For Employers

HEY EMPLOYERS – New Employability Toolkit
As more people with disabilities enter the workforce and begin looking for employment, it is
important that as a business owner or operator you understand the incredible benefits that you
could be enjoying by hiring employees of all abilities.

The handbook below is meant to provide you with the information you need to begin employing people
of all abilities, including financial and tax incentives, how and why hiring people of all abilities is
good for your business and where to find qualified employees.

Everyone has the right to work. New York’s employers deserve a reliable, effective and efficient
workforce.

The EmployAbility Toolkit (PDF) is just one of the ways in which New York State is working to make it
easier for you to expand your workforce to be inclusive and to improve your bottom line.

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Experience working for you – Connecting Your Business to the Employees You Need

Since 1989, ACHIEVE Career Consultants has been assisting Employers with finding the right Employee for the job. Through one-on-one interviews with prospective employers, ACHIEVE has been able to identify qualified applicants for prospective job vacancies. The process is simple.

Employment Specialist

An ACHIEVE Employment Specialist will meet with the prospective Employer, look at the qualifications for each position with a vacancy and provide the Employer with resumes, cover letters, and completed job applications for each position. Additionally, the Employment Specialist will accompany the prospective Employee to the interview and assist with the interview process when necessary. The Employment Specialist will train the prospective Employee on the necessary job components at no cost to the Employer. Once the Employer, Employee and Employment Specialist agree the individual has met the job-related requirements, the Employment Specialist will “fade out”, leaving the individual to complete job tasks on their own.

Once this process has been completed, the Employment Specialist will continue to meet with the Employer once a month and the Employee twice a month to ensure the individual continues to meet the expectation of the job. When job responsibilities change or the individual receives a promotion, the Employment Specialist will assist the Employer with training the individual in their new responsibilities.

Hiring Good People is Good Business – Promote. Grow. Succeed.

With a tight job market, one in which skilled, dedicated workers are hard to find, it is important to look everywhere for talent. Recruiting should extend to nontraditional sources, including individuals with physical, mental, and communication disabilities.

ACHIEVE Career Consultants can provide these services to your business at no cost:

  • Prescreened, qualified job applicants
  • Training services
  • Ongoing follow-up services to ensure your satisfaction
  • Job Coaching to help workers meet the requirements of the job
  • Technical assistance on the Americans with Disabilities Act (ADA)

The Truth Lies In The Facts.

Myth: Hiring Disabled workers 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 an employer had hired workers with disabilities.

Myth: 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.

Corporate Financial Incentives

There are a variety of potential financial incentives that your business may be able to utilize when you employ people with disabilities.

Federal Work Opportunity Tax Credit (WOTC):

Provides employers with a first year tax credit up to $2,400 of the first $6,000 in wages paid to an eligible worker with a disability who works at least 400 hours annually.

NYS Workers with Disabilities Employment Tax Credit (WETC):
Employers can claim a State tax credit of up to $2,100 of the first $6,000 in wages paid to an eligible worker with a disability who works at least 400 hours annually, during the second year of employment.

Work Try-Out (WTO):

Provides employers with 100% wage reimbursement for up to 4 weeks of employment to try out a worker’s job performance.

On-The-Job Training (OJT):

Reimburses the worker’s salary, on a sliding scale, up to 3 months, while the worker is being trained.

Job Coach Services:

Provides an employer with an experienced job coach, at no cost, to coach the newly hired worker for as long as requested to learn the job and meet performance standards.

The Architectural/Transportation Tax Deduction:

IRS Code Section 190, Barrier Removal – Businesses of all sizes may take an annual deduction for expenses incurred to remove barriers for people with disabilities in the workplace.

Small Business Tax Credit:

IRS Code Section 44, Disabled Access Credit can be used by certain small businesses for architectural changes, equipment or services; the purchase of adaptive equipment or the modification of equipment; the removal of barriers, in buildings or vehicles.

It’s About Ability, Not Disability

Hiring a qualified worker with a disability makes good business sense. Employers tell us that these attributes have sold them on employing an ACHIEVE individual:

Motivation: employees report to work every day ready, willing and able to perform.

Dependability: employees with disabilities have lower rates of absenteeism; reports of perfect attendance are not uncommon.

Flexibility: when asked, employees will often fill in for co-workers who have missed their shifts.

Attitude: employee pride is demonstrated by coming to work with a positive, can-do attitude.

Job Retention: employees are known for being loyal to their employers and often remain at their jobs for years, thereby reducing turnover.

Pre-screened: every effort is made to pre-screen candidates for employment to ensure that the applicant meets the minimum qualifications of the job.

Training: if needed or desired by the employer, the person can be trained to the employer’s specifications by skilled job coaches thereby reducing employer training time.

Pre-insured: workers are often (but not always) pre-insured with health benefits.

Expand Market Share: employees with disabilities can relate better to customers with disabilities, who represent $1 trillion in annual aggregate consumer spending.

Employee Morale: many businesses report that employing people with disabilities increases the morale and productivity of every employee.