Accommodating hearing impaired

For example, in some instances, state vocational rehabilitation agencies or disability organizations may be able to provide accommodations at little or no cost to the employer.There are also federal tax credits and deductions to help offset the cost of accommodations, and some states may offer similar incentives.HE or she must consider whether there is another accommodation that could be provided without undue hardship. An employer does not have to remove an essential job function (i.e., a fundamental job duty), lower production standards, or excuse violations of the rules of conduct on the job.

However, an employer may not claim undue hardship solely because it is unable to obtain an accommodation at little or no cost or because it is ineligible for a tax credit or deduction.

Even if a particular accommodation would result in undue hardship, however, an employer should not assume that no accommodation is available.

The employment rate among the deaf/Ho H is only 48%.

This is partly due to a lack of welcoming and inclusive workplaces where deaf/Ho H employees feel comfortable.

However, employers are not expected to provide any accommodations you request, or accommodations that would result in undue hardship (i.e., significant difficulty or expense) to the company.

And of course employers should not assume that all persons with a hearing loss will require the same accommodation or even any accommodation at all. An employer has a duty to provide a reasonable accommodation that is effective to remove a barrier to your being successful on the job.When setting up for a meeting, choose a space that will provide the deaf/Ho H employee with good visual access, with ample lighting and in direct line of sight if there is a primary speaker.Before the meeting begins, ask the employee how they would like to communicate and contribute in the meeting.Make sure the meeting is transcribed and noted thoroughly with visual aids, or that CART or real-time captioning is provided.In an emergency situation, most environments are not set up to properly notify a deaf/Ho H employee.It is helpful to put some of these practices to use even before they are requested, because even those without hearing loss have different preferences when it comes to communication.

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