Employer Introduction

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Introduction

 

The newspaper article was titled, "Disabilities Don't Stop Productivity" (October 28, 2000).  Robert Landauer, editorial columnist for The Oregonian, cited examples of how large and small Oregon companies alike have successfully tapped into this vast untapped workforce.  In closing he summed:

Alibis for leaving persons with disabilities on the sidelines are
disappearing.  Business people who see that are gutty, good-
hearted -- and smart.

 

Companies across the country are discovering that the 7.8 million jobless Americans with disabilities who desire to work, including 200,000 here in Oregon, are a valuable recruiting resource for businesses that face labor shortages and have labor needs.

Companies are realizing that most accommodations workers may need cost little or nothing, and business tax credits and deductions are available to offset costs.

Companies are learning that state agencies, such as the Vocational Rehabilitation Division, Commission for the Blind, and Veterans Vocational Rehabilitation Services, and many nonprofit companies and organizations can match qualified workers to job positions, and provide employers with accommodation assistance and coaching.

Companies are discovering tax credits are available to businesses that hire and employ people with disabilities.  But more importantly, businesses are finding workers with disabilities are good, productive workers.

 

In President George W. Bush's New Freedom Initiative, President Bush calls upon employers throughout the private and public sector to actively recruit and hire qualified applicants with disabilities.  He encourages employers to expand teleworking and telecommuting opportunities that will open doors of employment opportunity to qualified individuals with severe disabilities who desire to work.  Through a number of innovative proposals, President Bush commits his support to: 

Employers who hire and employ applicants with disabilities;

Programs and services that assist people with disabilities and employers;

Individuals with disabilities who today face barriers as they attempt to 
integrate into the workforce and access daily community life.

 

In an attempt to assist businesses in their recruiting and hiring efforts, this guide has been prepared for employers who may need:

Resources and guidance for recruiting, hiring, and accommodating
qualified workers with disabilities;

Information on consulting, coaching, and assistance available to 
employers at no cost;

Information on tax credits and deductions available to employers
who hire and accommodate workers with disabilities, and 
accommodate customers;

Information and guidance on ADA and the myths associated with
ADA;

Guidance for communicating and interacting with applicants,
employees, and customers with disabilities;  and

Ideas and insights from employers who have successfully recruited
and employed workers with disabilities. 

 

As Robert Landauer aptly titled another article published in The Oregonian (October 9, 2001), Disability Doesn't Mean Inability.  Qualified job seekers with disabilities in every community await the opportunity to contribute and participate in the workforce, and demonstrate their abilities and potential for becoming productive team-players.

Hopefully this guide will provide the support and assistance employers may need 
to enable the 7.8 million Americans with disabilities who desire to earn a living the 
opportunity to participate as contributing members of the community -- and the workforce.

 

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