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In passing the Americans with Disabilities Act (ADA) in 1990, Congress attempted to level the playing field for disabled workers.The ADA requires employers to make reasonable accommodations so that workers with disabilities can secure and retain employment."Undue Hardship" Under the ADA "Undue hardship" under the ADA means "significant difficulty or expense" for the employer.Factors the employer may consider in weighing undue hardship include: The standards for reasonable accommodation and undue hardship have proven difficult for courts to identify and apply uniformly.Accommodating involves accepting a position that meets the other individual’s needs at the expense of your own.It’s a very powerful conflict-handling mode that can be very useful if used properly, but can also lead to a feeling of being “walked-on” if over used.
The ADA therefore strikes a balance -- between the accommodations an employee needs or desires in order to meet the requirements of a certain job, and the investment and modifications an employer must make in order to accomplish those accommodations.
By requiring employers to make reasonable accommodations, the ADA has had a positive effect on the placement of disabled individuals in the workforce, and has raised the consciousness of U. employers while reducing discrimination against the disabled.
The language of the ADA, however, is not precise as to the "accommodations" that an employer is required to make for disabled persons during hiring and employment.
Unlike conventional “single vision” intraocular lenses (IOLs), accommodating IOLs are lens implants that are designed to help patients see at varying distances using different points of focus.
The goal of an accommodating IOL is to provide functional vision at different distances to minimize the use of glasses.
A visually-impaired or blind person has the choice of whether or not to disclose their disability to you.