Recruiting and Hiring Workers with a Disability FAQ (Frequently Asked Questions)
- Why should I recruit and hire workers with disabilities?
- Will my insurance rates go up?
- How will hiring people with disabilities affect the morale of my other employees?
- What happens if the person with a disability doesn't work out in my company?
- What is a reasonable accommodation?
- Is there such a thing as "disability etiquette" on the job - things I shouldn't say?
- Can I take an applicant's disability into account when I'm hiring?
Why should I recruit and hire workers with disabilities?
First and foremost, you should do this because it makes good business sense. Maine is facing a significant shortage of workers and thus in order for your business to grow, you will need workers who are qualified, dependable, and an asset to the company. Many companies in Maine have been successful in this area, and a key part of the Working Together mission is to share information on this success. If you have never recruited, hired, or worked with a person with a disability you probably have lots of questions - perhaps some of the questions below will provide helpful answers.Will my insurance rates go up?
Many businesses express fear and concern that if they hire workers with disabilities the companies insurance costs will go up. A survey of human resource managers, conducted by Cornell University, found that companies' health, life and disability insurance costs rarely rise because of hiring employees with disabilities. However, attitudinal stereotypes about people with disabilities are still pervasive in the workplace, causing them to be hired less and fired more than workers without disabilities.How will hiring people with disabilities affect the morale of my other employees?
Your concern about your other employees is one that every good manager or owner needs to consider in hiring any new employee. Depending upon your other workers experiences with working or socializing with people with disabilities, they may be uncomfortable at first, but usually this doesn't last very long. Most of the time, you need to make sure your other workers are not trying to assist the person with a disability too much. It has been reported by a number of employers that having persons with disabilities in the work environment causes other employees to work harder and be more productive.What happens if the person with a disability doesn't work out in my company?
The issue of a person with a disability experiencing performance problems which might lead to termination is an issue that many employers fear. It is never easy to terminate someone from a job. Nevertheless, if the employee is not able to do the work, and if your efforts to correct the performance have not been successful, you are within your rights to terminate the employee with a disability just as you would any other employee.What is a reasonable accommodation?
A reasonable accommodation is a modification or adjustment to a job duty, the work environment or the way things are usually done that enables an employee to do his or her job effectively or more effectively. Many reasonable accommodations are free or cost under $500.Is there such a thing as "disability etiquette" on the job - things I shouldn't say?
Most people with disabilities say they want to be treated in a business-like manner and in the same way that others without a disability are treated. However, sometimes people wonder about issues like shaking hands, offering assistance and how to communicate with a person who is deaf.There are websites that address these issues. One good overview is "Communicating With and About People with Disabilities"(by the U.S. Department of Labor)