Posted By Malcolm Hogarth I am looking for assistance / advice on an issue with a hearing impaired employee and particulary how best we can assist her. Without going into the details in great depth the basic cirmumstances are: We have provided a specialist telephone, hearing aids and other devices but the employee is still claiming that we have not done enough for her. I have contacted the Disability Discrimination Rights Commission, Access to Work and HSE Employment Medical SAdvisory Service but have not really got the advice I am seeking as most of their advice is geared toward the employee. After consultation with the employees line manager and senior manager we feel the way ahead is to consult an independant assessor to carry out a hearing test and to give us advice on what more we can do for the employee. An added difficulty is that the employee is also performing poorly in her job and we do not want to be caught in the situation of having to confront her with this without it becoming an issue of her poor hearing. Does anybody know where I might go to find an independant hearing assessor? All advice would be gratefully received. Malcolm

Posted By Adam Jackson Do you mean someone who can do a general assessment of issues surrounding hearing issues in the workplace relating to this individual, or someone who can measure her hearing to determine the level of hearing loss? If its the former, then I'm plumb out of advice. If its the latter and you get no other joy drop me an e-mail and we'll try and work something out. I can measure hearing to determine an individual's ability. If its one test I'm sure I can find a way of getting to you and doing it free.

Posted By Jason Touraine You could try asking what they feel you should provide.

Posted By David J. Hi, I agree with the view that you have done at least if not more than “is reasonable” to assist this employee in her work activities and maintain her H&S. Remember the bottom line and test in either assisting her to perform her duties and maintain her safety is to do “what is reasonable in the circumstances” You should also remember and remind this employee that she has a duty to co-operate and at least met you half way in all aspects of her employment. Sorry if this sounds harsh but I have a similar problem with a wheelchair bound employee, who thinks we can “magic the beans” and cover every angle/aspect of his safety, environment etc. but he does not need to do anything in return e.g. take some responsibility for himself. Perhaps you have a similar attitude with this employee.