EARN is the premier source for free disability employment consulting and candidate recruitment support. Below are answers to EARN users’ most frequently asked questions about disability recruitment, hiring and placement and workplace assimilation. If you have a question that is not addressed below, please contact us at: 1-866-327-6669 (M-F, 9:00 AM – 5:00 PM, EST) or earn@earnworks.com. We will typically respond within 24 hours of receiving a message or email. Visit the General FAQ for more information about EARN or visit the Service Provider FAQ or the Jobseekers FAQ to find out more about disability employment from their points of view.
Signing up with EARN
- Why should I use EARN?
- Why should I hire people with disabilities?
- How does EARN help me retain workers who acquire disabilities?
- Who else is using EARN? What do they say?
- What sorts of companies are signed up as employers?
- How can I sign up with EARN?
Using EARN
RECRUITMENT
- How do I post jobs?
- How long do jobs remain posted?
- Are there any restrictions on what jobs can be posted with EARN?
- If I send jobs to EARN, can I also send it to other service providers in my area?
- What is EARN’s matching process for jobseekers?
- How large is EARN’s jobseeker pool and what types of jobseekers does EARN have?
- Can I specify types of jobseekers (for example veterans only)?
- What industries or types of positions can EARN help recruit for?
- How does confidentiality work and why is that a benefit?
- Do you have resumes we can search through?
- Will I have to modify my application process? How?
- What if we only recruit online or our entire application process is online?
- What if I just want you to get the word out that I’m recruiting?
HIRING AND PLACEMENT
- What are our obligations once we receive a referral?
- My company requires applicants to apply through our website; how will EARN notify me about the jobseekers they refer?
- What can I ask a jobseeker during an interview? What can’t I ask?
- Can we find out what type of disability the jobseeker has before the interview?
- What can I do to ensure accessibility during the application and interview process? How do I know what accommodations to provide?
- Are there safety concerns and higher insurance rates associated with hiring someone with a disability?
WORKPLACE ASSIMILATION
- What is considered a “reasonable” accommodation? What am I required to do to accommodate an employee with a disability?
- How can I ensure our office is accessible?
- What funding is available to help pay for accommodations?
- Will it take longer to hire and train someone with a disability? Where can I find assistance for training employees with learning disabilities?
- What can I do to ensure positive co-worker or client responses to a new employee with a disability?
- Where can I find information on communicating and working with people with disabilities?
- What do I do if an employee with a disability just filed a grievance?
- Once I hire a person with a disability, what courses of disciplinary action may I take (including termination)?
- Where can I find information about companies who have successfully hired people with disabilities? How were they successful?
Signing up with EARN
Why should I use EARN?
EARN is your single source for disability employment matters, including recruiting, hiring and managing employees with disabilities. We are also your contact point for over 6,500 organizations that represent qualified jobseekers with disabilities, as well as provide you direct access to thousands of jobseekers. We work with them and you to find employees that suit your workforce needs. Sign up today and you will gain access to the EARNWorks Job Source, which allows you to post, view and edit jobs at your convenience.
Why should I hire people with disabilities?
People with disabilities comprise a largely untapped pool of qualified jobseekers that are willing and able to contribute to your organization’s bottom line. To help illustrate the impact of employees with disabilities in the workplace, EARN has created The Business Case for Hiring People with Disabilities. Based on research, focus groups and interviews, the business case identifies several ways that hiring people with disabilities can address key employment and business issues and support your diversity initiatives.
How does EARN help me retain workers who acquire disabilities?
EARN understands that retaining valuable workers is a key issue with employers. Since every case is different, an EARN Employment Specialist will work with you to identify a strategy to help the employee return to work and will guide you on making the proper accommodations for them. As your single source for disability employment matters, EARN will personally address your specific concerns and, if necessary, will direct you to other organizations for additional help.
Who else is using EARN? What do they say?
Employers representing both private- and public-sector businesses across a variety of industries currently use EARN to recruit qualified workers and to assist them in hiring and managing employees with disabilities. View our Success Stories to find out what they have to say about using EARN and read about the strategies they utilized to effectively employ workers with disabilities.
What sorts of companies are signed up as employers?
Our network of employers consists of businesses and organizations that are interested in hiring qualified jobseekers with disabilities. They range from major corporations and Fortune 500 companies aiming to increase their diversity, to small businesses looking for innovative ideas to meet their workforce needs and everything in between.
How can I sign up with EARN?
In order to sign up with EARN, you should fill out our Online Sign Up Form. The online form will prompt you for your contact and organization information. After submitting your information, an EARN Employment Specialist will contact you directly to assist you with posting jobs and answer your disability employment questions.
Using EARN
RECRUITMENT
How do I post jobs?
For your convenience, EARN offers a variety of methods to post your jobs. The easiest way is to log on to EARNWorks Job Source using your user ID and password. Once you are logged into the system, you simply need to select “Jobs” and then “Post Jobs,” fill out the required information and click “Submit.” Alternatively, you can email your jobs to earn@earnworks.com or fax them to 703-448-7545. Please contact an EARN Employment Specialist for more information.
How long do jobs remain posted?
EARN’s jobs remain posted for approximately 60 days unless otherwise noted. Employers however, have the option to choose their own close date.
Are there any restrictions on what jobs can be posted with EARN?
Jobs posted on EARNWorks must be within the United States. While you can post an unlimited number of jobs with EARN, job postings that are emailed, faxed or pulled from your website may be subject to limitations due to staffing constraints. EARN does not accept postings requiring payments or investments in order to be hired or contracted with an employer. Commission-based job postings will be accepted only when the terms of payment and nature of the product and service are described to jobseekers in your job posting.
If I send jobs to EARN, can I also send it to other service providers in my area?
While you are free to send postings to EARN as well as local employment service providers, keep in mind that we have the ability to reach all service provider agencies in your community through one contact, saving both time and money. It is also important to remember that EARN is also accessed by jobseekers with disabilities directly.
What is EARN’s matching process for jobseekers?
EARN provides two primary processes for receiving resumes or inquiries for your positions. First, if you have opted to have jobseekers apply directly to your organization, you will receive resumes and inquires based on your preferred method(s) of contact in your EARNWorks My Account settings. The second option applies when you would like your contact information to remain confidential or would like EARN to match candidates for you. EARN will review each jobseeker’s skills and qualifications and ensure that they match the job responsibilities and the qualifications you have specified, then give the jobseeker or service provider the information necessary to apply for a given position.
We match jobseekers based on their abilities and do not ask them about their disabilities. Employers may, upon hiring individuals, request documentation of disability for tax credit purposes or to evaluate reasonable accommodation requests.
How large is EARN’s jobseeker pool and what types of jobseekers does EARN have?
EARN currently does not have a system to measure the size of our jobseeker pool. Jobseekers apply directly through EARNWorks or are referred by our national network of employment service providers in response to the jobs you post. EARN’s jobseekers span the full spectrum, from blue collar to professional. EARN works to meet your staffing needs, regardless of position or industry.
Can I specify types of jobseekers (for example veterans only)?
Yes. EARN’s customized recruiting services allow you to specify what type of individuals you are seeking. Contact an EARN Employment Specialist to notify us of your preference(s).
What industries or types of positions can EARN help recruit for?
EARN can support your recruiting efforts for any type of position within any industry. We have recruited for positions covering a full spectrum of vocations and industries, from blue collar to professional.
How does confidentiality work and why is that a benefit?
EARN offers its employers the option of confidentiality, where we can omit your name and contact information from the job postings we send out to our jobseekers and employment service providers. There are various reasons that employers choose to remain anonymous in all types of medias (job boards, newspapers, etc.). It is your prerogative whether or not to disclose your identity. Please contact an EARN Employment Specialist for more information or to change your current confidentiality status.
Do you have resumes we can search through?
While EARN maintains a resume database, it is currently not available for employers to search directly. Instead, EARN searches the resume database on your behalf. Please contact an EARN Employment Specialist for more information about our customized recruiting service.
Will I have to modify my application process?
EARN will work with you to ensure your application process is accessible, but you can decide how you would like qualified jobseekers to apply (online, phone, fax, email or in person).
What if we only recruit online or our entire application process is online?
EARN’s job posting process allows you to specify how you would like qualified jobseekers to apply. Simply indicate your preference (online, phone, fax, email or in person) when you post a job, or contact an EARN Employment Specialist for assistance.
What if I just want you to get the word out that I’m recruiting?
EARN understands that organizations have differing levels of disability employment experience. An EARN Employment Specialist can work with you to develop strategies to reach out to people with disabilities and assist you in deciding when to execute them. Once you’ve made the decision to proceed, you can post jobs on EARNWorks to recruit jobseekers and connect with employment service providers. In addition, an EARN Employment Specialist can assist in further enhancing your efforts.
HIRING AND PLACEMENT
What are our obligations once we receive a referral?
There are no obligations to you once you receive a referral. After you receive a jobseeker’s resume, it is your prerogative whether or not to follow up for an interview. For guidance on following up with candidates referred by EARN, view our Tips for Recruiting Through EARN.
My company requires applicants to apply through our website; how will EARN notify me about the jobseekers they refer?
An EARN Employment Specialist can notify you via e-mail, phone or FAX regarding the status of a search. You may select your preferred method when you sign up with EARN. We will provide you with the jobseekers’ resumes, as well as their employment service provider’s contact information, if applicable. We will also encourage jobseekers to reference EARN, if prompted, when applying through your website.
What can I ask a jobseeker during an interview? What can’t I ask?
Interviewing applicants with disabilities is, for the most part, no different than interviewing other applicants. Your main concern should be whether the applicant can meet the position requirements. Please contact an EARN Employment Specialist for more guidance or view our Tips for Recruiting Through EARN.
Can we find out what type of disability the jobseeker has before the interview?
Asking a jobseeker what type of disability they have before the interview is illegal. It is up to the jobseeker whether they wish to disclose their disability. You should ensure that your standard list of interview questions is focused on ascertaining whether an individual has the ability to perform essential job functions. View our Tips for Recruiting Through EARN or contact an EARN Employment Specialist for more guidance.
What can I do to ensure accessibility during the application and interview process? How do I know what accommodations to provide?
You should comply with state and federal regulations to ensure your application and interview processes are accessible. In addition, you should provide an open environment for jobseekers to feel comfortable in asking for accommodations. It is not your responsibility to ask what, if any, accommodation will be needed prior to an interview. It is a jobseeker’s responsibility to request them. You should, however, provide proper accommodation(s) for the interview if they are requested.
For additional guidance on recruiting and interviewing qualified candidates with disabilities, view our Tips for Recruiting Through EARN.
Are there safety concerns and higher insurance rates associated with hiring someone with a disability?
There is no evidence indicating a correlation between the hiring of employees with disabilities and an increase in employer insurance rates. In fact, evaluating and restructuring job functions and processes, as well as accommodating an employee, when necessary, may increase overall safety ratings. Thus hiring a person with a disability can enhance the safety of all employees.
WORKPLACE ASSIMILATION
What is considered a “reasonable” accommodation? What am I required to do to accommodate an employee with a disability?
Most employers already provide reasonable accommodations to help improve the productivity of their employees without disabilities, such as modified work schedules and instant messaging. However, a “reasonable” accommodation for a person with a disability is one that is effective for the individual and feasible (without excessive cost or time) for the employer. A reasonable accommodation solution may include:
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Making existing facilities accessible and usable by individuals with disabilities
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Restructuring tasks for a specific job
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Allowing for part-time and/or modified work schedules
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Providing assistive technology
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Adjusting or modifying examinations, training manuals and/or policies
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Providing qualified readers or interpreters
Like anyone else, a person with a disability desires to succeed in the workplace. In order to be successful in providing an accommodation, it is important for both the individual and the employer to be involved in the process. If an accommodation is necessary, it is the responsibility of the individual with the disability to initiate the discussion. However, you should create an atmosphere and company policy that facilitates such discussions. For example, consider establishing a procedure for evaluating requests and educating all employees on its scope and process.
How can I ensure our office is accessible?
It is up to the employee to request proper accommodations for their position, and it is the employer’s responsibility to determine the essential functions of that job. If the accommodations are essential for the employee to perform their tasks and are reasonable (they do not impose an undue hardship on the employer), then you must provide them.
In addition, you must comply with state and federal regulations concerning building accessibility. For technical assistance with respect to the ADA Accessibility Guidelines, contact the Architectural and Transportation Barriers Compliance Board at 1-800-USA-ABLE (1-800-872- 2253) (V/TTY) or 202-272-5434 (V), 202-272-5449 (TTY). You can also contact an EARN Employment Specialist for more information.
What funding is available to help pay for accommodations?
Accommodations are usually simple to employ and are relatively inexpensive, with an average cost of $500. While you should work with your employee to determine which accommodations are needed, there are many resources available to help you plan and fund accommodations. An excellent example is the Job Accommodation Network (JAN), which offers free and confidential consultation. In addition, you can take advantage of several tax breaks to offset the cost of accommodations. See EARN’s Guide to Tax Incentives (PDF) or contact an EARN Employment Specialist for more information.
Will it take longer to manage and train someone with a disability? Where can I find assistance for training employees with learning disabilities?
It usually does not take any more time to manage and train a person with a disability than other new employees. Time invested will produce a corresponding return on performance. Many supervisors acknowledge that initial time invested assisting new employees, with or without disabilities, to adjust to a position often produces well-trained and efficient workers. Job coaches are also often sought to provide assistance for those individuals requiring additional support orienting to a new position. For assistance in finding job coaching resources, such as those who can support in training employees with learning disabilities, contact an EARN Employment Specialist.
What can I do to ensure positive co-worker or client responses to a new employee with a disability?
Attitude is one of the major barriers to employment of people with disabilities. Negative reactions may be the result of inexperience or lack of education. Ensuring support from upper-level management on the value and importance of a diverse workforce, participating in community or national activities and training employees on disability awareness are a few ways to dispel misconceptions, help employees evaluate their feelings and realize that people are people, regardless of disability.
For additional information, view EARN’s guide of Disability Awareness and Sensitivity Training Resources.
Where can I find information on communicating and working with people with disabilities?
EARN has assembled a vast array of Tools to assist employers with managing a workplace with employees with disabilities, including a guide for Disability Awareness and Sensitivity Training Resources. You can also speak with an EARN Employment Specialist for specific information.
What do I do if an employee with a disability just filed a grievance?
In order to prepare your organization for a potential grievance, you should establish office rules and performance standards that apply to all employees and document all actions thoroughly. In this manner, you should treat a grievance from an employee with a disability the same as you would other employees.
Once I hire a person with a disability, what courses of disciplinary action may I take (including termination)?
Success or failure in any position should be directly related to job performance. Evaluation, reward and discipline of an employee should be based on how well they fulfill their job duties; irrelevant factors such as a disability should not impact their performance evaluation. You should establish performance standards that apply to all employees and document all actions thoroughly. If an employee—with or without a disability—fails to meet these standards, appropriate action can and should be taken.
Where can I find information about companies who have successfully hired people with disabilities? How were they successful?
EARN has compiled a collection of Success Stories from both employer and employee perspectives. Within each story are best practices lessons, personal experiences and constructive advice from employers who have successfully hired people with disabilities.
