What can Easterseals WorkFirst Employment Service do for your business?
We are a workforce development company working with people with disabilities. We meet with businesses to learn about their workforce needs and we match an individual with a job that fits their interests. This process benefits both parties, a competent employee for the business and a great job for the individual
When you hire the individual we work with the benefits to your company are many:
- Individuals are pre-screened to ensure they are qualified and a good match for your company.
- You can create stability in positions that typically have high turnover.
- Your business will run more efficiently as employees focus on the essential tasks for their positions.
- Your customers will have a positive view of your commitment to hiring people with disabilities.
When you hire though WorkFirst we provide:
Job Support – Your new employee will have a job coach available to learn job tasks, safety rules, procedures and any other job functions.
Future Employees – Come to WorkFirst when you have open positions. We can help you find the right person to fill them.
Employee Training – As leading experts and advocates for people with disabilities, we are available to conduct training or seminars with all of your employees on disability issues.
Myths & the Real Facts for Employers
Myth 1: Hiring employees with disabilities increases workers compensation insurance rates.
- Fact: Insurance rates are based solely on the relative hazards of the operation and the organization’s accident experience, not on whether workers have disabilities.
Myth 2: Providing accommodations for people with disabilities is expensive.
- Fact: The majority of workers with disabilities do not need accommodations to perform their jobs, and for those who do, the cost is usually minimal. In fact, two-thirds of accommodations cost less than $500, with many costing nothing at all1. And available tax incentives make it even easier for businesses to cover accessibility costs.
- 1Job Accommodation Network (JAN), a service of the U.S. Department of Labor’s Office of Disability Employment Policy
Myth 3: The ADA (Americans with Disabilities Act) forces employers to hire unqualified individuals with disabilities.
- Fact: Unqualified candidates are not protected under the ADA. To be protected from discrimination in hiring, an individual must first meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations.
Myth 4: Employees with disabilities have a higher absentee rate than employees without disabilities.
- Fact: Studies by firms such as DuPont show that employees with disabilities are not absent any more than employees without disabilities.
Myth 5: Under the ADA, an employer cannot fire an employee who has a disability.
- Fact: Employers can fire workers with disabilities under three conditions:
- The termination is unrelated to the disability or
- The employee does not meet legitimate requirements for the job, such as performance or production standards, with or without a reasonable accommodation or
- Because of the employee’s disability, he or she poses a direct threat to health or safety in the workplace.
(Source: U.S. Department of Labor, Office of Disability Employment Policy) http://www.thinkbeyondthelabel.com/Learning-Tools/5Myths-and-RealFacts.aspx)
The Business Case
Hiring a qualified person with a disability brings greater benefits beyond just filling an open job. There’s a solid business case, too.
Reason 1: Return on Investment
Businesses that employ people with disabilities turn social issues into business opportunities. These opportunities translate into lower costs, higher revenues and increased profits.
- Access new markets.
- Improve productivity through innovative and effective ways of doing business.
- Reduce hiring and training costs.
- Increase retention.
- Reduce costs associated with conflict and litigation.
ENHANCE SHAREHOLDER VALUE
- Capitalize on opportunities to meet business goals.
Reason 2: Marketing
Customers with disabilities and their families, friends and associates represent a trillion dollar market segment. They, like other market segments, purchase products and services from companies that best meet their needs. A large number of Americans also say they prefer to patronize businesses that hire people with disabilities. Increase your opportunity to gain a lasting customer base.
CAPITALIZE ON NEW MARKET OPPORTUNITIES
- Mirror the market to attract a wider customer base.
- Increase your market share.
DEVELOP NEW PRODUCTS AND SERVICES
- Respond to marketplace needs.
- Lead your market.
- Increase profitability.
Reason 3: Innovation
Innovation is key to your business’ success. Employees with disabilities bring unique experiences and understanding that transform a workplace and enhance products and services. As part of your team, employees with disabilities help build your business and can lead your company into the future.
- Create more efficient and effective business processes.
- Develop and implement management strategies to attract and retain qualified talent.
- Use technology in new ways to increase productivity.
PRODUCT AND SERVICE INNOVATION
- Stimulate new product and service development through disability-inclusive diverse teams.
- Customize products and services to increase profitability.
DEFINE THE FUTURE
- Foster the development of next-generation products and services.
(Source: U.S. Department of Labor, Office of
Disability Employment Policy)