Gainesville Opportunity Center, Inc is a member of |
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A Good Business Opportunity
Transitional Employment
is a
Fair and Equal Partnership Between Business and Clubhouses
A Clubhouse is a Rehabilitation Program for adults who have been temporarily setback by a mental illness, and who are now striving to become more productive and self-sufficient individuals in their community.
The Transitional Employment Program is a central component of the Clubhouse program, and is designed to mainstream adults we serve into job opportunities through the partnership with businesses.
Benefits:
We Guarantee to Employer . . .
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No employee sick days off. If a clubhouse member can not show up, then his/her job placement manager will do the job instead. Clubhouse Job Placement Manager is trained in parallel with the employee at no cost to employer.
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No vacation days off. There is always a pool of employees plus the trained clubhouse job placement manager
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No Workman's Compensation issues with job manager. Liability for the staff assisting the member on the job site is carried by through their employment with the clubhouse.
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No leave benefit costs. Transitioning employee simply transfers to another employer after their transition period is done.
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No vacation between employees. If unsatisfied, you may terminate at any time.
Clubhouse Helps Employer
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Screen the proposed job in advance to determine its suitability for Transitional Employment.
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Clubhouse job placement manager learns the job at no cost.
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Job placement manager will assist your employee through personnel process.
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Job placement manager trains your employee, provides job coaching, and follow-up.
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Guaranteed coverage with no absenteeism. Employee or job placement manager always on the job.
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Expeditious placement changes when needed.
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Placements last approximately 6-9 months.
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Successful maintenance of Transitional Employment is given the highest priority by the clubhouse.
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You will be providing a significant opportunity for adults with psychiatric disabilities to become a contributing member in society.
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You will be among many companies who are participating in Transitional Employment
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We can help you comply with the intent of the Americans With Disabilities Act as well as implementing a great business arrangement for your company.
Employer Helps Clubhouse
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Offer employment opportunities at wages equal to others performing the same job.
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Allow the clubhouse to determine which potential employee will be given a job placement opportunity.
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Consult with job placement manager before making substantial changes in job description.
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Not use Transitional Employment as a screening mechanism for hiring full time independent workers.
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Text of the Americans with Disabilities Act.
The ADA prohibits discrimination and ensures equal opportunity for persons with disabilities in employment, State and local government services, public accommodations, commercial facilities, and transportation. |
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A clear, practical compliance guide to ADA, written by a psychologist, to help organizations conform to provisions on mental illnesses in the Americans with Disabilities Act.
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"Mental Disabilities and the Americans With Disabilities Act: a Concise Compliance Manual for Executives" by John F. Fielder. ISBN: 0899308260 on Amazon.com |
Under the Americans with Disabilities Act, organizations that fail to provide reasonable accommodations to employees with mental disabilities may be subject to penalties and punitive damages. The Act does not, however, provide useful guidelines to help organizations comply--a gap that Dr. Fielder's book now fills. This manual shows that compliance is not difficult or expensive. In clear, concise language, it acquaints management with mental diagnoses, impairments, disabilities, the myths of mental illness and its affect on job performance, and provides samples of workplace accommodations and compliance plans. Practical and readable, the book is intended for management of organizations with 15 or more employees, their human resource staffs and employee assistance professionals, and legal counsel. |
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ADA Information Line |
Phone 1-800-514-0301. Businesses can talk with ADA specialists to obtain answers to specific ADA questions during business hours or can order ADA publications in print and alternate formats 24 hours a day. |
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Job Accomodation Network of US Small Business Administration
Portal of the U.S. Office of Disability Employment Policy |
Helps Employers
- Reduce workers' compensation and other insurance costs
- Become educated about their responsibilities under the Americans with Disabilities Act and Rehabilitation Act
- Hire, retain, and promote qualified employees with disabilities;
- Provide information on accommodation options and practical solutions
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ADA Guide for Small Businesses
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Benefits to the Employer & Value of a Diverse Workforce
It is common for employers to have concerns about hiring workers from groups that have not previously contributed to their business.
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Every person has the ability to be a valuable and dedicated partner in the workplace.
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No one is vocationally impaired.
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Tap into a reliable pool of workers who have above average performance, attendance, and safety records.
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Minimize problems with stability, attendance, and safety.
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Hiring individuals with unique needs (some visible, some not) offers an employer a higher employee retention rate and less turnover than the traditional workforce.
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Higher Retention equals Increased Profits!
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By hiring people with impairments your business may qualify for the following financial incentives: Small Business Tax Credit, Architectural/Transportation Tax Deduction, and Work Opportunity Tax Credit.
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Hiring a more diverse workforce demonstrates a company’s commitment to nondiscrimination and will build a better community image which will lead to an increased customer base.
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Hiring workers with impairments gives the employer experience in working with non-traditional workforces, and will better prepare the employer to cope with future labor-short economies.
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The most requested accommodation from this untapped workforce is for a flexible schedule.
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American With Disabilities Act (ADA)
It is important legally and as responsible citizens to understand the provisions of the ADA and how they apply to persons with a mental illness. The ADA is a law that was passed by Congress in June 1990. Under this legislation, employers must provide “reasonable accommodation” to an individual’s disability in the workplace.
Some examples of reasonable accommodations, ways in which a person’s job could be made less stressful and help that person deal with his/her illness on the job, are the following:
- Having more time to learn new job tasks.
- Knowing that your job would be protected in the event of a rehospitalization.
- Being able to work in a quieter room during periods of high stress when you are experiencing symptoms.
- Having a job coach on site to help you during periods of difficulty.
- Flexible scheduling of work hours.
- Rearranging job tasks or sharing job duties with co-workers.
The ADA applies to all employers with 15 or more workers. There is some ambiguity in the law because employers do not have to make accommodations that may cause “undue hardship” to their organization. Undue hardship is an action that involves significant difficulty or expense in relation to the employer’s size, finances and structure of its business.
Employers may not be aware of the concept of reasonable accommodation and how it applies to a worker with a psychiatric disability. Mental illness is a disability just like hearing impairment or cerebral palsy. People with a mental illness may need accommodations to help them perform well at work much as a person might need a ramp if they use a wheel chair. Such a “ramp” for that employee with a psychiatric disability may be a supervisor meeting with that individual on a weekly basis just to give simple feed back on job performance. |
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The Gainesville Opportunity Center, Inc is a not-for-profit 501(c)(3) organization.
We are an affirmative action, equal opportunity employer committed to building a culturally diverse staff. Applications from women, minorities, individuals with disabilities and covered veterans are encouraged.
For questions about website e-mail: webmaster@goclubhouse.org
©2010 Gainesville Opportunity Center , Inc.
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