouldn't face any problems.

In an IT firm where I worked, we employed them for backend and data-processing jobs. We could train them on the computer applications they would need to use and hired a trainer who knew sign language for a while. In no time, they were productive and billable to the firm.

Jobs in manufacturing, power, and infrastructure will call for greater safety levels. Looking forward to hearing from our experts in these sectors.

Thanks for your mental support for the above-said issue. Yes, we have provided them full safety training, and they have been trained well for 15 days before assigning any responsibility inside the production floor. My question was related to the point that I did not get any mention of acts related to such challenged persons. What if we involve all local labor authorities?

Regards,
Harsh