The office hires an employee who's deaf, but who can lip-read.?

Question

What will the employer have to do in terms of this employee's job duties to comply with the Americans with Disabilities Act?

Answer 1

Have them answer the phone!

Answer 2

A little education for the other staff might be a good idea: they need to BE TOLD this person is deaf, and not just rude or unfriendly. They could be coached in standing where the person can see them before starting to speak. A proper introduction would be nice, so everyone could start getting used to this person's appearance and slightly different body language.

For instance, because deaf people are not seeking auditory clues to what's going on, they may keep their head still, where a hearing person would lean towards a sound. They may speak with a strange high-pitched voice, because they don't know what a normal voice is supposed to sound like, and they can't hear themselves.

But they are just as intelligent and sensitive as everyone else, with the same needs and feelings, so a friendly smile wouldn't go astray....

Answer 3

The employer should talk with the company's human resources specialist and consult with the local state agency for rehabilitation services.

However, it is the employee's responsibility to inform the supervisor or employer of any ADA accommodation needs. If the employee doesn't request needed aids, it is not the employer's responsibility to find out what is needed.

Answer 4

Not sure what law is over there but best thing is help person in their duties for example make sure they fully understand any instruction and include them in what is going on. I work with the deaf here in Ireland and you do need to be deaf aware. I know not answer to your question but at least you can help person enjoy their job

Answer 5

It very much depends on what the job is.
For example, if they're going to be working in an area where there might be a sound or alarm that warns of danger (ie a forklift backing up) there will need to be some other kind of signal given. Each situation will be very different in what will need to be done.

Answer 6

reckoning on the point of deafness, the worker can request particular telephones, listening to help compatible cellular telephones, or ask for a TTY unit. He/she could request that co-workers be made conscious that the worker is deaf and confirm that they look at him so he can study their lips. worker could request that lots of the workplace communications be made to him/her with the help of digital mail or written correspondence. there are various procedures your company can accommodate you, when you have been working for him for a volume of time, you're able to be able to be sure different needs which will furnish help to do your pastime nicely.

Answer 7

Research actually shows that lip reading, regardless of how well a person thinks they are or how long they've been doing it yields miscommunication on a regular basis. So to rely on this skill alone means acceptance that one will miss, sometimes, a lot of information.

Believe it or not, it will vary depending on the individual. The law obligates the employer to provide accommodation that will enable the person to do their job and communicate effectively. In some cases, this may mean an interpreter. In other cases, real time captioning, or even something as simple as pen and paper. It depends on the Deaf individual.

Title III of the ADA deals with public accomodation and information can be found at the link below.

Answer 8

Out fit his phone with a TTD devise. Make sure the fire alarm has a flasher and not just a siren.

Answer 9

I would say that is your employers problem...not yours.

Answer 10

make shure he is looking at your mouth when you are talking to him.