Frequently Asked Questions
I want to hire more people with disabilities. How do I get
started?
As an executive or manager, committed to actively hiring people with
disabilities, you can communicate the value of hiring people with disabilities
with your staff. Depending on their level of awareness, you
can provide them with training related to working with people with
disabilities. You can also refer them to a free
online tutorial. The Employer
Assistance & Resource Network (EARN) can also assist you
in learning about processes, tools, and resources that can help you
get started. How common are disabilities in the United States?
Disabilities are more common than you think. According to the 2000
U.S. Census, one in five Americans has a disability. As the population
ages that number is expected
to grow. We recognize people with disabilities when we see a
wheelchair, a cane, a service animal, or a person using sign language. We
do not necessarily recognize people with invisible disabilities including
people with epilepsy, traumatic brain injury, mental health conditions,
arthritis, diabetes, learning disabilities, or other
disabilities. What performance standards should I have for my employees
with disabilities?
You should hold all your employees to the same established performance
standards for their positions. People with disabilities have the same
skills as people without disabilities – the only difference is
that they might do things differently. Employees with disabilities
are contributing to business successes in many ways. This includes
employees with developmental disabilities who prepare surgical trays
in major hospitals, employees with visual disabilities who work in
manufacturing plants, and employees with learning disabilities who
lead national organizations. What resources are available to help me attract candidates
with disabilities?
EARN provides free consulting
on disability employment matters, as well as assistance in finding
candidates. The USBLN®, a business-to-business
network of employers with an interest in hiring people with disabilities,
can assist in giving you ideas and guidance. There are also several
other national and local resources
that can help. Some simple ways of attracting candidates with disabilities
is to demonstrate that you are interested in employing them. This
can include stating your commitment and interest on your career website,
attending job fairs which are disability focused, posting jobs on disability-oriented
job boards and including the visibility of employees with disabilities
on your website and in your advertisements. Where can I find qualified candidates with disabilities?
There is a vast system of employment service providers and programs
that can help. Some of the larger ones include:
In addition, you might look towards community-based and non-profit
organizations, college and university disability coordinators, professional
associations, and advocacy and networking groups. Do I need to provide anything special for employees with disabilities?
Many employees with disabilities require nothing more than the consideration
you may already be providing to your employees. This includes
the use of flexible work schedules, teleworking, and restructuring
workstations. Some employees may require accommodations such as specialized
software. Accommodations are nothing more than tools to ensure that
someone can be productive. If an accommodation is needed, the Job
Accommodation Network (JAN) provides free consulting to help
you determine the right accommodation. Many companies have found
that by centralizing funding for accommodations at a corporate level,
they can decrease managers’ concerns about accommodations and
can convey senior management commitment to increase the hiring of
people with disabilities. How much do workplace accommodations cost?
In general, reasonable workplace accommodations are low, or cost nothing.
In 2007, JAN released the results
of a study of 1,182 employers from a range of industries; 46%
reported workplace accommodations cost absolutely nothing, while
45% experienced a low, one-time cost of around $500. How can we best attract and serve customers with disabilities?
You can strive to become recognized as a company which is disability
friendly – one that is aware of the needs of people with disabilities
and provides them and their extended networks with relevant products
and services. Training your staff in disability etiquette will also
give you a competitive advantage. The Disability
and Business Technical Assistance Centers (DBTACs) can provide
you with support and assistance. The Department of Justice also provides
a free
online tutorial to assist you. How do I prepare managers and employees for an inclusive workforce?
You may be surprised that very little preparation is required. Many managers and employees may be aware of disability matters and do not require any preparation. A good practice might be to include disability etiquette as part of your new employee and/or annual training
activities. Can I fire an employee with a disability who is not doing
their job?
Yes. The Americans with Disabilities Act (ADA) states that as long
as an individual with a disability has been provided with an accommodation,
if requested, that individual can be treated the same as other employees
when evaluating performance. This includes taking disciplinary
actions for those who are not performing their essential job functions.
If you are unsure whether you should accommodate or discipline, you
can contact JAN for guidance. Are there tax incentives for hiring people with disabilities?
Yes. You may be eligible for $2,400 to $15,000 in tax credits. These
tax credits are available to help employers cover the cost of accommodations
for employees with disabilities and to make workplaces accessible.
These include the IRS Code Section 44, Disabled Access Credit (Small
Business Tax Credit), IRS Code Section 190, Barrier Removal Tax Deduction
(Architectural/Transportation Tax Deduction) and the Work Opportunity
Tax Credit (WOTC). Visit the Internal Revenue Service’s website
for more information on these
credits and talk with your tax advisor. Where can I find out about the “Ticket to Work” program?
The Social Security Administration’s Ticket
to Work program allows employers who register and hire people with
disabilities who are receiving social security disability benefits
to receive up to $20,000 for every employee they hire who leaves the
social security rolls. What are the legal risks associated with hiring employees
with disabilities?
One of the best ways to minimize risk is to create an inclusive work
environment and to be aware of the rights of all employees. The legal
risks of hiring employees with disabilities are no different from hiring
from any other candidate pool. Companies report that they encounter
more lawsuits related to customer safety than to disability employment. Visit
the Office of Disability Employment Policy’s (ODEP) website
to learn more about your
responsibilities under federal
laws that protect individuals with disabilities. |
