Each person in Washington, D.C. is unique. Some may live with physical or mental differences that make it a bit more challenging for them to work in a traditional work environment. However, it does not mean that individuals with disabilities or impairments, such as blindness or other visual impairments, have no place in the workforce. It does mean that they may need reasonable accommodations.
When it comes to employers providing these accommodations, they must not present any undue hardship on the company. Still, visually impaired workers may be able to request accommodations that allow them to be valuable members of the team, such as working in a position where the worker would not face safety risks due to his or her disability. A worker may be able to use various forms of technology, such as text-to-speech software, that would allow him or her to perform duties as well as visually abled workers.
Of course, it is also important to remember that a visually impaired worker must be otherwise qualified for the position he or she is applying for. Nonetheless, a prospective employer cannot discriminate against a visually impaired worker during the interview, hiring or advancement aspects of the job when the person is otherwise qualified for the position. It may be prudent to discuss reasonable accommodations at the time of hiring, but employers are not allowed to ask probing questions about a person’s disability during the interview.
If Washington, D.C. workers believe that an employer has refused to provide reasonable accommodations or discriminated against them due to a disability, they may want to determine how to best address the situation. In some cases, if an employer refuses to follow the Americans with Disabilities Act and other laws, negatively affected workers may have reason to take legal action. Discussing specific issues with knowledgeable employment law attorneys may be worthwhile for those interested.
