The Benefits of Hiring the Candidates with Disabilities      

b-loehr-disabledOf course, it’s the right thing to do. To consider a candidate based on his/her ability to do the tasks, which a particular job requires, rather than to discount him/her as a potential employee based on disability. While some accommodations may be required, most employers find the time, effort, and costs are minor in comparison to the net benefits of employing those with disabilities.

As a means to encourage the recruiting and hiring of people with disabilities, a myriad of tax credits and deductions are available to companies who bring persons with a disabling impairment or condition onto their team.

Highlighted here are two of those credits.

A small business that earned under $1 million or had no more than 30 full-time employees in the previous year qualifies for the Disabled Access Credit. This incentive provides a non-refundable credit for expenditures incurred for providing access to persons with disabilities. The credit is offered each and every year the company incurs the access expenditures. Refer to Form 8826, Disabled Access Credit (PDF), for information about eligible expenditures.

Provided the appropriate government agencies have certified the employee as disabled, an employee with a disability qualifies as part of a “targeted group.” The employer is then eligible for a tax credit of up to 40% of the first $6000 of first-year wages through the Work Opportunity Credit. This credit is available to the employer after the employee has worked for at least 120 hours or 90 days. Employers claim the credit on Form 5884, Work Opportunity Credit (PDF).

In addition to the tangible financial incentives, many employers are quick to point out a number of hidden perks they’ve discovered.

  •  The physically challenged provide diversity that fuels ideas, viewpoints, and approaches

From ways to solve everyday company issues to ideas for innovative new products and services, employees with disabilities bring unique experiences and perspectives. Their viewpoint and wealth of understanding can transform a workplace, bringing greater depth to the products and services offered. Seeing the world through the eyes of someone with a disabling condition is bound to open doors for just about any business.

  •  Hiring the physically-challenged results in loyal customers

Candidates with disabilities, along with their families, friends and associates represent a trillion-dollar market segment. For one, just like other segments of the market, they will purchase products and services from the companies they feel best meet their needs. Secondly, they will also show their appreciation to companies who hire the physically challenged by patronizing said businesses and encouraging others to do so also, creating for the company a large, loyal customer base.

  • Several employment components see lasting improvement

 Not only have companies noted an improvement in retention rates, but also a rise in employee loyalty, as well as increased morale and productivity have also been reported by companies who make a point to hire those with disabilities.

At B. Loehr Staffing, we welcome physically challenged candidates amongst our talent pool as we strive to meet the staffing needs of our client companies in the timeliest fashion with the most qualified individuals. Contact our team of specialists and let us assist your company with your greatest staffing challenges. After all, we’ve been doing it for more than 100 years!

The Joys of Autumn

b-loehr-autumn-joyWinter boasts the sparkle of a snow-covered landscape and the excitement of Christmas.

The beauty of spring bursts in a rainbow of color as the plant world comes to life again.

Summer is replete with long, carefree, fun-in-the-sun days.

And then there’s fall. It’s true every season is special and unique, but a lot of people admit to being partial to fall.

The way the routine of daily life settles back down after the spontaneous days of summer is comforting. The bountiful harvest of late-season produce and the impressive variety of pumpkins and gourds. The crispness in the evening air. The gorgeous colors as the leaves trade their lush greenness for hues of red and yellow, orange and brown.

Let’s not forget football, roasting marshmallows around a campfire, hayrides, and sipping hot chocolate while watching the sunset.

There is an abundance of things to love about fall.

Around our place, we get into fall in a big way. From the fall scented candle that surrounds us with the aroma of autumn, to the bright splashes of orange that adorn the front landscaping—and the fireplace mantle and many other flat surfaces within our home—to the sampling of every pumpkin-flavored recipe we can dig up. Oh, and let’s not forget pumpkin-shaped finger Jell-O, pumpkin-shaped and decorated sugar cookies as well as every variety of candy corn we can scrounge up. Fall colored candies are a must too.

And so as not to miss a second of immersing ourselves in everything autumn, we honor this favorite season from mid-September through Thanksgiving.

One of the recipes we make no less than three times each fall is Pumpkin Sheet Cake with Cream Cheese Frosting. This delectable dessert also works well in the form of cupcakes.

Pumpkin Sheet Cake  

Preheat oven to 350˚.

Combine and mix:

  • 1 c. vegetable oil
  • 2 c. sugar
  • 4 eggs
  • 2 cups canned pumpkin (not pie mix)
  • 2 c. flour
  • 2 t. baking powder
  • 1 t. baking soda
  • ½ t. salt
  • 2 t. cinnamon
  • 1 c. nuts (optional)

Pour into greased jelly roll pan (15x10x1). Bake for 20-25 minutes. Cool and frost.

Cream Cheese Frosting  

Blend well:

  • 1 – 8 oz. cream cheese, softened
  • 1 stick of margarine, softened
  • 1 t. vanilla
  • 1 lb. powdered sugar
  • ½ c. nuts, sprinkled on top (optional)

Spread frosting over the cooled cake (or cupcakes!). Cut into pieces and enjoy.

BLoehr Staffing As the seasons change, so does life. For employees, it might bring desires for new job opportunities. B Loehr has positions. For companies, it can impact your staffing needs. Our quick response system can effectively meet the variations in your workforce needs with qualified candidates from our large pool of employees. No matter where you stand,   Contact our team of specialists – we’ve been helping talent and companies connect more than 100 years.

 

Which Job Offer do I Accept?  

b-loehr-offerYour hard work has paid off. All that time spent researching and filing out applications and those nerve-wracking interviews have led to a job offer. Time to celebrate, right?

Not just yet. Now may be the toughest part of all. Deciding if the job is right for you. I mean, really right. After all, this isn’t a summer gig at the corner convenience store. This major life decision requires major consideration.

And then your phone rings, and now you have two offers.

“For the employer, it’s a commercial decision,” says Kim Seeling Smith, founder, and CEO of Ignite Global. “For you, it’s a life decision, so you have to put a lot of thought into taking the next opportunity.”

With the job market stronger across the board, it’s become a candidate’s marketplace, especially for those with sought-after skills. So, winding up with two appealing offers can happen easily.

The next step is to delve deep into the specifics of each offer. To get started, answer these basic questions:

  • What are the business hours and the schedule you’ll be expected to work?
  • Do you have a solid understanding of the day-to-day tasks?
  • What is the start date?
  • When does the company need your decision?

Next, move on to the benefits package. Here’s where a spreadsheet will come in handy. It’s difficult to compare two benefits packages without seeing them side by side as the individual benefits may vary widely.

  • Consider the out-of-pocket expense for health care by calculating premiums, deductibles, co-pays, prescription coverage, etc.
  • Are dental and vision coverage included? Again, get out the calculator.
  • Review the vacation/personal time/sick days’ policies.
  • What paid holidays are standard at this company?

Now for a moment, put all of this information aside and revisit your values, priorities, and career goals. How do each of these offers compliment these goals? How do each work against these goals? Which job is a better fit for where you want to be in two years? Five or ten years?

Use additional columns on the spreadsheet or a good ol’ pros vs. cons list to note the answers to these important questions. By now, one offer probably is shining a little brighter – may even be a clear leader. Or it could be a dead heat. Before you disqualify or accept either offer, there are two more ways you can gather valuable intel.

  1. Ask to meet the team
  2. Ask for a copy of the employee handbook

Such a request shows genuine interest on your part and should be met with a willingness to make it happen . . . unless the employer has something to hide. Both will net vast amounts of information to assist your decision.

Did you notice salary isn’t getting a mention until the end? Money is by far not the only thing to consider when choosing between two job offers.

Whether you are looking for short term, long term, temp-to-hire, part-time or a full-time position, B. Loehr Staffing is your connection to offers. Since 1898, we have been matching companies and candidates. We are your opportunity. Contact our team today and discover best-fit positions for personal and professional growth.