|
INFORMATION AND
RESOURCE GUIDE
FOR SOLANO COUNTY
An informational and resource guide
provided by
The Solano County Mayors’ Committee for the Employment of People with Disabilities.
The Solano County Mayors’ Committee for the Employment of People with Disabilities
www.scmcepd.info
The purpose of this organization is to encourage, promote and maintain an understanding by employers, public and private agencies, fand the general public regarding the employment of people with disabilities.
The committee consists of representatives from business, education, workforce development, social service agencies and individuals from Solano County.
We provide employers and the community with information relative to the Americans with Disabilities Act, including workplace accommodations, tax incentives, hiring practices, and support for employers and workers. Low cost trainings are available to employers, both in the public and private sector.
For more information, please call
(707) 428-2170.
COMMON MYTHS
Myths are roadblocks that interfere with the ability of persons with disabilities to have equality in employment. These roadblocks usually result from a lack of experience and interaction with persons with disabilities. Listed below are some common myths and the facts that tell the real story.
MYTH: 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: 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: Persons with disabilities are inspirational, courageous, and brave for being able to overcome their disability.
FACT: Persons with disabilities are simply carrying on normal activities of living when they drive to work, go grocery shopping, pay their bills, or compete in athletic events.
MYTH: Persons with disabilities need to be protected from failing.
FACT: Persons with disabilities have a right to participate in the full range of human experiences including success and failure. Employers should have the same expectations of, and work requirements for, all employees.
MYTH: Persons with disabilities are unable to meet performance standards, thus making them a bad employment risk.
FACT: In 1990, DuPont conducted a survey of 811 employees with disabilities and found 90% rated average or better in job performance compared to 95% for employees without disabilities. A similar 1981 DuPont study which involved 2,745 employees with disabilities found that 92% of employees with disabilities rated average or better in job performance compared to 90% of employees without disabilities.
MYTH: Persons with disabilities have problems getting to work.
FACT: Persons with disabilities are capable of supplying their own transportation by choosing to walk, use a car pool, drive, take public transportation, or a cab. Their modes of transportation to work are as varied as those of other employees.
MYTH: Persons who are deaf make ideal employees in noisy work environments.
FACT: Loud noises of a certain vibratory nature can cause further harm to the auditory system. Persons who are deaf should be hired
MYTH: Persons who are deaf make ideal employees in noisy work environments.
FACT: Loud noises of a certain vibratory nature can cause further harm to the auditory system. Persons who are deaf should be hired for all jobs that they have the skills and talents to perform. No person with a disability should be prejudged regarding employment opportunities.
MYTH: Considerable expense is necessary to accommodate workers with disabilities.
FACT: Most workers with disabilities require no special accommodations and the cost for those who do is minimal or much lower than many employers believe. Studies by the Office of Disability
Business Tax Credits and Reduced Labor Costs
Example of a Small Business Disabled Access Tax Credit:
Company X hired a person with a disability. As a workplace accommodation, a coworker was assigned to support the new employee. The coworker, who earned $10 per hour, spent a total of one hour each day providing support. The number of coworker hours spent with the employee totaled 200 hours during the calendar year. Therefore, the cost of providing the reasonable accommodation for the new employee with a disability was $2,000. The amount by which $2,000 exceeds $250 is $1,750. Fifty percent of $1,750 is $875. Company X may take a tax credit of $875 on its next income tax return.
Incentives for small- and medium-sized businesses make tapping into the disability community an attractive recruiting strategy. There are three tax incentives – small business tax credit, architectural and transportation tax deduction, and work opportunity tax credit – available to help employers cover accommodation costs for employees or customers with disabilities to make their business environment accessible to these individuals.
Small Business Tax Credit
Internal Revenue Code (IRC) Section 44: Expenditures to Provide Access for Disabled Individuals (Disabled Access Tax Credit).
What Is IRC Section 44?
Your small business may take an annual tax credit for becoming accessible to people with disabilities. The total disabled access tax credits taken in 1996 on corporate income tax returns by all industries totaled $11.9 million (Internal Revenue Service, 1999).
Is Your Business Eligible?
Your small business that in the previous year earned $1 million or less in gross receipts or had 30 or fewer full-time employees is eligible for the Small Business Tax Credit.
What Expenses Are Covered?
The tax credit is available every year and can be used for a variety of costs including the following:
Sign language interpreters for employees or customers who have hearing impairments and readers for employees or customers with visual impairments.
The purchase of adaptive equipment or the modification of equipment.
Printed materials in alternate formats (e.g., Braille, audio tape, large print).
The removal of architectural barriers in buildings or vehicles.
Other similar services (e.g., use of a job coach or coworker to provide support to an employee with a disability).
What Expenses Are Not Covered?
The tax credit does not apply to the costs of new construction. Also, the tax credit does not apply to any building being modified if the building was placed in service after November 6, 1990.
What Is the Amount of the Tax Credit?
The credit is 50 percent of expenditures over $250, not to exceed $10,250, for a maximum benefit of $5,000.
How Can This Credit Be Claimed?
Your business can claim the Disabled Access Credit on IRS Form 8826.
Informational Websites
These website will help you find any information needed to employ someone with a disability.
http://www.dol.gov/odep/business/business.htm
http://www.dol.gov/odep/pubs/publicat.htm
http://www.irs.gov/formspubs/article/0,,id=96151,00.html
http://www.earnworks.com/
http://www.jan.wvu.edu/
http://www.shrm.org/
http://www.foremployers.com/
http://www.chiip.org
Diversity Training
Americans with Disability Act
California Fair Labor Standards Act
Child Labor Laws
Reasonable Workplace Accommodations
|
