Tools for Success

Hire Gauge

The Field Guide

5 Myths & the Real Facts

The Business Case

Tax Incentives Tip Sheet

Best Practices For Finding
Qualified Workers

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5 Myths & 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?¹. And available tax incentives make it even easier for businesses to cover accessibility costs.

¹Job Accommodation Network (JAN), 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)

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