How They Did It

manufacturing company:
factory line worker

PROBLEM: Satterthwaite Fixtures didn't realize that the high noise levels on its factory floor would present some job-related challenges for Mary Gibbons, the first deaf worker on the Atlanta manufacturing company's packaging line. Mary quickly discovered she had to turn off her hearing aids--they only served to amplify the loud sounds and didn't help her distinguish other sounds in the environment. But with her aids off, she can't hear job-related alert sounds, such as the bell that signals the start of the conveyer belt. Supervisor Tom Baker can't communicate with her easily when she's on the line--and she also can't hear announcements on the intercom.

BACKGROUND: Twenty-year-old Mary, who has been profoundly deaf from the age of five, found it difficult to get her first real job after graduating from her high school's special education program. Since she was "mainstreamed," she also has good speech in addition to her sign language skills. Although she considers herself deaf, others often perceive Mary as hard of hearing. She tries to understand what people say by using her lip-reading skills along with the residual hearing of her powerful behind-the-ear hearing aids.

Mary's first job, scooping ice cream at a local shop, was part-time work and offered no benefits. With assistance from the state vocational rehabilitation office, she recently accepted a new position with Satterthwaite. She now works on a factory assembly and packing line at $10 an hour: the full-time job offers health insurance coverage as well as other benefits. For the first time, Mary is excited about the possibility of becoming financially independent. She currently lives with her parents, but hopes to get her own apartment in the future.

SOLUTION: Mary talked with her vocational rehab counselor, Sid Greenberg, who made a number of recommendations to her employer. To resolve the conveyer belt issue, he recommended the factory install a light that flashes at the same time the conveyer belt bell rings. That cost $100, including installation. To address the intercom problem, Mary now wears a personal pager ($80) that vibrates when her supervisor presses a transmitter from 100 feet away. This signals Mary to come to his office where they can talk in a soundproof room. As required by state building code, the factory already had a fire alarm that both flashed and emitted a loud sound.

In addition, company announcements are now typed up at the beginning of the day and delivered to Mary's mailbox. Since other coworkers have found this written communication helpful as well, it also gets posted on the bulletin board of the staff lunchroom. A phone with amplification is provided in the break area for Mary to use if she needs to make a personal call. (The TTY phone device includes VCO--or voice carry-over-features that allow both TTY and regular phone calls. This particular model cost about $300.)

Sid also counseled the company on how it can receive a tax break by deducting part of the cost of accessibility equipment, and the company is prepared to provide additional accommodations for Mary in the future as the needs arise. Meanwhile, Mary hopes to take advantage of the tuition-reimbursement benefit to learn computer skills at a local community college so she can transfer to a more interesting and responsible position within the company.