5 Myths and the Real Facts for Employers
Employees with disabilities: Myths and Facts
Myth: Hiring disabled workers 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 an employer has hired workers with disabilities.
Myth: Providing accommodations for people with disabilities is expensive.
Fact: Did you know that for the minority of workers with disabilities who do need some sort of special equipment or accommodation, 56% of these cost less than $600, with many costing nothing at all? And available tax incentives make it even easier for businesses to cover accessibility costs. (JAN, the Job Accommodation Network, a service of the U.S. Department of Labor’s Office of Disability Employment Policy)
Myth: 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: 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: Under the ADA, an employer cannot fire an employee who has a disability.
Fact: Employers can fire 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, he or she poses a direct threat to health or safety in the workplace. (Source: U.S. Department of Labor, Office of Disability Employment Policy)