11/23/2023 0 Comments Adobe illustrator tools visual guide![]() An applicant or employee may have a “record of” a disability, for example, when the individual’s substantially limiting vision impairment has been corrected surgically. Under the first prong of the ADA’s definition of disability, an individual with a vision impairment who is substantially limited in seeing or in the major bodily function of using special sense organs (here, the eyes), has an “actual disability.” Under the second prong of the ADA’s definition of disability, an individual with a history of an impairment that substantially limits a major life activity-even if the impairment no longer exists-is considered to have a “record of” a disability. “Actual” Disability or a History or “Record Of” Disability The definition should be interpreted broadly in favor of expansive coverage. ![]() The ADA definition of “disability” is a three-prong definition: it lists three ways in which an individual can have a disability under the ADA. Under the ADA, these individuals should not be denied employment opportunities for which they are qualified based on stereotypes or incorrect assumptions that they may cause safety hazards, may increase employment costs (whether related to provision of reasonable accommodation or for other reasons), or may have difficulty performing certain job duties. Many individuals with vision impairments can successfully and safely perform their jobs, with or without reasonable accommodation. Also, many individuals have monocular vision-good vision in one eye, but little or no vision in the other. Some individuals experience eye injury, burns, or surgical complications. Other common eye conditions in the United States include amblyopia (the brain favoring one eye over the other) and strabismus (differences in alignment of the eyes), although many other conditions exist. adults are eye diseases, including: diabetic retinopathy macular degeneration cataracts and glaucoma. Some major causes of blindness and low vision in U.S. Vision impairments can start or occur at any time in life. Many different factors can affect an individual’s vision, including the physiology of the eye and differences in how the brain interprets messages from the eye. adults are blind or have “some” or “a lot” of difficulty seeing, even when wearing corrective lenses. Centers for Disease Control and Prevention (CDC), National Health Interview Survey, found that approximately 18.4% of all U.S. GENERAL INFORMATION ABOUT VISION IMPAIRMENTS Some of these state laws may apply to smaller employers and may provide protections in addition to those available under the ADA. In addition, most states have their own laws prohibiting employment discrimination on the basis of disability. Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act) provides similar protections to federal applicants and employees. Title I, the employment provision of the ADA, covers employment by private employers with 15 or more employees, as well as state and local government employers. A vision impairment constitutes a visual disability if it meets one of the three definitions of disability (“actual,” “record of,” or “regarded as”). It also uses the phrase “vision impairments” to refer to various vision-related conditions, including blindness and low vision, as well as limited visual fields, photosensitivity, color vision deficiencies, or night blindness. ,” have a record (or history) of such an impairment, or are subject to an adverse action “because of an actual or perceived physical or mental impairment whether or not the impairment limits or is perceived to limit a major life activity.” This document uses the term “visual disabilities” to refer to any disabilities related to an individual’s vision. Under the ADA, individuals with disabilities include those who have “a physical or mental impairment that substantially limits one or more major life activities. Equal Employment Opportunity Commission (EEOC) enforces and provides leadership and guidance on the employment provisions of the ADA, a federal law that prohibits discrimination against qualified individuals with disabilities. how an employer can ensure that no employee is harassed because of a visual disability.how an employer should handle safety concerns about applicants and employees with visual disabilities and.what types of reasonable accommodations applicants or employees with visual disabilities may need.when an employer may ask an applicant or employee questions about a vision impairment and how an employer should treat voluntary disclosures.This document, which is one of a series of question-and-answer documents addressing particular disabilities in the workplace, explains how the Americans with Disabilities Act (ADA) applies to job applicants and employees with visual disabilities.
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