Hiring Persons With Disabilities ©Connie Sitterly The information contained in these responses should not be considered legal advice. Consult an attorney if you have any legal questions.

Dear Workplace Doctor,  

As the owner of a small manufacturing company, I know I should be open to hiring employees with disabilities, but I'm afraid our insurance costs will rise and that a disabled person might be more prone to accidents, especially when safety and keeping costs down are already issues. Can you provide me with some background information about our requirements?  What do you suggest?

M. A. Schmidt

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Dear M.A.,

First, let me provide you with some basic background information regarding hiring persons with disabilities:

Providing "equal employment opportunities for all American citizens" became law as of July 26, 1990. The responsible legislation, the Americans with Disabilities Act (ADA), mandates the prohibiting of discrimination against qualified individuals with disabilities in application procedures, hiring, discharge, advancement, compensation, training and other conditions and privileges of employment for employers with 15 or more employees.

Hiring persons with disabilities makes good business sense. Fears that your insurance costs will rise or that a disabled person might be more accident prone are .....your preconceived beliefs.....myths. Insurance rates bear no relationship to hiring people with disabilities since rates are determined by the nature of the industry and the accident experience of the individual firm. Never fear that a disabled person might be more prone to accidents since persons with disabilities tend to be more sensitive to and more aware of their limitations. Studies have shown that those with disabilities who have been rehabilitated have as good as, or better safety records than those of others.

Although there are all kinds and degrees of disability, assistive devices and rehabilitation technology is helping to diminish the physical limitations of thousands of people once considered disabled. Technological solutions have included the development of portable reading machines to sophisticated, high-tech work stations for people needing robotics assistance. Telecommuting alone has literally given people chances to work from their homes.

Managers are becoming more sensitive to the needs of the handicapped, and learn how to better use their skills by matching their abilities with the physical demands of the job. Hiring the physically challenged is not just a legal issue, it's a moral and a business issue too. Hiring qualified disabled persons is not only the right thing to do - it's good business.

The Workplace Dr. ^TM