Build a future with Entrust Community Services
Good business sense
There is no cost for us to match your business needs with qualified employees; it saves you time and money. As an added benefit, we can also help you leverage marketing and public relations opportunities in your community.
Increase your consumer groups
People with disabilities and their families have purchasing power. (According to the National Organization on Disability, in 2002 it was reported that people with disabilities and their families have a discretionary income of $220 Billion)
Companies that have an affinity with the disability community can benefit by association. (Marketing studies from 2003 have shown that 54% of households pay more attention to and patronize businesses that feature people with disabilities in their advertising.)
You will meet community involvement and diversity goals.
If you want a staff that is diverse, then Entrust is interested in building a long-term relationship that will help you fill your employment gaps. Working with a local nonprofit allows you to give back to your community and build a future that will last.
Statistics and Outcomes
Hundreds of businesses each year choose Entrust Community Services to complete contract work, respond to onsite business needs or hire a worker to join their team.
In 2013, 88% of the people supported by Entrust Community Services kept their job for 90 days or more.
Your productivity will increase
People with disabilities are committed and truly enjoy their job; this results in higher morale that brightens the workplace.
Tax Credits for Employers
Work Opportunity Tax Credit
WOTC is available to employers for hiring people with disabilities from economically disadvantaged backgrounds. Employers can receive a tax credit of up to $2,400 per person hired.
The ADA Small Business Tax Credit Businesses with 30 or fewer employees or with total revenue less than $1 million can receive a tax credit for the cost of accommodations for an employee (or customer) with a disability. This credit covers 50% of eligible expenditures up to $10,000 (maximum credit per year of $5,000)
Typical Positions we Staff
Food Service – Dishwashers, Line Cooks, Kitchen and Food Prep Helpers
Manufacturing – Warehouse, Shipping, Receiving, Production and Assembly
General Services – Janitorial, Landscaping, Facility Maintenance, Laundry, Housekeeping
Administration – Clerical, Reception, Data Entry, Shredding, Filing
Grocery and Retail – Grocery Clerks, Courtesy Clerks, Lot Attendants, Greeters, Couriers
Automotive Care – Detailing, washing
What do we do to help someone get ready for a job search?
Identify support needs or job accommodations and develop an employment plan
Create a resume, cover letters and complete job applications
Teach job search resources
Tour various job sites
What do we do to help someone apply for a job once they are ready?
Advise, coach and arrange for job interviews
Contact potential employers to discuss possible job matches
Offer job try-outs to help the employer see the applicant perform the job in-action
Provide job leads and labor market information
Do you think you would benefit from job placement services offered by Entrust Community Services?
Myths about Hiring People with Disabilities
Individuals with disabilities who are not in the labor force are faced with the misconception that they are either unable or unwilling to work. Failure to recognize and address these myths and negative stereotypes results in discrimination and the exclusion of individuals with disabilities from the workplace despite their willingness and ability to actively participate in the labor force.
Myth 1: Employees with disabilities have a higher absentee rate than employees without disabilities.
Studies by firms such as DuPont show that employees with disabilities are not absent any more than employees without disabilities. In fact, these studies show that on the average, individuals with disabilities have better attendance rates than their non-disabled counterparts.
Myth 2: Individuals with disabilities should be placed in jobs where they will not fail.
Everyone has the right to fail as well as to succeed. Be careful not to hold someone back from a position or a promotion because you think that there is a possibility that he or she might fail in the position. If this person is the best-qualified candidate, give them the same opportunity to try that you would give anyone else.
Myth 3: Individuals with disabilities are not reliable.
Individuals with disabilities tend to remain on the job and to maintain better levels of attendance. A US Chamber of Commerce study revealed that workers with disabilities had an 80% lower turnover rate.
Myth 4: Someone will always have to help them.
This is not the case with proper training. Individuals with disabilities have adjusted to their disability in most cases. It does not affect their ability to work unaided.
Myth 5: Persons who are deaf make ideal employees for noisy work environments.
Loud noises of a certain vibratory nature can cause further harm to the auditory system. Persons who are deaf should be hired for all jobs that they have the skills and talents to perform. No person with a disability should be prejudged regarding employment opportunities.
Myth 6: Considerable expense is necessary to accommodate workers with disabilities.
In reality and with proper planning and knowledge, most job accommodations are simple and inexpensive. According to the Job Accommodation Network Canada, 80% of accommodations cost less than $500. In addition, the 1991 Health and Activity Limitations Survey (HALS) found that fewer than 30,000, or 4% of the 890,000 working Canadians with disabilities required accessible washrooms, ramps or other building modifications. There are government programs which can defer some or all of the cost of the accommodation. Most frequently reported accommodations were changes in job duties and modified hours of work. Accommodations mostly have more to do with creativity, flexibility and sound management practices than expensive structural modifications or specialized technology. Accommodations like ramps, automatic door openers, widened doorways, and wheelchair accessible washrooms make the employers workplace more accessible to other potential employees with disabilities. Clients and customers like parents with baby strollers and people making deliveries also enjoy the comforts of a less cumbersome environment. It is therefore misleading to consider the cost of these changes as the cost of accommodating just one employee.
Myth 7: I can’t fire or discipline an employee with a disability.
While there are laws in place, such as the Human Rights Act and the Charter of Rights and Freedoms that serve to protect the rights of individuals with disabilities by providing equal access in the areas of employment, transportation, public accommodations, public services, and telecommunications, there are no special procedures for firing or disciplining employees with disabilities. Establish clear performance expectations from the start. If a performance problem does occur, follow your company’s usual guidelines: discuss the problem with the worker, look for solutions, document the situation and, if necessary, terminate the employment agreement.
Myth 8: An employer’s worker’s compensation rates rise when they hire individuals with disabilities.
Insurance rates are based solely on the relative hazards of the operation and the organization’s accident experience, not on whether workers have disabilities. A study
conducted by the U.S. Chamber of Commerce and the National Association of Manufacturers showed that 90% of the 279 companies surveyed reported no effect on insurance costs as a result of hiring workers with disabilities.
Myth 9: Individuals with disabilities are more likely to have accidents.
Two studies, one conducted by the Bureau of Labor Statistics during the 1940’s and a current study recently completed by the DuPont Company support the findings that workers with disabilities performed significantly higher than their counterparts without disabilities in the area of safety. These studies included people in professional, technical, managerial, operational, labor, clerical, and service areas. It evaluated individuals with orthopedic, vision, heart, health, and hearing disabilities. Conclusion: Workers with disabilities are often more aware, not less, of safety issues in the workplace.
Myth 10: Workers with a disability are a bad influence on other workers.
More often than not, the worker with a disability brings additional diversity into the workplace. For example: Someone who uses a wheelchair may point out ways to make physical access better for all by uncluttering walkways and offices. Someone who has a learning disability may develop a filing system based on colors in addition to words that increases efficiency and ease of use.
Myth 11: Individuals with disabilities are not able to contribute to society.
More than anything, individuals with disabilities are restricted not by their abilities, but by society. As an employer, do not let a person’s disability get in the way of an opportunity for him or her to demonstrate talents. Misconceptions that insurance costs/ rates will go up, and that they have a high rate of absenteeism and low productivity levels should be overcome and an equal opportunity afforded to individuals with disabilities.
Myth 12: Individuals with disabilities are more sensitive than other people, more courageous, kinder, more creative, more admirable or more conscientious.
Individuals with disabilities do not possess any special characteristics — they are just like any other person you employ.