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Working Women
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Disability Employment 101 For
Business
Describes how to:
-
Increase your hiring pool;
-
Keep
valuable, trained employees;
-
Earn
tax advantages; and
-
Lower
(yes, lower!) your health care costs.
"In my
parents' generation, an employer would have seen only my
disability, not my abilities."
Meg O'Connell
Senior Human Resources Specialist
Booz Allen Hamilton
Studies*(* U.S. Department of Education, Office of Special
Education and Rehabilitative Services. 2006. Disability
Employment 101. Washington, DC: Author. Available at http://
www.ed.gov/about/offices/list/osers/products/employmentguide
(accessed July 25, 2006).) 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.
DISABILITY EMPLOYMENT: MYTHS AND TRUTHS
MYTH 1
Accommodations will be difficult and costly.
TRUTH 1
-
The
average cost of workplace accommodations in 2006 is $600
or less.
-
The
vast majority of workers with disabilities do not
require accommodations. (Job Accommodation Network
[JAN], 2006)
MYTH 2
People with disabilities will sue.
TRUTH 2
-
Studies show that disability claims are rare. For
example, ninety-one percent of employers had no ADA
complaints filed in the previous 12 months. (Society of
Human Resource Management [SHRM], April 2003)
-
People with disabilities want jobs, not lawsuits, and
they are no more of a "legal liability" than other
employees. (Equal Employment Opportunity Commission [EEOC],
2006)
MYTH 3
Employees with disabilities will use more sick leave and
health care.
TRUTH 3
-
Employees with disabilities have been shown to have the
same absentee and sick rates as nondisabled employees.
-
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 Adminstration [SSA], 2006)
-
Companies that institute Return-to-Work programs for
employees who become disabled can actually reduce
insurance costs.
Maybe my
business should check this out! Where can I find out more?
ADA Disability and Business
Technical Assistance Centers (DBTACs)
http://www.dbtac.vcu.edu/index.aspx
Federal Resources
http://www.business.gov
http://www.disabilityinfo.gov
http://www.earnworks.com
Hiring
http://www.cabln.org/resource1.htm
http://www.ed.gov/rschstat/research/pubs/vrpractices
http://www.hirevetsfirst.gov
http://www.ncset.org/youthtowork
Productivity Tools
http://www.jan.wvu.edu
Tax Benefits and Credits
http://www.irs.gov/pub/irs-pdf/p3966.pdf
Health Care
http://www.yourtickettowork.com/program_info
http://www.ssa.gov
"Ninety-two percent of consumers surveyed felt more
favorable toward companies that hire individuals with
disabilities."
Journal of Vocational Rehabilitation, January 2006
Rehabilitation Services Administration
U.S. Department of Education
400 Maryland Ave. S.W.
Washington, DC 20202
202-245-7488
http://www.ed.gov/about/offices/list/osers/rsa
For copies of this brochure, visit http://www.ed.gov/pubs/edpubs.html
or call 1-877-4-ED-PUBS. For alternate formats, call
202-260-0852 or 202-260-0818, or e-mail
katie.mincey@ed.gov.
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