Hear two employers talk about the positive impact of hiring people with disabilities Two new videos showcase employers who have hired AtWork! clients. Facilities Manager Sean Schwendler talks about the opportunity to hire Hayden on the custodial crew at the Washington Square condominium> complex in downtown Bellevue. Mark Sjolund, Manager for Dunn Lumber in Bellevue, talks about the value of hiring a person with disabilities and the impact AtWork! client Darwin has on his co-workers.

AtWork! is a highly supportive partner for employers who understand the very real economic value of hiring people with disabilities.

Studies* show that companies that employ individuals with disabilities report great results and gain:

• Skilled employees. Employees with disabilities learn to persevere and develop problem solving, planning and people skills as part of managing a disability.
• Solid performance. Statistically, employees with disabilities have better retention rates.
• Cost saving.Workers with disabilities are rated consistently as average or above average in performance, quality and quantity of work, flexibility and attendance.

*US Department of Education, Office of Special Education and Rehabilitative Services, 2006, Disability Employment 101, Washington, DC.

Customized Employment means individualizing the relationship between job seekers and employers in ways that meet the needs of both. It is based on a determination of the unique strengths, requirements, and interests of a person with a complex life. The process is designed to meet the workplace needs of the employer and the discrete tasks of the position. When a customized relationship is developed, a shared employment alliance results

CONTACT: 

 (Ph 425-274-4046), our Director of Employment Services, for an appointment.

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Disability Employment: Myths & Truths

Myth: Accommodations will be difficult and costly.
Truth: The average cost of workplace accommodations in 2006 was $600 or less. The vast majority of workers with disabilities do not require accommodations. (Job Accommodation Network, 2006)

Myth: People with disabilities will sue.
Truth: Studies show that disability claims are rare. For example, 91% of employers had no ADA complaints filed in the previous 12 months. (Society of Human Resource Management, April 2003).
Truth: People with disabilities want jobs, not lawsuits, and they are no more of a “legal liability” than other employees. (Equal Employment Opportunity Commission, 2006)

Myth: Employees with disabilities will use more sick leave and health care.
Truth: Employees with disabilities have been shown to have the same absentee and sick rates as nondisabled employees.
Truth: Large companies do not experience increased insurance premiums when they hire employees with disabilities. Because of recent Medicare changes and Medicaid buy-in programs, many people with disabilities carry their own primary insurance, thereby reducing their employer’s costs. (Social Security Administration, 2006).
Truth: Companies that institute Return-to-Work programs for employees who become disabled can actually reduce insurance costs.

Where can I find out more?

• ADA Disability and Business Technical Assistance Centers
  www.adata.org
  
  
• Federal Resources
  www.business.gov
  www.disabilityinfo.gov
  www.earnworks.com
  
• Productivity Tools
  www.jan.wvu.edu
  
• Tax Benefits and Credits
  www.irs.gov/individuals/article/0,,id=186828,00.html
• Health Care
  www.yourtickettowork.com/program_info
  www.ssa.gov

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Employing a person with disabilities through Customized Employment

Customized Employment means individualizing the relationship between job seekers and employers in ways that meet the needs of both. It is based on a determination of the unique strengths, requirements, and interests of a person with a complex life. The process is designed to meet the workplace needs of the employer and the discrete tasks of the position. When a customized relationship is developed, a shared employment alliance results.

Customized Employment is negotiating job duties or employee expectations to align the skills and interests of a job seeker with a disability to an employer’s needs. This negotiation results in a job description that describes a customized relationship between employer and employee. The goal is to negotiate Customized Employment options that benefit both the employer and the job seeker. The result is a shared employment alliance.

AtWork! Employment Consultants help the new employee perform tasks, complete specifics of the job, and understand the culture of the business with training and coaching. The length of time needed will vary depending on the individual’s support needs and training requirements. Employment Consultants ensure that job expectations are clear to the new employee, the employer and the support team. When needed the Employment Consultant helps communicate the need for reasonable accommodations.

When the new employee and the employer agree that it is time to transfer responsibility for support from the AtWork! Employment Consultant to the workplace, the consultant will fade from the work site, allowing the employee to gain independence on the job. The consultant continues to check in as needed to ensure that success continues. When job responsibilities change or when there are changes to the normal routine, the consultant can step back in to provide additional training or coaching.

To learn more about Customized Employment and how your business might benefit from the commitment and dedication of an employee with disabilities, please contact 

(Ph 425-274-4046), our Director of Customized Employment, for an appointment.