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A GUIDE FOR EMPLOYERS
Employment and Hearing Loss
Funded by the Centers for Medicare and Medicaid,
Medicaid Infrastructure Grant, CFDA No. 93.768
Wisconsin Department of Health and Family Services/Pathways to
Wisconsin Department of Health and Family Services
Office for the Deaf and Hard of Hearing
Table of ContentsIntroduction..........................................................................................................................................2
COMMUNICATION STRATEGIES..................................................................................................2
One-to-One Situations..........................................................................................................................2In Group Situations...............................................................................................................................2Written Messages.................................................................................................................................2Basic Safety Concerns..........................................................................................................................2
ADDITIONAL INFORMATION.........................................................................................................2
Living and Working as an Adult Who is Deaf.....................................................................................2Methods of Communication.................................................................................................................2
Speechreading...................................................................................................................................2Writing and Sharing Notes................................................................................................................2Speech................................................................................................................................................2Gestures and Facial Expression........................................................................................................2Interpreters........................................................................................................................................2
Environmental and Personal Factors That May Influence Comprehension.........................................2Speaker..............................................................................................................................................2Listener..............................................................................................................................................2
Reactions Frequently Reported by Co-Workers...................................................................................2Do You Work With a Deaf Person?.....................................................................................................2Tips for Telephone Communication with Hard of Hearing People......................................................2Is your place of employment Deaf Friendly?.......................................................................................2
TELEPHONE....................................................................................................................................2TERMINOLOGY................................................................................................................................2VIDEOS.............................................................................................................................................2DIVERSITY AFFAIRS.......................................................................................................................2RECRUITING....................................................................................................................................2VOICE MAIL/EMAIL........................................................................................................................2SOCIAL EVENTS..............................................................................................................................2
AMERICANS WITH DISABILITIES ACT.......................................................................................2
MEMORANDUM ON THE REFUSAL TO HIRE DEAF EMPLOYEES DUE TO PERCEIVED SAFETY RISKS...................................................................................................................................2MEMORANDUM ON THE RIGHTS OF DEAF AND HARD OF HEARING EMPLOYEES TO REASONABLE ACCOMMODATIONS UNDER THE AMERICANS WITH DISABILITIES ACT......................................................................................................................................................2TITLE I OF THE AMERICANS WITH DISABILITIES ACT: RIGHTS OF A DEAF WORKER WITH A HEARING ASSISTANCE ANIMAL...................................................................................2
ACCOMMODATIONS AND TECHNOLOGY.................................................................................2
Amplified Telephone............................................................................................................................2Assistive Listening Devices (ALD’s)...................................................................................................2Communication Access Realtime Translation (CART).......................................................................2Computer-Assisted Note Taking..........................................................................................................2Computer Technology..........................................................................................................................2C-Print..................................................................................................................................................2Handwritten Notes................................................................................................................................2Paging Devices.....................................................................................................................................2Sign Language Interpreters...................................................................................................................2TTY/TDD.............................................................................................................................................2Videophone...........................................................................................................................................2Video Remote Interpreting (VRI).........................................................................................................2Video Relay Service (VRS)..................................................................................................................2
APPENDIX.............................................................................................................................................2
How to Schedule the Appropriate Interpreter.......................................................................................2Using a Sign Language Interpreter.......................................................................................................2
REFERENCES.......................................................................................................................................2
Equipment.............................................................................................................................................2CDHH—Universalink........................................................................................................................2Harris Communications....................................................................................................................2Ultratec, Inc.......................................................................................................................................2
Relay/VRS Telecommunications Service Providers............................................................................2Wisconsin Telecommunications Relay System (TRS)........................................................................2Hamilton Internet Relay or Video Relay (VRS).................................................................................2CSD-VRS...........................................................................................................................................2Sorenson VRS....................................................................................................................................2
Real Time Captioning Resources.........................................................................................................2A & A Captioning and CART Services..............................................................................................2Caption It, LLC..................................................................................................................................2Gramman Reporting, Ltd...................................................................................................................2Great Lakes Reporting......................................................................................................................2Halma-Jilek Reporting, Inc...............................................................................................................2Northwestern Court Reporters/Riverside Captioning Company.......................................................2Colleen Reed Reporting.....................................................................................................................2Quality Reporting Services, LLC.......................................................................................................2Schindhelm-Peppey Reporting, an Eastwood Stein Company..........................................................2TSS-The Speech Source, Inc..............................................................................................................2Verbatim Reporting, Limited.............................................................................................................2
Interpreter Referral/Coordination Agencies.........................................................................................2CommunicationLink..........................................................................................................................2Coulee Region Interpreting Services.................................................................................................2Interpreting Solutions, Inc.................................................................................................................2Professional Interpreting Enterprise, LLC (PIE)..............................................................................2TSS-The Speech Source, Inc..............................................................................................................2
Video Remote Interpreting (VRI) Service Providers...........................................................................2Birnbaum Interpreting Service..........................................................................................................2Communication Services for the Deaf (CSD)....................................................................................2Sorenson Communications................................................................................................................2
OFFICE FOR THE DEAF AND HARD OF HEARING..................................................................2
Southern Regional Office - Madison, WI.............................................................................................2Southeastern Regional Office - Waukesha, WI....................................................................................2
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Northeastern Regional Office - Green Bay, WI...................................................................................2Northern Regional Office - Wausau, WI..............................................................................................2Western Regional Office - Eau Claire, WI...........................................................................................2
DISABILITY ACCESS RESOURCES................................................................................................2
Department of Justice........................................................................................................................2United States Equal Employment Opportunity Commission (EEOC)...............................................2Great Lakes ADA & Accessible IT Center........................................................................................2Job Accommodation Network............................................................................................................2Wisconsin Department of Workforce Development (DWD)..............................................................2Wisconsin Assistive Technology Resource Center............................................................................2WorkSource Wisconsin......................................................................................................................2
List of Acronyms.....................................................................................................................................2
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Introduction
n recent years it has become much more common to see individuals with disabilities involved in all areas of community living. The passage of the Americans with Disabilities Act (ADA)
and the implementation of Titles I, II, and III guarantee the influx of individuals with disabilities into mainstream society will continue.
IThe ADA gives people with disabilities the right to access employment, public services, transportation, leisure activities, educational opportunities, and telecommunications the same as anyone else. As society continues to open its doors to people with disabilities, the chance of encountering a person with a disability also increases.
However, unlike physical disabilities, encounters with individuals who are deaf, hard of hearing or late deafened are frequently fraught with misunderstanding and frustration. The communication barriers imposed by hearing loss require both the sender and receiver to modify methods of exchanging information in order for comprehension to occur. Unfortunately, most individuals are unsure how to proceed when meeting a person with a hearing loss and stumble their way through the situation. The result is often a dissatisfied consumer and service provider.
This manual is intended to alleviate the concerns related to communicating with deaf, hard of hearing, and late deafened adults in the workplace. Hopefully you will find answers to your questions, gain an understanding of the diversity of individuals with hearing loss, learn what ADA requires, and discover a variety of ways technology can assist you.
Section i
i
The manual is organized in what is hoped to be an "employer friendly" manner. Important information regarding communication in
a variety of work situations is first with subsequent sections providing more detailed information.
Communication Strategies
For Employers:
Deaf, hard of hearing and late deafened individuals are employed in a multitude of situations. When provided with the appropriate accommodations they possess the same ability to become productive, valued employees as the rest of the general population.
Each individual with a hearing loss is unique and there is no one size fits all solution to addressing their needs in the work environment. Individuals with hearing loss communicate in different ways depending on a variety of factors. Some individuals are easily understood, while others rely on sign language, hearing aids, note writing, speechreading, or a combination of the preceding to communicate. The key to successfully employing an individual with a hearing loss is to discover which combination of adaptations works well for that person.
This section is meant to answer some of your concerns on employing the individual with a hearing loss and suggests methods to enhance the communication process.
Section
1
2
One-to-One Situations
GET THE IND IV IDUAL 'S ATTENT ION BEFORE SPEAK ING
The beginning of a conversation often holds a clue to what will be discussed. If you do not first have the individual's attention they are likely to miss critical information which will then need to be repeated. Calling the person's name, tapping them on the shoulder, waving your hand, or some other visual method of gaining their attention prior to speaking is appropriate and will be appreciated.
DES IGNATE THE TOP IC EARLY IN YOUR D ISCUSS ION
Many individuals with hearing loss rely to some extent on speechreading. Many words are invisible on the mouth and can only be comprehended through the context in which they are spoken. Identifying the topic being discussed enables the individual with a hearing loss to better follow the conversation. Also, if the topic is changed suddenly, i.e. from business to last week's football game, it is important to let the individual know.
SPEAK SLOWLY AND CLEARLY
If you tend to speak in a rapid manner it may be necessary to slow the pace of your speech for the individual trying to speechread you. However, do not over exaggerate or yell. Over exaggeration distorts speech and makes speechreading more difficult. If the individual utilizes a hearing aid it is already amplifying your voice therefore yelling can be physically painful to the individual's ears.
LOOK D IRECTLY TOWARD T HE IND IV IDUAL WHEN SPEAK ING
Avoid turning your head, writing on a board, or walking away while speaking. Individuals with hearing loss rely on seeing your face to assist with communication. If they can't see you, chances are you will not be "heard" either.
Individuals with hearing loss desire the same eye contact as others when communicating. Even if you are using an interpreter, look at the individual with the hearing loss when speaking.
AVOID STANDING IN FRONT OF WINDOWS OR L IGHT ING WHEN SPEAK ING
The reflection from the sun or lights shining directly into an individual's eyes makes it difficult for them to see the speaker and/or interpreter.
I F YOU ARE NOT UNDERSTOOD, REPEAT ONE T IME AND T HEN REPHRASE I F NECESSARY
Often one word in a sentence or phrase makes it difficult to understand. If you have repeated once and are still not understood, try saying the same thing but in a different way. For example, "Do you want to go shopping?" to "Do you want to go to K-Mart?"
USE BODY LANGUAGE AND FAC IAL EXPRESS ION TO FAC I L I TATE COMMUNICAT ION
Often a simple gesture or facial expression can assist the individual with a hearing loss in understanding. Be sure your body language matches your intentions. One of the most confusing and frustrating situations for an individual is when a speaker says one thing but their body language is saying something else.
BE POL ITE
If the phone rings, someone knocks on the door, etc., inform the person the phone is ringing or someone is at the door. NEVER just start conversing with another person as though the person with a hearing loss were not there.
TO ENSURE COMPREHENS ION HAS OCCURRED, ASK QUEST IONS THAT REQUIRE MORE THAN "Y ES" OR "NO" RESPONSES
Living with a hearing loss can be extremely frustrating and the opportunities for others to become frustrated with the communication process are many. As a result, some individuals will attempt to bluff their way through rather than admit not understanding. To prevent frustrations and misunderstandings from occurring, it is better to ask open ended questions which require more than a one word response.
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In Group Situations
PROV IDE APPROPRIATE SEAT ING ARRANGEMENTS
Arrange the room in a way that best serves the individual with hearing loss. For a person who relies on speechreading, seating near the speaker may be best. If an interpreter is being used, the interpreter normally will stand close to the speaker so both the speaker and interpreter can be seen at the same time. If a group discussion will take place, a round or semi-circular table is best as it allows the individual to see each speaker. Make it a practice to ask the individual with the hearing loss what arrangement(s) will work best.
PROV IDE NEW VOCABULARY AND JARGON BEFORE THE MEET ING
New and unfamiliar words or jargon are nearly impossible to speechread or interpret the first time and spelling a word the individual does not know the meaning of provides little help. Deaf or Hard of Hearing people, interpreters, or captioners will appreciate this information before the meeting begins. An explanation of acronyms, brief outlines or notes are also beneficial to aid in understanding.
AVOID WALK ING OR WRIT ING ON OVERHEADS OR BOARDS WHILE SPEAK ING
It is extremely difficult to watch the speaker who is pacing back and forth, looking down at an overhead, laptop, or worse, turning her/his back to view a Power Point presentation, overhead, or to write on a board while speaking. The individual with hearing loss needs to see the speaker completely. Ensure that anyone relying on an interpreter has a clear sightline to the interpreter.
USE V ISUAL A IDS WHEN POSS IBLE
A picture is worth a thousand words and can often assist in communicating a concept much easier. Just remember to give the person a chance to look at the visual before it is explained. It is physically impossible to watch a speaker and look at a visual aid simultaneously.
EST ABL ISH A PROCEDURE FOR TURN TAK ING
An individual with a hearing loss can only comprehend one person at a time. All individuals involved in a meeting need to adhere to appropriate turn taking with only one person speaking at a time. An
example is to ask that anyone wishing to speak raise their hand and wait for acknowledgement before beginning.
REPEAT QUEST IONS OR COMMENTS
Remember the individual with a hearing loss cannot hear or see questions which are being asked from behind or out of their sight line. Best practice is to develop the habit of repeating questions or comments made by members in the audience.
USE HANDS ON TRA IN ING WHEN POSS IBLE
What sometimes can be difficult to explain on paper can be easily understood by demonstration. Whenever possible use a hands-on approach to train individuals with hearing loss.
USE A NOTETAKER OR CAPT IONER
If information shared is of vital importance it is a good idea to arrange for a notetaker or to provide captioning service for the individual with a hearing loss. What is not apparent to many people is the physical impossibility of watching a speaker and trying to write notes at the same time. If captioning services are used, a copy of the text or transcript may be available to give to the deaf or hard of hearing individual. It is recommended that you consult with the captioning provider prior to the assignment if you would like a transcript for your employee(s). Provider services vary and there may be an additional fee for this service.
OFFER FREQUENT BREAKS
To mitigate visual fatigue from watching an interpreter and/or speechreading it is good practice to offer frequent short breaks.
KNOW WHEN AN INTERPRETER I S NEEDED AND HOW T O ARRANGE FOR ONE .
For the deaf individual an interpreter may be needed when vital or complex information is to be shared, i.e. benefit meetings, company restructuring meeting, changes in job responsibilities, etc. For short, routine information a simple note, email, or instant message of a few sentences may be an appropriate means of communication.
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Written Messages
The degree to which individuals with hearing loss prefer written communication varies widely. If utilizing writing as a form of communication you will need to consider the English reading and writing level of your employee. Although no reflection on intelligence, an individual's ability to master English correlates highly with the severity of the hearing loss, age at onset, and type of education. The following suggestions are general guidelines.
KEEP YOUR MESSAGE S IMPLE , SHORT , AND TO THE PO INT
Don't use a million dollar word when a simpler one will do. For example, writing "Where do you work?" versus "What is your occupation?"
I T I S NOT NECESSARY TO WRITE OUT EVERY WORD
Often just a few words or a phrase are enough for the person with a hearing loss to understand.
FACE T HE IND IV IDUAL WITH A HEAR ING LOSS AFTER YOU HAVE WRITTEN YOUR MESSAGE
Allowing the person with a hearing loss to see and read your facial expression can help with comprehension.
HIGHL IGHT OR UNDERL INE WORDS OR PHRASES OF IMPORTANCE
Words or phrases of importance or those you wish to stress should be underlined or highlighted in some manner. Remember, the individual with a hearing loss is unlikely to rely on vocal inflection as a clue to intentions of the speaker.
ASSUME NOTHING! !
The backgrounds of individuals with hearing loss vary greatly! One individual may have extensive background information to rely on, while another has very limited experience to draw from. For some individuals this may even mean common work routines, such as when and how often one may take breaks, might need to be explained. If in doubt, always ask the person with the hearing loss.
USE V ISUAL REPRESENTAT IONS
The use of visual representations, charts, or techniques whenever possible will help clarify and enhance explanations for the individual with a hearing loss.
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Basic Safety Concerns
One of the most common concerns in employing people who are deaf or hard of hearing is safety—for the individual who is deaf or hard of hearing and for other employees and customers.
An employer may not simply assume that safety risks warrant the refusal to hire workers who have disabilities. Employment decisions must be made using objective, factual evidence—not on subjective perceptions. (Refer to “Memorandum on the Refusal to Hire Deaf Employees Due to Perceived Safety Risks” on page 21 of this manual.)
When considering the safety of an employee with a hearing loss, there are a variety of cost efficient methods that can be utilized to minimize or eliminate any real or perceived risks. Some basic solutions will be listed here with the understanding that you will find more specific information under the section titled "Technology and Accommodations".
Solicit the input of the employee who is deaf or hard of hearing for information and suggestions on accommodation choices.
Raise awareness of all employees by providing training on hearing loss and safety.
Review safety procedures with appropriate accommodations.
Designate a responsible person who works nearby to alert the individual with a hearing loss to unanticipated events or emergencies.
Install and use visual alerting devices.
Post directional and safety signs.
Additional Information
Section
2
Living and Working as an Adult Who is Deaf
Deafness is a unique disability. Unlike individuals with physical disabilities, individuals who are deaf do not view themselves as "disabled." This is due to the fact that any communication difficulties encountered can be overcome with proper education, information, or technology. Also, among themselves, where American Sign Language is the norm, communication is not a problem and thus no disability exists. This leads to the formation of a separate deaf community and corresponding culture.
The deaf community is not simply camaraderie with others who have similar physical condition. It is a true culture like any other minority group that shares a common language and experiences. The majority of people who are deaf have attended residential schools or special programs for the deaf, learned to rely on vision to access information, use American Sign Language as their primary mode of communication, and share a culture of jokes, experiences, and traditions. Deaf culture is not passed down directly from parents to children since 90% of deaf children are born to hearing parents who have no connection to the deaf world. Rather, Deaf culture is passed down from the older generation of deaf adults to the younger generation of deaf people. For many of these individuals deaf friends are as important, if not more important, than family as a source of support and guidance.
Successfully working with people who are deaf requires respecting and understanding their culture as well as how it differs from hearing culture.
Methods of Communication
SpeechreadingIt is a myth that most deaf or hard of hearing people can speechread. The best speechreaders in an ideal "one-to-one" situation comprehend 25% to 30 % of what is said. Furthermore, 60% of English words can look identical to another word without the benefit of sound, i.e. baby and maybe or Fridays and fried eggs. When you consider that most deaf individuals have never heard the language they are being asked to speechread, it is easy to understand how misunderstandings could result.
Do not assume that a person who is deaf can speechread; some do, some don't. The ability to speechread has no correlation with
intelligence. It is rather a skill that some individuals master but the majority finds frustrating at best.
If you are relying on this method of communication, please refer to other sections of this manual for techniques that may enhance the process.
Writing and Sharing NotesSome people who are deaf may feel comfortable using written notes for some communications. They may respond either in writing or by speaking. However, for many deaf individuals English is their second language. American Sign Language is their "native" language, and as different from English as night is to day. For these individuals reading or writing English may be difficult or nearly impossible. If the situation requires use of notes, short, simple, direct sentences should be utilized.
Reading material (training manuals, assembly directions, etc.) written for a general audience is often difficult for individuals with a hearing loss to comprehend. In these situations, it may be necessary to seek the services of a qualified interpreter. Remember if the material being presented is important or complex it is vital it be in the person's native language! An analogy: Would you want to read critical information regarding your health in your second language, French, or in your native language, English? Which would you understand better? Which would be less likely to lead to a misunderstanding? The same holds true when working with a deaf person and American Sign Language.
SpeechThe majority of individuals who grew up deaf have had years of speech therapy. However, due to the fact that they cannot monitor their own voices, many are not proficient in this area. Their speech is often perceived as loud, distorted, unintelligible, or otherwise not appropriate. As a result, though many deaf can “speak” they choose not to, preferring to rely on other methods of communication. This choice should be respected and never viewed as a reflection of intelligence. Speech or lack thereof, is not an indication of intelligence.
Gestures and Facial ExpressionWe all use gestures and facial expressions every day. Deaf people have learned to depend on them for clues to meaning when communicating. Do not be afraid to use gestures, body language, or facial expression when communicating with a deaf person. Often a
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simple gesture can be worth a thousand words: pointing to an object you are discussing, shrugging your shoulders when you "don't know,” etc.
Also, make an effort to have your body language and facial expression match the intent of your words. Remember, deaf individuals do not hear vocal inflection and will depend on facial expression to assist them in deciding if it was meant to be serious or a joke. One of the most confusing experiences a deaf person encounters is when an individual’s words are “polite” or “pleasant” but their face and body language displays they are “frightened” or “upset,” etc. If a deaf person is forced to choose, they will often believe your facial expression and body language before your words.
InterpretersInterpreting is discussed in another portion of the manual. However, please remember if the information being exchanged will be lengthy, complex, or of vital importance to the individual's well being, it is imperative a qualified interpreter be arranged. For these reasons, most other methods of communication will not allow for sufficient comprehension by a person whose native language is American Sign Language.
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Environmental and Personal Factors That May Influence
ComprehensionSpeaker Listener
voice intensity voice projection rate of speech clarity of speech facial expression body language foreign accent facing listener monotonous tone beard/mustache emotionality mannerisms objects in mouth interest of
message relationship to
listener quality of
interpreter quality of typist
level of hearing loss
type of hearing loss
use of hearing aid
use of assistive listening device
attention level motivation to
hear expectations emotional state fatigue distracting
sensations distracting
thoughts speechreading
skill tinnitus tension level manual
communication
These are some of the factors that people with hearing loss must deal with in communication environments with others who are hearing. You can begin to understand why it is possible, for example, that an individual who is hard of hearing may have little difficulty conversing in a quiet office but have greater difficulty with more people present and/or in a larger room with other distractions or background noise. Therefore, one must be careful not to use labels such as “selective hearing” or make assumptions that the person with hearing loss is not paying attention.
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Reactions Frequently Reported by Co-WorkersVarious emotions and reactions have been reported by hearing co-workers interacting with their deaf colleagues. Providing your employees with an understanding of the cause of the emotion/reaction through awareness training or small focus group discussions will often resolve misunderstandings and/or diffuse situations before they become problematic for the hearing person, the deaf individual, or the employer.
Frustration
not knowing what to do to be understood
Irritation
at having to repeat so often
Guilt feelings
misunderstandings are my fault
Embarrassment
when he/she obviously doesn't understand someone
Feeling burdened
he/she is becoming too dependent on me
Feeling isolated
not seeing friends and family very often
Experiencing loss of connection in the work relationship because of language barrier
Feeling somewhat bored
restricted shared activities low expectations of the person
Being confused
by the inconsistency in his/her understanding
Annoyed at having to elaborate and clarify a lot
Distressed
when having to repeat in difficult situations
Uncertainty
about whether or not he/she has understood me
Do You Work With a Deaf Person? Consider using signaling devices. They can be used to flash a
light for the deaf person to alert them to doorbells, phones, warning systems, machines, etc. And, visual signaling devices may have benefits for hearing employees as well!
Use visual cues when communicating. Using a round or oval table during meetings or a semi-circular arrangement is helpful. Reduce visual distractions by closing drapes or blinds, shutting the door, removing clutter, etc.
Use tactile pagers to contact deaf employees.
Use instant messaging if you have this capability.
Include the deaf employee in social activities. Help this person to become part of the group during breaks, lunch, office "gossip," etc.
Create a clear sightline for the deaf or hard of hearing person so he/she can see the speaker and/or interpreter. Seat the deaf person to his/her best advantage - e.g., near the speaker.
Provide agenda and new vocabulary in advance of meetings. If this is not possible, write the terms on a chalkboard or overhead projector. If film or video is to be shown, make sure it is captioned or give the deaf person a brief outline in advance.
Don't pace back and forth and/or cover your mouth while addressing a group when a deaf person is included. If using an interpreter, be careful not to block the deaf person’s view of the interpreter.
Remember that a deaf person can only attend to one thing at a time. Do not expect the person to watch an interpreter, look at the speaker, and look at a transparency all at the same time!
Use visual aids if possible. Make full use of charts, diagrams, visual presentations, etc. Give the deaf person time to read the information before starting to speak again. (This also benefits anyone, with or without a hearing loss, who may be a visual learner.)
Slow the pace of communication slightly to facilitate understanding.
Repeat questions and statements from people in the audience so the deaf person has access to that information.
Remember it is difficult for deaf people to participate in group meetings because they are never sure of when other speakers have finished talking. Try to recognize the deaf person from time to time to give him/her an opportunity for questions or input.
When training a deaf person for a new job, make it a "hands-on" experience if at all possible. Many individuals learn best by “doing.”
Provide an interpreter whenever possible if that is the deaf person's preference. It will make the meeting easier for everyone.
Provide a notetaker when possible to record information.
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Tips for Telephone Communication with Hard of Hearing People Eliminate background noise, speak slowly and clearly
Begin call with a comment or two to allow the individual with a hearing loss to adjust to the sound of your voice
Use short simple sentences but be careful not to patronize
When asked to repeat, assume person has some hearing loss
Repeat by rephrasing
If the connection is bad, hang up and redial
Check for understanding more than once during call
Code words using a word that starts with the letter for difficult names
Say each digit of a number (i.e. if giving an address, it may be clearer to say “three two nine one Main Street” instead of “thirty-two ninety-one Main Street”).
Ask person to repeat back important information
Hard of hearing people need special help with
o High pitched voices - try to speak at a lower level
o Speech accents - slow, slow, slow
Is your place of employment Deaf Friendly?
TELEPHONEIf your company lists a TTY number in the telephone book, in its corporate brochure, on company letterhead, in promotional materials, or in paid advertisements are calls answered by a receptionist who knows how to use a TTY correctly?
Do callers always get a TTY answering machine rather than a live body? If they leave a TTY message, is the call returned in a timely manner?
Does staff responsible for call-handling know how to accept and/or use Relay?
TERMINOLOGYIn your company's brochures and other printed materials, is the term "hearing impaired" still being used instead of the preferred term “deaf or hard of hearing?”
VIDEOSAre corporate videos (e.g., training videos, recruiting videos) routinely produced with open or closed captioning?
If not captioned, are scripts made available or interpreted?
DIVERSITY AFFAIRSIf your company has a Diversity Affairs/Diversity Recruiting Department, does it have a TTY?
Does staff know how to use a TTY and/or the Relay Service?
Has Diversity Affairs ever produced a "Celebrate Diversity" type of videotape? Was it captioned?
If your company offers "diversity training" to management and employees, is "deaf awareness" ever included?
RECRUITINGDoes your company ever hold "Open Houses" to recruit new employees?
If "YES," do announcements advertising the event mention that accommodations are available upon request?
VOICE MAIL/EMAILAre important messages and broadcast announcements sent via voice mail, via email, or both at your company?
SOCIAL EVENTSWhen your company sponsors a social event, i.e., the annual holiday party or the company picnic, are accommodations, such as interpreters, provided?
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Americans with Disabilities Act
Section
3
The Americans with Disabilities Act-Communication Accommodations ProjectA Resource for Voluntary Compliance with the ADA
A JOINT PROGRAM OF
The American Foundation for the Blind National Center for Law and DeafnessGovernmental Relations Department Gallaudet University1615 M Street N.W., Suite 250 800 Florida Avenue, N.E.Washington, DC 20036 Washington, DC 20002(202) 223-0101 (202) 651-5343
MEMORANDUM ON THE REFUSAL TO HIRE DEAF EMPLOYEES DUE TO PERCEIVED SAFETY RISKSThank you for your call and your interest in the employment rights of deaf people. As of July 26, 1992, employers will be prohibited from discriminating against people with disabilities under Title I of the new Americans with Disabilities Act (ADA), 42 U.S.C. 12111 et seq. Title I of the ADA extends this prohibition to virtually every employer in the United States that employs 15 or more workers. (Employers with 25 or more workers must comply by July 26, 1992; those with 15 to 24 employees will be covered two years later).
It is clear under the ADA that an employer may not simply assume that safety risks warrant the refusal to hire disabled workers. The employer must be able to establish through objective, medically supportable methods that there is genuine risk that substantial harm could occur in the work place. 29 C.F.R 1630.2(r). The U.S. Department of Justice and the Equal Employment Opportunity Commission have made it clear that any alleged threat posed by a disabled applicant must be substantiated by the employer:
An employer . . . is not permitted to deny an employment opportunity to an Individual with a disability merely because of a slightly increased risk. The risk can only be considered when it poses a significant risk, i.e., high probability, of substantial harm; a speculative or remote risk is insufficient . . . Determining whether an individual poses a significant risk of substantial harm to others must be made on a case by case basis. The employer should identify the specific risk posed by the individual.
* * *
Such consideration must rely on objective, factual evidence -- not on subjective perceptions, irrational fears, patronizing attitudes, or stereotypes -- about the nature or effect of a particular disability, or of disability generally.
Funded by a Grant from the U.S. Department of Justice
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The Americans with Disabilities Act-Communication Accommodations ProjectA Resource for Voluntary Compliance with the ADA
A JOINT PROGRAM OF
The American Foundation for the Blind National Center for Law and DeafnessGovernmental Relations Department Gallaudet University1615 M Street N.W., Suite 250 800 Florida Avenue, N.E.Washington, DC 20036 Washington, DC 20002(202) 223-0101 (202) 651-5343
MEMORANDUM ON THE RIGHTS OF DEAF AND HARD OF HEARING EMPLOYEES TO REASONABLE ACCOMMODATIONS UNDER THE AMERICANS WITH DISABILITIES ACT
Thank you for your interest in the legal rights of deaf and hard of hearing employees under the Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et sec., prohibits most employers from discriminating against persons with disabilities. These obligations are placed upon all employers of 15 or more persons. These obligations will go into effect July 26, 1992, for employers with twenty-five or more employees and on July 26, 1994 for employers with fifteen to twenty-four employees.
Under Title I of the ADA, employers are required to make reasonable accommodation to the physical or mental limitations of an employee:
It is unlawful for a covered entity not to make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless such covered entity can demonstrate the accommodation would impose an undue hardship on the operation of its business.
29 C.F.R. 1630.9 (a).
It is clear that reasonable accommodations include a provision of telecommunication devices for the deaf (TDDs), and visual alarms and other accommodations to communicate audible alarms and messages. There is also a provision for deaf employees who rely on sign language, that a qualified sign language interpreter be present at any time important communication is taking place. The ADA also requires reasonable transfer of nonessential job duties to enable, for example, a deaf individual to perform work in which there is a small amount of telephone responsibility. The regulation specifically list
these accommodations in its definition of reasonable accommodations:
Job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquisition or modifications of equipment or devices; appropriate adjustment or modifications of examinations, training materials, or policies; the provision of qualified readers or interpreters; and other similar accommodations for individuals with disabilities.
29 C.F.R. 1630.2 (o) (2) (ii).
We hope this information is of assistance to you in your efforts. Please let us know if you have any questions, or if there is any further information or assistance we can provide.
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The Americans with Disabilities Act-Communication Accommodations ProjectA Resource for Voluntary Compliance with the ADA
A JOINT PROGRAM OF
The American Foundation for the Blind National Center for Law and DeafnessGovernmental Relations Department Gallaudet University1615 M Street N.W., Suite 250 800 Florida Avenue, N.E.Washington, DC 20036 Washington, DC 20002(202) 223-0101 (202) 651-5343
TITLE I OF THE AMERICANS WITH DISABILITIES ACT: RIGHTS OF A DEAF WORKER WITH A HEARING ASSISTANCE ANIMALThank you for your recent request for information on the Americans with Disabilities Act, specifically as it relates to the use of hearing assistance animals in the workplace. Title I of the Americans with Disabilities Act, 42 U.S.C. 12111 et seq. (Title I), which goes into effect July 26, 1992, for employers of twenty-five or more persons, prohibits employers from discriminating against workers with disabilities. The U.S. Equal Opportunity Commission regulation to Title I, 29 C.F.R. Part 1630, and the EEOC Interpretative Guidance published thereto, 56 Fed. Reg. 35726 (July 26, 1991), outline the requirements this law places on employers. Among other requirements, the regulations mandate that employers provide reasonable accommodations to the disability of an employee, 29 C.F.R. 1630.9(a).
The protections afforded by Title I and its regulation clearly protect a deaf worker's right to accompaniment by a hearing ear dog. The EEOC's Interpretive Guidance to this regulation makes it clear that the definition of reasonable accommodation may include permission for a worker to be accompanied by an assistance animal:
It may also be a reasonable accommodation to permit an individual with a disability the opportunity to provide and utilize equipment, aids or services that an employer is not required to provide as a reasonable accommodation. For example, it would be a reasonable accommodation for an employer to permit an individual who is blind to use a guide dog at work, even though the employer would not be required to provide a guide dog for the employee.
56 Fed. Reg. at 35744.
It is clear from other sections of the Americans with Disabilities Act (ADA) that hearing ear dogs are recognized and protected by this law. For example, the U.S. Department of Justice Regulation to Title III of the ADA requires public accommodations to admit service animals for persons with disabilities, and defines service animals as follows:
Service animal means any guide dog, signal dog, or other animal individually trained to do work or perform tasks for the benefit of an individual with a disability, including, but not limited to . . . alerting individuals with impaired hearing to intruders or sounds . . .
28 C.F.R. 36.104.
In its Analysis of this regulation, the Department of Justice has noted:
This [rule] reflects the general intent of Congress that public accommodations take the necessary steps to accommodate service animals and to ensure that individuals with disabilities are not separated from their service animals. It is intended that the broadest feasible access be provided to service animals in all places of public accommodations, including movie theaters, restaurants, hotels, retail stores, hospitals, and nursing homes.
U.S. Department of Justice Analysis to its Regulation pursuant to Title III of the Americans with Disabilities Act, 56 Fed. Reg. 35544 (July 26, 1991), at 35565.
Although hearing assistance dogs are generally not required to assist a deaf person directly in his or her work, the dogs at the workplace are available to alert deaf workers to emergencies, such as fire alarms. When a deaf worker is in an area without others present, the worker would be unaware of the alarm without the dog. The deaf worker may also utilize the dog in travel to and from the employment site. Due to the minimal burden the presence of the dog places on the employer, the accommodation of keeping a hearing assistance dog at work is reasonable and required under the federal law, and also under many state laws.
Central to these rights, of course, is the professionalism of the animal. The dog must be trained specifically to the tasks required by the deaf person, and also must be a professional and obedient animal.
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The employer may place reasonable restrictions on the behavior and placement of the assistance animal at the job site.
We hope this information has been of assistance. If you have further questions, or if you require further assistance, please do not hesitate to contact us.
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Accommodations and Technology
The Americans with Disabilities Act (ADA) is a federal civil rights law passed in 1990 created to protect people with disabilities from discrimination in employment (Title I), in programs and activities offered by state and local governments (Title II), and in accessing goods and services offered in places of public accommodation, i.e. stores, hotels, restaurants, medical facilities, etc. (Title III). Employers having 15 or more employees, employment agencies, labor organizations, and joint labor-management committees must comply with Title I of the ADA.
The Wisconsin Fair Employment Law (WFEL) is contained in Section 111.31 of the Wisconsin Statutes. The purpose of WFEL is to protect the rights of people to employment free of unlawful discrimination. People with disabilities, including those who may be deaf or hard of hearing, are protected. All Wisconsin employers, public and private, employment agencies, licensing agencies, and unions are covered regardless of the number of employees.
This section of the manual includes various accommodations that may be made for individuals with a hearing loss, suggestions for use of the different accommodations, what equipment may be necessary, where to find equipment, and funding assistance, if available. It is strongly recommended to make it a practice to consult with the individual about how he/she best communicates and what accommodation(s) work best for that individual and in what situations.
Section
4
Amplified TelephoneSound is amplified as it comes into the receiver.
USE
One-to-One telephone communication Hard of hearing individuals
BENEF ITS
Hearing aid/CI compatible Reasonable cost for telephones Corded and cordless models available Speakerphone models available Some models include ring alert flashing light
BARR IERS
Can only be used for telephone communication (no text) May not be compatible with existing telephone system
EQUIPMENT NEEDED Amplified telephone model
SOURCE/COST
Obtain from specialty vendors Costs range from $80 to $400 for Remote Control
Speakerphone
Tax credits and deductions for ADA accommodations may be available for eligible businesses through the IRS.
Amplified Telephone—Corded Model Amplified Telephone—Cordless Model
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Assistive Listening Devices (ALD’s)ALD’s are amplification systems designed to help people hear better by improving signal to noise ratio; speaker uses a microphone or transmitter; listener uses either a hearing aid switch or a receiver compatible with the system.
SYSTEMS AVA ILABLE
Personal amplifiers (i.e. Pocketalker) FM systems—transmit sound via radio waves Infrared technology—transmit sound by invisible light beams Induction loop technology—based on electromagnetics
USES
One-to-One communication Classroom/meeting use
BENEF ITS
Allows access for hearing aid or cochlear implant (CI) user One system can be used by multiple individuals Listener able to focus directly on sound source thereby
reducing distractions from background noise
BARR IERS
Individual must have hearing aid/CI compatibility or use receiver provided with system
If multiple speakers, microphone must be passed Possibly limited range Infrared systems for indoor use only
EQUIPMENT NEEDED
Personal amplifier—not wireless Portable FM, Infrared, or Loop systems Large area FM systems (installed) Loop system (installed) Infrared system (installed)
SOURCE/COST
Obtain through specialty vendors
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Costs can range from $150 for a personal amplifier to $2000 for a large area system (plus installation costs)
Tax credits and deductions for ADA accommodations may be available for eligible businesses through the IRS.
Personal FM—“Pocketalker” Large Area FM System
w/ReceiversNeckloop
Communication Access Realtime Translation (CART)Realtime captioning—the instant translation of the spoken word into English text projected to a large screen or other display using a stenotype machine, notebook computer, and real-time software.
USES
Small and large group meetings/conferences/trainings/workshops
Use when verbatim conversation is essential to effective communication
Primarily used by people who are hard of hearing and deaf who are fluent in English or do not use ASL
BENEF ITS
Word for word translation Skilled, professional providers
BARR IERS
Advance scheduling necessary Requires provider trained in use of stenographic equipment Relies on fluency in the written language used
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EQUIPMENT NEEDED
LCD projector Screen or other visual display
Note: captioners usually provide their own steno machine and may provide a projector and/or display
SOURCE/COST
List of CART providers available on ODHH website at http://www.dhfs.wisconsin.gov/sensory/CART/CARTFfrontPage.htm
Contact individual or agency for fees
Tax credits and deductions for ADA accommodations may be available for eligible businesses through the IRS.
Computer-Assisted Note TakingA typist participates in a group activity and acts as note taker typing summaries of the communication while the person who is deaf or hard of hearing either watches the computer monitor or looks at the text projected on a wall or screen if a PC projector is used.
USES
Group meetings/conferences/trainings/workshops
BENEF ITS
Relatively inexpensive (compared to CART) Does not require stenotype machine Current qualified staff may be available as typists
BARR IERS
Information is not word for word Relies on fluency in the written language used
EQUIPMENT NEEDED
Laptop or personal computer Word processing software Possibly PC projector
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SOURCE/COST
Current qualified staff Salary for existing staff
Wages for current staff to provide communication access may be eligible for ADA accommodation tax credits and deductions through the IRS. Consult with a business tax expert.
Computer TechnologyE-mail, Instant Messaging (IM), Internet Chat
USES
One-to-One communication—take turns typing at same computer
Group communication—i.e. email, Instant Messaging
BENEF ITS
E-mail common in many work environments Access multiple users
BARR IERS
Relies on fluency in the written language used May not be real-time communication IM blocked by some systems
EQUIPMENT NEEDED Computer terminal or laptop Internet access E-mail capability and/or messaging software
C-PrintComputer based speech-to-text system using software application called C-Print Pro. Captionists are trained in text-condensing strategies and in typing using an abbreviation system requiring fewer keystrokes. Text can be displayed simultaneously to one or more individuals in different ways, including additional computers (laptops) or display monitors. Input can also be accomplished using voice.
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USES
Educational settings Business and community settings Professional development activities/workshops
BENEF ITS
Uses standard keyboarding (not steno machine) Text can be displayed to multiple users simultaneously Can be used interactively (captionist able to voice for deaf
individual using C-Print) Meaning-for-meaning translation Text can be printed out for reference C-Print training available online
BARR IERS
Relies on fluency in the written language used Access to C-Print skill training may be limited
EQUIPMENT NEEDED
Laptop available for each user with software installed Visual display (optional) Carrying case (if applicable) Automatic Speech Recognition software if voice input used
SOURCE/COST
C-Print developed and distributed by National Technical Institute for the Deaf, Rochester, New York
Cost considerations include hardware, software, captionist training
Wages of current staff trained in C-Print captioning
Wages for current staff to provide communication access may be eligible for ADA accommodation tax credits and deductions through the IRS. Consult with a business tax expert.
Some equipment expenses may also be eligible for Small Business tax credits and deductions.
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Handwritten NotesUSES
Short, simpler communications
BENEF ITS
Readily achievable Inexpensive
BARR IERS
Relies on fluency in the written language used
EQUIPMENT NEEDED
Pen/paper Dry erase board Chalkboard Text device or computer
Paging DevicesA personal on-site paging device transmits a signal from the base transmitter to a receiver (the pager) through vibration and/or a numerical code display. These are local paging systems that work within a specified area.
Text communication is available through cellular service providers. Devices models include the T-Mobile Sidekick, Blackberry, Motorola My2Way, Palm Treo, etc.
USES
One-to-One communication
BENEF ITS
Devices are readily available Employers and employees are able to access each other quickly
in most instances
BARR IERS
Limited service area with local paging systems Cellular service coverage may be limited in some areas
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EQUIPMENT NEEDED
Varies depending on type of system
SOURCE/COST
Local Paging Systems Transmitters available from specialty vendors and communication service providers.
Text communication/devices available through cellular service providers. (Illustration on next page.)
Blackberry Model Text Device Sidekick Model Text Device
Sign Language InterpretersQualified individuals who can both sign what is said in the language/mode best understood by the deaf individual(s) and voice what is signed to the hearing individual(s). Qualified interpreters will be familiar with any specialized vocabulary used during communication. The majority of deaf individuals use American Sign Language (ASL). Interpreters are self-employed service providers or employees of an interpreter referral agency or video remote interpreting service. (Video remote interpreting will be discussed later.)
USES
One-to-One communication, i.e. interviews, job reviews, job training
Large or small group meetings/conferences/trainings/workshops
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BENEF ITS
Communication is conducted in language best understood by deaf employee
BARR IERS
Interpreter availability may be limited in some areas Qualifications vary Can be difficult to secure with short notice
EQUIPMENT NEEDED
None (except as will be discussed under Video Remote Interpreting)
SOURCE/COST
Fees will vary depending on qualifications—contact provider Interpreter referral agency fees include administrative costs ODHH Regional Offices maintain and distribute list of area
interpreters. Statewide list of individual interpreters (by County) and
interpreter referral agencies available on ODHH website at http://www.dhfs.wisconsin.gov/sensory/Interpreting/InterpreterDirectory.htm
Consult with employee for interpreter preferences Refer to Appendix for more information on scheduling and
using Sign Language Interpreters
Tax credits and deductions for ADA accommodations may be available for eligible businesses through the IRS.
TTY/TDDA method of text communication usually over the telephone either direct (TTY to TTY) or through Relay Service (TTY to Voice or Voice to TTY).
USES
One-to-One communication via telephone Face-to-Face communication using turn taking on one device
or using TTY trainer to connect two TTY devices without connection to telephone line
Persons who are Deaf or Speech Impaired
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May be a preferred accommodation for person who is hard of hearing
BENEF ITS
Reasonable cost for TTY device(s) Relay services are free (regular long-distance charges would
apply if applicable) Connects to regular phone line—does not require Internet
access or DSL Real-time communication Possible to have printout of conversation depending on TTY
model used
BARR IERS
Relies on fluency in the written language used Must have TTY device or use Relay service Takes up space in work area TTY printouts (if applicable) can be used in court as evidence
EQUIPMENT NEEDED TTY device(s) or software program to use personal computer as
TTY
SOURCE/COST
Obtain through specialty vendors Costs range from about $200 for non-printing model to about
$900 for printing model with large visual display for persons with low vision
Accessories available for most models
Tax credits and deductions for ADA accommodations may be available for eligible businesses through the IRS.
TTY TTY w/Printer
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VideophoneStand alone video telephone (no computer required) that enables users to videoconference using an Ethernet network cable, broadband cable, DSL or Ethernet Internet connection. Monitor can be a standard television. Sign language users are able to make and receive calls through Video Relay (VRS) services (see Video Relay Service). If each person has videophone access and can communicate with each other without using an interpreter, they can call directly to each other—using a Relay Service would not be required.
USES
One-to-One communication Conferencing depending on access to equipment available
BENEF ITS
No computer required Communication between hearing and deaf employees can be
conducted in language best understood by deaf employee Ideal for short communications Works with phone signalers for flashing lamp notification
BARR IERS
Calls made through VRS must be between two different telephone numbers (users cannot be in adjoining workspaces or same room)
Internet connection required
EQUIPMENT NEEDED
High speed Internet connection Videophone, i.e. D-Link DVC-1000 or DVC-1100 i2Eye Monitor, i.e. standard television
SOURCE/COST
D-Link can be purchased through specialty vendors or retail outlets
Price of D-Link varies based on model starting at approximately $200
Internet service
D-Link for Videophone
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Video Remote Interpreting (VRI)The use of video-conferencing equipment to provide sign language interpreting services from a remote site. Deaf and hearing persons are in the same room. Interpreter is at a call center, possibly in another city. VRI is also known as “Interpreting Online” or “IO.”
USES
One-to-One communication Group meetings/conferences
BENEF ITS
Potential cost-savings--billing is for interpreter service only—not charged for indirect billable activities, i.e. administrative service coordination, portal time, travel expenses
24/7 interpreter access Available in rural/remote areas where physical interpreter may
be difficult to find Professionally trained—most will hold National Certification Meets consumer/client preference for communication
accommodation
BARR IERS
Requires access to video-conferencing equipment May not be as effective in very large conference/workshop
situations
EQUIPMENT NEEDED
DSL/High-speed Internet access Video-conferencing equipment, i.e. NetMeeting, Eye to Eye
videophones, ohphonex, smithmicro Videolink, other equivalent videophones
SOURCE/COST
Fees for interpreting services vary—consult provider
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Cost of securing video-conferencing equipment
Tax credits and deductions for ADA accommodations may be available for eligible businesses through the IRS.
Video-conferencing equipment may be eligible for tax credit/deduction based on reason for installation and primary use.
Video Relay Service (VRS)Free relay service enabling anyone to conduct video relay calls with family, friends, business associates through certified ASL interpreters via high-speed Internet connection and videophone.
USES
One-to-One communication
BENEF ITS
Free (used through Internet Relay Service providers) Communication is conducted in language best understood by
deaf employee Relay services available 24/7 Can be used office-to-office or building-to-building (users
cannot be in same room/adjoining workspace) Ideal for short communications
BARR IERS
Specialized equipment and Internet access required
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Cannot be used for persons in same room or adjoining workspaces (FCC regulations require calls are placed between two separate phone numbers)
EQUIPMENT NEEDED
Videophone or webcam for deaf user Hearing user can use regular telephone
SOURCE/COST
Various VRS providers, i.e. Sorenson VRS, Hamilton Relay VRS, Sprint
No cost to use service
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AppendixHow to Schedule the Appropriate Interpreter
Consult first with the employee to determine his/her preference for a particular interpreter and language preference.
If employee has no preference, begin by contacting interpreters on the list who are Nationally Certified.
If a Nationally Certified interpreter cannot be secured, contact Wisconsin State Verified interpreters from the list.
State verified interpreters will have two levelso Interpreting (I)—used most often by/for people who are
deaf whose first language is American Sign Language (ASL).
o Transliterating (T)—a form of English signing used more often by/for people whose first language is English.
o Level 1 indicates a higher level of skill than level 2. Only Level I2/T2 or above are eligible for placement on the ODHH distribution lists.
ONLY interpreters who are Nationally Certified should be considered for serious, complex communications, i.e. medical, mental health, or any legal situation.
Using a Sign Language Interpreter Interpreters are bound by a Code of Professional Conduct
(formerly, Code of Ethics) including strict confidentiality. Interpreters are there to facilitate communication—they should
not add or delete information at any time. Do not ask the interpreter for his/her opinion or to perform any
tasks other than interpreting. Attempt to secure the employee’s preferred interpreter if
applicable. Interpreters generally work as independent contractors and
establish his/her own fee schedule and billing practices. Interpreters may work through an interpreter referral agency. The agency then has an established fee schedule and billing procedure.
Schedule an interpreter as far in advance as possible. An exception might be using Video Remote Interpreting (VRI).
Look directly at the deaf person when speaking not at the interpreter.
Speak in a normal tone and speed.
Speak in first and second persons only not in third person. Example: Correct: “Did you have any trouble finding us today?” Incorrect: “Ask him if he had any trouble finding us today.”
Allow for some lag time because the interpreter will be a least a few words or sentences behind the speaker. Allow the interpreter to finish signing before expecting a response.
If the interpreter misses something or has trouble keeping up, it is the interpreter’s responsibility to ask for clarification or repetition.
It is generally best to seat the interpreter next to the speaker. Defer to the preference of the deaf individual(s).
For meetings lasting more than two hours, two interpreters will be necessary to ensure that the communication is continuous and not affected by fatigue.
A person who is watching an interpreter cannot attend to the interpreter and to any visuals at the same time. Allow time for the deaf individual to watch the interpreter then the visuals sequentially.
Solicit feedback about the interpreter from the deaf employee to be sure the service was satisfactory.
If you are dissatisfied in any way with a particular interpreter’s performance or actions, be sure to discuss your concerns with the interpreter and/or the referral service. Remember the interpreter is present to facilitate communication between the hearing individual(s) and the deaf individual(s).
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ReferencesEquipmentThe following is a partial list of vendors. Contact your regional Office for the Deaf and Hard of Hearing (ODHH) office if you have questions or need more information.
CDHH—Universalink800.755.7994 Voice262.790.9200 Voice800.755.1553 TTY262.790.1940 TTYwww.cdhh.org
Harris Communications800.825.6758 Voice952.906.1180 Voice800.825.9187 TTY952.906.1198 TTYwww.harriscomm.com
Ultratec, Inc.800.482.2424 Voice/TTY608.238.5400 Voice/TTYwww.ultratec.com
Relay/VRS Telecommunications Service ProvidersThe following is a partial list of providers. Contact your regional Office for the Deaf and Hard of Hearing (ODHH) office if you have questions or need more information. Additional Relay/VRS providers throughout the United States are available through Telecommunications for the Deaf, Inc. (TDI) at http://www.tdi-online.org/tdi/fs_videorelayservices.html.
Wisconsin Telecommunications Relay System (TRS)Dial 711 to access Relay Services—Voice or TTY800.947.3529 TTY800.947.6644 Voice800.833.7637 Speech to Speech
Hamilton Internet Relay or Video Relay (VRS)www.hamiltonrelay.com
Follow links/instructions on Home Page
CSD-VRSFor hearing callers: Using a standard telephone, dial 1-800-538-9881. At menu prompt provide one of three options: Name of registered CSDVRS user, CSDVRS Mail extension number, ISDN Number, or IP address. When Video Interpreter confirms the videophone user is online, you may start speaking.
Sorenson VRSFor hearing callers: Using a standard telephone, call 1-866-327-8877. Have the contact information of the deaf or hard-of-hearing individual (i.e. name, videophone number or IP address) ready. The call will be answered by the next available interpreter.
Real Time Captioning ResourcesThe following is a partial list of provider agencies. A list of captioners in private practice is available at http://www.dhfs.wisconsin.gov/sensory/CART/CARTFfrontPage.htm. Contact your regional Office for the Deaf and Hard of Hearing (ODHH) office if you have questions or need more information.
A & A Captioning and CART ServicesKenosha, WI262.657.7777
Caption It, LLCDePere, WI920.336.7232www.captionit.net
Gramman Reporting, Ltd.Milwaukee, WI800.899.7222 Voice414.272.7878 Voice414.272.1806 Fax
Great Lakes ReportingMilwaukee, WI800.893.5831 Voice414.272.4007 Voice414.893.5831 Fax
Halma-Jilek Reporting, Inc.Milwaukee, WI
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800.827.4455 Voice414.271.4466 Voice414.271.0106 Faxwww.halmajilek.com Northwestern Court Reporters/Riverside Captioning CompanyHudson and Eau Claire, WI800.628.7551 Voice Main Office715.386.5157 Voice Main Office715.386.6584 Fax Main Office715.835.7581 Voice Eau Claire Officewww.nwcourtreporters.com www.closed-captioning.com
Colleen Reed ReportingMilwaukee, WI877.453.4777 Voice414.967.0368 Voice414.967.0557 Faxwww.colleenreed.com
Quality Reporting Services, LLCSouth Milwaukee, WI414.779.0064 Voice414.762.4995 Fax
Schindhelm-Peppey Reporting, an Eastwood Stein CompanyMilwaukee, WI414.271.0566 Voice414.271.8230 Fax
TSS-The Speech Source, Inc.Milwaukee, WI888.811.3497 Voice/TTY Toll Free414.964.3497 Voice414.964.5697 Fax
Verbatim Reporting, LimitedMadison, WI800.255.7710 Voice608.255.7700 Voice608.255.7749 Faxwww.verbatim-madison.com
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Interpreter Referral/Coordination AgenciesThe following is a partial list of provider agencies. Contact your regional Office for the Deaf and Hard of Hearing (ODHH) office if you have questions or need more information.
CommunicationLinkBrookfield, WI800.542.9838 Voice/TTY Toll Free262.790.7188 Voice/TTY262.790.0580 Fax
Coulee Region Interpreting ServicesLa Crosse, WI608.782.7340 Voice
Interpreting Solutions, Inc.Milwaukee, WI414.727.8778 Voice414.727.8773 Faxwww.interpretingsolutionsinc.com
Professional Interpreting Enterprise, LLC (PIE)Greenfield, WI888.801.9393 Voice/TTY Toll Free414.282.8115 Voice/TTY414.282.8117 Faxwww.pieinc-wi.com
TSS-The Speech Source, Inc.Milwaukee, WI888.811.3497 Voice Toll Free414.964.3497 Voice414.964.5897 TTY414.964.5697 Faxwww.thespeechsource.com
Video Remote Interpreting (VRI) Service ProvidersThis is only a partial list of providers. There are VRI providers located in many areas of the U.S. Enter “Video Remote Interpreting” in your search engine to access other providers.
Birnbaum Interpreting Servicewww.bisworld.com/services/technology.htm
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Communication Services for the Deaf (CSD)http://www.csdinterpretingonline.com/
Sorenson Communicationswww.sorensonvri.com
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Office for the Deaf and Hard of Hearing Southern Regional Office - Madison, WICounties Served: Columbia, Dane, Grant, Green, Iowa, Jefferson, LaFayette, Richland, Rock, Sauk, Walworth
888.241.9428 TTY608.444.0335 Voice608.264.9899 [email protected]
Southeastern Regional Office - Waukesha, WICounties Served: Kenosha, Milwaukee, Racine, Waukesha
888.701.1246 TTY262.548.5858 Videophone262.521.5314 [email protected]
Northeastern Regional Office - Green Bay, WICounties Served: Brown, Calumet, Dodge, Door, Fond du Lac, Green Lake, Kewaunee, Manitowoc, Marinette, Menominee, Oconto, Outagamie, Ozaukee, Shawano, Sheboygan, Washington, Waupaca, Winnebago
888.241.9430 TTY920.490.8270 Videophone920.490.0500 or [email protected]
Northern Regional Office - Wausau, WICounties Served: Adams, Ashland, Florence, Forest, Iron, Juneau, Langlade, Lincoln, Marathon, Marquette, Oneida, Portage, Price, Taylor, Vilas, Waushara, Wood
888.241.9431 TTY715.842.7693 Videophone715.842.1211 [email protected]
Western Regional Office - Eau Claire, WICounties Served: Barron, Bayfield, Buffalo, Burnett, Chippewa, Clark, Crawford, Douglas, Dunn, Eau Claire, Jackson, La Crosse, Monroe, Pepin, Pierce, Polk, Rusk, Sawyer, St. Croix, Trempealeau, Vernon, Washburn
888.701.1254 TTY
Disability Access ResourcesDepartment of JusticeAMERICANS WITH D ISAB I L IT I ES ACT HOME PAGE
http://www.usdoj.gov/crt/ada/adahom1.htm
United States Equal Employment Opportunity Commission (EEOC)http://www.eeoc.gov/
Great Lakes ADA & Accessible IT CenterDISAB IL I TY AND BUS INESS TECHNICAL ASS ISTANCE CENTER
http://www.adagreatlakes.org/
Job Accommodation Networkhttp://www.jan.wvu.edu/
Wisconsin Department of Workforce Development (DWD)http://www.dwd.state.wi.us
Wisconsin Assistive Technology Resource Centerhttp://www.wiatrc.org
WorkSource Wisconsinhttp://www.worksourcewi.com
List of AcronymsADA Americans with Disabilities Act
ALD Assistive Listening Device
ASL American Sign Language
CART Communication Access Real-Time Translation
DBTAC Disability Technical Assistance Center
DHFS Department of Health and Family Services
DOJ Department of Justice
DVR Division of Vocational Rehabilitation
DWD Department of Workforce Development
JAN Job Accommodation Network
ODHH Office for the Deaf and Hard of Hearing
OSHA Occupational Safety and Health Administration, U. S. Government
TDD Telecommunication Device for the Deaf (refers to same device as TTY)
TDI Telecommunications for the Deaf, Inc.
TRS Telecommunications Relay System
TTY Teletypewriter (refers to same device as TDD; this is term preferred and most commonly used by people who are deaf)
VP Videophone
VRI Video Remote Interpreting
VRS Video Relay Service
WFEL Wisconsin Fair Employment Law