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Resources For Employers


Hiring and retaining qualified employees is the number one staffing issue cited by employers, a concern that will become more pressing with the ever changing and aging workforce. To remain competitive, employers are looking beyond the traditional labor sources to access skilled, qualified candidates. This includes focusing their recruitment efforts on alternative sources of available job candidates, including those who are typically under-represented.

Facts for Employers

  • People with disabilities have equal or higher job performance rates, higher retention rates and lower absenteeism than people without disabilities.
  • According to a National Survey of Consumer Attitudes towards Companies that Hire People with Disabilities, 92% of the American public view companies that hire people with disabilities more favorably than those that do not. And, 87% of the public would prefer to give their business to companies that hire people with disabilities. 
  • People with disabilities are experienced problem-solvers with a proven ability to adapt. They bring unique perspectives and experiences to the workplace.
  • Job accommodations for people with disabilities are usually low cost or no cost.
  • A recent study conducted by the Job Accommodation Network (JAN) revealed that 56% of workplace accommodations cost absolutely nothing. Of those accommodations that did have a cost, the typical one-time expenditure by employers was $600.

Tax Incentives for Employers

Tax incentives can provide an added benefit for employers by offsetting costs associated with accommodating an employee or making their facilities and services accessible. These benefits include:

  • Work Opportunity Tax Credit – up to $2,400 per year.
  • Small Business Tax Credit – up to $5,000. 
  • Architectural Barrier Removal Tax Deduction – up to $15,000 per year.
  • Disabled Access Credit – encourages small businesses to comply with the ADA. This credit is available to eligible small businesses and is equal to 50% of the eligible access expenditures which do exceed $250 but do not exceed $10,250, for a maximum credit of $5,000 a year.


The Department of Labor’s Office of Disability Employment Policy (ODEP) provides leadership on disability employment policies and practices through research yielding authoritative and credible data on employment of people with disabilities.

Employer Assistance & Resource Network (EARN) provides free consulting services and resources to support the recruitment and hiring of people with disabilities.

Job Accommodation Network (JAN) provides information about accommodations and related issues to facilitate the employment and retention of workers with disabilities.

Disability and Business Technical Assistance Centers (DBTACs) provide information, training, and technical assistance on the Americans with Disabilities Act (ADA).

US Business Leadership Network (USBLN) promotes best practices in hiring, retaining, and marketing to people with disabilities.

Internal Revenue Service can be contacted for further information regarding tax incentives for employers to people with disabilities.

South Dakota Vocational Rehabilitation Services provides employers with access to candidates with disabilities and various employment supports. Download their 2011 Employer Brochure in Adobe PDF format.

Employer Resource Network (ERN) addresses labor needs in S.D. communities by connecting the business community and rehabilitation professionals and providing a qualified applicant pool to prospective employers.

DakotaLink provides information and resources on assistive technology devices and services.

People with disabilities have contributed to our society in many areas, including the political leadership of Franklin Roosevelt, the scientific innovation of Stephen Hawking, and the music composition of Beethoven. People with disabilities will continue to define the future whether they be the next world leader, the returning veteran, your next-door neighbor, or you.


Situational Assessment
Applicant and trained staff come to the job site to observe and/or participate in job duties. There is no cost to the employer for this time or service, nor are they obligated to hire this applicant. The assessment is an opportunity for the employer to observe this applicant in the job setting. At the same time, the assessment allows the applicant to see if this job is one they feel they can do and would like to apply for.

Work Opportunity Tax Credit (WOTC)
Employers may be eligible to receive a tax credit of 25% of the first $6,000 earned per targeted worker- with a maximum allowable tax credit of $2,400 per targeted worker. (Qualified employee must work at least 120 hours for the employer) Tax credit must be applied for within 21 calendar days of the new hires' start date of employment- SD Department of Labor, Aberdeen, SD.

On-The-Job-Training (OJT)
Funding may be available to assist employers with training costs. This program can subsidize up to 50% of a person's wages while being trained. (Requires approval and pre-authorization by the Rehabilitation Counselor).

Job Coaching
Trained and certified staff are available to assist the new employee with learning their new job at 'no cost' to the employer. This can be an incredible $ and time savings for the employer.

Follow Along
Trained and certified staff continue contact with employer and employee for 90 days to ensure the learning process is progressing as planned.

American Sign Language Interpreter
Certified American Sign Language interpreters can be provided at no cost to the employer for interviews and training sessions during the first 90 days of employment.