What Is "Reasonable Workplace Accommodation"?
For low vision people in the workplace, it's
employer-provided assistance that enables the employee to do
their job despite being low vision, provided it doesn't place
an undue burden on the employer.
The "undue burden" is subject to interpretation. However,
for most jobs, $1,000 or less of expense for equipment that
will last 10 years is hardly an "undue burden." It comes out
to $2 a week at the top end for a 65"
big screen Smart TV and stand
(the mouse and keyboard already have to be provided, and
there's the saving of not having to provide an
ordinary screen to factor in, so $2 a week is very much at
the high end).
Age-Related Discrimination
There are plenty of jurisdictions that have laws against
unreasonable discrimination based on age - and there are
plenty of age-related causes of decreased visual acuity.
If you're a truck driver who can no longer drive a truck
because of vision loss, you can make the claim to the
business that you need to be accommodated by transferring
you to an available job elsewhere in the business that you
can do - even if it requires a big screen
TV in addition to the job transfer itself.
For an office worker using a computer, again, if a setup
based on the principles outlined on this site can enable you
to keep your job, you can demand that they accommodate you.
A 50" 4k smart TV that costs $500 and lasts 10 years
works out to $0.20 a day is hardly a burden.
Less than $1,000 to retain an employee is cheap compared to
the cost of vetting, hiring, and training a replacement. In
today's tough-to-find-workers labour market, it makes sense.
"But EVERYONE Will Want A Big Screen TV!"
So what? First, there are people who will refuse outright to
use a big screen TV as a computer monitor because "It's Too
Damn Big!"
It's the same as people who were resistant to working with
computers equiped with dual-screens, even though they saved
the business money through reduced error rates and increased
productivity.
Ayone who wants one should be given a big screen UHD TV as a
monitor replacement. It will more than pay for itself within
months just in increased productivity.
"So I Asked, And They Refused ... Now What?"
It's a cruel, stupid world out there. But you can make it
THEIR problem. Take them to your local human rights tribunal,
workplace equity tribunal, etc. If you're going to lose your
job anyway, you have nothing to lose, and you are paving the
way for others who will follow you.
Realistically, what other choice do you have?
Settlements should include lost pay, moral and punitive
damages to discourage future employer discriminatory
misconduct, and the requirement to re-hire you or pay for an
outplacement agency to help you find another job.
You're not asking for a favour. You're entitled to not be
discriminated based on a prohibited reason. Besides, keeping
an employee who has a history with the business and knows
the people and policies in place is valuable ... if not to
your employer, then certainly to their competitors.
If they're too stupid or stubborn to realize the true value
of an employee's institutional knowledge, they deserve to be
punished. But keep in mind that you only have rights so long
as you actually exercise them. You have to take the initiative.
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