Frequently Asked Questions

Hiring qualified people with disabilities who really want to work is good for business. A Supported Employment Infolines report indicates that turnover rates for these workers are five to six times lower - saving businesses time and money by cutting hiring and training costs. If your question isn't answered or you would like additional information, please contact e-mail or phone our office at 918-581-2083.
 

QUESTION: When a person with a disability is a job candidate, can I make a hiring decision based on the skills and qualifications required for the job?

ANSWER: Yes. Hiring decisions should be based on finding the best person for the job.
 

QUESTION: Won't my insurance or workers compensation rates go up if I hire an employee with a disability?

ANSWER: No. According to U. S. Department of Labor statistics, rates are based on work hazards and a company's accident records, not on whether workers have disabilities.
 

QUESTION: What if I hire a person with a disability and things don't work out?

ANSWER: Studies prove qualified people with disabilities make good employees. Some may need changes in the work place, known as job accommodations, to level the playing field. However, if an employer is not satisfied with job performance, an employee with a disability can be treated like anybody else.

QUESTION: Aren't job accommodations complicated and expensive?

ANSWER: Most workers with disabilities don't even need work place changes. When they do, the average cost of a job accommodation is $500, according to research from the Job Accommodations Network. For more information visit the Job Accommodations Network .