by Cindy A. Abole, Public Relations
Interpreter
Daryl Crouse signs for new hire Ron Adams as Human Resources employment
specialist Sharon Zolner looks on during a New Employee Orientation.
They can be seen at almost any public event or gathering, usually facing a crowd.
Their faces are often animated as they mouth certain sounds forming vowels. In contrast, their hands motion in a constant flurry of activity, gesturing in forceful but graceful movements.
Together, these actions form a language which communicates a series of thoughts or sentences between speaker, sign language interpreter and the individual whose hearing is impaired.
In South Carolina, there are more than 315,000 people who are deaf or have been diagnosed with a hearing loss. More than 50,000 reside in the Tri-county area.
“The lack of good communications can be frustrating,” said Daryl Crouse, a certified interpreter and president of Communication Access Network, Inc. “We’re excited to be able to provide this service whenever its needed.”
Crouse’s company was hired recently by MUSC to provide 24-hour interpreting services for deaf and hearing impaired patients and its employees.
Their services were recently enlisted when they were asked to interpret for MUSC employee Ron Adams, an accountant with the Bursar’s Office. Like all new employees, Adams was scheduled to attend April’s employee orientation. Seated just three feet from their client, Crouse and fellow interperter Cathie Sestak took turns translating Occupational and Safety Health Administration guidelines, benefits and general university information presented by Human Resource Management.
“I’m glad that MUSC provides this service,” said Adams as interpreted through Crouse. “Because of this, I’ve encouraged other people like me to seek jobs here at MUSC.”
Communications Access Network specializes in providing sign language interpreting support for private, state and federal government clients in Charleston, Columbia, Spartanburg, Savannah, Atlanta, Memphis and San Diego. The Charleston-based company employs eight staff members and 32 part-time interpreters. The program operates in full compliance with the American with Disabilities Act and other existing laws.
South Carolina is among four states currently seeking legislation to provide qualified interpreting services for deaf or hard-of-hearing people. There are 21 states that have passed legislation that requires national certification of interpreters through the Registry for Interpreters of the Deaf and the National Association of the Deaf.
American Sign Language is the language used by a majority of people in the deaf community of the United States and most of Canada. Qualified interpreters can provide two types of signing: consecutive and simultaneous. Consecutive signing is conducted in short sequences allowing an interpreter to listen, translate and sign. Simultaneous signing provides clients with live translation and signing in unison.
“We hearing people tend to talk in circles,” said Crouse, who possesses certificates in interpretation and transliteration from the registry since 1995. “In conversation, people don’t always come straight to the point. The interpretation assists in providing clear communication for deaf people.”
Patient/employee communications addressed
by Cindy A. Abole, Public Relations
The effectiveness of good communications is no more important than between a health care professional and patient.
When a health care worker and patient cannot communicate because they do not share a common language or communication method, the message is easily lost.
Although communication is a challenge between people of different cultures and ethnic backgrounds, it is a shared problem for patients who are deaf or hearing impaired.
The Americans with Disabilities Act (ADA) was created in 1990 to prohibit the discrimination of people with disabilities. Its laws protect qualified individuals in employment, public services, public and private transportation, public accommodations and telecommunication services.
Under the act, a person with a disability is defined as anyone who has a physical or mental impairment that substantially limits one or more major life functions. This would include activities like eating, breathing, caring for oneself, working, walking, etc. It also protects individuals with a medical history or who are recovering from an injury.
State and local governments are also required to provide public accommodations to programs and services to all people, regardless of disability. Access to these programs within service establishments like hospitals, physician’s offices and health care facilities is also a requirement.
Medical facilities are encouraged to make reasonable accommodations to support a patient’s need for auxiliary aids and services. Auxiliary aids may include the use of qualified interpreters who can provide effective communication for people with a hearing loss.
Interpreters are needed in all medical situations where information is exchanged. This can include taking a patient’s medical history, interpreting test results, diagnosis, treatment, discharge instructions and scheduling follow-up care.
Recently, MUSC awarded Charleston-based Communication Access Network Inc., with a contract to provide 24-hour sign language interpreting services for deaf and hearing-impaired patients and employees.
Hearing-impaired patients are encouraged to take advantage of this service during their visits to MUSC. Patients should request interpreting support prior to a scheduled visit. As clinics receive this request, it is relayed directly to network schedulers who confirm the appointment and assign a qualified individual to support their communication needs.
Support for Employees
The American Disabilities Act prohibits discrimination against a qualified individual with a disability. Therefore, public and private companies are encouraged to employ individuals with disabilities.
A report from the 1990 United States Census concluded that more than 60 percent of all work age Americans with disabilities do not participate in the work force. About 76 percent of all people with severe disabilities do not work either full or part-time jobs.
As one of the Lowcountry’s biggest employers, MUSC operates with a workforce of more than 8,000 medical center and university employees. Of that amount, only a small percentage have declared themselves disabled.
Challenged by blindness, hearing impairment, physical disabilities or other developmental challenges, this skilled and talented group of individuals to continue to provide daily support in the state’s largest medical center.
It is estimated that each year, the federal government spends 40 times more money to support people with disabilities who are not working than it spends to provide support programs or assists in employment assistance.
Human Resource Management provides policies and provisions in compliance with the Americans with Disabilities Act. It reads that reasonable accommodations can be provided to support an employee's job.
“When the ADA was passed in 1990, there was a big push on campus to identify employees with disabilities and provide accommodations and accessibility for the physically challenged,” said Kathy Leitch, Human Resources associate and ADA coordinator. Leitch recounted how campus buildings were modified to include wheelchair ramps and entrances. Today, most campus structures have passed compliance.
Although most disability issues and accommodations are handled individually by departments who employ qualified individuals, Leitch and other members of the Human Resources team are available to provide other resources and guidance.
Other accommodations required by deaf and hearing impaired individuals include the installation of a TTY/TTD or telecommunications device. Separate from a standard telephone, this adapter device allows an individual to read and send displayed messages. There are several TTY-adapted telephones located throughout campus.
For an employee to request an interpreter, a form is completed, approved and sent to Communication Access Network. The scheduled interpreter will communicate with the requestor and provide services.
“Providing reasonable accommodations and services is commonplace among today's employees,” said Leitch. “Unless the accommodations causes undue hardship to the employer, it is required by law. Providing these services is always an educational and rewarding experience.”