Transcript of JUDSON CENTER Adding valuable staffing solutions to employers in every industry (248) 837-1227.
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- JUDSON CENTER Adding valuable staffing solutions to employers
in every industry (248) 837-1227
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- SOME OF OUR PARTNERS
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- Strategic Targeting A quick glimpse at job titles identified
since Oct. 2013 Retail Associate Dishwasher Laundry Service
Attendant Cashier Warehouse Assembly Stock Clerk Business Analyst
Custodian Greeter Intern (Merchant Analysis Team) Airport Inventory
Specialist Housekeeper Intern (Operations Optimization Team) Cart
Retriever Dietary logistics team member Freight Specialist Bakery
Associate Quality Inspector 1.Industries dependent on staffing
companies for operational success. 2.Companies that will be
directly effected by the implementation of new 503 regulations. 503
regulations: Section 503 of the Rehabilitation Act of 1973
prohibits discrimination and requires employers with federal
contracts or subcontracts that exceed $10,000 to take affirmative
action to hire, retain, and promote qualified individuals with
disabilities. All covered contractors and subcontractors must also
include a specific equal opportunity clause in each of their
nonexempt contracts and subcontracts by March 2014.
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- OUR APPROACH
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- ENHANCING THE RELATIONSHIP
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- Leading with education with a focus on true equal employment
opportunity. Asking for interview assistance and waiving procedures
such as pre employment assessments. Written curriculums that
focuses on furthering disability awareness and educating employees
on how to handle situation that may arise working with an employee
with a disability and how to handle reasonable accommodation
requests. Promoting incisiveness in the workplace and community.
Providing examples of how diversity may increase workplace
morale.
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- 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? 1. And available tax incentives make
it even easier for businesses to cover accessibility costs. 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: 1.)The
termination is unrelated to the disability or 2.)the employee does
not meet legitimate requirements for the job, such as performance
or production standards, with or without a reasonable accommodation
or 3.)Because of the employees disability, he or she poses a direct
threat to health or safety in the workplace.
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- : Return on Investment Businesses that employ people with
disabilities turn social issues into business opportunities. These
opportunities translate into lower costs, higher revenues and
increased profits. Capitalize on the ROI of employing people with
disabilities. 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. 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. Another of the benefits of employing
people with disabilities is increasing 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.
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.
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. Here are just a few of the benefits of
hiring people with disabilities:
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- ENSURING SUCCESS Ensuring success with job coaching to offer
only the highest likelihood of success for both the consumer and
the employer.
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- Independent Placements at Judson Center This data represents
Judson Center Independent placement activity in single fiscal years
running October 1 st to September 30 th.