Employment: Services for Employers

Employers use the Employment Counselling and Services program as a resource. Just as a job seeker benefits from their new job, employers receive a hardworking employee who takes pride in their work. The Employment Counselling and Services program provides innovative ideas about utilizing an individual's skills and abilities.

We encourage and assist employers to hire qualified persons with disabilities. There are many good reasons to hire people with disabilities. Through the Council's three offices, the Employment Department provides the following services to employers:

Abilities@Work Wage Subsidy Program

Funded in part by the Government of Canada's Opportunities Fund for People with Disabilities, PEICOD is the coordinator of the Abilities@Work wage subsidy program which provides a wage subsidy to qualified employers that hire eligible participants for an existing or a new growth position.  Click here for an Abilities@Work Employer Application

Recruiting

We receive job postings from employers and after performing a job-task analysis, qualified individuals with suitable skills are recruited for the position.  These applicants are then referred back to the employer. For employers, this means a reduced cost of screening and recruitment.

Placements

Work placements can be set up and referrals for wage subsidies can be made.

Assessments

Work site assessments are made, along with necessary recommendations. The objective of a work site assessment is to fully understand the needs and wants of the employer. It also provides an opportunity to make suggestions concerning accessibility and meeting the needs of the employee.

Accommodation

'Duty to Accommodate' sometimes results in employers being cautious about hiring employees with a disability even though they may have an excellent skill set to match the job requirements. Let us dispel some of those myths. Here are the facts. This will be true for new applicants, new employees, and existing employees who begin to acquire disabilities (think “aging workforce”).

1.The key to making effective accommodations is to understand them for what they really are - tools and working conditions that enable employees to give their best and to be their most productive on the job.

2. Most employees with disabilities do not require accommodations.
Surveys show that many employers shy away from recruiting or hiring any people with disabilities because they fear the cost of possible accommodations. They assume that every person with a disability, or at least most of them, will require an accommodation. While numbers vary slightly, most studies indicate that the vast majority, somewhere between 70 - 80%, of employees with disabilities (roughly 3 out of 4) require no accommodation at all.

3. Even when accommodations are required, half of them cost nothing.

4. When accommodations do cost money, they are typically a minimal expense. Only one in ten employees with a disability needs an accommodation that is an expense to their employer and, employers report a typical expense of only $600.

5. Job accommodations often approach and/or organize job tasks in new ways – frequently introducing new tools and methods. These new approaches & adaptive technologies, when used by people without disabilities who are performing similar jobs, can sometimes increase the overall safety, and productivity in the workplace.

Accessibility

We assist employers in increasing workplace accessibility.

Information

Information and materials are provided on hiring and working with persons with disabilities.

Support/ Job Coaching

On-the-job, one on one support is provided to employees and employers, as required.

Sensitivity

Sensitivity training is provided to employers and employees with the objective to create a respectful, understanding workplace. We conduct awareness sessions about employment of persons with disabilities, including appropriate language, etiquette, human rights and employment equity.

Job Carving

Job carving is creating a position that doesn’t already exist by re-arranging duties of employees. It provides an opportunity to identify tasks that are not already in a specific job description.