Southern California Wildfire Resources

Workfirst Employers

What can Easterseals WorkFirst Employment Service do for your business?

Download a brochure

We are a workforce development company working with people with disabilities. We meet with businesses to learn about their workforce needs and we match an individual with a job that fits their interests. This process benefits both parties, a competent employee for the business and a great job for the individual.

When you hire the individual we work with the benefits to your company are many:

  • Individuals are pre-screened to ensure they are qualified and a good match for your company.
  • You can create stability in positions that typically have high turnover.
  • Your business will run more efficiently as employees focus on the essential tasks for their positions.
  • Your customers will have a positive view of your commitment to hiring people with disabilities.

When you hire though WorkFirst we provide:

 

Job Support – Your new employee will be supported to learn job tasks, safety rules, procedures, and any other job functions.
Future Employees – Contact WorkFirst when you have open positions. We can help you find the person best suited to fill them. 
Employee Training – As leading experts and advocates for people with disabilities, we are available to conduct training or seminars with all of your employees.

Myths & the Real Facts for Employers

Myth 1: 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 2: Providing accommodations for people with disabilities is expensive.

  • Fact: The majority of workers with disabilities do not need accommodations to perform their jobs, and for those who do, the cost is usually minimal. In fact, two-thirds of accommodations cost less than $500, with many costing nothing at all1. And available tax incentives make it even easier for businesses to cover accessibility costs.

Job¹ Accommodation Network (JAN), a service of the U.S. Department of Labor’s Office of Disability Employment Policy

Myth 3: The ADA (Americans with Disabilities Act) forces employers to hire unqualified individuals with disabilities.

  • Fact: Unqualified candidates are not protected under the ADA. To be protected from discrimination in hiring, an individual must first meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations.

Myth 4: 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 5: Under the ADA, an employer cannot terminate an employee who has a disability.

  • Fact: Employers can terminate workers with disabilities under three conditions:
  • The termination is unrelated to the disability or
  • The employee does not meet legitimate requirements for the job, such as performance or production standards, with or without a reasonable accommodation or
  • Because of the employee’s disability, they pose a direct threat to health or safety in the workplace.
(Source: U.S. Department of Labor, Office of Disability Employment Policy) 
https://dspd.utah.gov/wp-content/uploads/2017/06/5_myths_and_facts.pdf

The Business Case

Hiring a qualified person with a disability brings greater benefits beyond just filling an open job. There’s a solid business case, too.

Reason 1: Return on Investment

Businesses that employ individuals with diverse abilities tap into talent different pools and enhance their workforce. These opportunities translate into lower costs, higher revenues, and increased profits.

INCREASE REVENUES

  • Access new markets.
  • Improve productivity through innovative and effective ways of doing business.

REDUCE COSTS

  • Reduce hiring and training costs.
  • Increase retention.
  • Reduce costs associated with conflict and litigation.

ENHANCE SHAREHOLDER VALUE

  • Capitalize on opportunities to meet business goals.

Reason 2: Marketing

Customers with disabilities and their families, friends and associates represent a trillion dollar market segment. They, like other market segments, purchase products and services from companies that best meet their needs. A large number of Americans also say they prefer to patronize businesses that hire people with disabilities. Increase your opportunity to gain a lasting customer base.

CAPITALIZE ON NEW MARKET OPPORTUNITIES

  • Mirror the market to attract a wider customer base.
  • Increase your market share.

DEVELOP NEW PRODUCTS AND SERVICES

  • Respond to marketplace needs.
  • Lead your market.
  • Increase profitability.

Reason 3: Innovation

Innovation is key to your business’ success. Employees with disabilities bring unique experiences and understanding that transform a workplace and enhance products and services. As part of your team, employees with disabilities help build your business and can lead your company into the future.

WORKPLACE INNOVATION

  • Create more efficient and effective business processes.
  • Develop and implement management strategies to attract and retain qualified talent.
  • Use technology in new ways to increase productivity.

PRODUCT AND SERVICE INNOVATION

  • Stimulate new product and service development through disability-inclusive diverse teams.
  • Customize products and services to increase profitability.

DEFINE THE FUTURE

  • Foster the development of next-generation products and services.
(Source: U.S. Department of Labor, Office of
Disability Employment Policy)
https://abilitypath.org/wp-content/uploads/2020/02/Employment-Toolkit.pdf
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