1 / 28

Disability Program Navigator Training A Joint Initiative of the U.S. Department of Labor and the Social Security Admini

Disability Program Navigator Training A Joint Initiative of the U.S. Department of Labor and the Social Security Administration. Working with Employers James Schmeling, J.D., Law, Health Policy & Disability Center. Learning Objectives.

Olivia
Download Presentation

Disability Program Navigator Training A Joint Initiative of the U.S. Department of Labor and the Social Security Admini

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Disability Program Navigator TrainingA Joint Initiative of theU.S. Department of Laborand theSocial Security Administration Working with Employers James Schmeling, J.D., Law, Health Policy & Disability Center

  2. Learning Objectives • Learn about promising practices to build relationships between employers—the business community—and the Workforce Development System to advance employment opportunities for job seekers with disabilities and meet employer labor demand • Identify challenges and apply group problem solving to enhance utilization of the One-Stops by the business community and create new employment opportunities for persons with disabilities • Learn about building peer support among DPN, WIG and other ETA grantees to exchange information and strategies that develop employer relationships to benefit job seekers with disabilities and meet employer labor needs • Build awareness of resources available to Navigators to enhance work with employers

  3. Business Relations Group Contact Information U.S. Department of Labor Employment and Training Administration Business Relations Group 200 Constitution Ave., NW Room S-4206 Washington, DC 20210 (202) 693-3949 E-mail businessrelations@doleta.gov Web address http://www.doleta.gov/business/

  4. Business Leadership Network • The US Business Leadership Network (USBLN) is the national organization that supports development and expansion of BLNs across the country, serving as their collective voice. The USBLN recognizes and promotes best practices in hiring, retaining, and marketing to people with disabilities. • http://www.usbln.com/

  5. Business Leadership Network • Resources for • employers • job applicants with disabilities • service providers • BLNs exist in 36 states http://www.usbln.com/network/index.html • Give examples of Best Practices from employers in many industry sectors http://www.usbln.com/bestprac/index.html

  6. U.S. Chamber of Commerce • U.S. Chamber of Commerce represents: • 3,000,000 businesses • 3,000 state and local chambers • 830 business associations • 92 American Chambers of Commerce abroad • Members include businesses of all sizes and sectors -- from large Fortune 500 companies to home-based, one-person operations. 96% of membership encompasses businesses with fewer than 100 employees. • The leadership is equally diverse, with more than 100 corporate and small business leaders from all sectors serving on the board of directors. • http://www.uschamber.com/default

  7. U.S. Chamber of Commerce • Center for Workforce Preparation (CWP) in the U.S. Chamber – Employment of Individuals with Disabilities http://www.uschamber.com/cwp/strategies/disabilities/default • Undertaken in collaboration with Virginia Commonwealth University, this five-year project focuses on barriers related to the employment of individuals with disabilities. CWP promotes materials -- regarding related issues and concerns, such as the Americans with Disabilities Act (ADA) and business tax credits and incentives -- to 3,000 state and local chambers. • CWP participates in national conferences and roundtables; convenes experts; and disseminates information to chambers and their business members so they can better understand the facts and the resources available to support the employment of individuals with disabilities.

  8. Employers in the Workforce System • Customers of the Workforce System • Participants in the management of the Workforce System on both state and local levels

  9. Promising Practices • Many WIG grantees have developed practices and materials which DPN grantees should investigate – start with those in your own states, and with local employers • Expand the search to those of other grantees when needed, look to similar states, similar employers, or other common factors to present to employer partners – success is persuasive

  10. Promising Practices • Development of a local Business Leadership Network (BLN) to promote peer discussions among employers on the hiring and retention of working with job seekers with disabilities. http://www.frederickbln.com/ • Creation of an online labor exchange to link job openings with job seekers with disabilities http://www.frederickworks.com • Collaborating with the local Community College to add sections to training offered for business supervisors and human resource managers. The modules break down barriers to hiring persons with disabilities. The modules, currently in development, will also be available online through the One-Stops. • Anne Rea and Jack McGrath, Round 1 WIG project in Frederick, Maryland “Way Station, Inc.”

  11. Promising Practices • Working with the Economic Development agencies and Departments of Business Assistance to outreach to the business community and tie in with services offered through the One-Stops (Courtney Wilson, Capital Area WIB, Virginia—Round 2; Charla Reece, Palm Beach Habilitation Center—Round 1). • Working with marketing and business development staff in the VR (Vocational Rehabilitation) agency to reach employers (Mike Somers and Courtney Wilson, Capital Area WIB, Virginia—Round 2).

  12. Promising Practices • Targeting opportunities for employment with local school districts, the One-Stops and local and state government. All of these agencies should have a better understanding and commitment to hiring persons with disabilities (Kathy Burton, Florida Developmental Disabilities Council--Round 1; Glenn Olsen, Wisconsin DWD--Round 2).

  13. Promising Practices • Creating Employer Relation Teams to coordinate contacts with employers. (BUT, don’t reinvent what is available in the One-Stop already! Use it instead.) • Implementing an Employer Outreach model (Courtney Wilson, Capital Area WIB, Virginia—Round 2) • Accessing state share (15 percent) of WIA funds for local areas on the job training activities to provide incentives for employers to hire persons with disabilities. • Marketing to employers in a way that treats them as customers of the One-Stops (Michelle Alford-Williams, California State Department of Rehabilitation—Round 2).

  14. Promising Practices • Connecticut, The Workplace, Inc., has held a breakfast for Employers that included a panel presentation comprised of representatives of companies that had hired persons with disabilities, and the employee with a disability. • Virginia, Capital Area WIB, has distributed to employers, through the One-Stops, information on tax incentives for hiring persons with disabilities and materials that explain how to fill out the forms

  15. Promising Practices • California, California Department of Rehabilitation, had reached out to the business community by teaming up with the Employment Development Department and publishing in their quarterly newsletter information about hiring persons with disabilities and available tax incentives. The state agency is responsible for dealing with business taxes and has a mailing list of 900,000 employers in the state of California. For more information, contact: Michelle Alford-Williams at MAlfordW@dor.ca.gov

  16. Peer-to-Peer Marketing Approach Facilitated by the DPN or One-Stop • Partnering with employers who have successfully hired people with disabilities through hosting a training or a breakfast. The employer can talk to his peers about his experiences. • Work in conjunction with the Chamber of Commerce and state- and local-level associations. • Invite the business community to share their concerns and needs with other employers, with the One-Stops, and with the DPN. • Highlight the benefits (not the limitations) of employing individuals with disabilities, i.e., focus on the skills that the employee can bring to the organization. • Build the relationship with employers gradually by identifying activities to draw them into the process in a non-threatening way.

  17. Partnering with Society for Human Resource Management (SHRM) • SHRM is the world's largest association devoted to human resource management. Representing more than 170,000 individual members, the Society serves the needs of HR professionals by providing the most essential and comprehensive set of resources available. • http://www.shrm.org

  18. SHRM Resources (publicly available – members have more) DIVERSITY • What Is The "Business Case" For Diversity? http://www.shrm.org/diversity/businesscase.asp • How Should My Organization Define Diversity? Several definitions of diversity. http://www.shrm.org/diversity/definingdiversity.asp • How Is a Diversity Initiative Different from My Organization’s Affirmative Action Plan? http://www.shrm.org/diversity/diversityvsaffirmaction.asp • What Are The Components Of A Successful Diversity Initiative? http://www.shrm.org/diversity/components.asp

  19. SHRM Diversity Resources • Diversity Training. Brief explanation of diversity training and some of the things to consider. http://www.shrm.org/diversity/training1.asp • What Are Employee Networks & Should They Be Part of Our Diversity Initiative? http://www.shrm.org/diversity/empnetworks1.asp • How Should Opposition To A Diversity Initiative Be Handled? http://www.shrm.org/diversity/opposition.asp • What are Some Strategies for Recruiting and Retaining a Diverse Workforce? http://www.shrm.org/diversity/recruitretain.asp • Diversity Resources http://www.shrm.org/diversity/toolkits.asp

  20. SHRM Diversity Resources • Hot Topics A short list of hot topics involving diversity. http://www.shrm.org/diversity/hottopics/ • Alliances A short list of websites that also provide information on diversity in the workplace. http://www.shrm.org/diversity/members/divres2.asp • About SHRM's Diversity Initiative http://www.shrm.org/diversity/members/divfaq.asp • Diversity Dilemmas: A Tool for SHRM Chapters This page contains a link to a power point presentation on diversity dilemmas. http://www.shrm.org/diversity/dilemmas.asp

  21. SHRM Disability Resources • Article on how assistive technology is lowering the barrier for people with disabilities. http://www.shrm.org/hrmagazine/articles/1002/1002cohen.asp#link • An article on tax incentives for companies that hire people with disabilities. http://www.shrm.org/hrnews_published/archives/CMS_004098.asp#P-4_0

  22. Challenges – Perceived Employer Concerns • I am worried about health care costs for individuals with disabilities. My premiums will go up.

  23. Challenges – Perceived Employer Concerns • Reasonable accommodations will cost me thousands of dollars.

  24. Challenges – Perceived Employer Concerns • Once hired, I will never be able to terminate the employee with a disability.

  25. Challenges – Perceived Employer Concerns • I am afraid of being sued for discrimination under the Americans with Disabilities Act (ADA)

  26. Challenges – Perceived Employer Concerns • Others are more qualified in terms of education and experience.

  27. Reasons Employers Hire People with Disabilities • Past success with hiring workers with disabilities • Motivation, performance, and low absenteeism • Commitment to diversity in the workplace - importance to business and customer base. • Motivated by the success other businesses have had • Support by on-the-job training funds and tax incentives

  28. This training has been designed and developed by theLaw, Health Policy & Disability Center (LHPDC)of theUniversity of Iowa College of Lawdisability.law.uiowa.edu

More Related