Hearing Impaired Should be Explicit With Office Arrangement Requests

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There is an ever growing increase in the number of working Americans who are losing their hearing. Hearing losses are presently being experienced by around 22 million Americans. In the next 25 years, 28% of working Americans are estimated to lost a certain part of their hearing, says the National Institute on Aging.

Hearing loss in the workplace can be traced for a number of reasons. We live in a noisy environment, claims the director of career counseling and job placement services at the New York League for the hard of hearing. The age in which people die and also when they retire is much older. Noise cannot be avoided in any workplace.

Machines are always active and working in any workplace and people are always talking. The noise limit is not in any way violated, but these do go past communication level. The loudness of noise allowed in the workplace is 85 decibels. To help employers and employees cope with hearing loss in the workplace, the League and other organizations provide the assistance that they can.

Hard of hearing employees are limited in doing things and employers can address this matter easily. Amplified phones and desks at noise free locations are things to consider. Giving the job of answering phone to someone else is also something to consider. But you will have to explain these to the employer. Just because you are not being provided for to meet your needs doesn't mean that your supervisors don't care.

The employee is instructed to describe any arrangements in the office necessary. For instance, if the employee is in need of a piece of equipment, he can get the numbers and costs of the models and inform the supervisor about them for approval and action. Regarding areas that are too noisy, the employee should make them be known so she can be relocated.

There is no difference to the job search of the hearing impaired, but the impairment can make things difficult for the person. She says that she often sees those who don't believe in themselves. Being excluded from different occupations and uncertainty for what to go for would be among the worries of the beginner. Since the applicant will have to use the phone to schedule an interview, this also poses as a problem. During the job search, the applicant must also know when to mention the impairment.

The employed person has his own worries in his job. The person may choose not to talk in meetings because he is hiding his impairment. He risks being marked as unmotivated and passive.

Being open about it during the job and job search is ideal. She advises against mentioning the impairment on the resume, but recommends that it be told during the interview.

The applicant can talk about it and make things clearer for the employer who is bound by law not to ask anything about it. Those whose managers might not realize the impact of impairment may educate them through the help of the League of self help for the hard of hearing. The League provides workshops for impaired employees and teachers employers on how to deal with their employees.

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