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JUDSON CENTER. Adding valuable staffing solutions to employers in every industry (248) 837-1227. SOME OF OUR PARTNERS. Strategic Targeting. A quick glimpse at job t itles identified since Oct. 2013 Retail Associate Dishwasher Laundry Service Attendant Cashier Warehouse Assembly

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judson center

JUDSON CENTER

Adding valuable staffing solutions to employers in every industry

(248) 837-1227

strategic targeting
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 OptimizationTeam)
  • Cart Retriever
  • Dietary logistics team member
  • Freight Specialist
  • Bakery Associate
  • Quality Inspector

Industries dependent on staffing companies for operational success.

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.

slide6

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.

slide7

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

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

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 employee’s disability, he or she poses a direct threat to health or safety in the workplace.
slide8

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:

THE BUSINESS CASE

:

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.

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.

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.

ensuring success
ENSURING SUCCESS

Ensuring success with job coaching to offer only the highest likelihood of success for both the consumer and the employer.

independent placements at judson center
Independent Placements at Judson Center

This data represents Judson Center Independent placement activity in single fiscal years running October 1st to September 30th.