Once an employee makes a request for accommodation, there should be an ongoing dialogue. You are entitled to ask for enough information so you can understand the limits on their ability to carry out their duties. If an employee tells you that they need accommodation, it is always better to ask what their needs might entail rather than assume. Not all visually impaired people have the same restrictions, for example – one individual may be able to read print with the right magnification tools, another may require materials or instructions in an audio format. If you need further resources, there are agencies that may be able to offer suggestions or assist with accommodations, such as the Canadian Hard of Hearing Association for example.
Once you understand the limits, you can assess if there is a legitimate need for accommodation. Then you can determine options for accommodation and assess if any are viable without reaching the point of undue hardship. Finally, you will decide upon the form of accommodation you will offer, or determine that you cannot offer any, and communicate your decision to the employee.
