Employers

Questions? Need to learn more about hiring employees with disabilities? Check out the Employer's Resource Guide - It's a one-stop information guide, designed to provide insight and answers.


Why It Matters to Hire People with Disabilities

Section 503 of the Rehabilitation Act of 1973 All federal contractors with 50 or more employees and $50,000 or more in federal contracts fall under Section 503 of the Rehabilitation Act of 1973 as amended. Section 503 encourages federal contractors to recruit, hire, and improve job opportunities for job seekers with disabilities. Section 503 requires contractors to provide updates to OFCCP on the number of individuals with disabilities who have applied for positions, been hired, retained and promoted. It also requires contractors to invite applicants and existing employees to self-identify as individuals with disabilities. Why does this matter? These regulations provide a great opportunity for businesses to increase their diversity, access a relatively untapped talent pool, and improve their bottom line.

Assistance is available:

ADA Tax Incentives

Federal tax incentives are available to encourage compliance with the American with Disabilities Act (ADA).

Architectural/Transportation Tax Deduction All businesses could be eligible for up to $15,000.00 to remove physical, structural, and transportation barriers. Examples include widening doors, building ramps, and modifying vehicles.

Small Business Tax Credit Small businesses could eligible for up to $5,000.00 for expenses to comply with ADA such as barrier removal, auxiliary aids and accommodating employees with ASL interpreters, Braille documents, and building ramps.

Work Opportunity Tax Credit (WOTC) The federal government offers significant tax credits to employers while hiring people with disabilities. The WOTC ranges from $1,500 - $9,600 depending on the employee hired.

For more information, please visit the Wyoming Department of Workforce Services Department.


If you need more information the Job Accommodations Network (JAN) has wonderful information and resources. Please visit: https://askjan.org/


National Employment Team (NET)

A one-company approach to serving a variety of business through the national network of the vocational rehabilitation program. Support includes pre-employment services, recruitment and referral, staff training, diversity and retention programs, consulting and technical support. https://www.csavr.org/the-net

Talent Acquisition Portal (TAP)

An online system that includes a national talent pool of vocational rehabilitation job seekers and a job posting system for businesses looking to hire individuals with disabilities. https://tapability.org/

Federal Bonding Program

Bonding is a free service provided to employers who are willing to hire applicants who are not commercially bondable without risking the loss of money or property. These included individuals who have an arrest record, poor credit history, past alcohol or drug use issues, disadvantaged youth, and dishonorable military discharge.

· Effective the day a new employee begin work

· No deductible

· Reimburses for any loss due to employee theft, forgery, larceny, or embezzlement during a specified six-month period.

· Can be issued regardless of whether the employer has or has not commercially purchased a Fidelity Bond.

Local Wyoming Contact: (307) 777-7838

http://wyomingworkforce.org/businesses/employment/bonding/

Federal Information: https://nicic.gov/federal-bonding-program-us-department-labor-initiative




Fact Is:

  • Hiring people with disabilities does not increase a company’s workers’ compensation liability. Workers’ compensation rates are based solely on the business’ accident record and operational hazards. Employing workers with disabilities does not impact the rates.

  • Businesses which hire employees with disabilities report increased employee retention and less absenteeism.

  • 59% of workplace accommodations for employees with disabilities cost nothing, while most others have a onetime cost of $500 or less.

  • The labor laws businesses must follow when firing under-performing employees are the same for employees with or without disabilities. These employees can be terminated when appropriate documentation is maintained to support the decision.

  • Studies show employees with disabilities are rated by supervisors as being equally or more productive than coworkers and as achieving equal or better overall job performance.