A disability is often defined as any lasting impairment of a life activity. It often acts as a visible or invisible barrier to employment, creating misconceptions about the capabilities of potential employees.
They can do the job. You’ll be accessing a currently underutilized skilled segment of the labour pool.
According to the Workplace Safety Insurance Board, your premiums cannot be increased on the basis that some of your workers have disabilities. Workers with disabilities have excellent safety records on the job.
Currently, there are government programs that offer wage subsidies when hiring someone with a disability.
Work environments can be adapted to meet the needs of most employees. If your company cannot afford to pay for the accommodation, you may be eligible for financial assistance.
Most people are willing to talk about their disability and how it will affect their work. If someone does not disclose their disability, you can ask if they have any “barriers” that would effect their work according to the job description. Also, if a potential employee is referred by one of the special services programs, a counsellor can offer to assist with the interview process.
Actually, most persons with disabilities have the same or better record for attendance on the job.
Find out if you can accommodate them in another way or if an assistive device will provide a solution.
The same rules apply for people with or without disabilities. As long as the reason for termination is related to the job and not to the disability, you are within your rights to let someone go if they do not work out.
You are committing to hire a person who is qualified with skills and strengths and has the ability to do the job as you have prescribed.