ADA Basics and the Recent EEOC Technical Assistance for Visual Disabilities in the Workplace
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The Equal Employment Opportunity Commission just released a new technical assistance document called "Visual Disabilities in the Workplace and the Americans with Disabilities Act." This comprehensive 90-minute session aims to enhance your understanding of ADA basics and equip you with valuable insights on accommodating employees with all forms of disabilities, with a special focus on visual disabilities. By the end of this training, you will be better prepared to foster an inclusive and accessible work environment for all.
Learning Objectives Covered During This Session:
- Understand the basics of the Americans with Disabilities Act (ADA) including the definitions of disability
- Exploring the Latest EEOC Technical Assistance Document Around Visual Disabilities
- Best Practices for Accommodating Visual Disabilities Using Real Life Scenarios
- Review of ADA Resources including the ASKJan Network
Why Attend:
Participating in this training is essential for HR professionals to stay up-to-date with ADA compliance and to gain valuable insights into accommodating employees with visual disabilities. According to data from the U.S. Bureau of Labor Statistics, there are approximately 7.6 million individuals with a visual disability in the United States. This represents a significant portion of the workforce and highlights the importance of creating a supportive and inclusive work environment. Understanding the latest ADA guidance and best practices will empower HR professionals to facilitate equal opportunities and remove barriers, leading to improved employee satisfaction, retention, and overall productivity. This training will equip you with the knowledge and tools needed to foster an inclusive workplace where all employees can thrive and contribute to the organization's success.
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Wendy Sellers
Wendy Sellers, MHR, MHA, SHRM-SCP, SPHR has 25 years of experience in HR, change management, operations, strategy, corporate culture, and leadership development in all size businesses (local startup to global enterprise) in a wide variety of industries including healthcare, professional services, hi [...]
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This webinar received a total of 3 survey responses. Attendees have given an average rating of 4.5 stars out of a possible 5, reflecting the quality and value of the content presented.
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Frequently Asked Questions
The Americans with Disabilities Act (ADA) is a landmark federal civil rights law that prohibits discrimination against individuals with disabilities in employment, public accommodations, and other areas. For HR professionals, the employment provisions under Title I are most relevant. The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having one. Covered employers—those with 15 or more employees—must provide reasonable accommodations to qualified employees with disabilities unless doing so would create an undue hardship. The interactive process—a good-faith dialogue between employer and employee to identify effective accommodations—is the ADA's framework for resolving accommodation requests. HR must also understand what constitutes a direct threat, permissible medical inquiries, and the confidentiality requirements for disability-related information. Aurora Training Advantage's 90-minute HR webinar on ADA basics and EEOC technical assistance provides a comprehensive foundation for HR teams navigating disability accommodation requirements.
The EEOC's technical assistance document titled 'Visual Disabilities in the Workplace and the Americans with Disabilities Act' provides detailed practical guidance for employers on how ADA requirements apply specifically to employees and job applicants with visual impairments. It clarifies when employers may ask about visual disabilities during the application and employment process, what constitutes a reasonable accommodation for visual conditions—ranging from screen readers and magnification software to modified lighting and task reassignment—and how employers should conduct the interactive process when an employee requests a visual accommodation. The document also addresses when an employer can require a medical examination related to vision and how to assess whether a visual impairment constitutes a direct threat to safety. With approximately 7.6 million Americans living with a visual disability, this guidance is highly relevant for HR teams. Aurora Training Advantage's HR webinar with Wendy Sellers walks professionals through the EEOC document with real-life application scenarios and best-practice recommendations.
Accommodating employees with visual disabilities effectively requires both a structured process and knowledge of the wide range of available solutions. Best practices begin with engaging in a prompt, good-faith interactive process when an accommodation request is made—listening to the employee's specific needs rather than making assumptions about what visual impairment means functionally. Technology solutions are often highly effective: screen reader software (JAWS, NVDA), magnification tools, text-to-speech applications, and high-contrast display settings can enable full productivity for many roles. Physical accommodations may include improved lighting, large-print materials, tactile markers, and workspace modifications. Job restructuring—redistributing marginal functions that cannot be performed due to visual limitations—is also a recognized accommodation. Remote work arrangements can sometimes eliminate visual barriers present in a physical office. Consulting the Job Accommodation Network (JAN) at AskJAN.org provides free, expert guidance on specific accommodation solutions. Aurora Training Advantage's HR webinar on ADA and visual disabilities covers these best practices with real-life implementation scenarios.
The Job Accommodation Network (JAN), accessed at AskJAN.org, is a free, expert consulting service funded by the U.S. Department of Labor's Office of Disability Employment Policy. It is one of the most valuable—and underutilized—resources available to HR professionals navigating ADA compliance. JAN's consultants provide personalized, confidential guidance on accommodation solutions for specific disabilities and job functions, helping HR teams identify practical options they may not have considered. The JAN website includes an extensive searchable database of accommodation ideas organized by disability type, limitation, and industry. JAN also offers guidance on the interactive process, cost-benefit analysis of accommodations, and return-to-work strategies. Using JAN can strengthen an employer's defensibility in accommodation disputes by demonstrating good-faith effort to identify solutions. HR professionals can contact JAN by phone, email, or online chat at no cost. Aurora Training Advantage's ADA and visual disabilities webinar includes a dedicated review of JAN and other ADA resources to help HR teams stay informed and compliant.
The ADA interactive process is a structured, good-faith dialogue between an employer and an employee with a disability to identify a reasonable accommodation that enables the employee to perform the essential functions of their job. For visual disability accommodations, the process begins when an employee requests an accommodation or when the employer becomes aware of a need. HR should promptly acknowledge the request and begin the dialogue—asking the employee to describe their specific functional limitations and what they need to perform their role effectively. HR may request relevant medical documentation to understand the nature and extent of the visual impairment, though requests must be limited to information necessary to evaluate the accommodation. Together, HR and the employee identify potential solutions, evaluate their feasibility and cost, and agree on an accommodation. If the preferred accommodation creates undue hardship, HR should explore alternatives before declining. Documenting every step of the process is critical for legal defensibility. Aurora Training Advantage's HR webinar on ADA basics and EEOC visual disability guidance provides a practical roadmap for conducting this process correctly.