Payment Mechanisms for Community Employment: Realities and Recommendations

Abstract

This article describes the payment mechanisms cur rently available to reimburse workers with severe disa bilities for work performed. The advantages and disad vantages of competitive employment at or above mini mum wage, competitive employment below minimum wage, contracted employment through a rehabilitation agency, and self-employment are discussed. In addition, suggestions for utilization and regulatory reform are addressed.Many persons with severe disabilities have had the benefit of an integrated public education and instruc tion in functional skills across domestic, recreation/ leisure, community, and vocational domains. As adults, these individuals are interested in obtaining community employment. They and their parents may be unwilling to settle for employment in segregated facilities or for "prevocationaT adult services which have virtually no movement to integrated community work environ ments. Unfortunately, many service providers cite the inability to pay workers with severe disabilities in com munity jobs as one reason for segregated work. In these instances, the payment mechanism is the premise upon which vocational programs are legitimized (i.e., persons work in sheltered workshops because they can more easily receive pay).Current payment options are regulated by the provi sions of the Fair Labor Standards Act, which governs most employment practices including child labor and overtime pay. Currently, there are disputes over the adequacy of mechanisms designed to provide reim bursement to persons with severe disabilities. Brown et al. (1984) argue that current options are inadequate because workers whose productivity does not reach 25 % of normal standards even after extensive instruction have difficulty achieving employment in integrated en vironments. As an alternative to continued segregation, Brown et al. (1984) have recommended establishment of an extended training option, whereby workers with severe disabilities could work for extended periods withRequests for reprints should be sent to

School to Postschool Transition Planning for Augmentative and Alternative Communication Users

“…At the April team meeting, the transition coordinator reported that Keith had been officially hired by the electrical firm the week before, thanks to the efforts of his case worker and employer, who applied for a subminimum wage certilicate from the U.S. Department of Labor. This allowed Keith to be paid a salary that was less than that of other employees, based on his productivity (Hagner, Nisbet, Callahan, & Moseley, 1987;Mcloughlin, Garner, & Callahan, 1987). He was spending 4 full days each week on the job; the fifth day was spent in the community or at home, receiving instruction in nonwork areas such as cooking, self-care, or leisure activities.…”

Issues in Career Decision Making for Workers With Developmental Disabilities

“…Since workers with developmental disabilities differ in their abilities to conduct job searches and job interviews, a variety of strategies are necessary along a continuum from minimal to full assistance in this process (McLoughlin, Garner, & Callahan, 1987). Professionals should be familiar with alternative wage payment mechanisms for workers with severe disabilities who cannot meet all the productivity demands of a job (Hagner, Nisbet, Callahan, & Moseley, 1987).…”