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People who are deaf may require a reasonable accommodation on the job. In a welding shop where an employee needs to be reached typically by a loud-speaker announcement, how would it be possible to accommodate an individual who is deaf? Provide the deaf employee a vibrating pager to contact him as needed with codes for locations he should go to when called upon. Change policy to reflect that all employees will be personally contacted by their supervisor when needed in other locations within the welding shop. Only call upon employees who can hear when they are needed in another location in the welding shop.
This accommodation wouldn’t provide an environment of integration, rather, it would segregate the employee who is deaf by reducing expectations placed on him/her. Remember, reducing performance standards below that of other employees is not a reasonable accommodation. Please try again
Changing policies for all employees to accommodate one employee is not reasonable, rather, the employer should work on a solution that reflects reasonably meeting the needs of the employee with a disability Come on… You can do it!
Great Job! Thank you From Ann Pennell, your Disability Program Navigator 731-286-3585 ext. 20 TTY 731-286-8383 firstname.lastname@example.org 30-Second DPN Trainings are a National Disability Program Navigator collaborative effort. Please contact your local DPN to add a friend or colleague to this list. This accommodation allows the employee to be fully integrated and is reasonable in cost, a win, win situation! To read more about accommodation ideas for individuals who are deaf or hard of hearing, click here to go the Job Accommodation Networkhere