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JUDSON CENTER Adding valuable staffing solutions to employers in every industry (248) 837-1227

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SOME OF OUR PARTNERS

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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 Optimization Team) Cart Retriever Dietary logistics team member Freight Specialist Bakery Associate Quality Inspector 1.Industries dependent on staffing companies for operational success. 2.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.

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OUR APPROACH

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ENHANCING THE RELATIONSHIP

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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.

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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. 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 employees disability, he or she poses a direct threat to health or safety in the workplace.

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: 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. 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. 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. THE BUSINESS CASE 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:

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

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