Handling Vision Problems
in the Workplace
If you suspect an employee has a vision problem that could affect safety or productivity, how should you handle the situation?
As you are probably aware, the Americans with Disabilities Act (ADA) and its amendments strictly limit the circumstances under which an employer may ask questions about an employee’s medical condition or require the employee to undergo a medical examination. Generally, you may ask an employee for medical information if your company has reason to believe that there is a medical explanation for some change in the employee’s job performance or if the employee’s medical condition might pose a direct threat to safety, according to US Equal Employment Opportunity Commission.
Here’s an example: a data entry clerk has recently been making numerous errors when entering information into a computer system. For example, he seems to be confusing the numbers 1, 7 and 9. The clerk’s supervisor also has begun to see the clerk rubbing his eyes frequently and looking more closely at both his computer screen and printed materials. Your company has a reasonable belief based on objective evidence that the employee’s performance problems are related to a medical condition (i.e., an eye problem) and, therefore, you may ask for medical information.
You can also ask an employee with a non-obvious vision impairment, who has requested a reasonable accommodation, for documentation demonstrating that he has a disability and needs the accommodation. In addition, you can ask an employee with a vision impairment to justify the use of sick leave by providing a doctor’s note or other explanation, as long as you require all employees to do so. Finally, you can collect medical information about a vision impairment if it’s part of a voluntary wellness program.
For more information on how vision care benefits can improve employee health, productivity and safety, please contact us.
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