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Checklist for Reasonable Workplace Accommodation for Employers working with deaf or hard of hearing employees

  • Each employer should have a Human Resources contact for workplace accommodation needs and let deaf or hard of hearing employees know
  • Provide employee awareness training on working with employees who are deaf or hard of hearing
  • Send employee communication from top management on employers’ commitment to the creation of an inclusive work environment, particularly full communication access for those with hearing loss
  • Once a deaf or hard of hearing person is hired, make arrangements for modifications in the workspace or at facilities such as assistive devices, job modifications that deal with auditory or verbal communication challenges, accommodation awareness training, visual set-up within the workplace (i.e. mirror for deaf or hard of hearing employees who will see another employee coming, visual alarms for fires or phone), TDD devices, security setup, a buddy system, and communication access supports (use of iPhone, captioning, Sign Language interpreter, etc.).
  • Ensure all supervisors have received workplace awareness training on accommodation detailing.  In addition, all health and safety, IT, employee relations, benefits, personnel should be trained on workplace accommodation requirements and their responsibilities
  • Review training materials and company communication methods to ensure that employees who are deaf or hard of hearing are able to access and understand.
  • Ensure an employer policy has been put into place to handle needs or complaints pertaining to accommodation requests or those who work with employees who are deaf or hard of hearing
  • Create a tracking system for logging all efforts for accommodation including grievances and follow-up efforts
  • Plan accommodation needs ahead of time for the training, meetings and orientation. Some access resources require advance planning
  • Monitor employee interaction to ensure that deaf or hard of hearing employees are not being marginalized, isolated, or treated with disrespect.  Keep in mind that the workplace communication is predominantly auditory and verbal and all parties need to be sensitive considering those with hearing loss accessing information.
  • Check with Accessibility Services @ CHS for various supports available
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