According to the ADA, an employer has a duty to provide a reasonable accommodation that is effective to allow a person with a disability to perform the essential functions of their job. The appropriate accommodation for someone with a hearing disability will vary according to the type of disability the person has and the essential functions of their job. There are many potential options that may work for someone with a hearing disability. Start by talking to the person with the hearing disability about what might work for them. Examples of accommodations a qualified applicant or employee with hearing disability may need include: a sign language interpreter, a TTY, text telephone, voice carry-over telephone, or captioned telephone, a telephone headset, appropriate emergency notification systems (e.g., strobe lighting on fire alarms or vibrating pagers), written memos and notes (especially used for brief, simple, or routine communications), work area adjustments (e.g., a desk away from a noisy area or near an emergency alarm with strobe lighting), assistive computer software (e.g., net meetings, voice recognition software, assistive listening devices (ALDs), augmentative communication devices that allow users to communicate orally by typing words that are then translated to sign language or a simulated voice, communication access real-time translation (CART), which translates voice into text at real-time speeds, and altering an employee’s marginal (i.e., non-essential) job functions, among others. You can get additional information about potential accommodations by visiting: http://askjan.org/media/hearing.html.
From The EEOC: http://www.eeoc.gov/eeoc/publications/qa_deafness.cfm
For more information, see our Effective Communication Fact Sheet at: http://www.northeastada.org/docs/National%20ADA%20Fact%20Sheets/National%20ADA%20Center%20Fact%20Sheet%202%20EFFECTIVE%20COMMUNICATION.pdf