If a person with disabilities obtains a competitive, paid job, do they risk losing their government benefits?
Special rules make it possible for people receiving Social Security benefits to work and still receive monthly payments. These work incentives include:
- Continued cash benefits for a time while you work
- Continued Medicare or Medicaid while you work
- Help with education, training, and rehabilitation to start a new line of work
Learn more about Social Security benefits and work incentives [PDF].
Are certain employers better prepared to support people with intellectual disability in the workplace?
Not necessarily. This can be a very individually-based situation, depending upon the level of supports a job candidate may need to perform the job. This is when the role of a trained employment specialist becomes important.
The employment specialist can work with employers individually to assist with developing accommodations, offer knowledge about a job candidate’s skills and needs, and provide training and technical assistance to supervisors and co-workers to make the hiring process smooth.
Yes. The Americans with Disabilities Act requires that employers, schools, and other public buildings and properties are accessible. Title 1 of the ADA requires an employer to provide reasonable accommodations to qualified individuals with disabilities who are employees or applicants for employment (which includes interviews and any period prior to hire), unless the accommodation causes undue hardship to the employer.
There are 3 categories of reasonable accommodations:
- Modifications to the job application process.
- Modifications to the work environment, or the manner under which a job is typically performed, to perform the essential functions of that job.
- Modifications enabling an employee with disabilities to enjoy equal benefits and privileges of employment (health benefits, union membership, etc.).
If an employee requests a reasonable accommodation to apply to a job, or to complete the essential tasks of a job, the employer should comply or risk potential legal penalties.
Should people with intellectual disability disclose their disability during the application and interview process?
This is a personal choice for the interviewee. The only reason anyone needs to disclose at any point of the application, hiring, or employment phases is to request an accommodation. If an accommodation is not needed, it is up to the individual to decide whether or not to disclose. An individual with a disability should think about the who, what, where, when, and how of disclosure, and go in with a plan. An employment specialist can help with this process.
Yes. To receive services from a state VR program, apply at your local VR office. A VR counselor will determine whether you are eligible (your disability interferes with your ability to become employed, you need VR services to help you get and keep a job, or you receive SSDI or SSI through Social Security). Then the counselor will work with you to help you reach employment goals.
Actually, no, as long as an individual is qualified. As long as an individual can do the job to the required expectations, with or without accommodations, they are qualified for that job. For example, an attorney might be blind, and might use a screen reader on her computer and guides to assist her in court.
Whether a job is a good fit for a person depends on that person’s skills, personality, and interests, and how well all that aligns with the culture of the job. Using accommodations or supports is also important for making any job successful.