• Job Site Assessment & Evaluations
• Disability Awareness & Etiquette Information
• Recruitment Assistance 
• On-The-Job Training 
• Employment Support Services 
• Reasonable Accomodations Information

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• Embracing Disability Awareness & Etiquette into the Workplace Culture Training - April 14, 2021 
• Services Animals within the Workplace Training - March 23, 2021
• WINDMILLS Training: Harness the Power of Inclusion - February 4, 2021
• Tips & Strategies to Effectively Communicate with Individuals with a Hearing Loss or Who are Deaf Training - January 11, 2021

MYTH VS FACT

Perception - Creating special accommodations for people with disabilities is expensive.

Fact - Most workers with disabilities do not need special equipment or accommodations. For those who do, most require accommodations that cost less than $500 or, in may cases, nothing at all. There are also tax incentives to help cover accessibility costs.

Perception - My Workers' Compensation insurance rates will go up if I hire someone with a disability.

Fact - Insurance rates are based on your organization's accident record along with the hazards of the occupation in question. It is not based on whether you have workers with disabilities.

Perception -The Americans with Disabilities Act (ADA) requires me to hire someone that's unqualified just because he or she has a disability.

Fact - The ADA does not protect unqualified candidates. To be protected from discrimination, they must first meet all requirements for a job and be able to perform the job with or without reasonable accommodations.

Perception - Employees with disabilities are absent more often.

Fact - Studies show that employees with disabilities are not absent any more than employees without disabilities.

Perception -I could never fire an employee with a disability, even just for cause.

Fact - Employers can fire workers with disabilities under three conditions:

1. Termination is unrelated to the disability, or
2. He/she does not meet requirements for the job, such as performance or production standards, with or without reasonable accommodation, or
3. Because of the employee's disability, he/she poses a direct threat to health or safety in the workplace. 

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