Frequently Asked Questions

DVR serves individuals with disabilities starting at least two years prior to graduation. DVR will serve eligible individuals with disabilities of any age as long as they are actively preparing for and/or seeking employment.

Resources: Division of Vocational Rehabilitation

DVR services are provided at no cost to the employer.

Call your local DVR Business Services Consultant (BSC) or send them an email! It's that easy. The BSC will learn about your company and workforce needs and provide you with a list of services and options available for your company.

Resources: DVR Business Services Consultants

Individuals enrolled in the DVR program pursue occupations like everyone else. They access training and employment in all industry sectors - including manufacturing, healthcare, logistics/transportation, technology, agriculture, and more. A large percentage of DVR participants are engaged in post-secondary training at the technical college, university, and apprenticeship level, and are pursuing a career in a specific field. Others are seeking entry-level employment. Individuals look for full and part-time work. DVR's role is to provide vocational guidance and counseling to support individuals as they pursue the occupation of their choice.

Businesses report a number of benefits to creating and supporting a diverse and inclusive workforce.

• A Source of Talent: As companies are facing epic workforce shortages, individuals with disabilities are being recognized as a source of engaged, committed talent.
• Higher Revenue: In October 2018, Accenture, in partnership with the American Association of People with Disabilities (AAPD) and Disability:IN, released “Getting To Equal: The Disability Inclusion Advantage (PDF).” This report revealed companies that embrace best practices for employing and supporting people with disabilities in their workforces consistently outperform their peers. Companies can earn 28% higher revenue on average, double their net income and achieve 30% higher economic profit margins.
• Increased Productivity/Lower Costs: The Accenture report also found that companies who hired people with disabilities experienced a 72% increase in productivity and 45% improvement in workplace safety.
• Improved Retention: The U.S. Department of Labor found that employers who supported individuals with disabilities saw a 90% increase in employee retention.
• Increased Market Share: The U.S. Office of Disability Employment Policy categorizes persons with disabilities as the third-largest market segment in the U.S. The discretionary income for working-age individuals with disabilities is $21 billion. Companies that offer a workforce welcoming individuals with disabilities will more likely attract that market to their place of business, products, and services.

Resources:

• SHRM - 4 Ways to Hire More People with Disabilities
• AAPD - Power Grid Blog
• Accenture - Getting to Equal: The Disability Inclusion Advantage

The government realizes the benefits of business owners hiring employees with disabilities (as well as the costs of making workplace accommodations), so they financially incentivize this process through tax benefits. Federal financial incentives include the Work Opportunity Tax Credit (WOTC), the Architectural Barrier Removal Tax Deduction and the Disabled Access Credit. Yes! Many businesses are eligible for the Work Opportunity Tax Credit (WOTC), which is a federal tax credit available to employers for hiring and employing individuals from certain groups who face significant barriers to employment.

Resources:

• DWD Work Opportunity Tax Credit
• DOL Work Opportunity Tax Credit

The Disabled Access Credit provides a non-refundable credit of up to $5,000 for small businesses (less than $1 million in earnings and no more than 30 employees) that incur expenditures for the purpose of providing access to individuals with disabilities.

Examples include:

• Providing sign language interpreters
• Accessible materials
• Accessible devices or equipment

The Architectural Barrier Removal Tax Deduction encourages businesses of any size to remove architectural and transportation barriers to the mobility of individuals with disabilities and the elderly. Businesses may claim a deduction of up to $15,000 a year for qualified expenses.

Examples include:

• Widening doors
• Building ramps
• Modifying vehicles

Resources:
IRS - Tax Benefits for Businesses Who Have Employees with Disabilities

Job Coaches are specialists in the field of employment training. They assist individuals with on-the-job support that provides additional training and helps them learn essential elements of a job or improve their job-related skills. For example, Job Coaches may offer instruction to help an individual master job-related tasks, review an employee handbook, learn how to use a timesheet or payroll system, discern information about a company culture, or connect to others in the workplace.

Employers may choose to directly provide additional training and support an employee may need. DVR will collaborate with the employer to coordinate direct on-the-job training through a program called "Partners with Business (PwB)." The employer is reimbursed for the time a co-worker spends assisting their co-worker with a disability.

Resources: Job Accomodation Network - Job Coaches

Facilitating effective interviews for open positions requires thoughtful preparation. Most hiring managers are aware that certain questions are "off limits," such as questions about gender, age, race, ethnicity, and more. To learn more about effective interview practices that promote diversity, equity, inclusion, and accessibility, speak with your BSC or review the resources listed below.

Resources:

• EEOC - Job Applicants and the ADA
• Job Accommodation Network - Employer's Practical Guide to Reasonable Accommodation Under the ADA
• DWD Fair Hiring and Avoiding Discriminatory Interview Questions

Service animals can improve the performance of individuals with disabilities in the workplace. Service animals can guide, inform handler of noises, fetch dropped items, sense blood sugar levels, and provide significant emotional support. The law views service animals as "tools," or "accommodations" much like a wheelchair or hearing aid. The laws regulating service animals can be complex, and the use of service animals is regulated by both federal and state laws.

Resources:

• Job Accomodation Network - Service Animals
• ADA.gov - Service Animals