Ojibway Interpreter

Job Title

Ojibway Interpreter – Phone Interpreter (Work from Home, United States)

The Ojibway Telephone Interpreter is responsible for handling on-demand calls, rendering the meaning of conversations between Ojibway and English speakers across a wide range of industries such as healthcare, government, insurance, finance, utilities, travel & hospitality, general business, law enforcement, court, and 911.

• Respond to interpreting sessions promptly and conduct interpretation in a friendly and professional manner.
• Render correct concepts and meanings according to established interpretation protocol, avoiding omissions or additions.
• Speak clearly in both languages using proper pronunciation, enunciation, and polite expressions.
• Maintain a professional demeanor and remain calm during interpreting sessions, especially in emergency situations such as 911 calls.
• Maintain punctuality and availability during work hours and follow client instructions in compliance with protocol.
• Ensure interactions comply with client expectations and avoid unauthorized contact with the Limited English‑speaking Person (LEP).
• Understand protocol and terminology for various industries including medical, insurance, finance, and law.
• Demonstrate commitment to cultural sensitivity and work in a diverse environment.
• Manage highly emotional and stressful calls, sometimes remaining on a call for extended periods without breaks due to high call volume.

• Fluency in Ojibway and English, with strong cultural competency and the ability to assess regional and accent differences.
• Excellent listening, retention, and note‑taking skills to maintain a high level of accuracy during interpretation.
• Ability to concentrate, remain detached, neutral, and objective at all times, including on sensitive subjects such as end‑of‑life conversations, pregnancy termination, vaccinations, and matters concerning sexual orientation or gender expression.
• Education or work experience in language‑related fields such as teaching, language assessment, translation, or interpretation preferred.
• Must be at least 18 years of age and legally authorized to work in the United States without requiring future visa sponsorship.
• High school diploma or equivalent.
• Must be able to read and write Ojibway and English—highly preferred.
• Adaptability to any LLS technology enhancements that improve service delivery.
• Post‑offer or pre‑employment background check and/or drug screen may be required based on location.

• Dedicated personal device (desktop, laptop, tablet, or smartphone) for business purposes.
• Operating systems:
  Windows, MacOS, or Chrome
  
  OS.
• Tablets: iPadOS or Android acceptable.
• Smartphones: iOS or Android acceptable. Restricted brands:
  Kaspersky products, Huawei hardware.
• High‑speed Internet connection for work related electronic communication. Internet must provide download speeds of at least 5 Mbps, upload speeds of 3 Mbps, ping no more than 300 ms, and jitter no more than 30 ms.
• Access to a quiet space free from background noise or distraction.

• Ability to operate a keyboard and mouse and remain in a stationary position in front of a computer for the majority of the workday.
• Ability to operate company‑provided software and systems to perform all aspects of the job.
• Sufficient manual dexterity to type or write.
• Capability to lift up to 26 lbs.
• May be exposed to moderate noise levels (computer, audio, telephone).

• Independent contractor – no employee benefits.
• Pay of $1.25 to $1.40 per minute.
• Employee referral program.
• Advancement opportunities within the organization.
• Interpreter support and inclusive work environment.

LLS is an equal opportunity employer, meaning that employment opportunities are made and offered to individuals without regard to race, color, religion, sex, national origin, or any other characteristic protected by federal or state law or local ordinance. LLS will reasonably accommodate employees and applicants with disabilities if the person is otherwise qualified to safely perform all of the essential functions of the position.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

41 CFR 60-I.35(c).