Disability Program Navigator

Workers with disabilities have the potential to contribute a tremendous amount of talent, a unique perspective and approach to problems, a self-motivated and dependable work ethic, and a positive attitude of perseverance. Hiring a worker with a disability helps to create and cultivate a truly diverse workforce and enhances your ability to market products and services that appeal to a broader range of customers, resulting in a competitive advantage and growth.

The Disability Program Navigator assists employers to realize the benefits of hiring a person with a disability with resources and information about:

• Tax Incentives
• Reasonable Accommodations and Accessibility
• Effective Communication and Etiquette
• TTY and Assistive Technology
• ADA (Laws)
• Suggestions on How to Create a Productive and Welcoming Environment

What business leaders say about hiring someone with a disability:

• Research demonstrates that employees with disabilities are dedicated to their jobs and loyal to their employers; they also average the same number of sick days as other employees and have better retention rates, resulting in lower recruitment and training costs.
• The average cost of hiring someone with a disability is the same as hiring a person without one.
• It enlarges the talent pool and increases employee morale.
• It generates goodwill with customers and employees and is considered an important way to contribute to the community.
• When an SS beneficiary becomes self-sufficient, it benefits all tax payers.

Yet, according to over 900 managers surveyed by Harris Poll… People with disabilities often encounter discrimination from employers and less than half surveyed have hired someone with a disability. One predominant concern among employers is the potential cost of making accommodations and/or adjustments to the workplace. This is an understandable but unfounded concern. Studies show that more than half of all workplace accommodations cost under $500, over 80% cost less than $1000, and approximately 31% cost nothing at all.

Unfortunately, there is a significant gap between the employment rates of working disabled versus non-disabled workers. Only 20% of persons with a disability (18-64) work full or part-time compared to 79% of the non-disabled population. Of those with disabilities who are not working, 72% say that they would prefer to work. That’s a lot of potential.

Financial Incentives: Hiring qualified workers with disabilities is good for business, for the community, and for the economy. But if you need another reason, there are financial incentives for businesses who hire workers with disabilities:

• Work Opportunity Tax Credit (WOTC) - Provides 2 years of Federal tax credits on wages to businesses that hire individuals from targeted low-income groups.
• Tax Deduction: Section 190 Internal Revenue Code - A maximum tax deduction of $15,000 per year may be taken by a business of any size for the removal of architectural or transportation related barriers. The renovations must comply with applicable standards.
• Tax Credit (ADA) for Small Business - Businesses with less than 30 employees or $1 million or less per year in total revenue can receive a tax credit for the cost of accommodations provided to an employee (or customer) with a disability.