The purpose of the Employment Committee is to increase employment opportunities for individuals with special needs and disabilities.
Initial research indicates transitioning children to and through adulthood is a challenge in the Lowcountry. Given the scope and diversity of the issues associated with transition through adulthood, it was decided to focus on three key areas: school transition, supportive services, and employment.
Currently, the Employment Committee is in the process of identifying existing employment programs and services, barriers to employment and developing partnerships.
For more information contact Jeff Stottler at email@example.com
To share your voice stay informed or get involved.
Resources: Local – State – Federal
There are many resources at the local, state, and federal level regarding disability employment. Please take a look at the menu at the top right of this page. If you are unable to find what you are looking for or have questions, please contact Nicholas Gavalas at Info@charlestoncan.org.
Job Search Toolkit
Here is a Job Search Toolkit PDF to help people with disabilities who are looking for employment.
Myth vs. Fact:
Individuals with disabilities may be the best workers few people know about. Employers too often overlook qualified candidates with disabilities based on false assumptions and inaccurate information.
Providing job accommodations for people with disabilities is expensive.
The majority of workers with disabilities do not need accommodations to perform their jobs, and for those who do, the cost is usually minimal. According to the Job Accommodation Network (JAN), a service from the U.S. Department of Labor’s Office of Disability Employment Policy, 57% of accommodations cost absolutely nothing to make, while the rest typically cost only $500. Moreover, tax incentives are available to help employers cover the costs of accommodations, as well as modifications required to make their businesses accessible to persons with disabilities.
- NO COST 57%
- $500 43%
Employees with disabilities have a higher absentee rate than employees without disabilities.
Studies show that employees with disabilities are not absent any more than employees without disabilities and in fact have a high retention rate when compared to people without disabilities.
People with disabilities do not have the knowledge, skills, and abilities for the positions I am trying to fill.
According to the American Community Survey (ACS), there are 2.3 million working age adults with disabilities who have a Bachelor’s degree or higher; an additional 2.2 million are currently in college. Many others have vocational training and relevant prior work experience.
Hiring people with disabilities will increase workers’ compensation rates.
Workers’ compensation costs are based solely on the type of business operations and loss history and not on the demographics of employees.