Low Vision Computing

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Workplace Accommodations

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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Email: barbra@lowvisioncomputing.com

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